RES-11410 CLASSIFICATION OF EMPLOYMENT OF EXECUTIVE MANAGEMENT AND SENIOR MANAGEMENT EMPLOYEES - RESCINDES RESOLUTION NO. 11332RESOLUTION NO. 11410
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF ORANGE RELATING TO
THE CLASSIFICATION, COMPENSATION, AND
TERMS OF EMPLOYMENT OF EXECUTIVE
MANAGEMENT AND SENIOR MANAGEMENT
EMPLOYEES,AND RESCINDING RESOLUTION
NO. 11332 AND ALL AMENDMENTS THERETO
WHEREAS, the employees covered by this Resolution constitute unrepresented
management personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the
proposed employment terms contained herein; and
WHEREAS, the classification of Emergency Preparedness Manager is proposed for a
retitle to Emergency Manager; and
WHEREAS, the classification of Finance Supervisor is moved from Executive
Management and Senior Management Resolution to the Orange Management Association and the
obsolete classification of Equipment Maintenance Superintendent is eliminated; and
WHEREAS, the classification of Building and Safety Manager is proposed with the
commensurate salary range within the Executive Management and Senior Management
Resolution; and
WHEREAS, internal compaction and equity adjustments are being proposed for salary
ranges of Executive Management classifications that are 10% or more below market median; 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, 2022 through June 30, 2023 for
those management employees covered herein; and
WHEREAS,all salary ranges for the above classifications must be authorized by the City
Council and published by the City in order for the salary range to be considered pension-reportable,
pursuant to CalPERS law.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange
hereby adopts the wages, hours, and conditions of employment through June 30, 2023 for
Executive Management and Senior Management Employees contained in Appendices A and B, as
fully set forth herein and rescinds Resolution No. 11332 and all amendments thereto.
ADOPTED this 12th day of July 2022.
1,y 4
Mark . Murphy, Mayor, C. of ange
I/ATTEST:
Pamela Coleman, City Clerk, City of Orange
Attachment: Exhibit A
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ORANGE
I, PAMELA COLEMAN, City Clerk of the City of Orange, California, do hereby certify
that the foregoing Resolution was duly and regularly adopted by the City Council of the City of
Orange at a regular meeting thereof held on the 12th day of July 2022, by the following vote:
AYES:COUNCILMEMBERS: Nichols,Monaco, Tavoularis, Gutierrez, Murphy
NOES:COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Barrios, Dumitru
ABSTAIN: COUNCILMEMBERS: None
Pamela Coleman, City Clerk, City of Orange
Resolution No. 11410 2
City of
range
TOP MANAGEMENT RESOLUTION
JULY 1, 2022 THROUGH DUNE 30, 2023
I
TABLE OF CONTENTS
SECTION 1. BASIC COMPENSATION PLAN AND DEFINITIONS. 1
SECTION 2. SALARY AND WAGE SCHEDULE. 1
SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. 2
SECTION 4. BEGINNING RATES. 2
SECTION 5. SERVICE. 2
SECTION 6. ADVANCEMENT WITHIN SALARY RANGES. 2
SECTION 7. REDUCTION IN SALARY STEPS.3
SECTION 8. BILINGUAL ASSIGNMENT.3
SECTION 9. LONGEVITY FOR SAFETY CHIEFS. 3
SECTION 10. EDUCATIONAL INCENTIVE PROGRAM. 4
SECTION 11. INCENTIVE PAY PLAN. 4
SECTION 12. PROMOTION. 4
SECTION 13. DEMOTION. 4
SECTION 14. REASSIGNMENT OF COMPENSATION RANGES. 5
SECTION 15. AT-WILL STATUS. '5
SECTION 16. ACTING TIME PAY. 5
SECTION 17. ADMINISTRATIVE LEAVE. 6
SECTION 18. HOLIDAYS. 6
SECTION 19. VACATION. 7
SECTION 20. PART-TIME,TEMPORARY,AND SEASONAL EMPLOYEES ELIGIBILITY FOR FRINGE BENEFITS.9
SECTION 21. LEAVES OF ABSENCE. 9
SECTION 22. HEALTH INSURANCE. 15
SECTION 23. OTHER INSURANCES. 17
SECTION 24. RETIREMENT. 17
SECTION 25. OTHER FRINGE BENEFITS. 18
TABLE OF CONTENTS (CONTINUED)
SECTION 26. DIRECT DEPOSIT. 20
SECTION 27. TRAVEL EXPENSE ALLOWED. 20
SECTION 28. GRIEVANCE PROCEDURE. 21
ISECTION 29. EFFECTIVE DATES.21
APPENDIX A EXECUTIVE MANAGEMENT 22
APPENDIX B SENIOR MANAGEMENT 23
Remainder ofpage intentionally left blank.)
I
ii
SECTION 1. BASIC COMPENSATION PLAN AND DEFINITIONS.
A. A basic compensation plan is established for all Executive and Senior 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 Exhibits.
B. The compensation for the City Manager and City Attorney shall be established by contract and
shall receive those benefits and be governed by all applicable rules and regulations related to those
benefits provided for Executive Management.
C. Whenever the term "Department Head" is used, it shall be understood to include the City Manager
and City Attorney when the personnel action affects a Department Head.
D. Whenever the term "Top Management" is used, it shall be understood to include all covered
employees within this Resolution.
E. Whenever the term "Executive Management" is used, it shall be understood to include all
classifications within Appendix A.
F. Whenever the term "Senior Management" is used, it shall be understood to include all
classifications within Appendix B.
G. Except as amended by a written instrument formally approved by the City Council, the City
Manager and City Attorney shall receive the fringe benefits that are afforded to Executive
Management and shall have their compensation and terms of employment set forth herein.
SECTION 2. SALARY AND WAGE SCHEDULE.
The monthly salaries for employees covered by this Resolution are hereby incorporated, and listed in
Appendices A and B.
