HomeMy WebLinkAbout12 BEHAVIORAL HEALTH RESPONSE UNITDocuSign Envelope ID: 89AB5F7E-7024-41 E5-8A70-595E64F5D32A 12
� Agenda Item �
- Reviewed:
AGENDA REPORT City Manager "'
Finance Director
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MEETING DATE: NOVEMBER 16, 2021
TO: MATTHEW S. WEST, CITY MANAGER
FROM: STU GREENBERG, CHIEF OF POLICE
SUBJECT: BEHAVIORAL HEALTH RESPONSE UNIT
SUMMARY:
The Tustin Police Department has proven to be on the leading edge of community
policing. Professionalism, wellness, compassion, and excellence in public safety are
some of the department's highest goals. Recent calls across the nation for reimagined
public safety require a non-traditional policing method with a co -responder model to
address community challenges involving potential "non-violent and/or non -criminal"
issues, including: homelessness, substance use/abuse, mental health, and family issues.
To address these challenges and provide increased community service, executive police
command staff recommends the implementation of a two-year pilot program of the Tustin
Police Department Behavioral Health Response Unit (BHRU) to include the creation of a
Behavioral Health Bureau Commander position.
RECOMMENDATION:
1. Approval of a two-year Behavioral Health Response Unit Pilot Program to provide
increased community service and address the multi -layered challenges of
homelessness, substance use/abuse, mental illness, and family issues;
2. Authorize a supplemental appropriation of $145,000 to fund the Behavioral Health
Response Unit Pilot Program for Fiscal Year 2021/22 as outlined within this report;
3. Adopt City Council Resolution No. 21-104, Amending the City's Classification and
Compensation Plans; and,
4. Authorize the addition of one position in the classification of Behavioral Health
Bureau Commander to the City's Position Control.
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BACKGROUND
The Tustin Police Department annually responds to over 5,400 calls for service involving
persons suffering from various mental health-related issues. Additionally, Tustin Police
Department responds annually to approximately 1,370 calls for service associated with
homelessness, wherein mental illness is often discovered as a primary causative factor
or a secondary effect. Combined, these typical non-violent and/or non -criminal calls for
service represent approximately 20% of all calls for service requiring patrol officers'
response.
Whether the incident involves a short-term acute crisis, a long-term chronic mental health
condition, or a family in crisis, these challenging calls consistently lead to either no police
action taken or a protracted process that often impacts emergency response time for
other calls and decreases proactive policing efforts. For example, the chart below outlines
the overall increase in calls for service related to mental health or homelessness -related
issues over the last several years.
Mental Health and Homeless -Related Calls for Service
I
Homeless-
Other Mental
' Total Calls for
Total Calls for
Year
Related
Health-
Mental Health
Service
Calls
Related Calls
and Transients
2018
1,172
5,014
6,186
_
33,834
2019
1,359
5,591
6,950
35,294
2020
1,594
5,476
7,070
33,152 _
2021 (through
454
1,828
2,282
11,276
5/09/2021
Purpose:
The purpose of the Behavioral Health Response Unit (BHRU) would be to address the
increased calls for service related to the multi -layered problem of homelessness,
substance use and abuse, mental health, and family issues. The proposed BHRU would
reduce the need for Tustin PD patrol officers to respond to non-violent and/or non -criminal
calls for service and/or dramatically reduce the amount of time patrol officers spend at an
incident before transferring authority to a member of BHRU.
The BHRU personnel would work collaboratively with Orange County's Health Care
Agency, mental health professionals, the police department, City of Tustin personnel,
non-profit organizations, and community stakeholders. Examples of the departments staff
would collaborate with include: City Net, Psychiatric Emergency Response Team (PERT),
"Be Well" Orange County, Homeless Liaison Officer, and Community Impact Officer. The
BHRU mission would be to develop and utilize innovative methods to reduce recidivism
of mental health-related calls for service and increase the crisis intervention services for
the residents of the City of Tustin.
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Objective:
The BHRU would provide an enhanced response to individuals experiencing mental
health crises. Behavior Health Liaisons would utilize their knowledge and experience to
recognize a mental health crisis, de-escalate the situation, and link individuals with
behavioral healthcare providers. Additionally, the Behavior Health Liaisons would be
responsible for their respective case management and would review incidents with a
mental health nexus, conduct follow-up care, and proactively connect individuals with
appropriate services.
The City of Tustin has a unique opportunity to set the gold standard in behavioral health
response to the community of Tustin. Our Civilian Commander, Katarina Thomas,
possesses a Doctorate in Clinical Psychology and has been a licensed marriage and
family therapist (LMFT) since 1993. Additionally, Commander Thomas has 21 years of
law enforcement experience with the Los Angeles Police Department where she retired
as a Lieutenant. Commander Thomas is also a current and prior Peer Support
Coordinator, Steering Committee member, and instructor in "Suicidality and Depression"
and "Relationships".
This skillset combination is unique to our profession and should prove to be an invaluable
resource in behavioral health response to the City of Tustin and potentially to the County
of Orange in the future. The transition of the Civilian Police Commander to the Behavioral
Response Unit Coordinator is further detailed in this proposal under the Fiscal Impact
heading.
The current Police Civilian Commander has the knowledge, skills, and qualifications to
ensure the BHRU and, specifically, the position as the Behavioral Health Bureau
Commander will thrive. The current Police Civilian Commander would transfer into the
newly created Behavioral Health Bureau Commander position.
