HomeMy WebLinkAboutCC RES 04-23
RESOLUTION NO. 04-23
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 02-18.
WHEREAS, the employees covered by this Resolution constitute executive
management and management personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the
proposed employment terms contained herein; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
authorizes staff to implement the provisions of this Resolution and, if necessary, adjust
the Fiscal Year 2004/2005 budget and 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:
Section 1: BASIC CLASSIFICATION AND COMPENSATION PLANS
There is hereby established a basic compensation for all "Executive Management"
and "Management" employees of the City of Tustin who are now employed, or will in the
future be employed in any of the classifications of employment listed in this Resolution
and its attachments. Whenever the term "Executive Management" is used, it shall be
understood to include the City Manager when the personnel action affects an "Executive
Manager", This Resolution also eliminates the classifications of Police
Administrative/Support Services Manager and Police Support Services Supervisor and
incorporates the new classifications of Police Support Services Administrator and Police
Support Services Manager,
Section 2: SALARY AND WAGE SCHEDULE/ADMINISTRATION
The monthly salaries for employees covered by this Resolution are hereby
incorporated, and listed in Appendix "A", This Appendix contains equity and
reclassification adjustments from 0% - 10% to be effective February 23, 2004 (increase
applied to the base salary rates of the classifications in the unit and the salaries of the
incumbents in the classifications).
The attached salary and wage schedules shall constitute the basic compensation
plan consisting of five steps or rates of pay in each range,
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.
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When a regular unit employee is reduced because the position the employee
occupied is reclassified (resulting in an involuntary demotion), and the salary of the
employee is greater than the maximum rate in the new pay range, the salary of the
employee shall be designated as a Y-rate and shall not change during continuous regular
service until the maximum rate in the new pay range exceeds the salary of the employee
or until 26 pay periods have elapsed, whichever is sooner,
Section 3: DEFINITION
As listed in Appendix "A", the classifications designated as "Executive Manage-
menf' include the position of Assistant City Manager and those classifications designated
by the City as a Department Head; the classifications designated as "Management"
include all other classifications designated by the City as Management. The benefits and
terms of employment of the City Manager shall be as set forth herein, provided that any
contrary written terms established by the City Council, which provide a greater benefit
than provided for in this Resolution, shall prevail.
Section 4: EFFECTIVE DATES
The effective date of each Section is February 17, 2004, unless otherwise stated
herein,
Section 5: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and
conditions of employment presently authorized for "Executive Management" and
"Management" employees shall remain in full force and effect unless changed subse.
quent to meetings between the City and representatives of the "Executive Manage-
ment" and "Management" employees and/or by a subsequent Resolution adopted by
the City Council.
Section 6: FAIR LABOR STANDARDS ACT
Classifications in "Executive Management" and "Management" are exempt from
overtime compensation for purposes of the Fair Labor Standards Act (FLSA),
Section 7: ADMINISTRATIVE LEAVE
Employees covered by this Resolution are compensated for meeting the
requirements and performing the duties of his/her job 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 employees covered by this Resolution unless otherwise required by State
or Federal law, In lieu of overtime compensation, the City will provide administrative
leave as follows:
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A.
Once annually, in January, forty (40) hours of Administrative Leave is
granted to each employee in classifications covered by this Resolution.
Employees who are hired or promoted to a classification covered by this
Resolution after January shall have a prorated share of administrative
leave granted at time of appointment (3.33 hours per month of time re-
maining in calendar year of appointment),
B,
Additionally, each January, each "Executive Management" and/or "Man-
agement" 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 years' job performance and his/her commitment of
time dedicated to City business in excess of his/her regular work sched-
ule.
C,
An employee whose performance is in need of improvement, pursuant to
a performance evaluation, or a performance improvement plan, is not
eligible to receive additional Administrative Leave,
D.
Administrative Leave must be used in the year it is granted; there are no
carryover provisions. Use is completely discretionary upon the approval
of the Department Head or the City Manager.
