Resolution No. 2012-115RESOLUTION NO. 2012-115
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON FIXING THE COMPENSATION, COSTS AND BENEFITS
OF ITS EMPLOYEES FOR FISCAL YEAR 2012-2013, AND
REPEALING ALL RESOLUTIONS IN CONFLICT THEREWITH
ADOPTED ON JUNE 20, 2012
RESOLUTION NO. 2012-115
RESOLUTION
NO.
ADOPTION
DATE
PAGES
AMENDED
SCHEDULE
AND/OR
SECTIONS
AMENDED
DEPARTMENT
AFFECTED
TABLE OF CONTENTS
OF
2012-2013 PERSONNEL RESOLUTION
PAGE
SECTION
1: EMPLOYEES SERVE AT WILL AND PLEASURE
.OF THE CITY COUNCIL.
2
SECTION
2: EFFECTIVE DATE.
2
SECTION
3: DESIGNATION OF SCHEDULES.
2
SECTION
4: CONCURRENT POSITIONS
4
SECTION
5: PERS CONTRIBUTIONS.
4
SECTION
6: AUTO INSURANCE PROGRAM..
4
SECTION
7: BILINGUAL PAY.
4
SECTION
8: VISION CARE.
5
SECTION
9: LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED
ON OR BEFORE JUNE 30, 1994.
5
a.
Five (5) Years of Service.
5
b.
Ten (10) Years of Service.
5
C.
Fifteen (15) Years of Service.
6
d.
Twenty (20) Years of Service.
6
e.
Thirty (30) Years of Service - Firemen.
6
f.
Compensation Not Cumulative.
7
g.
Employees Employed After June 30, 1994.
7
SECTION
10: LONGEVITY PROGRAM FOR EMPLOYEES ON
OR AFTER JULY 1, 1994.
7
a.
Miscellaneous Employees Employed on
or After July 1, 1994 - Five (5) Years of Service.
7
SECTION
11: MERIT STEP INCREASES.
7
SECTION
12: AUTOMOBILE ALLOWANCES.
8
a.
Personal Vehicle Allowance.
8
(i)
PAGE
b. Exceptions to Allowance. 8
C. Responsibility For Upkeep of Personal Vehicle. 8
SECTION 13: EMPLOYEE EXPENSE REIMBURSEMENT. 9
SECTION 14: FIRE DEPARTMENT.
N
a.
Vernon Firemen's Association Memorandum of Understanding.
9
b.
Fire Management Employees.
9
(1) Education Incentive Pay.
9
(2) Hazardous Materials Specialist Pay.
9
(3) Urban Search and Rescue Specialist Pay.
10
(4) Physical Fitness/Wellness Program.
10
(5) Overtime Authorization.
10
(6) Leave Inclusions.
10
(7) Public Employees Retirement System.
10
(8) Medical, Dental, Vision, and Life insurance.
10
(9) "In Lieu" Holiday Time.
10
(10) Sick Leave.
10
(11) Three. Percent (3%) Across the Board Cost of Living
Increase, excluding Fire Chief Position.
10
C.
Uniform Allowance.
10
d.
Anniversary Date.
10
e.
Service Adjustment Increase.
11
SECTION
15: POLICE DEPARTMENT.
11
a.
Vernon Police Officers' Benefit Association
Memorandum Of Understanding.
11
b.
Uniform Allowance For Miscellaneous Personnel.
11
C.
Police Management Employees.
12
(1) Salary.
12
(2)
Bilingual Pay.
(3)
"P.O.S.T." Certificate Incentive
(4)
Shooting Pay.
(5)
Salary.
(6)
FLSA Overtime.
(7)
Comp Time.
(8)
Leave Inclusions.
(9)
Court Attendance and "Standby" Time.
(10)
Call Backs.
(11)
Uniform Allowance.
(12)
Safety Equipment.
(13)
Medical, Dental, Vision, and Life insurance.
(14)
Retirees Medical.
(15)
Vacations.
(16)
"In -lieu" Holiday Time.
(17)
Sick Leave.
(18)
Bereavement Leave.
(19)
Discipline.
d.
Communications Training Officers Pay.
SECTION
16:
CITY COUNCIL DEPARTMENT.
1.
City
Council Member Salaries.
2.
City
Council Member Benefits.
a.
Coverage After Retirement.
b.
Medical, Dental and Vision Expenses.
C.
PERS Long -Term Health Care Benefit.
3.
City
Council Member Expense Reimbursement.
SECTION
17:
Repeal of Certain Resolutions.
PAGE
12
12
12
12
12
12
12
12
12
12
12
12
12
12
12
12
12
13
13
13
13
13
143
13
14
14
14
SECTION 18: Certification of Passage.
