HomeMy WebLinkAboutCC RES 24-72Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
RESOLUTION NO. 24-72
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 24-49
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 23, 2024 (the start of the pay period that
includes October 1, 2024), unless otherwise stated herein.
CHAPTER 2 — COMPENSATION
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Section 3: Salary
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.
Effective the pay period that includes October 1, 2024, base salaries are as listed in
Appendix A and Appendix B.
Effective the pay period that includes October 1, 2024, Step G shall be added to the salary
range for all classifications in the Management unit. Step G shall be five percent (5%)
higher than Step F. Any employee who has completed at least one (1) year of service at
Step F with overall satisfactory performance will be eligible to receive a merit increase to
Step G effective the pay period that includes October 1, 2024. All other employees will be
eligible to advance to Step G after one (1) year of satisfactory service at Step F, in
accordance with the existing merit increase process outlined in the Personnel Rules.
Effective the pay period that includes July 1, 2025, all employees shall receive a four
percent (4.00%) base salary increase.
Effective the pay period that includes July 1, 2026, all employees shall receive a four
percent (4.00%) base salary increase.
The City Manager may make a Special Salary Adjustment and increase the salary of an
employee to any step within the salary range of their classification. A Special Salary
Adjustment will only be approved in limited circumstances, such as to retain an employee
who has received a confirmed offer of employment from another employer, to correct
gross inequities, or to reward outstanding achievement and performance.
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 their 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
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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
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
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
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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
Employees in the classifications of Police Chief and 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), Educational Incentive ay 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
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
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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.
In compliance with the California Public Employees' Retirement System regulations and
definition of Special Compensation (2 CCR §571), 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 (CaIPERS)
for the provision of medical insurance. All employees shall receive the minimum amount
required under the Public Employees' Medical and Hospital Care Act (PEMHCA) ($157
for calendar year 2024, $158 for calendar year 2025, 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.
The monthly Flexible Benefits contribution per Executive Management employee is as
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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, 2025, the monthly Flexible Benefits
contribution per Executive Management employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,675 $2,175 $2,800
Effective the pay period that includes July 1, 2026, the monthly Flexible Benefits
contribution per Executive Management employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,675 $2,350 $3,050
The monthly Flexible Benefits contribution per Management employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,475 $1,700 $2,050
Effective the pay period that includes July 1, 2025, the monthly Flexible Benefits
contribution per Management employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,475 $1,875 $2,300
Effective the pay period that includes July 1, 2026, the monthly Flexible Benefits
contribution per Management employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,475 $2,050 $2,550
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, they must provide proof of
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"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.
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
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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%).
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 their 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%).
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, 2024, the employee contribution is 7.25%. 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.
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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 their 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.
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%).
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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 their
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, 2024, the employee contribution is 13.75%. 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 their
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.
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 their 457(b) plan on
that biweekly paycheck, in an amount not to exceed two percent (2%) of the employee's
base salary.
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Section 13: Life Insurance
The City will provide life insurance for each 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 their 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 their 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 their 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
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carrier's payment with accrued paid leave to enable him/her to receive an amount
equivalent to no more than 100% of their pre -disability earnings.
The employee is responsible for all benefit elections and payments during their leave
unless they are eligible to opt out of such elections and chooses to do so. In the event
the employee chooses to continue their 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 their personal vehicle available and
shall use their 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 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
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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 ($21 per biweekly
pay period) 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 their own responsibility and those additional charges are not eligible for
reimbursement.
Section 18: Additional Compensation in Extraordinary Circumstances
When in the judgment of the City Manager it becomes necessary or in the best interests of
the City to utilize the services of exempt City employees in extraordinary circumstances, the
City Manager may authorize additional compensation for Management employees on a
limited and temporary basis. Executive Management employees are not eligible to receive
any additional compensation pursuant to this Section.
"Extraordinary circumstances" for purposes of this Section may include situations such as
an employee being assigned to perform work unrelated to their regular job duties due to a
declared federal, state, or local emergency or natural disaster, when working on special
projects of a lengthy duration outside the scope of the employee's regular duties, or when
performing additional work due to extreme staffing shortages.
