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HomeMy WebLinkAboutCC RES 06-19 RESOLUTION NO. 06-19 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 05-22 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 December 26, 2005 an across the board Cost of Living Adjustment of 5.5% (five and one-half percent) shall be granted to all unit employees (increase applied to the base salary rates of the classifications in the unit and the salaries of the incumbents in the classifications). Effective July 1, 2006, equity adjustments of an additional increase of 2.5% (two and one-half percent) for the positions of Assistant City Manager and Police Chief, and an additional increase of 1.5% (one and one-half) percent for the position of Police Captain. 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. Resolution 06-19 Page1of17 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. 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 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 January 1, 2006, 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 Resolution 06-19 Page 2 of 17 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: 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 General Leave Hours Per Year Max. Accrual 0-5 years 160 400 6-10 years 208 520 Over 10 years 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 appointees' annual General Leave accrual rate if that public Resolution 06-19 Page 3 of 17 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. 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). Accrual and payout of General Leave is limited to a maximum of two and one- half times 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 (i.e. a Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% allocation). A. c. D. Resolution 06-19 Page 4 of 17 Section 9: TEXTBOOK AND TUITION REIMBURSEMENT 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. 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. 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 Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% al- location). 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 $16.50 per pay period (paid bi-weekly to a maximum $429 per year) for care and maintenance. A. Section 11: RETIREMENT 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: 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 payor "pick up" any such contributions. Resolution 06-19 Page 5 of 17 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 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 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 15: 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 his/her 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: Employee Only $411 Employee + 1 Dependent $695 Employee + 2 or more Dependents $871 Resolution 06-19 Page 6 of 17 Effective January 1, 2003, the Flexible Benefits Contribution for eligible "Execu- tive 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 B. C. D. E. $584 Employee + 1 Dependent $1168 Employee + 2 or more Dependents $1514 Designated regular part-time unit employees shall be eligible for the flexi- ble benefit plan contribution on a pro-rata share based upon position allo- cation (i.e. a Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% allocation). The Flexible Benefits contribution consists of mandatory and discretionary allocations which may be applied to City sponsored programs. This con- tribution includes any required minimum contribution for employee health insurance required by PERS (for calendar year 2006 $64.60 is the City payment toward employee medical insurance). Employees may allocate the remaining amount among the following City sponsored programs: 1. 2. 3. 4. 5. 6. 7. 8. Medical insurance offered under the and Hospital Care Act Program. Dental Insurance Additional Life Insurance Vision Insurance Deferred Compensation Section 125 Programs Eligible Catastrophic Care Programs Cash Public Employees' Medical Dscretionary 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 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. Employees who do not elect medical insurance through the program of- fered by the City shall receive $300 per month in lieu of the flexible bene- fits contribution. As a condition of receiving such amount, the employee must provide evidence, satisfactory to the City, that he/she has medi- cal/dental insurance coverage comparable to coverage available through the City program (see below). Designated regular part-time unit employ- Resolution 06-19 Page 7 of 17 ees shall be eligible for the in-lieu flexible benefit plan contribution on a pro-rata share based upon position allocation (i.e. a Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% al- location). 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. The employee must provide proof of other coverage, which shall be confirmed by the City each year prior to open enrollment. 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. 2. 3. Section 16: 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 health/ wellness assessment. A unit employee may participate in the bi-annual program or utilize the benefit for his/her 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 Pro- gram" is offered in November/December of odd numbered years. Section 17: SHORT/LONG-TERM DISABILITY INSURANCE A. The City shall maintain a short/long term disability program providing eli- gible employees a benefit of 60% of base salary pre-disability earnings af- ter a 30 day waiting period. Eligibility for benefits is subject to the STD/L 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. Resolution 06-19 Page 8 of 17 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 with- out 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 pay- ment is taxable income. The employee may supplement this City pay- ment with general leave or other available leave to enable him/her to re- ceive 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 poli- cies. 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 em- ployee 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 ac- crue to the employee. H. The employee may supplement the STD/L TD carrier's payment with gen- eralleave or other available leave to enable him/her to receive an amount equivalent 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 chooses 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/L TD program). In the event timely payment is not made, the City is authorized to reduce the em- ployee's general leave and/or other leave accounts, in an amount equiva- lent 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. Resolution 06-19 Page90f17 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. L. 