The following words, terms and phrases, when used in this part, shall have the meanings ascribed to them in this section, except where the context clearly indicates a different meaning:
"Executive employee"
means an employee appointed to an executive exempt or non-exempt position, regardless of status and nature of appointment.
"Executive exempt classification"
means a group of positions sufficiently similar in the type of executive duties performed, scope of discretion and responsibility, minimum requirements of training, experience or skill, and other such characteristics that positions are considered exempt under the federal Fair Labor Standards Act (FLSA) and the same title and the same range of compensation apply to each position in the group.
"Executive non-exempt classification"
means a group of positions providing administrative support services of a confidential, or otherwise sensitive, nature, as determined by the appointing authority, although not considered exempt under the federal Fair Labor Standards Act (FLSA).
"Executive pay level"
means one of eight different levels of executive pay.
(AO No. 79-195; AO No. 91-96; AO No. 2009-84, § 1, 7-7-2009)
A. 
Executive positions are classified in the same manner as other municipal positions with the exception that they are allocated to an executive pay level as defined in the executive pay plan.
B. 
Assignment of a classification to one of the eight ranges is based on the appointing authority, level and scope of responsibility for policy development and public advocacy, and training and experience necessary to perform the duties. For the purpose of establishing the appropriate compensation for executive classifications, the following eight ranges are established:
1. 
20N - Executive non-exempt, subject to appointment by the assembly, except as otherwise provided in section 2.20.055A.
2. 
20E - Executive exempt, subject to appointment by the assembly, except as otherwise provided in section 2.20.055A.
3. 
21N - Executive non-exempt, subject to appointment by the mayor.
4. 
21E - Executive exempt, subject to appointment by the mayor.
5. 
22E - Executive exempt, subject to appointment by the mayor; or the Anchorage Equal Rights Commission subject to the approval of the mayor; or the Anchorage Child Care & Early Education (ACCEE) Fund Board in consultation with the mayor.
6. 
23E - Executive exempt, subject to appointment by the mayor; or the Anchorage Equal Rights Commission, subject to the approval of the mayor.
7. 
24E - Executive exempt, subject to appointment by the mayor.
8. 
25E - Executive exempt, subject to appointment by the mayor.
C. 
The following assembly-appointed classifications are assigned to each range:
1. 
Range 20N:
a. 
Administrative assistant.
b. 
Assembly counsel legal assistant.
c. 
Technical analyst.
d. 
Election worker.
2. 
Range 20E:
a. 
Municipal clerk.
b. 
Deputy municipal clerk.
c. 
Assembly counsel.
d. 
Ombudsman.
e. 
Deputy ombudsman.
f. 
Associate ombudsman.
g. 
Special assistant.
D. 
The following mayor-appointed classifications are assigned to each range:
1. 
Range 21E:
a. 
Secretary to the mayor.
2. 
Range 21N:
a. 
Executive administrative assistant.
b. 
Special administrative assistant I.
E. 
The following classifications are assigned to Range 22E:
1. 
Accounting officer.
2. 
Budget officer.
3. 
Building official.
4. 
Construction engineer.
5. 
Deputy Director I.
6. 
Environmental health services manager.
7. 
Executive director, child care and early education fund.
8. 
Director, office of federal compliance.
9. 
Executive director, equal rights commission.
10. 
General services manager.
11. 
Management systems officer.
12. 
Manager, office of emergency management.
13. 
Municipal attorney I.
14. 
Municipal treasurer.
15. 
Museum manager.
16. 
Parks and recreation program manager.
17. 
Personnel program manager.
18. 
Physical health manager.
19. 
Physical planning manager.
20. 
Property management officer.
21. 
Public information officer.
22. 
Public services manager.
23. 
Public transit manager.
24. 
Regulatory administrative assistant.
25. 
Risk manager.
26. 
Special administrative assistant II.
27. 
Systems development manager.
28. 
Transportation inspection manager.
29. 
Transportation planning manager/AMATS coordinator.
30. 
Utility division manager I.
31. 
