RES-11175 Exec Directors & Top Mgt._Terms of Employment_July 9, 2019RESOLUTION N0. 11175
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ORANGE RELATING TO THE CLASSIFICATION,
COMPENSATION, AND TERMS OF EMPLOYMENT OF
EXECUTIVE DIRECTORS AND TOP MANAGEMENT
EMPLOYEES,AND REPEALING RESOLUTION N0. 11104
AND ALL AMENDMENTS THERETO.
WHEREAS,the employees covered by this Resolution constitute management personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the proposed
employment terms contained herein; and
WHEREAS,the City Council has determined that this Resolution shall set forth the wages,hours,
and conditions of employment for the period of July 1,2019 through June 30,2020 for those management
employees covered herein.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange hereby
adopts the wages, hours, and conditions of employment for the period of July 1, 2019 through June 30,
2020 for Executive Directors and Top Management Employees contained in Exhibit"A",as fully set forth
herein.
ADOPTED this 9th day of July 2019.
Mark . urphy, Mayor, ty range
ATTEST:
Pamela Coleman, City Clerk, City of Orange
STATE OF CALIFORNIA )
COUNTY OF ORANGE )
CITY OF ORANGE
I, PAMELA COLEMAN, City Clerk of the City of Orange, California, do hereby certify that the
foregoing Resolution was duly and regularly adopted by the City Council of the City of Orange at a regular
meeting thereof held on the 9th day of July 2019, by the followirig vote:
AYES: COLTNCIL MEMBERS: Alvarez, Murphy,Nichols, Monaco
NOES: COiJNCIL MEMBERS: None
ABSENT:COLTNCIL MEMBERS: None
ABSTAINED: COUNCIL MEMBERS: None
Pamela Coleman, City Clerk, City of Orange
Resolution No. 11175 2
Cit ofy
Exhibit "A"
TOP MANAGEMENT RESOLUTION
JULY 1, 2019 THROUGH JUNE 30, 2020
TABLE OF CONTENTS
Section No. Section Title Page No.
1 Basic Compensation Plan 3
2 Salary and Wage Schedule 3
3 Administration of Basic Compensation Plan 3
4 Beginning Rates 3
5 Service 3
6 Advancement within Schedule 4
Merit Advancement, Special Merit Advancement
7 Reduction in Salary Steps 4
8 Bilingual Assignment 4
9 Longevity for Safety Chiefs 5
10 Educational Incentive Program 5
11 Incentive Pay Plan 6
12 Promotion 6
13 Demotion 6
14 Reassignment of Compensation Ranges 6
15 At-Will Status 6
16 City Manager and City Attorney 7
17 Administrative Leave 7
18 Holidays 7
Floating Holidays,Holidays on Certain Days of the Week,
Eligibility to Receive Holiday Pay,Holiday During Vacation
19 Vacation 8
Vacation Accrual,Vacation Usage and Accumulation,Vacation
Conversion,Vacation Pay-Out Upon Termination
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Section No. Section Title Pa e No.
20 Part-Time, Temporary, and Seasonal Employees
Eligbility for Fringe Benefits 10
Definitions,Entitlement to Fringe Benefits
Based Upon Proration of Hours
21 Leaves of Absence 11
Leaves of Absence without Pay,Jury Duty and Services
as Witness for City,Military Leave of Absence, Sick Leave,
Family Leave,Bereavement Leave,Workers' Compensation Leave
for Safety Employees,Workers' Compensation Leave for Non-Safety
Employees,Family Care and Medical Leave(FCML)
22 Health Insurance 17
23 Other Insurances 18
Life Insurance,Disability Insurance,Medicare Insurance
24 Retirement 18
Public Employees' Retirement System(PERS),Money
Purchase Retirement Plan,Retirement Health Savings Plan
25 Other Fringe Benefits 20
Medical Maintenance Examination Progam,Educational
Assistance,Uniforms,Rideshare Incentive Program,
Technology Stipend
26 Direct Deposit 21
27 Travel Expense Allowed 22
Mileage Reimbursement,Out-of-City Travel,Transportation
And Expense Charges
28 Grievances 22
29 Effective Dates 22
APPENDIX"A" Executive Management Monthly Salary Ranges 23
APPENDIX"B" Senior Management Monthly Salary Ranges 24
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SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic compensation
plan for all executive directors and top management employees of the City of Orange who are now
employed, or will in the future be employed in any of the classifications of employment listed in this
Resolution and its attachments. Whenever the masculine gender is used in this Resolution, it shall be
understood to include the feminine gender. Whenever the term "department head" is used, it shall be
understood to include the City Manager when the personnel action affects a department head.
SECTION 2. SALARY AND WAGE SCHEDULE. The monthly salaries for employees covered by
this Resolution are hereby incorporated, and listed in Appendices "A" and "B".
The attached salary and wage schedules shall constitute the basic compensation plan consisting of six
steps or rates of pay in each range.
The City Manager reserves the right to grant an additional salary increase of up to 5.0% for any
classifications described herein in Appendices "A" or "B". Any such increases shall not exceed a total
cost of 1% of payroll for Top Management employees.
The respective ranges shall be identified by number and the steps by the letters "A" to "F" inclusive. The
minimum length of service required for advancement to the next higher step is provided in Section 5 and
6.
SECTION 3.ADMINISTRATION OF BASIC COMPENSATION PLAN. The compensation ranges
and steps contained in the attached salary schedule are monthly compensation rates.
For all employees covered by this Resolution, the hourly rate of pay shall be the monthly rate multiplied
by 12 divided by 2080 annual hours. In determining the hourly rate, compensation shall be calculated to
the nearest one-half(1/z) cent.
Part-time employees who are scheduled to work an average of at least 20 hours per week on a year-round
basis may be considered for advancement to the next higher step upon completion of 2080 hours of
employment.
SECTION 4. BEGINNING RATES. A new employee of the City shall be paid the rate shown in Step
A" in the range allocated to the class of employment for which he has been hired, except that on the
request of the department head under whom the employee will serve, and with the authorization of the
Human Resources Director, such employee may be placed in Step "B" through "F" depending upon the
employee's qualifications.
SECTION 5. SERVICE. The word "service", as used in this Resolution, shall be defined to mean
continuous, full-time service in the employee's present classification, service in a higher classification, or
service in a classification allocated to the same salary range and having generally similar duties and
requirements. A lapse of service by any employee for a period of time longer than 30 days by reason of
resignation or discharge shall serve to eliminate the accumulated length of service time of such employee
for the purpose of this Resolution. Such employee re-entering the service of the City shall be considered
as a new employee, except that he may, at the discretion of the City,be re-employed within one year and
placed in the same salary step in the appropriate compensation range as he was at the time of the
termination of employment.
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SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern
salary advancements within ranges:
A. Merit Advancement. An employee may be considered for advancement through the applicable
salary range upon completion of the minimum length of service. The effective date of such
merit increase, if granted, shall be the first day of the next pay period following the completion
of the length of service required for such advancement. Advancement through the salary
ranges Steps "A" through "F" may be granted only for continuous, meritorious, and efficient
service,and continued improvement by the employee in the effective performance of the duties
of his position. Such merit advancement shall require the following:
1) The department head shall file with the Human Resources Director a Personnel
Action Form and a completed performance evaluation recommending the granting
or denial of the merit increase and supporting such recommendation with specific
reasons therefore. Disapproval from the Human Resources Director, together with
the reasons therefore, shall be returned to the department head.
2) The recommendation of the department head and the approval of the Human
Resources Director shall be forwarded to the Payroll Division of Finance for change
of payroll status.
