RES-9954 Executive Directors & Top Management Terms of EmploymentI
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RESOLUTION NO. 9954
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. 9828 AND AMENDMENTS THERETO.
WHEREAS, the employees covered by this resolution constitute management personnel;
and
WHEREAS, the City Council has consulted with the City Manager and Personnel
Director 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 January 1, 2005 through February
28, 2006 for those management employees covered herein;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange
authorizes staff to adjust the Fiscal Year 2004/05 budget to reflect the changes approved in this
resolution, and that the wages, hours and conditions of employment for the period of January I,
2005 through February 28, 2006 be adopted and set forth 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 Exhibits "A" and
liB."
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 4.0% for
any classifications described herein in Exhibits "A" or "B" effective at any time on or after
August 21, 2005.
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.
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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 Yz 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 Personnel 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:I) The department head shall file with the
Personnel 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
Personnel Director, together with the reasons therefore, shall be
returned
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2) The recommendation of the department head and the approval of the Personnel
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. Soecial Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, the department head may recommend to the
Personnel Director that the employee be advanced to a higher pay step without regard to the
minimum length of service requirements contained in this Resolution. The Personnel Director
may, on the basis of a department head's recommendation, approve and effect such an
advancement.
C. Length of Service Required When Advancement is Denied. When an employee has
not been approved for advancement to the next higher salary step, he may be reconsidered for
such advancement at any subsequent time. This reconsideration shall follow the same steps and
shall be subject to the same action as provided in Section 6.A. above.
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 Personnel 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 C of Section
6.SECTION 8. SPECIAL
ASSIGNMENTS.A. Teleohone/Citv Council Assignment. Effective July I, 1996, the employee
assigned the responsibility of maintaining the Citywide telephone system may receive up to $100
per month bonus based on criteria established by the Personnel Director. In addition,
the Administrative Secretary assigned to the Mayor and City Council will receive an additional $
150 per month bonus pay. Furthermore, effective July 1,2005, the Administrative Secretary
assigned to the City Attorney will receive an additional $100 per month bonus pay, at the discretion of
the City
Attorney.B. Bilingual Assignment. Employees covered by this Resolution may be assigned by
the department head, with approval of the Personnel 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 Personnel Services
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 Personnel 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 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:
k 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 Personnel
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-
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SECTION 14. CITY MANAGER AND CITY ATTORNEY. The compensation and
terms of employment of the City Manager and City Attorney shall be as set forth herein, provided
that any contrary written terms established by the City Council which provide a greater benefit
than provided for in this Resolution shall prevail.
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
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 Exhibit "A" shall accrue 63 hours
of administrative leave annually for continuous
service;B. Regular full-time employees identifiedin Ex1:ibit "8"' shall accrue 54
hours of administrative leave annually for
continuous service;C. Employees hired after January I 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
Yz hour,while additional actual absence of over Yz hour shall be charged to the nearest
full hour;E. Usage of administrative leave shall be at the conveni'ence of the City
with the approval ofthe respective department head or
City Manager;F. All administrative leave shall be accrued at th~ beginning of the pay
period which includes January I of each
year; and G. Administrative leave not used by December 31 in the calendar year in which
it is accrued shall be forfeited and shall not be paid upon separation of employment with
the City;SECTION 16. HOLIDAYS. Employees covered by this Resolution shall
receive the foilowing paid nine (9)-hour holidays, except as provided
in #9:I) January I (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 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)I Q) December
25 (
A. Floating Holidavs. In addition to the above, employees will have credited to their
paid leave balance 22.5 floating holiday hours beginning January I of each year. Employees
hired after January 1 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 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.
