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5.04 Appointment of City Manager and Approval of Employment AgreementFile #: 20-125, Item #: 5.4 City of Westminster Westminster City Council Staff Report To: Honorable Mayor and City Council Thru: Richard Jones, City Attorney From: Richard Jones, City Attorney Reviewed by: Erin Backs, Acting Finance Director Prepared by: Christian L. Bettenhausen, Assistant City Attorney SUBJECT: Appointment of City Manager and Approval of Employment Agreement. RECOMMENDED ACTION/MOTION: 8200 Westminster Boulevard Westminster, California 92683 Meeting Date: 7/8/2020 Staff recommends that the Mayor and City Council review and consider the approval of the employment agreement between Chuong N. Thai and the City of Westminster. BACKGROUND/DISCUSSION: In January 2020, City Manager Eddie Manfro announced his plans to retire, effective February 28, 2020. At the February 12, 2020 meeting, the City Council appointed Finance Director Sherry Johnson to serve as the Interim City Manager to serve until a permanent City Manager could be selected. The council also provided direction to staff to initiate a formal recruitment process to provide for a permanent City Manager. On March, 11, 2020 the City Council approved an agreement with Bob Hall and Associates to provide the recruitment services for the City Manager position. Recruitment opened on April 27, 2020 and closed on May 29, 2020. A number of candidates were interviewed during the month of June 2020, including a second round of interviews. At the conclusion of the interview process the City Council recommended the appointment of Chuong N. Thai to the position of City Manager and directed staff to negotiate and prepare the attached agreement (Attachment 1). City of Westminster Page 1 of 2 Printed on 7/2/2020 7c,,wo lod ly I a>gls= Ear I'll File #: 20-125, Item #: 5.4 Meeting Date: 7/8/2020 The attached agreement is within the terms provided by the City Council, and is presented this evening for consideration and approval. FISCAL IMPACT: Mr. Thai shall be paid a monthly rate of $17,750.00 or $213,000 annually. He shall also receive a car allowance of $250 per month, and a cell phone allowance of $60 per month, both of which were included in Mr. Manfro's agreement with the City. All other benefits are the same as provided under the terms of the compensation Resolution for Management, Administrative and Confidential employees (Attachment 2). ATTACHMENTS: 1. Proposed Agreement 2. Resolution No. 5002 3. Resolution No. 4862 City of Westminster Page 2 of 2 Printed on 7/2/2020 7c,,wo lod ly I a>gls= Ear I'll CITY OF WESTMINSTER CITY MANAGER EMPLOYMENT AGREEMENT This Agreement ("Agreement") is entered into on the 8th day of July, 2020 ("Effective Date"), by and between the City of Westminster, a municipal corporation ("City"), and Chuong N Thai, an individual ("Employee"), and is made in reference to the following facts: A. WHEREAS, the City Council desires to employ the Employee to serve as the City Manager; and B. WHEREAS, it is the desire of the City and Employee to enter into an Employment Agreement concerning the terms and conditions of his employment as the City Manager; and NOW THEREFORE, IT IS AGREED AS FOLLOWS: 1. EMPLOYMENT 1.1. During the term of this Agreement, Employee shall perform all of the functions and duties of the office of city manager, as currently in effect or as may be hereafter established by ordinance, resolution or action of the City Council. 1.2. All articles of the Westminster Municipal Code relating to the position of City Manager are incorporated herein by this reference as though fully set forth at length and made a part of this Agreement. 1.3. Employee shall not accept work from any other person or organization other than the City during the term of this Agreement, or thereafter as might conflict with his role as City Manager. 2. TERM OF EMPLOYMENT The term of employment shall begin on July th, 2020. Employee may terminate his employment at any time by providing thirty (30) days written notice to the City. City may terminate this Agreement at any time, subject to the requirements of Section 6 and 7 of this Agreement. 3. EVALUATION OF PERFORMANCE Before July I of each year during the term of this Agreement, Employee shall calendar for the City Council an annual performance evaluation and compensation review of Employee. 4. SALARY AND BENEFITS 4.1. As City Manager, Employee shall receive an annual salary of $213,000, payable in equal installments at the same time as other employees of the City are paid. At no time will the salary of Employee be less than at least 5% above the next 1 highest paid position in the City, including any additional compensation the person in the next highest paid position receives. Notwithstanding the foregoing, any decision by Employee that would result in an increase to the salary of another City employee (with the exception of annual step increases) shall be subject to the prior approval of the City Council if the decision would result in an increase to Employee's salary. 4.2. Employee shall be included in the same retirement plan provided to other Management/Administrative/Confidential Employees of the City. City participates in the California Public Employee Retirement System (CalPERS). Tier 2 (Classic Member hired on or after July 28, 2011): 2%@60 formula; Tier 3 PEPRA (New PERS Members hired on or after January 1, 2013): 2%@62 formula. 4.21. Employee may participate in Section 457 supplemental retirement plans (deferred compensation). Said deferred compensation plan shall be one that is available to other City employees under the City's IRS Section 457 deferred compensation program. 4.3. Employee shall use his own vehicle for city business. In return, Employee shall receive a monthly automobile allowance of $250. This stipend shall cover all costs associated with operating Employee's own vehicle to conduct city business. 4.4. Employee shall receive a monthly cell phone allowance of $60. Employee shall use the cell phone for employment purposes; subject to such policies or regulations as shall then be in effect governing employee use of City cell phones and computers. 4.5. The City agrees to provide Employee with all of the same benefits, such as, but not limited to, health, dental, vision, executive leave, and life insurance coverage as is being provided to other Management/Administrative/Confidential Employees of the City, and no less than that provided for the highest rate paid into any flexible benefit plan provided to any other current city employee. 4.6. Employee shall be entitled to 120 hours of paid vacation each year for the duration of the term of this Agreement. Employee's sick leave shall accrue at the same rate as it does for other Management/ Administrative/Confidential Employees with the City. 5. PROFESSIONAL DEVELOPMENT, DUES, SUBSCRIPTIONS AND EXPENSES 5.1. City hereby agrees to pay the travel and subsistence expenses of Employee for professional and official travel, meetings and occasions adequate to continue the professional development of Employee and to adequately pursue necessary official and other functions for City, including but not limited to, International City Management Association, League of California Cites, and other professional associations. 5.2. City agrees to pay for the professional dues and subscriptions of Employee necessary for continuation and full participation in national, regional, state and local 2 associations and organizations necessary and desirable for her continued professional participation, growth and advancement, and for the good of the City. 5.3. City also agrees to pay for reasonable travel and subsistence expenses of Employee for short courses, institutes and seminars that are necessary for his professional development and for the good of the City. 5.4. City recognizes that certain expenses of a non - personal and job - affiliated nature are incurred by Employee, and hereby agrees to pay said general expenses subject to submission of written receipts and documentation of such expenses. 6. TERMINATION AT PLEASURE 6.1. Subject to the terms and conditions in this Section, Employee's employment as City Manager may be terminated at the City Council's pleasure. 6.2 City Council reserves and has the right remove Employee from the position of City Manager at any time, without cause. If the City Council terminates Employee without cause, City shall be obligated to pay Employee severance equal to six (6) months of the total compensation employee receives from City under this Agreement. Any such payment may not exceed applicable statutory limits in Government Code section 53260 et seq. Employee shall receive said payment as a lump sum payment within thirty (30) days of employee's last day of employment with City. 6.3. Termination without cause may not be exercised by the City 60 days prior to any City Council election or 90 days following the certification of any City Council election. No severance will be required to be paid by City when the termination is initiated by Employee, or for a termination which is for cause pursuant to Section 7 6.4. Documents. In the event of termination of this Agreement, all documents prepared by Employee in his performance of this Agreement shall be delivered to the City within ten (10) days of the effective date of the notice of termination, at no cost to City. 6.5. Nothing is this Section shall limit the City Council's right to terminate Employee for cause as provided in Section 7. 7. TERMINATION FOR CAUSE This Agreement may also be terminated by the City Council for cause. After giving notice to Employee that this Agreement is terminated for cause, the City shall have no obligation to continue the employment of Employee or to provide compensation or benefits. Cause being those circumstances as defined herein. The term "cause" shall mean the following: a) Conviction of, or plea of, guilty or nolo contendere to, any crime or offense (other 3 than minor traffic violations or similar offenses) which is likely to have a material adverse impact on the City or the Employee's reputation; or b) Proven failure of the Employee/ City Manager to observe or perform any of his duties and obligations, if that failure continues for a period of thirty business days from the date of his receipt of notice from the City Council specifying the acts or omissions deemed to amount to that failure; or c) Moral Turpitude which is defined herein as (1) conduct which is contrary to honesty, or, (2) conduct which constitutes a blatant violation of moral conduct standards or vileness. Moral turpitude acts are considered to be intentionally evil which makes the act criminal. 8. GENERAL PROVISIONS 8.1. Notices. Any notices to be given hereunder by either party to the other shall be in writing and may be transmitted by personal delivery or by first class mail, postage prepaid, certified mail, or by a nationally recognized overnight delivery service. Mailed notices shall be addressed to the parties as follows: If sent by Employee to the City City Clerk City of Westminster 8200 Westminster Blvd. Westminster, CA 92683 If sent to Employee by the City: Chuong N. Thai 230 Tyson Crossing Santa Ana, CA 92704 Notices delivered personally shall be deemed communicated as of the date of actual receipt; mailed notices shall be deemed communicated as of the date of postmark. 