The BHRU's comprehensive response strategy to crisis intervention would be a multi-
layered approach that includes triage by trained dispatchers, co -response teams, and
follow-up case managers, as well as focused community engagement. Community mental
health professionals work with law enforcement members, both sworn and civilian, to
consistently engage community partners for best practices.
The BHRU would handle calls for service that are considered in the scope of work. Those
calls include, but are not limited to:
• Mental Illness
• Substance Use
• Homelessness
• Family Disputes
• Welfare Checks
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The scope and competency of the BHRU would provide mental health services to
individuals in the following circumstances, including but not limited to:
• Mental health services and emotional support for individuals in crisis
• Clinical supervision of all mental health services
• Follow-up contact to the initial call within an appropriate time frame to ensure
individuals have the needed resources
• Follow-up care programs specific to the individuals' needs
The Behavioral Health Bureau Commander would establish and utilize a comprehensive
Quality Control Plan to ensure a consistently high level of service is delivered to the public
and the City. The plan must include a method for measuring the effectiveness of the
services provided and the outcome data. Monthly reporting to the Chief of Police and City
Manager would include:
• The number of calls for service handled
• The number of calls for service handled that end up requiring police response
• Call types
• The number of individuals accepting follow-up
• The number of individuals who were successfully reached through follow-up
• Linkages to mental health/substance use/homeless shelters/other community
services
The department will ensure that all staff assigned to work under the auspices of the BHRU
receive proper training prior to beginning work in the field. Examples of such training
include Crisis Intervention, Mental Health First Aid, and other de -escalation -based
training. Furthermore, this training will include the dispatch protocols, standards of a safe
response to field incidents, and a background in mental health services and crisis
stabilization. The training should ensure the BHRU members are linked to community-
based programs to further assist the individual and provide appropriate and culturally
competent resources.
Classification and Compensation Plan
The City's Personnel Rules (Resolution No. 15-50) require City Council approval for any
changes to the City's Classification Plan and/or Compensation Plan, which includes
adding a newjob classification or modifying the salary range of anyjob classification. The
City's Classification and Compensation Plans are updated by the City Council upon the
adoption of each fiscal year's operating budget and periodically during the year as
modifications become necessary.
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Behavioral Health Response Unit Page 5 of 6
The current salary resolution for Executive and Management employees has been
amended to add the new classification of Behavioral Health Bureau Commander to the
City's unrepresented Management unit, with an initial salary range of $56.33 - $72.23 per
hour (equivalent to the established salary range of the existing Police Civilian
Commander) and the same future adjustments as scheduled for other employees in this
employee group. Other than the addition of the Behavioral Health Bureau Commander,
the salary resolution for Executive and Management employees is identical to the
resolution previously adopted by the City Council on September 21, 2021.
Position Control
Through the biennial budget process, the City adopts a comprehensive Position Control
list that authorizes a specific number of positions in each job classification. Over time,
staffing needs are revisited and amendments to the Position Control list become
necessary. In order to staff the Behavioral Health Bureau Commander position without
exceeding authorized Position Control, the City needs to add one position in the
classification of Behavioral Health Bureau Commander to the Position Control list.
FISCAL IMPACT
The BHRU would be implemented as a two-year pilot program. Throughout the
implementation of, and at the conclusion of the two-year pilot program, the BHRU and the
Behavioral Health Bureau Commander position would be assessed for effectiveness.
Behavioral Health Bureau Commander:
The table below reflects the annual salary and benefits cost for the Behavioral Health
Bureau Commander:
Salary & Benefits for Behavioral Health Bureau Commander
Annual Pay
$139,588.80
Additional Pay
540.00
Flex Pay
19,800.04
Medicare
2,125.38
City -Paid Pension Costs
9,234.39
Annual Salary & Benefits
$171,288.61
The estimated cost for salary and benefits attributable to the remaining seven months of
Fiscal Year 2021/22 is approximately $100,000. It is recommended that 50% of this cost
be funded from the General Fund with the balance funded from the public safety grant
funds outlined on the following page.
A non-traditional police vehicle would also be required for BHRU personnel to respond to
calls for service. The BHRU would not need a pursuit -rated vehicle; however, a
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Page 6 of 6
conversion package is recommended for effective response and communication with the
Communications Unit and patrol officers. The estimated cost of the BHRU vehicle and
equipment conversion package is $45,000, which can be funded from the Equipment
Replacement Fund, which has over $2 million in reserves.
Total cost for a two-year pilot program including salary, benefits, and equipment:
$387,577.22. A supplemental appropriation in the amount of $145,000 is required for
Fiscal Year 2021/22, which may be funded from the following:
Proposed Funding Sources for Fiscal Year 2021/22 Costs
General Fund $ 50,000
Public Safety Grant Funds:
Supplemental Law Enforcement Services Fund (SLESF) 50,000
Board of State and Community Corrections (BSCC) Funds/
Assembly Bill 109 Funds
Equipment Replacement Fund (for vehicle & equipment cost) 45,000
Supplemental Appropriation for FY 2021/22 $145,000
Doc uSigned by:
S
CA75C54279BD466...
STU GREENBERG
Chief of Police
Attachment: Resolution No. 21-104
[_DocuSigned by:
8AEE1A896E5MA7...