B. Holidavs on Certain Davs 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 the end of the calendar year in which
it was accumulated.C. Eligibility to Receive Holidav Pav. In order to be eligible to receive
holiday pay, an employee must have worked, or be deemed to have worked because of a
lawful 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 Personnel Director.D. Holidavs 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
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I) For employees described herein in Exhibit "A", as well as the City Manager, the
following schedule shall apply after one (1) year's continuous service:
Years
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Vacation Hours
Per Year
144
149
154
159
164
170
172
176
180
184
188
192
196
200
204
Years
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
Vacation Hours
Per Year
208
212
216
220
224
228
232
236
240
244
248
252
256
260
264
2) For employees described herein in Exhibit "B", the following schedule shall apply
after one (1) year's continuous service:
Vacation Hours
Per Year
188
192
196
200
204
208
212
216
220
224
228
232
236
240
244
After Year(s)
of service
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Vacation Hours
Per Year
104
114
124
134
144
148
152
156
160
164
168
172
176
180
184
After Year(s)
of service
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
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B. Vacation Usage and Accumulation. Vacation shall be taken at the convenience ofthe
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 (I) year's continuous service shall accrue vacation but may not
use vacation until successful completion of one (I) year's continuous service, except in the event of
a City Hall holiday closure, with approval of the Personnel 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 a maximum of 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 17 (A)(I )(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
Personnel Director.Employees participating in the Retirement Health Savings Plan shall have
their allowable vacation hours eligible for conversion to cash reduced by the prior year floating
holiday hours and administrative leave hours cashed out for contribution to the Retirement
Health
Savings Plan.D. Vacation Pavout Upon 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 (1112) 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.I) Regular part-time emplovees 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 emplovees 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 emplovees 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
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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, life and
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 Pav. For all regular employees as described
herein, the following Leave Without Pay procedure
shall apply:I) After all available leave benefits, including vacation, 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 payor benefits. No such leave will be considered absent a written
application from the employee
requesting leave.2) If the department head and the Personnel 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 working days, no seniority shall
be
accumulated.I 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 bv the emplovee is made through and as prescribed by the
Payroll Division of the City. The City will pay up to six 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 Personnel
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 Personnel Director may
approve such extension of the leave of absence for a period up to, but not to exceed,
an additional
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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 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 Personnel 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.
II) Forms setting forth the benefits available or such other pertinent information shall be
maintained for distribution in the Personnel Services Department.
B. Personal Necessitv Leave. Employees may be allowed up to three (3) working days
per month without pay for personal business with approval of the department head, or in the case
of department heads, the City Manager. Employees shall accrue no employment benefits for any
personal necessity leave in excess of three days per month. Such personal necessity leave shall
be without pay and shall not be accumulated from month to month.
C. 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. 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 Personnel Director.
D. Military Leave of Absence. If an employee is required to take military training two
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.
E. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in
accordance with the following:
I) For employees working a regular 40-hour week, eight (8) hours of sick leave
will accrue for each month of continuous
service.
2) Sick leave will be charged at the rate of one-half (Y:,) hour for each one-
half (Y:,)hour an employee
is absent.3) Any employee eligible for sick leave with pay may use such leave
for the
following reasons:I 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.4) 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.5) 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-half Y:,) hour, while additional actual absence of over one-half (
Y:,) hour shall be charged to the nearest full hour. Sick leave shall only be
used for the purposes stated and the department head shall be responsible for
control of employee abuse
ofthe 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.6) Sick Leave Pavout Program. Unused sick leave shall be paid
off
according to the following:a) All sick leave accrued prior to January I, 1992 shall
fall under
the
following payout formula:I 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 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
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 I, 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:
I) Employees with sick leave usage of 0.0 to 27.0 hours per calendar year will
have the option to convert up to 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 27.5 to 36.0 hours per calendar year may
convert up to 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 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 shaH 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.
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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.
F. Family Leave. 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.
G. 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:I) 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.H. Industrial Leave for Safetv Emolovees.
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.1. Industrial Leave
for Non-Safetv Emolovees. For the remammg classifications described in Exhibit "A" and Exhibit "B"
herein, industrial leave shall be granted as follows:I) 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
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.
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:
14
a) The physician has previously directed the medical treatment of the employee.
b) The physician retains the medical records and history of the employee.
I
An employee may request one change of physician during the first 30 days after
the injury or illness is reported.
J. Familv 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 Personnel
Director.