The attached salary and wage schedules shall constitute the basic compensation plan consisting of six(6)
steps or rates of pay in each range.
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 Sections 5 and
6.
The City Manager reserves the right to grant an additional salary increase of up to five percent(5.0%) for
any classifications described herein in Appendices A and B. Any such increases shall not exceed a total
cost of one percent(1.0%) of payroll for Top Management employees.
In an effort to avoid compaction between classifications,the following classification shall be compensated
with a salary differential as follows:
The Police Chief shall be paid at least ten percent (10.0%) above the base salary of the Police Captain
classification.
Remainder ofpage intentionally left blank.]
1
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('/2) 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 the employee 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 Steps 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 thirty (30) days by reason of
resignation or discharge eliminates the accumulated length of service time of such employee for the
purpose of this Resolution. Employees re-entering the service of the City shall be considered as a new
employee, except that the employee may and at the discretion of the City, be re-employed within one (1)
year and placed in the same salary step in the appropriate compensation range as the employee was at the
time of the separation of employment.
SECTION 6. ADVANCEMENT WITHIN SALARY RANGES.
The following regulations shall govern salary advancement:
A. Merit Advancement. An employee shall be considered for advancement through the 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 the
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 form recommending the
granting or denial of the merit increase and supporting such recommendation with
specific reasons therefore. If denied by the Human Resources Director, the reason
for denial will be provided to the Department Head.
2) Advancements through the pay ranges Step A through Step F, shall occur, if
granted, in yearly increments.
2
3) A lapse of service of thirty (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 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 (1) or more
steps upon the recommendation of the Department Head with the approval of the Human Resources
Director. Such reduction shall take place only after the employee has been notified of the reasons and has
had an opportunity to respond. Procedure for such reduction shall follow the same procedure as outlined
for merit advancements in Section 6,and such employee may be considered for re-advancement under the
same provisions as contained in Subsection A of Section 6.
SECTION 8. BILINGUAL ASSIGNMENT.
Employees covered by this Resolution may be assigned by the Department Head, with approval of the
Human Resources Director,to a bilingual assignment. The Department Head shall determine the number
of bilingual assignment positions which are necessary based upon a demonstrable need and frequency of
use. Employees on bilingual assignment shall receive an additional $140.00 per month 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.
No permanency or seniority may be obtained in a bilingual assignment and such assignment may be
revoked at any time by the Human Resources Director or a duly authorized designee. This form of pay,
also referred to as "Bilingual Premium", shall be reported to CalPERS as special compensation, and is
therefore compensation earnable for classic members pursuant to CalPERS Regulations, Section
571(a)(4), and pensionable compensation for new members and pursuant to CalPERS Regulations,
Section 571.1(b)(3).
SECTION 9. LONGEVITY FOR SAFETY CHIEFS.
A. In an effort to maintain equality with subordinate classifications,the Fire Chief shall be eligible
for Longevity Pay as follows:
Years of Service Monthly
Incentive
15 200.00
20 400.00
25 600.00
B. In an effort to maintain equality with subordinate classifications, the Police Chief shall be
eligible for Longevity Pay as follows:
3
Years of Service Monthly
Incentive
15 250.00
20 500.00
25 800.00
C. This form of pay, also referred to as"Longevity Pay", shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for classic members pursuant to
CalPERS Regulations, Section 571(a)(1), and pensionable compensation for new members
pursuant to CalPERS Regulations, Section 571.1(b)(1).
SECTION 10. EDUCATIONAL INCENTIVE PROGRAM.
A. Employees covered by this Resolution, other than the Police Chief and Fire Chief, with
postgraduate degrees (i.e. Master's degree or higher) shall be eligible to receive $500.00 per
month.
B. In an effort to maintain equality with subordinate classifications, the Fire Chief shall receive
400.00 per month for a Bachelor's degree or$600.00 per month for a Master's degree.
C. In an effort to maintain equality with subordinate classifications,the Police Chief shall receive
700.00 for a Bachelor's degree or$950.00 per month for a Master's degree.
D. This form of pay,also referred to as"Educational Pay",shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for Classic Members pursuant to
CalPERS Regulations, Section 571(a)(2), and pensionable compensation for New Members
pursuant to CalPERS Regulations, Section 571.1(b)(2).
SECTION 11. INCENTIVE PAY PLAN.
The City Manager may, for the employees covered by this Resolution, put into effect an incentive pay
plan, the terms and conditions of which shall be at the City Manager's full discretion.
SECTION 12. PROMOTION.
When an employee is promoted to a position in a higher classification, the employee 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 the employee an increase of at least one, but not more than three salary
steps.
SECTION 13. DEMOTION.
When an employee is demoted to a position in a lower classification, the 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 (1) step.
B. The new salary rate must be within the salary range for the classification to which the employee
was demoted.
4
SECTION 14. 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 the employee 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 (1) step, the Human
Resources Director may 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,
the employee's current salary step.
SECTION 15. AT-WILL STATUS.
Members of Top Management serve at the pleasure of the City Manager, with the exception of those
members within the City Attorney's Office who serve at the pleasure of the City Attorney. Consideration
for advancement, reduction, demotion, termination, or reassignment shall be at the initiation of the City
Manager or City Attorney,as applicable,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 16. ACTING TIME PAY.
An employee shall receive acting time pay, as further defined below, at A Step of the higher class, or five
percent(5%) above the employee's regular salary, whichever is greater, for work performed in the higher
classification. The Department Head or the authorized designee shall assign the employee to work out of
classification but shall notify the Human Resources Director prior to the assignment.
A. Temporary Upgrade Pay. When an employee is working out of classification due to an
incumbent's approved leave of absence, said employee shall receive a Temporary Upgrade
Pay premium. Temporary Upgrade Pay, as defined by California Code of Regulations
571(a)(3), is "compensation to employees who are required by their employer or governing
board or body to work in an upgraded position/classification of limited duration."