SCHEDULE I (COMPUTATION OF PAY)
SCHEDULES II-XX (SALARY SCHEDULES)
SCHEDULE XXI (AUTO ALLOWANCE)
SCHEDULE XXII (UNIFORM ALLOWANCE)
PAGE
14
RESOLUTION NO. 2012-115
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON FIXING THE COMPENSATION, COSTS AND BENEFITS
OF ITS EMPLOYEES FOR FISCAL YEAR 2012-2013, AND
REPEALING ALL RESOLUTIONS IN CONFLICT THEREWITH
WHEREAS, on April 12, 1988,.by voter approval, the City of
Vernon became a Charter City; and
WHEREAS, all employees of the City of Vernon not otherwise
under contract serve at the will and pleasure of the City Council; and
WHEREAS, on January 19, 1971, the City Council of the City
of Vernon adopted Resolution No. 4027 relating to employer -employee
relations within the City of Vernon; and
WHEREAS, on July 19, 2011, the City Council of the City of
Vernon adopted Resolution No. 2011-129 fixing the compensation, costs
and benefits of employees of the City of Vernon as of July 1, 2011, as
amended by Resolution No. 2012-07; and
WHEREAS, on June 19, 2012, the City of the City of Vernon
adopted Resolution Nos. 2012-94 and 2012-95 approving Memorandums of
Understanding with the Vernon Firemen's Association and the Vernon
Police Officers' Benefit Association; and
WHEREAS, the City of Vernon has a contract with the Public
Employees Retirement System ("PERS") to provide retirement benefits for
its employees and pays the employer's contribution; and
WHEREAS, the City Council of the City of Vernon wishes to fix
the compensation, costs and benefits of its employees as indicated in
their respective schedules for fiscal year 2012-2013.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF VERNON AS FOLLOWS:
-1-
SECTION 1: EMPLOYEES SERVE AT WILL AND PLEASURE OF THE CITY
COUNCIL.
The City Council of the City of Vernon hereby declares that
its intention in adopting Resolution No. 4027, Section 5(h), was to
reserve for the City Council complete and exclusive discretion to
determine matters relating to the discharge, suspension or other manner
of discipline of all employees in conformance with its long standing
view and policy that all employees of the City of Vernon not under
contract serve at the will and pleasure of the City Council.
SECTION 2: EFFECTIVE DATE.
Effective July 1, 2012, there is hereby established and
approved compensation, costs and benefits provided for herein as set
forth below for employees and officers of the City of Vernon. This
resolution shall not affect or alter the existing compensation of any
officer or employee not specifically set forth herein.
SECTION 3: DESIGNATION OF SCHEDULES.
Officers and employees of the City of Vernon shall receive
compensation, costs and benefits in accordance with the formula and
amounts set forth in the following schedules:
-2-
SCHEDULE NO.
DEPARTMENT
EXHIBIT
I
COMPUTATION OF PAY
A
II
BUSINESS SERVICES & PURCHASING
B
III
CITY ADMINISTRATION
C
IV
CITY CLERK
D
V
CITY COUNCIL
E
VI
COMMUNITY SERVICES
F
VII
FINANCE
G
VIII
FIRE
H
IX
GAS MUNICIPAL UTILITY
I
X
HEALTH & ENVIRONMENTAL CONTROL
J
XI
HUMAN RESOURCES
K
XII
LIGHT & POWER
L
XIII
OFFICE OF THE CITY ATTORNEY/PUBLIC
M
PROSECUTOR
XIV
OFFICE OF THE TREASURER
N
XV
PERSONNEL
0
XVI
POLICE
P
XVII
RISK MANAGEMENT
Q
XVIII
SPECIAL COUNSEL
R
XIX
WATER
S
XX
TEMPORARY/MISCELLANEOUS
T
XXI
AUTOMOBILE ALLOWANCES
U
XXII
UNIFORM ALLOWANCES
V
Said Schedules I to XXII are attached to this resolution as
Exhibits "A" through "V," respectively, and incorporated herein by this
reference as though fully set forth at length.
_3_
SECTION 4: CONCURRENT POSITIONS.
If an employee serves in more than one position concurrently,
said employee. shall be paid solely at the salary scale of the original
position appointed, unless otherwise specified by the City Council.
SECTION 5: PERS CONTRIBUTIONS.
The City shall make the required employers contribution to
PERS. Employees shall make the required employees, contribution to
PERS.
SECTION 6: AUTO INSURANCE PROGRAM.
The City has established an auto insurance program pursuant
to Resolution No, 5741. All employees who participate in said program
effective July 1, 2012, will receive Thirty -Five Dollars ($35.00) per
month per employee from the City. Such payment shall not be payable
whenever the employee is on vacation, leave of absence, or otherwise
absent the entire calendar month, unless otherwise specified by the
City Council.
SECTION 7: BILINGUAL PAY.
A program is hereby established for all employees whose
regular job duties as described in their job description provide for
interaction with the public on a regular basis, allowing said employee
to be compensated for bilingual skills after the employee demonstrates
proficiency in speaking Spanish (the ability to read and write in
Spanish may also be tested, if necessary), which proficiency would be
determined by successful completion of the Los Angeles County
proficiency test currently used by the Vernon Police Department. Those
employees who successfully demonstrate this skill would be eligible to
receive an additional One Hundred Twenty -Five Dollars ($125.00) per
month for bilingual pay. Bilingual pay is only applicable for Spanish
4
speaking proficiency at this time due to the nature and locality of the
public in the City of Vernon.
SECTION 8: VISION CARE.
The City shall provide a vision care benefit to employees
only and not dependents. Employees shall have the option of
purchasing vision care for their dependents at a cost of $6.95 for one
dependent or $13.95 for two or more dependents.
SECTION 9: LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR
BEFORE JUNE 30, 1994.
The City has established a longevity program for all
employees. The longevity program described in Section 9 herein will
apply to all employees, except Department Heads and employees covered
in a collective bargaining agreement, employed on or before June 30,
1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive
uninterrupted service on or before July i, 1986, shall receive an
additional five percent (5%) per month of their base salary effective
July 1, 1986, and every year thereafter until reaching the next step.
