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HomeMy WebLinkAbout07 SAL & BEN RES 07-88/EXEC MGMNT & EMPL 11-20-07AGENDA REPORT MEETING DATE: NOVEMBER 20, 2007 TO: WILLIAM A. HUSTON, CITY MANAGER FROM: HUMAN RESOURCES DEPARTMENT SUBJECT: SALARY AND BENEFITS RESOLUTION FOR EXECUTIVE MANAGEMENT AND MANAGEMENT EMPLOYEES SUMMARY: Adoption of the attached Resolution will provide salary and benefit adjustments for Executive Management and Management employees pursuant to Council direction. RECOMMENDATION: Adoption of Resolution 07-88 amends the City's Classification and Compensation Plans and grants equity and Cost of Living salary and benefit adjustments for classifications in the City's unrepresented Executive Management and Management units. FISCAL IMPACT: Approximately $245,000 over the remainder of the 2007-08 fiscal year. BACKGROUND AND DISCUSSION: The City has approximately 37 employees in its unrepresented "Management" unit. This unit is comprised of individuals that manage specific functional areas and/or sections of Departments within the City. The unrepresented "Executive Management" unit is comprised of the Assistant City Manager and six (6) Department Heads. While most City employees are represented by labor organizations for purposes of negotiating changes to wages, hours and working conditions, these units have no such representation and rely upon the City Manager to ensure they are compensated in an equitable manner. Pursuant to our Personnel Rules and Regulations, the City Manager is responsible for preparing the City's Compensation Plan and for making recommendations to the City Council after considering prevailing rates of pay for comparable work in public and private Executive Management & Management Salary Resolution November 20, 2007 Page 2 employment, including consideration of conditions of work as well as basic pay; to the current cost of living; to the suggestions of Department Heads; and to the City's financial Salary and Benefits Resolution for Executive Management & Management Employees condition and policies. Resolution 07-88 provides a salary adjustment effective October 1, 2007 (as presented in Appendix A). The resolution also includes a salary adjustment effective the beginning of the pay period that includes July 1, 2008 (as listed in Appendix B). These adjustments will allow the City to maintain external market competitiveness and internal equity. Additionally, adjustments will be made to the Flexible Benefit Plan, Auto Allowance for Executive Managers as well as language modifications to the wellness and tuition reimbursement programs. The attached Resolution follows the City Council direction provided to the City Manager for these units. Staff believes adoption of this Resolution will ensure that our unrepresented "Executive Management" and "Management" employees are treated appropriately within the City's organizational structure and are provided fair and appropriate compensation and benefits in recognition of the duties performed by these individuals. Further, the increases in salary and benefits will enable us to continue to be competitive in our efforts to recruit and retain highly qualified individuals in our unrepresented "Executive Management" and "Management" units. Kristi Recchia Director of Human Resources Attachment: Resolution 07-88 RESOLUTION NO. 07-88 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 RES- OLUTION 07-22 WHEREAS, the employees covered by this Resolution constitute executive management and management personnel; and WHEREAS, the City Manager has consulted with the City Council 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 modify the City's Classification and Compensation Plans to reflect the changes approved in this Resolu- tion, 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". Section 2: SALARY AND WAGE SCHEDULE/ADMINISTRATION Effective October 1, 2007 the salaries of all classifications, and incumbents in said classifications, shall be adjusted as presented in Appendix "A". Effective June 23, 2008, the salaries of all classifications, and incumbents in said classifications, shall be adjusted as presented in Appendix "B". The monthly salaries for employees covered by this Resolution are hereby incorporated and listed in Appendix "A" and "B". 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 twelve (12) divided by two-thousand and eighty (2080) annual hours. Page 1 of 16 When the classification of 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 twenty-six (26) pay periods have elapsed, whichever is sooner. Section 3: DEFINITION The classifications designated as "Executive Management" 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 October 1, 2007, 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 (ELBA). 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: Page 2 of 16 A. Once annually, in January, forty (40) hours of Administrative Leave is granted to each "Executive Management" and "Management" employee. 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 "Manage- ment" employee is eligible to receive up to an additional forty (40) hours of Administrative Leave pursuant to the recommendation of his/her Depart- ment 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. C. 