KATARINA THOMAS
Civilian Commander
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RESOLUTION NO. 21-104
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN, CALIFORNIA, RELATING TO COMPENSATION
AND BENEFITS FOR UNREPRESENTED EXECUTIVE
MANAGEMENT AND MANAGEMENT EMPLOYEES,
AND SUPERSEDING RESOLUTION 21-81
WHEREAS, the employees covered by this Resolution constitute Executive
Management and Management personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the
proposed employment terms contained herein;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
(the "City") authorizes staff to implement the provisions of this Resolution and modify the
City's Classification and Compensation Plans to reflect the changes approved in this
Resolution, and that the wages, hours and conditions of employment be adopted and set
forth as follows:
CHAPTER 1 — GENERAL PROVISIONS
Section 1: Classifications
The Executive Management unit includes the classifications designated by the City as
"department heads". The Management unit includes all other unrepresented FLSA-exempt
classifications designated by the City as "management" employees.
Whenever the term "Executive Management" is used in this Resolution, it shall be
understood to include the City Manager. The benefits and terms of employment of the City
Manager and any other Executive Management employee employed under an individual
employment agreement shall be as set forth herein, provided that any contrary written terms
established by the City Council or City Manager, which provide a greater benefit than
provided for in this Resolution, shall prevail.
Section 2: Effective Dates
The effective date of each Section is September 27, 2021, unless otherwise stated herein.
CHAPTER 2 — COMPENSATION
Section 3: Salary
Effective the pay period that includes October 1, 2021, employees shall receive a two and
one-half percent (2.5%) base salary increase.
Resolution 21-104
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Effective the pay period that includes July 1, 2022, employees shall receive a two and one-
half percent (2.5%) base salary increase.
Effective the pay period that includes July 1, 2023, employees shall receive a two and one-
quarter percent (2.25%) base salary increase.
Effective the pay period that includes July 1, 2024, employees shall receive a one and one-
quarter percent (1.25%) base salary increase.
The base salary ranges for employees covered by this Resolution are hereby incorporated
as 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: Bilingual Pay
The City shall pay Bilingual Pay in the amount of one hundred dollars ($100) per month
(paid biweekly) to employees in City -designated positions who demonstrate
conversational skill in Spanish or another language approved by the Director of Human
Resources as necessary for City business.
To qualify for Bilingual Pay, the employee must 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 successfully pass a City -sponsored examination for
conversational skill. The Director of Human Resources may limit the number of
employees receiving Bilingual Pay based on the needs of the City and may discontinue
Bilingual Pay for any employee who no longer uses bilingual skills in the course of work
as needed by the City.
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 5: Uniforms
The City shall provide employees in the classifications of Police Chief and Deputy Police
Chief with uniforms, including replacements as needed. Additionally, employees in these
classifications receive an allowance of $429 per year (paid biweekly) for care and
maintenance of uniforms. In compliance with the California Public Employees' Retirement
System regulations and definition of special compensation (2 CCR §571), for "classic
members" as defined by the Public Employees' Pension Reform Act of 2013, the
Resolution 21-104
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compensation paid for the maintenance of required uniforms shall be reported to
CalPERS as special compensation described in Title 2 CCR, Section 571(a)(5) and
571.1(b)(2) as a "statutory item" — a type of reportable special compensation.
The City shall provide uniforms, including replacements as needed, to employees in the
classifications of Maintenance Supervisor, Water Maintenance and Construction
Supervisor, and Water Treatment Supervisor. In compliance with the California Public
Employees' Retirement System regulations and definition of special compensation (2 CCR
§571), for "classic members" as defined by the Public Employees' Pension Reform Act of
2013, the monetary value of the rental and maintenance of the required uniforms shall be
reported to CalPERS as special compensation described in Title 2 CCR, Section 571(a)(5)
as a "statutory item" — a type of reportable special compensation.
Section 6: Educational Incentive Pay
Employees in the classification of Deputy Police Chief are eligible to receive Educational
Incentive Pay as follows:
Degree Amount
Bachelor's $575/month (paid biweekly)
Master's $600/month (paid biweekly)
Employees are eligible to receive Educational Incentive Pay at the beginning of the first
pay period after Human Resources certifies that the employee has met all of the eligibility
requirements.
In compliance with the California Public Employees' Retirement System regulations and
definition of special compensation (2 CCR §571), the monetary value of educational
incentive pay shall be reported to CalPERS as special compensation described in Title 2
CCR, Section 571(a)(2) as an "educational pay" — a type of reportable special
compensation.
Section 7: 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
Resolution 21-104
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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 defined 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 8: Flexible Benefits Plan
The City contracts with the California Public Employees' Retirement System (CaIPERS)
for the provision of medical insurance. All Executive Management and Management
employees shall receive the minimum amount required under the Public Employees'
Medical and Hospital Care Act (PEMHCA) ($143 for calendar year 2021 and a yet to be
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 and are paid biweekly on a pro -rated basis.
Effective the pay period that includes October 1, 2021, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,600 $1,850 $2,250
Effective the pay period that includes July 1, 2022, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,625 $1,900 $2,350
Effective the pay period that includes July 1, 2023, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Resolution 21-104
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Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,650 $1,950 $2,450
Effective the pay period that includes July 1, 2024, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,675 $2,000 $2,550
Effective the pay period that includes October 1, 2021, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,400 $1,550 $1,750
Effective the pay period that includes July 1, 2022, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,425 $1,600 $1,850
Effective the pay period that includes July 1, 2023, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,450 $1,650 $1,950
Effective the pay period that includes July 1, 2024, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,475 $1,700 $2,050
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. As a condition
Resolution 21-104
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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 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 that
may be applied to City -sponsored programs, including required payment towards
employee medical insurance under the Public Employees' Medical and Hospital Care Act
(PEMHCA). Employees may allocate the remaining amount among the following City -
sponsored programs:
1. Medical insurance
2. 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 9: 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 CaIPERS.