Section 8: GENERAL LEAVE
General Leave with pay shall be granted to each full-time regular and probation-
ary employee at the rate listed below per year, prorated on a bi-weekly basis for each
bi-weekly pay period in which the employee works, or is utilizing authorized paid leave
time, more than half time.
Periods of Service
0-5 years
6-10 years
Over 10 years
General Leave Hours Per Year
160
208
248
When appointing an individual to an "Executive Management" classification, the
City Manager shall have the authority to consider employment from outside the City of
Tustin from another city, district, special district or the state government. The City
Manager may authorize an advanced accrual rate utilizing credit for prior years of public
agency service towards the appointees' annual General Leave accrual rate if that public
agency experience ended within 6 months of the date of employment with the City of
Tustin.
Each January, "Executive Management" may be entitled to two additional days of
General Leave for satisfactory performance as determined by the City Manager; other
"Managers" may be entitled to one additional day of general leave as determined by
his/her Department Head,
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In April of each year "Management" employees may request to cash out up to
one week's accumulation of General Leave time (forty hours), "Executive Management"
and/or those "Management" employees with six or more years of service may request to
cash out up to one additional week of General Leave accumulation (maximum total
cash out eighty hours), Such General Leave cash out shall be reported to PERS as
special compensation pursuant to California Code of Regulations Section 571 (1)
Incentive Pay - Off-Salary-Schedule Pay,
Accrual and payout of General Leave is limited to a maximum of twice the
employee's annual accrual entitlement.
Designated regular part-time employees shall be eligible for General Leave ac-
crual on a pro-rata share based upon allocation (Le, a % time employee shall receive a
50% allocation; a % time employee shall receive a 75% allocation).
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Section 9: TEXTBOOK AND TUITION REIMBURSEMENT
A.
Unit employees, who have completed his/her initial probationary period,
are eligible for reimbursement for up to $1,000 dollars each calendar year
if the employee is attending a community college or $2,000.00 each cal-
endar year if the employee is attending a four-year college or university, If
an employee attends both a community college, and a four-year college or
university, in a calendar year the maximum reimbursement shall be
$1500,00 per calendar year.
B.
Unit employees will be reimbursed upon receipt by the Human Resources
Department of proof of successful completion of the course (final grade of
"C" or better) and proof that payment of fees has been made. Eligible ex-
penses eligible for reimbursement include tuition fees, textbooks, lab fees,
or required supplies.
C.
Department Head and Director of Human Resources approval must be
obtained before enrollment in the course. An approved course is one
designated to directly improve the knowledge of the employee relative to
his/her specific job,
D.
Tuition reimbursement shall not be made if the employee is drawing vet-
eran's education benefits or any other reimbursement for the same
courses.
F,
Designated regular part-time employees shall be eligible for reimburse-
ment on a pro-rata share based upon allocation (I.e. a % time employee
shall receive a 50% allocation; a % time employee shall receive a 75% al-
location).
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Section 10: UNIFORMS
The City shall provide the Police Chief and the Police Captain classifications re-
placement uniforms as needed. Additionally, these classifications receive an allowance
of $12.50 per pay period (maximum $325 per year) for care and maintenance.
Section 11: RETIREMENT
A.
The City shall continue to "pick up" and pay on behalf of each regular full
time non-sworn unit employee the employee's required contribution to the
Public Employees Retirement System (PERS) 2% @ 55 Supplemental or
Modified Formula for Local Miscellaneous Members in the amount equal
to seven percent (7%) of the employee's "compensation earnable",
B.
The City shall continue to "pick up" and pay on behalf of each regular full
time sworn unit employee the employee's required contribution to the Pub-
lic Employees Retirement System (PERS) 3% @ 50 Formula for Local
Safety Members in the amount equal to nine percent (9%) of the em-
ployee's "compensation earnable".
C.
Designated regular part-time unit employees shall be eligible for participa-
tion in PERS in the same manner as regular full-time employees.
D.
The employee is required to pay the cost of the 1959 Survivor Benefits
Premium.
Section 12: DEFERRED COMPENSATION -401a Plan
The 401 (a) deferred compensation plan provides "Executive Management" and
"Management" with a tax-deferred savings plan for future financial planning.