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. D. The accrual of Administrative Leave is limited to a maximum of eighty (80) hours. 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 probatio- nary employee, prorated on a biweekly basis, for each biweekly pay period in which the employee works, or is utilizing authorized paid leave time, more than half time. Yearly accrual and maximum accrual rates are based on years of service as listed below: Periods of Service 0-5 years 6-10 years Over 10 years General Leave Hours Per Year Maximum Accrual 160 400 208 520 248 620 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 appointee's 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" employees may be entitled 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. Page 3 of 16 In April of each year "Management" employees may request to cash out up to one week's accumulation of General Leave time (forty (40) hours). "Executive Man- agement" employees and "Management" employees with six (6) or more years of service may request to cash out up to one (1) additional week of accumulated General Leave (maximum total cash out of eighty (80) hours). Accrual and payout of .General Leave is limited to a maximum of two and one- half (2 '/2) times the employee's annual accrual entitlement. Section 9: TEXTBOOK AND TUITION REIMBURSEMENT The City shall provide textbook and tuition reimbursement for "Executive Management" and "Management" employees as follows: A. Employees who have completed their initial probationary period are eligi- ble for reimbursement for up to $1,000 each calendar year if the em- ployee is attending a community college, $1500 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 $2,000 each calendar year if the employee is attending a four-year college or university. If an employee attends both a community college and afour-year college or university in a calendar year, the maxi- mum reimbursement shall be $1500 per calendar year. B. Employees will be reimbursed by the Human Resources Department upon receipt 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 and required supplies. C. Employees must obtain approval from their Department Head and the Di- rector of Human Resources before enrolling in the course. An approved course is one designated to directly improve the knowledge of the em- ployee 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. E. Employees who leave City of Tustin employment within 12 months after receiving tuition reimbursement must re-pay the City for the amount that was provided. Employees may use accumulated General Leave toward the repayment. Page 4 of 16 Section 10: UNIFORMS The City shall provide employees in the classifications of Police Chief and Police Captain with replacement uniforms as needed. Additionally, employees in these classifications receive an allowance of $16.50 per biweekly pay period, up to a maxi- mum of $429 per year, for care and maintenance of uniforms. Section 11: RETIREMENT The City has contracted with the California Public Employees' Retirement System (CaIPERS) for retirement benefits. A. The City shall continue to "pick up" and pay on behalf of each regular full time non-sworn "Executive Management" and "Management" employee the employee's required contribution to the CaIPERS 2% @ 55 Supple- mental 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 "Executive Management" and "Management" employee the employee's required contribution to the CaIPERS 3% @ 50 Formula for Local Safety Members in the amount equal to nine percent (9%) of the employee's "compensation earnable". C. The employee is required to pay the cost of the 1959 Survivor Benefits Premium. Section 12: 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. Section 13: 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 pay or "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 that any Page 5 of 16 employee who exercises this option shall pay his/her share and the City's share of Medicare contributions. Section 14: VEHICLE/EXPENSE ALLOWANCE Each employee designated as "Executive Management" shall have his/her personal vehicle available and shall utilize his/her 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 shall receive a $400 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, employees in the classifications of City Manager, Police Chief and Police Captain are provided with a City Vehicle in lieu of a vehicle/expense allowance. Section 15: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN The City has established a Flexible Benefits Plan, including the provision of a Flexible Benefits Contribution, for all regular "Executive Management" and "Manage- ment" employees. A. Effective October 1, 2007, "Management" employees hired on or after Sep- tember 4, 2002 shall be eligible for participation in the City's Flexible Benefit Plan and eligible to receive a monthly Flexible Benefits Contribution based on enrollment in a CaIPERS medical plan as follows: Employee Only $750 Employee + 1 Employee + 2 or more Dependent Dependents $875 $1025 Effective October 1, 2007, the Flexible Benefits Contribution for "Executive Management" and "Management" employees occupying a classification in the "Management" unit on or before September 3, 2002 shall be as follows: Employee Only $950 Employee + 1 Employee + 2 or more Dependent Dependents $1168 $1514 B. The Flexible Benefits contribution consists of mandatory and discretionary allocations which may be applied to City sponsored programs. This contri- bution includes any required minimum contribution for employee health in- Page 6 of 16 surance required by CaIPERS. For calendar year 2007, the City's payment towards employee medical insurance is $80.80. For calendar year 2008, the City's payment towards employee medical insurance is $97.00. 