RES-10904 Executive Directors & Top Management Employees ClassificationRESOLUTION NO. 10904
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 NO. 10760 AND
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, 2015 through June 30, 2017 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, 2015
through June 30, 2017 for Executive Directors and Top Management Employees as follows:
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 Appendixes "A" and
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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 Appendixes "A" or "B." Any such increases shall not
exceed a total cost of I% 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 ( 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.
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.
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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. SPECIAL ASSIGNMENTS.
A. 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.
SECTION 9. 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 10. 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.
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SECTION 11. 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 12. REASSIGNMENT OF COMPENSATION RANGES. Any employee
who is employed in a classification which is assigned to a different pay range shall 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 13. 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 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 14. 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 15. ADMINISTRATIVE 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
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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 63 hours of
administrative leave annually for continuous service;
B. Regular full -time employees identified in Appendix "B" shall accrue 54 hours of
administrative leave annually for continuous service;
C. Employees hired after January 1S 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 ( hour, while additional actual absence of over one - quarter ( hour shall be charged to
the nearest one -half ( 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 1S of each year; and
G. Compensatory Time Earned (CTE) shall be paid in cash to an employee upon
separation from employment.
SECTION 16. HOLIDAYS. Employees covered by this Resolution shall receive the
following paid nine (9) -hour holidays, except as provided in #9:
1) January 1S (New Year's Day)
2) The third Monday in February (President's Day)
3) Last Monday in May (Memorial Day)
4) July 4 th (Independence Day)
5) First Monday in September (Labor Day)
6) November 11 (Veteran's Day)
7) Fourth Thursday in November (Thanksgiving Day)
8) Fourth Friday in November (Day after Thanksgiving)
9) One -half day before Christmas if December 24 Falls on a Monday through Thursday
Christmas Eve; 4.5 hours)
10) December 25 (Christmas Day)
A. Floating Holiday In addition to the above, employees will have credited to their paid
leave balance 22.5 floating holiday hours beginning January 1S of each year. Employees hired
after January 1S of each year shall receive a prorated portion of the 22.5 floating holiday hours
during their first calendar year of employment. All floating holiday hours shall be taken as time
off from work no later than December 31 st of the year in which such hours are earned or otherwise
shall be forfeited. The floating holiday hours shall be taken at the convenience of the City with
the approval of the City Manager or the department head. Employees under this section who
terminate their employment with the City prior to using the floating holiday hours shall receive
cash reimbursement for all remaining floating holiday hours.
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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.
C. Eli igbility to Receive Holiday Pay. 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 17. VACATIONS.
A. Vacation Accrual. All full time regular employees described herein, who have one year
continuous service shall thereafter accrue paid vacation in accordance with the following
schedules.
1) For employees described herein in Appendix "A ", as well as the City Manager, the
following schedule shall apply after one (1) year's continuous service:
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Vacation Hours Vacation Hours
Years Per Year Years Per Year
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
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2) For employees described herein in Appendix "B ", the following schedule shall apply
after one (1) year's continuous service:
After Year(s)Vacation Hours After Year(s)Vacation Hours
of service Per Year of service Per Year
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 in the event of a
City Hall holiday closure, with 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. Effective July 1, 2014, an employee may convert up to 33% 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
17 (A)(1)(2) and may convert twice in a calendar year, within the cap provisions stated above.
Any exception to this provision requires the approval of the Human Resources Director.
D. Vacation Pao 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 18. 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.
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1) Regular part-time employ 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) Temporary 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 employees 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 normal 40 -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.
SECTION 19. 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 the FCML section below. 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.
9) Any employee who falsifies the reason for the request for said leave of absence may be
terminated.
10) Such leave 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 Duty and Services as Witness for City. 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.
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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
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.
5) Sick Leave Application. 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
F below.
6) Sick Leave Charged. 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 ( hour, while additional actual absence of over one - quarter ( hour shall
be charged to the nearest one -half ('/2) 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 Program. Unused sick leave shall be paid off according to the
following:
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a) All sick leave accrued prior to January 1, 1992 shall fall under the following payout
formula:
1) 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 E. (2), (3) and (4).
2) 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.
3) 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).
4) 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 accumulated in this bank
shall be eligible for the following payout program:
1) 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.
2) 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.
3) 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.
