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HomeMy WebLinkAboutCC RES 11-65RESOLUTION NO. 11-65 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN RELATING TO COMPENSATION AND BENEFITS FOR UNREPRESENTED EXECUTIVE MANAGEMENT AND MANAGEMENT EMPLOYEES, AND SUPERSEDING RESOLUTION 10-46 WHEREAS, the employees covered by this Resolution constitute executive management and management personnel; and WHEREAS, the City Council has consulted with the City Manager and Director of Human Resources concerning the proposed employment terms contained herein; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin (the "City") authorizes staff to implement the provisions of this Resolution and modify the City's Classification and Compensation Plans to reflect the changes approved in this Resolution, and that the wages, hours and conditions of employment be adopted and set forth as follows: CHAPTER 1 -GENERAL PROVISIONS Section 1: Classifications The Executive Management unit includes the classification of Assistant City Manager and those classifications designated by the City as a department head. The Management unit includes all other classifications designated by the City as "management". Whenever the term "Executive understood to include the City City Manager shall be as set established by the City Council, Resolution, shall prevail. Section 2: Effective Dates Management" is used in this Resolution, it shall be Manager. The benefits and terms of employment of the forth herein, provided that any contrary written terms which provide a greater benefit than provided for in this The effective date of each Section is September 6, 2011, unless otherwise stated herein. CHAPTER 2 -COMPENSATION Section 3: Salary The monthly salaries for employees covered by this Resolution are hereby incorporated and listed in Appendix A and Appendix B. The attached salary ranges shall constitute the basic compensation plan consisting of five steps in each range. Resolution 11-65 Page 1 of 14 For all employees covered by this Resolution, the hourly rate of pay shall be the monthly rate multiplied by twelve (12) divided by two-thousand and eighty (2080) annual hours. Section 4: Bilingual Pay The City shall pay Bilingual Pay in the amount of one hundred dollars ($100) per month (paid biweekly) to employees in City-designated positions who demonstrate conversational skill in Spanish or another language approved by the Director of Human Resources as necessary for City business. To qualify for Bilingual Pay, the employee must 1) have a business need to speak Spanish or another City-approved language in the performance of hislher public contact duties on a frequent and recurring basis and 2) successfully pass aCity-sponsored examination for conversational skill. The Director of Human Resources may limit the number of employees receiving Bilingual Pay based on the needs of the City and may discontinue Bilingual Pay for any employee who no longer uses bilingual skills in the course of work. Individuals are eligible to receive Bilingual Pay at the beginning of the first pay period after the Human Resources Department receives the employee's passing test results. Section 5: Uniforms The City shall provide employees in the classifications of Police Chief and Police Captain with uniforms, including replacements as needed. Additionally, employees in these classifications receive an allowance of $16.50 per biweekly pay period, up to a maximum of $429 per year, for care and maintenance of uniforms. Section 6: Educational Incentive Pay Employees in the classification of Police Captain who have obtained a master's degree and a POST Management Certificate are eligible to receive Educational Incentive Pay of $500 per month ($230.76 per pay period). Such employees are eligible to receive Educational Incentive Pay at the beginning of the first pay period after Human Resources certifies that the employee has met all of the eligibility requirements. CHAPTER 3 -BENEFITS Section 7: Flexible Benefits Plan The City contracts with the California Public Employees' Retirement System (Ca1PERS) for the provision of medical insurance. All Executive Management and Management Resolution 11-65 Page 2 of 14 employees shall receive the minimum amount required under the Public Employees' Medical and Hospital Care Act (PEMHCA) ($108 for calendar year 2011 and $112 for calendar year 2012) as well as an additional amount which is provided under a Section 125 Flexible Benefits program. The amounts below include the minimum amount under PEMHCA. The monthly Flexible Benefits contribution per eligible Executive Management employee and Management employee (hired into the Management unit on or before September 3, 2002} is as follows: Employee Only Employee + 1 Employee + 2 Dependent or more Dependents $950 $1168 $1514 The monthly Flexible Benefits contribution per eligible Management employee (hired into the Management unit on or after September 4, 2002) is as follows: Employee Only Employee + 1 Employee + 2 Dependent or more Dependents $750 $$75 $1025 Employees who do not take medical insurance through the program offered by the City shall receive $300 per month as the Flexible Benefits Opt-Out contribution. As a condition of receiving such amount, the employee must provide evidence, satisfactory to the City, that helshe has medical insurance coverage comparable to coverage available through the City program. If the employee also opts out of the City's dental insurance, the employee must also provide evidence, satisfactory to the City, that he/she has dental insurance coverage comparable to coverage available through the City program. The Flexible Benefits contribution consists of mandatory and discretionary allocations which may be applied to City-sponsored programs, including required payment towards employee medical insurance under the Public Employees' Medical and Hospital Care Act (PEMHCA}. Employees may allocate the remaining amount among the following City-sponsored programs: 1. Medical insurance 2. Dents! insurance 3. Additional life insurance 4. Vision insurance 5. Deferred compensation 6. Section 125 Flexible Spending Account programs {medical and/or dependent care reimbursement programs) 7. Eligible catastrophic care programs 8. Cash Discretionary allocations are to be made in accordance with programlCity requirements, Resolution 11-65 Page 3 of 14 including restrictions as to the time when changes may be made in allocations to the respective programs. The Flexible Benefits program is governed by Section 125 of the Internal Revenue Code (IRC). The City retains the right to change administrators. Participation in the Section 125 medical andlor dependent care reimbursement programs is voluntary and employee-funded. Section 8: Retirement Employees covered under this agreement shall be members of the California Public Employees' Retirement System (Ca1PERS) and are subject to all applicable provisions of the City's contract with Ca1PERS. Miscellaneous members employed by the City by December 31, 2011 shall be enrolled in the Ca1PERS 2% ~ 55 plan in accordance with Government Code Section 21354 for Local Miscellaneous members. The plan includes both an employer and employee contribution. The employee is responsible for paying the employee contribution of the employee's wages through a payroll deduction as follows: July 1, 2011 4% July 1, 2012 4% July 1, 2013 4.5% July 1, 2014 5.75% July 1, 2015 7% The City will pay the remaining employee contribution as Employer Paid Member Contributions. The plan has been amended to include Section 21573 (Third Level of 1959 Survivor Benefits), Section 20042 (tine-Year Final Compensation), and Section 21024 (Military Service Credit as Public Service). The employee is responsible for paying the employee portion of the 1959 Survivor benefit premium. Miscellaneous members employed by the City on or after January 1, 2012 shall be enrolled in the CaIPERS 2% ~ 60 plan for Local Miscellaneous members. The plan includes both an employer and employee contribution. The employee is responsible for paying the employee contribution of 7% of the employee's wages through a payroll deduction. This plan provides retirement benefits based on the highest annual average compensation earnable during the three consecu#ive years of employment immediately preceding the effective date of his or her retirement or as designated by the employee in accordance with Government Code Section 20037. The plan provides for 3`d level of 1959 Survivor benefits with the employee paying the employee portion of the premium. Safety members employed by the City by December 31, 2011 shall be enrolled in Ca1PERS 3°l0 @ 50 plan in accordance with Governmen# Code Section 21362.2 for Resolution 11-65 Page 4 of 14 t_ocal Safety members. The plan includes both an employer and employee contribution. The employee is responsible for paying the employee contribution of the employee's wages through a payroll deduction as follows: July 1, 2011 4°l0 July 1, 2012 4°l0 July 1, 2013 6°l0 July 1, 2014 7.5°l0 July 1, 2015 9% The City will pay the remaining employee contribution as Employer Paid Member Contributions. The plan has been amended to include Section 21574 (Fourth Level of 1959 Survivor Benefits), Section 20042 (One-Year Final Campensation}, and Section 21024 (Military Service Credit as Public Service). The employee is responsible for paying the employee portion of the 1959 Survivor benefit premium. Safety members employed by the City on or after January 1, 2012 shall be enrolled in the CaIPERS 2°l° @ 50 plan for t_ocal Safety members. The plan includes both an employer and employee contribution. The employee is responsible for paying the employee contribution of 9°l0 of the employee's wages through a payroll