Non-sworn "Executive Management" and "Management" employees receive a
two percent (2%) deferred compensation contribution paid by the City with no match
required; these employees are also eligible to receive an additional three percent (3%)
deferred compensation contribution paid by the City on a dollar-for-dollar match basis
with participation in one of the City's 457 deferred compensation programs.
Sworn "Executive Management and "Management" employees receive a two and
one-half percent (2.5%) contribution with no match requirement.
Section 13: SOCIAL SECURITY
In the event the City and its employees are required to participate in the federal
Social Security program, the City shall meet with "Executive Management" and "Man-
agement" employees concerning implementation of the Social Security program,
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Section 14: MEDICARE
Unit employees hired by the City on or after April 1, 1986, shall be required to pay
the designated employee contribution to participate in the MediCare Program, and the
City shall be under no obligation to payor "pick up" any such contributions,
In the event unit employees hired prior to April 1, 1986, are required to participate
in MediCare, the City shall meet with unit representatives prior to implementing this
change,
In the event the City is given the option to allow individual employees hired prior to
April 1, 1986, to participate in the Medicare program, it shall do so, provided, however,
that any employee who exercises this option shall pay his/her share and the City's share
of Medicare contributions,
Section 15: VEHICLE/EXPENSE ALLOWANCE
Each employee designated as "Executive Management" shall have his/her
personal vehicle available and shall utilize hislher personal vehicle for City business.
Additionally, "Executive Management" employees typically incur other miscellaneous
expenses associated with conducting City business,
To cover these costs, "Executive Management" employees receive a $250,00
monthly vehicle/expense allowance. The City Manager shall promulgate rules and
regulations, pursuant to the regulations of the Internal Revenue Code, for reporting and
receipt of this allowance,
In consideration of the duties associated with the classification, in lieu of this al-
lowance, the classifications of City Manager, Police Chief and Police Captain are
provided a City Vehicle.
Section 16: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN
Effective January 1, 2003, the City established a Flexible Benefits Plan, including
the provision of a Flexible Benefits Contribution, for all regular "Executive Management"
and "Management" employees in the amounts listed below.
Each employee with a payroll deduction for medical, dental and/or other eligible
insurance premiums shall have hislher Flexible Benefit Contribution and/or salary
reduced by the amount of those deductions on a before-tax basis.
A.
Employees hired into a classification within "Management" on or after
September 4, 2002 shall be eligible for participation in the City's Flexible
Benefit Plan and eligible to receive a Flexible Benefits Contribution based
on enrollment in a PERS medical plan as follows:
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Employee Only
Employee + 1
Dependent
$668
Employee + 2 or more
Dependents
$844
$384
Effective January 1, 2003, the Flexible Benefits Contribution for eligible
"Executive Management" and "Management" employees occupying a
classification in this unit on or before September 3, 2002 (provided he/she
continues to occupy a classification in this unit) shall be as follows:
Employee Only
Employee + 1
Dependent
$1168
Employee + 2 or more
Dependents
$1514
$584
B.
Designated regular part-time unit employees shall be eligible for the flexible
benefit plan contribution on a pro-rata share based upon position allocation
(Leo a ~ time employee shall receive a 50% allocation; a 0/4 time employee
shall receive a 75% allocation).
C,
The Flexible Benefits contribution consists of mandatory and discretionary
allocations which may be applied to City sponsored programs. Consistent
with PERS, $16 of this contribution constitutes the City payment towards
employee medical insurance. Employees may allocate the remaining
amount among the following City sponsored programs:
1, Medical insurance offered under the Public Employees' Medical and
Hospital Care Act Program,
2, Dentallnsurance
3, Additional Life Insurance
4. Vision Insurance
5. Deferred Compensation
6. Section 125 Programs
7. Eligible Catastrophic Care Programs
8. Cash
Discretionary allocations are to be made in accordance with program/City
requirements including restrictions as to the time when changes may be
made in allocations to the respective programs,
D.