4) Any sick leave converted to vacation shall be subject to the provisions described
in Section 17. 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
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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.
5) 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 22C. below.
6) 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).
7) 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.
8) 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
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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. Industrial Leave for Safety Employees. For the classifications of Police Chief and Fire
Chief, industrial leave shall be granted in accordance with Labor Code Section 4850 as it now
exists or hereinafter may be amended.
H. Industrial Leave for Non-Safety Employees. For the remaining classifications described
in Appendix "A" and Appendix "B" herein, industrial leave shall be granted as follows:
1) A regular employee who is temporarily or permanently disabled as a result of injury
or illness determined to be compensable under the Workers' Compensation Act
shall be granted industrial leave on the following terms and conditions:
a) An employee granted industrial leave shall continue to be compensated at his
regular rate of pay in lieu of temporary disability payments.
b) Any temporary disability payments made to an employee by the Workers'
Compensation Administrator fund shall be remitted to the Finance Department.
2) Should it be determined that an employee's illness or injury did not arise in the
course of the employee's employment with the City and that the employee is not
temporarily or permanently incapacitated or disabled, as a result of an industrial
injury or illness, 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 (1) above.
3) An industrial leave of up to one year shall be authorized for each injury or illness
determined to be compensable under the Workers' Compensation Act.
4) No employee shall have accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an employee on industrial leave.
5) Industrial 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.
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d) After 52 weeks of industrial leave.
6) Employees who have not previously submitted notification of Election of Personal
Physician are required to use only physicians and medical facilities approved by
the City during the first 30 days after an occupational injury or illness is reported.
After the first 30 day period, an employee may change to a physician specified by
him or her provided the physician has the expertise to treat the injury or illness and
agrees to provide the timely reports to the City. However, if an employee has
notified the City in writing, prior to the date of injury, that he has a personal
physician, the employee shall have the right to be treated by such physician from
the date of injury providing that:
a) The physician has previously directed the medical treatment of the employee.
b) The physician retains the medical records and history of the employee.
An employee may request one change of physician during the first 30 days after the
injury or illness is reported.
I. Family Care and Medical Leave (FCML1. 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.
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
14
serious health condition, in addition to exhausting accrued leave, the employee
must also exhaust sick leave. The exhaustion 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 Department, 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 20. 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 $122.00 per month. Effective January 1, 2016, this contribution shall be increased
to $125.00 per month.
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 dental plans, vision plans, health plans, or miscellaneous pay:
C. Any amounts in excess of the amount designated in Section 20.13 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 that insurance is
in full force and effect, eligible employees shall receive the amount designated in Section 20.13
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.
15
SECTION 21. OTHER INSURANCES.
A. Life Insurance.
a. For employees described herein in Appendix "A," the City shall contribute the full
premium towards a $150,000 life insurance benefit.
b. For employees described herein in Appendix "B" the City shall contribute the full
premium towards a $75,000 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 per month for employees described herein in Appendix "A ", and a maximum of $6,000
per month for employees described herein in Appendix `B."
C. Medicare Insurance. The City shall pay for the employee's portion of the contribution
1.45 %) for Medicare coverage for all employees hired since the effective date in April, 1986.
SECTION 22. RETIREMENT.
A. Public Employees' Retirement System (PERS).
1) PERS Member Contribution. All benefited employees shall participate in the California
Public Employees' Retirement System (Ca1PERS). Covered employees shall pay 8.0%
of reportable salary (9.0% for safety) on a pre -tax basis to PERS as their full member
contribution. Employees will be provided an annual report from Ca1PERS showing the
amount of contribution so made.
2) Miscellaneous PERS Formula — Tier 1. Effective June 29, 2003, the City shall provide
the PERS 2.7% @ age 55 Retirement Program. This applies to miscellaneous
employees hired by the City prior to January 1, 2013. This also applies to new
employees who are considered "classic" members of Ca1PERS or current members of
another California public retirement system with Ca1PERS reciprocity who are hired
on or after January 1, 2013. Employees do not contribute any portion of their salary to
PERS towards cost - sharing of the City's employer contribution rate. The City shall
pay all remaining employer costs toward the retirement program for employees covered
herein.
