HomeMy WebLinkAbout09 SALARY RESOLUTION FOR UNREPRESENTED EXECUTIVE MANAGEMENT AND MANAGEMENT EMPLOYEESDocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
9
AGENDA REPOR
MEETING DATE: NOVEMBER 7, 2023
TO: NICOLE BERNARD, ACTING CITY MANAGER
Agenda Item
Reviewed: ?ZB
City Manager
Finance Director 9
FROM: DERICK YASUDA, DIRECTOR OF HUMAN RESOURCES
SUBJECT: SALARY RESOLUTION FOR UNREPRESENTED EXECUTIVE MANAGEMENT
AND MANAGEMENT EMPLOYEES
SUMMARY
Adoption of the attached Resolution will update the Executive Management and
Management Salary Resolution to amend the compensation provided to employees in
the classification of Police Chief and Deputy Police Chief.
RECOMMENDATION
Adopt Resolution No. 23-50 to update the Executive Management and Management
Salary Resolution.
FISCAL IMPACT
The provisions of this Resolution will result in an additional cost of approximately
$177,500 in Fiscal Year 2023-24. The annual ongoing cost increase will be
approximately $60,300 per year. Currently, Staff is not requesting any supplemental
budget appropriations associated with this action. Any supplemental budget
appropriations will be incorporated with the mid -year budget process, which will be
presented to the City Council in February 2024.
BACKGROUND AND DISCUSSION
In 2021, the City reached agreement with the Tustin Police Officers Association —
Management Unit (TPMA) on a new four year memorandum of understanding (MOU).
Among other changes, the new MOU with TPMA included a new top step (Step G) in
the salary range for all job classifications, Educational Incentive Pay, Longevity Pay,
and Peace Officer Standards and Training (POST) Certification Pay. In addition, the
classification of Police Captain left the unrepresented Management unit and joined
TPMA.
As a result of the changes in the TPMA 2021-24 MOU, Police Captains can now earn
more in pensionable compensation than the Police Chief, which is highly unusual and
problematic for current and future staffing in the department. Unfortunately, staff did not
identify this issue when compensation for Executive Management and Management
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
City Council Agenda Report
November 7, 2023
Salary Resolution for Unrepresented Executive Management and Management Employees
Page 2
employees was updated in October 2021, and this problem only came to light within the
last few months. Had this issue been identified back in October 2021, staff would have
sought City Council approval to fix the problem at that time. Due to our administrative
error, we are seeking to address the problem now, with changes effective retroactive to
October 2021, the date when they should have been implemented.
To correct the current inequity between the classifications of Police Chief and Police
Captain, the Executive Management and Management salary resolution has been
amended to provide the Police Chief with compensation adjustments that are equivalent
to those that were provided to Police Captains beginning in October 2021: adding Step
G to the salary range and eligibility to earn Educational Incentive Pay, Longevity Pay,
and Peace Officer Standards and Training (POST) Certification Pay upon meeting
specified requirements.
The classification of Deputy Police Chief is currently vacant and not budgeted in the
City's Position Control, though it may be used in the future. Without any changes, this
classification would also make less in pensionable compensation than the subordinate
classification of Police Captain. Therefore, the Executive Management and
Management salary resolution has been amended to provide the Deputy Police Chief
with the same compensation adjustments that are being provided to the Police Chief.
All other terms and conditions of employment for Executive Management and
Management employees remain unchanged from the terms established in City Council
Resolution No. 23-45.
DocuSigned by:
Director of Human Resources
Attachment:
1. City Council Resolution No. 23-50
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
RESOLUTION NO. 23-50
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 23-45
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 November 7, 2023, unless otherwise stated herein.
The provisions of this Resolution only apply to employees in the Executive Management
unit and Management unit as of November 7, 2023, the date this Resolution was adopted
by the City Council.