3) Advancements through the pay ranges Step "A" through Step "F", shall occur, if
granted, in yearly increments.
4) A lapse of service of 30 continuous calendar days or more for any reason shall
extend the due date for the merit performance evaluation by an equal number of
days absent.
B. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, the department head may recommend to the
Human Resources Director that the employee be advanced to a higher pay step without regard
to the minimum length of service requirements contained in this Resolution. With concurrence
of the City Manager,the Human Resources Director may, on the basis of a department head's
recommendation, approve and effect such an advancement.
SECTION 7. REDUCTION IN SALARY STEPS. Any employee who is being paid on a salary step
higher than Step "A" may be reduced by one or more steps upon the recommendation of the department
head with the approval of the Human Resources Director. Such reduction shall take place only after the
employee has been notified of the reasons and has had an opportunity to respond. Procedure for such
reduction shall follow the same procedure as outlined for merit advancements in Section 6, and such
employee may be considered for re-advancement under the same provisions as contained in Subsection A
of Section 6.
SECTION 8. BILINGUAL ASSIGNMENT. Employees covered by this Resolution may be assigned
by the department head, with approval of the Human Resources Director, to a bilingual assignment.
Employees on bilingual assignment shall receive an additional $140.00 per month, per employee, in
addition to their regular monthly salary,for the duration of the assignment.Employees receiving Bilingual
Assignment compensation may be required to take and pass a proficiency test on an annual or as needed
basis as determined by the Human Resources Department. This form of special compensation, also
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referred to as "Bilingual Premium", shall continue to be reported to Ca1PERS as special compensation,
and therefore compensation earnable pursuant to California Public Employees' Retirement System
Regulations, Section 571(a)(4).
SECTION 9. LONGEVITY FOR SAFETY CHIEFS.
A. The Fire Chief shall be eligible for Longevity Pay as defined in Article III, Section 3.13 of the
Memorandum of Understanding between the City and the City of Orange Fire Management
Association (the "Fire Management MOU"). Effective June 23, 2019, the Fire Management
MOU provides the following incentive for Longevity Pay:
15 200.00
20 400.00
25 600.00
B. The Police Chief shall be eligible for Longevity Pay as defined in Article X, Section 5 of the
Memorandum of Understanding between the City and the City of Orange Police Management
Association (the "Police Management MOU"). Effective June 23, 2019, the Police
Management MOU provides the following values for Longevity Pay:
15 150.00
20 300.00
25 500.00
C. This form of compensation, also referred to as"Longevity Pay", shall be reported to Ca1PERS
as special compensation and therefore compensation earnable pursuant to California Public
Employees' Retirement System (PERS) Regulations, Section 5'71(a)(1).
SECTION 10. EDUCATIONAL INCENTIVE PROGRAM.
A. Employees covered by this Resolution, other than the Police Chief and Fire Chief, with
postgraduate degrees (i.e. Master's degree or higher) shall be eligible to receive $500.00 per
month.
B. In order to maintain consistency with Article VII, Section 7.2 of the Fire Management MOU,
the Fire Chief shall receive $400.00 per month for a Bachelor's degree or $600.00 per month
for a Master's degree.
C. In order to maintain consistency with Article Article XI, Section 1 of the Police Management
MOU,the Police Chief shall receive$700.00 for a Bachelor's degree or$950.00 per month for
a Master's degree.
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D. This form of compensation, also referred to as "Educational Incentive", shall be reported to
Ca1PERS as special compensation and therefore compensation earnable pursuant to California
Public Employees' Retirement System (PERS)Regulations, Section 571(a)(2).
SECTION 11. INCENTIVE PAY PLAN. The City Manager may, for the employees covered by this
Resolution, put into effect an incentive pay plan, the terms and conditions of which shall be at his full
discretion.
SECTION 12. PROMOTION. When an employee is promoted to a position in a higher classification,
he may be assigned to the step in the new salary range which provides for at least a five percent (5%)
increase. With the approval of the department head and Human Resources Director, the employee may
be placed in the step in the new salary range as will grant him an increase of at least one, but not more
than three salary steps.
SECTION 13. DEMOTION. When an employee is demoted to a position in a lower classification, his
salary rate shall be fixed in the appropriate salary range for the lower classification in accordance with the
following provisions:
A. The salary rate shall be reduced by at least one step.
B. The new salary rate must be within the salary range for the classification to which the employee
was demoted.
SECTION 14. REASSIGNMENT OF COMPENSATION RANGES. Any employee who is
employed in a classification which is assigned to a different pay range sha11 be retained in the same salary
step in the new range as he has previously held in the prior range, and shall retain credit for length of
service in such step toward advancement to the next higher step; provided, however:
A. That if such retention results in the advancement of more than one step, the Human Resources
Director may, at his discretion,at the time of reassignment,place the employee in a step which
will result in an increase of only one step.
B. That if the reassignment is to a lower compensation range, the "F" step of which is lower than
the existing rate of pay at the time of reassignment, the employee shall continue to be paid at
the existing rate of pay until such time as the position is reassigned to a compensation schedule
which will allow for further salary advancement, or until such time as the employee is
promoted to a position assigned to a higher compensation range.
C. That if the reassignment is to a lower compensation range,the "F" step of which is higher than
the existing rate of pay, the employee shall be placed in that step of the lower compensation
range which is equivalent to the existing rate of pay,and shall retain credit for length of service
previously acquired in such step toward advancement to the next higher step. If there is no
equivalent step, the employee shall be placed in the step which is closest to, but not less than,
his current salary step.
SECTION 15. AT-WILL STATUS. Department heads and the Assistant City Manager, other than the
City Attorney, serve at the pleasure of the City Manager, and consideration for advancement, reduction,
demotion, termination, or reassignment shall be.at the initiation of the City Manager and in accordance
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with the Orange Municipal Code. In addition, all employees covered by the Resolution are employed at-
will and serve in accordance with Title 2 of the Orange Municipal Code.
SECTION 16. CITY MANAGER AND CITY ATTORNEY. Except as amended by a written
instrument formally approved by the City Council,the compensation and terms of employment of the City
Manager and City Attorney shall be as set forth herein.
SECTION 17. ADMIl TISTRATIVE LEAVE. Employees covered by this Resolution are exempt from
Fair Labor Standards Act overtime provisions as executive, administrative, and professional employees.
This Resolution establishes a pay system which provides all covered employees with sick leave and other
leave which covered employees use for purposes of public accountability. However,the City will provide
paid administrative leave as follows:
A. Regular full-time employees identified in Appendix "A" shall accrue 80 hours of
administrative leave annually for continuous service;
B. Regulax full-time employees identified in Appendix "B" shall accrue 63 hours of
administrative leave annually for continuous service;
C. Employees hired after January 1 St of each year shall receive a prorated portion of the
administrative leave during their first calendar year of employment;
D. The minimum charge to the employee's administrative leave account shall be one-quarter(1/4)
hour, while additiorial actual absence of over one-quarter (1/4) hour shall be charged to the
nearest one-half(1/Z) hour;
E. Usage of administrative leave shall be at the convenience of the City with the approval of the
respective department head or City Manager;
F. All administrative leave shall be accrued at the beginning of the pay period which includes
January lst of each year;
G. Unused administrative leave at the end of the calendar year and upon retiring from City service
and entering the Public Employees' Retirement System shall be deposited in the employee's
Retirement Health Savings Plan account as described in Section 24C; and
H. Unused administrative leave upon separation for reasons other than retirement shall be
forfeited.