The above form of compensation shall be reported to CalPERS as special compensation and
therefore compensation earnable. However, Temporary Upgrade Pay will not be reported to
CalPERS 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).
5
B. Out-of-Class Appointment. Out-of-class appointments shall only be made for positions
vacated due to voluntary resignation,promotion, demotion or termination. Gov. Code section
20480 of the Public Employees' Retirement Law (PERL) defines an "out-of-class
appointment" to mean an appointment to an upgraded position or higher classification by an
employer or governing board or body in a vacant position for a limited duration. For purposes
of this section, a"vacant position" refers to a position that is vacant during recruitment for a
permanent appointment. A vacant position does not refer to a position that is temporarily
available due to another employee's leave of absence (see"Temporary Upgrade Pay" above).
SECTION 17. 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 Appendix A shall accrue 80 hours of administrative
leave annually for continuous service;
B. Regular full-time employees identified in Appendix B shall accrue 63 hours of administrative
leave annually for continuous service;
C. Employees hired after January 1st of each year shall receive a prorated portion of the
administrative leave during their first calendar year of employment;
D. The minimum charge to the employee's administrative leave account shall be one-quarter (1/4)
hour, while additional actual absence of over one-quarter (I/4) hour shall be charged to the
nearest one-half(t/2) 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 accrue January 1st of each year;
G. Unused administrative leave at the end of the calendar year and upon retiring from City service
and entering CalPERS as a retired annuitant shall be deposited in the employee's Retirement
Health Savings Plan account as described in Section 24(C); and
H. Unused administrative leave upon separation for reasons other than retirement shall be
forfeited.
SECTION 18. HOLIDAYS.
Employees covered by this Resolution shall receive the following nine (9)-hour paid holidays (10 hours
for employees assigned to Fire or Police Departments), except as provided in item 9 below:
1) January 1st (New Year's Day)
2) The third Monday in February (Presidents' Day)
3) Last Monday in May (Memorial Day)
4) July 4th (Independence Day)
5) First Monday in September(Labor Day)
6
6) November 11th (Veterans Day)
7) Fourth Thursday in November(Thanksgiving Day)
8) Fourth Friday in November(Day after Thanksgiving)
9) One-half day (4.5 hours) before Christmas if December 24th falls on a Monday
through Thursday (Christmas Eve);Half day(5 hours) for employees assigned to
Fire or Police Departments
10) December 25th (Christmas Day)
A. Floating Holidays. In addition to the above, employees will have credited to their paid leave
balance 22.5 floating holiday hours beginning January 1st of each year. Employees hired after
January 1st of each year shall receive a prorated portion of the 22.5 floating holiday hours
during their first calendar year of employment. The floating holiday hours shall be taken at
the convenience of the City with the approval of the City Manager or the Department Head.
Unused floating holiday hours at the end of the calendar year or upon separation from City
service shall be deposited in the employee's Retirement Health Savings Plan account as
described in Section 24(C).
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 (ten (10) hours for employees assigned to the Fire and Police
Departments) of holiday compensatory time. Accumulated holiday compensatory time must
be used by the employee by June 30th of the same fiscal year in which it was accumulated.
Unused holiday compensatory time shall be paid in cash to an employee upon separation of
employment.
C. Eligibility 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 19. VACATION.
A. Vacation Accrual. All full-time regular employees described herein accrue paid vacation in
accordance with the following schedules.
Remainder ofpage intentionally left blank.]
7
1) For Executive Management,the following schedule shall apply:
Years of Service
Vacation Hours Vacation Hours
Years of Service
Per Year 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
2) For Senior Management, the following schedule shall apply:
Years of Service
Vacation Hours
Years of Service
Vacation Hours
Per Year 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
i .
B. Vacation Usage and Accumulation. Vacation shall be taken at the convenience of the City
with the approval of the Department Head. Where possible, such vacation should be taken
annually and not accumulated from year to year. Employees shall not accumulate vacation in
excess of the equivalent number of hours earned in the immediately preceding 24-month
period. Employees with less than one (1)year's continuous service shall accrue vacation but
may not use vacation until successful completion of one (1) year's continuous service, except
with the approval of the City Manager, or in the event of a City Hall holiday closure, with
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.
8
C. Vacation Conversion. An employee may convert up to 50% of their current annual vacation
accrual into pay in lieu of time off with pay on an annual basis. An employee requesting such
conversion must meet the eligibility requirements as set forth in Section 19(A)(1)(2) and may
convert twice in a fiscal year, within the cap provisions stated above. Any exception to this
provision requires the approval of the Human Resources Director.
D. Vacation Payout 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(1/12)of the employee's annual vacation
pay for each full month of service.
SECTION 20. PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEES ELIGIBILITY
FOR FRINGE BENEFITS.
A. Definitions. Nothing contained herein shall guarantee to any employee a specified number of
hours per day or days per week or weeks per year or months per year of work.
1) Regular part-time employees 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 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 Ca1PERS 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 21. LEAVES OF ABSENCE.
A. Leave of Absence Without Pay. For all regular employees as described herein, the following
Leave Without Pay procedure shall apply:
9
1) After all available leave benefits, including vacation, administrative leave, floating
holiday, compensatory time, sick leave, and other leave benefits have been
completely used, a regular employee, not under suspension, may make written
application to the Department Head for leave without pay or benefits. No such
leave will be considered absent a written application from the employee requesting
leave.
2) If the Department Head and the Human Resources Director agree that such leave is
merited and in the interest of the City, leave may be granted for a period not to
exceed six (6) months following the date of expiration of all other allowable leave
benefits. The employee shall not be continued "in service" as that term is defined
in this Resolution.