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 (PEMHCA) program 2. Dentallnsurance 3. Additional Life Insurance 4. Vision Insurance 5. Deferred Compensation 6. Section 125 Flexible Spending Account 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. C. Each employee, with a payroll deduction for medical, dental and/or other eligible insurance premiums, shall have his/her Flexible Benefit Contribution anal/or salary reduced by the amount of those deductions on a before-tax basis. D. 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 Program is voluntary and such costs as may attend par- ticipation are to be paid by the employee. 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). 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 Page 7 of 16 each of the City's health plans. Re-enrollment in plans may be subject to preexisting conditions, if established by the provider. Section 16: WELLNESS PROGRAM "Executive Management" and "Management" employees are eligible to participate in the "Management Wellness Program". The City will contribute up to $400 per em- ployee toward the cost of a bi-annual health/ wellness assessment. An employee may participate in the bi-annual program or utilize the benefit for his/her specialized needs. Wellness related services include health assessments, scans, ultrasounds, employee only gym membership fees, participation in weight loss programs (i.e. Weight Watchers, Jenny Craig, etc.) and physical therapy/chiropractic 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 employees' medical carrier. The Director of Human Resources has sole discretion in authorizing reimbursement for wellness related activities. 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 Pro- gram" is offered in November/December of odd numbered years. Section 17: SHORT/LONG-TERM DISABILITY INSURANCE The City shall provide a short-term disability/long-term disability (STD/LTD) program as follows: A. The City shall maintain aSTD/LTD program providing eligible employees a benefit of 60% of base -salary pre-disability earnings after a thirty (30) day waiting period. Eligibility for benefits is subject to the STD/LTD 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 thirty (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 util- ize eighty (80) consecutive hours of his/her General Leave or other available leave during the thirty (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 with- out pay. D. After the employees use of eighty (80) leave hours the remainder of the thirty (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 Page 8 of 16 payment is taxable income. The employee may supplement this City pay- ment with general 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 Family and Medical Leave Act (FMLA) leave, such leave and any benefits/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 the employee has worked for the City for less than twelve (12) consecutive months and the employee is not eligible for FMLA leave, the City's will provide the employee the same health insurance benefits as pro- vided while working for a period not to exceed ninety (90) days. G. Once the employee is on leave without pay, or the first eighty (80) hours of leave has passed (whichever occurs first), no General Leave or other leave shall accrue to the employee. H. The employee may supplement the STD/LTD carrier's payment with General Leave or other available leave to enable him/her to receive an amount equiv- alent to no more than 100% of his/her pre-disability earnings. 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 choos- es to do so. The employee will be provided a form to make such elections. 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 elections (including the cost of the STD/LTD program). In the event timely payment 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 Leave 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 ninety (90) days of continued medical benefits. K. In no event shall an employee receive ninety (90) days of continued city-paid medical benefits more than once in any rolling twelve (12) month period. L. Should an employee receive, ninety (90) days of City paid medical benefits within the twelve (12) month period prior to being eligible for this benefit pur- suant to the FMLA/CFRA, and is then eligible to receive the benefit pursuant to the FMLA/CFRA, the employee shall reimburse the City for its previous contribution. Page 9 of 16 Section 18: LIFE INSURANCE The City will provide life insurance for each regular, permanent "Executive Management" and "Management" employee and pay the premiums thereof. The death benefit of said policy shall be the greater of $100,000 or one hundred percent (100%) of the employee's base annual salary to the nearest multiple of $1,000 for full-time employees. The City will also provide $1,000 of dependent life insurance