SECTION 18. HOLIDAYS. Employees covered by this Resolution shall receive the following paid
nine (9)-hour holidays, except as provided in#9:
1) January 1 St (New Year's Day)
2) The third Monday in February(President's Day)
3) Last Monday in May(Memorial Day)
4) July 4' (Independence Day)
5) First Monday in September(Labor Day)
6) November l lth (Veteran's Day)
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7) Fourtli Thursday in November(Thanksgiving Day)
8) Fourth Friday in November(Day after Thanksgiving)
9) One-half day (4.5 hours) before Christmas if December 24th Falls on a Monday
through Thursday (Christmas Eve)
10) December 25th (Christmas Day)
A. Floatin Holida In addition to the above, employees will have credited to their paid leave
balance 22.5 floating holiday hours beginning January 1 St of each year. Employees hired after
January 1 St of each year shall receive a prorated portion of the 22.5 floating holiday hours
during their first calendar year of employment. The floating holiday hours shall be taken at
the convenience of the City with the approval of the City Manager or the department head.
Unused floating holiday hours at the end of the calendar year or upon separation from City
service shall be deposited in the employee's Retirement Health Savings Plan account as
described in Section 24C.
B. Holidays on Certain Days of the Week. In the event any of the above holidays, except one-
half day before Christmas,fall on a Sunday,the following day will be taken in lieu of the actual
date on which the holiday falls. When any of the above holidays fall on a Saturday, except
one-half day before Christmas, the preceding Friday will be taken in lieu of the actual date on
which the holiday falls. When any of the above holidays falls on an employee's regularly
scheduled day off during the week, except one-half day before Christmas, employees will be
credited with nine (9) hours of holiday compensatory time. Accumulated holiday
compensatory time must be used by the employee by June 30 of the same fiscal year in which
it was accumulated. Unused holiday compensatory time shall be paid in cash to an employee
upon separation of employment.
C. Eli ibility to Receive Holida Pa In order to be eligible to receive holiday pay, an employee
must have worked, or be deemed to have worked because of an approved absence, the
employee's regularly scheduled day before and regularly scheduled day after the holiday.
Newly hired employees are provided with and are eligible to use floating holiday and fixed
holiday hours, according to the guidelines established in this Section, and/or with approval of
the Human Resources Director.
D. Holidays During Vacation. Should one of the holidays listed above fall during an employee's
vacation period while an employee is lawfully absent with pay, the employee shall receive
holiday pay and no charge shall be made against the employee's accumulated vacation.
SECTION 19. VACATION.
A. Vacation Accrual. All full-time regular employees described herein accrue paid vacation in
accordance with the following schedules.
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1) For employees described herein in Appendix "A", as well as the City Manager,the
following schedule shall apply:
1 144 16 208
2 149 17 212
3 154 18 216
4 159 19 220
5 164 20 224
6 170 21 228
7 172 22 232
8 176 23 236
9 180 24 240
10 184 25 244
11 188 26 248
12 192 27 252
13 196 28 256
14 200 29 260
15 204 30 264
2) For employees described herein in Appendix "B", the following schedule shall
apply:
1 104 16 188
2 114 17 192
3 124 18 196
4 134 19 200
5 144 20 204
6 148 21 208
7 152 22 212
8 156 23 216
9 160 24 220
10 164 25 224
11 168 26 228
12 172 27 232
13 176 28 236
14 180 29 240
15 184 30 244
B. Vacation Usage and Accumulation. Vacation shall be taken at the convenience of the City
with the approval of the department head. Where possible, such vacation should be taken
annually and not accumulated from year to year. Employees shall not accumulate vacation in
excess of the equivalent number of hours earned in the immediately preceding 24-month
period. Employees with less than one (1) year's continuous service shall accrue vacation but
may not use vacation until successful completion of one (1) year's continuous service, except
with the approval of the City Manager, or in the event of a City Hall holiday closure, with
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approval of the Human Resources Director. Employees whose accumulated vacation reaches
the above-defined limit shall receive no additional vacation accrual until such time as the
accumulated vacation hours fall below the allowable limit.
C. Vacation Conversion. An employee may convert up to 50% of his current annual vacation
accrual into pay in lieu of time off with pay on an annual basis. An employee requesting such
conversion must meet the eligibility requirements as set forth in Section 19 (A)(1)(2) and may
convert twice in a fiscal year, within the cap provisions stated above. Any exception to this
provision requires the approval of the Human Resources Director.
D. Vacation Pa. o pon Termination. Employees who terminate their employment with the
City shall be paid for all accrued vacation,if any,and the prorated portion of their final accrual.
Prorated vacation shall be on the basis of one-twelfth(1/12) of the employee's annual vacation
pay for each full month of service.
SECTION 20. PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEES ELIGIBILITY
FOR FRINGE BENEFITS.
A. Definitions. Nothing contained herein shall guarantee to any employee a specified number of
hours per day or days per week or weeks per year or months per year of work.
1) Re u part-time emplo ees shall be those employees scheduled in the budget to
work 20 or more hours per week on a year-round basis (52 weeks minus approved
leave).
2) Temporar part-time employees shall be those employees scheduled in the budget
to work less than 20 hours per week on a year-round basis(52 weeks minus approved
leave).
3) Seasonal emplo. shall be those employees who are scheduled in the budget to
work on less than a year-round basis regardless of hours worked.
B. Entitlement to Fringe Benefits Based Upon Proration of Hours. Regular part-time employees
shall receive fringe benefits in proportion to the number of hours an employee is scheduled in
the budget to work to the norma140-hour week on an annual basis.
The annual schedule for all eligible part-time employees shall be the schedule which is
included in the City's approved budget or a schedule which is designated by Management at
the commencement of the employee's employment with the City. This formula of proration
shall apply to holiday pay, vacation, sick leave, flexible benefit contribution, disability
insurance contribution, money purchase retirement plan, and PERS retirement contribution.
Regular part-time employees may receive step increases provided they have performed 2080
hours of service.
C. Temporary and seasonal employees shall be entitled to receive no fringe benefits provided for
in the resolution or in any resolution of the City unless otherwise required by law.
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SECTION 21. LEAVES OF ABSENCE.
A. Leave of Absence Without Pay. For all regular employees as described herein, the following
Leave Without Pay procedure shall apply:
1) After all available leave benefits, including vacation, administrative leave, floating
holiday, compensatory time, sick leave, and other leave benefits have been
completely used, a regular employee, not under suspension, may make written
application to the department head for leave without pay or benefits. No such leave
will be considered absent a written application from the employee requesting leave.
2) If the department head and the Human Resources Director agree that such leave is
merited and in the interest of the City, leave may be granted for a period not to
exceed six (6) months following the date of expiration of all other allowable leave
benefits. The employee shall not be continued "in service" as that term is defined
in this Resolution.
3) No employment or fringe benefits such as sick leave, vacation, health insurance,
retirement, or any other benefits shall accrue to any employee on leave of absence
without pay except as denoted under Section 21 (I). During such leave in excess
of five (5) working days, no seniority shall be accumulated.
4) Subject to and consistent with the conditions of the group health, life or disability
plan, coverage may be continued during a leave, provided direct payment of the
total premium by the employee is made through and as prescribed by the Payroll
Division of the City. The City will pay up to six(6)months of the Flexible Benefit
Plan contribution for employees who are on long term disability leave.
5) At the end of any approved leave, if the employee desires additional leave, written
application must be made through the department head to the Human Resources
Director at least ten (10) days before the end of the approved leave, stating the
reasons why the additional leave is required and why it would be in the best interests
of the City to grant such leave of absence. If such additional leave is merited and
would still preserve the best interests of the City, the Human Resources Director
may approve such extension of the leave of absence for a period up to, but not to
exceed, an additional six months.