3) No employment or fringe benefits such as sick leave, vacation, health insurance,
retirement, or any other benefits shall accrue to any employee on leave of absence
without pay except as denoted under Section 21I. 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. 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 (6)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 their 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 their 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
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 their
seniority rights.
11)Forms setting forth the benefits available or such other pertinent information shall
be maintained for distribution in the Human Resources Department.
12)The City Manager will allow an employee to take a leave of absence without pay
during a City Hall holiday closure without having to exhaust all accrued leave
benefits on the books. During said closure, employees will not see a reduction in
benefits,including no loss of eligibility for holiday pay,if Leave Without Pay hours
are used during the closure (i.e. the day after Christmas and/or working day before
the New Year's day.)
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 jury service, the employee must provide
the Certificate of Jury Service to the immediate supervisor to qualify for jury duty
compensation. If an employee is called as a witness on behalf of the City, the employee shall
receive their 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 witness
service to the City as a condition of receiving normal pay while serving as a witness for the
City. Any exceptions to this provision must meet the approval of the Human Resources
Director.
C. Military Leave of Absence. If an employee is required to take military training two (2) weeks
or more each year, the employee 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 the 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-benefited employees shall receive sick leave as required by State law.
3) Sick leave will be charged at the rate of one-quarter (1/4) hour for each one-quarter
1/4) hour an employee is absent.
4) Employees who promote to Top Management shall have all their sick leave hours placed
into a sick leave accrual bank.
5) Any employee eligible for sick leave with pay may use such leave for the following
reasons:
11
a) Medical and dental office appointments during work hours when authorized
by the Department Head or a duly authorized 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.
6) 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
E below.
7) 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(
1/
4)hour,while additional actual absence of over one-quarter('/4)hour shall
be charged to the nearest one-half(1/
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.
8) Sick Leave Payout Program. Unused sick leave shall be paid off according to the
following:
a) 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.
b) 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.
c) 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.
d) Any sick leave converted to vacation shall be subject to the
provisions described in Section 19. 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
12
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.
e) Upon retirement from employment with the City and
entering the CalPERS as a retired annuitant, an employee with a
minimum of five (5) years of continuous service to the City shall
receive pay for 50%of all unused sick leave hours. The cash value
of this unused sick leave payout will be deposited into the
employee's Retirement Health Savings Plan account, as described
in Section 24(C).
f) Upon separation of employment from the City for any
reason, other than retirement as noted in the preceding paragraph
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). No pay
shall be received for any accruals higher than 352 hours.
g) 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.
E. Family Leave. In accordance with the California Family Sick Leave and Paid Sick Leave Acts,
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. Family as used
in this subsection is limited to any relation by blood,marriage or adoption who is a member of
the employee's household (under the same roof); and any parent, substitute parent, parent-in-
law, spouse,registered domestic partner,child,brother,sister,grandchild or grandparent of the
employee, regardless of residence. 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, registered domestic partner, child,
brother, or sister of the employee regardless of residence.
13
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 the immediate supervisor of the
fact and the reasons therefore as soon as possible. Failure to inform the immediate
supervisor, within a reasonable period of time, may be cause for denial of
bereavement leave with pay for the period of absence.
G. Workers' Compensation Leave for Safety Employees. For the classifications of Fire Chief and
Police Chief, salary continuance, including Labor Code Section 4850 leave, will be provided
in accordance to current State Workers' Compensation laws and regulations.
H. Workers' Compensation Leave for Non-Safety Employees. For the remaining classifications
described in Appendices A and B herein, Workers' Compensation leave shall be granted as
follows:
1) A regular employee shall be granted temporary disability leave in accordance with
the current State Workers' Compensation laws and regulations. When a City
employee is entitled to receive temporary disability payments, the City will
contribute additional compensation to allow the employee to receive 100% of their
regular rate of pay, or provide full salary continuance, for the first 365 days starting
from the date of injury. Temporary disability leave in excess of 365 days will be
provided subject to current State Workers' Compensation laws and regulations.
2) Should it be determined by the employee's doctor, or an agreed doctor by both
parties, or an Administrative Law Judge through the Workers' Compensation
Appeals Board that an employee's illness or injury did not arise in the course of the
employee's employment with the City and/or that the employee is not temporarily
incapacitated,then the employee's accrued, or if insufficient, future sick leave, shall
be charged to reimburse the City for any payments made to the employee pursuant
to above.
3) An employee receiving benefits pursuant to Workers' Compensation Temporary
Disability will continue to receive the City's contribution to the employee's medical,
dental, vision and other applicable insurances. All authorized deductions will
continue as though the employee is on regular work status. If the employee has
exhausted Temporary Disability benefits, the employee shall be responsible for
paying the full premium for the employee's medical, dental, vision, and other
applicable insurances.
4) Temporary Disability leave shall expire when the first of any of the following
conditions occur:
a) The employee is able to return to work and assume the duties of the regular
position.
b) The employee is able to return to work to another position designated by
the City.
14
c) The day before the employee is retired or separated for disability. The
employee's "retirement date" shall be determined by CalPERS.
5) Before a work-related injury, an employee may elect to pre-designate a qualified
medical provider if done in accordance with Workers' Compensation laws and
regulations.
I. Family Care and Medical Leave (FCML). State and Federal laws require the City to provide
family and medical care leave for eligible employees. The following provisions set forth
employees' and employer's rights and obligations with respect to such leave. Rights and
obligations which are not specifically set forth below are set forth in the Department of Labor
regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA)and the
regulations of the California Fair Employment and Housing Commission implementing the
California Family Rights Act(CFRA)(Government Code Section 12945.2). Unless otherwise
provided, "Leave" under this article shall mean leave pursuant to the FMLA and CFRA. An
employee's request for leave is subject to review and final approval of the Human Resources
Director.
1) Amount of Leave. Eligible employees are entitled to a total of 12 work weeks 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, the employee 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 the employee's
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 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 22. HEALTH INSURANCE.