Utility management and budget officer.
32. 
Zoning and platting manager.
F. 
The following classifications are assigned to Range 23E:
1. 
Application services manager.
2. 
Chief equity officer.
3. 
Computer operations manager.
4. 
Controller.
5. 
Deputy municipal attorney.
6. 
Director, development services.
7. 
Director, economic development and planning.
8. 
Director, maintenance and operations.
9. 
Director, payroll.
10. 
Director, real estate.
11. 
Internal auditor.
12. 
Labor relations manager.
13. 
Librarian.
14. 
Merrill Field manager.
15. 
Municipal assessor.
16. 
Municipal attorney II.
17. 
Municipal engineer.
18. 
Municipal traffic engineer.
19. 
Personnel director.
20. 
Program and policy director.
21. 
Public safety deputy chief.
22. 
Public transportation director.
23. 
Purchasing director.
24. 
Senior finance officer.
25. 
Traffic director.
26. 
Utility division manager II.
G. 
The following classifications are assigned to Range 24E:
1. 
Chief fiscal officer.
2. 
Chief of staff.
3. 
Chief technology officer.
4. 
Director, health department.
5. 
Director, management and budget.
6. 
Director, parks and recreation services.
7. 
Director, community development.
8. 
Director, planning.
9. 
Director, police and fire retirement.
10. 
Employee relations director.
11. 
General manager, municipal light and power.
12. 
General manager, water and wastewater utility.
13. 
Chief medical officer.
14. 
Director, municipal airports.
15. 
Municipal operations manager.
16. 
Port director.
17. 
Public safety chief.
18. 
Solid waste services director.
19. 
Director, public works.
20. 
Chief administrative officer.
H. 
The following classification is assigned to Range 25E:
1. 
Municipal manager.
I. 
Should the mayor reassign the duties of an executive position in such a manner as to necessitate placement at a higher or lower executive pay level, such action will require approval of the assembly.
J. 
The responsible official of each appointing authority is:
1. 
The chair of the assembly for assembly-appointed executive employees;
2. 
The chair of the Equal Rights Commission for executive employees of the commission;
3. 
The chair of the Police and Fire Retirement Board for executive employees of the Board; and
4. 
The mayor for all other executive employees.
K. 
Executive employees are "at will" employees and serve at the pleasure of the mayor or the responsible official of the appointing authority.
L. 
Public safety pay adjustment.
1. 
With the Mayor's approval, executive employees in the Deputy Public Safety Chief classification may be eligible to be compensated up to five percent above the highest factored rate of pay that is paid to a Police Captain or Assistant Fire Chief.
2. 
With the Mayor's approval, executive employees in the Public Safety Chief classification may be eligible to be compensated up to five percent above the highest factored rate of pay that is paid to a Deputy Public Safety Chief.
(AO No. 79-195; AO No. 91-96; AO No. 92-5(S); AO No. 92-111; AO No. 94-225, § 3, 12-6-1994; AO No. 97-103, § 2, 7-1-1997; AO No. 98-79, § 1, 5-19-1998; AO No. 98-115(S), § 4, 7-1-1998; AO No. 2000-101(S), § 1, 9-26-2000; AO No. 2001-56, § 1, 2-1-2001; AO No. 2001-98, § 1, 5-1-2001; AO No. 2001-130, § 1, 8-1-2001; AO No. 2001-132, § 1, 8-14-2001; AO No. 2002-69, § 3, 5-14-2002; AO No. 2002-100, § 1, 7-16-2002; AO No. 2002-111, § 1, 8-6-2002; AO No. 2002-130, § 1, 9-10-2002; AO No. 2003-29, § 1, 2-11-2003; AO No. 2004-3, § 1, 1-20-2004; AO No. 2004-85, § 1, 5-18-2004; AO No. 2004-87, § 1, 6-8-2004; AO No. 2004-132, § 3, 10-12-2004; AO No. 2005-6, § 1, 2-15-2005; AO No. 2005-119, § 1, 9-27-2005; AO No. 2005-151(S), § 1, 10-25-2005; AO No. 2009-84, § 1, 7-7-2009; AO No. 2015-112(S), § 6, 1-1-2016; AO No. 2016-39, § 1, 4-12-2016; AO No. 2017-107, § 1, 8-8-2017; AO No. 2018-17, § 1, 2-27-2018; AO No. 2018-108(S), § 4, 12-31-2018; AO No. 2020-79(S), § 4, 8-26-2020; AO No. 2021-66, § 2, 7-27-2021; AO No. 2023-111(S), § 3, 11-7-2023; AO No. 2024-110(S), § 6, 11-26-2024; AO No. 2024-61(S-1), § 6, 7-16-2024; AO No. 2024-76, § 1, 8-19-2024; AO No. 2025-110, § 4, 1-1-2026)