CHAPTER 2 — COMPENSATION
Resolution 23-50
Page 1 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
Section 3: Salary
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) or seven (7) 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), 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. In the event of a dispute, it is ultimately CalPERS who determines whether
any form of pay is 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
Resolution 23-50
Page 2 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
members" as defined by the Public Employees' Pension Reform Act of 2013, the
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. In the event
of a dispute, it is ultimately CalPERS who determines whether any form of pay is
reportable special compensation.
Section 6. Longevity Pay
Effective the pay period that includes October 1, 2021, employees in the classifications
of Police Chief and Deputy Police Chief are eligible to receive Longevity Pay.
An employee in these classifications who has been continuously employed by the City of
Tustin in any full-time position for between 10 years and 19 years and 364 days shall
receive two and one half percent (2.5%) of base salary as Longevity Pay. Employees are
eligible to receive this pay beginning the pay period that includes the date of their 10th
anniversary of consecutive full-time employment with the City.
An employee in these classifications who has been continuously employed by the City of
Tustin in any full-time position for 20 years or more shall receive five percent (5%) of base
salary as Longevity Pay. Employees are eligible to receive this pay beginning the pay
period that includes the date of their 20th anniversary of consecutive full-time employment
with the City.
The parties agree that this is special compensation and shall be reported as such, to the
extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(1) and 571.1(b)(1) as
Longevity Pay. In the event of a dispute, it is ultimately CalPERS who determines whether
any form of pay is reportable special compensation.
Section 7: Educational Incentive Pay
Effective the pay period that includes October 1, 2023, employees in the classifications
of Police Chief and Deputy Police Chief are eligible to receive Educational Incentive Pay
as follows:
Resolution 23-50
Page 3 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
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. In the event of a dispute, it is ultimately CalPERS who determines whether
any form of pay is reportable special compensation.
Section 8: Peace Officer Standards and Training (POST) Certificate Pay
Effective the pay period that includes October 1, 2023, employees in the classifications
of Police Chief and Deputy Police Chief shall receive twelve percent (12%) of base salary
for having a Management POST Certificate. This pay will begin on the first day of the pay
period after the employee provides Human Resources with documentation that the
Management POST Certificate has been earned.
The parties agree that this is special compensation and shall be reported as such, to the
extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(2) and Section
571.1(b)(2). In the event of a dispute, it is ultimately CalPERS who determines whether
any form of pay is reportable special compensation.
Section 9: Acting Pay
An employee assigned to temporarily work in a higher classification will receive Acting
Pay. At the City Manager's discretion, during the Acting assignment the employee will
either receive Acting Pay in an amount equal to 5% of the employee's base pay or the
amount necessary to increase the employee's base salary to any step in the salary range
of the higher classification. Acting Pay will be paid effective the beginning of the first full
pay period in which the employee serves in the Acting assignment.
In accordance with Government Code section 20480, an employee's Acting assignment
may not exceed a total of 960 hours in a fiscal year if the Acting assignment is for a
position that is vacant during the recruitment for a permanent appointment. This hours
limit does not apply to an Acting assignment that is temporarily available due to another
employee's leave of absence.
Resolution 23-50
Page 4 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
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 10: Flexible Benefits Plan
The City contracts with the California Public Employees' Retirement System (CalPERS)
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) ($151 for calendar year 2023, $157 for
calendar year 2024, 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 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:
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 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:
Resolution 23-50
Page 5 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
Employee Only
$1,450
Employee + 1 Employee + 2
Dependent or more Dependents
$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. If an employee
elects to opt out of medical coverage offered by the City, he/she must provide proof of
"minimum essential coverage" (as defined by the Affordable Care Act) through another
source (other than coverage in the individual market, whether or not obtained through
Covered California) by completing a City -provided attestation form.
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.
Resolution 23-50
Page 6 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
Participation in the Section 125 medical and/or dependent care reimbursement programs
is voluntary and employee -funded.
Section 11: 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.
Local Miscellaneous Plan — Tier 1
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
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%).
Local Miscellaneous Plan — Tier 2
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 CaIPERS 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 CaIPERS
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.