8.2. Entire Agreement. The text herein shall constitute the entire agreement between the parties. This Agreement supersedes any and all other agreements, whether oral or written, between the parties hereto with respect to the subject matter hereof and contains all of the covenants and agreements between the parties with respect to said matter, and each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which are not embodied herein, and that any other agreement or modification of this Agreement shall be effective only if executed in writing and signed by both the City and Employee. 8.3. Severability. If any provision, or any portion thereof, contained in this Agreement is held to be invalid or unenforceable, the remainder of this Agreement, or portion thereof, shall be deemed severed, shall not be affected, and shall remain in full force and effect. 8.4. Effect of Waiver. The failure of either party to insist on strict compliance with any of the terms, covenants, or conditions of this Agreement by the other party 0 shall not be deemed a waiver of that term, covenant, or condition, nor shall any waiver or relinquishment of any right or power at any one time or times be deemed a waiver or relinquishment of that right or power for all or any other times. 8.5. Best Efforts. So long as Employee is providing services to the City, Employee shall use his best efforts in performing his obligations and duties. 8.6. Lump Sum Payment. In the event of voluntary or involuntary separation, Employee shall be entitled to receive a lump sum payment in addition to other payments due him for the value of all accumulated vacation and sick leave in accordance with City policy. 8.7. Attorney's Fees. In the event any legal proceeding is instituted to enforce any term or provision of the Agreement, the prevailing party in said legal proceeding shall be entitled to recover reasonable attorneys' fees and costs from the opposing party in an amount determined by the Court to be reasonable. 8.8. Governing Law. This Agreement shall be governed by and construed in accordance with the laws of the State of California, without giving effect to that body of laws pertaining to conflict of laws. In the event of any legal action to enforce or interpret this Agreement, the parties hereto agree that the sole and exclusive venue shall be a court of competent jurisdiction located in Orange County, California. 8.9 Indemnification. City shall defend, save harmless and indemnify Employee against any tort, professional liability claim, and demand or other legal action, whether groundless or otherwise, arising out of an alleged act of omission occurring in the performance of Employee's duties as City Manager, unless such act or omission was an intentional tort or due to actual fraud, corruption, or actual malice. City shall not pay any punitive damages awarded as a result of any claim arising out of the performance of this Agreement, unless the Council makes the required findings in California Government Code section 825. In the event the City determines there is a conflict of interest between the City and Employee, and that independent counsel is required for Employee's defense, City shall select and pay the reasonable fees of such independent counsel. Employee shall cooperate fully in the investigation and defense of any civil action or proceeding. IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed the date and year first above written. Dated: 7/2/2020 Dated: 5 Chuong N Thai Tri Ta, Mayor ATTEST: Christine Cordon — City Clerk Richard Jones, City Attorney IV:W*101061010• /1 RESOLUTION OF •• AND CITY COUNCILOF THE CITY OF •ING RESOLUTION NO 4:6 i ! FOR ADMINISTRATIVE, • CONFIDENTIAL EMPLOYEES, EXTENDING• • FOR A PERIOD OF ONE YEAR — JULY 1, 2020 TO JUNE 30, 2021 AND ADDING THE CLASSIFICATION OF CITY CLERK/COMM U N I CATIONSDIRECTOR WHEREAS, California Government Code Section 20636 and California Code of Regulations Section 570.5 require California Public Employee Retirement System member agencies to maintain and publicly post publicly available pay schedules; and WHEREAS, Exhibit A attached hereto is a Comprehensive Salary Schedule for all City of Westminster full-time Administrative, Management, and Confidential employees; and WHEREAS, City staff has recommended adding a modified classification of City Clerk/Communications Director with a salary range of $9,414 to $12,015 per month to this salary schedule; and WHEREAS, all terms of the compensation plan approved on October 11, 2017 will remain in effect for the employees of the unit; and WHEREAS, the Comprehensive Salary Schedule complies with the requirements of the Public Employees' Retirement Law (PERL) and regulations of the California Public Employees' Retirement System. NOW, THEREFORE THE MAYOR AND CITY COUNCIL OF THE CITY OF WESTMINSTER HEREBY RESOLVE AS FOLLOWS: SECTION 1. The City Council of the City of Westminster desires to amend the salary schedule for the City's Administrative, Management, and Confidential Employees as Adopted by the City Council on October 11, 2017 per City Resolution No. 4862 to extend the terms of the compensation and pay plan for a period of one year — July 1, 2020 through June 30, 2021; and SECTION 2. The City Council of the City of Westminster desires to add the classification of City Clerk/Communications Director to the City's job classifications with a salary range of $9,414 to $12,105; and SECTION 3. The City Council of the City of Westminster desires to comply with Government Code Section 20636 and California Code of Regulations Section 570.5, and authorizes the City Manager to make publicly available the City of Westminster Salary 5002-1 Schedule for Administrative, Management, and Confidential Full -Time Classifications attached hereto as Exhibit A; and vote: SECTION 4. The City Clerk shall certify to the passage and adoption hereof. AYES: NOES: ABSENT COUNCIL MEMBERS: TA, HO, CONTRERAS, DO, NGUYEN COUNCIL MEMBERS: NONE COUNCIL MEMBERS: NONE "WO E FA TkI TA, MAYOR ATTEST: 6 CHRISTINE CORDON, CITY CLERK APPROVED AS TO FORM: =x,,_HARD D. JONES, CITY ATTORNEY STATE OF CALIFORNIA ) COUNTY OF ORANGE ss. CITY OF WESTMINSTER 1, CHRISTINE CORDON, hereby certify that I am the duly appointed City Clerk of the City of Westminster and that the foregoing resolution was duly adopted at a regular meeting of the City Council of the City of Westminster held on the 24th day of June 2020. (Vi Christi e Cordon, City Clerk RESOLUTION NO. 5002 EXHIBIT A CITY OF WESTMINSTER SALARY SCHEDULE FOR MANAGEMENT, ADMINISTRATIVE, & CONFIDENTIAL EMPLOYEES Approved by City Council on June 24, 2020 Salaries Effective July 1. 2020 Classification Unit Grade Step A Monthly Step B Monthly Step C MorithlY Step D Month' Step E Month' Step F Month' AccountingManager ADMIN A90 $ 7,151 $ 7,509 $ 7,885 $ 8,279 $ 8,693 $ 9,128 Administrative Analyst ADMIN A28 $ 4,994 $ 5,244 $ 5,506 $ 5,781 $ 6,071 $ 6,374 Administrative Assistant ADMIN A43 $ 5,029 $ 5,281 $ 5,546 $ 5,823 $ 6,115 $ 6,420 Administrative Assistant 11 ADMIN A43B $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Administrative Assistant II/City Council ADMIN A27K $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Administrative Services Director ADMIN A93 $ 11,686 $ 12,270 $ 12,884 $ 13,527 $ 14,203 $ 14,914 Applications Supervisor ADMIN A52C $ 6,987 $ 7,336 $ 7,702 $ 8,087 $ 8,491 $ 8,915 Assistant City Clerk ADMIN A30 $ 4,980 $ 5,229 $ 5,490 $ 5,764 $ 6,052 $ 6,356 Assistant City Engineer ADMIN A56B $ 8,272 $ 8,685 $ 9,119 $ 9,576 $ 10,055 $ 10,557 Assistant City Manager/Dir of Comm Dev ADMIN A99A $ 12,448 $ 13,070 $ 13,723 $ 14,410 $ 15,132 $ 15,888 Assistant Community Services Director ADMIN A84 $ 7,098 $ 7,453 $ 7,825 $ 8,216 $ 8,628 $ 9,059 Assistant Finance Director ADMIN A91 $ 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Assistant Planner ADMIN A33 $ 5,150 $ 5,408 $ 5,677 $ 5,961 $ 6,259 $ 6,572 Assistant to the City Manager ADMIN A85 $ 7,424 $ 7,795 $ 8,185 $ 8,594 $ 9,024 $ 9,475 Associate Civil Engineer ADMIN A56A $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Associate Planner ADMIN A51 $ 5,914 $ 6,210 $ 6,521 $ 6,846 $ 7,189 $ 7,549 Building Official ADMIN A83 $ 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Business Services Manager ADMIN A95 $ 8,531 $ 8,958 $ 9,405 $ 9,876 $ 10,369 $ 10,888 City Cable TV Production Supervisor ADMIN A25 $ 5,930 $ 6,227 $ 6,539 $ 6,865 $ 7,208 $ 7,568 City Clerk/Communications Director ADMIN A86 $ 9,414,$ 9,885 $ 10,379 $ 10,898 $ 11,443 $ 12,015 City Housing Coordinator ADMIN A39A $ 7,424 $ 7,795 $ 8,185 $ 8,594 $ 9,024 $ 9,475 City Housing Su ervisor ADMIN A39 $ 6,581 $ 6,909 $ 7,254 $ 7,617 $ 7,999 $ 8,398 City Manager ADMIN N/A Salary set by contract $ 19,531 Page 1 of 3 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly City Traffic Engineer ADMIN A56C $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Civil Engineering Assistant ADMIN A37 $ 5,664 $ 5,946 $ 6,244 $ 6,556 $ 6,884 $ 7,228 Civil Engineering Associate ADMIN A56 $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Civil Engineering Principal ADMIN A37A $ 7,531 $ 7,907 $ 8,302 $ 8,718 $ 9,154 $ 9,611 Code Enforcement Manager ADMIN A59 $ 7,324 $ 7,690 $ 8,075 $ 8,479 $ 8,903 $ 9,349 Community Development Director ADMIN A50 $ 10,312 $ 10,827 $ 11,368 $ 11,937 $ 12,533 $ 13,160 Community Services Coordinator ADMIN A27 $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Community Services Director ADMIN A89 $ 9,791 $ 10,281 $ 10,795 $ 11,335 $ 11,901 $ 12,496 Community Services Supervisor ADMIN A36 $ 4,970 $ 5,219 $ 5,480 $ 5,755 $ 6,043 $ 6,345 Data Center Supervisor ADMIN A52B $ 6,987 $ 7,336 $ 7,702 $ 8,087 $ 8,491 $ 8,915 Director of Human Resources & Risk Management ADMIN A81 $ 10,231 $ 10,743 $ 11,280 $ 11,845 $ 12,437 $ 13,058 Director of Public Works/City Engineer ADMIN A94 $ 11,317 $ 11,883 $ 12,478 $ 13,101 $ 13,757 $ 14,444 Economic Development Manager ADMIN A55 $ 7,438 $ 7,809 $ 8,200 $ 8,611 $ 9,041 $ 9,493 Economic Development Specialist ADMIN A35A $ 4,994 $ 5,244 $ 5,506 $ 5,781 $ 6,071 $ 6,374 Executive Assistant/City Managers Office ADMIN A35B $ 5,009 $ 5,260 $ 5,523 $ 5,800 $ 6,090 $ 6,394 Family Resource Center Supervisor ADMIN A09 $ 4,970 $ 5,219 $ 5,480 $ 5,755 $ 6,043 $ 6,345 Finance Director/City Treasurer ADMIN A88 $ 11,213 $ 11,773 $ 12,361 $ 12,979 $ 13,628 $ 14,309 Financial Services Manager ADMIN A87 $ 7,453 $ 7,825 $ 8,216 $ 8,628 $ 9,059 $ 9,512 Gang/DrugGang/Drug Prevention Worker ADMIN A32 $ 4,476 $ 4,699 $ 4,934 $ 5,180 $ 5,440 $ 5,712 Garage Superintendent ADMIN A40 $ 6,725 $ 7,062 $ 7,415 $ 7,786 $ 8,175 $ 8,584 Housing Specialist ADMIN Al2A $ 5,533 $ 5,809 $ 6,100 $ 6,405 $ 6,725 $ 7,062 Human Resources Assistant ADMIN A23A $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Human Resources Manager ADMIN A38A $ 8,636 $ 9,068 $ 9,521 $ 9,997 $ 10,497 $ 11,022 Information Services Manager ADMIN A34 $ 8,531 $ 8,958 $ 9,405 $ 9,876 $ 10,369 $ 10,888 Information Systems Specialist ADMIN A44 $ 4,521 $ 4,747 $ 4,984 $ 5,234 $ 5,495 $ 5,771 Maintenance Superintendent ADMIN A42 $ 6,725 $ 7,062 $ 7,415 $ 7,786 $ 8,175 $ 8,584 Management Analyst ADMIN A35C $ 5,009 $ 5,260 $ 5,523 $ 5,800 $ 6,090 $ 6,394 Personnel Analyst ADMIN A26 $ 5,062 $ 5,314 $ 5,580 $ 5,859 $ 6,151 $ 6,458 Plan Check Engineer ADMIN A58 $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Plan Checker ADMIN A49 $ 5,905 $ 6,200 $ 6,510 $ 6,835 $ 7,177 $ 7,536 ,Planning Manager ADMIN A47A $ 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Page 2 of 3 Classification Unit Grade Step A Monthl Step B Monthly _ Step CStep Monthly - D Monthly Step E Mon - thly Step F , Monthly Planning Technician ADMIN A29 $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Police Captain/Deputy Chief ADMIN A92 $ 11,472 $12,045 $12,648 $13,280 , $13,944 $14,642 Police Chief ADMIN A97 $ 13,250 $13,912 $14,607 $ 15,338 $16,105 $16,910 Programmer Analyst ADMIN A46 $ 5,811 $ 6,102 $ 6,407 $ 6,727 $ 7,064 $ 7,417 Public Works Manager/Maintenance Operations ADMIN A38 $ 8,636 $ 9,068 $ 9,521 $ 9,997 $10,497 $11,022 Public Works Manager/Water ADMIN A48 $ 7,839 $ 8,231 $ 8,643 $ 9,074 $ 9,529 $10,005 Purchasing Officer ADMIN A54 $ 6,816 $ 7,157 $ 7,515 $ 7,891 $ 8,285 $ 8,699 Rehabilitation Specialist ADMIN A27B $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Research Analyst ADMIN A53- $ 6,706 $ 7,041 $ 7,394 $ 7,763 $ 8,151 $ 8,558 Risk Management/Benefits Officer ADMIN A60 $ 7,141 $ 7,498 $ 7,872 $ 8,266 $ 8,679 $ 9,113 Senior Administrative Analyst ADMIN A53A $ 6,706 $ 7,041 $ 7,394 $ 7,763 $ 8,151 $ 8,558 Senior Administrative Assistant ADMIN A431) $ 4,789 $ 5,029 $ 5,281 $ 5,545 $ 5,822 $ 6,113 Senior Center Supervisor ADMIN A36B $ 4,970 $ 5,219 $ 5,480 $ 5,755 $ 6,043 $ 6,345 Senior Engineer ADMIN A576- $ 7,188 $ 7,548 $ 7,925 $ 8,321 $ 8,738 $ 9,174 Senior Planner ADMIN A51A $ 7,109 $ 7,464 $ 7,837 $ 8,229 $ 8,641 $ 9,072 Senior Programmer Analyst ADMIN A52 $ 6,652 $ 6,985 $ 7,335 $ 7,701 $ 8,086 $ 8,489 Senior Staff Accountant ADMIN A31 $ 5,707 $ 5,992 $ 6,292 $ 6,607 $ 6,937 $ 7,284 Staff Accountant ADMIN A271 $ 4,749 $ 4,987 $ 5,236 $ 5,498 $ 5,773 $ 6,061 Systems Administrator ADMIN A52A $ 6,652 $ 6,985 $ 7,335 $ 7,701 $ 8,086 $ 8,489 Water Superintendent ADMIN A41 $ 6,725 $ 7,062 $ 7,415 $ 7,786 $ 8,175 $ 8,584 ADMIN = Unrepresented Management, Administrative, and Confidential Ento ees 4 Page 3 of 3 A '0460 "Wr RESOLUTION NO. 4862 A RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF WESTMINSTER PROVIDING FOR A COMPENSATION PLAN FOR THE MANAGEMENT, ADMINISTRATIVE, AND CONFIDENTIAL EMPLOYEES OF THE CITY OF WESTMINSTER FOR THE PERIOD OF MARCH 1, 2017 THROUGH AND INCLUDING JUNE 30, 2020 The Mayor and City Council of the City of Westminster do hereby resolve as follows: SECTION 1. APPLICATION OF RESOLUTION. This Resolution provides for salaries, benefits and other terms and conditions of employment applicable to unrepresented Management, Administrative, and Confidential employees of the City of Westminster. Classifications covered by this Resolution are as follows: Accounting Manager Administrative Analyst ' Administrative Assistant Administrative Assistant II Administrative Assistant II/City Council Administrative Services Director Applications Supervisor Assistant City Clerk Assistant City Engineer Assistant City Manager Assistant Community Services Director Assistant Finance Director Assistant Planner Assistant to the City Manager Associate Civil Engineer Associate Planner Building Official Business Services Manager City Cable TV Production Supervisor City Clerk City Housing Coordinator City Housing Supervisor City Traffic Engineer Civil Engineering Assistant ' Civil Engineering Associate Civil Engineering Principal Code Enforcement Manager Community Development Director 1 Community Services Coordinator Community Services Director , Community Services Supervisor Data Center Supervisor Director of Human Resources & Risk Management Director of Public Works/City Engineer Economic Development Manager Economic Development Specialist Executive Assistant/City Manager's Office Family Resource Center Supervisor Finance Director/City Treasurer Financial Services Manager Gang/Drug Prevention Worker Garage Superintendent Housing Specialist Human Resources Assistant Human Resources Manager Information Services Manager Information Systems Specialist Maintenance Superintendent Management Analyst Personnel Analyst Plan Check Engineer Plan Checker ' Planning Manager Planning Technician Police Captain Police Chief Programmer Analyst Public Works Manager/Maintenance Operations Public Works Manager/Water Purchasing Officer Rehabilitation Specialist Research Analyst Risk Management/Benefits Officer Senior Administrative Analyst Senior Administrative Assistant Senior Center Supervisor Senior Planner Senior Programmer Analyst Senior Staff Accountant Staff Accountant Systems Administrator Water Superintendent 2 SECTION 2. ALLOCATION TO SALARY RANGE. ' The classifications listed above are allocated to monthly salary ranges as contained in the Management, Administrative, and Confidential Employees Salary Schedule, attached hereto as Exhibit A and by reference made a part hereof. Application: Employees will receive a performance evaluation annually on the anniversary date of their hire or promotion to their current position. All other policies as stated in the Personnel Policy Manual, Article XIV, shall apply. Employees whose current salary exceed the maximum established for the position, shall be "Y" rated until such time the salary range exceeds their salary. SECTION 3. SALARY INCREASES. Salaries are listed in Exhibit A (Management, Administrative, and Confidential Employees salary schedule) and reflect the changes noted in "B" through "D" below. A. Stipend Fiscal Year 2016-17. ' Each employee shall receive a one-time, flat -dollar stipend (off salary schedule) equal to $3,000. It is further understood that this stipend shall not be considered "reportable compensation" as defined by CCR 571(a) and related California Public Employees' Retirement System (CaIPERS) regulations. The stipend shall be paid to employees on March 23, 2017. B. Salary Increase, Fiscal Year 2017-18 The positions of City Manager, Police Captain, and Police Chief shall receive a 3.0% salary increase effective September 30, 2017. The first salary table shown in Exhibit "A" reflects the monthly salary rates inclusive of this 3.0% salary increase effective September 30, 2017, C. Salary Increase Fiscal Year 2018-19. Each employee shall receive a 3.5% salary increase effective the first full pay period of Fiscal Year 2018-19. The second salary table shown in Exhibit "A" reflects the monthly salary rates inclusive of this 3.5% salary increase for all positions effective July 1, 2018. D. Salary Increase Fiscal Year 2019-20. ' Each employee shall receive a 3.5% salary increase effective the first full pay period of Fiscal Year 2019-20. The third salary table shown in Exhibit "A" reflects the monthly salary rates inclusive of this 3.5% salary increase for all positions effective July 1. 2019. 3 E. Salary Adjustments pursuant to Classification and Compensation Study Recommendations. ' The City Council has committed to providing compensation adjustments as the result of a City-wide Classification and Compensation Study to ensure each benchmark classification covered herein will be compensated at a level equivalent to the median of the survey market, or compensated in a manner that is aligned internally with one of the benchmark classifications. Final recommendations from the consultant for the implementation of any proposed compensation adjustments will be subject to City Council approval at that time. Said adjustments are intended to become effective sometime after the City has granted the last contractual salary increase on July 1, 2019. SECTION 4. OVERTIME/ADMINISTRATIVE TIME -OFF. A. Exempt Employees. Employees defined as "exempt' under the Fair Labor Standards Act (FLSA) shall not be eligible for overtime pay, but shall be eligible for administrative time off in lieu of overtime pay. Such time off shall be at the convenience of the City and must be approved in advance by the City Manager or his/her designee. B. Non -Exempt Employees. Employees defined as "non-exempt' under the Fair Labor Standards Act (FLSA) shall be eligible for overtime pay or compensatory time off at , the rate of time and one-half (1'/2) for all hours actually worked in excess of forty (40) in one week. Such time off shall be at the convenience of the City and must be approved by the City Manager or his/her designee. Accumulated administrative time shall not be eligible for cash payment. C. Executive Leave. Exempt employees in the following Executive classifications shall not receive administrative time off in lieu of overtime pay, but shall receive Executive Leave in the amount of eighty (80) hours per calendar year: Administrative Services Director Assistant City Manager Assistant to the City Manager City Clerk Community Development Director Director of Community Services Director of Human Resources & Risk Management Director of Public Works/City Engineer Finance Director/City Treasurer Police Captain Police Chief Unused Executive Leave shall not be carried over beyond the calendar year in , which it is earned and shall be forfeited. Use of Executive Leave shall be at the convenience of the City and is subject to approval by the City Manager. Executive Leave may not be cashed out upon termination. CI ' SECTION 5. MILEAGE. Employees required or permitted to use private automobiles in the discharge of their duties shall be paid mileage allowance. SECTION 6. DEMOTION. Demotion of Management, Administrative, and Confidential employees for other than disciplinary reasons shall not result in a reduction in pay; and if continued payments exceed the appropriate salary schedule, the employee shall be shown on the personnel and payroll records as a "Y" rated employee, with the salary held at the "Y" rate. SECTION 7. EDUCATIONAL ACHIEVEMENT. No employee in the Management, Administrative, and Confidential series shall be eligible for any additional compensation for educational or professional achievements. SECTION 8. LONGEVITY PAY. Employees shall be eligible to receive Longevity Pay at the completion of the following consecutive years of service: ' 21 years of service: 2.0% of base salary 22 years of service: 4.0% of base salary 23 years of service: 6.0% of base salary 24 years of service: 8.0% of base salary 25 years of service. 10.0% of base salary An employee who qualifies shall be eligible for only one of the levels of Longevity Pay noted above. Longevity Pay shall continue to be reported to CalPERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (CaIPERS) Regulations, Section 571(a)(1). Employees transitioning into the Management, Administrative, and Confidential employee group from any of the represented employee organizations within the City of Westminster shall retain all earned Longevity Pay and continue to accrue any remaining Longevity Pay under the terms of the Memorandum of Understanding or Resolution such employee left, not to exceed a maximum of ten percent (10%). In the event the employee's former employee organization negotiates a change in Longevity Pay, the employee shall retain the earned Longevity Pay or receive such compensation under the terms of this resolution, whichever is greater. SECTION 9. BILINGUAL PAY. ' Effective July 1, 2017, employees with demonstrated proficiency in any of the listed languages, and upon recommendation from the department head, shall receive an additional $150.00 per month ($69.24 biweekly) increase to base pay. 61 American Sign Language Laotian Cambodian Spanish Chinese Thai Japanese Vietnamese Korean Tagalog Additional languages may be added to the eligibility list at the discretion of the department head with Human Resources Director approval. The Human Resources Director will determine the specific examination for employees to qualify for bilingual pay. This form of special compensation, also referred to as "Bilingual Premium," shall continue to be reported to CaIPERS as special compensation, and therefore compensation earnable pursuant to California Public Employees' Retirement System (PERS) Regulations, Section 571(a)(4). SECTION 10. SPECIAL PAY. A. Advanced POST Pay. Upon submitting proof to Human Resources of Advanced POST Certification, the Police Chief and Police Captain shall be paid an