3) Safety PERS Formula — Tier 1. Effective May 20, 2001, the City shall contract with
PERS to provide the safety employees covered under this Resolution with the 3% @
age 50 retirement formula, as set forth in Section 21362.2 of the California Government
Code. This applies to safety employees hired by the City prior to January 1, 2013. This
also applies to new employees who are considered "classic" members of Ca1PERS or
current members of another California public retirement system with Ca1PERS
reciprocity who are hired on or after January 1, 2013. Employees do not contribute any
16
portion of their salary to PERS towards cost - sharing of the City's employer
contribution rate. The City shall pay all remaining employer costs toward the
retirement program for employees covered herein.
4) 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS
Survivor Benefit at the Third Level Option.
5) Miscellaneous PERS Formula — Tier 2. Miscellaneous employees hired on or after
January 1, 2013, who thereupon become new members in PERS, shall be subject to
the 2.0% @ age 62 retirement program pursuant to the California Public Employees'
Pension Reform Act of 2013 (PEPRA). Said new miscellaneous PERS members shall
contribute from their reportable compensation 50% of "normal cost" as dictated by
CalPERS for their defined benefit pension plan. PERS has advised that 50% of normal
cost effective January 1, 2013 is 6.75% of reportable compensation for new
miscellaneous members. 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, miscellaneous employees who
are considered "new members" shall be subject to the terms and requirements of
PEPRA.
6) Safety PERS Formula — Tier 2. Safety employees hired on or after January 1, 2013
who thereupon become new members in PERS shall be subject to the 2.7% @ age 57
retirement program pursuant to the California Public Employees' Pension Reform Act
of 2013 (PEPRA). Said new safety PERS members shall contribute from their
reportable compensation 50% of "normal cost" as dictated by Ca1PERS for their
defined benefit pension plan. PERS has advised that 50% of normal cost effective
January 1, 2013 is 12.0% of reportable compensation for new safety members. 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.
7) PERS Reporting The City shall, in accordance with PERS rules and regulations,
continue to report salary levels to PERS as if there were no furlough.
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
PERS as pensionable compensation. This election can be made only upon initial employment and
is irrevocable.
C. Retirement Health Savings Plan. Effective October 1, 2002, the City Council approved a
Retirement Health Savings Plan for employees covered by this Resolution. Effective January 1,
17
2008, all Top Management employees are 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 and administrative leave
balances at the end of each calendar year; and
2) 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).
Upon separation from employment for any reason, the value of the employee's unused
floating holiday will be paid out to the employee in cash. Unused administrative leave shall be
forfeited upon separation from the City for reasons other than retirement and shall not be
contributed to the Retirement Health Savings Plan.
SECTION 23. OTHER FRINGE BENEFITS.
A. Medical Maintenance Examination Program. An annual medical examination shall be
provided for all employees listed in Appendixes "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. A profile of the examination shall be maintained. Each
employee may choose to have said examination performed by the physician of his choice or the
City's designated medical provider. Employees in Appendixes "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 per fiscal year (of the $850 listed above for Executive
Directors) and $395 per fiscal year (of the $550 listed above for Top Management Employees)
towards reimbursement for items 1 and /or 2 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.
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.
18
Educational assistance payments to an employee shall not exceed $1,500.00 in any one fiscal
year 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, and Top
Management employees up to $800 of the $1,500 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 membership 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 departments 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 staffs knowledge.
C. Uniforms. The City shall pay and report to Cal -PERS the following values for uniform
expenses: $800 per year for the Police Chief, $800 per year for the Fire Chief, and $400 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 Program. An employee may receive $30 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.
SECTION 24. 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 -City 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
ILI
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 Charges. 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 and telegraph charges will be allowed for official calls and telegrams.
3) Expenses for meals will be reimbursed according to Administrative Policy Number
4.13.
SECTION 25. 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 26. EFFECTIVE DATES. This Resolution and attachments hereto shall be
effective as of July 1, 2015 and shall continue in full force and effect until June 30, 2017 unless
otherwise amended.
ADOPTED this 10 day of November, 2015.