6) If the employee does not return to work prior to or at the end of such leave of
absence or extension of leave of absence,the City shall consider that the employee
has abandoned his employment with the City and shall be terminated.
7) An employee on leave of absence must give the City at least seven(7)days' written
notice of his intent to return to work prior to returning to work.
8) Any employee who engages in outside employment during said leave of absence
without prior notification and approval of the Human Resources Director and '
department head may be subject to termination.
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9) Any employee who falsifies the reason for the request for said leave of absence
may be terminated.
10)Such 1'eave shall be granted on the same basis for pregnancy, childbirth, and other
medically related conditions, except that such an employee shall retain his/her
seniority rights.
11)Forms setting forth the benefits available or such other pertinent information shall
be maintained for distribution in the Human Resources Department.
B. Jury Dutv and Services as Witness for Citv. When required to serve on a jury, all employees
shall be provided with paid time off for a period of actual service required on the jury,provided
all jury fees paid to the individual employee, less allowed automobile expenses, are turned
over to the City. Once an employee has completed his jury service, he must provide the
Certificate of Jury Service to his immediate supervisor to qualify for jury duty compensation.
If an employee is called as a witness on behalf of the City, he shall receive his normal pay for
the time spent by the employee serving as a witness for the City. An employee shall be required
to pay any witness fees that accrue to the employee for his witness service to the City as a
condition of receiving his normal pay while serving as a witness for the City. Any exceptions
to this provision must meet the approval of the Human Resources Director.
C. Military Leave of Absence. If an employee is required to take military training two (2) weeks
or more each year,he shall be entitled to military leave of absence under the provisions of State
law, found in applicable sections of the Military and Veterans' Code. An employee must
provide a copy of their military orders to the Human Resources Department to qualify for a
military leave of absence.
D. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance
with the following:
1) For employees working a regular 40-hour week, eight (8) hours of sick leave will
accrue for each month of continuous service.
2) All non-benefitted employees shall receive sick leave as required by State law.
3) Sick leave will be charged at the rate of one-quarter ('/4) hour for each one-quarter
1/4)hour an employee is absent.
4) Any employee eligible for sick leave with pay may use such leave for the following
reasons:
a) Medical and dental office appointments during work hours when authorized
by the department head or his designee; and/or
b) Personal illness or physical incapacity resulting from causes beyond the
employee's control, including pregnancy, childbirth, and other medically
related conditions.
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5) Sick Leave A plication. Sick leave may be applied only to absence caused by
illness or injury of an employee and may not extend to absence caused by illness or
injury of a member of the employee's family except as provided for in Subsection
E below.
6) Sick Leave Char ed. In any instance involving use of a fraction of a day's sick
leave, the minimum charged to the employee's sick leave account shall be one-
quarter(
1/
4)hour,while additional actual absence of over one-quarter('/4)hour shall
be charged to the nearest one-half(1/
z) hour. Sick leave shall only be used for the
purposes stated and the department head shall be responsible for control of
employee abuse of the sick leave privilege.
Employees may,upon prior notice and in the complete discretion of the department
head, be required to furnish a certificate issued by a licensed physician or nurse or
other satisfactory written evidence of any subsequent illness.
7) Sick Leave Payout Pro Unused sick leave shall be paid off according to the
following:
a) All sick leave accrued prior to January 1, 1992 shall fall under the following
payout formula:
i. Accumulated sick leave balances as of December 31, 1991 shall be
set aside in a designated sick leave account and no further
accumulation will be placed in this bank. This accumulated sick
leave will be available for the employee's use according to the
provisions outlined in Section D (2), (3) and(4).
ii. Upon retiring from City service and entering the Public Employees'
Retirement System, an employee shall receive pay for 50% of all
accrued sick leave hours. The cash value of this unused sick leave
payout will be deposited into the employee's Retirement Health
Savings Plan account, as described in Section 24 (C).
iii. Upon separation from City service for reasons other than retirement
with PERS, an employee shall receive no pay for the first 60 days
of accrued sick leave (0 to 480 hours), but shall receive 25% pay
for the first 30 days of accrued sick leave after the first 60 days of
accrued sick leave (481 to 720 hours), and 50% of all accrued sick
leave thereafter(721 hours and up).
iv. Upon the death of an employee while employed by the City, 100%
of all accrued sick leave benefits accrued prior to January 1, 1992
shall be paid to the beneficiary of the deceased employee. Payment
will be made when proper authorization for payment is received
from the estate of the decedent employee.
b) All sick leave accrued after December 31, 1991, shall be placed in a new
accrual bank and have no maximum accrual amount. Any hours
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accumulated in this bank shall be eligible for the following payout
program:
i. Employees with sick leave usage of 0.0 to 27.0 hours per payroll
calendar year will have the option to convert 40 hours of their
unused sick leave to vacation in the first pay period of the following
year.
ii. Employees with sick leave usage of 27.25 to 36.0 hours per payroll
calendar year may convert 30 hours of unused sick leave to
vacation the following year.
iii. Employees must have a minimum balance of 180 hours of sick
leave, combining both sick leave banks, available after conversion.
In addition, no hours will be converted to vacation if said
conversion places the employee's vacation bank over the maximum
allowable accrual. Conversion of sick leave to vacation shall occur
in the first pay period of January based upon sick leave usage
during the previous payroll calendar year.
iv. Any sick leave converted to vacation shall be subject to the
provisions described in Section 19. Vacations. The employee must
file a sick leave payout designation form each year, if eligible for
the conversion of unused sick leave to vacation. If no designation
form is filed,the hours will automatically remain in the employee's
new sick leave accumulation account. Employees shall still be
subject to the maximum vacation accrual at any given time
equivalent to 24 months' worth of accrued hours. Any request to
convert which exceeds the maximum vacation accrual allotted shall
not be converted to vacation, and shall remain in the employee's
sick leave bank.
v. Upon retirement from employment with the City and entering the
Public Employees' Retirement System, an employee with a
minimum of five (5) years of continuous service to the City shall
receive pay for 50%of all unused sick leave hours. The cash value
of this unused sick leave payout will be deposited into the
employee's Retirement Health Savings Plan account, as described
in Section 24 (C).
vi. Upon separation of employment from the City for any reason,other
than retirement as noted in the preceding paragraph, for sick leave
hours accumulated after December 31, 1991, an employee shall
receive no pay for the first 100 hours (0 to 100 hours) of accrued
sick leave, but shall receive 25%pay for up to the next 100 hours,
101 to 200 hours) of accrued sick leave, and 50% pay of any
remaining sick leave (201 to 352 hours).
14
vii. Upon the death of an employee while employed by the City, 100%
of all accrued sick leave benefits up to 352 hours shall be paid to
the beneficiary of the deceased employee. Payment will be made
when proper authorization for payment is received from the estate
of the decedent employee.
viii. Employees promoted to top management shall have all their sick
leave hours placed into the new sick leave accrual bank.
E. Family Leave. In accordance with the California Family Leave Act, an employee is allowed
up to forty eight (48) hours of family leave per calendar year for family illness which shall be
charged against the employee's accumulated sick leave. Part-time benefited employees are
allowed to use up to one-half of their annual accrual of sick leave for family leave purposes.