additional 2.5% above base salary as Advanced POST Pay. This benefit shall become effective September 30, 2017. This form of special compensation, also referred to as "Peace Officer Standard Training (POST) Certificate Pay," shall be reported to CaIPERS ' as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (CaIPERS) Regulations, Section 571(a)(2). B. Water Distribution or Water Treatment Certification Pay. Employees covered by this agreement who hold one of the following certifications shall receive additional percentage pay as shown below, provided the employee is required to perform services covered by the certification. Employees shall be eligible for one (1) level of certification pay only. • Water Distribution (D) or Water Treatment (T) Certification Grade 4 or Grade 5 from the California Public Health Drinking Water Program: o Grade 4 (either D4 or T4) — 9.0% o Grade 5 (either D5 or T5) — 10.0% This form of special compensation, also referred to as "Water Certification Premium," shall be reported to CaIPERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (CaIPERS) Regulations, Section 571(a)(4). M SECTION 11. VACATION ALLOWANCE. ' Vacation allowance shall be earned based on the following schedule: Years of Service Vacation Allowance 0 to 1 120 hours 1 to 2 128 hours 2 to 3 136 hours 3 to 4 144 hours 4 to 5 152 hours 5 to 20 160 hours 20 to 21 168 hours 21 to 22 176 hours 22 to 23 184 hours 23 to 24 192 hours 24 or more 200 hours Vacation shall be scheduled within the department so as not to interfere with departmental operations, and must have the prior approval of the City Manager or his/her designee. Management, Administrative, and Confidential employees shall be permitted to ' cash out accrued vacation hours a maximum of two (2) times per calendar year so long as a minimum of one hundred and twenty (120) vacation hours are maintained in the employee's leave account at all times. All vacation hours in excess of two hundred and forty (240) hours shall be paid in cash on the second pay period of November each year. The City shall provide an exception for economic hardship. The Director of Human Resources shall review such requests for vacation cash out. A good faith demonstration that the employee has a financial hardship will be sufficient (i.e., does not require that the hardship be "unforeseen" or "preventable" as 457 withdrawals require). SECTION 12. SICK LEAVE. Employees shall be credited with sick leave at the rate of eight (8) hours per month and may not be taken off until earned. Accumulated sick time shall be disposed of in any of the following ways at the discretion of the employee. The employee must declare in advance his/her intended form of disposition to the City. This declaration shall be made in July of each year for the current year only. The forms of disposition shall be: ' 1. CASH OUT. The employee may elect to cash all remaining sick leave earned during the previous twelve (12) months at the rate of fifty percent (50%) of the total value. 0 2. ROLL-OVER. The employee may elect to roll-over the full balance of time for future use as sick time. Subsequent cash outs will be limited only to that ' amount accumulated during the previous twelve (12) month period. If the employee fails to file a declaration as to the disposition of sick leave, accumulated sick leave will automatically be placed in his/her roll-over account. Declarations must be received by the Director of Human Resources no later than July 1 of each year. 3. RETIREMENT. Employees who make application for and retire from City service shall receive cash payment for up to two hundred and forty (240) hours of sick leave to be paid at the rate in effect at the time of such retirement. Upon retirement, all remaining accumulated sick time, not disposed of, will be credited towards PERS retirement credit on an hour for hour basis. 4. DEATH. In the event of death of the employee, the designated beneficiary on file in the Human Resources Department shall be paid in cash for sick leave at the rate of fifty percent (50%) of cash value. 5. LAYOFF. Employees whose employment is terminated due to layoff shall be paid in cash for all (100%) accumulated sick leave on the books at the time of layoff, at full cash value. SECTION 13. HOLIDAY CREDIT. In addition to their regular compensation, employees shall be eligible for eight and ' one-half (8'/z) holidays, which will be credited as earned, and which may be taken either on such holiday or any other time, but only at the convenience of the City. Employees shall receive nine (9) hours for each recognized holiday. The legal holidays of the City are: • January 1 (New Year's Day) • Third Monday in February (Presidents' Day) • Last Monday in May (Memorial Day) • July 4 (Independence Day) • First Monday in September (Labor Day) • Fourth Thursday in November (Thanksgiving Day) • Fourth Friday in November (Day after Thanksgiving) • One-half day before Christmas (Christmas Eve) • December 25 (Christmas Day) • A maximum of two (2) nine (9) hour Floating Holidays (total of eighteen [18] hours) to be taken at the convenience of the City. Such holidays are not eligible for cash payment, and must be taken between the first pay period of the calendar year and the last pay period of the calendar year. It is understood ' "calendar year" refers to the City's normal payroll cycle and might not include a pay period that includes the entire month of December. The intent and practice is to allow employees twenty-six pay periods in which to utilize the floating G holiday hours. The employee is eligible for the two (2) Floating Holidays after sixty (60) days' continuous employment. • In calendar years 2017, 2018, and 2019 only, the City shall provide an additional nine (9) hours of Floating Holiday accrual, for a total of 27 hours when combined with the 18 hours noted above. These additional floating holiday hours are subject to the same guidelines for usage as noted above. • When a holiday falls on a Saturday, the Friday before will be observed as the holiday. When a holiday falls on a Sunday, the following Monday will be observed. If a holiday falls on the Friday that City Hall is closed for the 9/80 schedule, or on a day the employee is not scheduled to work, the employee will receive nine (9) hours of vacation accrual, except Christmas Eve, whereby employees will receive 4.5 hours of vacation accrual. • Every day appointed by the President or Governor for public fast, thanksgiving, or holiday and so proclaimed by the Mayor. SECTION 14. HOLIDAY FURLOUGH. City offices will be closed between Christmas and New Year's Day. Employees will be allowed to use banked time (Administrative Time Off, Executive Leave, floating ' holiday, sick leave, or vacation) to cover time employees are off. Employees may choose time off without pay. SECTION 15. LEAVES OF ABSENCE. A. Family and Medical Care Leave: Employees are entitled to all rights available under the Federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The following shall clarify the City's administration of Family and Medical Care Leave: Declaration of Family and Medical Care Leave: In addition to qualifying employee requests for Family and Medical Care Leave, the City retains the right to declare an employee out on Family and Medical Care Leave for employee absences which are FMLA/CFRA-eligible. In such cases, the City shall count the duration of such leave against the employee's 12 -week leave entitlement. Calculation of 12 Months for Purposes of Eligibility: Eligible employees are generally entitled to up to 12 weeks of Family and Medical Care Leave for qualifying purposes in a 12 -month period (additional time may be available for qualifying employees under Military Family Leave regulations). The City shall compute the 12 -month period using a "rolling" 12 -month period, measured backward from the date leave is used. Under this method, each time an employee 1 takes a Family and Medical Care Leave, the remaining leave entitlement would be any balance of the 12 weeks which has not been used during the immediately preceding 12 months. 09 Use of Leave — "Bonding" Leave: An employee shall use Vacation Leave in connection with "bonding" leave, as defined under the FMLA and CFRA. If an , employee has exhausted his/her accumulated Vacation Leave, an employee may use accumulated Sick Leave for "bonding" leave. An employee may also, at his/her discretion, use Compensatory Time Off for "bonding" leave. Sick Leave may be used during "bonding" leave if such leave is also taken in connection with a personal or family illness. The City may require medical certification for use of Sick Leave during "bonding" leave. For "bonding" leave taken due to the birth of an employee's child, an employee shall be allowed to use Sick Leave for up to four (4) weeks. Use of Sick Leave of longer than four (4) weeks for "bonding" due to the birth of an employee's child shall require medical certification of personal or family illness. Use of Leave — Personal/Family Illness: An employee shall use Sick Leave for leave in connection with a personal or family illness. If an employee has exhausted his/her accumulated Sick Leave, an employee may use accumulated Vacation Leave. An employee may, at his/her discretion, use Compensatory Time Off for leave in connection with a personal or family illness. Intermittent Leave: An employee is not required to take Family and Medical Care Leave in one continuous block of time. Generally, leave may be taken intermittently or on a reduced leave schedule only when medically necessary or due to a "qualifying exigency" under Military Family Leave regulations. Employees ' must make reasonable efforts to schedule leave so as not to unduly disrupt the City's operations. The minimum duration of "bonding" leave shall be two (2) weeks, but the City shall permit an eligible employee to take "bonding" leave of at least one day, but less than two weeks, on two occasions. B. Military Leave: Employees are entitled to all rights available under the Federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and the California Military and Veterans Code. In addition, the City has extended additional benefits to employees called to active duty by Council adopted Resolution. C. Catastrophic Leave Donations: In recognition of the fact that catastrophic illness or injury can cause employees a financial hardship, an employee may apply for Catastrophic Leave donations from fellow City employees. This will allow the employee facing financial hardship to remain on payroll through the use of Sick Leave hours. Requests for Catastrophic Leave donations shall be made through and from the Human Resources Department. In order to be eligible for Catastrophic Leave donations, an employee must ' have exhausted all accumulated leave balances and must be expected to be absent from the workplace due to personal illness or injury, or due to the illness or injury of an immediate family member which requires the care of the employee. 