TereVa E. Smith, ayor, City of Orange
ATTEST:
Mary E. , City Clerk, City otbrange
20
I, MARY E MURHY, City Clerk of the City 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 10 day of November, 2015, by the following vote:
AYES: COUNCILMEMBERS:
NOES:COUNCILMEMBERS:
ABSENT:COUNCILMEMBERS:
ABSTAIN:COUNCILMEMBERS:
Alvarez, Whitaker, Smith, Murphy, Nichols
None
None
None
4 1: 2, -r6- , --- Z
Mary E. City Clerk, City of e
21
APPENDIX "A"
CITY OF ORANGE
EXECUTIVE MANAGEMENT TEAM
MONTHLY SALARY RANGES
EFFECTIVE JUNE 29, 2014
3.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
F
Assistant City Manager 707 12123 12742 13390 14074 14792 15546
Chief Clerk*614 7624 8013 8421 8851 9302 9776
City Attorney 730 13596 14291 15018 15785 16590 17436
Community Development Director 684 10809 11362 11939 12549 13189 13861
Community Services Director 679 10543 11082 11645 12240 12864 13520
Finance Director 679 10543 11082 11645 12240 12864 13520
Fire Chief 717 12743 13394 14075 14794 15548 16341
Human Resources /Employee Relations Dir 679 10543 11082 11645 12240 12864 13520
Library Services Director 665 9832 1 0334 10859 11414 11997 12608
Police Chief 722 13064 13732 14430 15168 15941 16754
Public Works Director 696 11475 12062 12675 13323 14002 14716
Additional compensation for elective office not included in the listed salary.
22
APPENDIX "B"
CITY OF ORANGE
SENIOR MANAGEMENT TEAM
MONTHLY SALARY RANGES
EFFECTIVE JUNE 29, 2014
3.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
F
Accounting Manager 594 6900 7253 7621 8010 8419 8848
Administrative Analyst 1 524 4867 5115 5376 5650 5938 6241
Administrative Analyst II 544 5377 5651 5940 6243 6561 6896
Assistant City Attorney 1 650 9123 9590 10077 10591 11132 11699
Assistant City Attorney 11 660 9590 10080 10592 11133 11701 12297
Assistant Community Devel. Director 658 9494 9980 10487 11022 11585 12175
Assistant Community Services Director 645 8898 9353 9828 10330 10858 11411
Assistant Finance Director 645 8898 9353 9828 10330 10858 11411
Assistant Human Resources Director 645 8898 9353 9828 10330 10858 11411
Assistant Library Services Director 604 7253 7624 8011 8420 8850 9301
Assistant to City Manager 581 6467 6797 7143 7508 7891 8293
Assistant Water Manager 625 8054 8465 8895 9350 9827 10328
Budget Officer 584 6564 6899 7251 7621 8010 8418
Chief Building Official 645 8898 9353 9828 10330 10858 11411
Crime Analyst 542 5324 5595 5881 6181 6496 6827
Deputy City Clerk 546 5431 5708 5999 6305 6627 6965
Deputy City Manager*645 8898 9353 9828 10330 10858 11411
Deputy Public Works Director 660 9590 10080 10592 11133 11701 12297
Economic Development Manager 645 8898 9353 9828 10330 10858 11411
Economic Development Project Manager 594 6900 7253 7621 8010 8419 8848
Emergency Medical Services Manager 609 7436 7816 8213 8633 9073 9535
Employee Benefits Analyst 537 5193 5458 5736 6028 6336 6659
Equipment Maint. Superintendent 597 7004 7362 7736 8131 8546 8981
Executive Assistant 491 4128 4339 4560 4793 5037 5294
Finance Supervisor 556 5709 6000 6306 6628 6966 7321
Housing Manager 594 6900 7253 7621 8010 8419 8848
Human Resources Analyst 1 529 4990 5244 5512 5793 6088 6399
Human Resources Analyst 11 556 5709 6000 6306 6628 6966 7321
23
CLASSIFICATION TITLE RANG
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
F
Intergovernmental & Comm Affairs Mgr 636 8508 8943 9397 9877 10381 10910
Internal Audit Manager 594 6900 7253 7621 8010 8419 8848
Investment/Revenue Officer 564 5941 6244 6563 6897 7249 7619
Manager of Trans Svcs /City Traffic Eng 645 8898 9353 9828 10330 10858 11411
Parks and Facilities Manager 625 8054 8465 8895 9350 9827 10328
Payroll Manager 584 6564 6899 7251 7621 8010 8418
Planning Manager 645 8898 9353 9828 10330 10858 11411
Police Communications Manager 589 6730 7074 7433 7813 8212 8630
Principal Civil Engineer 625 8054 8465 8895 9350 9827 10328
Principal Planner 614 7624 8013 8421 8851 9302 9776