Executive positions by their nature and complexity are not subject to the normal procedures of recruitment and selection applicable to other classified positions. The mayor or responsible official of the appointing authority may utilize any recruitment and referral sources and techniques that is deemed appropriate to obtain the highest caliber employees for these positions and may appoint whomever is determined to best discharge the duties of an executive position at the discretion of the mayor or responsible official of the appointing authority subject to the merit provisions of the Charter and this Code. Prior to an executive employee being hired, the individual shall have submitted a municipal employment application form including a resume describing relevant education, training and experience. Upon hiring, the resume shall become a public record and be included within the employee's personnel file. Resumes of all executive employees assigned to ranges 23E, 24E, and 25E, except the Chief of Staff, under 3.30.172 shall be submitted to the assembly, regardless of whether their position requires assembly confirmation.
(AO No. 79-195; AO No. 91-19(S); AO No. 2018-17, § 2, 2-27-2018; AO No. 2023-111(S), § 3, 11-7-2023)
Employees appointed to executive positions shall be appointed to a classification under section 3.30.172 and shall be compensated in accordance with sections 3.30.121 through 3.30.1212.
A. 
Pay ranges. Pay ranges for executive employees shall be established in accordance with subsection I. The mayor or responsible official of the appointing authority shall determine all aspects of pay, wages, hours, demotion, separation, and all other terms and conditions of employment for executive employees.
B. 
Pay levels. Executive positions are assigned to an executive pay level based on the relative responsibility of the position. These pay levels do not consist of pay steps. The pay level of newly hired executives should not normally exceed the midpoint of the applicable pay range. The pay level of an employee promoted or reclassified from a classified position shall be determined by the mayor or responsible official of the appointing authority at time of promotion or reclassification. Should the rate assigned to an executive employee exceed the maximum or be less than the minimum of the range in which the employee's position is placed, the mayor or responsible official of the appointing authority shall obtain prior approval from the assembly. Pay levels for part-time executive employees shall be on a pro rata basis as a percentage of annualized regular full-time salary for the position assigned.
C. 
Minimum and maximum rates. The minimum and maximum rates for each range classification shall be maintained by the director and adjusted in accordance with subsection I by applying the percentage change provided to non-represented employees to the minimum and maximum rate for each classification.
D. 
Merit increases. To the extent feasible, executive employees shall be evaluated at least once each year on or before the merit anniversary date. Executive employees do not receive a merit increase upon their merit anniversary date unless the mayor or the responsible official determines an increase to be appropriate; rather, they may be granted a merit increase by the mayor or the responsible official at any time the mayor or the responsible official determines such action to be warranted, provided no merit increase shall cause the annual pay rate to exceed the maximum base annual rate for the range.
E. 
Reduction. Where the mayor or responsible official has determined that the rate of pay assigned to an executive employee is not appropriate for any reason, the employee's rate of pay may be reduced to a lower level upon two weeks' advance notice. Should the rate assigned be lower than the minimum of the range for that position, the mayor or the responsible official shall obtain prior approval from the assembly. Such reduced compensation may later be increased at any time that the mayor or the responsible official determines it may be appropriate.
F. 
Bonuses and special merit awards. Bonuses and special merit awards are not available to executive employees.
G. 
