HomeMy WebLinkAboutCC RES 18-63RESOLUTION NO. 18-63
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN,
CALIFORNIA, RELATING TO COMPENSATION AND BENEFITS FOR
UNREPRESENTED SUPERVISORY AND CONFIDENTIAL EMPLOYEES, AND
SUPERSEDING RESOLUTION 16-39 AND RESOLUTION 15-37
WHEREAS, the employees covered by this Resolution constitute Supervisory and
Confidential personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the
proposed employment terms contained herein;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
(the "Citi') 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
A "supervisory" employee is broadly defined as an employee with authority to hire,
transfer, promote, discipline or assign other employees or effectively to recommend
such action. These employees are often excluded from the bargaining unit of
employees whom they supervise and prevented from being represented by the same
organization that represents the employees supervised. The Supervisory unit consists of
the classifications listed in Appendix A.
A "confidential" employee is broadly defined as an employee who is privy to information
that affects employee relations. The employees designated as "confidential" by the City of
Tustin are those employees who, in the course of their duties, have access to information
relating to the City's administration of the Meyers-Milias-Brown Act (MMBA) (Cal. Gov.
Code §3500 et seq.). These employees are not represented by an association or labor
organization. The Confidential unit consists of the classifications listed in Appendix B.
Section 2: Effective Dates
The effective date of each section is July 1, 2018, unless otherwise stated herein.
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CHAPTER 2 — COMPENSATION
Section 3: Salary
Effective the pay period which includes July 1, 2018, employees shall receive a three
percent (3.0%) base salary increase.
Effective the pay period which includes July 1, 2019, employees shall receive a three
percent (3.0%) base salary increase.
Effective the pay period which includes July 1, 2020, employees shall receive a three
percent (3.0%) base salary increase.
The salary ranges 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 six (6) steps in each range.
Section 4: Overtime Compensation
Supervisory and Confidential classifications are designated as non-exempt under the
Fair Labor Standards Act. Employees shall receive overtime compensation at a rate of
time and one-half for all approved overtime hours worked in excess of forty (40) hours
worked in a seven (7) day work period. General Leave, Compensatory Time Off and
Holiday hours shall be counted as hours worked for purposes of determining overtime
eligibility.
Overtime paid by this Resolution in excess of the requirements of the FLSA (when an
employee actually works in excess of 40 hours in their defined FLSA workweek) is paid
at 1.5 times the employee's base hourly rate of pay.
Overtime paid per the requirements of the FLSA includes base pay plus any additional
forms of pay which are provided to employees and required to be included in the FLSA
regular rate (i.e., overtime rate).
Section 5: Bilingual Pay
The City shall pay Bilingual Pay in the amount of one hundred dollars ($100) per month
(paid bi-weekly) 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 his/her public contact
duties on a frequent and recurring basis and 2) successfully pass a City -sponsored
examination for conversational skill. The Director of Human Resources may limit the
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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.
In compliance with the California Public Employees' Retirement System regulations and
definition of special compensation (2 CCR §571), the monetary value of bilingual pay
(Bilingual Premium) shall be reported to CalPERS as special compensation described in
Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a "special assignment pay' — a type of
reportable special compensation.
Section 6: Acting Pay
An employee assigned to temporarily work in a higher classification will receive Acting
Pay. At the City Manager's discretion, during the Acting assignment the employee will
either receive Acting Pay in an amount equal to 5% of the employee's base pay or the
amount necessary to increase the employee's base salary to any step in the salary range
of the higher classification. Acting Pay will be paid effective the beginning of the first full
pay period in which the employee serves in the Acting assignment.
In accordance with Government Code section 20480, an employee's Acting assignment
may not exceed a total of 960 hours in a fiscal year if the Acting assignment is for a
position that is vacant during the recruitment for a permanent appointment. This hours limit
does not apply to an Acting assignment that is temporarily available due to another
employee's leave of absence.
In compliance with the California Public Employees' Retirement System regulations and
definition of Special Compensation (2 CCR §571), the monetary value of Acting Pay shall
be reported to CalPERS as Special Compensation for "classic members" as defined by
the Public Employees' Pension Reform Act (PEPRA) of 2013. Acting Pay ("Temporary
Upgrade Pay") is described in Title 2 CCR, Section 571(a)(3) as a "premium pay" — a type
of reportable special compensation. This pay is not reportable as special compensation for
employees define as "new members" under PEPRA. In the event of a dispute, it is
ultimately CalPERS who determines whether any form of pay is reportable special
compensation.
CHAPTER 3 — BENEFITS
Section 7: Flexible Benefits Plan
The City contracts with the California Public Employees' Retirement System (CaIPERS)
for the provision of medical insurance. All Confidential employees shall receive the
minimum amount required under the Public Employees' Medical and Hospital Care Act
(PEMHCA) ($133 for calendar year 2018, $136 for calendar year 2019, and a yet to be
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determined amount for subsequent calendar years) 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.