The Flexible Benefits Program is governed by Section 125 of the IRC. The
City retains the right to change administrators. Participation in the Program
is voluntary and such costs as may attend participation are to be paid by the
employee,
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E.
Employees who do not elect medical insurance through the program offered
by the City shall receive $300 per month in lieu of the flexible benefits con-
tribution, As a condition of receiving such amount, the employee must pro-
vide evidence, satisfactory to the City, that he/she has medical/dental insur-
ance coverage comparable to coverage available through the City program
(see below), Designated regular part-time unit employees shall be eligible
for the in-lieu flexible benefit plan contribution on a pro-rata share based
upon position allocation (Le. a % time employee shall receive a 50% alloca-
tion; a % time employee shall receive a 75% allocation),
F,
An employee may "opt-out" of the City's medical and/or dental plan under
these conditions:
1. The employee must sign a document stating his/her desire to waive
medical or dental insurance,
2. The employee must provide proof of other coverage, which shall be con-
firmed by the City each year prior to open enrollment.
3. The employee may only re-enroll during a) annual open enrollment or b)
upon loss of coverage in accordance with the underwriting guidelines for
each of the City's health plans, Re-enrollment in plans may be subject
to preexisting conditions, if established by the provider,
Section 17: WELLNESS PROGRAM
Unit employees are eligible to participate in the "Management Wellness
Program", The City will contribute up to $400 toward the cost of a bi-annual
healthlwellness assessment. A unit employee may participate in the bi-annual heart
program or utilize the benefit for hislher specialized needs.
When utilized for specific needs, 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 employee may choose to have said examination
performed by the physician of his/her choice or the City's designated medical provider,
Reimbursement shall be provided only for non-reimbursed costs supported by submission
of itemized receipts for the expenses incurred and an itemized Explanation of Benefits
(EOB) from the employees' medical carrier.
The City Manager shall promulgate rules governing the administration of
this program in compliance with Internal Revenue Code regulations for reporting and
receipt of benefits associated with this program. The bi-annual "Management Wellness
Program" is offered in November/December of odd numbered years,
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Section 18: SHORT/LONG-TERM DISABILITY INSURANCE
A.
The City shall maintain a short/long term disability program providing eligible
employees a benefit of 60% of base salary pre-disability earnings after a 30
day waiting period. Eligibility for benefits is subject to the STOll TD carrier.
B,
All unit employees are required to participate in the program; premiums are
deducted from the employee's pay on an after-tax basis.
C,
In the event an illness or injury is anticipated to exceed 30 days, and such
illness/injury is not covered by other provisions of the City's Personnel Rules,
Regulations and/or other policies, the employee is first required to utilize 80
consecutive hours of his/her general leave or other available 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.
D,
After the employees use of 80 leave hours the remainder of the 30 day
elimination period for the absence shall be paid by the City at the rate of 60%
of the employees base salary pre-disability earnings, This City payment is
taxable income. The employee may supplement this City payment with gen-
eral leave or other available leave to enable him/her to receive an amount
equivalent to no more than 100% of his/her pre-disability earnings,
E.
In the event the employee is eligible for FMLA, such leave and any bene-
fits/payment provided hereunder shall not be additional to other provisions of
the MOU or the City's Personnel Rules, Regulations and/or other policies.
F,
In the event has worked for the City for less than 12 consecutive months and
the employee is not eligible for FMLA, the City's will provide the employee the
same health insurance benefits as provided while working for a period not to
exceed 90 days.
G,
Once the employee is on leave without pay, or the first 80 hours of leave has
passed (whichever occurs first), no general or other leave shall accrue to the
employee.
H,
The employee may supplement the STD/L TD carrier's payment with general
leave or other available leave to enable him/her to receive an amount equiva-
lent to no more than 100% of his/her pre-disability earnings,
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I.
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. The employee will be provided a form to make such elec-
tions, In the event the employee elects to continue his/her benefit elections,
the employee is required to make timely payment to the City for such elec-
tions (including the cost of the STD/L TD program), In the event timely pay-
ment is not made, the City is authorized to reduce the employee's general
leave and/or other leave accounts, in an amount equivalent to the premiums
owed by the employee. In the event no general or other leave is available,
the City is authorized to cancel the employee's coverage,
J.