Public Affairs & Information Manager 594 6900 7253 7621 8010 8419 8848
Public Works Administrative Manager 594 6900 7253 7621 8010 8419 8848
Public Works Maint & Ops Manager 625 8054 8465 8895 9350 9827 10328
Purchasing Officer 594 6900 7253 7621 8010 8419 8848
Recreation Services Manager 615 7662 8054 8463 8895 9349 9825
Risk Management Analyst 527 4940 5192 5457 5735 6028 6335
Risk Manager 629 8216 8636 9075 9538 10025 10536
Senior Administrative Analyst 574 6245 6564 6898 7250 7620 8009
Senior Assistant City Attorney 680 10596 11137 11703 12301 12929 13587
Senior Econ Development Project Mgr 620 7855 8257 8676 9119 9585 10073
Senior Executive Assistant 527 4940 5192 5457 5735 6028 6335
Senior Housing Manager 620 7855 8257 8676 9119 9585 10073
Senior Human Resources Analyst 586 6630 6969 7323 7697 8090 8502
Senior Library Manager 584 6564 6899 7251 7621 8010 8418
Water Manager 645 8898 9353 9828 10330 10858 11411
Note: the salary range for Deputy City Manager was increased by 4.5% effective June 29, 2014
pursuant to City Council adoption of the City's FY 2014115 budget on June 10, 2014.
24
APPENDIX " A "
CITY OF ORANGE
EXECUTIVE MANAGEMENT TEAM
MONTHLY SALARY RANGES
Continued)
EFFECTIVE NOVEMBER 1, 2015
2.0% Across the Board Salary Increase
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Assistant City Manager 711
Chief Clerk 618
City Attorney 734
Community Development Director 688
Community Services Director 683
Finance Director 683
Fire Chief 721
Human Resources /Employee Relations Dir 683
Library Services Director 669
Police Chief 726
Public Works Director 700
12367 12999 13660 14358 15090 15859
7777 8175 8590 9029 9490 9973
13870 14579 15320 16103 16924 17787
11027 11590 12180 12802 13455 14140
10755 11305 11879 12486 13124 13792
10755 11305 11879 12486 13124 13792
12999 13664 14359 15092 15862 16670
10755 11305 11879 12486 13124 13792
10030 10543 11078 11644 12239 12862
13328 14009 14721 15473 16262 17091
11707 12305 12931 13591 14284 15013
25
APPENDIX "B"
CITY OF ORANGE
SENIOR MANAGEMENT TEAM
MONTHLY SALARY RANGES
Continued)
EFFECTIVE NOVEMBER 1, 2015
2.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
F
Accounting Manager 598 7039 7399 7775 8172 8589 9026
Administrative Analyst I 528 4965 5218 5484 5764 6058 6367
Administrative Analyst II 548 5486 5765 6059 6368 6693 7035
Assistant City Attorney I 654 9307 9783 10280 10805 11356 11935
Assistant City Attorney 11 664 9783 10283 10805 11357 11937 12545
Assistant Community Devel. Director 662 9686 10181 10698 11245 11819 12421
Assistant Community Services Director 649 9078 9542 10027 10539 11077 11641
Assistant Finance Director 649 9078 9542 10027 10539 11077 11641
Assistant Human Resources Director 649 9078 9542 10027 10539 11077 11641
Assistant Library Services Director 608 7399 7777 8172 8590 9028 9488
Assistant to City Manager 585 6597 6934 7287 7659 8050 8460
Assistant Water Manager 629 8216 8636 9075 9538 10025 10536
Budget Officer 588 6696 7039 7396 7774 8171 8587
Chief Building Official 649 9078 9542 10027 10539 11077 11641
Crime Analyst 546 5431 5708 5999 6305 6627 6965
Deputy City Clerk 550 5541 5823 6120 6432 6760 7105
Deputy City Manager 649 9078 9542 10027 10539 11077 11641
Deputy Public Works Director 664 9783 10283 1 0805 11357 11937 12545
Economic Development Manager 649 9078 9542 10027 10539 11077 11641
Economic Development Project Manager 598 7039 7399 7775 8172 8589 9026
Emergency Medical Services Manager 613 7586 7974 8379 8807 9256 9728
Employee Benefits Analyst 541 5297 5568 5851 6150 6464 6793
Equipment Maint. Superintendent 601 7145 7510 7892 8295 8718 9162
Executive Assistant 495 4211 4426 4652 4889 5138 5400
Finance Supervisor 560 5824 6121 6433 6761 7106 7468
Housing Manager 598 7039 7399 7775 8172 8589 9026
Human Resources Analyst I 533 5090 5350 5623 5909 6211 6527
Human Resources Analyst II 560 5824 6121 6433 6761 7106 7468
Human Resources Manager *623 7974 8381 8807 9257 9730 10225
I .