The City contracts with CalPERS to make available those health insurance benefits provided under the
Public Employees' Medical and Hospital Care Act(PEMHCA).
A. Retired Annuitant. The City shall contribute toward the payment of premiums under the
CalPERS Health Benefits Plan to each eligible retired annuitant of CalPERS to the extent
required by law, a contribution of$149.00 per month ($151.00 for 2023). This contribution
15
shall be adjusted annually on January 1st to the amount set by the CalPERS Board of
Administration.
B. Flexible Benefits Plan. The City shall provide 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 health plans, dental plans, vision plans, health care reimbursement,
dependent care,or cash as established by the Internal Revenue Service. The following amounts
include the minimum amount required under PEMCHA,which is$149.00 per month($151.00
for 2022). This contribution shall be adjusted annually on January 1st to the amount set by the
CalPERS Board of Administration.
Effective Date Executive Senior
Management Management
January 1, 2022 2,190.00 1,880.00
January 1, 2023 2,265.00 1,955.00
C. Any amounts in excess of the amount designated in Section 22B 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 CalPERS Health Benefits Plan if a spouse is enrolled
in the City or enrolled in an agency with CalPERS 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
below.
1) Employees who were members of Top Management on or before December 31,
2020,OR have a hire date prior to July 1,2019 (with the exception of the Police
Chief and Fire Chief), shall receive the amount designated in Section 22B
towards the Flexible Benefit Plan.
2) Employees in the classifications of Police Chief or Fire Chief with a hire date
prior to March 29, 2020, shall receive the amount designated in Section 22B
towards the Flexible Benefit Plan.
3) For employees that do not meet the criteria of Sections 1 or 2 above,Executive
Management shall receive $750.00 per month, and members of Senior
Management shall receive $500.00 per month.
In the event the employee loses eligibility (with documentation), the employee must enroll in
the CalPERS Health Benefits Plan pursuant to their rules and regulations. Failure to do so
within sixty (60) days, shall result in the City seeking reimbursement of said contributions.
Remainder ofpage intentionally left blank.]
16
SECTION 23. OTHER INSURANCES.
A. Life Insurance.
1) For employees described herein in Appendix A, the City shall contribute the full
premium towards a$150,000.00 life insurance benefit.
2) For employees described herein in Appendix B, the City shall contribute the full
premium towards a$75,000.00 life insurance benefit.
B. Disability Insurance. The City shall provide a long term disability plan with a long term
disability benefit of two-thirds of salary, after a 60-day elimination period, to a maximum of
12,000.00 per month for employees described herein in Appendix A, and a maximum of
8,000.00 per month for employees described herein in Appendix B.
C. Medicare Insurance. The City shall pay for the employee's portion of the contribution for
Medicare coverage for all employees hired after March 31, 1986.
SECTION 24. RETIREMENT.
A. The City participates in the California Public Employees' Retirement System(CalPERS). This
participation shall include, but is not limited to,the following retirement benefits:
1) Miscellaneous Retirement Formula — New Members. Miscellaneous employees
who are New Members of CalPERS as defined by California Government Code
Section 7522.04(f) are subject to the 2% @ age 62 retirement formula as set forth
in California Government Code Section 7522.20. These New Members are subject
to the three (3) year final compensation measurement period as set forth in
California Government Code Section 7522.32. These New Members shall
contribute half of normal cost of retirement as determined by CalPERS from their
pensionable compensation,on a pre-tax basis,as set forth in California Government
Code Section 7522.30. In all other respects, New Members shall be subject to the
terms and requirements of Public Employees' Pension Reform Act(PEPRA).
2) Miscellaneous Retirement Formula—Classic Members. Miscellaneous employees
who are not defined as New Members as outlined in Subsection 1 above are defined
as Classic Members of CalPERS and are subject to the 2.7% @ age 55 retirement
formula as set forth in Section 21354.5 of the California Government Code. These
Classic Members are subject to the one (1) year final compensation measurement
period set forth in California Government Code Section 20042. These Classic
Members shall contribute 8% of their compensation earnable, on a pre-tax basis.
3) Safety Retirement Formula — New Members. Safety employees who are New
Members of CalPERS as defined by California Government Code Section
7522.04(f) are subject to the 2.7% @ age 57 retirement formula as set forth in
California Government Code Section 7522.25(d). These New Members are subject
to the three (3)year final compensation measurement period set forth in California
Government Code Section 7522.32. These New Members shall contribute fifty
percent of normal cost of retirement as determined by CalPERS from their
17
pensionable compensation,on a pre-tax basis,as set forth in California Government
Code Section 7522.30(c). In all other respects, New Members shall be subject to
the terms and requirements of PEPRA.
4) Safety Retirement Formula — Classic Members. Safety employees who are not
defined as New Members as outlined in Subsection 3 above are defined as Classic
Members of CalPERS and are subject to the 3% @ age 50 retirement formula as
set forth in Section 21362.2 of the California Government Code. These Classic
Members are subject to the one(1)year final compensation measurement period as
set forth in California Government Code Section 20042. These Classic Members
shall contribute 9% of their compensation earnable, on a pre-tax basis.
5) 1959 CalPERS Survivor Benefit. The City provides the 1959 CalPERS Survivor
Benefit at the Fourth Level Option (California Government Code Section 21574)
for all covered employees. Employees shall pay their $2.00 monthly contribution
through payroll deduction. The City shall pay the employer portion subject to the
following limit: in the event the employer portion exceeds $6.00 monthly,
employees shall pay any portion of the employer portion that exceeds $6.00
monthly.