and pay the premiums thereof. Section 19: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF 1985 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). Section 20: HOLIDAYS The following days shall be holidays for which all eligible full-time regular and probationary unit employees will receive compensation either in pay or paid time off: January 1 Third Monday in February Last Monday in May July 4 First Monday in September November 11 Thanksgiving Day Day following Thanksgiving Day December 24 New Year's Day President's Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve December 25 December 31 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 Page 10 of 16 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 nine (9) hours. If an employee's scheduled day off falls on the day of the holiday, he/she shall ac- crue the holiday hours to his/her General Leave bank. 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. Section 21: SEPARATION FROM EMPLOYMENT An employee who separates from employment by resignation, layoff or otherwise, shall be paid the balance of his/her accumulated General Leave 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 22: 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 23: WORKERS' COMPENSATION PROGRAM The City's rules governing Workers' Compensation shall apply to "Executive Management" and "Management" employees. Section 24: PAYROLL SYSTEM The City shall utilize a biweekly pay system. Pay periods shall begin at noon every other Friday, and end at 11:59 a.m. on the second Friday thereafter (i.e., 14 calendar days later). 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. Page 11 of 16 Section 25: 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 City and the employee's department. The City Manager has the authority to implement rules/polices and procedures for Alternative Work Schedules for "Executive Management" and "Management" employees. Section 26: RETIREE HEALTH INSURANCE The City will reimburse eligible unit employees up to a maximum of $350 per month for the payment of CaIPERS 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 for this benefit provided they have been continuously employed by the City for five (5) full years, retire, and enroll in health insurance immediately after the conclusion of their service with the City. Alternatively, employees are eligible for this benefit if they have been continuously employed by the City for five (5) full years, have reached age 50, elect to defer their CaIPERS retirement, and do not become employed by another California public agency prior to their retirement. Such contribution is in addition to the City contribution required to be made for el- igible retirees under the PEMHCA program and subject to the same conditions applicable to the CaIPERS City contribution. Reimbursement shall not be made until an employee appears on the City's PERS insurance billing. Section 27: BEREAVEMENT LEAVE Unit employees are allowed up to five (5) 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, registered domestic partner, mother, stepmother, father, stepfather, brother, sister, child, stepchild, grandparent, and grandchild of the employee or the employee's spouse/registered domestic partner. Section 28: LTD LEAVE OF ABSENCE An employee receiving LTD 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 29: 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 Page 12 of 16 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. Section 30: OTHER LEAVES The needs of the employee will be considered in the granting of leaves of ab- sence. Employees may request a leave of absence without pay to serve as a volunteer for a certified relief organization. Section 31: LAYOFF POLICY, ASSISTANCE TO LAYOFFEES, 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 32: BILINGUAL PAY Employees who successfully pass the City's examination for conversational skill, in a language other than English (which the Human Resources Director has approved as being needed for City business) are eligible to receive $100 per month (paid biweekly at $46.15 per pay period) as a bilingual pay incentive. Individuals are eligible to receive bilingual pay at the beginning of the first pay period after Human Resources receives the employee's test score demonstrating conversational proficiency. The employee must, on a frequent and recurring basis, speak and/or translate by read- ing/writing one or more languages other than English in the performance of his/her public contact duties with the City. The City Manager, or his/her designee, may limit the number of eligible employees based on the needs of the City. Section 33: EDUCATIONAL/POST INCENTIVE PAY Employees in the classification of Police Captain who have obtained a Masters' degree and a Management POST Certificate are eligible to receive Educational Incentive Pay equivalent to $500 per month ($230.76 per pay period). Incumbents occupying the classification of Police Captain prior to February 7, 2005 are eligible for Educational Incentive Pay if they have obtained a Management POST certificate or have obtained a Masters' degree. Such employees are eligible to receive Educational/Post Incentive Pay at the beginning of the first pay period after Human Resources receives and certifies the employee has met all of the eligibility requirements. Page 13 of 16 Section 34: 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 20tH day of November 2007. LOU BONE Mayor PAMELA STOKER City Clerk 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. 