Resolution 23-50
Page 7 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
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%).
Local Miscellaneous Plan — Tier 3
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.
Local Safety Plan — Tier 1
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.
Resolution 23-50
Page 8of17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
Local Safety Plan — Tier 2
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.
Local Safetv Plan — Tier 3
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.
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 CaIPERS
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
Resolution 23-50
Page 9 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
retirement or as designated by the employee in accordance with Government Code
Section 7522.32(a).
Section 12: 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 13: 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 14: Short -Term / Long -Term Disability Insurance
The City shall maintain a short-term / long-term disability (STD/LTD) insurance program
for non -industrial illnesses or injuries. Eligibility for benefits is subject to the requirements
and approval of the STD/LTD insurance carrier.
An employee who is receiving STD benefits under the City's program will be granted a
leave of absence for the duration of his/her non -industrial disability subject to a maximum
period of six (6) months. Such leave of absence may be extended for an additional six
(6) months under LTD, upon approval of the City Manager.
All 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.
Resolution 23-50
Page 10 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
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.
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.
An employee is only eligible for the City's 60% STD/LTD salary continuation benefit once
in any rolling 12-month period.
Section 15: 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,
Resolution 23-50
Page 11 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
subject to mutual agreement between the employee and the City Manager.
Section 16: 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, a job -related program
through University of California or California State University extended education
programs, or 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 17: Cell Phone Stipend
Employees are eligible for a cell phone stipend of $45.50 per month (paid biweekly) or a
City -provided cell phone. The stipend is designed to contribute to an employee's cell
phone plan, not 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.
Section 18: 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 ($151 per month for calendar year 2023, $157 per month for calendar
year 2024, 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
Resolution 23-50
Page 12 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
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 CaIPERS medical insurance plan
immediately after retirement. Eligible employees who suffer a disability, are unable to
return to work, and take a disability retirement from 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 19: 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 — 5.00 years 160 320
5.01 — 10 years 208 416
Over 10 years 248 496
When appointing an individual to an Executive Management or Management
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
Resolution 23-50
Page 13 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
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 December 31 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 20: 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
forty (40) hours of paid Administrative Leave at the beginning of January 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:
Resolution 23-50
Page 14 of 17
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
Hire Date Administrative Leave
1st 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, an
employee must use all previously accrued Administrative Leave by December 31 of the
preceding year. Use of Administrative Leave is 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 21: 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
June 19
July 4
First Monday in September
November 11
Resolution 23-50
Page 15 of 17
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
DocuSign Envelope ID: 6EA22186-1 F25-4BFA-9167-587106976A9F
Thanksgiving Day Thanksgiving Day
Day following Thanksgiving Day Day after Thanksgiving Day
December 24 Christmas Eve
December 25 Christmas Day
December 31 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.
When both Christmas Eve and New Year's Eve fall on a Friday and Christmas Day and
New Year's Day fall on a Saturday, the City will observe these two Holidays on the
corresponding Thursday and Friday or the corresponding Friday and the following
Monday. When both Christmas Eve and New Year's Eve fall on a Sunday and Christmas
Day and New Year's Day fall on a Monday, the City will observe these two Holidays on
the corresponding Monday and Tuesday or the corresponding Monday and the previous
Friday. 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 22: 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, stepg rand parent, grandchild and stepgrandchild of the
employee or the employee's spouse/registered domestic partner.
CHAPTER 5 — WORKING CONDITIONS
Section 23: 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.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 7th day of November 2023.
Resolution 23-50
Page 16 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
AUSTIN LUMBARD,
Mayor
ATTEST:
ERICA N. YASUDA,
City Clerk
APPROVED AS TO FORM:
DocuSigned by:
DAVffYT17KENDIG,
City Attorney
STATE OF CALIFORNIA )
COUNTY OF ORANGE 1 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. 23-50 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 7t" day of November
2023, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
COUNCILMEMBER RECUSED:
ERICA N. YASUDA,
City Clerk
Resolution 23-50
Page 17 of 17
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
APPENDIX A - EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
IMM.