Effective the pay period that includes July 1, 2018, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,150 $1,275 $1,425
Effective the pay period that includes July 1, 2019, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,250 $1,375 $1,525
Effective the pay period that includes July 1, 2020, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,350 $1,475 $1,625 an
Designated part-time benefitted employees shall be eligible for the Flexible Benefits
contribution on a pro -rata share based upon position allocation (i.e., a'/2 time employee
shall receive a 50% contribution; a 3/ time employee shall receive a 75% contribution).
Employees who do not take medical insurance through the program offered by the City
shall receive $450 per month as the Flexible Benefits Opt -Out contribution. Designated
part-time benefitted employees shall be eligible for the Flexible Benefits Opt -Out
contribution on a pro -rata share based upon position allocation (i.e., a'/2 time employee
shall receive a 50% contribution; a 3/ time employee shall receive a 75% contribution).
As a condition of receiving such amount, the employee must provide evidence,
satisfactory to the City, that he/she has medical insurance coverage comparable to
coverage available through the City program. If an employee elects to opt out of medical
coverage offered by the City, he/she must provide proof of "minimum essential
coverage" (as defined by the Affordable Care Act) through another source (other than
coverage in the individual market, whether or not obtained through Covered California).
The Flexible Benefits contribution consists of mandatory and discretionary allocations
which may be applied to City -sponsored programs, including required City 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:
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1. Medical insurance
2. Dental insurance
3. Additional life insurance
4. Vision insurance
5. Section 125 Flexible Spending Account programs (medical and/or
dependent care reimbursement programs)
6. Eligible catastrophic care programs
7. 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.
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 and/or dependent care reimbursement
programs is voluntary and employee -funded.
Section 8: Retirement
Employees covered under this Resolution shall be members of the California Public
Employees' Retirement System (CaIPERS) and are subject to all applicable provisions
of the City's contract with CalPERS.
Miscellaneous members employed by the City by December 31, 2011 shall be enrolled
in the CaIPERS 2% @ 55 plan in accordance with Government Code Section 21354 for
Local Miscellaneous members. The plan includes both an employer and employee
contribution. Effective the pay period that includes July 1, 2013, the employee is
responsible for paying the employee contribution of 7% of the employee's wages
through a pre-tax payroll deduction. The City has adopted the CaIPERS resolution in
accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is
made on a pre-tax. The plan has been amended to include Section 21573 (Third Level
of 1959 Survivor Benefits), Section 20042 (One -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.
These employees are responsible for paying an additional pension contribution of three
percent (3%) as cost sharing in accordance with Government Code section 20516(f), for
a total employee pension contribution of ten percent (10%).
Miscellaneous members employed by the City on or after January 1, 2012 who are
"classic members" as defined by the Public Employees' Pension Reform Act (PEPRA)
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of 2013 shall be enrolled in the CalPERS 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. The City has adopted the CalPERS
resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee
contribution is made on a pre-tax basis. 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. The
plan provides for 3rd level of 1959 Survivor benefits with the employee paying the
employee portion of the premium.
These employees are responsible for paying an additional pension contribution of three
percent (3%) as cost sharing in accordance with Government Code section 20516(f), for
a total employee pension contribution of ten percent (10%).
Individuals first employed by the City on or after January 1, 2013 who are defined as
"new members" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall
be enrolled in the CalPERS 2% @ 62 plan for Local Miscellaneous members.
The employee is responsible for paying the employee contribution of one-half of the
total normal cost of the plan, as defined by CalPERS, through a payroll deduction.
Effective the pay period including July 1, 2018, the employee contribution is 5.75%. This
amount will be determined by CaIPERS in the future. The City has adopted the
CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the
employee contribution is made on a pre-tax basis.
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 7522.32(a). The plan provides for 3rd level
of 1959 Survivor benefits with the employee paying the employee portion of the
premium.
Section 9: Life Insurance
The City will provide life insurance for each employee and pay the required premiums.
The death benefit of said policy shall be one hundred thousand dollars ($100,000). The
City will also provide $1,000 per dependent of dependent life insurance and pay the
required premiums.
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Section 10: Short -Term / Long -Term Disability Insurance
The City shall maintain a short-term / long-term disability (STD/LTD) 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 his/her 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.
All employees are required to participate in the program. Premiums are deducted from
the employee's pay on an after-tax basis.
In the event a non -industrial illness or injury is anticipated to exceed 30 days, the
employee is first required to use 80 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 FMLA/CFRA 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
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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 not 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
once in any rolling 12 -month period.
Section 11: 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.
Employees are eligible for this benefit after completion of the initial probationary period.