10 Donations shall be limited to whole hour increments of Vacation, Comp Time, and Sick Leave (Sick Leave shall be donated at 50% value). The donating employee shall have his/her leave hours deducted accordingly and the recipient shall have donated hours credited to his/her Sick Leave account. Donated hours shall be converted to Sick Leave hours for the recipient as follows: 1. Donated hours multiplied by donating employee's hourly rate (base pay and Longevity Pay included), 2. This amount divided by the recipient's hourly rate (base pay and Longevity Pay included); 3. Result is the number of hours the recipient will have credited to their Sick Leave account In the event that an eligible employee receives donations of leave in excess of that which is required, unused hours shall be deposited into a Catastrophic Leave Bank for future use by eligible employees covered by this Resolution. Unused hours shall be multiplied by the primary recipient's hourly rate to determine a total monetary amount available for future Catastrophic Leave Donation requests. The total amount available shall be divided by a future recipient's hourly rate to determine how many hours are available for that recipient. D. Employees may request other forms of leaves of absence pursuant to provisions outlined in the Personnel Policy Manual. E. Any employee who engages in outside employment during any leave of absence without prior notification and approval of the City Manager and department head shall be subject to termination. Any employee who falsified the reason for the request of said leave of absence may be terminated for falsifying a request for leave of absence or extension thereof. SECTION 16. BEREAVEMENT LEAVE. In the event of a death to a spouse or child (to include foster and/or step -child), the employee shall be granted two (2) weeks of leave with pay depending on the employee's schedule, with such time not to be charged against the employee's leave account. It is understood the "two (2) weeks" amount will coincide with the employee's work schedule (i.e., 4-10 work week, 28 day work cycle, etc.). In the event of a death of the following specified family members — parent, grandparent, grandchild, great-grandparent, sibling, niece, nephew, aunt, uncle, or such relative of spouse — the employee shall be granted up to thirty (30) hours off with pay to attend the funeral, not to be charged against the employee's sick leave account. If it is necessary ' for an employee to travel outside the immediate area due to a death in the specified family members, upon approval of the City Manager, leave may be extended up to a total of forty (40) hours to attend a funeral. "Immediate area" as used above means within five 11 hundred (500) miles of the City of Westminster, as measured from City Hall (8200 Westminster Boulevard). t SECTION 17. RETIREMENT. 1. MISCELLANEOUS (NON -SAFETY) EMPLOYEES. Miscellaneous (Non -Safety) employees include all positions covered by this Resolution except the Police Chief and Police Captain. These employees shall be members of the California Public Employees' Retirement System (CaIPERS) and shall be eligible for retirement benefits based on their hire date, as noted in Sections A, B, and C below: A. MISCELLANEOUS TIER 1 - PERS 2.5% Co. AGE 55 FORMULA shall be applicable to miscellaneous employees hired prior to July 28, 2011. i. Employee Contribution. The member (employee) contribution rate for Non - Safety (Miscellaneous) employees is established by State Legislation and is currently set at 8.0% of "pensionable compensation." Effective July 1, 2012, employees shall contribute PERS payments in an amount of 8.0% of "pensionable compensation" as their full PERS member contribution. These contributions shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. ' ii. Final Compensation. Upon retirement, employees under this section will have their retirement calculation based on the average monthly salary earned during the highest twelve (12) consecutive months of employment to establish final compensation. B. MISCELLANEOUS TIER 2 - PERS 2.0% @ AGE 60 FORMULA shall be applicable to miscellaneous employees hired on or after July 28, 2011 but prior to January 1, 2013, as well as new hires from other agencies who are current members of CaIPERS or a reciprocal retirement system. Employee Contribution. The member (employee) contribution rate for Non - Safety (Miscellaneous) employees is established by State Legislation and is currently set at 7.0% of "pensionable compensation." Effective July 1, 2012, employees shall contribute PERS payments in an amount of 7.0% of "pensionable compensation" as their full PERS member contribution. These contributions shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. ii. Final Compensation. Upon retirement, employees under this section will have ' their retirement calculation based on the average monthly salary earned during the highest thirty-six (36) consecutive months of employment to establish final compensation. 12 C. MISCELLANEOUS TIER 3 - PERS 2.0% (aD AGE 62 FORMULA shall be applicable ' to new employees/members hired on or after January 1, 2013 as defined by the Public Employee Pension Reform Act of 2013 (PEPRA). i. Employee Contribution. Employees shall be responsible for contributing one- half of the normal cost for this pension program. Employees shall therefore contribute PERS payments in an amount of 5.75% of "pensionable compensation" as their full PERS member contribution. This reimbursement shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. In no event shall the City pay any of the required employee contribution, as prescribed by PEPRA and outlined in Government Code Section 20516 et al. ii. Final Compensation. Upon retirement, employees under this section will have their retirement calculation based on the average monthly salary earned during the highest thirty-six (36) consecutive months of employment to establish final compensation. 2. SAFETY EMPLOYEES. Safety employees covered by this Resolution include the Police Chief and Police Captain ' only. These employees shall be members of the California Public Employees' Retirement System (CaIPERS) and shall be eligible for retirement benefits based on their hire date, as noted in Sections A, B, and C below: A. SAFETY TIER 1 - PERS 3.0% a) AGE 50 FORMULA shall be applicable to safety employees hired prior to July 28, 2011. i. Employee Contribution. The member (employee) contribution rate for Safety employees is established by State Legislation and is currently set at 9.0% of "pensionable compensation." Safety employees covered herein shall therefore contribute PERS payments in the amount of 9.0% of "pensionable compensation" as their full PERS member contribution. These contributions shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. ii. Final Compensation. Upon retirement, employees under this section will have their retirement calculation based on the average monthly salary earned during the highest twelve (12) consecutive months of employment to establish final compensation. B. SAFETY TIER 2 - PERS 2.0% Ca. AGE 50 FORMULA shall be applicable to safety ' employees hired on or after July 28, 2011 but prior to January 1, 2013, as well as new hires from other agencies who are current members of CaIPERS or a reciprocal retirement system. 13 i. Employee Contribution. Employees shall contribute PERS payments in an amount of 9.0% of "pensionable compensation" as their full PERS member ' contribution. This contribution shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. ii. Final Compensation. Upon retirement, employees under this section will have their retirement calculation based on the average monthly salary earned during the highest thirty-six (36) consecutive months of employment to establish final compensation. C. SAFETY TIER 3 - PERS 2.7% (� AGE 57 FORMULA shall be applicable to new local safety members entering CalPERS membership for the first time in a Police Safety classification on or after January 1, 2013 as defined by the Public Employee Pension Reform Act of 2013 (PEPRA). i. Employee Contribution. Employees shall be responsible for contributing one- half of the normal cost for this pension program, which is 12.25%. Employees shall therefore contribute PERS payments in an amount of 12.25% of "pensionable compensation" as their full PERS member contribution. This reimbursement shall be administered via payroll deduction on a pre-tax basis in accordance with Section 414(h)(2) of the Internal Revenue Service Code and applicable Government Code sections. In no event shall the City pay any of the I required employee contribution, as prescribed by PEPRA and outlined in Government Code Section 20516 et al. ii. Final Compensation. Upon retirement, employees under this section will have their retirement calculation based on the average monthly salary earned during the highest thirty-six (36) consecutive months of employment to establish final compensation. 3. TERMINATION OF PERS MEMBERSHIP. A. DISABILITY RETIREMENT. A miscellaneous employee becoming disabled to the extent that he/she is incapable of performing his/her duties shall be eligible for disability retirement provided he has at least five (5) years of service. The monthly retirement allowance for those with less than ten (10) years services is 1.80% of final compensation for each year of service. For those with ten (10) years to 18.51 years of service, the monthly retirement allowance will be a minimum guarantee of one-third of final compensation for most employees who have rendered at least ten (10) years of service. For those with 18.51 or more years of service, the monthly retirement allowance will be 1.8% of final compensation for each year of service. The disability retirement allowance shall under no circumstances exceed the service retirement ' allowance payable upon retirement for service at age 60 if employment could be continued to that age. 14 A sworn employee, who becomes disabled while a member of the System for ' reasons arising out of his/her employment, will be eligible for a life income of fifty percent (50%) of his/her final compensation. If his/her disability is such that he/she is also entitled to a disability income from Social Security, the State System benefit will be reduced by the amount of his/her Social Security benefit. B. DEATH BEFORE RETIREMENT. This benefit is a refund of the member's accumulated contributions to the retirement fund plus interest, plus six (6) months' salary, provided he/she has been a member of the Retirement System for six (6) years or more. For those who die before completing six (6) years membership, the benefit is one (1) month's salary for each year of membership plus refund of contributions and interest. The salary referred to is that earned during the year preceding death. Prior service does not count toward this benefit. C. INDUSTRIAL DEATH. If death is service -connected in the judgment of the Industrial Accidents Commission, a monthly income is paid to the widow/widower for life (or until remarriage) instead of the above basic death benefit. However, if she/he is also eligible for survivor benefits from Social Security because of the member's death, ' the State System benefit will be reduced by the amount of such Social Security so long as Social Security benefits are payable (usually until the youngest child reaches 18 and after the widow/widower reaches age 62). The total, including Social Security, would be 50% of final compensation. If death was caused by external violence or physical force, the total benefit (including Social Security) would be increased to the following percentages of final compensation so long as the widow lives and does not remarry: • Widow or widower with 3 or more children under 18 75.0% • Widow or Widower with 2 children under 18 70.0% • Widow or widower with 1 child under 18 62.5% D. 1959 SURVIVOR BENEFITS. A monthly allowance shall be paid to certain survivors of a member who dies before retirement. The City shall provide Level IV of this benefit. E. DEATH AFTER RETIREMENT. The death benefit is $500 if death occurs after retirement. This amount will be in addition to any payments, which might be made after an optional retirement benefit chosen by the member at his/her retirement. 