B. Money Purchase Retirement Plan. The City provides 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 Appendices A and B toward an IRS
Section 401(a) account. In lieu of this City provided benefit, the employee may elect to have
added to the employee's base salary an additional three percent(3%),however this three percent
3%) is not reported to CalPERS 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, 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 hours at the end of each
calendar year or upon separation from City service;
2) The cash value of the employee's unused administrative leave balance at the end of
each calendar year or upon retirement from City service and entering CalPERS as
a retired annuitant; and
3) The full cash value of the employee's unused sick leave payout upon retirement
from City service (i.e., 50%of all unused sick leave hours for qualified employees)
and entering CalPERS as a retired annuitant.
SECTION 25. OTHER FRINGE BENEFITS.
A. Wellness Program. Senior management employees may receive up to $550.00 per fiscal year
850.00 for Executive Management)towards reimbursement for items 1,2,3,and/or 4 below.
18
Requests for the items below 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/smoking cessation/wellness/fitness program.
3) Fitness equipment(home gym equipment).
4) An annual medical examination/scan where 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.
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 their 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.
Educational assistance payments to an employee shall not exceed $1,500.00 in any one fiscal
year and the employee must still be employed by the City when the course is completed.
The City agrees to allow reimbursement to Executive Management up to$1,000.00,and Senior
Management up to $800.00 of the $1,500.00 allotted per fiscal year for activities which aid in
their professional development. Reimbursable activities include the following:
1) Attendance at job-related professional conferences and seminars;
2) Payment of 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 CalPERS the following values for uniform
expenses: $1,000.00 per year for the Fire Chief, $1,000.00 per year for the Police Chief, and
400.00 per year for the Emergency Medical Services Manager and $400.00 per year for the
19
Senior Emergency Medical Services Manager. This form of pay,also referred to as"Uniform
Allowance", shall be reported to CalPERS as special compensation, and is therefore
compensation earnable for Classic Members pursuant to CalPERS Regulations, Section
571(a)(5). This uniform expenditure will not be reported to CalPERS as pensionable
compensation for New Members hired on or after January 1, 2013, as defined by PEPRA.
D. Rideshare Incentive Program. An employee may receive$30.00 per month and eight(8)hours
compensatory time every six (6) months for carpooling, using public transportation, biking,
walking, or other approved modes of transportation to and from the work-site. To qualify for
these incentives, an employee must use one of the above forms of transportation 70% of
commuting time. This $30.00 per month compensation is not pension reportable pursuant to
CalPERS Regulations.
E. Technology Stipend. In lieu of being provided a City-issued cell phone pursuant to Section
1.63 of the City's Administrative Policy Manual, designated employees shall receive $50.00
per month as reimbursement for any and all cost related to the purchase and use of a cell phone
for City-related business. For purposes of this section,designated employees are those that the
Department Head have determined are required to carry cell phones so that they may be
contacted when they are away from their office phone or computer. This $50.00 per month
compensation is not pension reportable pursuant to CalPERS Regulations.
SECTION 26. DIRECT DEPOSIT.
All employees must participate in the City's direct deposit paycheck program.
SECTION 27. TRAVEL EXPENSE ALLOWED.
A. Mileage Reimbursement. Expense claims for the use of private automobiles must be
authorized by the Department Head, and submitted to the Accounts Payable Division of the
Finance Department for reimbursement. Such use, where mileage is reimbursed, will be
reimbursed at the rate per mile allowed under the current IRS regulations.
B. Out-of-City Travel. If the estimated expense of contemplated travel outside of the City is too
great to expect the employee to finance the trip and be reimbursed upon the employee's return,
the City Manager may authorize advance payment of the estimated amount of the travel
expense to the employee.
C. Economy class airfare 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 a personal car,the employee 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.
20
1) Expenses will be allowed for adequate lodging. Hotel accommodations shall be
appropriate to the purpose of the trip and must be approved by the Department
Head.
2) Telephone charges will be allowed for official calls.
3) Expenses for meals will be reimbursed according to Administrative Policy 4.13.
SECTION 28. GRIEVANCE PROCEDURE.
Any employee covered by this Resolution who wishes to file a grievance should follow the procedures
outlined in the City's Employee Handbook.
SECTION 29. EFFECTIVE DATES.
This Resolution and exhibits hereto shall be effective as of July 1, 2022 and shall continue in full force
and effect until June 30, 2023 unless otherwise amended.
Remainder ofpage intentionally left blank.]
21
APPENDIX A
EXECUTIVE MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JULY 3, 2022
3.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Administrative Services Director' 740 14291 15022 15786 16592 17438 18327
Assistant City Manager2 749 14948 15712 16511 17354 18239 19169
City Clerk Services Director 644 8854 9307 9780 10279 10804 11354
Community Development Director3 730 13596 14291 15018 15785 16590 17436
Community Services Director4 725 13261 13939 14648 15396 16181 17006
Finance Directors 730 13596 14291 15018 15785 16590 17436
Fire Chief 753 15249 16029 16844 17704 18607 19555
Human Resources Director' 725 13261 13939 14648 15396 16181 17006
Library Services Director 695 11418 12002 12612 13257 13933 14643
Police Chief 774 16935 17801 18706 19661 20664 21718
Public Works Director8 730 13596 14291 15018 15785 16590 17436
1.Administrative Services Director classification receives an equity adjustment of 7.0%.
2.Assistant City Manager classification receives an equity adjustment of 6.0%.
3.Community Development Director classification receives an equity adjustment of 8.0%.
4.Community Services Director classification receives an equity adjustment of 8.0%.
5.Finance Director classification receives an equity adjustment of 10.5%.
6.Human Resources Director classification receives an equity adjustment of 8.0%.
7.Police Chief classification receives an internal compaction adjustment of 5.0%.
8.Public Works Director classification receives an equity adjustment of2.0%.