deduction. The plan includes Section 21574 (Fourth t_evel of 1959 Survivor Benefits} and Section 21024 (Military Service Credit as Public Service}. The employee is responsible for paying the employee portion of the 1959 Survivor benefit premium. This plan provides retirement benefits based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement or as designated by the employee in accordance with Government Code section 20037. Section S: Life Insurance The City will provide life insurance for each Executive Management and Management employee and pay the required premiums. The death benefit of said policy shall be the greater of $100,0(70 or one hundred percent (100°I°) of the employee's base annual salary, rounded to the next higher multiple of $1,040, up to a maximum of $200,000. The City will also provide $1,000 per dependent of dependent life insurance and pay the required premiums. Section 10: Short-Term /Lang-Tenn Disability Insurance The City shall maintain ashort-term Ilong-term disability (STDIt_TD) insurance program for non-industrial illnesses or injuries. Eligibility for benefits is subject to the requirements and approval of the STD/LTD insurance carrier. An employee who is receiving STD benefits under the City's program will be granted a leave of absence for the duration of hislher non-industrial disability subject to a maximum period of six (6} months. Such leave of absence may be extended for an additional six (6} months under LTD, upon approval of the City Manager. Resolution 11-65 Page 5 of 14 All unit employees are required to participate in the program. Premiums are deducted from, the employee's pay on an after-tax basis. In the event anon-industrial illness or injury is anticipated to exceed 30 days, the employee is first required to use $0 consecutive hours of his/her accrued leave during the 30 day period beginning with the first day of the leave. In the event no leave time is available, the employee shall be on leave without pay for 80 consecutive hours. After the first 80 hours of leave, and for the remainder of the 30 day elimination period, the employee shall be compensated by the City at the rate of 60% of the employee's pre-disability base salary. This City payment is taxable income. The employee may supplement this City payment with accrued leave to enable him/her to receive an amount equivalent to no more than 100% of his/her pre-disability earnings. In the event the employee is eligible for FMLA/CFRA leave, STD/LTD leave shall run concurrently with FMLA/CFRA leave. For a new employee who has worked for the City for less than 12 consecutive months, and is therefore not eligible for FMLAlCFRA leave, the City will nevertheless provide the employee with the same Flexible Benefits contribution as was provided at the time of the non-industrial injury, for a period not to exceed 90 days. Should an employee receive 90 days of City-paid Flexible Benefits within the 12 month period prior to being eligible for this benefit pursuant to the FMLA/CFRA, and is subsequently eligible to receive this benefit pursuant to the FMLA/CFRA, the employee shall reimburse the City for his/her previous contribution. Once the employee is on leave without pay, or the first 80 hours of leave has passed (whichever occurs first), no paid leave shall accrue to the employee. After the 30 day elimination period, the STD/LTD carrier will provide the employee with a benefit of 60% of pre-disability base salary. The employee may supplement the STD/LTD carrier's payment with accrued paid leave to enable him/her to receive an amount equivalent to no more than 100% of his/her pre-disability earnings. The employee is responsible for all benefit elections and payments during his/her leave unless he/she is eligible to opt out of such elections and chooses to do so. In the event the employee chooses to continue his/her benefit elections, the employee is required to make timely payment to the City for such elections (including the cost of the STD/LTD program). In the event timely payment is no# made, the City is authorized to reduce the employee's accrued paid leave accounts, in an amount equivalent to the premiums owed by the employee. In the event no paid leave is available, the City is authorized to cancel the employee's coverage. An employee is only eligible for the City's 60% STD/LTD salary continuation benefit Resolution 11-65 Page 6 of 14 once in any rolling 12-month period. Section 11: Vehicle Allowance Each Executive Management employee shall have his/her personal vehicle available and shall use his/her personal vehicle for City business. To cover these costs, except as noted below, Executive Management employees shall receive a $404 monthly vehicle allowance. In consideration of the duties associated with the classification, employees in the classifications of City Manager, Police Chief and Police Captain are provided with