Management employees are eligible for lump sum payments, not to exceed an amount
equivalent to five percent (5%) of their annual base salary, for additional hours worked in
extraordinary circumstances. Any additional compensation paid pursuant to this Section will
be paid in a lump sum and is not necessarily directly associated with a specific number of
hours worked. Compensation paid pursuant to this Resolution is in addition to an employee's
regular compensation, is not considered part of their base salary, and is not reported to
CalPERS as compensation earnable or pensionable compensation because it does not
meet the definition of "special compensation" as defined in California Code of Regulations
sections 571 or 571.1.
The City Manager has the sole discretion to determine if any Management employee
qualifies for additional compensation pursuant to this Section. The provisions of this Section
are intended to be rarely used and reserved for limited and special circumstances in which
the City Manager determines that it is in the City's best interests to implement these
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provisions.
Section 19: Retiree Medical Insurance
The City will reimburse eligible unit employees up to a maximum of $350 per month for
the payment of CaIPERS retiree medical insurance premiums. This amount is in addition
to the minimum contribution towards retiree medical insurance required under the
PEMHCA program ($157 per month for calendar year 2024, $158 per month for calendar
year 2025, 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
they have been continuously employed by the City for five (5) full years, retires from the
City and CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately after
retirement. Eligible employees who suffer a disability, are unable to return to work, and
take a disability retirement from CaIPERS may satisfy the five (5) year continuous service
requirement using a combination of service with the City and service with any public
agency with a reciprocal retirement system.
An employee hired by the City on or after July 1, 2011 is eligible for this benefit provided
that they have been continuously employed by the City for ten (10) full years, retires from
the City and CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately
after retirement. Eligible employees who suffer a disability, are unable to return to work,
and take a disability retirement from CaIPERS may satisfy the ten (10) year continuous
service requirement using a combination of service with the City and service with any
public agency with a reciprocal retirement system.
Reimbursement shall not be made until an employee appears on the City's CaIPERS
insurance billing. In order to maintain the retiree medical insurance stipend throughout
retirement, an employee must maintain coverage in a CaIPERS medical insurance plan;
once coverage is dropped, reimbursement will cease and will not be reinstated.
CHAPTER 4 — LEAVES OF ABSENCE
Section 20: 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, their 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
Resolution 24-72
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5.01 — 10 years 208 416
Over 10 years 248 496
When appointing an individual to a classification covered by this Resolution, 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 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 21: 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
Resolution 24-72
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Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
scheduling of hours worked. Such employees may be required periodically or routinely
to work long or irregular hours, and to attend various meetings and functions outside of
normal "business hours" to fulfill their responsibilities. No overtime compensation shall be
provided for employees 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:
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 employee is eligible to receive up to an additional forty (40) hours of
Administrative Leave pursuant to the recommendation of their Department Head or the
City Manager, with such recommendation based on the individual's prior year's job
performance and their commitment of time dedicated to City business in excess of their
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 22: Holidays
The following days shall be holidays for which all employees will receive compensation
Resolution 24-72
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Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
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
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
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.
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 their 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 their General Leave bank.
If a Holiday falls on a day that is an employee's regular day off, the employee has the
option of accruing General Leave as payment for the Holiday or earning Holiday Pay on
the Holiday. Employees receive a total of 9 hours of pay for each Holiday (either as
accrued General Leave or as Holiday Pay). Employees shall indicate their choice by
entering the applicable pay code(s) on their timesheets. Any Holiday Pay paid pursuant
to this Section is not reported to CalPERS as special compensation because it does not
meet the definition of special compensation pursuant to Title 2 CCR, Section 571(a)(4)
and 571.1(b)(3).
Section 23: Holiday Closure
City Hall will be closed on the days between Christmas Day and New Year's Eve. An
employee regularly assigned to work on one or more days during this time period has the
Resolution 24-72
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Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
option of using accrued paid leave or Leave Without Pay for their regularly scheduled hours
for each day they would otherwise have been scheduled to work.
Section 24: 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 25: Work Schedules
Employees are eligible for participation in the City's Alternate Work Schedule program. Such
work schedules are subject to the needs of the City and the employee's department. The
City Manager has the authority to implement rules, policies and procedures for Alternative
Work Schedules.