EFFECTIVE JUNE 20,2021
3.0% Across the Board Salary Increase
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Administrative Services Director 720 12935 13596 14287 15017 15783 16587
Assistant City Manager 731 13664 14363 15093 15864 16673 17523
City Clerk Services Director' 638 8593 9033 9491 9976 10485 11020
Community Development Director 708 12183 12806 13457 14145 14866 15624
Community Services Director 703 11883 12491 13126 13796 14500 15239
Finance Director 703 11883 12491 13126 13796 14500 15239
Fire Chief 747 14799 15556 16347 17182 18058 18979
Human Resources Director 703 11883 12491 13126 13796 14500 15239
Library Services Director 689 11082 11648 12240 12866 13522 14211
Police Chief 758 15635 16434 17269 18152 19077 20050
Public Works Director 720 12935 13596 14287 15017 15783 16587
1. Retitle the Chief Clerk to City Clerk Services Director effective June 8, 2021 pursuant to Resolution No. 11332.
2. Police Chief classification receives an equity adjustment of 3.0%.
22
APPENDIX B
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JULY 3,2022
3.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Accounting Manager 624 8014 8423 8851 9303 9779 10276
Administrative Analyst I 554 5652 5940 6243 6562 6896 7248
Administrative Analyst II 574 6245 6563 6898 7250 7620 8008
Assistant City Attorney I 680 10595 11137 11703 12301 12928 13587
Assistant City Attorney II 690 11137 11707 12302 12930 13590 14282
Assistant Community Devel.Director 688 11027 11590 12180 12802 13455 14140
Assistant Community Services Director 675 10335 10863 11415 11998 12610 13253
Assistant Field Services Manager 655 9354 9832 10332 10859 11413 11994
Assistant Finance Director 675 10335 10863 11415 11998 12610 13253
Assistant Human Resources Director 675 10335 10863 11415 11998 12610 13253
Assistant Library Services Director 634 8423 8854 9304 9779 10278 10802
Assistant Public Works Director 700 11707 12305 12931 13591 14284 15013
Assistant to the City Manager 624 8014 8423 8851 9303 9779 10276
Assistant Water Manager 655 9354 9832 10332 10859 11413 11994
Budget Manager 624 8014 8423 8851 9303 9779 10276
Budget Officer 614 7624 8014 8421 8851 9302 9776
Building and Safety Manager 655 9354 9832 10332 10859 11413 11994
Chief Building Official 675 10335 10863 11415 11998 12610 13253
Crime Analyst 572 6183 6498 6830 7178 7544 7929
Deputy City Clerk 576 6308 6629 6968 7323 7696 8089
Deputy City Manager 688 11027 11590 12180 12802 13455 14140
Deputy Public Works Director 690 11137 11707 12302 12930 13590 14282
Economic Development Manager 675 10335 10863 11415 11998 12610 13253
Economic Development Project Manager 624 8014 8423 8851 9303 9779 10276
Emergency Manager' 639 8636 9078 9539 10026 10538 11075
Emergency Medical Services Manager 639 8636 9078 9539 10026 10538 11075
Employee Benefits Analyst 567 6031 6338 6662 7001 7358 7734
Executive Assistant 521 4794 5039 5296 5566 5850 6148
Executive Assistant to the Chief 541 5297 5568 5851 6150 6463 6793
Field Services Manager 675 10335 10863 11415 11998 12610 13253
Finance Manager 606 7325 7700 8091 8504 8938 9394
Financial Analyst 578 6371 6696 7037 7396 7773 8170
Housing Manager 624 8014 8423 8851 9303 9779 10276
Human Resources Analyst I 559 5795 6090 6401 6727 7070 7431
23
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Human Resources Analyst II 586 6630 6969 7324 7697 8090 8503
Human Resources Manager 655 9354 9832 10332 10859 11413 11994
Information Technology Manager 675 10335 10863 11415 11998 12610 13253
Information Technology Project Manager 655 9354 9832 10332 10859 11413 11994
Intergovernmental&Comm Affairs Mgr 666 9881 10386 10914 11471 12057 12671
Internal Audit Manager 624 8014 8423 8851 9303 9779 10276
Investment/Revenue Officer 594 6900 7253 7621 8010 8419 8848
Manager of Trans Svcs/City Traffic Eng 675 10335 10863 11415 11998 12610 13253
Network/Security Analyst 605 7289 7662 8051 8462 8894 9347
Parks and Facilities Manager 655 9354 9832 10332 10859 11413 11994
Payroll Manager 624 8014 8423 8851 9303 9779 10276
Planning Manager 675 10335 10863 11415 11998 12610 13253
Principal Civil Engineer 655 9354 9832 10332 10859 11413 11994
Principal Planner 644 8854 9307 9780 10279 10804 11354
Public Affairs&Information Manager 624 8014 8423 8851 9303 9779 10276
Public Works Administrative Manager 624 8014 8423 8851 9303 9779 10276
Purchasing Officer 606 7325 7700 8091 8504 8938 9394
Recreation Services Manager 645 8898 9354 9829 10330 10858 11411
Risk Management Analyst 557 5737 6030 6338 6661 7000 7357
Risk Manager 659 9541 10030 10539 11077 11643 12236
Senior Administrative Analyst 604 7253 7624 8011 8420 8850 9300
Senior Assistant City Attorney 710 12305 12934 13592 14286 15015 15780
Senior Assistant to the City Manager 655 9354 9832 10332 10859 11413 11994
Senior Econ Development Project Mgr 650 9123 9590 10077 10591 11132 11699
Senior Emergency Medical Svcs Mgr 675 10335 10863 11415 11998 12610 13253
Senior Executive Assistant to the City 571 6152 6466 6795 7143 7507 7889
Council and the City Manager
Senior Housing Manager 650 9123 9590 10077 10591 11132 11699
Senior Human Resources Analyst 616 7700 8094 8505 8940 9396 9874
Senior Library Manager 614 7624 8014 8421 8851 9302 9776
Systems Analyst 605 7289 7662 8051 8462 8894 9347
Water Manager 675 10335 10863 11415 11998 12610 13253
1. Retitle the Emergency Preparedness Manager classification to Emergency Manager effective July 3, 2022 pursuant to
Resolution No. 11410..