I) 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.I 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
requestsleave for his/her own 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 Personnel Department, including: Request for Family
or Medical Leave;Medical Certification; Authorization for Payroll Deductions
for benefit plan coverages (if applicable); and Fitness-for-
Duty
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 $48.40 per month. Effective January I, 2006 this $48.40 contribution shall be
increased to $64.60 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 amounts
to provide funds for optional dental plans, vision plans, health plans, or
miscellaneous pay:
Monthlv Contributions Effective March
1. 2005 Participating
Emplovee Classifications
City Manager Executive Directors (as listed in
Exhibit "A")Top Management Employees (as listed in
Exhibit "B")If
Covered bv
City Insurance 1,
160.00 1,
100.00
875.00 If
Waiving
Citv Insurance 1,
144.00 1,
084.00
859.00 The members of the City Council shall receive the same benefits noted
under flexible benefits plan as provided to employees noted as "Executive Directors" above.
The City Treasurer shall receive the same benefits under flexible benefits plan as provided
to employees noted as "Top
Management" above.C. Any amounts in excess of the amount designated in Section 20.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
Personnel 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 amounts
designated in Section 20.B noted under "If Waiving City Insurance" 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
SECTION 21. OTHER INSURANCES.
A. Life Insurance.
I
I) For employees described herein in Exhibit "A" the City shall contribute the full
premium towards a $50,000 life insurance benefit.
2) For employees described herein in Exhibit "B" the City shall contribute the full
premium towards a $23,000 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 Exhibit "A", and a maximum of $
6,000 per month for employees described herein in
Exhibit "B."C. Medicare Insurance. The City shall pay for the employee's portion of
thecontribution 1.45%) for Medicare coverage for all employees hired since the effective date in
April, 1986.SECTION
22. RETIREMENT.A. Public Emplovees' Retirement
Svstem (PERS).I) Member Contribution. The City agrees to pay 8% of the employees base
salary (9%for safety) to the Public Employees' Retirement System including
the full contribution for the Third Level
Survivors Benefit.2) Miscellaneous PERS Formula. Effective June 29, 2003, the City shall
provide the PERS 2.7% @ age 55 Retirement Program. Effective June 27, 2004,
employees shall contribute 2.64% of salary, on a pre-tax basis, toward the City'
s PERS Employer Contribution Rate to offset some of the costs of the PERS 2.7%
@ 55 Retirement Program. The City shall pay all remaining costs toward the
retirement program for
employees
covered herein.I 3) Safetv PERS Formula. 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. The City shall pay the full cost for the 3% @ 50 benefit
program for safety employees covered
by this Resolution.4) PERS on PERS. Effective June 29, 2003, pursuant to
Government Code Section 20636(c), the City agrees to pay and report the value of
employer paid member contributions (EPMC) to CalPERS as additional compensation
for all employees covered by this Resolution. This benefit shall consist of paying 8%
of the normal contributions as EPMC for miscellaneous employees (9% for
sworn employees), and reporting this 8% (or 9%) as compensation earnable (
excluding Government Code Section 20636 (c)(4)
as
B. Monev 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 Exhibit "A" and Exhibit "B". 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. Each employee may
voluntarily participate in the plan by making a one-time irrevocable election to participate
during the specific annual election period identified in the plan documents. The plan would
allow employees to make the following tax-deferred contributions to
the plan:I) The cash value of the employee's unused floating holiday and
administrative leave balances at the end of each calendar year (mandatory for all
participants); and 2) Up to 15% of their annual
salary (optional);3) The cash value of 10% to 100% of vacation and/or sick leave paid out