Acting appointments and assignments (see section 3.30.128).
1. 
Acting appointments to executive position from classified position. Unless otherwise specified by the mayor or responsible official of the appointing authority, any acting appointment to an executive position that is anticipated to last ten working days or more shall be paid at either five percent above the employee's current pay step or at the minimum of the executive pay range for the position assigned, whichever is higher.
2. 
Acting appointment to higher executive position. An acting appointment of an executive employee to a higher level position that is anticipated to last ten working days or more shall be paid at a higher rate only if approved by the mayor or responsible official of the appointing authority. The fact that executive employees are occasionally called upon to perform the duties of higher level executives is a factor evaluated in the determination of the pay rate for an executive position.
3. 
Acting assignment to executive position from classified position. Unless otherwise specified by the mayor or responsible official of the appointing authority, any acting assignment from a classified position to an executive position that is anticipated to last ten working days or more shall be paid at five percent above the current pay rate. An employee in an acting assignment for an executive becomes eligible for acting appointment once the employee meets requirements for acting appointment under section 3.30.066A.
4. 
Acting assignment to higher executive position. An acting assignment of an executive employee to a higher level executive position that is anticipated to last ten working days or more shall be paid at a higher rate only if approved by the mayor or responsible official of the appointing authority.
5. 
Definition of "higher executive position." For purposes of this section "higher executive position" means an executive position with more responsibility for more municipal functions, or greater supervisory authority, than the executive position held by the employee considered for an acting assignment or acting appointment to a higher executive position. The pay range of the higher executive position is relevant, but not a determinative factor.
H. 
Public reports to assembly. Total compensation for executive employees shall be included in public reports to the assembly.
1. 
Public reports to the assembly of total compensation for executive employees appointed by the mayor or responsible official shall include all the following information:
a. 
Name, classification title, pay grade, and department of the executive employee.
b. 
Annual salary (projected and actual) of the executive employee.
c. 
Annual benefit cost (projected and actual) paid by the municipality on behalf of the executive employee.
d. 
Number of leave hours granted to the executive employee, including the employee's calculated hourly-rate by the number of leave hours granted as additional compensation under subsection J of this section.
e. 
Total compensation package for projected and actuals: The sum of subsections H.1.b (annual salary); H.1.c (annual benefit costs paid by the municipality), and H.1.e (additional leave calculation) for each executive employee.
2. 
Quarterly and annual reports. Quarterly reports are due 30 days following the end of the previous quarter. Annual reports are due no later than February 1 of the following year.
a. 
The quarterly reports will identify all executive employees hired during the quarter and each employee's total compensation as described in subsection H.1.
b. 
The annual reports will identify all executive employees and their total compensation as described in subsection H.1.
3. 
Where the mayor or responsible official of the appointing authority exercises discretionary authority to provide special compensation (inclusive of all benefits including compensatory time) to an executive employee which would not be permitted a nonexecutive employee under chapter 3.30, this action shall be reported by the human resources department in a public document to the assembly within 30 days of when the special compensation first becomes effective, and shall be included in the annual total compensation reports thereafter.
I. 
Pay range adjustments. Pay range adjustments to the minimum and maximum base annual rate of the executive pay levels shall be concurrent with and no greater than percentage adjustments made to the nonrepresented pay plan.
Adjustments to the minimum and maximum base annual rate of executive pay levels must be supported by a current compensation survey of comparable positions and annual total compensation. A compensation survey is deemed current if the survey period of comparable positions and annual total compensation is within the thirty-six-month period prior to the effective date of adjustments.
J. 
Leave as additional compensation. In addition to leave provided in sections 3.30.151—3.30.1515, additional leave may be granted as part of an executive's negotiated compensation. Additional leave granted under this subsection shall meet the following requirements:
1. 
Additional leave is noncashable.
2. 
Except as may be negotiated in the first calendar year the leave is granted, additional leave shall be credited as of January 1 of each calendar year.
3. 