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 reimburse the City for its' previous con- tribution. Section 18: LIFE INSURANCE The City will provide life insurance on each life of each regular, permanent unit employee of the City 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, $75,000 for :y. time employees and $50,000 for half time employees. The City also provides $1,000 of dependent life insurance. 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 payor paid time off. January 1 Third Monday in February Last Monday in May July4 First Monday in September November 11 New Year's Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Resolution 06-19 Page 10 of 17 Thanksgiving Day Day following Thanksgiving Day December 24 Thanksgiving Day Day after Thanksgiving Day Christmas Eve Holiday December 25 Christmas Day New Year's Eve Holiday December 31 When a holiday occurs on a Sunday, the following Monday will be observed in- stead. 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 nine (9) hours. If an employee's scheduled day off falls on the day of the holiday, he/she shall accrue 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 accumulated General Leave. Designated regular part-time unit employees shall be eligible for holidays on a pro-rata share based upon position allocation (i.e. a Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% allocation). Section 21: 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 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 Resolution 06-19 Page110f17 The rules governing Workers' Compensation shall apply to "Executive Manage- ment" and "Management" employees. Section 24: 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 (i.e., 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. 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 department/City. 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 $350.00 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 OR if the employee has been continuously employed by the City of Tustin for five full years, has reached age 50, elects to defer his/her PERS retirement and does not become employed by another California public agency prior to his/her retirement. Such contribution is in addition to the 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 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 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 Resolution 06-19 Page 12 of 17 position allocation (i.e. a Y. time employee shall receive a 50% allocation; a :y. time employee shall receive a 75% allocation). Section 28: L TD 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 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 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 and unit 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: BI-LiNGUAL PAY Unit Management 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 bi-weekly @ $46.15 per pay period), as a bi-lingual pay incentive. Individuals are eligible to receive bi-lingual pay at the beginning of the first pay period after Human Resources receives the employee's test score demonstrating conversa- tional proficiency. The employee must, on a frequent and recurring basis, speak and/or translate by reading/writing one or more languages other than English in the perform- ance of his/her public contact duties with the City. The City Manager, or his/her designee, may limit the number of employee's eligible based on the needs of the City. Section 33: EDUCATIONAL/POST INCENTIVE PAY Resolution 06-19 Page 13 of 17 Police Captains, who have obtained a Masters' degree AND a Management POST Certificate, are eligible to receive Educational Incentive Pay equivalent to $500.00 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. 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 mee 'ng of the Tustin City Council held on the 6th day of February, 2006. ~~~ PAM STOKER City Clerk Resolution 06-19 Page 140f17 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, Califomia, 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. 06-19 was duly passed and adopted at a regular meeting of the Tustin City Council, held on the 6th day of February, 2006, by the following vote: COUNCILMEMBER AYES: no"",,']' HAIO"N AMAN']'" R(),.", TlATJA~HTMA COUNCILMEMBER NOES: NONE COUNCILMEMBER ABSTAINED: N.2~E COUNCILMEMBER ABSENT: NOm¡: «;) (0) (0) (0) 1'~i4 ~ PAMELA STOKER City Clerk Resolution 06-19 Page 15 of 17 Appendix A Executive Management and Management Monthly Salary Ranges Effective December 26, 2005 EXECUTIVE MANAGEMENT Classification Rance A B C D E Assistant City Manager 1001 10686 11233 11808 12413 13048 Dir. Of Parks & Recreation 922 8773 9222 9694 10191 10712 Dir. Of Public Works 977 10064 10579 11121 11691 12289 Dir. Of Com. Development 949 9384 9865 10370 10901 11460 Dir. Of Human Resources 910 8514 8950 9408 9890 10396 Finance Director 948 9361 9840 10344 10874 11431 Police Chief 1001 10686 11233 11808 12413 13048 MANAGEMENT Classification RanCE A B C D E Police Captains 931 8972 9431 9914 10422 10956 Admin. Services Manager 779 6138 6453 6783 7131 7496 Ass!. Dir. Of Com. Dev. 876 7821 8221 8642 9085 9550 Asst. Finance Director 775 6077 6389 6716 7060 7421 Asst. Pub. Works Director 895 8201 8621 9062 9526 10014 Buildina Official 868 7666 8059 8471 8905 9361 Chief Deputy City Clerk 796 6405 6733 7077 7440 7821 Enaineerina Services Mgr. 878 7860 8262 8685 9130 9598 Field Services Manager 819 6783 7131 7496 7880 8283 Maintenance Supervisor 679 4782 5027 5284 5555 5839 Pol. Sup. Svcs. Administrator 819 6783 7131 7496 7880 8283 Pol. Support Svcs. Manaaer 753 5753 6047 6357 6682 7024 Principal Analyst HR 802 6501 6834 7184 7552 7939 Principal Engineer 832 7007 7366 7743 8139 8556 Principal Planner 823 6851 7202 7571 7959 8366 Recreation Superintendent 782 6185 6501 6834 7184 7552 Recreation Supervisor 675 4734 4977 5232 5500 5781 Redev. Program Manager 846 7256 7628 8018 8429 8861 Sr. Human Res. Analyst 742 5597 5883 6185 6501 6834 Senior Planner 801 6485 6817 7166 7533 7919 Senior Project Manager 839 7131 7496 7880 8283 8707 Sr, Pub. Works Inspector 707 5128 5391 5667 5957 6262 Sr. Info Technology Spec. 718 5271 5541 5825 6123 6437 Transportation & Development Svcs. Mar. 878 7860 8262 8685 9130 9598 Water Services Manager 895 8201 8621 9062 9526 10014 Water Treatment Supervisor 770 6002 6309 6632 6972 7329 Wtr Maint & Const Super 699 5027 5284 5555 5839 6138 Resolution 06-19 Page 160f17 Appendix B Executive Management and Management Monthly Salary Ranges Effective June 26, 2006 Classification Range A B C D E Police Chief 1011 10956 11517 12107 12727 13378 Police Captains 937 9107 9574 10064 10579 11121 Assistant City Manager 1011 10956 11517 12107 12727 13378 Resolution 06-19 Page 17 of 17