F. Bereavement Leave. Regular full-time employees shall be entitled to take up to three (3) days
of paid bereavement leave per incident on the following terms and conditions:
1) Bereavement leave may only be used upon the death or critical illness where death
appears to be imminent of the employee's immediate family. "Immediate family" as
used in this subsection, shall be limited to any relation by blood, marriage or
adoption,who is a member of the employee's household(living at the same address)
and any parent, legal guardian, parent-in-law, brother-in-law, sister-in-law,
grandparent,grandchild,aunt,uncle,spouse,child,brother,or sister of the employee
regardless of residence.
2) Days of absence due to bereavement leave shall not exceed three (3) working days
per incident and shall not be deducted from the employee's accumulated sick leave.
An employee on bereavement leave shall inform his immediate supervisor of the
fact and the reasons therefore as soon as possible. Failure to inform his immediate
supervisor, within a reasonable period of time, may be cause for denial of
bereavement leave with pay for the period of absence.
G. Workers' Compensation Leave for Safety Emplo For the classifications of Fire Chief and
Police Chief, salary continuance, including Labor Code Section 48501eave, will be provided
in accordance to current State Workers' Compensation laws and regulations.
H. Workers' Com ensation Leave for Non-Safetv Emplo For the remaining classifications
described in Appendix "A" and Appendix "B" herein, workers' compensation leave shall be
granted as follows:
1) A regular employee shall be granted temporary disability leave in accordance with
the current State Workers' Compensation laws and regulations. When a City
employee is entitled to receive temporary disability payments, the- City will
contribute additional compensation to allow the employee to receive 100% of their
regular rate of pay, or provide full salary continuance, for the first 365 days starting
from the date of injury. Temporary disability leave in excess of 365 days will be
provided subject to current State Workers' Compensation laws and regulations.
15
2) Should it be determined by the employee's doctor, or an agreed doctor by both
parties, or an Administrative Law Judge through the Workers' Compensation
Appeals Board that an employee's illness or injury did not arise in the course of the
employee's employment with the City and/or that the employee is not temporarily
incapacitated,then the employee's accrued, or if insufficient, future sick leave, shall
be charged to reimburse the City for any payments made to the employee pursuant
to above.
3) An employee receiving benefits pursuant to Workers' Compensation Temporary
Disability will continue to receive the City's contribution to the employee's medical,
dental, vision and other applicable insurances. All authorized deductions will
continue as though the employee is on regular work status. If the employee has
e austed Temporary Disability benefits, the employee shall be responsible for
paying the full premium for the employee's medical, dental, vision, and other
applicable insurances.
4) Temporary Disability leave shall expire when the first of any of the following
conditions occur:
a) The employee is able to return to work and assume the duties of his regular
position.
b) The employee is able to return to work to another position designated by
the City.
c) The day before the employee is retired or separated for disability. The
employee's "retirement date" shall be determined by the Public Employees'
Retirement System.
5) Before a work-related injury, an employee may elect to pre-designate a qualified
medical provider if done in accordance with Workers' Compensation laws and
regulations.
I. Family Care and Medical Leave (FCML State and Federal laws require the City to provide
family and medical care leave for eligible employees. The following provisions set forth
employees' and employer's rights and obligations with respect to such leave. Rights and
obligations which are not specifically set forth below are set forth in the Department of Labor
regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA)and the
regulations of the California Fair Employment and Housing Commission implementing the
California Family Rights Act(CFRA) (Government Code Section 12945.2). Unless otherwise
provided, "Leave" under this article shall mean leave pursuant to the FMLA and CFRA. An
employee's request for leave is subject to review and final approval of the Human Resources
Director.
1) Amount of Leave. Eligible employees are entitled to a total of 12 workweeks of leave
during any 12-month period. An employee's entitlement to leave for the birth or
placement of a child for adoption or foster care expires 12 months after the birth or
placement.
16
The 12-month period for calculating leave entitlement will be a "rolling period"
measured backward from the date leave is taken and continues with each additional
leave day taken. Thus, whenever an employee requests leave, the City will look
back over the previous 12-month period to determine how much leave has been used
in determining how much leave a member is entitled to.
2) Use of Other Accrued Leaves While on Leave. If an employee requests leave for
any reason permitted under the law, he/she must exhaust all accrued leaves (except
sick leave) in connection with the leave. This includes vacation, holiday, and other
compensatory accruals. If an employee requests leave for his/her own serious health
condition, in addition to exhausting accrued leave, the employee must also exhaust
sick leave. The e austion of accrued leave will run concurrently with the Family
Care and Medical Leave.
3) Required Forms. Employees must fill out required forms, available in the Human
Resources Deparhnent, including: Request for Family or Medical Leave; Medical
Certification; Authorization for Payroll Deductions for benefit plan coverages (if
applicable); and Fitness-for-Duty to return from leave.
SECTION 22. HEALTH INSURANCE. The City shall contract with the Public Employees'Retirement
System (PERS) to make available those health insurance benefits provided under the Public Employees'
Medical and Hospital Insurance Care Act(PEMHCA). The PERS Health Benefits Plan shall replace any
other benefits program maintained by the City for eligible employees, eligible retirees, and their eligible
surviving annuitants.
A. The City shall contribute toward the payment of premiums under the PERS Health Benefits
Plan to each eligible retiree annuitant of PERS to the extent required by law, a contribution of
136.00 per month. This contribution shall be adjusted annually each January 1 to the amount
set by the CaIPERS Board of Administration.
B. Flexible Benefits Plan. The City shall administer a Section 125 Flexible Benefits Plan for
active full-time and part-time eligible employees and pay the following monthly amounts to
provide funds for optional medical, dental, vision, andlor miscellaneous pay:
1
January 1, 2019 1,920.00 1,920.00 1,610.00
January 1, 2020 1,995.00 1,995.00 1,685.00
C. Any amounts in excess of the amount designated in Section 22.B necessary to maintain benefits
under any benefits plan selected by the employee shall be borne by the employee.
D. An employee cannot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled in
the City or enrolled in an agency with PERS health, unless the employee (or the spouse) is
enrolled without being covered as a family member. Additionally, an employee may choose
not to be enrolled in the Health Benefits Plan. If an employee chooses to not be enrolled in the
health plan, the employee must provide proof, as determined by the Human Resources
Director,that comparable medical insurance is in full force and effect. Based on determination
17
that insurance is in full force and effect,eligible employees shall receive the amount designated
in Section 22.B towards the Flexible Benefits Plan. In the event the employee loses eligibility
with documentation) the employee may enroll in the PERS Health Benefits Plan pursuant to
their rules and regulations.
SECTION 23. OTHER INSURANCES.
A. Life Insurance.
1) For employees described herein in Appendix "A", the City shall contribute the full
premium towards a$150,000.00 life insurance benefit.
2) For employees described herein in Appendix "B", the City shall contribute the full
premium towards a$75,000.00 life insurance benefit.
B. Disability Insurance. The City shall provide a long term disability plan with a long term
disability benefit of two-thirds of salary, after a 60-day elimination period, to a maximum of
8,000.00 per month for employees described herein in Appendix "A", and a maximum of
6,000.00 per month for employees described herein in Appendix "B".
C. Medicare Insurance. The City shall pay for the employee's portion of the contribution for
Medicare coverage for all employees hired since the effective date in April, 1986.
SECTION 24. RETIREMENT.
A. Public Employees' Retirement S st m (PERS All benefited employees shall participate in
the California Public Employees' Retirement System(Ca1PERS).
1) Miscellaneous PERS Formula—Tier 1. The City shall provide the PERS 2.7% @
age 55 retirement formula for employees who are considered"classic"members of
CaIPERS or were members of another California public retirement system with
CaIPERS reciprocity, at the time of hiring, prior to January 1, 2013. These
individuals are subject to the one (1) year final compensation measurement period
set forth in California Government Code Section 20042.