Requests to enroll in courses may be granted prior to the completion of probation;
however, payment will not be made until the employee has completed the probationary
period and attained regular status. Approval from the department head, Director of Human
Resources, and City Manager (when required) should be obtained prior to enrollment in
the course or program to ensure the City will approve the reimbursement request.
Employees may be reimbursed for up to $4,000 per calendar year in covered expenses
for attending graduate school, a four-year college or university, or a job-related program
through University of California or California State University extended education
programs and $2,000 per year for attendance at a California Community College. This
reimbursement benefit may be used for other job-related educational programs
administered by other professional organizations with the express approval of the City
Manager. If an employee separates from City service within one calendar year of
receiving this Tuition Reimbursement benefit, the employee is responsible for refunding
the City the full amount of the benefit that was paid. Funds will be deducted from the
employee's final paycheck to cover the re -payment of the tuition reimbursement.
Section 12: Cell Phones
Employees who are required by the City to use a cell phone for work for more than
nominal usage (as determined by the employee's department head) will be provided (at
each employee's choice) with a cell phone or a cell phone stipend as addressed below.
If a cell phone stipend is chosen, employees will receive $12 per pay period ($26 per
month), which is taxable income. The stipend is designed to contribute to an employee's
cell phone plan. It is not designed to fully pay for the plan. Any additional charges an
employee incurs are his/her own responsibility and those additional charges are not N,
eligible for reimbursement.
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Section 13: Retiree Medical Insurance
The City will reimburse eligible employees up to a maximum of $250 per month for the
payment of CaIPERS retiree medical insurance premiums. This amount includes the
minimum contribution towards retiree medical insurance required under the PEMHCA
program ($133 for calendar year 2018, $36 per month for calendar year 2019, and a yet
to be determined amount for subsequent calendar years).
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 CaIPERS, 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 CaIPERS 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 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 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 CaIPERS
insurance billing. In order to maintain the retiree medical insurance stipend throughout
retirement, an employee must maintain coverage in a CaIPERS medical insurance plan;
once coverage is dropped, reimbursement will cease and will not be reinstated.
Section 14: Retiree Health Savings Plan
Effective January 1, 2019, employees will have the option to make a payroll deduction
and contribute to a retiree health savings plan which will be set up by the City.
Contributions are voluntary by employees and the City will not make a contribution to
the plan.
CHAPTER 4 — LEAVES OF 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.
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Service Hours Per Year Maximum Accrual
0 — 5 years 160 320
6 — 10 years 208 416
Over 10 years 248 496
Each January, Supervisory employees may be entitled to an additional eight (8) hours
of General Leave for satisfactory performance, upon the recommendation of their
Department Head.
At any time, employees may accumulate General Leave to a maximum of two (2) 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
(2) years entitlement, at the employee's then current base salary rate.
General Leave Cash Out
Until December 7, 2018:
Each employee may request that he/she be paid for a maximum of twenty (20) hours of
accrued General Leave. In addition, each employee may request that he/she be paid
for accrued General Leave based upon years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
Requests for cash out must be received no later than two weeks prior to the paycheck
date when the cash out is requested.
After December 7, 2018 and Each Year Thereafter:
Starting in 2018 (for payment in 2019) on or before the pay period which includes
December 15 of each calendar year, an employee may make an irrevocable election to
cash out up to the following amount of General Leave which will be earned in the
following calendar year at the employee's base rate of pay: a) up to twenty (20) hours of
accrued General Leave and b) up to an additional amount of accrued General Leave
based upon years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
The employee can request that the cash out (of both a and b above) be processed on
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any paycheck beginning July 1 of the following calendar year through the end of that
calendar year, as long as the employee has accrued the number of hours they elected
to cash out during the calendar year of the cash out. However, if the employee's
General Leave balance is less than the amount the employee elected to cash out (in the
prior calendar year) the employee will receive cash for the amount of leave the
employee has accrued at the time of the cash out. The employee may choose to
receive General Leave cash out all at once or on two different paychecks.
Section 16: Compensatory Time Off
Employees working overtime will be eligible to accrue Compensatory Time Off in lieu of
receiving overtime compensation at the rate of one and one-half (1 %2) hours for each hour
of overtime worked. Employees may accrue up to ninety (90) hours of Compensatory
Time Off. Employees will be paid for all Compensatory Time Off in January of each year
provided that an employee may retain a maximum of forty (40) hours in his/her account if
notice of such desired retention is submitted to the City.
An employee wishing to use his/her accrued Compensatory Time Off shall provide the City
with reasonable notice of such request. "Reasonable notice" is defined as at least two
weeks' notice. If reasonable notice is provided, the employee's request will not be denied
unless it would be unduly disruptive to the department to grant the request. A request to
use Compensatory Time Off with less than two weeks' notice may still be granted within
the discretion of the supervisor or manager responsible for considering the request.
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 January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
New Year's Day
Martin Luther King Jr. 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. For employees on the
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9/80 schedule, 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.