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. 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
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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 also 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) 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 also 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, 2021, the employee contribution is 6.25%. This amount
will be determined by CalPERS 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.
Resolution 21-104
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Employees first hired by the City as Local Safety Members prior to January 1, 2012 shall
be provided the CalPERS 3% @ 50 retirement formula in accordance with Government
Code section 21362.2.
These employees are responsible for paying the employee contribution of 9% of the
employee's wages through a pre-tax 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.
These employees are also 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 twelve percent (12%).
The plan has been amended to include Section 21574 (Fourth 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.
Employees first hired by the City as Local Safety Members on or after January 1, 2012
who are "classic members" as defined by the Public Employees' Pension Reform Act
(PEPRA) of 2013 shall be provided the CalPERS 2% @ 50 retirement formula.
The employee is responsible for paying the employee contribution of 9% through a pretax
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.
These employees are also 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 twelve percent (12%).
The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section
21024 (Military Service Credit as Public Service). The employee is responsible for paying
the employee portion of the 1959 Survivor benefit premium. This plan provides retirement
benefits based on the highest annual average compensation earnable during the three
consecutive years of employment immediately preceding the effective date of his or her
retirement or as designated by the employee in accordance with Government Code
Section 20037.
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 2.7% @ 57 plan for Local Safety members.
Resolution 21-104
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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, 2021, the employee contribution is 13.00%. This amount
will be determined by CalPERS 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.
The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section
21024 (Military Service Credit as Public Service). The employee is responsible for paying
the employee portion of the 1959 Survivor benefit premium. This plan provides retirement
benefits based on the highest annual average compensation earnable during the three
consecutive years of employment immediately preceding the effective date of his or her
retirement or as designated by the employee in accordance with Government Code
Section 7522.32(a).
Section 10: Deferred Compensation
Employees may voluntarily open an IRC Section 457(b) deferred compensation account
and make pre-tax contributions up the maximum amount permitted by law based on their
age.
Effective the pay period that includes July 1, 2024, employees who contribute to an IRC
Section 457(b) deferred compensation account will receive a matching City contribution
to an IRC Section 401(a) deferred compensation account, up to a maximum of two
percent (2%) of the employee's base salary. City contributions to the employee's 401(a)
plan will be made on each biweekly paycheck, on a dollar -for -dollar basis equivalent to
the employee's contribution to his/her 457(b) plan on that biweekly paycheck, in an
amount not to exceed two percent (2%) of the employee's base salary.
Section 11: Life Insurance
The City will provide life insurance for each Executive Management and Management
employee and pay the required premiums. The death benefit of said policy shall be two
hundred thousand dollars ($200,000). The City will also provide $1,000 per dependent of
dependent life insurance and pay the required premiums.
Section 12: 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
Resolution 21-104
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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 unit employees are required to participate in the program. Premiums are deducted
from the employee's pay on an after-tax basis.
In the event 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
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.
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An employee is only eligible for the City's 60% STD/LTD salary continuation benefit once
in any rolling 12 -month period.
Section 13: Vehicle Allowance
Each Executive Management employee shall have his/her personal vehicle available and
shall use his/her personal vehicle for City business. To cover these costs, except as noted
below, Executive Management employees shall receive a $600 monthly vehicle allowance
(paid biweekly).
In consideration of the duties associated with the classification, employees in the
classifications of Police Chief and Deputy Police Chief may be provided with a City vehicle
or be provided with the vehicle allowance provided to Executive Management employees,
subject to mutual agreement between the employee and the City Manager.
Section 14: 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 twelve months 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 15: Smartphone Stipend
Employees are eligible for a smartphone stipend of $45 per month (paid biweekly). The
stipend is designed to contribute to an employee's smartphone plan, not to fully pay for the
plan. Any additional charges an employee incurs are his/her own responsibility and those
additional charges are not eligible for reimbursement.
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Section 16: Retiree Medical Insurance
The City will reimburse eligible unit employees up to a maximum of $350 per month for
the payment of CalPERS retiree medical insurance premiums. This amount is in addition
to the minimum contribution towards retiree medical insurance required under the
PEMHCA program ($143 per month for calendar year 2021 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 CalPERS, and enrolls in a CalPERS medical insurance plan immediately after
retirement. Eligible employees who suffer a disability, are unable to return to work, and
take a disability retirement from CalPERS 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 CalPERS, and enrolls in a CalPERS medical insurance plan
immediately after retirement. Eligible employees who suffer a disability, are unable to
return to work, and take a disability retirement from CalPERS 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 CalPERS
insurance billing. In order to maintain the retiree medical insurance stipend throughout
retirement, an employee must maintain coverage in a CalPERS medical insurance plan;
once coverage is dropped, reimbursement will cease and will not be reinstated.
CHAPTER 4 — LEAVES OF ABSENCE
Section 17: General Leave
Paid General Leave shall be granted to each full-time employee at the rates listed below
per year, prorated on a biweekly basis for each biweekly pay period in which the employee
is in paid status for at least 40 hours of the pay period. If the employee is in paid status
between 40 — 80 hours of a pay period, his/her General Leave will be earned on a prorated
basis for the pay period.
Service Hours Per Year Maximum Accrual
0 — 5 years 160 320
6 — 10 years 208 416
Over 10 years 248 496
When appointing an individual to an Executive Management or Management
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classification, the City Manager shall have the authority to consider the individual's prior
employment in determining an advanced General Leave accrual rate and an initial one-
time allocation of General Leave hours upon employment.