2) Safetv PERS Formula— Tier 1. The City shall provide the PERS 3.0% @ age 50
retirement formula for employees who are considered "classic" members of
Ca1PERS or were members of another California public retirement system with
CaIPERS reciprocity, at the time of hiring, prior to January 1, 2013, as set forth in
Section 21362.2 of the California Government Code. These individuals are subject
to the one (1) year final compensation measurement period set forth in California
Government Code Section 20042.
3) Miscellaneous PERS Formula—Tier 2. Miscellaneous employees hired on or after
January 1, 2013, who thereupon become "new members" in Ca1PERS, shall be
subject to the 2.0% @ age 62 retirement formula pursuant to the California Public
Employees' Pension Reform Act of 2013 (PEPRA) as set forth in Section 7522.20
of the California Government Code. These"new members"are subject to the three
3) year final compensation period to calculate average final compensation for
18
retirement purposes as set forth in Section 7522.32. In all other respects,
miscellaneous employees who are considered "new members" shall be subject to
the terms and requirements of PEPRA.
4) Safety PERS Formula—Tier 2. Safety employees hired on or after January 1,2013
who thereupon become "new members" in Ca1PERS, shall be subject to the 2.7%
@ age 57 retirement formula pursuant to the California Public Employees' Pension
Reform Act of 2013 (PEPRA), pursuant to Government Code Section 7522.25(d).
These "new members" are subject to the three (3) year final compensation period
to calculate average final compensation for retirement purposes as set forth in
Section 7522.32. In all other respects, safety employees who are considered "new
members" shall be subject to the terms and requirements of PEPRA.
5) PERS Member Contribution—Miscellaneous. Miscellaneous employees who are
classic members" shall contribute 8.0% of their PERS-reportable income, on a
pre-tax basis, toward their PERS Member Contribution Rate.
6) PERS Member Contribution — Safetv. Safety employees who are "classic
members" shall contribute 9.0% of their PERS-reportable income, on a pre-tax
basis, toward their PERS Member Contribution Rate.
7) PERS Member Contribution. New Members. Safety and Miscellaneous PERS
new members" shall contribute from their reportable compensation 50% of
normal cost" as dictated by Ca1PERS for their defined benefit pension plan. The
requirement that new members pay at least 1/Z of the normal cost is set forth in
Section 7522.30(c).
8) 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS
Survivor Benefit at the Third Level Option for miscellaneous member. The City
shall pay fees and provide the 1959 PERS Survivor Benefit at the Fourth Level
Option for the Fire Chief and Police Chief. The City shall increase the 1959
Survivor Benefit to the Fourth Level Option(California Government Code Section
21574) for miscellaneous members; miscellaneous members shall pay their $2.00
monthly contribution through payroll deduction. The City shall pay the employer
portion subject to the following limit: in the event the employer portion exceeds
6.00 monthly, miscellaneous members agree to pay any portion of the employer
portion that exceeds $6.00 monthly. This benefit shall be contingent upon a11
affected bargaining units contractually agreeing to this provision.
B. Money Purchase Retirement Plan. The City shall provide a Money Purchase Retirement Plan
for employees covered by this resolution. The City shall contribute an amount equal to three
percent (3%) of the employees' base salary as shown in Appendix "A" and Appendix "B"
toward an IRS Section 401(a)account. In lieu of this City provided benefit,the employee may
elect to have added to his base salary an additional three percent(3%), however this 3%is not
reported to Ca1PERS as pensionable compensation. This election can be made only upon initial
employment and is irrevocable.
C. Retirement Health Savin s Effective October 1, 2002, the City Council approved a
Retirement Health Savings Plan for employees covered by this Resolution. Effective January
19
1, 2008, all Top Management employees axe required to participate in the plan by making the
following tax-deferred contributions to the plan:
1) The cash value of the employee's unused floating holiday hours at the end of each
calendar year or upon separation from City service;
2) The cash value of the employee's unused administrative leave balance at the end of
each calendar year or upon retirement from City service and entering the Public
Employees' Retirement System; and
3) The full cash value of the employee's unused sick leave payout upon retirement
from City service(i.e., 50%of all unused sick leave hours for qualified employees)
and entering the Public Employees' Retirement System.
SECTION 25. OTHER FRINGE BENEFITS.
A. Medical Maintenance Examination Pro ram. An annual medical examination shall be
provided for all employees listed in Appendices "A" and "B". The content and extent of the
examination of each individual shall be determined by the physician in charge and shall be
tailored to the individual's particular needs. Each employee may choose to have said
examination performed by the physician of his choice or the City's designated medical
provider. Employees in Appendices "A" and "B" will be reimbursed per fiscal year, upon
submitting proof of such examination, the following amounts toward the cost of an annual
physical examination:
Executive Directors: 850.00
Top Management Employees: $550.00
Employees may receive up to$495.00 per fiscal year(ofthe$850.00 listed above for Executive
Directors) and $395.00 per fiscal year (of the $550.00 listed above for Top Management
Employees)towards reimbursement for items 1, 2 and/or 3 below. Requests other than annual
physicals must be approved, prior to purchase or participation, by the Human Resources
Director.
1) Membership in a health/fitness club.
2) Participation in a weight loss/stop smoking/wellness/fitness program.
3) Fitness equipment(home gym equipment).
The City will not reimburse employees for any of the above listed activities for
family/dependent health related expenses.
B. Educational Assistance. The City will reimburse employees for the cost of tuition, textbooks,
parking fees, and health fees required for approved community college and college courses,as
well as job-required licensing, testing, renewal, and registration fees. An approved course is
one designated to directly improve the knowledge of the employee relative to his specific job,
and must be approved by the department head and the Human Resources Director prior to
registration. Full reimbursement up to the amount specified below will be provided based
upon completion of the approved course(s)with a final grade of"C" or better.
20
Educational assistance payments to an employee shall not exceed $1,500.00 in any one fiscal
yeax and he must still be employed by the City when the course is completed.
The City agrees to allow reimbursement to Executive Directors up to $1,000.00, and Top
Management employees up to $800.00 of the $1,500.00 allotted per fiscal year for activities
which aid in their professional development. Reimbursable activities include the following:
1) Attendance at job-related professional conferences and seminars;
2) Payment of inembership dues in community and professional organizations; and
3) Purchase of job-related professional journals, books, and other written materials
which further their knowledge and improve their effectiveness in their duties.
Participation and/or purchase must be approved in advance by the department head and the
Human Resources Director.
The above reimbursable activities are made to recognize and encourage staff to pursue
educational and public relations oriented activities beyond those normally budgeted for them
by their departments and in which they are directed to participate. Approved activities are
those which may be expected to further their knowledge of their jobs and the Orange
community and which contribute to their improved effectiveness.
Individual deparhnents may continue to budget funds for staff attendance at professional
conferences and seminars,for payment of professional membership dues, and for the purchase
of books,journals, and related written materials which enhance the staff s knowledge.
C. Uniforms. The City shall pay and report to Ca1PERS the following values for uniform
expenses: $800.00 per year for the Fire Chief, $800.00 per year for the Police Chief, and
400.00 per year for the Emergency Medical Services Manager. This uniform expenditure
will not be reported to Ca1PERS as pensionable compensation for"new members"hired on or
after January 1, 2013, as defined by the Public Employees' Pension Reform Act of 2013
PEPRA).
D. Rideshare Incentive Pro ram. An employee may receive$30.00 per month and eight(8)hours
compensatory time every six (6) months for carpooling, using public transportation, biking,
walking, or other approved modes of transportation to and from the work-site. To qualify for
these incentives, an employee must use one of the above forms of transportation 70% of his
commuting time.