In the event the employee has previously received payment by the City for
the same illness/injury, the employee shall not be eligible for the City's 60%
salary continuation nor 90 days of continued medical benefits,
K,
In no event shall an employee receive 90 days of continued CITY PAID
medical benefits more than once in any rolling 12 month period.
Should an employee receive 90 days of City paid medical benefits within the 12 month
period prior to being eligible for this benefit pursuant to the FMLAlCFRA, and is then
eligible to receive the benefit pursuant to the FMLAlCFRA, the employee shall reim-
burse the City for its' previous contribution.
Section 19: LIFE INSURANCE
The City will provide life insurance on each life of each regular, permanent unit
employee and pay the premiums thereof. The death benefit of said policy shall be the
greater of $50,000.00 or one hundred percent (100%) of the employee's base annual
salary to the nearest multiple of $1,000.00.
Designated regular part-time unit employees shall be eligible for employee life
insurance on a pro-rata share based upon position allocation, The death benefit of said
policy for part-time employees shall be the greater of $25,000.00 (for 1/2 time) or
$37,500 (for 3/4 time).
1985
Section 20: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF
Employees who are allowed to remain on a City health, dental or other insurance
plan following separation from employment pursuant to the Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA), may be charged the maximum rate
permissible by law for such coverage (presently 102% of the premium for an active
employee).
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Section 21: HOLIDAYS
The following days shall be holidays for which all eligible full-time regular and
probationary unit employees will receive compensation either in payor paid time off,
January 1 New Year's Day
Third Monday in February
Last Monday in May
President's Day
Memorial Day
First Monday in September
November 11
Independence Day
Labor Day
July4
Veteran's Day
Thursday in November designated by the
President or Govemor as Thanksgiving Day.
Day following the Thursday in November
designated as Thanksgiving Day.
Thanksgiving Day
Day after Thanksgiving Day
Day before the Christmas Day Holiday
December 25
Christmas Eve Holiday
Christmas Day
Day before the New Year's Day Holiday
New Year's Eve Holiday
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. When a holiday falls on a Friday that is not a workday the holiday will be
observed on the following Monday. A holiday is equivalent in value to the workday of
the employee on the day the holiday occurs, If an employee's scheduled day off falls
on the day of the holiday, he/she shall receive an amount of pay equivalent to his/her
scheduled work day. Payment for a holiday shall never exceed what would be paid if
the employee worked hislher regular work day. The intent of the holiday benefit is to
ensure an eligible employee is compensated for the day off without the use of addi-
tional General Leave,
In order to be eligible to receive holiday pay, an employee must have worked,
or be deemed to have worked because of a lawful absence, the employee's regularly
scheduled day before and the regularly scheduled day after the holiday.
Should one of the holidays listed above fall during an employee's General
Leave 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 accumu-
lated General Leave.
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Designated regular part-time unit employees shall be eligible for holidays on
a pro-rata share based upon position allocation (i.e. a Y2 time employee shall receive
a 50% allocation; a % time employee shall receive a 75% allocation).
Section 22: SEPARATION FROM EMPLOYMENT
Unit employees who separate from employment by resignation, layoff or otherwise,
shall be paid the balance of his/her accumulated General Leave credits at the salary rate
in effect on the date of separation, In the case of the employee's death, the balance shall
be paid to the employee's designee or, if none, to the employee's estate,
Section 23: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive his/her
regular pay for any regularly scheduled working hours spent in actual performance of
such service.
Employees who have the option to request call-in juror status shall exercise that
option.
Section 24: WORKERS' COMPENSATION PROGRAM
The rules governing Workers' Compensation shall apply to "Executive Manage-
ment" and "Management" employees,
Section 25: PAYROLL SYSTEM
The City shall utilize the biweekly pay system, Pay periods shall begin at noon
every other Friday, and end at 11 :59 a.m. on the second Friday (Leo, 14 calendar days
later) thereafter, Paydays shall occur on the Friday following the conclusion of each
pay period, The one exception to this is when that Friday is a City holiday; the payday
shall fall on the preceding business day.
