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
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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
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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
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
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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
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