..
Assistant City Manager
85.91
90.31
94.94
99.79
104.91
110.15
N/A
Deputy City Manager
73.03
76.77
80.70
84.84
89.18
93.63
N/A
Director of Community Dev
73.58
77.36
81.31
85.49
89.86
94.35
N/A
Director of Economic Devel
78.63
82.66
86.89
91.34
96.01
100.82
N/A
Director of Finance / CT
78.63
82.66
86.89
91.34
96.01
100.82
N/A
Director of Human Resources
66.76
70.18
73.77
77.55
81.52
85.60
N/A
Director of Parks & Rec
68.79
72.31
76.01
79.91
84.00
88.20
N/A
Director of Public Works / CE
80.51
84.63
88.97
93.52
98.31
103.23
N/A
Police Chief
90.21
94.82
1 99.68
104.79
110.15
115.66
121.44
Effective the Pay Period that includes July 1, 2022
Assistant City Manager
88.06
92.57
97.31
102.28
107.53
112.90
N/A
Deputy City Manager
74.86
78.69
82.72
86.96
91.41
95.97
N/A
Director of Community Dev
75.42
79.29
83.34
87.63
92.11
96.71
N/A
Director of Economic Devel
80.60
84.73
89.06
93.62
98.41
103.34
N/A
Director of Finance / CT
80.60
84.73
89.06
93.62
98.41
103.34
N/A
Director of Human Resources
68.43
71.93
75.61
79.49
83.56
87.74
N/A
Director of Parks & Rec
70.51
74.12
77.91
81.91
86.10
90.41
N/A
Director of Public Works / CE
82.52
86.75
91.19
95.86
100.77
105.81
N/A
Police Chief
92.47
97.19
102.17
107.41
112.90
118.55
124.48
Resolution 23-50 Exhibit
Page 1 of 6
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
Effective the Pay Period that includes July 1, 2023
Assistant City Manager
90.04
94.65
99.50
104.58
109.95
115.44
N/A
Deputy City Manager
76.54
80.46
84.58
88.92
93.47
98.13
N/A
Director of CommunityDev
77.12
81.07
85.22
89.60
94.18
98.89
N/A
Director of Economic Devel
82.41
86.64
91.06
95.73
100.62
105.67
N/A
Director of Finance / CT
82.41
86.64
91.06
95.73
100.62
105.67
N/A
Director of Human Resources
69.97
73.55
77.31
81.28
85.44
89.71
N/A
Director of Parks & Rec
72.10
75.79
79.66
83.75
88.04
92.44
N/A
Director of Public Works
80.36
84.38
88.70
93.24
98.02
103.04
N/A
Director of Public Works / CE
84.38
88.70
93.24
98.02
103.04
108.19
N/A
Police Chief
94.55
99.38
104.47
109.83
115.44
121.22
127.28
Effective the Pay Period that includes July 1, 2024
Assistant City Manager
91.17
95.83
100.74
105.89
111.32
116.88
N/A
Deputy City Manager
77.50
81.47
85.64
90.03
94.64
99.36
N/A
Director of Community Dev
78.08
82.08
86.29
90.72
95.36
100.13
N/A
Director of Economic Devel
83.44
87.72
92.20
96.93
101.88
106.99
N/A
Director of Finance / CT
83.44
87.72
92.20
96.93
101.88
106.99
N/A
Director of Human Resources
70.84
74.47
78.28
82.30
86.51
90.83
N/A
Director of Parks & Rec
73.00
76.74
80.66
84.80
89.14
93.60
N/A
Director of Public Works
81.36
85.43
89.81
94.41
99.25
104.33
N/A
Director of Public Works / CE
85.43
89.81
94.41
99.25
104.33
109.54
N/A
Police Chief
95.73
100.62
105.78
111.20
116.88
122.74
128.87
Resolution 23-50 Exhibit
Page 2 of 6
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2023
Accounting Supervisor
51.47
54.10
56.87
59.79