Section 18: Bereavement Leave
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, stepbrother, sister, stepsister, child, stepchild,
grandparent, stepgrand parent, grandchild and stepgrandchild of the employee or the
employee's spouse/registered domestic partner.
CHAPTER 5 — WORKING CONDITIONS
Section 19: Alternate Work Schedules
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, policies and procedures for
Alternative Work Schedules for Supervisory and Confidential employees.
an
Employees wishing to flex hours or modify their work schedule from one day to another
(for example, work 8 hours on Tuesday and 10 hours on Thursday) must receive
advance authorization from their supervisor. An employee's request to modify a work
schedule or flex his/her schedule is not intended, nor shall it be allowed, to enable an
overtime liability to the City pursuant to the MOU or the FLSA.
Section 20: Rest Periods
During each work shift of at least eight (8) hours, two (2) fifteen (15) minute rest periods
will be scheduled. The scheduling of rest periods shall be at the discretion of the
employee's supervisor and no compensation will be provided for rest periods not taken.
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PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 11 th day of August 2018.
ELWYN'A. MURRAY,
Mayor
ATTEST:
AI�AJJ(IA44
ERICA N. YA DA,
City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
I, Erica N. Yasuda, 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. 18-63 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 11 th day of
August 2018, by the following vote:
COUNCILMEMBER AYES: Murray, Gomez, Bernstein, Puckett, Clark (5)
COUNCILMEMBER NOES: (0)
COUNCILMEMBER ABSTAINED: (0)
COUNCILMEMBER ABSENT: (0)
ERICA N. YAS A,
City Clerk
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APPENDIX A - SUPERVISORY HOURLY SALARY RANGES
Effective the pay period that includes July 1, 2018
Classification Step A
Step B
Step C
Step D Step E
Step F
Customer Service Supervisor 29.48
30.99
32.58
34.24 36.00
37.80
Management Analyst II 38.70
40.68
42.72
44.90 47.20
49.62
Recreation Coordinator 28.33
29.78
31.30
32.90 34.59
36.32
Effective the pay period that includes July 1, 2019
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Customer Service Supervisor
30.36
31.92
33.55
35.27
37.08
38.93
Management Analyst II
39.86
41.90
44.00
46.25
48.62
51.11
Recreation Coordinator
29.17
30.67
32.24
33.89
35.63
37.41
Effective the pay period that includes July 1, 2020
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Customer Service Supervisor
31.27
32.88
34.56
36.33
38.19
40.10
Management Analyst II
41.06
43.16
45.32
47.64
50.08
52.64
Recreation Coordinator
30.05
31.59
33.21
34.91
36.69
38.53
Resolution 18-63
Appendix A
APPENDIX B - CONFIDENTIAL HOURLY SALARY RANGES
Effective the pay period that includes July 1, 2018
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Administrative Assistant-CONF
23.08
24.26
25.51
26.81
28.18
29.59
Executive Assistant-CONF
26.81
28.18
29.63
31.14
32.74
34.38
Executive Coordinator
30.76
32.33
33.99
35.73
37.56
39.44
Management Analyst I-CONF
33.32
35.02
36.82
38.70
40.68
42.72
Management Assistant-CONF
26.35
27.70
29.11
30.60
32.17
33.78
Office Support Specialist
21.76
22.87
24.04
25.27
26.57
27.89
Senior Management Ast-CONF
30.60
32.17
33.82
35.55
37.37
39.24
Effective the pay period that includes July 1, 2019
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Administrative Assistant-CONF
23.77
24.99
26.27
27.62
29.03
30.48
Executive Assistant-CONF
27.62
29.03
30.52
32.08
33.72
35.41
Executive Coordinator
31.68
33.30
35.01
36.80
38.69
40.62
Management Analyst I-CONF
34.32
36.07
37.92
39.86
41.90
44.00
Management Assistant-CONF
27.14
28.53
29.99
31.52
33.14
1 34.79
Office Support Specialist
22.41
23.56
24.76
26.03
27.36
28.73
Senior Management Ast-CONE
31.52
33.14
34.83
36.62
38.49
40.42
Effective the pay period that includes July 1, 2020
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Administrative Assistant-CONF
24.49
25.74
27.06
28.44
29.90
31.40
Executive Assistant-CONF
28.44
29.90
31.43
33.04
34.73
36.47
Executive Coordinator
32.63
34.30
36.06
37.90
39.85
41.84
Management Analyst I-CONF
35.35 1
37.16
39.06
41.06
43.16
45.32
Management Assistant-CONF
27.95
29.38
30.89
32.47
34.13
35.84
Office Support Specialist
23.08
24.26
25.51
26.81
28.18
29.59
Senior Management Ast-CONE
32.47
34.13
35.88
37.72
39.65
41.63
Resolution 18-63
Appendix B