Each January, Executive Management employees are eligible to receive up to sixteen
(16) additional hours of General Leave for satisfactory performance as determined by the
City Manager. Management employees may be entitled to eight (8) additional hours of
General Leave as determined by their department head.
At any time, employees may accumulate General Leave to a maximum of two (2) times
the employee's annual accrual. 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 General Leave, not to exceed the maximum
of two (2) years accrual, at the employee's then current base salary rate.
General Leave Cash Out
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 140 hours of General Leave
which will be earned in the following calendar year at the employee's base rate of pay. In
addition to the cash out opportunities described above, Executive Management
employees may also cash out additional General Leave, in any amount, as long as at
least 200 hours of General Leave remain in the employee's General Leave bank after the
cash out.
The employee can request that the cash out be processed on 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 18: Administrative Leave
As exempt employees under the Fair Labor Standards Act (FLSA), Executive
Management and Management employees are compensated for meeting the
requirements and performing the duties of their jobs, regardless of the number or
scheduling of hours worked. Such employees may be required periodically or routinely
to work long or irregular hours, and to attend various meetings and functions outside of
normal "business hours" to fulfill their responsibilities. No overtime compensation shall be
provided for Executive Management and Management employees unless otherwise
required by State or Federal law.
In lieu of overtime compensation, the City will provide employees with an annual credit of
Resolution 21-104
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forty (40) hours of paid Administrative Leave during the pay period that includes January 1
each year. During the first calendar year of employment as an employee covered by this
Resolution, employees will be granted a prorated share of Administrative Leave at the
time of appointment, with the amount dependent upon the employee's hire date, as
follows:
Hire Date Administrative Leave
1 st Quarter (January — March) 40 hours
2nd Quarter (April — June) 30 hours
3rd Quarter (July — September) 20 hours
4th Quarter (October — December) 10 hours
Each January, each Executive Management and Management employee is eligible to
receive up to an additional forty (40) hours of Administrative Leave pursuant to the
recommendation of his/her Department Head or the City Manager, with such
recommendation based on the individual's prior year's job performance and his/her
commitment of time dedicated to City business in excess of his/her regular work schedule.
After the conclusion of the first calendar year of employment, employees shall be eligible
for a prorated share of additional Administrative Leave, in accordance with the same
guidelines as those governing the initial granting of Administrative Leave at time of
appointment, as specified in this Section (e.g. an employee hired in the 3rd Quarter of
Year 1 is eligible for up to 20 additional hours of Administrative Leave in January of Year
2). An employee whose performance needs improvement, pursuant to a performance
evaluation or performance improvement plan, is not eligible to receive additional
Administrative Leave.
The accrual of Administrative Leave is limited to a maximum of eighty (80) hours at any
time. In order to receive the maximum accrual of Administrative Leave each year, the
employee must use all previously accrued Administrative Leave no later than the pay
period that includes January 1. Use of Administrative Leave is completely discretionary
upon the approval of the Department Head or the City Manager.
When an employee separates from City service or remains employed by the City, but
moves to a FLSA non-exempt position, the employee shall be compensated for all
accrued Administrative Leave at the employee's base hourly rate of pay.
Section 19: 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
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
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June 19
July 4
First Monday in September
November 11
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
When a holiday occurs on a Sunday, the following Monday will be observed instead.
When a holiday occurs on a Saturday, the preceding Friday will be observed instead. If
a holiday falls on a day that is also an employee's regular day off, the employee will accrue
nine hours to his/her General Leave bank for the holiday. If a holiday falls on an
employee's regularly scheduled working Friday, the employee will receive eight hours of
holiday pay and accrue one hour to his/her General Leave bank.
Section 20: Bereavement Leave
Unit employees are allowed up to five (5) days of paid leave for the purpose of
Bereavement Leave in the event of a death in the "immediate family". For purposes of
this section, "immediate family" is defined as including spouse, registered domestic
partner, mother, stepmother, father, stepfather, brother, 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 21: Work Schedules
Executive Management and Management employees are eligible for participation in the
City's Alternate Work Schedule and Telecommuting programs. 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 and
Telecommuting.
Resolution 21-104
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PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 16th day of November 2021.