a City vehicle in lieu of a vehicle allowance. Section 12: Textbook and Tuition Reimbursement The City shall provide eligible employees with textbook and tuition reimbursement in accordance with the guidelines and procedures specified in the Personnel Rules. Executive Management and Management employees who have completed their initial probationary period are eligible for reimbursement far up to $1,444 each calendar year if the employee is attending a community college, $1,544 each calendar year if the employee is attending ajob-related certificate program offered through a California State University or University of California extended education program, or $2,444 each calendar year if the employee is attending afour-year college or university. If an employee attends bath a community college and afour-year college or university in a calendar year, the maximum reimbursement shall be $1,544 per calendar year. Employees who leave City of Tustin employment within twelve {12) months of receiving tuition reimbursement must re-pay the City for the amount that was provided. Employees may use accumulated General Leave toward the repayment. Section 13: Wellness Program Executive Management and Management employees are eligible to participate in a Wellness Program in which the City will reimburse up to $444 per employee toward the cost of designated wellness rely#ed services. Employees are eligible for this benefit once every finro {2) years. Reimbursements are administered in November/December of odd numbered years. Wellness related services include health assessments, scans, ultrasounds, employee-only gym membership fees, participation in weight loss programs (e.g. Weight Watchers, Jenny Craig, etc.) and physical therapylchiropractic care. Reimbursement shall only be provided for non-reimbursed costs {i.e. costs covered through insurance coverage are excluded) supported by submission of itemized receipts from service providers. When requested by Human Resources, the employee shall also provide an itemized explanation of benefits from the employee's medical carrier. The Director of Human Resources has sole Resolution 11-65 Page 7 of 14 discretion in authorizing reimbursement for wellness related activities. Section 14: Retiree Medical Insurance The City will reimburse eligible unit employees up to a maximum of $350 per month for the payment of Ca1PERS retiree medical insurance premiums. This amount is in addition to the minimum contribution towards retiree medical insurance required under the PEMHCA program ($108 for calendar year 2011 and $112 for calendar year 2012). An employee hired by the City prior to July 1, 2011 is eligible for this benefit provided that he/she has been continuously employed by the City for five (5) full years, retires from the City and Ca1PERS, and enrolls in a CaIPERS medical insurance plan immediately after retirement. Eligible employees who suffer a disability, are unable to return to work, and take a disability retirement from Ca1PERS may satisfy the five (5) year continuous service requirement using a combination of service with the City and service with any public agency with a reciprocal retirement system. An employee hired by the City on or after July 1, 2011 is eligible for this benefit provided that he/she has been continuously employed by the City for ten (10) full years, retires from the City and CaIPERS, and enrolls in a Ca1PERS medical insurance plan immediately after retirement. Eligible employees who suffer a disability, are unable to return to work, and take a disability retirement from CaIPERS may satisfy the ten (10) year continuous service requirement. using a combination of service with the City and service with any public agency with a reciprocal retirement system. Reimbursement shall not be made until an employee appears on the City's Ca1PERS insurance billing. In order to maintain the retiree medical insurance stipend throughout retirement, an employee must maintain coverage in a Ca1PERS medical insurance plan; once coverage is dropped, reimbursement will cease and will not be reinstated. CHAPTER 4 -LEAVES QF ABSENCE Section 15: General Leave Paid General Leave shall be granted to each full-time employee at the rates listed below per year, prorated on a biweekly basis for each biweekly pay period in which the employee is in paid status for at least 40 hours of the pay period. If the employee is in paid status between 40 - 80 hours of a pay period, his/her General Leave will be earned on a prorated basis for the pay period. Service 0 - 5 years 6 -10 years Over 10 years Hours Per Year 160 208 248 Maximum Accrual 400 520 620 Resolution 11-65 Page 8 of 14 When appointing an individual to an Executive Management classification, the City Manager shall have the authority to consider employment from another city, county, special district or the state government in determining an