Employees upon reaching their 5th anniversary date after July 1, 1986,
shall be entitled to said five percent (5%) per month upon said
anniversary date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive
uninterrupted service on or before July 1, 1987, shall receive an
additional ten percent (10%) per month of their base salary effective
July 1, 1987, and every year thereafter until reaching the next step.
Employees upon reaching their 10th anniversary date after July 1, 1987,
_5_
shall be entitled to said ten percent (10%) per month upon said
anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of
consecutive uninterrupted service on or before July 1, 1988, shall
receive an additional fifteen percent (15%) per month of their base
salary effective July 1, 1988, and every year thereafter until reaching
the next step. Employees upon reaching their 15th anniversary date
after July 1, 1988, shall be entitled to said fifteen percent (15%) per
month upon said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of
consecutive uninterrupted service on or before July 1, 1989, shall
receive an additional twenty percent (20%) per month of their base
salary effective July 1, 1989, and every year thereafter. Employees
upon reaching their 20th anniversary date after July 1, 1989, shall be
entitled to said twenty percent (20%) per month upon said anniversary
date.
e. Thirty (30) Years of Service - Firemen.
All eligible firemen who have been appointed to a position
ranking above Captain and who have thirty (30) years of consecutive
uninterrupted service on or before July 1, 1991, shall receive an
additional twenty-five percent (25%) of their base salary per month
effective July 1, 1991, and every year thereafter. Employees in said
position upon reaching their 30th anniversary date after July 1, 1991,
shall be entitled to said twenty-five percent (25%) per month upon said
anniversary date.
- 6 -
f. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be
cumulative and only the highest applicable, longevity pay shall be
paid.
g. Employees Employed After June 30, 1994.
All employees, except Department Heads and employees covered
in a collective bargaining agreement, shall only be entitled to
longevity benefits provided for in Section 10.
SECTION 10: LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER
DULY 1, 1994.
The longevity program described in Section 10 herein will
apply to all employees, except Department Heads and employees covered
in a collective bargaining agreement, employed on or after
July 1, 1994.
a. Miscellaneous Employees Employed on or After
July 1, 1994 - Five (5) Years of Service.
All eligible employees who are employed on or after July 1,
1994, who attain five (5) years of consecutive uninterrupted.service
shall receive an additional five percent (5%) per month of their base
salary. Such employees upon reaching their 5th anniversary date shall
be entitled to receive said five percent (5%) per month upon said
anniversary date. Further, such employees will not be entitled to
receive any additional percentage increase to their base salary for
further service. This subsection shall only apply to employees hired
on or after July 1, 1994 and shall not apply to Department Heads.
SECTION 11: MERIT STEP INCREASES.
Merit Step Increases are salary increases to higher grades
and shall be available to employees as recognition and reward for their
services. Employees may be eligible for said salary increases after
7
one (1) year of service at their present grade. Salary increases are
subject to final approval by the City Council.
SECTION 12: AUTOMOBILE ALLOWANCES.
a. Personal Vehicle Allowance.
In addition to the salaries set forth in the attached
schedules, certain employees serving in specified classifications shall
receive, when using their own motor vehicles in the service of the
City, an additional sum per month as provided for in Schedule XXI,
Exhibit U.
Employees who, with Department Head approval, use their
personal automobile during the performance of their assigned duties and
do not receive a monthly allowance as provided for in Schedule XXI,
Exhibit U, shall be reimbursed per mile in the amount set forth by the
Internal Revenue Service standard mileage rate for use of their
personal automobile and said sum shall be based upon actual miles
traveled by said automobile.
b. Exceptions to Allowance.
Wherever an allowance is made to any employee for the use of
their personal automobile, such an allowance shall not be payable
whenever the employee is on vacation, leave of absence, or otherwise
absent the entire calendar month, unless otherwise specified by the
City Council.
C. Responsibility For Upkeep of Personal Vehicle.
The City shall not be responsible for repairs or any
additional costs for upkeep, fuel, lubrication, replacement in whole or
in part, or other expenses in connection with any such vehicle beyond
the respective amounts set forth in Schedule XXI, Exhibit U.
- 8 -
SECTION 13: EMPLOYEE EXPENSE REIMBURSEMENT
All employees shall be reimbursed for actual and necessary
expenses incurred in the performance of their official duties pursuant
to the provisions of the City of Vernon travel and expense
reimbursement policy (Resolution No. 2011-187), as may be amended.
SECTION 14: FIRE DEPARTMENT.
a. Vernon Firemen's Association Memorandum of
Understanding.
For purposes of Vernon Firemen's Association ("VFA")
employees, all of the provisions for those employees are fully set
forth in the VFA Memorandum of Understanding ("VFA MOU") effective
July 1, 2012 to June 30, 2014, adopted by the City Council of the City
of Vernon on June 19, 2012, pursuant to Resolution No. 2012-94.
With regard to all employees covered in the VFA MOU, the
provisions set forth in the VFA MOU shall prevail in the event that
there are any conflicts between any provisions established in this
resolution and any provisions established in the VFA MOU.
b. Fire Management Employees
For the purposes of this resolution, Fire Management
Personnel are defined as the Fire Chief, Assistant Fire Chief,
Battalion Chief, and Fire Marshal, and the following employment
conditions set forth in the respective sections of the VFA MOU:
(1) Education Incentive Pay: Article III, Section
10
(2) Hazardous Materials Specialist Pay: Article
III, Section 11
- 9 -
Said payment shall not be considered to be part of the
employee's base monthly salary when computing fire science
certificate incentives or AA or AS degree incentives.