2. Classification of Building and Safety Manager was established effective July 3,2022 pursuant to Resolution No. 11410.
24
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JUNE 20,2021
3.0% Across the Board Salary Increase
STEP STEP STEP STEP STEP STEP IICLASSIFICATIONTITLERANGEABCDEF
Accounting Manager 618 7778 8175 8590 9029 9490 9974
Administrative Analyst I 548 5485 5766 6059 6369 6693 7035
Administrative Analyst II 568 6061 6370 6695 7036 7395 7772
Assistant City Attorney I 674 10283 10809 11359 11938 12547 13187
Assistant City Attorney II 684 10809 11361 11939 12549 13189 13861
Assistant Community Devel. Director 682 10702 11249 11820 12424 13058 13724
Assistant Community Services Director 669 10030 10542 11078 11644 12239 12862
Assistant Field Services Manager 649 9078 9542 10027 10539 11077 11641
Assistant Finance Director 669 10030 10542 11078 11644 12239 12862
Assistant Human Resources Director 669 10030 10542 11078 11644 12239 12862
Assistant Library Services Director 628 8175 8593 9029 9491 9975 10483
Assistant Public Works Director 694 11362 11942 12550 13191 13863 14570
Assistant to the City Manager 618 7778 8175 8590 9029 9490 9974
Assistant Water Manager 649 9078 9542 10027 10539 11077 11641
Budget Manager 618 7778 8175 8590 9029 9490 9974
Budget Officer 608 7399 7778 8172 8590 9028 9488
Chief Building Official 669 10030 10542 11078 11644 12239 12862
Crime Analyst 566 6001 6307 6629 6966 7322 7695
Deputy City Clerk 570 6121 6434 6762 7107 7469 7850
Deputy City Manager 682 10702 11249 11820 12424 13058 13724
Deputy Public Works Director 684 10809 11361 11939 12549 13189 13861
Economic Development Manager 669 10030 10542 11078 11644 12239 12862
Economic Development Project Manager 618 7778 8175 8590 9029 9490 9974
Emergency Medical Services Manager . 633 8381 8810 9258 9730 10227 10748
Emergency Preparedness Manager'633 8381 8810 9258 9730 10227 10748
Employee Benefits Analyst 561 5853 6152 6465 6795 7142 7505
Equipment Maint. Superintendent 621 7895 8298 8720 9165 9633 10124
Executive Assistant 515 4653 4890 5140 5402 5677 5967
Executive Assistant to the Chief 535 5141 5403 5679 5969 6273 6593
Field Services Manager 669 10030 10542 11078 11644 12239 12862
Finance Manager 600 7110 7473 7853 8254 8675 9116
Finance Supervisor 580 6435 6763 7108 7470 7851 8252
Financial Analyst 572 6183 6498 6830 7178 7544 7929
Housing Manager 618 7778 8175 8590 9029 9490 9974
Human Resources Analyst I 553 5624 5911 6212 6529 6862 7212
Human Resources Analyst II 580 6435 6763 7108 7470 7851 8252
Human Resources Manager 649 9078 9542 10027 10539 11077 11641
25
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
STEP STEP STEP STEP STEP STEP
CLASSIFICATION TITLE RANGE A B C D E F
Information Technology Manager 669 10030 10542 11078 11644 12239 12862
Information Technology Project Manager 649 9078 9542 10027 10539 11077 11641
Intergovernmental&Comm Affairs Mgr 660 9589 10080 10592 11132 11701 12297
Internal Audit Manager 618 7778 8175 8590 9029 9490 9974
Investment/Revenue Officer 588 6696 7039 7397 7774 8171 8588
Manager of Trans Svcs/City Traffic Eng 669 10030 10542 11078 11644 12239 12862
Network/Security Analyst 599 7074 7436 7814 8213 8632 9071
Parks and Facilities Manager 649 9078 9542 10027 10539 11077 11641
Payroll Manager 618 7778 8175 8590 9029 9490 9974
Planning Manager 669 10030 10542 11078 11644 12239 12862
Principal Civil Engineer 649 9078 9542 10027 10539 11077 11641
Principal Planner 638 8593 9033 9491 9976 10485 11020
Public Affairs&Information Manager 618 7778 8175 8590 9029 9490 9974
Public Works Administrative Manager 618 7778 8175 8590 9029 9490 9974
Purchasing Officer 600 7110 7473 7853 8254 8675 9116
Recreation Services Manager 639 8636 9078 9539 10026 10538 11075
Risk Management Analyst 551 5569 5852 6151 6464 6794 7141
Risk Manager 653 9261 9734 10229 10751 11300 11875
Senior Administrative Analyst 598 7039 7399 7775 8172 8589 9026
Senior Assistant City Attorney 704 11943 12553 13191 13865 14572 15315
Senior Assistant to the City Manager 649 9078 9542 10027 10539 11077 11641
Senior Econ Development Project Mgr 644 8854 9307 9780 10279 10804 11354
Senior Emergency Medical Svcs Mgr 669 10030 10542 11078 11644 12239 12862
Senior Executive Assistant to the City 565 5971 6275 6596 6931 7285 7657
Council and the City Manager
Senior Housing Manager 644 8854 9307 9780 10279 10804 11354
Senior Human Resources Analyst 610 7473 7855 8254 8676 9119 9583
Senior Library Manager 608 7399 7778 8172 8590 9028 9488
Systems Analyst 599 7074 7436 7814 8213 8632 9071
Water Manager 669 10030 10542 11078 11644 12239 12862
1. Establish the classification and salary range for Emergency Preparedness Manager effective June 8, 2021 pursuant to
Resolution No. 11332.
26