LETITIA CLARK
Mayor
ATTEST:
ERICA N. YASUDA
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. 21-81 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 16th day of
November 2021, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
ERICA N. YASUDA
City Clerk
Resolution 21-104
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APPENDIX A - EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Assistant City Manager
85.91
90.31
94.94
99.79
104.91
110.15
Deputy City Manager
73.03
76.77
80.70
84.84
89.18
93.63
Director of Community Dev
73.58
77.36
81.31
85.49
89.86
94.35
Director of Economic Devel
78.63
82.66
86.89
91.34
96.01
100.82
Director of Finance / CT
78.63
82.66
86.89
91.34
96.01
100.82
Director of Human Resources
66.76
70.18
73.77
77.55
81.52
85.60
Director of Parks & Rec
68.79
72.31
76.01
79.91
84.00
88.20
Director of Public Wks / CE
80.51
84.63
88.97
93.52
98.31
103.23
Police Chief
90.21
94.82
99.68
104.79
110.15
115.66
Effective the Pay Period that includes July 1, 2022
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Assistant City Manager
88.06
92.57
97.31
102.28
107.53
112.90
Deputy City Manager
74.86
78.69
82.72
86.96
91.41
95.97
Director of Community Dev
75.42
79.29
83.34
87.63
92.11
96.71
Director of Economic Devel
80.60
84.73
89.06
93.62
98.41
103.34
Director of Finance / CT
80.60
84.73
89.06
93.62
98.41
103.34
Director of Human Resources
68.43
71.93
75.61
79.49
83.56
87.74
Director of Parks & Rec
70.51
74.12
77.91
81.91
86.10
90.41
Director of Public Wks / CE
82.52
86.75
91.19
95.86
100.77
105.81
Police Chief
92.47
97.19
102.17
107.41
112.90
118.55
Effective the Pay Period that includes July 1, 2023
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Assistant City Manager
90.04
94.65
99.50
104.58
109.95
115.44
Deputy City Manager
76.54
80.46
84.58
88.92
93.47
98.13
Director of Community Dev
77.12
81.07
85.22
89.60
94.18
98.89
Director of Economic Devel
82.41
86.64
91.06
95.73
100.62
105.67
Director of Finance / CT
82.41
86.64
91.06
95.73
100.62
105.67
Director of Human Resources
69.97
73.55
77.31
81.28
85.44
89.71
Director of Parks & Rec
72.10
75.79
79.66
83.75
88.04
92.44
Director of Public Wks / CE
84.38
88.70
93.24
98.02
103.04
108.19
Police Chief
94.55
99.38
104.47
109.83
115.44
121.22
Resolution 21-104
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Effective the Pay Period that includes July 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Assistant City Manager
91.17
95.83
100.74
105.89
111.32
116.88
Deputy City Manager
77.50
81.47
85.64
90.03
94.64
99.36
Director of Community Dev
78.08
82.08
86.29
90.72
95.36
100.13
Director of Economic Devel
83.44
87.72
92.20
96.93
101.88
106.99
Director of Finance / CT
83.44
87.72
92.20
96.93
101.88
106.99
Director of Human Resources
70.84
74.47
78.28
82.30
86.51
90.83
Director of Parks & Rec
73.00
76.74
80.66
84.80
89.14
93.60
Director of Public Wks / CE
85.43
89.81
94.41
99.25
104.33
109.54
Police Chief
95.73
100.62
105.78
111.20
116.88
122.74
Resolution 21-104
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APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accounting Supervisor
49.11
51.62
54.26
57.04
59.96
62.97
Administrative Services Mgr
55.64
58.49
61.48
64.63
67.94
71.33
Assistant Dir of Com Dev - Plan
61.33
64.46
67.77
71.24
74.89
78.63
Assistant Dir of Comm Dev
61.33
64.46
67.77
71.24
74.89
78.63
Assistant Dir of Comm Dev - Bldg
64.39
67.69
71.16
74.80
78.63
82.56
Assistant to the City Manager
55.64
58.49
61.48
64.63
67.94
71.33
Behavioral Health Bureau Cmdr
56.33
59.22
62.25
65.44
68.79
72.23
Building Inspection Supv
42.92
45.11
47.42
49.85
52.40
55.02
Building Official
58.08
61.06
64.19
67.47
70.92
74.47
City Clerk
54.67
57.47
60.41
63.51
66.76
70.10
Deputy Building Official
54.95
57.76
60.72
63.83
67.10
70.45
Deputy Director of Econ Devel
61.33
64.46
67.77
71.24
74.89
78.63
Deputy Director of Finance
61.33
64.46
67.77
71.24
74.89
78.63
Deputy Director of Parks & Rec
55.64
58.49
61.48
64.63
67.94
71.33
Deputy Director of PW - Eng
66.93
70.36
73.95
77.75
81.72
85.81
Deputy Director of PW - Ops
64.37
67.66
71.12
74.77
78.60
82.52
Deputy Police Chief
82.86
87.11
91.56
96.15
100.95
106.00
Economic Devel & Housing Mgr
56.90
59.82
62.87
66.10
69.48
72.96
Economic Development Proj Mgr
43.23
45.45
47.78
50.23
52.80
55.43
Field Services Manager
55.64
58.49
61.48
64.63
67.94
71.33
Finance Manager
55.64
58.49
61.48
64.63
67.94
71.33
Human Resources Manager
55.64
58.49
61.48
64.63
67.94
71.33