advanced General Leave accrual rate. If an individual's public agency experience ended within six (6) months of the date of employment with the City of Tustin, the City Manager may use the years of prior public agency service to establish the appointee's initial General Leave accrual rate. Each January, Executive Management employees are eligible to receive up to two (2} additional days of General Leave for satisfactory performance as determined by the City Manager. Management employees may be entitled to one (1) additional day of General Leave as determined by their Department Head. Once per fiscal year, Executive Management employees and Management employees with six (6) or more years of City service may request to cash out up to eighty (~0} hours of accrued General Leave. Management employees with less than six (6) years of City service may request to cash out up to forty (40) hours of accrued General Leave. At any time, employees may accumulate General Leave to a maximum of two and one- half (2 'l~) times the employee's annual entitlement. Upon reaching the maximum, accrual will cease until leave is used to reduce the accrual below the maximum. Upon separation from City service the employee will be paid for unused Leave, not to exceed the maximum of two and one-half (2 '/~) years entitlement, at the employee's then current base salary rate. Section 16: Administrative Leave As exempt employees under the Fair Labor Standards Act (ELBA}, Executive Management and Management employees are compensated for meeting the requirements and performing the duties of their jobs, regardless of the number or scheduling of hours worked. Such employees may be required periodically or routinely to work long or irregular hours, and to attend various meetings and functions outside of normal "business hours" to fulfill their responsibilities. No overtime compensation shall be provided for Executive Management and Management employees unless otherwise required by State or Federal law. In lieu of overtime compensation, the City will provide employees with an annual credit of forty (40} hours of paid Administra#ive Leave each January. During the first calendar year of employment as an employee covered by this Resolution, employees will be granted a prorated share of Administrative Leave at the time of appointment, with the amount dependent upon the employee's hire date as follows: Hire Date 1 ~ Quarter (January -March) 2"~ Quarter (April -June) bra Quarter (July -September) Administrative Leave 4Q hours 30 hours 2Q hours Resolution 11-65 Page 9 of 14 4th Quarter (October -December) 10 hours Each January, each Executive Management and Management employee is eligible to receive up to an additional forty (40) hours of Administrative Leave pursuant to the recommendation of his/her Department Head or the City Manager, with such recommendation based on the individual's prior year's job performance and his/her commitment of time dedicated to City business in excess of his/her regular work schedule. After the conclusion of the first calendar year of employment, employees shall be eligible for a prorated share of additional Administrative Leave, in accordance with the same guidelines as those governing the initial granting of Administrative Leave at time of appointment, as specified in this Section (e.g. an employee hired in the 3`~ Quarter of Year 1 is eligible far up to 20 additional hours of Administrative Leave in January of Year 2). An employee whose performance is in need of improvement, pursuant to a performance evaluation or performance improvement plan, is not eligible to receive additional Administrative Leave. The accrual of Administrative Leave is limited to a maximum of eighty (80) hours at any time. Use of Administrative Leave is completely discretionary upon the approval of the Department Head or the City Manager. Section 17: Holidays The following days shall be holidays for which all employees will receive compensation either in pay or paid time off: January 1 Third Monday in February Last Monday in May Jtaly 4 First Monday in September November 11 Thanksgiving Day Day following Thanksgiving Day December 24 December 25 December 31 New Year's Day Presidents' Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve Christmas Day New Year's Eve When a holiday occurs on a Sunday, the following Monday will be observed instead. When a holiday occurs on a Saturday, the preceding Friday will be observed instead. If a holiday falls on a day that is also an employee's regular day off, the employee will accrue nine hours to his/her General Leave bank for the holiday. If a holiday falls on an employee's regularly scheduled working Friday, the employee will receive eight hours of holiday pay and accrue one hour to his/her General Leave bank. Resolution 11-65 Page 10 of 14 Section 18: Bereavement Leave Unit employees are allowed up to five (5} days