upon separation from employment with the
City (optional).Participation and contributions must be made in accordance with the
requirements specifically delineated in the plan documents as adopted by Resolution No. 9660 and all contributions
to the plan will be at no additional cost to the City. Each employee who participates in
the Retirement Health Savings Plan recognizes that should any tax liability arise out of such
participation such liability shall be the responsibility of the
participating employee.SECTION 23. OTHER
FRINGE BENEFITS.A. Medical Maintenance Examination Program. An annual medical examination
shall be provided for all employees listed in Exhibits "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 Exhibits "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:Top
Management Employees:
850.00
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 I and/or 2 below. Requests other than annual physicals
must be approved, prior to purchase or participation, by the
Personnel Director.I) Membership in a health/
fitness club.2) Participation in a weight loss/stop smoking/wellness/
fitness
I
I
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 Personnel 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.Educational assistance payments to an employee shall not exceed $1,500.00 in anyone
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:I) 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 Personnel 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
staff's knowledge.C. Uniforms. The City shall purchase uniforms for all regular uniformed
members of the Police Department and
the Fire Department.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, carpooling 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
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-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 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 January 1, 2005 and shall
continue in full
force and effect until February 28,2006
unless
ATTEST:
I Mary E. Murphy, City Cl
6
I 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 10th day of May, 2005 by
the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Smith, Ambriz, Murphy, Cavecche, Dumitru
None
None
Ity of Orange
I
21
EXHIBIT "A"
CITY OF ORANGE
EXECUTIVE DIRECTORS
I
MONTHLY SALARY RANGES
EFFECTIVE FEBRUARY 23. 2003
NEW STEP STEP STEP STEP STEP STEP
CLASSIF1CATION TITLE RANGE A B C D E F
Assistant City Manager 655 9353 9832 10331 10859 11413 11994
Chief Clerk' 559 5795 6090 6401 6728 7071 7431
City Attorney 665 9832 10334 10859 11414 11997 12608
Community Development Director 632 8340 8766 9211 9682 10176 10694
Community Services Director 629 8216 8636 9075 9538 10025 10536
Economic Development Director 625 8054 8465 8895 9350 9827 10328
Finance Director 629 8216 8636 9075 9538 10025 10536
Fire Chief 645 8898 9353 9828 10330 10858 11411
Library Services Director 609 7436 7816 8213 8633 9073 9535
Personnel/Employee Relations Director 625 8054 8465 8895 9350 9827 10328
Police Chief 651 9169 9638 10127 10644 11188 11758
Public Works Director/City Engineer 645 8898 9353 9828 10330 10858 11411
Additional compensation for elective office not included in the listed salary.
EFFECTIVE FEBRUARY 20. 2005
3.5% Across the Board Increase Plus Salary Inequity Adjustments up to 4.5% for Certain Classes
NEW STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Assistant City Manager 662 9686 10181 10698 11245 11819 12421
Chief Clerk' 566 6001 6307 6629 6967 7322 7695
City Attorney 681 10648 11193 11762 12362 12993 13655
Community Development Director 639 8636 9078 9539 10026 10538 11074
Community Services Director 636 8508 8943 9397 9877 10381 10910
Economic Development Director 632 8340 8766 9211 9682 10176 10694
I'~'
D_ 636 8508 8943 9397 9877 10381 10910
Fire Chief 661 9638 10130 10645 11189 11760 12359
Library Services Director 616 7700 8094 8505 8939 9396 9874
PersonneVEmployee Relations Director 632 8340 8766 9211 9682 10176 10694
Police Chief 667 9930 10438 10968 11528 12117 12734
Public Works Director/City Engineer 652 9215 9686 10178 10697 11244 11816
Additional compensation for elective office not included in the listed salary.
22
EXHIBIT" A" - CONTINUED CITY
OF ORANGE EXECUTIVE
DIRECTORS MONTHLY
SALARY RANGES IF.