E. Technolog,pend. In lieu of being provided a City-issued cell phone pursuant to Section
1.63 of the City's Administrative Policy Manual, designated employees shall receive $50.00
per month as reimbursement for any and all cost related to the purchase and use of a cell phone
for City-related business. For purposes of this section,designated employees are those that the
City Manager or Department Head have determined are required to carry cell phones so that
they may be contacted when they are away from their office phone or computer.
SECTION 26. DIRECT DEPOSIT. All employees hired after January 1, 2017 must participate in the
City's direct paycheck deposit program.
21
SECTION 27. TRAVEL EXPENSE ALLOWED.
A. Mileage Reimbursement. Expense claims for the use of private automobiles must be
authorized by the department head, and submitted to the Accounts Payable division of the
Finance Department for reimbursement. Such use, where mileage is reimbursed, will be
reimbursed at the rate per mile allowed under the current IRS regulations.
B. Out-of-Citv Travel. If the estimated expense of contemplated travel out-of-the-City is too great
to expect the employee to finance the trip and be reimbursed upon his return,the City Manager
may authorize advance payment of the estimated amount of the travel expense to the employee.
C. Tourist-Class airplane passage will be considered standard for out-of-town travel.
D. Use of personal cars for out-of-City trips, within the State, may be approved by the City
Manager when use of commercial transportation is not available or practical. If an employee
prefers to use his personal car,he may be reimbursed mileage expenses as long as the expenses
do not exceed the amount of the cost of the commercial transportation.
E. Transportation and Expense Char e s. Expenses for air, rail, or public transportation will be
allowed whenever such transportation is necessary for conduct of City business. In addition,
the following expenses and charges will be allowed, whenever necessary, for the conduct of
City business.
1) Expenses will be allowed for adequate lodging. Hotel accommodations shall be
appropriate to the purpose of the trip and must be approved by the department head.
2) Telephone charges will be allowed for official calls.
3) Expenses for meals will be reimbursed according to Administrative Policy Number
4.13.
SECTION 28. GRIEVANCES. Any employee covered by this Resolution who wishes to file a
grievance should follow the procedures outlined in the City's Employee Handbook.
SECTION 29. EFFECTIVE DATES. This Resolution and atta.chments hereto shall be effective as of
July 1, 2019 and shall continue in full force and effect until June 30, 2020 unless otherwise amended.
22
APPENDIX "A"
EXECUTIVE MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE NOVEMBER 12,2017
Equity Adjustments for Fire Chief(3.0%)and Police Chief(3.0%)
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Administrative Services Director* 704 11943 12553 13191 13865 14572 15315
Assistant City Manager 715 12616 13261 13935 14647 15394 16179
Chief Clerk 622 7934 8340 8763 9211 9681 10174
City Attorney 738 14150 14873 15629 16427 17265 18145
Community Development Director 692 11249 11824 12425 13060 13726 14425
Community Services Director 687 10972 11533 12119 12738 13388 14070
Finance Director 687 10972 11533 12119 12738 13388 14070
Fire Chief 731 13664 14363 15093 15864 16673 17523
Human Resources/Employee Relations Dir.687 10972 11533 12119 12738 13388 14070
Library Services Director 673 10232 10755 11302 11879 12485 13121
Police Chief 736 14009 14725 15474 16264 17094 17965
Public Works Director 704 11943 12553 13191 13865 14572 15315
Note: Classification ofAdministrative Services Director was established effective May 27, 2018 pursuant to Resolution No.
11089.
EFFECTIVE JULY 7,2019
3.0% Across the Board
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Administrative Services Director 710 12305 12934 13592 14286 15015 15780
Assistant City Manager 721 12999 13664 14359 15092 15862 16670
Chief Clerk 628 8175 8593 9029 9491 9975 10483
City Attorney 744 14579 15325 16104 16927 17790 18697
Community Development Director 698 11590 12183 12802 13456 14143 14864
Community Services Director 693 11305 11883 12487 13125 13794 14498
Finance Director 693 11305 11883 12487 13125 13794 14498
Fire Chief 737 14079 14799 15551 16346 17179 18055
Human Resources Director 693 11305 11883 12487 13125 13794 14498
Library Services Director 679 10543 11082 11645 12240 12864 13520
Police Chief 742 14435 15173 15944 16759 17613 18511
Public Works Director 710 12305 12934 13592 14286 15015 15780
23
APPENDIX "B"
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JUNE 26.2016
2.0% Across the Board Sala Increase
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Accounting Manager 602 7181 7548 7931 8336 8762 9208
Administrative Analyst I 532 5065 5323 5595 5880 6180 6495
Administrative Analyst II 552 5596 5882 6181 6497 6828 7176
Assistant City Attorney I 658 9494 9980 10487 11022 11585 12175
Assistant City Attorney II 668 9980 10490 11023 11586 12178 12798
Assistant Community Devel.Director 666 9881 10386 10914 11471 12057 12671
Assistant Community Services Director 653 9261 9734 10229 10751 11300 11875
Assistant Field Services Manager*633 8381 8810 9258 9730 10227 10748
Assistant Finance Director 653 9261 9734 10229 10751 11300 11875
Assistant Human Resources Director 653 9261 9734 10229 10751 11300 11875
Assistant Library Services Director 612 7548 7934 8337 8763 9210 9679
Assistant Public Works Director*** 678 10490 11026 11587 12179 12800 13453
Assistant to City Manager 589 6730 7074 7433 7813 8212 8630
Assistant Water Manager 633 8381 8810 9258 9730 10227 10748
Budget Officer 592 6831 7181 7545 7931 8336 8760
Budget Manager**** 602 7181 7548 7931 8336 8762 9208
Chief Building Official 653 9261 9734 10229 10751 11300 11875
Crime Analyst 550 5541 5823 6120 6432 6760 7105
Deputy City Clerk 554 5652 5940 6243 6562 6896 7248
Deputy City Manager 653 9261 9734 10229 10751 11300 11875
Deputy Public Works Director 668 9980 10490 11023 11586 12178 12798
Economic Development Manager 653 9261 9734 10229 10751 11300 11875
Economic Development Project Manager 602 7181 7548 7931 8336 8762 9208
Emergency Medical Services Manager 617 7739 8134 8547 8984 9443 9924
Employee Benefits Analyst 545 5404 5680 5969 6274 6594 6930
Equipment Maint. Superintendent 605 7289 7662 8051 462 8894 9347
Executive Assistant 499 4296 4515 4746 4988 5242 5509
Field Services Manager** 653 9261 9734 10229 10751 11300 11875
Finance Manager***** 584 6564 6899 7251 7621 8009 8418
Finance Supervisor 564 5941 6244 6563 6897 7249 7619
Financial Analyst 556 5709 6000 6306 6628 6966 7321
Housing Manager 602 7181 7548 7931 8336 8762 9208
Human Resources Analyst I 537 5193 5458 5736 6028 6336 6659
Human Resources Analyst II 564 5941 6244 6563 6897 7249 7619
Human Resources Manager 627 8134 8550 8985 9443 9926 10431
Information Technology Manager******* 653 9261 9734 10229 10751 11300 11875
Information Technology Proj.Mgr******* 633 8381 8810 9258 9730 10227 10748
24
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Intergovernmental&Comm Affairs Mgr 644 8854 9307 9780 10279 10804 11354
Internal Audit Manager 602 7181 7548 7931 8336 8762 9208
Investment/Revenue Officer 572 6183 6498 6830 7178 7544 7929
Manager of Trans Svcs/City Traffic Eng 653 9261 9734 10229 10751 11300 11875
Network/Security Analyst******* 583 6531 6865 7215 7583 7970 8377
Parks and Facilities Manager 633 8381 8810 9258 9730 10227 10748
Payroll Manager 592 6831 7181 7545 7931 8336 8760
Planning Manager 653 9261 9734 10229 10751 11300 11875
Police Communications Manager 597 7004 7362 7736 8131 8546 8981
Principal Civil Engineer 633 8381 8810 9258 9730 10227 10748
Principal Planner 622 7934 8340 8763 9211 9681 10174
Public Affairs&Information Manager 602 7181 7548 7931 8336 8762 9208
Public Works Administrative Manager 602 7181 7548 7931 8336 8762 9208
Purchasing Officer****** 584 6564 6899 7251 7621 8009 8418
Recreation Services Manager 623 7974 8381 8807 9257 9730 10225
Risk Management Analyst 535 5141 5403 5679 5969 6273 6593
Risk Manager 637 8550 8988 9444 9926 10433 10965
Senior Administrative Analyst 582 6499 6831 7179 7545 7930 8335
Senior Assistant City Attorney 688 11027 11590 12180 12802 13455 14140
Senior Econ Development Project Mgr 628 8175 8593 9029 9491 9975 10483
Senior Executive Assistant 535 5141 5403 5679 5969 6273 6593
Senior Housing Manager 628 8175 8593 9029 9491 9975 10483
Senior Human Resources Analyst 594 6900 7253 7621 8010 8419 8848
Senior Library Manager 592 6831 7181 7545 7931 8336 8760
Systems Analyst******* 583 6531 6865 7215 7583 7970 8377
Water Manager 653 9261 9734 10229 10751 11300 11875
Note: Classification of Public Works Maintenance and Operations Manager was reclassified to Assistant Field Services
Manager effective June 25, 2017 pursuant to City Council 2017/18 budget adoption and Resolution No. 11017.