15 F. TERMINATION OF EMPLOYMENT. Upon termination of employment, an employee with five (5) or more years of , service may either leave his contributions with the Retirement System and receive, upon attaining retirement age, the retirement benefit he has earned, or he/she may withdraw his/her contributions (plus interest), thus terminating his/her membership in the System and receiving no retirement benefits. Except (1) a member with less than five (5) years of service shall not have interest refunded upon termination of employment, and (2) a member who is transferring to employment with another agency covered by the System shall not have the right of withdrawing his/her accumulated contributions, but the contributions will be transferred with the member. SECTION 18. HEALTH BENEFIT PROGRAM. A. The City shall maintain a comprehensive health benefit program consisting of the following programs: Comprehensive family health medical coverage Dental care Vision care Life insurance Long Term Disability The City's Health Benefit Program may be increased in scope at any time; ' however, the Benefit Program may not be decreased without providing an equivalent program. B. The City has implemented a full flex cafeteria plan. Active employees participating in the City's full flex cafeteria plan shall receive a flex dollar allowance to purchase group health coverage under the plan: * These amounts are provided only to employees who participate in the CalPERS health insurance program and are enrolled in the Family level of coverage. A portion of the flex dollar allowance is identified as the City's mandatory contribution towards CalPERS Health under the Public Employees' Medical and Hospital Care Act (PEMHCA), hereinafter referred to as the "PEMHCA minimum , contribution." The PEMHCA minimum contribution shall be adjusted annually by an amount to be determined by CalPERS ($128.00 per month in calendar year lital Single Coverage, Effective Date 2 -Party Coverage, or Family Coverage* Opt Out March 1, 2017 $1,400 per month $1,500 per month July 1, 2018 $1,500 per month $1,600 per month July 1, 2019 $1,600 per month $1,700 per month * These amounts are provided only to employees who participate in the CalPERS health insurance program and are enrolled in the Family level of coverage. A portion of the flex dollar allowance is identified as the City's mandatory contribution towards CalPERS Health under the Public Employees' Medical and Hospital Care Act (PEMHCA), hereinafter referred to as the "PEMHCA minimum , contribution." The PEMHCA minimum contribution shall be adjusted annually by an amount to be determined by CalPERS ($128.00 per month in calendar year lital 2017; $133.00 per month in calendar year 2018). Remaining flex dollars shall be ' used by employees to participate in the City's health benefits plans. Unused flex dollar allowances, after the employee has elected the coverage under the Cafeteria plan they desire, can be taken by the employee as cash (taxable income), or deposited into the following tax deferred options: (1) employee's Health Care spending account (Section 125 plan); (2) Dependent Care Spending account; (3) 457 Deferred Compensation plan; or (4) used to purchase voluntary products. Employees who do not use the full monthly maximum benefit amount shall be paid the unused amount on the first payday of the month. C. Optional City life insurance coverage shall provide for $50,000 death benefit and $50,000 accidental death or dismemberment rider. Dependent life insurance coverage shall provide for $1,500 death benefit and $1,500 accidental death or dismemberment rider. D. The City shall provide vision coverage under the VSP Insurance Plan. E. The City shall provide Long Term Disability Insurance of 66 2/3% of the employees' monthly salary, up to a maximum of $10,000 per month, to be paid for by the City. F. In the event any of the plans listed above become unavailable, a replacement plan ' shall be provided by the City. G. The City shall continue to make available an IRS Section 125 cafeteria plan and shall include if possible all options provided by law. H. The full flex cafeteria dollar amounts listed in Section 16.13 of this Article apply to active employees only. As described more fully in Section 17 of this Article, the retiree Health Benefits Program amount is capped at $936.60 per month. SECTION 19. CONTINUATION OF MEDICAL, DENTAL, LIFE, AND VISION INSURANCE UPON RETIREMENT. A. TIER 3. Eligibility for City contribution to the retiree Health Benefits Program for employees hired on or after January 1, 2011, shall be based on the following schedule: 1. Employees retiring from the City with less than fifteen (15) consecutive years of service with the City of Westminster shall be eligible for a City contribution to the Retiree Health Plan equal to the PEMHCA minimum ' contribution to CalPERS Health (e.g., $128.00 per month effective January 2017; $133.00 per month effective January 2018). 2. Employees retiring from the City with more than fifteen (15) years of 17 consecutive service with the City of Westminster shall be eligible for a City contribution to medical coverage equal to $400.00 per month. ' 3. The City contribution to medical coverage shall continue to a surviving spouse of a deceased retiree only until the surviving spouse becomes Medicare eligible, at which time the City contribution shall be discontinued. 4. Employees shall not be eligible for any City contribution toward continuation of ancillary benefits (e.g., dental, vision, life insurance). Employees shall not be eligible for continuation in the City's group policy for these benefits except as required by COBRA regulations. B. TIER 2. Eligibility for City contribution to the retiree Health Benefits Program for employees hired on or after August 10, 2005, and on or before December 31, 2010, shall be based on the following schedule: 1. Employees retiring from the City with less than five (5) consecutive years of service with the City of Westminster shall be eligible for a City contribution to the Retiree Health Plan equal to the PEMHCA minimum contribution to CalPERS Health (e.g., $128.00 per month , effective January 2017; $133.00 per month effective January 2018). 2. Employees retiring from the City with more than five (5) years of consecutive service through ten (10) years of consecutive service with the City of Westminster shall be eligible for twenty-five percent (25%) of the capped benefit dollar amount of $936.60 per month (e.g., $936.60 X 25% _ $234.15). 3. Employees retiring from the City with more than ten (10) years of consecutive service through fifteen (15) years of consecutive service with the City of Westminster shall be eligible for fifty percent (50%) of the capped benefit dollar amount of $936.60 per month (e.g., $936.60 X 50% _ $468.30). 4. Employees retiring from the City with more than fifteen (15) years of consecutive service with the City of Westminster shall be eligible for one hundred percent (100%) of the capped benefit dollar amount of $936.60 per month. 5. Retirees will continue to receive vision coverage, life insurance to $35,000 (dependent upon age) with a City contribution to the premium not to exceed $19.10 per month, and a contribution to , dental insurance benefits not to exceed $20.00 per month. C. TIER 1. 1. Represented employees hired prior to August 10, 2005, who retire from City service, shall be eligible after retirement for continuation of medical insurance at an amount not to exceed $936.60 per month. 2. Retirees will continue to receive vision coverage, life insurance to $35,000 (dependent upon age) with a City contribution to the premium not to exceed $19.10 per month, and a contribution to dental insurance benefits not to exceed $20.00 per month. D. In order to implement the tiered benefit contained in this section, effective January 1, 2008 the City's contribution towards CalPERS Health coverage shall be the minimum required contribution established by CalPERS under the Public Employees' Medical and Hospital Care Act (PEMHCA), hereinafter referred to as the "PEMHCA minimum contribution". Commencing January 1, 2009, the PEMHCA minimum contribution shall be adjusted annually by an amount to be determined by CalPERS ($128.00 per month effective January 2017, $133.00 per month effective January 2018). California Government Code Section 22892 (b) (1) requires the City to pay an equal amount towards the cost of medical coverage under PEMHCA for both active and retirees. Retirees shall have additional medical premiums deducted from their retirement check. City contributions required under this section shall be made directly by the City to eligible retirees on or about the 15t of each month. Retirees may receive these contributions either by check or direct deposit. SECTION 20. TUITION REIMBURSEMENT. Full time employees who have successfully completed their probationary period may be eligible for tuition reimbursement for course work taken from any college, university, or accredited institution which increases the employees' value to the City. To be eligible, the employee must receive a grade "C" or higher, and upon completion must verify the grade received. Courses must be approved in advance by the department head and the City Manager on the appropriate form. In the event the employee resigns or is removed from City service within one (1) year following completion of the approved courses for which the City funds have been expended, the amount of tuition reimbursement paid by the City will be repaid to the City by means of a payroll deduction from the employee's last paycheck. Reimbursement is limited to $1,000.00 maximum per fiscal year. SECTION 21. UNIFORMS. ' Employees required to wear a distinctive uniform will be furnished such uniform or will receive a uniform allowance. The City will purchase and maintain uniforms for the Police Chief and Police Captain positions covered by this Resolution. Pursuant to Section 571(a)(5) of the California Public Employees' Retirement System (CaIPERS) NO Regulations, the City will report to CalPERS the monetary value for the purchase, rental, and/or maintenance of employee uniforms. Effective July 1, 2013, the City will report I uniform allowance to CalPERS of up to $750 per fiscal year, per sworn employee, as pensionable compensation. Uniform allowance is not considered pension reportable compensation for "new members" hired after January 1, 2013, pursuant to the Public Employee Pension Reform Act of 2013 ("PEPRA"). SECTION 22. CELL PHONE / DATA PLAN REIMBURSEMENT. Upon showing proof of related expenses, Department heads and key managers (as recommended by their department heads) who use their personal cell phones for conducting City business will receive reimbursement of up to $60.00 per month for their cell phone / data plan expenses. SECTION 23. JOB -CONNECTED ILLNESS OR INJURY. Non -sworn employees shall be entitled to a temporary disability at a maximum of six (6) months paid leave for job connected illness or injury, unless disability becomes permanent and stationary prior to expiration of six (6) months, such time not to be charged against sick leave or vacation. Such leave is to be determined by one of the doctors from the panel established by the Human Resources Department. If disability exceeds six (6) , months, employee may elect to receive only workers' compensation benefits, or have sick leave or vacation charged for the difference between workers' compensation and his/her regular salary and receive a full paycheck, not to exceed the maximum disability period allowed under