FFECfIVE JUNF. '" ""Salary
Inequity Adjustments Ranging from 0.5% to 5.0% for Certaiu Classes NEW
STEP STEP STEP STEP STEP STEP CLASSIFICATION
TITLE RANGE A B C D E F Assistant
City Manager 671 10130 10648 11189 11761 12361 12991 Chief
Clerk' 573 6214 6531 6864 7214 7582 7969 City
Attorney 691 11193 11765 12363 12995 13657 14354 Community
Development Director 645 8898 9353 9828 10330 10858 11411 Community
Services Director 640 8679 9123 9586 10076 10590 11130 Economic
Development Director 640 8679 9123 9586 10076 10590 11130 Finance
Director 640 8679 9123 9586 10076 10590 11130 Fire
Chief 661 9638 10130 10645 11189 11760 12359 Library
Services Director 626 8094 8508 8940 9396 9876 10379 Personnel/
EmployeeRelations Director 640 8679 9123 9586 10076 10590 11130 Police
Chief 667 9930 10438 10968 11528 12117 12734 Public
Works Director/City Engineer 655 9353 9832 10331 10859 11413 11994 Additional
compensation for elective office not included in the /zsted salary.I
23
EXHIBIT "B"
CITY OF ORANGE
TOP MANAGEMENT EMPLOYEES
I
MONTHLY SALARY RANGES
EFFECTIVE FEBRUARY 23. 2003
NEW STEP STEP STEP STEP STEP STEP
CLASSIF1CATION TITLE RANGE A B C D E F
Accounting Manager 549 5513 5794 6090 6400 6727 7070
Administrative Analyst I 479 3888 4087 4295 4514 4744 4986
Administrative Analyst II 499 4296 4515 4746 4988 5242 5509
Administrative Secretary 442 3233 3398 3571 3753 3945 4146
Assistant City Attorney I 599 7074 7436 7814 8213 8632 9072
Assistant City Attorney II 609 7436 7816 8213 8633 9073 9535
Assistant City Engineer 592 6831 7181 7545 7931 8336 8760
Assistant Finance Director 585 6597 6934 7287 7659 8050 8460
Assistant Planning Director 607 7362 7739 8132 8547 8983 9441
Assistant to City Manager 538 5219 5485 5765 6059 6368 6692
Business & Public Affairs Manager 545 5404 5680 5969 6274 6594 6930
Chief Building Official 592 6831 7181 7545 7931 8336 8760
City Records Program Manager 503 4383 4606 4841 5088 5348 5620
Community Services Manager 585 6597 6934 7287 7659 8050 8460
Deputy City Clerk 503 4383 4606 4841 5088 5348 5620
Economic Development Project Manager 549 5513 5794 6090 6400 6727 7070
Emergency Medical Services Manager 563 5912 6213 6530 6863 7213 7581
Employee Benefits Coordinator 484 3987 4190 4404 4628 4864 5112
Equipment Main!. Superintendent 549 5513 5794 6090 6400 6727 7070
Executive Secretary 478 3869 4066 4274 4492 4721 4961
Field Maintenance Superintendent 549 5513 5794 6090 6400 6727 7070
Finance Supervisor 506 4449 4676 4914 5165 5428 5705
Financial Analyst 511 4561 4794 5038 5295 5565 5849
Housing Manager 549 5513 5794 6090 6400 6727 7070
Internal Audit Manager 550 5541 5823 6120 6432 6760 7105
I
InvestmentIRevenue Officer 517 4700 4939 5191 5456 5734 6027
Library Services Manager 544 5377 5651 5940 6243 6561 6896
Manager of Trans Svcs/City Traffic Eng 592 6831 7181 7545 7931 8336 8760
Personnel Analyst I 484 3987 4190 4404 4628 4864 5112
Personnel Analyst II 511 4561 4794 5038 5295 5565 5849
Personnel Services Manager 566 6001 6307 6629 6967 7322 7695
Planning Manager 592 6831 7181 7545 7931 8336 8760
Police Communications Manager 541 5297 5568 5851 6150 6464 6793
Principal Civil Engineer 580 6435 6763 7108 7470 7851 8252
24
NEW STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Purchasing Officer 549 5513 5794 6090 6400 6727 7070
Recreation Superintendent 549 5513 5794 6090 6400 6727 7070
I
Risk Manager 576 6308 6629 6967 7323 7696 8089
Senior Administrative Analyst 529 4990 5244 5512 5793 6088 6399
Senior Assistant to the City Manager 561 5853 6152 6465 6795 7142 7506
Senior Econ Development Project Mgr 569 6091 6402 6728 7072 7432 7811
Senior Housing Manager 569 6091 6402 6728 7072 7432 7811
Senior Librarian 520 4771 5014 5270 5538 5821 6118
Senior Personnel Analyst 541 5297 5568 5851 6150 6464 6793
Street Maintenance Division Manager 592 6831 7181 7545 7931 8336 8760
Water Manager 592 6831 7181 7545 7931 8336 8760
I
25
EXHIBIT "B" - CONTINUED CITY
OF ORANGE TOP
MANAGEMENT EMPLOYEES MONTHLY
SALARY RANGES I
EFFF.eTIVE FF.BRUARY ,. 'DO'3.