Note: Classification of Field Services Manager was established effective June 25, 2017 pursuant to City Council 2017/18
budget adoption and Resolution No. 11017.
Note: Classification of Assistant Public Works Director was established effective May 27, 2018 pursuant to Resolution
No. 11089.
Note: Classification of Budget Manager was established effective May 27, 2018 pursuant to Resolution No. 11089.
Note:Classification ofFinance Manager was established effective December 9,2018 pursuant to Resolution No. 11124.
Note: Salary range for the classification of Purchasing Officer was adjusted effective February 3, 2019 pursuant to
Resolution No. 11142.
Note: Classifications of Information Technology Manager, Information Technology Project Manager,
NetrvorklSecurity Analyst, and Systems Analyst were established effective April 14, 2019 pursuant to Resolution No. 11147.
25
APPENDIX "B"
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JULY 7,2019
3.0% Across the Board Sala Increase
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Accounting Manager 608 7399 7778 8172 8590 9028 9488
Administrative Analyst I 538 5219 5485 5765 6059 6368 6692
Administrative Analyst II 558 5766 6060 6369 6694 7035 7394
Assistant City Attorney I 664 9782 10283 10806 11357 11937 12545
Assistant City Attorney II 674 10283 10809 11359 11938 12547 13187
Assistant Community Devel.Director 672 10181 10701 11245 11820 12423 13056
Assistant Community Services Director 659 9541 10030 10539 11077 11643 12236
Assistant Field Services Manager 639 8636 9078 9539 10026 10538 11075
Assistant Finance Director 659 9541 10030 10539 11077 11643 12236
Assistant Human Resources Director 659 9541 10030 10539 11077 11643 12236
Assistant Library Services Director 618 7778 8175 8590 9029 9490 9974
Assistant Public Works Director 684 10809 11361 11939 12549 13189 13861
Assistant to City Manager 595 6935 7289 7659 8050 8461 8892
Assistant Water Manager 639 8636 9078 9539 10026 10538 11075
Budget O cer 598 7039 7399 7775 8172 8589 9026
Budget Manager 608 7399 7778 8172 8590 9028 9488
Chief Building Official 659 9541 10030 10539 11077 11643 12236
Crime Analyst 556 5709 6000 6306 6628 6966 7321
Deputy City Clerk 560 5824 6121 6433 6761 7106 7468
Deputy City Manager 659 9541 10030 10539 11077 11643 12236
Deputy Public Works Director 674 10283 10809 11359 11938 12547 13187
Economic Development Manager 659 9541 10030 10539 11077 11643 12236
Economic Development Project Manager 608 7399 7778 8172 8590 9028 9488
Emergency Medical Services Manager 623 7974 8381 8807 9257 9730 10225
Employee Benefits Analyst 551 5569 5852 6151 6464 6794 7141
Equipment Maint. Superintendent 611 7510 7895 8296 8719 9164 9631
Executive Assistant 505 4427 4652 4890 5139 5401 5677
Field Services Manager 659 9541 10030 10539 11077 11643 12236
Finance Manager 590 6764 7109 7470 7852 8253 8673
Finance Supervisor 570 6121 6434 6762 7107 7469 7850
Financial Analyst 562 5882 6182 6498 6829 7177 7543
Housing Manager 608 7399 7778 8172 8590 9028 9488
Human Resources Analyst I 543 5351 5623 5910 6212 6528 6861
Human Resources Analyst II 570 6121 6434 6762 7107 7469 7850
Human Resources Manager 633 8381 8810 9258 9730 10227 10748
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STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Information Technology Manager 659 9541 10030 10539 11077 11643 12236
Information Technology Project Manager 639 8636 9078 9539 10026 10538 11075
Intergovernmental&Comm Affairs Mgr 650 9123 9590 10077 10591 11132 11699
Internal Audit Manager 608 7399 7778 8172 8590 9028 9488
Investment/Revenue Officer 578 6371 6696 7037 7396 7773 8170
Manager of Trans Svcs/City Traffic Eng 659 9541 10030 10539 11077 11643 12236
Network/Security Analyst 589 6730 7074 7433 7813 8212 8630
Parks and Facilities Manager 639 8636 9078 9539 10026 10538 11075
Payroll Manager 598 7039 7399 7775 8172 8589 9026
Planning Manager 659 9541 10030 10539 11077 11643 12236
Principal Civil Engineer 639 8636 9078 9539 10026 10538 11075
Principal Planner 628 8175 8593 9029 9491 9975 10483
Public Affairs&Information Manager 608 7399 7778 8172 8590 9028 9488
Public Works Administrative Manager 608 7399 7778 8172 8590 9028 9488
Purchasing Officer 590 6764 7109 7470 7852 8253 8673
Recreation Services Manager 629 8216 8636 9074 9538 10025 10535 ;
Risk Management Analyst 541 5297 5568 5851 6150 6463 6793
Risk Manager 643 8810 9261 9731 10228 10750 11298
Senior Administrative Analyst 588 6696 7039 7397 7774 8171 8588
Senior Assistant City Attorney 694 11362 11942 12550 13191 13863 14570
Senior Econ Development Project Mgr 634 8423 8854 9304 9779 10278 10802
Senior Executive Assistant 541 5297 5568 5851 6150 6463 6793
Senior Housing Manager 634 8423 8854 9304 9779 10278 10802
Senior Human Resources Analyst 600 7110 7473 7853 8254 8675 9116
Senior Library Manager 598 7039 7399 7775 8172 8589 9026
Systems Analyst 589 6730 7074 7433 7813 8212 8630
Water Manager 659 9541 10030 10539 11077 11643 12236
27