Workers' Compensation law. SECTION 24. EMPLOYEE DISCIPLINE. Disciplinary action against employees in the Classified Service shall be taken in accordance with procedures outlined in Article X of the City of Westminster Personnel Policy Manual. All employees other than those excepted by Westminster Municipal Code Section 2.68.050 shall be considered members of the Classified Service. Employees excepted by Westminster Municipal Code Section 2.68.050 are considered "at -will" employees and not entitled to the procedures outlined in this Section and in Article X of the City of Westminster Personnel Policy Manual. Appeal Hearings for Disciplinary Action. Should a permanent employee wish to appeal the decision of the City Manager in a case involving major discipline (defined as termination, suspension greater than five (5) days, or a demotion equivalent to more than five (5) days of pay), the matter shall be submitted to an independent arbitrator mutually selected by the parties who shall hear and consider the matter in accordance with the City's adopted rules and regulations. OPTS] ' The request must be filed, in writing, to the City Manager within five (5) working days after final action is taken and written notice has been given to the employee. The Hearing Officer shall be selected from a list of seven (7) arbitrators provided by AAA who are members of the National Academy of Arbitrators or through a list of Hearing Officers from the State Mediation and Conciliation Service. If the parties cannot agree on selection of a Hearing Officer, then the parties will alternately strike names until one name remains. Any decision of the Hearing Officer shall be advisory only. The City shall bear the costs associated with arbitration. These costs shall be limited to the cost of the arbitrator and court reporting services. SECTION 25. ALL RESOLUTIONS IN CONFLICT, ETC. All resolutions of the City of Westminster in conflict herewith are hereby repealed. SECTION 26. EFFECTIVE DATES. This Resolution shall be effective beginning March 1, 2017 and shall remain in effect until June 30, 2020 unless amended by subsequent City Council Resolution. PASSED, APPROVED AND ADOPTED this 11th day of October, 2017 by the ' following vote: AYES: COUNCIL MEMBERS: TA, DIEP, CONTRERAS, HO NOES: COUNCIL MEMBERS: RICE ABSENT: COUNCIL MEMBERS: NONE �7zp Tri Ta, MAYOR ATTEST: _ G1 -U- 9A ad Marianon aeras, IN IM CITY CLERK STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss CITY OF WESTMINSTER ) I, MARIAN CONTRERAS, hereby certify that I am the duly appointed Interim City Clerk of the City of Westminster, and that the foregoing resolution was duly adopted at a regular meeting of the City Council of the City of Westminster held on the 11th day of October, 2017. Marian ontreras, Inte City Clerk 21 RESOLUTION NO. �:l7:III1<�i� CITY OF WESTMINSTER ' SALARY SCHEDULE FOR MANAGEMENT, ADMINISTRATIVE, & CONFIDENTIAL EMPLOYEES INCLUDES A 3.0% SALARY INCREASE FOR POLICE CAPTAIN, POLICE CHIEF, & CITY MANAGER Approved by City Council on October 11, 2017 Salaries Effective September 30, 2017 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Accounting Manager ADMIN A90 $ 6,676 $ 7,010 S 7,361 $ 7,729 S 8,115 $ 8,521 Administrative Analyst ADMIN A28 $ 4,662 $ 4,895 S 5,140 $ 5,397 S 5,667 $ 5,950 Administrative Assistant ADMIN A43 $ 4,695 $ 4,930 $ 5,177 $ 5,436 $ 5,708 $ 5,993 Administrative Assistant II ADMIN A43B $ 4,067 $ 4,270 S 4,483 $ 4,707 $ 4,942 $ 5,189 Administrative Assistant II/City Council ADMIN A27K $ 4,067 $ 4,270 S 4,483 $ 4,707 S 4,942 $ 5,189 Administrative Services Director ADMIN A93 $ 10,909 $ 11,454 $ 12,027 $ 12,628 S 13,259 $ 13,922 Applications Supervisor ADMIN A52C $ 6,522 $ 6,848 S 7,190 $ 7,549 S 7,926 $ 8,322 Assistant City Clerk ADMIN A30 $ 4,649 $ 4,881 $ 5,125 $ 5,381 S 5,650 $ 5,933 Assistant City Engineer ADMIN A56B $ 7,722 $ 8,108 $ 8,513 $ 8,939 S 9,386 $ 9,855 Assistant City Manager ADMIN A99A $ 9,794 $ 10,284 S 10,798 $ 11,338 S 11,905 $ 12,500 Assistant Community Services Director ADMIN A84 $ 6,626 $ 6,957 S 7,305 $ 7,670 S 8,054 $ 8,457 Assistant Finance Director ADMIN A91 $ 8,130 $ 8,536 $ 8,963 $ 9,411 $ 9,882 $ 10,376 Assistant Planner ADMIN A33 $ 4,808 $ 5,048 $ 5,300 $ 5,565 S 5,843 $ 6,135 Assistant to the City Manager ADMIN A85 $ 6,930 $ 7,277 S 7,641 $ 8,023 $ 8,424 $ 8,845 Associate Civil Engineer ADMIN A56A $ 6,391 $ 6,711 S 7,047 $ 7,399 $ 7,769 $ 8,157 Associate Planner ADMIN A51 $ 5,521 $ 5,797 $ 6,087 $ 6,391 $ 6,711 $ 7,047 Building Official ADMIN A83 $ 8,130 $ 8,536 S 8,963 $ 9,411 S 9,682 $ 10,376 Business Services Manager ADM1N A95 $ 7,964 $ 8,362 $ 8,780 $ 9,219 $ 9,680 $ 10,164 City Cable TV Production Supervisor ADMIN A25 $ 5,536 $ 5,813 $ 6,104 $ 6,409 S 6,729 $ 7,065 City Clerk ADMIN A86 $ 7,989 $ 8,388 S 8,807 $ 9,247 S 9,709 $10,194 City Housing Coordinator ADMIN A39A $ 6,930 $ 7,277 $ 7,641 $ 8,023 $ 81424 $ 8,845 City Housing Supervisor ADMIN A39 $ 6,143 $ 6,450 S 6,772 $ 7,111 $ 7,467 $ 7,840 City Manager* ADMIN N/A Salary set by contract $ 18,232 Page 1 of 3 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly City Traffc Engineer ADMIN A56C $ 6,391 $ 6,711 $ 7,047 $ 7,399 S 7,769 $ 8,157 Civil Engineering Assistant ADMIN A37 $ 5,287 $ 5,551 $ 5,829 S 6,120 S 6,426 $ 6,747 Civil Engineering Associate ADMIN A56 $ 6,391 $ 6,711 S 7,047 $ 7,399 $ 7,769 $ 8,157 Civil Engineering Principal ADMIN I A37A $ 7,030 S 7,381 S 7,750 $ 8,138 S 8,545 $ 8,972 Code Enforcement Manager ADMIN A59 $ 6,837 $ 7,179 S 7,538 $ 7,915 S 8,311 $ 8,727 Community Development Director ADMIN A50 $ 9,626 S 10,107 S 10,612 S 11,143 S 11,700 $ 12,285 Community Services Coordinator ADMIN A27 $ 4,067 $ 4,270 $ 4,483 S 4,707 S 4,942 $ 5,189 Community Services Director ADMIN A89 $ 9,140 $ 9,597 S 10,077 $ 10,581 S 11,110 $ 11,665 Community Services Supervisor ADMIN I A36 $ 4,640 $ 4,872 S 5,116 $ 5,372 S 5,641 $ 5,923 Data Center Supervisor ADMIN A52B $ 6,522 $ 6,848 $ 7,190 $ 7,549 S 7,926 $ 8,322 Director of Human Resources & Risk Management ADMIN A81 $ 9,551 $ 10,029 $ 10,530 5 11,057 S 11,610 $ 12,190 Director of Public Works/City Engineer ADMIN A94 $ 10,565 $ 11,093 $ 11,648 $ 12,230 S 12,842 $ 13,484 Economic Development Manager ADMIN A55 $ 6,943 $ 7,290 $ 7,655 $ 8,038 $ 8,440 $ 8,862 Economic Development Specialist ADMIN A35A $ 4,662 $ 4,895 S 5,140 $ 5,397 $ 5,667 $ 5,950 Executive Assistant/City Manager's Office ADMIN I A35B $ 4,676 $ 4,910 S 5,156 $ 5,414 S 5,685 $ 5,969 Family Resource Center Supervisor ADMINrA8 $ 4,640 $ 4,872 S 5,116 $ 5,372 S 5,641 $ 5,923 Finance Director/City Treasurer ADMIN$ 10,467 $ 10,990 S 11,539 $ 12,116 S 12,722 $ 13,358 Financial Services Manager ADMIN$ 6,957 $ 7,305 $ 7,670 $ 8,054 S 8,457 $ 8,880 Gang/Drug Prevention Worker ADMIN$ 4,178 $ 4,387 $ 4,606 S 4,836 S 5,078 S 5,332 Garage Superintendent ADMIN A40 $ 6,278 $ 6,592 S 6,922 $ 7,268 S 7,631 $ 8,013 Housing Specialist ADMIN Al2A $ 5,165 $ 5,423 S 5,694 $ 5,979 S 6,278 $ 6,592 Human Resources Assistant ADMIN A23A $ 4,067 $ 4,270 $ 4,483 $ 4,707 S 4,942 $ 5,189 Human Resources Manager ADMIN A38A $ 8,062 $ 8,465 $ 8,888 S 9,332 S 9,799 $ 10,289 Information Services Manager ADMIN A34 $ 7,964 $ 8,362 S 8,780 $ 9,219 $ 9,680 $ 10,164 Information Systems Specialist ADMIN A44 $ 4,220 $ 4,431 S 4,653 $ 4,886 $ 5,130 $ 5,387 Maintenance Superintendent ADMIN I A42 $ 6,278 $ 6,592 1 $ 6,922 $ 7,268 S 7,631 $ 8,013 Management Analyst ADMIN A35C $ 4,676 $ 4,910 $ 5,156 $ 5,414 S 5,685 $ 5,969 Personnel Analyst ADMIN A26 $ 4,725 $ 4,961 S 5,209 $ 5,469 S 5,742 $ 6,029 Plan Check Engineer ADMIN A58 $ 6,391 $ 6,711 $ 7,047 $ 7,399 S 7,769 $ 8,157 Plan Checker ADMIN A49 $ 5,512 $ 5,788 $ 6,077 $ 6,381 S 6,700 $ 7,035 Planning Manager ADMIN A47A $ 8,130 $ 8,536 $ 8,963 S 9,411 S 9,882 S 10,376 Page 2 of 3 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Planning Technician ADMIN A29 $ 4,067 $ 4,270 $ 4,483 $ 4,707 S 4,942 $ 5,189 Police Captain' ADMIN A92 $ 10,709 $ 11,245 $ 11,807 $ 12,397 S 13,017 $ 13,668 Police Chief' ADMIN A97 $ 12,369 $ 12,987 $ 13,636 $ 14,318 $ 15,034 $ 15,786 Programmer Analyst ADMIN I A46 1 $ 5,425 $ 5,696 $ 5,981 $ 6,280 S 6,594 $ 6,924 Public Works Manager/Maintenance Operations ADMIN A38 $ 8,062 $ 8,465 S 8,888 $ 9,332 $ 9,799 $ 10,289 Public Works Manager/Water ADMIN A48 $ 7,318 $ 7,684 S 8,068 $ 8,471 $ 8,895 $ 9,340 Purchasing Officer ADMIN A54 $ 6,363 $ 6,681 S 7,015 S 7,366 S 7,734 $ 8,121 Rehabilitation Specialist ADMIN A27B $ 4,067 $ 4,270 $ 4,483 $ 4,707 S 4,942 $ 5,189 Research Analyst ADMIN A53 $ 6,260 $ 6,573 S 6,902 $ 7,247 $ 7,609 $ 7,989 Risk Management/Benefits Officer ADMIN A60 $ 6,666 $ 6,999 $ 7,349 $ 7,716 $ 8,102 $ 8,507 Senior Administrative Analyst' ADMIN A53A $ 6,260 $ 6,573 5 6,902 $ 7,247 $ 7,609 $ 7,989 Senior Administrative Assistant ADMIN A43D $ 4,471 $ 4,695 S 4,930 $ 5,176 S 5,435 $ 5,707 Senior Center Supervisor ADMIN A36B I $ 4,640 $ 4,872 S 5,116 $ 5,372 S 5,641 $ 5,923 Senior Planner ADMIN A51A $ 6,636 $ 6,968 $ 7,316 $ 7,682 S 8,066 $ 8,469 Senior Programmer Analyst ADMIN A52 $ 6,210 $ 6,521 1 $ 6,847 $ 7,189 S 7,546 $ 7,925 Senior Staff Accountant ADMIN A31 $ 5,328 $ 5,594 S 5,874 $ 6,168 S 6,476 $ 6,800 Staff Accountant ADMIN A271 $ 4,433 $ 4,655 $ 4,888 $ 5,132 S 5,389 $ 5,658 Systems Administrator ADMIN I A52A 1 $ 6,210 $ 6,521 $ 6,847 $ 7,189 $ 7,548 $ 7,925 Water Superintendent ADMIN I A41 1 $ 6,278 $ 6,592 $ 6,922 $ 7,268 S 7,631 $ 8,013 `The only changes to this salary table are: The creation of a new classification of "Senior Administrative Analyst" for the CitV Manager's Office A 3.0% salary increase for City Manager Police Captain and Police Chief effective 913012017 ADMIN = Unrepresented Management, Administrative, and Confidential Employees Page 3 of 3 i i� RESOLUTION NO. EXHIBIT A CITY OF WESTMINSTER SALARY SCHEDULE FOR MANAGEMENT, ADMINISTRATIVE, & CONFIDENTIAL EMPLOYEES INCLUDES A 3.5% SALARY INCREASE FOR ALL POSITIONS Approved by City Council on October 11, 2017 Salaries Effective July 1, 2018 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Accounting Manager ADMIN A90 $ 6,910 $ 7,255 $ 7,619 $ 8,000 $ 8,399 $ 8,819 Administrative Analyst ADMIN A28 $ 4,825 $ 5,066 $ 5,320 $ 5,586 $ 5,865 $ 6,158 Administrative Assistant ADMIN A43 $ 4,859 $ 5,103 $ 5,358 $ 5,626 S 5,908 $ 6,203 Administrative Assistant II ADMIN A43B $ 4,209 $ 4,419 $ 4,640 $ 4,872 $ 5,115 $ 5,371 Administrative Assistant II/City Council ADMIN A27K $ 4,209 $ 4,419 $ 4,640 $ 4,872 $ 5,115 $ 5,371 Administrative Services Director ADMIN A93 $ 11,291 $ 11,855 $ 12,448 $ 13,070 $ 13,723 $ 14,409 Applications Supervisor ADMIN A52C $ 6,750 $ 7,088 $ 7,442 $ 7,813 $ 8.203 $ 8,613 Assistant City Clerk ADMIN A30 $ 4,812 $ 5,052 $ 5,304 $ 5,569 $ 5,848 $ 6,141 Assistant City Engineer ADMIN A56B $ 7,992 $ 8,392 $ 8,811 $ 9,252 $ 9,715 $ 10,200 Assistant City Manager ADMIN A99A $ 10,137 $ 10,644 $ 11,176 $ 11,735 $ 12,322 $ 12,938 Assistant Community Services Director ADMIN A84 $ 6,858 $ 7,200 $ 7,561 $ 7,938 $ 8,336 $ 8,753 Assistant Finance Director ADMIN A91 S 8,415 $ 8,835 $ 9,277 $ 9,740 $ 10,228 $ 10,739 Assistant Planner ADMIN A33 $ 4,976 $ 5,225 $ 5,486 S 5,760 $ 6,048 $ 6,350 Assistant to the City Manager ADMIN A85 $ 7,173 $ 7,532 $ 7,908 $ 8,304 $ 8,719 $ 9,155 Associate Civil Engineer ADMIN A56A $ 6,615 $ 6.946 $ 7,294 $ 7,658 $ 8,041 $ 8,442 Associate Planner ADMIN A51 $ 5,714 $ 6,000 $ 6,300 $ 6,615 $ 6,946 $ 7,294 Building Official ADMIN A63 $ 8,415 $ 8,835 $ 9,277 $ 9,740 $ 10,228 $ 10,739 Business Services Manager ADMIN A95 $ 8,243 $ 8,655 $ 9,087 S 9,542 $ 10,019 $ 10,520 City Cable TV Production Supervisor ADMIN A25 $ 5,730 $ 6,016 $ 6,318 $ 6,633 $ 6,965 $ 7,312 City Clerk ADMIN A86 $ 8,269 $ 8,682 $ 9,115 S 9,571 $ 10,049 $ 10,551 City Housing Coordinator ADMIN A39A $ 7,173 $ 7,532 $ 7,908 S 8,304 $ 8,719 S 9,155 City Housing Supervisor ADMIN A39 $ 6,358 $ 6,676 $ 7,009 $ 7,360 $ 7,728 $ 8,114 City Manager ADMIN N/A Salary set by contract $ 18,870 Page 1 of 3 Classification Unit Grade Step A MonthlyMonthlyMonlhl Step B Step C Step D Monthly Step E Monthly Step F Monthly City Traffic Engineer ADMIN A56C $ 6,615 $ 6,946 $ 7,294 $ 7,658 $ 8,041 $ 8,442 Civil Engineering Assistant ADMIN A37 $ 5,472 $ 5.745 $ 6,033 $ 6,334 $ 6,651 $ 6,983 Civil Engineering Associate ADMIN A56 $ 6,615 $ 6,946 $ 7,294 $ 7,658 $ 8,041 $ 8,442 Civil Engineering Principal ADMIN A37A $ 7,276 $ 7,639 $ 8,021 $ 8,423 $ 8,844 $ 9,286 Code Enforcement Manager ADMIN A59 $ 7,076 $ 7,430 $ 7,802 $ 8,192 $ 8,602 $ 9,032 Community Development Director ADMIN A50 $ 9,963 $ 10.461 $ 10,983 S 11,533 $ 12,110 $ 12,715 Community Services Coordinator ADMIN A27 $ 4,209 $ 4,419 $ 4,640 S 4,872 $ 5,115 $ 5,371 Community Services Director ADMIN A89 $ 9,460 $ 9,933 $ 10,430 $ 10,951 $ 11,499 $ 12,073 Community Services Supervisor ADMIN A36 $ 4,802 $ 5,043 $ 5,295 $ 5,560 $ 5,838 $ 6,130 Data Center Supervisor ADMIN A52B $ 6,750 $ 7,088 $ 7,442 $ 7,813 $ 8,203 $ 8,613 Director of Human Resources 8 Risk Management ADMIN A81 $ 9,885 $ 10.380 $ 10,899 $ 11,444 $ 12,016 $ 12,617 Director of Public Works/City Engineer ADMIN A94 $ 10,935 $ 11,481 $ 12,056 $ 12,658 S 13,291 $ 13,956 Economic Development Manager ADMIN A55 $ 7,186 $ 7,545 $ 7,923 $ 8,319 $ 8,735 $ 9,172 Economic Development Specialist ADMIN A35A $ 4,825 $ 5,066 $ 5,320 $ 5,586 $ 5,865 $ 6,158 Executive Assistant/Cit Manager's Office ADMIN A35B $ 4,840 $ 5,082 $ 5,336 S 5,603 $ 5,884 $ 6,178 Family Resource Center Supervisor ADMIN A09 $ 4,802 $ 5,043 $ 5,295 S 5,560 $ 5,838 $ 6,130 Finance Director/City Treasurer ADMIN A88 $ 10,833 $ 11,375 $ 11,943 S 12,540 $ 13,167 $ 13,826 Financial Services Manager ADMIN A87 $ 7,200 $ 7,561 $ 7,938 $ 8,335 $ 8,753 $ 9,191 Gang/DrugGang/Drug Prevention Worker ADMIN A32 $ 4,324 $ 4,541 $ 4,767 $ 5,005 $ 5,256 $ 5,519 Garage Suerintendent ADMIN A40 $ 6,498 $ 6,823 $ 7,164 $ 7,522 $ 7,898 $ 8,293 Housing Specialist ADMIN Al2A $ 5,346 $ 5,613 $ 5,893 S 6,188 $ 6,498 $ 6,823 Human Resources Assistant ADMIN A23A $ 4,209 $ 4,419 $ 4,640 S 4,872 $ 5,115 $ 5,371 Human Resources Manager ADMIN A38A $ 8,344 $ 8.761 $ 9,199 S 9,659 $ 10.142 S 10,649 Information Services Manager ADMIN A34 $ 8,243 $ 8,655 $ 9,087 $ 9,542 $ 10.019 $ 10,520 Information Systems Specialist ADMIN A44 $ 4,368 $ 4,586 $ 4,816 $ 5,057 $ 5,310 $ 5,576 Maintenance Superintendent ADMIN A42 $ 6,498 $ 6,823 $ 7,164 $ 7,522 $ 7,898 S 8,293 Management Analyst ADMIN A35C $ 4,840 $ 5,082 S 5,336 $ 5,603 $ 5,884 $ 6,178 Personnel Analyst ADMIN A26 $ 4,890 $ 5,135 $ 5,391 S 5,660 $ 5,943 $ 6,240 Plan Check Engineer ADMIN A58 $ 6,615 $ 6,946 $ 7,294 $ 7,658 $ 8,041 $ 8,442 Plan Checker ADMIN A49 $ 5,705 $ 5,991 $ 6,290 S 6,604 $ 6,935 $ 7,281 Planning Manager ADMIN A47A $ 8,415 $ 8,635 $ 9,277 S 9,740 $ 10,228 $ 10,739 Page 2 of 3 n Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Planning Technician ADMIN A29 $ 4,209 $ 4,419 $ 4,640 S 4,872 $ 5,115 $ 5,371 Police Captain ADMIN A92 $ 11,084 $ 11,638 S 12,220 $ 12,831 $ 13,473 $ 14,146 Police Chief ADMIN A97 $ 12,802 $ 13,442 $ 14,113 $ 14,819 $ 15,560 $ 16,338 Programmer Analyst ADMIN A46 $ 5,615 $ 5,895 $ 6,190 $ 6,500 $ 6,825 $ 7,166 Public Works Manager/Maintenance Operations ADMIN A38 $ 8,344 $ 8,761 $ 9,199 S 9,659 $ 10,142 S 10,649 Public Works Manager/Water ADMIN A48 $ 7,574 $ 7,953 $ 8,350 $ 8,767 $ 9,206 $ 9,667 Purchasing Officer ADMIN A54 $ 6,586 $ 6.915 S 7,261 $ 7,624 S 8,005 $ 8,405 Rehabilitation Specialist ADMIN A27B $ 4,209 $ 4,419 $ 4,640 $ 4,872 $ 5,115 $ 5,371 Research Analyst ADMIN A53 $ 6,479 $ 6,803 $ 7,144 $ 7,501 $ 7.875 $ 8,269 Risk Management/Benefits Officer ADMIN A60 $ 6,899 S 7,244 $ 7,606 S 7,986 $ 8,386 S 8,805 Senior Administrative Analyst ADMIN A53A $ 6,479 $ 6,803 $ 7,144 S 7,501 $ 7,875 $ 8,269 Senior Administrative Assistant ADMIN A43D $ 4,627 $ 4,859 $ 5,103 $ 5,357 $ 5,625 $ 5,907 Senior Center Supervisor ADMIN A36B $ 4,802 $ 5,043 $ 5,295 $ 5,560 $ 5,838 $ 6,130 Senior Planner ADMIN A51 $ 6,868 $ 7,212 $ 7,572 $ 7,951 $ 8.348 $ 8,765 Senior Programmer Analyst ADMIN A52 $ 6,427 S 6,749 $ 7,087 S 7,441 $ 7,812 $ 8,202 Senior Staff Accountant ADMIN A31 S 5,514 $ 5,790 $ 6,080 $ 6,384 $ 6,703 S 7,038 Staff Accountant ADMIN A271 $ 4,588 $ 4,818 $ 5,059 $ 5,312 $ 5,578 $ 5,856 Systems Administrator ADMIN A52A $ 6,427 $ 6,749 $ 7,087 $ 7,441 S 7,812 $ 8,202 Water Superintendent ADMIN A41 $ 6,498 $ 6,823 $ 7,164 $ 7,522 $ 7,898 $ 8,293 ADMIN = Unrepresented Management, Administrative, and Confidential Employees Page 3 of 3 RESOLUTION NO. EXHIBIT A ' CITY OF WESTMINSTER SALARY SCHEDULE FOR MANAGEMENT, ADMINISTRATIVE, & CONFIDENTIAL EMPLOYEES INCLUDES A 3.5% SALARY INCREASE FOR ALL POSITIONS Approved by City Council on October 11, 2017 Salaries Effective July 1, 2019 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Accounting Manager ADMIN A90 $ 7,151 $ 7,509 $ 7,885 $ 8,279 $ 8,693 $ 9,128 Administrative Analyst ADMIN A28 $ 4,994 $ 5,244 $ 5,506 S 5,781 $ 6,071 $ 6,374 Administrative Assistant ADMIN A43 $ 5,029 $ 5,281 $ 5,546 5 5,823 $ 6,115 $ 6,420 Administrative Assistant II ADMIN A438 $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Administrative Assistant ll/City Council ADMIN A27K $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Administrative Services Director ADMIN A93 $ 11,686 $ 12,270 $ 12,884 $ 13,527 $ 14,203 $ 14,914 Applications Supervisor ADMIN A52C $ 6,987 $ 7,336 $ 7,702 $ 8,087 $ 8,491 $ 8,915 Assistant City Clerk ADMIN A30 $ 4,980 $ 5,229 $ 5,490 $ 5,764 $ 6,052 $ 6,356 Assistant City Engineer ADMIN A56B $ 8,272 $ 8,685 $ 9,119 $ 9,576 $ 10,055 $ 10,557 Assistant City plana er ADMIN A99A $ 10,492 $ 11,016 $ 11,567 $ 12,146 $ 12,753 $ 13,390 Assistant Community Services Director ADMIN A84 $ 7,098 $ 7,453 $ 7,825 $ 8,216 $ 8,628 $ 9,059 Assistant Finance Director ADMIN A91 $ 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Assistant Planner ADMIN A33 $ 5,150 $ 5,408 $ 5,677 $ 5,961 $ 6,259 $ 6572 Assistant to the City Manager ADMIN A85 $ 7,424 $ 7,795 $ 8,185 S 8,594 $ 9,024 $ 9,475 Associate Civil Engineer ADMIN A56A $ 6,846 $ 7,169 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Associate Planner ADMIN A51 $ 5,914 $ 6,210 $ 6,521 $ 6,846 $ 7,189 $ 7,549 Building Official ADMIN A83 $ 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Business Services Manager ADMIN A95 $ 8,531 $ 8,958 $ 9,405 S 9,876 $ 10,369 S 10,888 City Cable TV Production Supervisor ADMIN A25 $ 5,930 $ 6,227 $ 6,539 S 6,865 $ 7,208 $ 7,568 City Clerk ADMIN A86 $ 8,558 $ 8,985 $ 9,434 S 9,906 $ 10,401 $ 10,920 City Housing Coordinator ADMIN A39A $ 7,424 $ 7,795 $ 8,185 $ 8,594 $ 9,024 $ 9,475 City Housing Supervisor ADMIN A39 $ 6,581 $ 6,909 $ 7,254 $ 7,617 $ 7,999 $ 8,398 City Manager ADMIN N/A Salary set by contract $ 19,531 Page 1 of 3 n Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly City Traffic Engineer ADMIN A56C $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Civil Eugmeenng EngineeringAssistant ADMIN A37 $ 5,664 $ 5,946 $ 6,244 $ 6,556 $ 6,884 $ 7,228 Civil Engineering Associate ADMIN A56 $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8.322 $ 8,738 Civil Engineering Principal ADMIN A37A $ 7,531 $ 7,907 $ 8,302 S 8,718 $ 9,154 $ 9,611 Code Enforcement Manager ADMIN A59 $ 7,324 $ 7,690 $ 8,075 S 8,479 $ 8,903 $ 9,349 Community Development Director ADMIN A50 $ 10,312 $ 10,827 $ 11,368 $ 11,937 $ 12,533 $ 13,160 Community Services Coordinator ADMIN A27 $ 4,357 $ 4.574 $ 4,802 $ 5,042 S 5,294 $ 5,559 Community Services Director ADMIN A89 $ 9,791 $ 10,281 $ 10,795 $ 11,335 $ 11,901 $ 12,496 Community Services Supervisor ADMIN A36 $ 4,970 $ 5,219 $ 5,480 S 5,755 $ 6,043 S 6,345 Data Center Supervisor ADMIN A52B $ 6,987 $ 7,336 $ 7,702 S 8,087 $ 8,491 S 8,915 Director of Human Resources & Risk Management ADMIN A81 $ 10,231 $ 10,743 $ 11,280 $ 11,845 $ 12,437 $ 13,058 Director of Public Works/City Engineer ADMIN A94 $ 11,317 $ 11,883 $ 12,478 $ 13,101 $ 13,757 $ 14,444 Economic Development Manager ADMIN A55 $ 7,438 $ 7,809 $ 8,200 $ 8,611 $ 9,041 $ 9,493 Economic Development Specialist ADMIN A35A $ 4,994 $ 5,244 $ 5,506 $ 5,781 $ 6,071 $ 6,374 Executive Assistant/Cit Manager's Office ADMIN A35B $ 5,009 $ 5,260 $ 5,523 8 5,800 $ 6,090 S 6,394 Family Resource Center Supervisor ADMIN A09 $ 4,970 $ 5,219 $ 5,480 $ 5,755 $ 6,043 S 6,345 Finance DirectorlCity Treasurer ADMIN A88 $ 11,213 $ 11,773 $ 12,361 $ 12,979 $ 13,628 $ 14,309 Financial Services Manager ADMIN A87 $ 7,453 $ 7,825 $ 8,216 $ 8,628 $ 9,059 $ 9,512 Gang/DrugGang/Drug Prevention Worker ADMIN A32 $ 4,476 $ 4,699 $ 4,934 $ 5,180 $ 5,440 $ 5,712 Garage Suerintendent ADMIN A40 $ 6,725 $ 7,062 $ 7,415 $ 7,786 $ 8,175 $ 8,584 Housing Specialist ADMIN Al2A $ 5,533 S 5,809 $ 6,100 S 6,405 $ 6,725 $ 7,062 Human Resources Assistant ADMIN A23A S 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5,294 $ 5,559 Human Resources Manager ADMIN A38A $ 8,636 $ 9,068 $ 9,521 $ 9,997 $ 10,497 $ 11,022 Information Services Manager ADMIN A34 $ 8,531 $ 8,958 $ 9,405 $ 9,876 $ 10,369 $ 10,888 Information Systems Specialist ADMIN A44 $ 4,521 $ 4,747 $ 4,984 $ 5,234 $ 5,495 $ 5,771 Maintenance Superintendent ADMIN A42 S 6,725 $ 7,062 $ 7,415 $ 7,786 $ 8,175 S 8,584 Management Analyst ADMIN A35C $ 5,009 $ 5,260 $ 5,523 S 5,800 $ 6,090 S 6,394 Personnel Analyst ADMIN A26 $ 5,062 $ 5,314 $ 5,580 $ 5,859 $ 6,151 $ 6,458 Plan Check Engineer ADMIN A58 $ 6,846 $ 7,189 $ 7,549 $ 7,926 $ 8,322 $ 8,738 Plan Checker ADMIN A49 $ 5,905 $ 6,200 $ 6,510 S 6,835 $ 7,177 S 7,536 Planning Manager ADMIN A47A S 8,709 $ 9,144 $ 9,601 $ 10,081 $ 10,586 $ 11,115 Page 2 of 3 Classification Unit Grade Step A Monthly Step B Monthly Step C Monthly Step D Monthly Step E Monthly Step F Monthly Planning Technician ADMIN A29 $ 4,357 $ 4,574 $ 4,802 S 5,042 $ 5,294 $ 5,559 Police Captain ADMIN A92 $ 11,472 $ 12.045 $ 12,648 S 13,280 $ 13,944 S 14,642 Police Chief ADMIN A97 $ 13,250 $ 13,912 $ 14,607 $ 15,338 $ 16,105 $ 16,910 Programmer Analyst ADMIN A46 $ 5,811 $ 6,102 $ 6,407 $ 6,727 $ 7,064 $ 7,417 Public Works Manager/Maintenance Operations ADMIN A38 $ 8,636 $ 9,068 $ 9,521 $ 9,997 $ 10,497 $ 11,022 Public Works Manager/Water ADMIN A48 $ 7,839 $ 8,231 $ 8,643 S 9,074 $ 9,529 $ 10,005 Purchasing Officer ADMIN A54 $ 6,816 $ 7,157 $ 7,515 $ 7,891 $ 8,285 S 8,699 Rehabilitation Specialist ADMIN A27B $ 4,357 $ 4,574 $ 4,802 $ 5,042 $ 5.294 $ 5,559 Research Analyst ADMIN A53 $ 6,706 $ 7,041 $ 7,394 5 7,763 $ 8,151 S 8,558 Risk Management/Benefits Officer ADMIN A60 $ 7,141 5 7498 $ 7,872 $ 8,266 $ 8,679 $ 9,113 Senior Administrative Analyst ADMIN A53A $ 6,706 $ 7,041 $ 7,394 $ 7,763 $ 8,151 S 8,558 Senior Administrative Assistant ADMIN A430 $ 4,789 $ 5,029 $ 5,281 $ 5,545 S 5,822 $ 6,113 Senior Center Supervisor ADMIN A36B $ 4,970 $ 51219 $ 5,480 $ 5,755 $ 6,043 S 6,345 Senior Planner ADMIN A51A $ 7,109 $ 7,464 $ 7,837 S 8,229 $ 8,641 $ 9,072 Senior Programmer Analyst ADMIN A52 $ 6,652 $ 6,985 $ 7,335 S 7,701 $ 8,086 $ 8,489 Senior Staff Accountant ADMIN A31 $ 5.707 $ 5.992 $ 6,292 $ 6,607 $ 6,937 $ 7,284 Staff Accountant ADMIN A271 $ 4,749 $ 4,987 $ 5,236 $ 5,498 6,061 Systems Administrator ADMIN A52A $ 6,652 $ 6,985 $ 7,335 S 7,701 #5,773 8489 Water Superintendent ADMIN A41 $ 6,725 $ 7,062 $ 7,415 5 7786 8,584 ADMIN = Unrepresented Management, Administrative, and Confidential Employees Page 3 of 3 1