5% Across the Board Increase Plus Iuequity Adjustments up to 1.5% for certain classes NEW
STEP STEP STEP STEP STEP STEP CLASSIFICATION
TITLE RANGE A B C D E F Accounting
Manager 556 5709 6000 6306 6628 6966 7321 Administrative
Analyst I 486 4026 4232 4448 4674 4913 5163 Administrative
Analyst II 506 4449 4676 4914 5165 5428 5705 Administrative
Secretary 449 3348 3519 3698 3887 4085 4293 Assistant
City Attorney I 606 7325 7700 8091 8504 8939 9394 Assistant
City Attorney II 616 7700 8094 8505 8939 9396 9874 Assistant
City Engineer 599 7074 7436 7814 8213 8632 9072 Assistant
Finance Director 592 6831 7181 7545 7931 8336 8760 Assistant
Planning Director 614 7624 8013 8421 8851 9302 9776 Assistant
to City Manager 545 5404 5680 5969 6274 6594 6930 Business &
Public Affairs Manager 552 5596 5882 6181 6497 6828 7176 Chief
Building Official 599 7074 7436 7814 8213 8632 9072 Community
Services Manager 592 6831 7181 7545 7931 8336 8760 Deputy
City Clerk 510 4538 4770 5013 5269 5538 5820 Economic
Development Project Manager 556 5709 6000 6306 6628 6966 7321 Emergency
Medical Services Manager 570 6122 6434 6762 7107 7469 7850 Employee
Benefits Analyst 491 4128 4339 4560 4793 5037 5294 Equipment
Main!. Superintendent556 5709 6000 6306 6628 6966 7321 Executive
Secretary 485 4006 4211 4426 4651 4888 5138 Field
Maintenance Superintendent 556 5709 6000 6306 6628 6966 7321 Finance
Supervisor 513 4607 4842 5089 5348 5621 5908 Financial
Analyst 518 4723 4964 5217 5483 5763 6057 Housing
Manager 556 5709 6000 6306 6628 6966 7321 InternalJ\
uditManager 557 5737 6030 6338 6661 7000 7357 InvestmentJRevenue
Officer 524 4867 5115 5376 5650 5938 6241 I
U,_ ,"",. -,.
551 5568 5852 6151 6464 6794 7141 Manager of
Trans Svcs/City Traffic Eng 599 7074 7436 7814 8213 8632 9072 Park Superintendent
556 5709 6000 6306 6628 6966 7321 Personnel Analyst
I 491 4128 4339 4560 4793 5037 5294 Personnel Analyst
II 518 4723 4964 5217 5483 5763 6057 Personnel Services
Manager 576 6308 6629 6967 7323 7696 8089 Planning Manager
599 7074 7436 7814 8213 8632 9072 Police CommWlications
Manager 548 5486 5765 6059 6368 6693 7035 26
NEW STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Principal Civil Engineer 587 6663 7004 7360 7735 8130 8545
Purchasing Officer 556 5709 6000 6306 6628 6966 7321
Recreation Superintendent 556 5709 6000 6306 6628 6966 7321
I~M_' 583 6532 6865 7215 7583 7970 8376
Senior Administrative Analyst 536 5167 5430 5707 5998 6304 6626
Senior Assistant to the City Manager 568 6061 6370 6695 7036 7395 7772
Senior Econ Development Project Mgr 576 6308 6629 6967 7323 7696 8089
Senior Housing Manager 576 6308 6629 6967 7323 7696 8089
Senior Librarian 527 4940 5192 5457 5735 6028 6335
Senior Personnel Analyst 548 5486 5765 6059 6368 6693 7035
Street Maintenance Division Manager 599 7074 7436 7814 8213 8632 9072
Water Manager 599 7074 7436 7814 8213 8632 9072
I
27
EXHIBIT "B" - CONTINUED CITY
OF ORANGE TOP
MANAGEMENT EMPLOYEES I
MONTHLY
SALARY RANGES EFFECTIVE
JUNE 26. 2005 Salary
Inequity Adjustments Ranging from 0.5% to 5.0% for certain classes NEW