Calendar year 2004 will have 27 pay periods, On the 27'h pay period no
deductions will be made for health benefits nor will the employee receive any flexible
benefit contribution.
Section 26: ALTERNATE WORK SCHEDULES
Unit employees are eligible for participation in the City's Alternate Work Schedule
program, Such work schedules are subject to the needs of the department/City.
The City Manager has the authority to implement rules/polices and procedures
for Alternative Work Schedules for "Executive Management" and "Management"
employees.
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Section 27: RETIREE'S HEALTH INSURANCE
The City will reimburse eligible unit employees up to a maximum of $300.00 per
month for the payment of PERS retiree medical insurance premiums for the employee
and his/her spouse (reimbursement for a spouse is made only if the employee is also
enrolled). Employees are eligible provided they have been continuously employed by the
City of Tustin for five full years and retire and enroll in health insurance immediately after
the conclusion of his/her service with the City of Tustin.
Such contribution is in addition to the $32.00 per month City contribution required
to be made for eligible retirees under the Public Employees' Medical and Hospital Care
Act Program and subject to the same conditions applicable to the PERS City contribu-
tion,
Reimbursement shall not be made until an employee appears on the City's
PERS insurance billing.
Section 28: BEREAVEMENT LEAVE
Unit employees are allowed up to three (3) days with pay for the purpose of be-
reavement leave in the event of a death in the immediate family. "Immediate Family"
shall be defined as including spouse, mother, father, brother, sister, child, grandparent,
and grandchild of the employee or the employee's spouse, Designated regular part-
time employees shall be eligible for bereavement leave on a pro-rata share based upon
position allocation (i.e. a Y2 time employee shall receive a 50% allocation; a % time
employee shall receive a 75% allocation).
Section 29: LTD LEAVE OF ABSENCE
An employee receiving L TD benefits under the City's program may be granted a
leave of absence without pay for the duration of his/her disability subject to a maximum
period of six (6) months,
Section 30: FAMILY LEAVE
Consistent with requirements of the State and Federal Family Medical Leave
Act(s) , eligible unit employees shall have the right to up to twelve (12) weeks of unpaid
leave for purposes of attending to personal or family illnesses. During the leave,
eligible employees will continue to receive City contributions toward medical benefits.
For all other purposes, State and Federal Family Medical Leave shall be treated the
same as other unpaid leaves of absence.
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Section 31: OTHER LEAVES
The needs of the employee will be considered in the granting of leaves of ab-
sence and unit employees may request a leave of absence without pay to serve as a
volunteer for a certified relief organization,
Section 32: LAYOFF POLICY, ASSISTANCE TO LAYOFFEE5, AND
SEVERANCE PAY
Unit employees shall be governed by the same Reductions-in-force or Layoffs
procedures and/or policies as established for general employees,
Section 33: OTHER BENEFITS