(3) Urban Search and Rescue Specialist Pay: Article.
III, Section 12
Said payment shall not be considered to be part of the
employee's base monthly salary when computing fire science
certificate incentives or AA or AS degree incentives.
(4) Physical Fitness/Wellness Program: Article III,
Section 13
(5) Overtime Authorization: Article V, Section 1
(6) Leave Inclusions: Article V, Section 2
(7) Public Employees Retirement System: Article
VII, Section 1
(8) Medical, Dental, Vision, and Life insurance:
Article VII, Section 3
(9) "In Lieu" Holiday Time: Article VII, Section 6
(10) Sick Leave: Article VII, Section 7
(11) Three Percent (3%) Across the Board Cost of
Living Increase, excluding Fire Chief Position
C. Uniform Allowance.
The City shall provide a uniform allowance as specified in
Schedule XXII, Exhibit V, for the 2012-2013 fiscal year of the City,
for the purchase of Uniforms and related equipment.
d. Anniversary Date.
All firefighters hired as of June 26, 1989, or later, shall
start at the bottom step in the salary range and shall be eligible for
an initial merit step increase on a merit basis after six (6) months
-10- .
of satisfactory continuous service. However, said firefighters shall
stillbe required to satisfactorily complete an evaluation period of
at least twelve (12) months. Any person who qualifies for said
increase shall have his/her anniversary date for future merit increase
established as of the date said firefighter is appointed to said
grade.
e. Service Adjustment increase.
In the event there is an inequity between ranks or between
employees within a Department, upon reviewing the performance of an
employee, the Fire Chief may incorporate a service adjustment
increase up to ten percent (10%) per month of their base salary.
SECTION 15: POLICE DEPARTMENT.
a. Vernon Police Officers' Benefit Association
Memorandum of Understanding.
For purposes of Vernon Police Officers' Benefit Association
("VPOBA")/Group 2 employees, all of the provisions for those employees
are fully set forth in the VPOBA Memorandum of Understanding ("VPOBA
MOU") effective July 1, 2012 to June 30, 2014, adopted by the City
Council of the City of Vernon on June 19, 2012, pursuant to Resolution
No. 2012-95.
With regard to all employees covered in the VPOBA MOU, the
provisions set forth in the VPOBA MOU shall prevail in the event that
there are any conflicts between any provisions established in this
resolution and any provisions established in the VPOBA MOU.
b. Uniform Allowance for Miscellaneous Personnel
in the Police Department.
Vernon shall provide a uniform allowance as specified in
Schedule XXII, Exhibit V, for the 2012-2013 and 2012-2014 fiscal years
of the City, for the purchase of uniforms for dispatchers, Records
Personnel, Department Secretary and Administrative Aide positions in
the Police Department.
C. Police Management Employees.
For the purposes of this resolution, Police Management
Personnel are defined as the Police Chief, Police Captains and
Lieutenants, and they shall receive the following employment conditions
as set forth in the respective sections of the VPOBA MOU:
(1) Salary: Article III, Section 4
(2) Bilingual Pay: Article III, Section 6
(3) "P.O.S.T." Certificate Incentive: Article III,
Section 7
(4) Shooting Pay: Article III, Section 8
(5) Salary: Article III, Section 13
(6) FLSA Overtime: Article V, Section 2
(7) Comp Time: Article V, Section 3
(8) Leave Inclusions: Article V, Section 4
(9) Court Attendance and "Standby" Time: Article V,
Section 6
(10) Call Backs: Article V, Section 7
(11) Uniform Allowance: Article VI, Section 1.
(12) Safety Equipment: Article VI, Section 3
(13) Medical, Dental, Vision, and Life insurance:
Article VII, Section 3
(14) Retirees Medical: Article VII, Section 4
(15) Vacations: Article VII,.Section 5
(16) "In -lieu" Holiday Time: Article VII, Section 6
(17) Sick Leave: Article VII, Section 7
12
(18) Bereavement Leave: Article VII, Section 8
a. Twenty-five (25) hours for Lieutenants assigned
to patrol duties and twenty (20) hours for
Lieutenants assigned to administrative duties.
(19) Discipline: Article X
d. Communications Training Officers Pay.
Dispatchers assigned by the Chief of Police, or his designee,
as Communications Training Officers will receive a differential of five
percent (5%) of their base salary for the period so assigned. Each '
Dispatcher assigned as a Communications Training Officer shall complete
a P.O.S.T. approved Communications Training Officer course prior to
assignment. The number of Dispatchers assigned as Communications
Training Officers, qualifications and training for such assignment
shall be determined by the Chief of Police. Such assignment may be
revoked at any time without recourse to the disciplinary procedure.
SECTION 16: CITY COUNCIL DEPARTMENT.
1. CITY COUNCIL MEMBER SALARIES.
City Council members of the City of Vernon shall receive
compensation in such amounts as set forth in Schedule V, Exhibit E.
2. CITY COUNCIL MEMBER BENEFITS.
a. Coverage After Retirement.
Upon retirement, the City shall not pay any insurance
premium related to a medical or dental insurance program for City
Council members or their dependents or spouses.
b. Medical, Dental and vision Expenses.
The City shall not pay or reimburse any medical -related
health, vision, or dental costs not covered by the City's insurance
_13-
program or Medicare for City Council members or their dependents or
spouses.