Section 26: Telecommuting
Employees are eligible for participation in the City's Telecommuting program, 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 Telecommuting.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 1st day of October 2024.
Signed by:
AU§TrND LEUM13ARD,
Mayor
ATTEST:
DS
Signed by:
fViC& UASVJA
ERDNP,YASU DA,
City Clerk
Resolution 24-72
Page 18 of 19
Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
APPROVED AS TO FORM:
DocuSigned by:
7�'Z'179
DA 8EF3KEWIG,
City Attorney
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. 24-72 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 1st day of October
2024, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
COUNCILMEMBER RECUSED:
DS
FSigned dby:
1fV'i(a a.SVJA
ERDP °'�YASVJ DA,
City Clerk
Resolution 24-72
Page 19 of 19
Lumbard, Gallagher, Clark, Gomez (4)
(0)
(0)
Schnell (1)
(0)
Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
APPENDIX A - EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant City Manager
106.66
112.13
117.87
123.89
130.10
136.60
N/A
Deputy City Manager - Real
Property
99.94
104.94
110.18
115.69
121.48
127.55
N/A
Director of Community Dev
86.89
91.23
95.79
100.58
105.61
110.89
N/A
Director of Finance / CT
86.06
90.37
94.88
99.63
104.61
109.84
N/A
Director of Human Resources
82.80
86.93
91.28
95.85
100.64
105.67
N/A
Director of Parks & Rec
82.80
86.93
91.28
95.85
100.64
105.67
N/A
Director of Public Works
88.37
92.79
97.43
102.30
107.42
112.79
N/A
Police Chief
101.47
106.66
112.13
117.87
123.89
130.10
136.60
Effective the Pay Period that includes July 1, 2025
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant City Manager
110.92
116.61
122.59
128.85
135.31
142.07
N/A
Deputy City Manager - Real
Property
103.94
109.14
114.59
120.32
126.34
132.65
N/A
Director of Community Dev
90.36
94.88
99.62
104.60
109.83
115.33
N/A
Director of Finance / CT
89.51
93.98
98.68
103.61
108.79
114.23
N/A
Director of Human Resources
86.11
90.41
94.93
99.68
104.66
109.90
N/A
Director of Parks & Rec
86.11
90.41
94.93
99.68
104.66
109.90
N/A
Director of Public Works
91.91
96.50
101.33
106.40
111.72
117.30
N/A
Police Chief
105.53
110.92
116.61
122.59
128.85
135.31
142.07
Effective the Pay Period that includes July 1, 2026
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant City Manager
115.36
121.28
127.49
134.00
140.72
147.75
N/A
Deputy City Manager - Real
Property
108.10
113.50
119.17
125.13
131.39
137.96
N/A
Director of Community Dev
93.98
98.67
103.61
108.79
114.23
119.94
N/A
Director of Finance / CT
93.09
97.74
102.63
107.76
113.15
118.80
N/A
Director of Human Resources
89.55
94.03
98.73
103.67
108.85
114.29
N/A
Director of Parks & Rec
89.55
94.03
98.73
103.67
108.85
114.29
N/A
Director of Public Works
95.59
100.36
105.38
110.65
116.18
121.99
N/A
Police Chief
109.75
115.36
121.28
1 127.49
1 134.00
1 140.72
1 147.75
Resolution 24-72 Exhibit
Page 1 of 4
Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant Dir of Com Dev-Plan
65.07
68.40
71.91
75.59
79.47
83.44
87.61
Assistant Dir of Public Works
74.91
78.66
82.60
86.72
91.06
95.62
100.40
Assistant to the City Manager
59.04
62.07
65.25
68.59
72.10
75.68
79.46
Building Official
61.63
64.80
68.11