Except as may be negotiated in the first calendar year that leave is granted, additional leave must be taken during the calendar year in which it is deposited into the employee's noncashable leave bank or it is forfeited.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 87-137(S); AO No. 88-51; AO No. 91-96; AO No. 97-53, § 1, 5-6-1997; AO No. 97-103, § 3, 7-1-1997; AO No. 2009-84, § 1, 7-7-2009; AO No. 2010-82(S), § 1, 11-9-2010, eff. 1-1-2011; AO No. 2013-67, § 1, 5-21-2013; AO No. 2013-51(S), § 1, 8-20-2013;[1] AO No. 2018-17, § 3, 2-27-2018; AO No. 2019-42, § 2, 4-23-2019)
[1]
Editor's note — Section 2 of AO No. 2013-51(S) provided that "Exhibit A represents the baseline for future changes made to the executive pay ranges."
A. 
Compensatory time off.
1. 
Executive exempt employees are not entitled to overtime compensation; however, as a result of extraordinary conditions which require an exempt executive to work extended hours over a period of time, the mayor or responsible official may, at his or her discretion, grant such compensatory time off as he or she deems appropriate. Compensatory time off is noncashable and expires at the end of 12 months from the date granted.
2. 
Executive non-exempt employees are entitled to overtime compensation as follows:
a. 
Overtime shall be paid at one and one-half times the employee's regular rate of pay for all hours actually worked in excess of 40 hours in one work week.
b. 
For purposes of calculating overtime compensation, time designated by the municipality as any type of holiday or leave shall not be considered as part of the 40 hours to be worked in one work week, before an employee becomes eligible for overtime compensation under this section.
c. 
Compensatory time off shall not be permitted.
d. 
Temporary shifting of working hours to meet routine departmental or employee needs may be done as necessary, subject to the approval of the department head.
e. 
Permanent changes of working hours shall require approval of the department head. When practicable, at least one week's notice shall be given to the employee before a permanent change in working hours takes place. This notice may be waived in emergency situations or with the employee's assent.
B. 
Pay for working on holiday. The mayor or responsible official as described in section 3.30.177 may grant compensatory time to an executive exempt employee who works on a holiday in the same manner as overtime.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 87-137(S); AO No. 96-55, § 3, 4-2-1996; AO No. 2009-84, § 1, 7-7-2009; AO No. 2010-82(S), § 2, 11-9-2010, eff. 1-1-2011)
A. 
Employees occupying an executive position are appointed by, and serve at the pleasure of the responsible official for the appointing authority. As such, the responsible official may dismiss, demote or suspend any employee occupying an executive position for any reason, or no reason, without right of grievance or appeal.
B. 
When the mayor takes an action described in this section, the mayor shall report it to the assembly immediately upon taking such action affecting the following executive appointees:
1. 
Chief financial officer;
2. 
Director, management and budget;
3. 
Employee relations director;
4. 
Municipal attorney;
5. 
Municipal manager;
6. 
Port director; and
7. 
Public safety chief (police or fire chief).
C. 
For purposes of this section, "immediately upon" means not later than 30 days after the dismissal, demotion or suspension takes effect.
(AO No. 79-195; AO No. 88-51; AO No. 94-117, § 33, 7-26-1994; AO No. 2009-84, § 1, 7-7-2009; AO No. 2017-117, § 1, 9-26-2017)
A. 
The requirements of sections 3.30.170 through 3.30.179 apply fully to all executive employees and are the only rules which apply to executive employees except as otherwise provided by the mayor or responsible official as provided in this chapter.
B. 
Except as specifically stated in this Rule 17, executive employees do not have a right to a grievance procedure or appeal regarding the application or alleged violation or misapplication of the rules herein.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 87-137(S); AO No. 2009-84, § 1, 7-7-2009; AO No. 2010-82(S), § 3, 11-9-2010, eff. 1-1-2011)
Executive employees are not entitled to lump-sum vehicle allowances. To the extent private vehicles are used by executive employees for the conduct of municipal business, policies and procedures for private vehicle mileage reimbursement are applicable.
(AO No. 87-137(S))