62.84
65.99
N/A
Administrative Services Mgr
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Assistant Dir of Com Dev-Plan
64.27
67.56
71.02
74. 66
78.49
82.41
N/A
Assistant Dir of Com Dev-Bldg
67.49
70.94
74.58
78.40
82.41
86.52
N/A
Assistant Dir of Public Works
73.99
77.69
81.58
85.65
89.94
94.44
N/A
Assistant to the City Manager
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Behavioral Health Bur Cmdr
59.04
62.07
65.25
68.59
72.10
75.71
N/A
Building Inspection Sup
44.98
47.28
49.70
52.25
54.92
57.67
N/A
Building Official
60.87
64.00
67.27
70.72
74.33
78.05
N/A
City Clerk
57.30
60.24
63.31
66.56
69.97
73.47
N/A
Deputy Building Official
57.59
60.53
63.64
66.90
70.33
73.83
N/A
Deputy Director of Econ Dev
64.27
67.56
71.02
74.66
78.49
82.41
N/A
Deputy Director of Finance
64.27
67.56
71.02
74.66
78.49
82.41
N/A
Deputy Director of Parks & Re
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Deputy Director of PW / CE
73.99
77.69
81.58
85.65
89.94
94.44
N/A
Deputy Director of PW - Eng
70.14
73.74
77.51
81.48
85.64
89.94
N/A
Deputy Director of PW - O s
67.46
70.91
74.54
78.36
82.38
86.48
N/A
Deputy Police Chief
86.84
91.30
95.96
100.77
105.80
111.09
116.65
Economic Dev & Housing Mgr
59.63
62.70
65.89
69.27
72.82
76.46
N/A
Economic Dev Project Mgr
45.31
47.64
50.07
52.65
55.34
58.10
N/A
Field Services Manager
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Finance Manager
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Human Resources Manager
58.31
61.30
64.44
67.74
71.21
74.75
N/A
Information Tech Supervisor
57.30
60.24
63.31
66.56
69.97
73.47
N/A
Maintenance Supervisor
39.30
41.32
43.44
45.65
47.99
50.39
N/A
Plan Check Supervisor
44.98
47.28
49.70
52.25
54.92
57.67
N/A
Police Civilian Commander
59.04
62.07
65.25
68.59
72.10
75.71
N/A
Principal Engineer
57.59
60.53
63.64
66.90
70.33
73.83
N/A
Principal Plan Check Engineer
57.59
60.53
63.64
66.90
70.33
73.83
N/A
Principal Planner
56.31
59.19
62.22
65.41
68.75
72.19
N/A
Public Works Inspection Sup
40.73
42.81
45.00
47.30
49.73
52.22
N/A
Public Works Manager
55.75
58.60
61.60
64.75
68.07
71.48
N/A
Recreation Superintendent
50.82
53.43
56.17
59.04
62.07
65.16
N/A
Recreation Supervisor
38.92
40.91
43.01
45.20
47.52
49.89
N/A
Resolution 23-50 Exhibit
Page 3 of 6
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
Senior Accountant
40.91
43.01
45.20
47.52
49.95
52.44
N/A
Senior Information Tech Spec
41.52
43.65
45.88
48.23
50.71
53.24
N/A
Senior Management Analyst
53.79
56.55
59.45
62.48
65.70
69.06
N/A
Senior Planner
45.31
47.64
50.07
52.65
55.34
58.10
N/A
Water Maint & Const Su v
43.22
45.43
47.75
50.20
52.77
55.41
N/A
Water Services Manager
64.59
67.90
71.38
75.04
78.89
82.83
N/A
Water Treatment Supervisor
49.34
51.86
54.51
57.30
60.24
63.24
N/A
Resolution 23-50 Exhibit
Page 4 of 6
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
Effective the Pay Period that includes July 1, 2024