of paid leave for the purpose of Bereavement Leave in the event of a death in the "immediate family". For purposes of this section, "immediate family" is defined as including spouse, registered domestic partner, mother, stepmother, father, stepfather, brother, sister, child, stepchild, grandparent, and grandchild of the employee or the employee"s spouselregistered domestic partner. CHAPTER 5 -WORKING CONDITIONS Section 19: Alternate Work Schedules Executive Management and Management employees are eligible far participation in the City's Alternate Work Schedule program. Such work schedules are subject to the needs of the City and the employee's department. The City Manager has the authority to implement rules, policies and procedures for Alternative Work Schedules for Executive Management and Management employees. Passed and adopted at a regular meeting of the Tustin City Council held an the 6th day of September 2011. ~z .- , `` zIE~RY RMANTE Mayor ATTEST: PAMEIA STC}KEf City Clerk Resolution 11-65 Page 11 of 14 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SS CITY OF TUSTIN ) I, Pamela Stoker, City Clerk and ex-officio Clerk of the City Council of the City of Tustin, California, do hereby certify that the whole number of the members of the City Council of the City of Tustin is five; that the above and foregoing Resolution No. 11-65 was duly passed and adopted at a regular meeting of the Tustin City Council, held on the 6t" day of September 2011, by the following vote: COUNCILMEMBER AYES: COUNCILMEMBER NOES: COUNCILMEMBER ABSTAINED: COUNCILMEMBER ABSENT: PAMELA STOKER City Clerk Amante, Nielsen, Gomez, Murray (4) None (G) None (G) Gavello (l) Resolution 11-65 Page 12 of 14 APPENDIX A -EXECUTIVE MANAGEMENT MONTHLY SALARY RANGES Effective June 21, 2Q10 Classification A __ B _ _ C _ ___ D E ~ Assistant Gity Manager 12351.40 12983.86 13648.70 14347.59 15082.27 Directar of Community Development 10579.97 11121.72 11691.22 12289.87 12919.18 Director of Finance 10766.52 11317.82 11897.35 12506.57 13146.97 Director of Human Resources 9598.28 10089.77 10606.42 11149.53 11720.44 Directar of Parks & Recreation 9890.22 10396.66 10929.02 11488.65 12076.93 Director of Public Works 1 City Engineer 11575.03 12167.74 12790.79 13445.75 14134.25 Police Ghief 12351.40 12983.86 13648.70 14347.59 15082.27 Resolution 11-65 Page 13 of 14 APPENDIX B -MANAGEMENT MONTHLY SALARY RANGES Effective June 21, 2Q10 Classification A B C D E Accountin Su ervisar 7060.16 7421.68 7801.71 8201.20 8621.14 Administrative Services Mana er 6920.53 7274.90 7647.42 8039.01 8450.65 Assistant Director of Communit Dev. 8817.07 9268.56 9743.16 10242.06 10766.52 Assistant Director of Finance 8201.20 8621.14 9062.60 9526.65 10014.47 Assistant Director of Public Works 9622.28 10114.99 10632.94 11177.40 11749.74 Buildin Ins ection Su ervisor 6169.61 6485.53 6817.63 7166.73 7533.70 Buildin Official 8642.70 9085.25 9550.47 10039.51 10553.59 Cit Clerk Services Su ervisor 5597.15 5883.76 6185.04 6501.74 6834.67 Communications Mana er 7220.61 7590.35 7979.01 8387.58 8817.07 En ineerin Services Mana er 8861.21 9314.96 9791.94 10293.34 10820.41 Field Services Mana er 7998.96 8408.55 8839.11 9291.73 9767.52 Finance Mana er 7998.96 8408.55 8839.11 9291.73 9767.52 Information Technolo Su ervisor 7860.37 8262.86 8685.96 9130.74 9598.28 Maintenance Su ervisor 5391.40 5667.47 5957.67 6262.74 6583.42 Plan Check Su ervisor 6169.61 6485.53 6817.63 7166.73 7533.70 Police Ca tain 10267.67 10793.43 11346.11 11927.10 12537.83 Police Civilian Commander 8099.45 8514.18 8950.16 9408.46 9890.22 Police Su art Services Mana er 6920.53 7274.90 7647.42 8039.01 8450.65 Princi al En ineer 7899.72 8304.23 8729.45 9176.45 9646.33 Princi al Human Resources Anal st 7329.60 7704.92 8099.45 8514.18 8950.16 Princi al Planner 7724.18 8119.70 8535.47 8972.54 9431.98 Public Works Ins ection Su ervisor 5781.82 6077.88 6389.09 6716.25 7060.16 Public Works Mana er 8180.75 8599.65 9040.00 9502.90 9989.50 Recreation Su erintendent 6972.57 7329.60 7704.92 8099.45 8514.18 Recreation Su ervisor 5337.82 5611.15 5898.47 6200.50 6518.00 Redevelo ment Pro ram Mana er 8180.75 8599.65 9040.00 9502.90 9989.50 Risk Mana er 7609.32 7998.96 8408.55 8839.11 9291.73 Senior Financial Anal st 5695.84 5987.50 6294.09 6616.38 6955.18 Senior Human Resources Anal st 6309.83 6632.92 6972.57 7329.60 7704.92 Senior Information Technolo S ecialist 5695.84 5987.50 6294.09 6616.38 6955.18 Senior Planner 7311.32 7685.70 8079.25 8492.95 8927.84 Senior Redevelo ment Pro'ect Mana er 8039.01 8450.65 8883.37 9338.24 9816.42 Trans ortation &Dev. Services Mana er 8861.21 9314.96 9791.94 10293.34 10820.41 Water Maintenance & Const. Su ervisor 5928.00 6231.54 6550.63 6886.06 7238.67 Water Services Mana er 9245.44 9718.86 10216.52 10739.67 11289.59 Water Treatment Su ervisor 6766.75 7113.25 7477.48 7860.37 8262.86 Resolution 11-65 Page 14 of 14