71.60
75.26
79.03
82.98
City Clerk
58.02
60.99
64.10
67.39
70.84
74.39
78.11
Deputy Building Official
58.31
61.29
64.44
67.74
71.21
74.75
78.49
Deputy Director of Econ Devel
65.07
68.40
71.91
75.59
79.47
83.44
87.61
Deputy Director of Finance
65.07
68.40
71.91
75.59
79.47
83.44
87.61
Deputy Director of Parks & Rec
59.04
62.07
65.25
68.59
72.10
75.68
79.46
Deputy Director of PW - Eng
71.02
74.66
78.48
82.50
86.71
91.06
95.61
Deputy Director of PW - Ops
68.30
71.80
75.47
79.34
83.41
87.56
91.94
Deputy Director of PW / CE
74.91
78.66
82.60
86.72
91.06
95.62
100.40
Deputy Director of Real Property
65.07
68.40
71.91
75.59
79.47
83.44
87.61
Deputy Police Chief
93.21
97.99
102.99
108.15
113.55
119.23
125.20
Field Services Manager
59.04
62.07
65.25
68.59
72.10
75.68
79.46
Human Resources Manager
59.04
62.07
65.25
68.59
72.10
75.68
79.46
Information Tech Supervisor
58.02
60.99
64.10
67.39
70.84
74.39
78.11
Maintenance Supervisor
39.79
41.84
43.98
46.22
48.59
51.02
53.57
Principal Engineer
58.31
61.29
64.44
67.74
71.21
74.75
78.49
Principal Planner
57.01
59.93
63.00
66.23
69.61
73.09
76.74
Public Works Manager
56.45
59.33
62.37
65.56
68.92
72.37
75.99
Recreation Superintendent
51.46
54.10
56.87
59.78
62.85
65.97
69.27
Recreation Supervisor
39.41
41.42
43.55
45.77
48.11
50.51
53.04
Real Property Manager
60.38
63.48
66.71
70.14
73.73
77.42
81.29
Senior Accountant
41.42
43.55
45.77
48.11
50.57
53.10
55.76
Senior Information Tech Spec
42.04
44.20
46.45
48.83
51.34
53.91
56.61
Senior Management Analyst-
MGMT
54.46
57.26
60.19
63.26
66.52
69.92
73.42
Senior Planner
45.88
48.24
50.70
53.31
56.03
58.83
61.77
Water Maint & Const Supv
43.76
46.00
48.35
50.83
53.43
56.10
58.91
Water Services Manager
65.40
68.75
72.27
75.98
79.88
83.87
88.06
Water Treatment Supervisor
49.96
52.51
55.19
58.02
60.99
64.03
67.23
Resolution 24-72 Exhibit
Page 2 of 4
Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
Effective the Pay Period that includes July 1, 2025
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant Dir of Com Dev-Plan
67.67
71.14
74.79
78.61
82.65
86.78
91.12
Assistant Dir of Public Works
77.91
81.81
85.90
90.19
94.70
99.44
104.42
Assistant to the City Manager
61.40
64.55
67.86
71.33
74.98
78.71
82.64
Building Official
64.10
67.39
70.83
74.46
78.27
82.19
86.30
City Clerk
60.34
63.43
66.66
70.09
73.67
77.37
81.23
Deputy Building Official
60.64
63.74
67.02
70.45
74.06
77.74
81.63
Deputy Director of Econ Devel
67.67
71.14
74.79
78.61
82.65
86.78
91.12
Deputy Director of Finance
67.67
71.14
74.79
78.61
82.65
86.78
91.12
Deputy Director of Parks & Rec
61.40
64.55
67.86
71.33
74.98
78.71
82.64
Deputy Director of PW - Eng
73.86
77.65
81.62
85.80
90.18
94.70
99.44
Deputy Director of PW - Ops
71.03
74.67
78.49
82.51
86.75
91.06
95.62
Deputy Director of PW / CE
77.91
81.81
85.90
90.19
94.70
99.44
104.42
Deputy Director of Real Property
67.67
71.14
74.79
78.61
82.65
86.78
91.12
Deputy Police Chief
96.93
101.91
107.11
112.48
118.09
124.00
130.20
Field Services Manager
61.40
64.55
67.86
71.33
74.98
78.71
82.64
Human Resources Manager
61.40
64.55
67.86
71.33
74.98
78.71
82.64
Information Tech Supervisor
60.34
63.43
66.66
70.09
73.67
77.37
81.23
Maintenance Supervisor