1&)LC,I•1b
11 -. 9
Accounting Supervisor
52.11
54.78
57.58
60.54
63.63
66.81
N/A
Administrative Services Mgr
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Assistant Dir of Com Dev-Plan
65.07
68.40
71.91
75.59
79.47
83.44
N/A
Assistant Dir of Com Dev-Bldg
68.33
71.83
75.51
79.38
83.44
87.60
N/A
Assistant Dir of Public Works
74.91
78.66
82.60
86.72
91.06
95.62
N/A
Assistant to the City Manager
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Behavioral Health Bur Cmdr
59.78
62.85
66.07
69.45
73.00
76.66
N/A
Building Inspection Supv
45.54
47.87
50.32
52.90
55.61
58.39
N/A
Building Official
61.63
64.80
68.11
71.60
75.26
79.03
N/A
City Clerk
58.02
60.99
64.10
67.39
70.84
74.39
N/A
Deputy Building Official
58.31
61.29
64.44
67.74
71.21
74.75
N/A
Deputy Director of Econ Dev
65.07
68.40
71.91
75.59
79.47
83.44
N/A
Deputy Director of Finance
65.07
68.40
71.91
75.59
79.47
83.44
N/A
Deputy Director of Parks & Re
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Deputy Director of PW / CE
74.91
78.66
82.60
86.72
91.06
95.62
N/A
Deputy Director of PW - Eng
71.02
74.66
78.48
82.50
86.71
91.06
N/A
Deputy Director of PW - Ops
68.30
71.80
75.47
79.34
83.41
87.56
N/A
Deputy Police Chief
87.93
92.44
97.16
102.03
107.12
112.48
118.11
Economic Dev & Housing Mgr
60.38
63.48
66.71
70.14
73.73
77.42
N/A
Economic Dev Project Mgr
45.88
48.24
50.70
53.31
56.03
58.83
N/A
Field Services Manager
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Finance Manager
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Human Resources Manager
59.04
62.07
65.25
68.59
72.10
75.68
N/A
Information Tech Supervisor
58.02
60.99
64.10
67.39
70.84
74.39
N/A
Maintenance Supervisor
39.79
41.84
43.98
46.22
48.59
51.02
N/A
Plan Check Supervisor
45.54
47.87
50.32
52.90
55.61
58.39
N/A
Police Civilian Commander
59.78
62.85
66.07
69.45
73.00
76.66
N/A
Principal Engineer
58.31
61.29
64.44
67.74
71.21
74.75
N/A
Principal Plan Check Engineer
58.31
61.29
64.44
67.74
71.21
74.75
N/A
Principal Planner
57.01
59.93
63.00
66.23
69.61
73.09
N/A
Public Works Inspection Supv
41.24
43.35
45.56
47.89
50.35
52.87
N/A
Public Works Manager
56.45
59.33
62.37
65.56
68.92
72.37
N/A
Recreation Superintendent
51.46
54.10
56.87
59.78
62.85
65.97
N/A
Recreation Supervisor
39.41
41.42
43.55
45.77
48.11
50.51
N/A
Senior Accountant
41.42
43.55
45.77
48.11
50.57
53.10
N/A
Senior Information Tech Spec
42.04
44.20
46.45
48.83
51.34
53.91
N/A
Resolution 23-50 Exhibit
Page 5 of 6
DocuSign Envelope ID: 6EA22186-1F25-4BFA-9167-587106976A9F
Senior Management Analyst
54.46
57.26
60.19
63.26
66.52
69.92
N/A
Senior Planner
45.88
48.24
50.70
53.31
56.03
58.83
N/A
Water Maint & Const Supv
43.76
46.00
48.35
50.83
53.43
56.10
N/A
Water Services Manager
65.40
68.75
72.27
75.98
79.88
83.87
N/A
Water Treatment Supervisor
49.96
52.51
1 55.19
58.02
60.99
64.03
N/A
Resolution 23-50 Exhibit
Page 6 of 6