C. PERS Long -Term Health Care Benefit.
The City shall not provide or reimburse the City Council
members or their dependents or spouses for expenses incurred relating
to a PERS long-term health care benefit
3. CITY COUNCIL MEMBER EXPENSE REIMBURSEMENT.
Each Councilmember shall be reimbursed for actual and
necessary expenses incurred in the performance of their official duties
pursuant to the provisions of the City of Vernon travel and expense
reimbursement policy (Resolution No. 2011-187), as may be amended.
SECTION 17: Repeal of Certain Resolutions.
All resolutions, or parts of resolutions not consistent with
or in conflict with this resolution are hereby repealed.
SECTION 18.: Certification of Passage.
The City Clerk of the City of Vernon shall certify to
the passage, approval and adoption.of this resolution, and the City
Clerk of the City of Vernon shall cause this resolution and the City
Clerk's certification to be entered in the File of Resolutions of the
Council of this City.
APPROVED AND ADOPTED this 20th day of June, 2012.
Name: William J. Davis
Title: / Mayor Pro-Tem
_14_
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I, Willard G. Yamaguchi, City Clerk of the City of Vernon, do
hereby certify that the foregoing Resolution, being Resolution
No. 2012-115, was duly passed, approved and adopted by the City
Council of the City of Vernon at a special meeting of the City Council
duly held on Thursday, June 20, 2012, and thereafter was duly signed
by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this -4- day of June, 2012, at Vernon, California.
(SEAL)
-15-
COMPUTATION OF PAY EXHIBIT A
SCHEDULE I
COMPUTATION OF PAY
For all non-exempt officers and employees except forty-eight
(48) hour shift Fire Department employees, an hourly rate shall be used
for pay purposes. The monthly amounts stated in the schedules are only
for the purposes of calculating the hourly rate. The latter assumes
that the total scheduled hours are worked or taken as excused paid
leave, sick leave, vacation or holidays. Unexcused leave hours shall
not be included for the purpose of computing pay.
a. Hourly Employees.
All non-exempt officers and employees except forty-eight (48)
hour shift Fire Department employees, shall be paid on an hourly basis.
The employee shall be paid the amount computed by multiplying the
hourly salary rate by the number of hours worked or taken as excused
paid leave or holiday. The total hours to be paid shall be certified
by the Department Head, or by an employee designated by the Department
Head, each pay period prior to payment. Such certification shall be in
a form approved by the City Administrator.
b. 48-Hour Shift Fire Department Employees.
Fire Department personnel. who serve on a forty-eight (48.)
hour shift would be paid a widely fluctuating amount each pay period if
they were paid for hours actually worked; therefore, such employees
shall be paid for the average number of hours in a two (2) week period,
one hundred and twelve (112) hours. Exceptions for leave without pay
hours shall be reported and deducted from the average when pay is
computed. The "Exception Report" shall be in a form approved by the
City Administrator.
SCHEDULE I
EXHIBIT A
A - 1
. C. Overtime.
All employees eligible for overtime shall be paid said overtime
pursuant to the regulations set forth in the Federal Fair Labor
Standards Act.
d. Providing for an hourly rate for all non-exempt
officers and employees of the City of Vernon, and setting forth the
formula by which the monthly rate stated on succeeding schedules be
converted to an hourly rate, it is the intention that all pay is earned
at an hourly rate and paid at an hourly rate on a biweekly basis. The
monthly rate shall be used only for purposes of computing the hourly
rate.
SECTION 1: FORTY-EIGHT (48) HOUR SHIFT PERSONNEL.
(a) The stated "monthly rate" multiplied by 12 equals the
"annual rate;"
(b) The "annual rate" divided by 2,912 equals the "hourly
rate;"
(c) The "hourly rate" multiplied by 112 equals the "biweekly
rate;"
(d) Payments shall be made for the biweekly amount less
reported unpaid absences deducted at the hourly rate.
SECTION 2: FORTY (40) HOUR WEEK PERSONNEL.
(a) The stated "monthly rate" multiplied by 12 equals the
"annual rate;"
(b) The "annual rate" divided by 2,080 equals the "hourly
rate;"
rate;"
(c) The "hourly rate" multiplied by 80 equals the "biweekly
SCHEDULE I
EXHIBIT A
A - 2
(d) Payments shall be made biweekly for reported hours
eligible for pay. Normally this will equal 80 hours. Hours reported
as unpaid absences will be excluded from the.pay computations.
SECTION 3: The monthly rates referred to above are provided
for in the attached schedules. The City Administrator shall direct the
establishment and maintenance of files assigning an hourly rate to the
employees of the City to be computed from the given monthly rates in
accordance with the above formula.
SECTION 4: The formula provided for herein shall be used to
convertthemonthly rates provided for the City Administrator, the City
Attorney and the City Councilmembers to biweekly amounts without
considering the hours worked by said officers:
(a) The stated "monthly rate" multiplied. by 12 equals the
"annual rate;" and
rate."