Amendments pertaining to non-management, non-sworn employees made to the
City Rules and Regulations, fringe benefits or other employment conditions shall also
apply to "Executive Management" and "Management" employees,
Passed and adopted at a regular meeting of the Tustin City Council held on the
17th day of February, 2004. ~
~ASHIMA. MAYOR
A nEST:
~Jnc[h~
C CLERK
STATE OF CALIFORNIA
COUNTY OF ORANGE
CITY OF TUSTIN
)
) 55
)
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, 04-26 was duly passed and adopted at a regular
meeting of the Tustin City Council, held on the 1 yth day of February, 2004 by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
KAWASHIMA, BONE, DAVERT, HAGEN, THOMAS
NUN <;
(5)
(0)
(0)
(0)
NONE
NONE
~~
City Clerk
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APPENDIX A
EXECUTIVE MANAGEMENT
MONTHLY SALARY RANGES
New Step Step Step Step Step
Classification Title Range A B C D E
Assistant City Manager 938 $ 9,130 $ 9,598 $10,089 $10,606 $11,149
Dir, of Parks & Recreation 859 $ 7.496 $ 7,880 $ 8,284 $ 8,708 $ 9,154
Dir, Pub Works/City Eng. 914 $ 8,600 $ 9,040 $ 9,503 $ 9,989 $10,501
Dir, of Community Development 886 $ 8,018 $ 8.429 $ 8,861 $ 9,314 $ 9,791
Dir, of Human Resources 847 $ 7,275 $ 7,647 $ 8,039 $ 8.451 $ 8,883
Dir, of Finance 885 $ 7,999 $ 8,409 $ 8,839 $ 9,292 $ 9,768
Police Chief 938 $ 9,130 $ 9,598 $ 10,089 $ 10,606 $11,149
MANAGEMENT
MONTHLY SALARY RANGES
New Step Step Step Step Step
Classification Title Range A B C D E
Accounting Supervisor 676 $ 4,747 $ 4,990 $ 5,245 $ 5,514 $ 5,796
Admin Services Manager 716 $ 5,245 $ 5,514 $ 5,796 $ 6,093 $ 6.405
Ass\. Director, Comm Dev, 830 $ 6,973 $ 7,330 $ 7,705 $ 8,099 $ 8,514
Ass\. Finance Director 712 $ 5,193 $ 5,459 $ 5,739 $ 6,033 $ 6,341
Ass!. Public Works Director 832 $ 7,007 $ 7,366 $ 7,743 $ 8,140 $ 8,557
Building Official 805 $ 6,551 $ 6,886 $ 7,239 $ 7,609 $ 7,999
Chief Deputy City Clerk 733 $ 5,473 $ 5,753 $ 6,048 $ 6,357 $ 6,683
Engineering Services Mgr 815 $ 6,716 $ 7,060 $ 7.422 $ 7,802 $ 8,201
Field Service Manager 756 $ 5,796 $ 6,093 $ 6,405 $ 6,733 $ 7,078
Maintenance Supervisor 616 $ 4,086 $ 4,295 $ 4,515 $ 4,746 $ 4,989
Police Captain 878 $ 7,860 $ 8,262 $ 8,685 $ 9,130 $ 9,598
Police Support Service Administrator 756 $ 5,796 $ 6,093 $ 6,405 $ 6,733 $ 7,078
Police Support Services Manager 690 $ 4,915 $ 5,167 $ 5.431 $ 5,710 $ 6,002
Principal Engineer 769 $ 5,988 $ 6,294 $ 6,616 $ 6,955 $ 7,311
Principal Planner 760 $ 5,854 $ 6,154 $ 6,469 $ 6,801 $ 7,149
Recreation Superintendent 719 $ 5,285 $ 5,555 $ 5,840 $ 6,139 $ 6,453
Recreation Supervisor 612 $ 4,046 $ 4,253 $ 4.471 $ 4,700 $ 4,940
Redevelopment Program Mgr, 783 $ 6,201 $ 6,518 $ 6,852 $ 7,203 $ 7,571
Sr, Human Resources Analyst 679 $ 4,782 $ 5,027 $ 5,284 $ 5,555 $ 5,839
Senior Planner 738 $ 5,542 $ 5,825 $ 6,124 $ 6,437 $ 6,767
Senior Project Manager 776 $ 6,093 $ 6,405 $ 6,733 $ 7,078 $ 7,440
Senior Public Works Inspector 644 $ 4,382 $ 4,606 $ 4,842 $ 5,090 $ 5,351
Sr, Info Technology Specialist 655 $ 4,504 $ 4,734 $ 4,977 $ 5,232 $ 5,500
Water Services Manager 832 $ 7,007 $ 7,366 $ 7,743 $ 8,140 $ 8,557
Water Maintenance Supervisor 636 $ 4,295 $ 4,515 $ 4,746 $ 4,989 $ 5,245
Water Treatment Supervisor 707 $ 5,129 $ 5,391 $ 5,667 $ 5,958 $ 6,263
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