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
F
Intergovernmental & Comm Affairs Mgr 640 8679 9123 9586 10076 10590 11130
Internal Audit Manager 598 7039 7399 7775 8172 8589 9026
Investment /Revenue Officer 568 6061 6370 6695 7036 7395 7772
Manager of Trans Svcs /City Traffic Eng 649 9078 9542 10027 10539 11077 11641
Parks and Facilities Manager 629 8216 8636 9075 9538 10025 10536
Payroll Manager 588 6696 7039 7396 7774 8171 8587
Planning Manager 649 9078 9542 10027 10539 11077 11641
Police Communications Manager 593 6866 7217 7583 7970 8377 8804
Principal Civil Engineer 629 8216 8636 9075 9538 10025 10536
Principal Planner 618 7777 8175 8590 9029 9490 9973
Public Affairs & Information Manager 598 7039 7399 7775 8172 8589 9026
Public Works Administrative Manager 598 7039 7399 7775 8172 8589 9026
Public Works Maint & Ops Manager 629 8216 8636 9075 9538 10025 10536
Purchasing Officer 598 7039 7399 7775 8172 8589 9026
Recreation Services Manager 619 7816 8216 8633 9074 9537 10023
Risk Management Analyst 531 5040 5297 5567 5851 6149 6463
Risk Manager 633 8381 8810 9258 9730 10227 10748
Senior Administrative Analyst 578 6371 6696 7037 7396 7773 8170
Senior Assistant City Attorney 684 10809 11362 11939 12549 13189 13861
Senior Econ Development Project Mgr 624 8014 8423 8851 9303 9778 10276
Senior Executive Assistant 531 5040 5297 5567 5851 6149 6463
Senior Housing Manager 624 8014 8423 8851 9303 9778 10276
Senior Human Resources Analyst 590 6764 7109 7471 7852 8253 8673
Senior Library Manager 588 6696 7039 7396 7774 8171 8587
Water Manager 649 9078 9542 10027 10539 11077 11641
Reinstatement of previous classification.
27
APPENDIX "A"
CITY OF ORANGE
EXECUTIVE MANAGEMENT TEAM
MONTHLY SALARY RANGES
Continued)
EFFECTIVE JUNE 26, 2016
2.0% Across the Board Salary Increase
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Assistant City Manager
Chief Clerk
City Attorney
Community Development Director
Community Services Director
Finance Director
Fire Chief
Human Resources /Employee Relations Dir
Library Services Director
Police Chief
Public Works Director
715
622
738
692
687
687
725
687
673
730
704
12616 13261 13935
7934 8340 8763
14150 14873 15629
11249 11824 12425
10972 11533 12119
10972 11533 12119
13261 13939 14648
10972 11533 12119
10232 10755 11302
13596 14291 15018
11943 12553 13191
14647 15394 16179
9211 9681 10174
16427 17265 18145
13060 13726 14425
12738 13388 14070
12738 13388 14070
15396 16181 17006
12738 13388 14070
11879 12485 13121
15785 16590 17436
13865 14572 15315
28
APPENDIX "B"
CITY OF ORANGE
SENIOR MANAGEMENT TEAM
MONTHLY SALARY RANGES
Continued)
EFFECTIVE JUNE 26.2016
2.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
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 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 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
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 8462 8894 9347
Executive Assistant 499 4296 4515 4746 4988 5242 5509
Finance Supervisor 564 5941 6244 6563 6897 7249 7619
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
29
CLASSIFICATION TITLE RANGE
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
STEP
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
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
Public Works Maint & Ops Manager 633 8381 8810 9258 9730 10227 10748
Purchasing Officer 602 7181 7548 7931 8336 8762 9208
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
Water Manager 653 9261 9734 10229 10751 11300 11875
30