(b) The "annual rate" divided by 26 equals the "biweekly
SCHEDULE I
EXHIBIT A
A - 3
BUSINESS SERVICES & PURCHASING EXHIBIT B
BUSINESS SERVICES / PURCHASING DEPARTMENT
SALARY SCALE
MONTHLYSALARY
DIRECTOR OF BUSINESS SERVICES AND PURCHASING - 4121
STEP 1
6,147
PURCHASING ASSISTANT.4910 -
STEP 1
5,445
2
5,161
3
4,892
4
4,637
5
4,395
6
4,166
7
3,949
8
3,743
SENIOR ADMINISTRATIVE ASSISTANT - 4520 -
STEP
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
-
7
3,595
8
3,408
9
3,230
ACCOUNT CLERK - 4230
STEP 1
4,201
2
3,982
3
3,774
4
3,577
_
5
3,391
6
3,214
7
3,046
8
2,887
- 9
2,736
10
2,593
SCHEDULE II Business Services/Purchasing
EXHIBIT "B" Page 1 or i
CITY ADMINISTRATION EXHIBIT C
CITY ADMINISTRATION DEPARTMENT
SALARY SCALE
CITY ADMINISTRATOR - 4001
ASSISTANT TO THE CITY ADMINISTRATOR - 4010
SENIOR ADMINISTRATIVE ASSISTANT - 4520
ACCOUNT CLERK -4230
SCHEDULE III
EXHIBIT "C"
MONTHLY SALARY
STEP 1 22,250
STEP 1
2
3
4
5
6
STEP 1
2
3
4
5
6
7
8
9
STEP 1
2
3
4
5
6
7
8
9
10
10,347
9,807
9,296
8,811
8,352
7,917
4,957
4,699
4,454
4,222
4,002
3,793
3,595
3,408
3,230
4,201
3,982
3,774
3,577
3,391
3,214
3,046
2,887
2,736
2,593
City Administration
Page t of 7
CITY CLERK EXHIBIT D
CITY CLERK DEPARTMENT
SALARY SCALE
CITY CLERK - 9851
DEPUTY CITY CLERK- 4190
RECORDS MANAGEMENT ASSISTANT - 4115
SENIOR ADMINISTRATIVE ASSISTANT - 4520
ADMINISTRATIVE ASSISTANT - 4280
LIBRARIAN
ADMINISTRATIVE CLERK - 4275
MONTHLY SALARY
STEP 1
12,500
STEP 1
- 5,866
2
5,560
3 -
5,270
4
4,995
5
4,735
6
4,488
7
4,254
8
4,032
STEP 1
5,820
2
5,517
3
5,229
4
4,956
5
4,698
6
4,453
7
4,221
8
4,001
9
3,792
STEP 1
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
STEP 1
4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10
2,471
STEP 1
2,336
2
2,214
3
2,099
4
1,990
5
1,886
6
1,788
SCHEDULE IV
City Clerk
EXHIBIT"D" Page 1 of 1
CITY COUNCIL EXHIBIT E
CITY COUNCIL DEPARTMENT
SALARY SCALE
MONTHLY SALARY
COUNCILMAN -5000 STEP
4,650
(For new te"s beginning on or after April 10, 2012) STEP 1
2,083
COUNCIL DEPARTMENT MANAGER - 5050 STEP 1
8,108
2
- 7,685
- 3
7,284.
4
6,904
5
6,544
SCHEDULE V
City Council
EXHIBIT "E" Page 1 of 1
COMMUNITY SERVICES EXHIBIT F
COMMUNITY SERVICES DEPARTMENT
SALARY SCALE
DIRECTOR OF COMMUNITY SERVICES & WATER- 2100
DEPUTY DIRECTOR OF COMMUNITY SERVICES - 2102
PRINCIPAL CIVIL ENGINEER - 2210
CIVIL ENGINEER - 2110
CHIEF CODE INSPECTOR - 2140
PROJECT ENGINEER - 2130
SENIOR ELECTRICAL INSPECTOR - 4420
PLAN CHECKER - 2190
ENGINEERING ASSOCIATE - 2120
ENGINEERING ASSISTANT - 2180
PUBLIC WORKS AND WATER SUPERINTENDENT -2155
MONTHLY SALARY
STEP 1 18,344
STEP 1
11,619
2
11,013
3
10,439
4
9,895
STEP 1
10,450
2
9,905
3
9,389
4
8,900
5
8,436
STEP 1
9,003
2
8,534
3
8,089
4
7,667
5
7,267
STEP 1
8,051
2
7,631
3
7,233
4
6,856
5
6,499
STEP 1
7,674
2
7,274
3
6,895
4
6,536
5
6,195
STEP 1
6,588
2
6,245
3
5,919
4
5,610
5
5,318
STEP 1
9,829
2.
9,317
3
8,831
4
8,371
5
7,935
SCHEDULE VI
EXHIBIT "F"
Community Services
Page 1 of
COMMUNITY SERVICES DEPARTMENT
SALARY SCALE
MONTHLY SALARY
FOREMAN - 2170
STEP 1
7,032
2
6,665
3
6,318
4
5,989
5
5,677
MECHANICAL & PLUMBING INSPECTOR - 2800
STEP 1
6,844
ELECTRICAL INSPECTOR - 2900
2
6,487 .