Information Tech Supervisor
54.67
57.47
60.41
63.51
66.76
70.10
Maintenance Supervisor
37.50
39.42
41.44
43.56
45.79
48.08
Plan Check Supervisor
42.92
45.11
47.42
49.85
52.40
55.02
Police Civilian Commander
56.33
59.22
62.25
65.44
68.79
72.23
Principal Engineer
54.95
57.76
60.72
63.83
67.10
70.45
Principal Plan Check Engineer
54.95
57.76
60.72
63.83
67.10
70.45
Principal Planner
53.73
56.48
59.37
62.41
65.60
68.88
Public Works Inspection Su v
38.86
40.85
42.94
45.13
47.45
49.82
Public Works Manager
53.19
55.91
58.77
61.79
64.95
68.20
Recreation Superintendent
48.49
50.98
53.59
56.33
59.22
62.18
Recreation Supervisor
37.13
39.03
41.03
43.13
45.34
47.60
Senior Accountant
39.03
41.03
43.13
45.34
47.66
50.04
Senior Information Tech Spec
39.62
41.65
43.78
46.02
48.38
50.80
Senior Management Analyst
51.33
53.96
56.72
59.62
62.68
65.89
Senior Planner
43.23
45.45
47.78
50.23
52.80
55.43
Water Maint & Const Su v
41.24
43.35
45.56
47.90
50.35
52.87
Water Services Manager
61.63
64.79
68.11
71.60
75.27
79.03
Water Treatment Supervisor
47.07
49.48
52.01
54.67
57.47
60.34
Resolution 21-104
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Effective the Pay Period that includes July 1, 2022
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accounting Supervisor
50.34
52.91
55.62
58.47
61.46
64.54
Administrative Services Mgr
57.03
59.95
63.02
66.25
69.64
73.11
Assistant Dir of Com Dev - Plan
62.86
66.07
69.46
73.02
76.76
80.60
Assistant Dir of Comm Dev
62.86
66.07
69.46
73.02
76.76
80.60
Assistant Dir of Comm Dev - Bldg
66.00
69.38
72.94
76.67
80.60
84.62
Assistant to the City Manager
57.03
59.95
63.02
66.25
69.64
73.11
Behavioral Health Bureau Cmdr
57.74
60.70
63.81
67.08
70.51
74.04
Building Inspection Supv
43.99
46.24
48.61
51.10
53.71
56.40
Building Official
59.53
62.59
65.79
69.16
72.69
76.33
City Clerk
56.04
58.91
61.92
65.10
68.43
71.85
Deputy Building Official
56.32
59.20
62.24
65.43
68.78
72.21
Deputy Director of Econ Devel
62.86
66.07
69.46
73.02
76.76
80.60
Deputy Director of Finance
62.86
66.07
69.46
73.02
76.76
80.60
Deputy Director of Parks & Rec
57.03
59.95
63.02
66.25
69.64
73.11
Deputy Director of PW - Eng
68.60
72.12
75.80
79.69
83.76
87.96
Deputy Director of PW - Ops
65.98
69.35
72.90
76.64
80.57
84.58
Deputy Police Chief
84.93
89.29
93.85
98.55
103.47
108.65
Economic Devel & Housing Mgr
58.32
61.32
64.44
67.75
71.22
74.78
Economic Development Proj Mgr
44.31
46.59
48.97
51.49
54.12
56.82
Field Services Manager
57.03
59.95
63.02
66.25
69.64
73.11
Finance Manager
57.03
59.95
63.02
66.25
69.64
73.11
Human Resources Manager
57.03
59.95
63.02
66.25
69.64
73.11
Information Tech Supervisor
56.04
58.91
61.92
65.10
68.43
71.85
Maintenance Supervisor
38.44
40.41
42.48
44.65
46.93
49.28
Plan Check Supervisor
43.99
46.24
48.61
51.10
53.71
56.40
Police Civilian Commander
57.74
60.70
63.81
67.08
70.51
74.04
Principal Engineer
56.32
59.20
62.24
65.43
68.78
72.21
Principal Plan Check Engineer
56.32
59.20
62.24
65.43
68.78
72.21
Principal Planner
55.07
57.89
60.85
63.97
67.24
70.60
Public Works Inspection Su v
39.83
41.87
44.01
46.26
48.64
51.07
Public Works Manager
54.52
57.31
60.24
63.33
66.57
69.91
Recreation Superintendent
49.70
52.25
54.93
57.74
60.70
63.73
Recreation Supervisor
38.06
40.01
42.06
44.21
46.47
48.79
Senior Accountant
40.01
42.06
44.21
46.47
48.85
51.29
Senior Information Tech Spec
40.61
42.69
44.87
47.17
49.59
52.07
Senior Management Analyst
52.61
55.31
58.14
61.11
64.25
67.54
Senior Planner
44.31
46.59
48.97
51.49
54.12
56.82
Water Maint & Const Su v
42.27
44.43
46.70
49.10
51.61
54.19
Water Services Manager
63.17
66.41
69.81
73.39
77.15
81.01
Water Treatment Supervisor
48.25
50.72
53.31
56.04
58.91
61.85
Resolution 21-104
Page 20 of 22
DocuSign Envelope ID: 89AB5F7E-7024-41 E5-8A70-595E64F5D32A
Effective the Pay Period that includes July 1, 2023
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accounting Supervisor
51.47
54.10
56.87
59.79
62.84
65.99
Administrative Services Mgr
58.31
61.30
64.44
67.74
71.21
74.75
Assistant Dir of Com Dev - Plan
64.27
67.56
71.02
74.66
78.49
82.41
Assistant Dir of Comm Dev
64.27
67.56
71.02
74.66
78.49
82.41
Assistant Dir of Comm Dev - Bldg
67.49
70.94
74.58
78.40
82.41
86.52
Assistant to the City Manager
58.31
61.30
64.44
67.74
71.21
74.75
Behavioral Health Bureau Cmdr
59.04
62.07
65.25
68.59
72.10
75.71
Building Inspection Supv
44.98
47.28
49.70
52.25
54.92
57.67
Building Official
60.87
64.00
67.27
70.72
74.33
78.05
City Clerk
57.30
60.24
63.31
66.56
69.97
73.47