07-88 was duly passed and adopted at a regular meeting of the Tustin City Council, held on the 20th day of November, 2007, by the following vote: COUNCILMEMBERAYES: COUNCILMEMBER NOES: COUNCILMEMBER ABSTAINED: COUNCILMEMBER ABSENT: PAMELA STOKER City Clerk Page 14 of 16 APPENDIX A Executive Management and Management Monthly Salary Schedule Effective October 1.2007 EXECUTIVE MANAGEMENT Ran e A B C D E Assistant Cit Mana er 1047 11986 12600 13245 13924 14637 Director of Communit Develo ment 985 10267 10793 11346 11927 12537 Director of Finance 1004 10766 11317 11897 12506 13146 Director of Human Resources 946 9314 9791 10293 10820 11374 Director of Parks & Recreation 958 9598 10089 10606 11149 11720 Director of Public Works 1033 11575 12167 12790 13445 14134 Police Chief 1047 11986 12600 13245 13924 14637 MANAGEMENT Ran e A B C D E Administrative Services Mana er 815 6716 7060 7421 7801 8201 Assistant Director of Communit Develo ment 912 8556 8994 9455 9939 10448 Assistant Director of Finance 823 6851 7202 7571 7959 8366 Assistant Public Works Director 947 9338 9816 10319 10847 11402 Buildin Ins ection Su ervisor 769 5987 6294 6616 6955 7311 Buildin Official 904 8387 8817 9268 9743 10242 Chief De ut Cit Clerk 832 7007 7366 7743 8139 8556 Communications Mana er 832 7007 7366 7743 8139 8556 En ineerin Services Mana er 914 8599 9039 9502 9989 10501 Field Services Mana er 873 7762 8160 8578 9017 9479 Maintenance Su ervisor 715 5232 5500 5781 6077 6389 Plan Check Su ervisor 769 5987 6294 6616 6955 7311 Police Ca tain 973 9964 10474 11011 11575 12167 Police Su ort Services Administrator 865 7609 7998 8408 8839 9291 Police Su ort Services Su ervisor 799 6453 6783 7131 7496 7880 Princi al En ineer 868 7666 8059 8471 8905 9361 Princi al Human Resource Anal st 838 7113 7477 7860 8262 8685 Princi al Planner 859 7496 7880 8283 8707 9153 Recreation Su erintendent 818 6766 7113 7477 7860 8262 Recreation Su ervisor 711 5180 5445 5724 6017 6325 Redevelo ment Pro ram Mana er 882 7939 8345 8773 9222 9694 Senior Financial Anal st 737 5527 5810 6108 6421 6749 Senior Human Resources Anal st 778 6123 6437 6766 7113 7477 Senior Information Technolo S ecialist 786 6247 6567 6903 7256 7628 Senior Planner 837 7095 7458 7840 8242 8664 Senior Pro'ect Mana er 875 7801 8201 8621 9062 9526 Senior Public Works Ins ector 743 5611 5898 6200 6517 6851 Senior Redevelo ment Pro'ect Mana er 875 7801 8201 8621 9062 9526 Transportation & Development Services Mana er 914 8599 9039 9502 9989 10501 Water Maintenance & Construction Su ervisor 753 5753 6047 6357 6682 7024 Water Services Mana er 931 8972 9431 9914 10422 10956 Water Treatment Su ervisor 806 6567 6903 7256 7628 8018 Page 15 of 16 APPENDIX B Executive Management and Management Monthly Salary Schedule Effective June 23, 2008 EXECUTIVE MANAGEMENT Ran e A B C D E Assistant Cit Mana er 1059 12351 12983 13648 14347 15082 Director of Communit Develo ment 997 10579 11121 11691 12289 12919 Director of Finance 1004 10766 11317 11897 12506 13146 Director of Human Resources 958 9598 10089 10606 11149 11720 Director of Parks & Recreation 970 9890 10396 10929 11488 12076 Director of Public Works 1033 11575 12167 12790 13445 14134 Police Chief 1059 12351 12983 13648 14347 15082 MANAGEMENT Ran e A B C D E Administrative Services Mana er 827 6920 7274 7647 8039 8450 Assistant Director of Communit Develo ment 924 8817 9268 9743 10242 10766 Assistant Director of Finance 835 7060 7421 7801 8201 8621 Assistant Public Works Director 959 9622 10114 10632 11177 11749 Buildin Ins ection Su ervisor 781 6169 6485 6817 7166 7533 Buildin Official 916 8642 9085 9550 10039 10553 Chief De ut Cit Clerk 844 7220 7590 7979 8387 8817 Communications Mana er 844 7220 7590 7979 8387 8817 En ineerin Services Mana er 926 8861 9314 9791 10293 10820 Field Services Mana er 885 7998 8408 8839 9291 9767 Maintenance Su ervisor 727 5391 5667 5957 6262 6583 Plan Check Su ervisor 781 6169 6485 6817 7166 7533 Police Ca tain 985 10267 10793 11346 11927 12537 Police Su ort Services Administrator 877 7840 8242 8664 9107 9574 Police Su ort Services Su ervisor 811 6649 6990 7347 7724 8119 Princi al En ineer 880 7899 8304 8729 9176 9646 Princi al Human Resources Anal st 850 7329 7704 8099 8514 8950 Princi al Planner 871 7724 8119 8535 8972 9431 Recreation Su erintendent 830 6972 7329 7704 8099 8514 Recreation Su ervisor 723 5337 5611 5898 6200 6517 Redevelo ment Pro ram Mana er 894 8180 8599 9039 9502 9989 Senior Financial Anal st 749 5695 5987 6294 6616 6955 Senior Human Resources Anal st 790 6309 6632 6972 7329 7704 Senior Information Technolo S ecialist 798 6437 6766 7113 7477 7860 Senior Planner 849 7311 7685 8079 8492 8927 Senior Pro'ect Mana er 887 8039 8450 8883 9338 9816 Senior Public Works Ins ector 755 5781 6077 6389 6716 7060 Senior Redevelo ment Pro'ect Mana er 887 8039 8450 8883 9338 9816 Transportation & Development Services Mana er 926 8861 9314 9791 10293 10820 Water Maintenance & Construction Su ervisor 765 5927 6231 6550 6886 7238 Water Services Mana er 943 9245 9718 10216 10739 11289 Water Treatment Su ervisor 818 6766 7113 7477 7860 8262 Page 16 of 16