CODE INSPECTOR - 2150
3
6,149
BUILDING INSPECTOR - 2191
4
5,828
ASSISTANT TO DIRECTOR OF COMMUNITY SERVICES - 2107
5
5,524
UTILITYMAN 1- 2290 -
STEP 1
6,142
DEPARTMENT SECRETARY - 4700
2
5,822
PLANNING ASSISTANT - 2330
3
5,518
CODE ENFORCEMENT INSPECTOR - 4460
4
5,230
5
4,957
UTILITYMAN II - 2310
STEP 1
- 4,957
ENGINEERING AIDE - 2300
2
4,699
3
4,454
4
4,222
5
4,002
UTILITYMAN III - 2340
STEP 1
4,001
ENGINEERING AIDE III -2390
2
3,792
3
3,594
4
3,407
5
3,229
UTILITYMAN IV - 2380
STEP 1
3,231
2
3,063
3
2,903
4
2,752
5
2,609
SENIOR ADMINISTRATIVE ASSISTANT - 4520
STEP
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
SCHEDULE VI
Community Services
EXHIBIT 7" Page 2 of 3
COMMUNITY SERVICES DEPARTMENT
ADMINISTRATIVE ASSISTANT - 4280
SALARY SCALE
MONTHLY SALARY
STEP 1
4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10
2,471
SCHEDULE VI
EXHIBIT "F" Community Services
Page 3 of 3
FINANCE EXHIBIT G
FINANCE DEPARTMENT
SALARY SCALE
.
MONTHLY SALARY
FINANCE DIRECTOR - 4100
STEP
17,500
ASSISTANT FINANCE DIRECTOR - 4105
STEP 1
10,417
SENIOR ACCOUNTING MANAGER - 4347
STEP 1
7,340
2
6,957
- 3
6,594
4
6250
5
5,924
6
5,615
7
5,322
ACCOUNT CLERK - 4230 -
STEP 1
4,201
2
3,982
-
3
3,774
4
3,577
5
3,391
6
3,214
7
3,046
8
2,887
- 9
2,736
10
2,593
SCHEDULE VII Finance
EXHIBIT " G" Page 1 on
FIRE EXHIBIT H
FIRE DEPARTMENT
SALARY SCALE
MONTHLY SALARY
CHIEF - 1100 STEP 1 16,599
ASSISTANT FIRE CHIEF - 1220
STEP 1
10,762
2
10,201
3
9,670
BATTALION CHIEF - 7120
STEP 1
10,250
FIRE MARSHAL - 7240
2
9,715
3
9,208
ADMINISTRATIVE CAPTAIN - 7230
STEP 1
8,949
REGIONAL TRAINING CAPTAIN - 7110
2
8,482
3
8,040
CAPTAIN - 7130
STEP 1
8,515
2
8,071
3
7,650
ENGINEER - 7150
STEP
7,149
ADMINISTRATIVE ENGINEER - 7250
2
6,776
3
6,423
FIREFIGHTER -7180 -
STEP
6,096
ADMINISTRATIVE FIREFIGHTER -7280
2
5,778
3
5,477
4
5,191
DEPARTMENT SECRETARY - 4700
STEP
6,142
2
5,822
3
5,518
4
5,230
5
4,957
6
4,699
7
4,454
8
4,222 .,
SENIOR ADMINISTRATIVE ASSISTANT - 4520
STEP 1
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
SCHEDULE VIII
EXHIBIT "H„
Fire
Page 1 a s
of
FIRE DEPARTMENT
SALARY SCALE
MONTHLY SALARY
FIRE PREVENTION/CIVIL DEFENSE ASSISTANT- 7100
STEP 1
5,518
2
5,230
3
4,957
FIREFIGHTER/PARAMEDIC COORDINATOR -7260
STEP
7,507
2
7,116
3
6,745
FIREFIGHTER/PARAMEDIC - 7270
STEP 1
7,149
2
6,776
3
6,423
CODE INSPECTOR - 2150
STEP 1
6,844
2
6,487
3
6,149
-
4
5,828
5
5,524
SCHEDULE VIII
EXHIBIT "H" Fire
Page 2 of 2
GAS MUNICIPAL UTILITY EXHIBIT I
GAS MUNICIPAL UTILITY
SALARY SCALE
-
MONTHLY SALARY
DIRECTOR OF GAS MUNICIPAL UTILITY DEPARTMENT- 5103
STEP 1
0
GAS & POWER PROCUREMENT MANAGER - 5304
- STEP 1
0
GAS & POWER TRADING MANAGER - 5102 :
STEP 1
0
GAS SYSTEM LEAD - 5450
STEP 1
9,003
2
8,534
3
8,089
4
7,667
5
7,267
6
6,888
7
- 6,529
8
6,189
GAS SYSTEM TECHNICIAN - 5475 -
STEP 1 -
7,667
2
7,267
3
6,888
4
6,529
5
6,189
6
5,866
7
5,560
8
5,270
9
4,995
GAS SYSTEMS SUPERINTENDENT- 5101
STEP 1
10,450
2
9,905
3
9,389
4
8,900 .
5
8,436
6
7,996
7
7,579
SCHEDULEIX
Gas
EXHIBIT "I" Page 1 of 1
HEALTH & ENVIRONMENTAL CONTROL EXHIBIT J
HEALTH & ENVIRONMENTAL CONTROL DEPARTMENT
SALARY SCALE
MONTHLY SALARY
HEALTH OFFICERIDIRECTOR OF HEALTH & ENVIRONMENTAL CONTROL - 4310
STEP 1
16,120
CHIEF DEPUTY DIRECTOR OF HEALTH & ENVIRONMENTAL CONTROL -4329
STEP 1
11,334
2
10,743
3
10,183
4
9,652
SENIOR ENVIRONMENTAL SPECIALIST -4440
STEP 1
9,386
2
8,897
-
3
8,433
4
7,993
5
7,576
6
7,181
7
6,807
ENVIRONMENTAL SPECIALIST -4340
STEP
7,934
_
2
7,520
-
- 3
7,128
4
6,756
5
6,404
6
6,070
-
7
5,754
8
5,454
DEPARTMENT SECRETARY - 4700
STEP 1
6,142
2
5,822
3
5,518
4
5,230
5
4,957
6
4,699
7
4,454
SENIOR ADMINISTRATIVE ASSISTANT - 4520
STEP
4,957
2
4,699
3
4,454
4
4,222
5
4.002
6
3,793
„ -
7
3,595
.