Deputy Building Official
57.59
60.53
63.64
66.90
70.33
73.83
Deputy Director of Econ Devel
64.27
67.56
71.02
74.66
78.49
82.41
Deputy Director of Finance
64.27
67.56
71.02
74.66
78.49
82.41
Deputy Director of Parks & Rec
58.31
61.30
64.44
67.74
71.21
74.75
Deputy Director of PW - Eng
70.14
73.74
77.51
81.48
85.64
89.94
Deputy Director of PW - Ops
67.46
70.91
74.54
78.36
82.38
86.48
Deputy Police Chief
86.84
91.30
95.96
100.77
105.80
111.09
Economic Devel & Housing Mgr
59.63
62.70
65.89
69.27
72.82
76.46
Economic Development Proj Mgr
45.31
47.64
50.07
52.65
55.34
58.10
Field Services Manager
58.31
61.30
64.44
67.74
71.21
74.75
Finance Manager
58.31
61.30
64.44
67.74
71.21
74.75
Human Resources Manager
58.31
61.30
64.44
67.74
71.21
74.75
Information Tech Supervisor
57.30
60.24
63.31
66.56
69.97
73.47
Maintenance Supervisor
39.30
41.32
43.44
45.65
47.99
50.39
Plan Check Supervisor
44.98
47.28
49.70
52.25
54.92
57.67
Police Civilian Commander
59.04
62.07
65.25
68.59
72.10
75.71
Principal Engineer
57.59
60.53
63.64
66.90
70.33
73.83
Principal Plan Check Engineer
57.59
60.53
63.64
66.90
70.33
73.83
Principal Planner
56.31
59.19
62.22
65.41
68.75
72.19
Public Works Inspection Su v
40.73
42.81
45.00
47.30
49.73
52.22
Public Works Manager
55.75
58.60
61.60
64.75
68.07
71.48
Recreation Superintendent
50.82
53.43
56.17
59.04
62.07
65.16
Recreation Supervisor
38.92
40.91
43.01
45.20
47.52
49.89
Senior Accountant
40.91
43.01
45.20
47.52
49.95
52.44
Senior Information Tech Spec
41.52
43.65
45.88
48.23
50.71
53.24
Senior Management Analyst
53.79
56.55
59.45
62.48
65.70
69.06
Senior Planner
45.31
47.64
50.07
52.65
55.34
58.10
Water Maint & Const Su v
43.22
45.43
47.75
50.20
52.77
55.41
Water Services Manager
64.59
67.90
71.38
75.04
78.89
82.83
Water Treatment Supervisor
49.34
51.86
54.51
57.30
60.24
63.24
Resolution 21-104
Page 21 of 22
DocuSign Envelope ID: 89AB5F7E-7024-41 E5-8A70-595E64F5D32A
Effective the Pay Period that includes July 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accounting Supervisor
52.11
54.78
57.58
60.54
63.63
66.81
Administrative Services Mgr
59.04
62.07
65.25
68.59
72.10
75.68
Assistant Dir of Com Dev - Plan
65.07
68.40
71.91
75.59
79.47
83.44
Assistant Dir of Comm Dev
65.07
68.40
71.91
75.59
79.47
83.44
Assistant Dir of Comm Dev - Bldg
68.33
71.83
75.51
79.38
83.44
87.60
Assistant to the City Manager
59.04
62.07
65.25
68.59
72.10 1
75.68
Behavioral Health Bureau Cmdr
59.78
62.85
66.07
69.45
73.00
76.66
Building Inspection Supv
45.54
47.87
50.32
52.90
55.61
58.39
Building Official
61.63
64.80
68.11
71.60
75.26
79.03
City Clerk
58.02
60.99
64.10
67.39
70.84
74.39
Deputy Building Official
58.31
61.29
64.44
67.74
71.21
74.75
Deputy Director of Econ Devel
65.07
68.40
71.91
75.59
79.47
83.44
Deputy Director of Finance
65.07
68.40
71.91
75.59
79.47
83.44
Deputy Director of Parks & Rec
59.04
62.07
65.25
68.59
72.10
75.68
Deputy Director of PW - Eng
71.02
74.66
78.48
82.50
86.71
91.06
Deputy Director of PW - Ops
68.30
71.80
75.47
79.34
83.41
87.56
Deputy Police Chief
87.93
92.44
97.16
102.03
107.12
112.48
Economic Devel & Housing Mgr
60.38
63.48
66.71
70.14
73.73
77.42
Economic Development Proj Mgr
45.88
48.24
50.70
53.31
56.03
58.83
Field Services Manager
59.04
62.07
65.25
68.59
72.10
75.68
Finance Manager
59.04
62.07
65.25
68.59
72.10
75.68
Human Resources Manager
59.04
62.07
65.25
68.59
72.10
75.68
Information Tech Supervisor
58.02
60.99
64.10
67.39
70.84
74.39
Maintenance Supervisor
39.79
41.84
43.98
46.22
48.59
51.02
Plan Check Supervisor
45.54
47.87
50.32
52.90
55.61
58.39
Police Civilian Commander
59.78
62.85
66.07
69.45
73.00
76.66
Principal Engineer
58.31
61.29
64.44
67.74
71.21
74.75
Principal Plan Check Engineer
58.31
61.29
64.44
67.74
71.21
74.75
Principal Planner
57.01
59.93
63.00
66.23
69.61
73.09
Public Works Inspection Su v
41.24
43.35
45.56
47.89
50.35
52.87
Public Works Manager
56.45
59.33
62.37
65.56
68.92
72.37
Recreation Superintendent
51.46
54.10
56.87
59.78
62.85
65.97
Recreation Supervisor
39.41
41.42
43.55
45.77
48.11
50.51
Senior Accountant
41.42
43.55
45.77
48.11
50.57
53.10
Senior Information Tech Spec
42.04
44.20
46.45
48.83
51.34
53.91
Senior Management Analyst
54.46
57.26
60.19
63.26
66.52
69.92
Senior Planner
45.88
48.24
50.70
53.31
56.03
58.83
Water Maint & Const Su v
43.76
46.00
48.35
50.83
53.43
56.10
Water Services Manager
65.40
68.75
72.27
75.98
79.88
83.87
Water Treatment Supervisor
49.96
52.51
55.19
58.02
60.99
64.03
Resolution 21-104
Page 22 of 22