STEP STEP STEP STEP STEP STEP CLASSIFICATION
TITLE RANGE A B C D E F Accounting
Manager 558 5766 6060 6369 6694 7035 7394 Administrative
Analyst I 488 4067 4274 4492 4721 4962 5215 Administrative
Analyst II 508 4493 4723 4963 5217 5483 5762 Administrative
Secretary 455 3450 3626 3811 4005 4209 4424 Assistant
City Attorney I 614 7624 8013 8421 8851 9302 9776 Assistant
City Attorney II 624 8014 8423 8851 9303 9778 10276 Assistant
City Engineer 609 7436 7816 8213 8633 9073 9535 Assistant
Finance Director 600 7109 7473 7853 8254 8675 9117 Assistant
Planning Director 622 7934 8340 8763 9211 9681 10174 Assistant
to City Manager 545 5404 5680 5969 6274 6594 6930 Business &
Public Affairs Manager 558 5766 6060 6369 6694 7035 7394 Chief
Building Official 609 7436 7816 8213 8633 9073 9535 Community
Services Manager 600 7109 7473 7853 8254 8675 9117 Crime
Analyst' 506 4449 4676 4914 5165 5428 5705 Deputy
City Clerk 510 4538 4770 5013 5269 5538 5820 Economic
Development Project Manager 558 5766 6060 6369 6694 7035 7394 Emergency
Medical Services Manager 573 6214 6531 6864 7214 7582 7969 Employee
Benefits Analyst 501 4339 4561 4793 5038 5295 5565 Equipment
Main!. Superintendent561 5853 6152 6465 6795 7142 7506 Executive
Secretary 491 4128 4339 4560 4793 5037 5294 Field
Maintenance Superintendent 561 5853 6152 6465 6795 7142 7506 Finance
Supervisor 520 4771 5014 5270 5538 5821 6118 Financial
Analyst 520 4771 5014 5270 5538 5821 6118 I
Housing
Manager 558 5766 6060 6369 6694 7035 7394 Internal
Audit Manager 558 5766 6060 6369 6694 7035 7394 InvestmentIRevenue
Officer 528 4965 5218 5484 5764 6058 6367 Library
Services Manager 558 5766 6060 6369 6694 7035 7394 Manager
of Trans Svcs/City Traffic Eng 609 7436 7816 8213 8633 9073 9535 Park
Superintendent 561 5853 6152 6465 6795 7142 7506 Personnel
Analyst I 493 4170 4382 4606 4841 5087 5347 Personnel
Analyst II 520 4771 5014 5270 5538 5821 6118 Personnel
Services Manager 586 6630 6969 7323 7697 8090 8502 28
NEW STEP STEP STEP STEP STEP STEP
CLASSIF1CATION TITLE RANGE A B C D E F
Planning Manager 609 7436 7816 8213 8633 9073 9535
Police Conununications Manager 553 5624 5911 6212 6529 6862 7212
I
Principal Civil Engineer 589 6730 7074 7433 7813 8212 8630
Purchasing Officer 558 5766 6060 6369 6694 7035 7394
Recreation Superintendent 561 5853 6152 6465 6795 7142 7506
Risk Management Analyst' 491 4128 4339 4560 4793 5037 5294
Risk Manager 593 6866 7217 7583 7970 8377 8804
Senior Administrative Analyst 538 5219 5485 5765 6059 6368 6692
Senior Assistant to the City Manager 575 6276 6596 6933 7286 7658 8049
Senior Econ Development Project Mgr 584 6564 6899 7251 7621 8010 8418
Senior Housing Manager 584 6564 6899 7251 7621 8010 8418
Senior Librarian 527 4940 5192 5457 5735 6028 6335
Senior Personnel Analyst 550 5541 5823 6120 6432 6760 7105
Street Maintenance Division Manager 609 7436 7816 8213 8633 9073 9535
Water Manager 609 7436 7816 8213 8633 9073 9535
New Top Management classifications noted pending City Council approval of the Fiscal Year 2005/06
budget.
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