41.38
43.51
45.74
48.07
50.53
53.06
55.71
Principal Engineer
60.64
63.74
67.02
70.45
74.06
77.74
81.63
Principal Planner
59.29
62.33
65.52
68.88
72.39
76.01
79.81
Public Works Manager
58.71
61.70
64.86
68.18
71.68
75.26
79.03
Recreation Superintendent
53.52
56.26
59.14
62.17
65.36
68.61
72.04
Recreation Supervisor
40.99
43.08
45.29
47.60
50.03
52.53
55.16
Real Property Manager
62.80
66.02
69.38
72.95
76.68
80.52
84.54
Senior Accountant
43.08
45.29
47.60
50.03
52.59
55.22
57.99
Senior Information Tech Spec
43.72
45.97
48.31
50.78
53.39
56.07
58.87
Senior Management Analyst-
MGMT
56.64
59.55
62.60
65.79
69.18
72.72
76.35
Senior Planner
47.72
50.17
52.73
55.44
58.27
61.18
64.24
Water Maint & Const Supv
45.51
47.84
50.28
52.86
55.57
58.34
61.26
Water Services Manager
68.02
71.50
75.16
79.02
83.08
87.22
91.59
Water Treatment Supervisor
51.96
54.61
57.40
60.34
63.43
66.59
69.92
Resolution 24-72 Exhibit
Page 3 of 4
Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
Effective the Pay Period that includes July 1, 2026
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Assistant Dir of Com Dev-Plan
70.38
73.98
77.78
81.76
85.95
90.25
94.76
Assistant Dir of Public Works
81.02
85.08
89.34
93.80
98.49
103.42
108.59
Assistant to the City Manager
63.86
67.13
70.57
74.19
77.98
81.86
85.95
Building Official
66.66
70.09
73.67
77.44
81.40
85.48
89.75
City Clerk
62.75
65.97
69.33
72.89
76.62
80.46
84.48
Deputy Building Official
63.07
66.29
69.70
73.27
77.02
80.85
84.89
Deputy Director of Econ Devel
70.38
73.98
77.78
81.76
85.95
90.25
94.76
Deputy Director of Finance
70.38
73.98
77.78
81.76
85.95
90.25
94.76
Deputy Director of Parks & Rec
63.86
67.13
70.57
74.19
77.98
81.86
85.95
Deputy Director of PW - Eng
76.82
80.75
84.88
89.23
93.79
98.49
103.42
Deputy Director of PW - Ops
73.87
77.66
81.63
85.81
90.22
94.70
99.44
Deputy Director of PW / CE
81.02
85.08
89.34
93.80
98.49
103.42
108.59
Deputy Director of Real Property
70.38
73.98
77.78
81.76
85.95
90.25
94.76
Deputy Police Chief
100.81
105.98
111.39
116.98
122.81
128.96
135.41
Field Services Manager
63.86
67.13
70.57
74.19
77.98
81.86
85.95
Human Resources Manager
63.86
67.13
70.57
74.19
77.98
81.86
85.95
Information Tech Supervisor
62.75
65.97
69.33
72.89
76.62
80.46
84.48
Maintenance Supervisor
43.04
45.25
47.57
49.99
52.55
55.18
57.94
Principal Engineer
63.07
66.29
69.70
73.27
77.02
80.85
84.89
Principal Planner
61.66
64.82
68.14
71.63
75.29
79.05
83.01
Public Works Manager
61.06
64.17
67.46
70.91
74.54
78.28
82.19
Recreation Superintendent
55.66
58.51
61.51
64.66
67.98
71.35
74.92
Recreation Supervisor
42.63
44.80
47.10
49.50
52.04
54.63
57.36
Real Property Manager
65.31
68.66
72.15
75.86
79.75
83.74
87.92
Senior Accountant
44.80
47.10
49.50
52.04
54.70
57.43
60.30
Senior Information Tech Spec
45.47
47.81
50.24
52.81
55.53
58.31
61.22
Senior Management Analyst-
MGMT
58.90
61.93
65.10
68.42
71.95
75.63
79.41
Senior Planner
49.62
52.18
54.84
57.66
60.60
63.63
66.81
Water Maint & Const Supv
47.33
49.75
52.30
54.98
57.79
60.68
63.71
Water Services Manager
70.74
74.36
78.17
82.18
86.40
90.71
95.25
Water Treatment Supervisor
54.04
56.79
59.69
62.75
65.97
69.25
72.72
Resolution 24-72 Exhibit
Page 4 of 4