8
3,408
-
9
3,230
SCHEDULE X
Heegh
EXHIBIT "J" Page 1 of 2
HEALTH & ENVIRONMENTAL CONTROL DEPARTMENT
SALARY SCALE
- -
MONTHLY SALARY
ADMINISTRATIVE ASSISTANT - 4280 - STEP
4,001
2
3,792
_ 3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
- 9
- 2,607
10
2,471
SCHEDULE X Haaah
EXHIBIT "J" Page 2 of 2
HUMAN RESOURCES EXHIBIT K
HUMAN RESOURCES DEPARTMENT
SALARY SCALE
.
MONTHLY SALARY -
DIRECTOR OF HUMAN RESOURCES - STEP 1
- 16,333
ADMINISTRATIVE ASSISTANT - 4280 STEP 1
4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2.607
10
2,471
SCHEDULE XI
EXHIBIT "K"
Human Resources
Page 1 or 1
LIGHT & POWER EXHIBIT L
LIGHT & POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
DIRECTOR OF LIGHT & POWER - 2101 - - STEP 1 21,833
2 20,000
DIRECTOR OF LIGHT & POWER CAPITAL PROJECTS - 5500
STEP 1
32,000
ELECTRIC RESOURCES PLANNING AND DEVELOPMENT MANAGER - 5175
STEP 1
14,137
ENGINEERING MANAGER - 5110
2
13.400
OPERATIONS MANAGER -5240 -
3
12,701
4
12,039
5
11,411
6
10,816
7
10,252
8
9,718
POWER RESOURCE OPERATIONS MANAGER - 4075
STEP 1
10,589 .
ENGINEERING OPERATIONS MANAGER - 2550
GAS & POWER PROCUREMENT MANAGER - 5304
STEP 1
10,450
2
9,905
3 -
9,389
4
8,900
5
- 8,436
6
7,996
7
7,579
PROJECTS CONTROL MANAGER - 5375
STEP 1
10,270
POWER PLANT PERFORMANCE ENGINEER - 5350
2
- 9,735
POWER PLANT INSTRUMENT AND ELECTRICAL DISTRIBUTIVE
3
9,227
CONTROL SYSTEM ENGINEER (I& E/DCS ENGINEER) - 5325
4
- 8,746
OPERATIONS SUPERVISOR - 5425
5
8.290
(Position to be eliminated, effective August 2012)
6
7,858
7
7,448
8
7,060
GAS & POWER TRADING MANAGER - 5102 - -
STEP 1
9,147
2
8,670
3
8,218
SUPERVISING ELECTRICAL ENGINEER - 5105
STEP 1
10,020
2
9,498
3
9,003
4
8,534
SCHEDULE XII
LightPower
EXHIBIT "L" Page 1 019
LIGHT & POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
ELECTRICAL ENGINEER - 5301
STEP
9,003
OPERATIONS ENGINEER --5400
2
8,534
TELECOMMUNICATIONS SYSTEMS ENGINEER (FIBER OPTICS DIVISION) - 5330
3
8,089
RESOURCE PLANNER -5340
4
7,667
-
5
- 7,267
6
6,888
7
- 6,529
8
6,189
ELECTRIC DISPATCHER - 5295
STEP 1
8,142
ELECTRIC OPERATOR -5290.
2
7,718
3
7,316
4
6,935
5
6,573
6
6,230
7
5,905
8
5,597
9
5,305
-
10
5,028
ASSOCIATE ENGINEER - 5302
STEP 1
7,667
2
7,267
3
6,888
4
6,529
5
6,189
6
5,866
7
5,560
8
5,270
9
4,995
COMMUNICATIONS SPECIALIST (FIBER OPTICS DIVISION) - 5320 .
STEP 1
- 6,666
..
2
6,318
3
5,989
4
5,677
5
5,381
6
5,100
7
4,834
8
4,582
ELECTRIC SERVICE PLANNER TRAINEE - 5207
STEP 1
- 3,897
ASSISTANT DIRECTOR (INDUSTRIAL DEVELOPMENT DIVISION) - 8100
STEP 1
20,000
SCHEDULE XII
Light & Power
EXHIBIT "L" Page 2 of
LIGHT & POWER DEPARTMENT
SALARY SCALE
ELECTRIC SERVICE PLANNER - 6204
ASSISTANT ENGINEER - 5312
ASSOCIATE ENERGY MANAGEMENT REPRESENTATIVE - 5317
SECRETARY TO THE DIRECTOR OF LIGHT AND POWER - 4755
RESOURCE SCHEDULER - 5308
ASSOCIATE RESOURCE SCHEDULER - 5318
ASSOCIATE RESOURCE SCHEDULER 1-5345
DOCUMENT CONTROL SPECIALIST - 4525
SCHEDULE XII
EXHIBIT "L"
MONTHLY SALARY
STEP 1
6,644
2
6,487 -
3
6,149
4
5,828
5
5,524
6
5,236
7
4,963
8
4.704
STEP 1
8,589
2
8,141 -
3
7,717
4
7,315
5
6,934
6
6,573
7
6.230
8
5,905
STEP 1
6,318
2
5,989
3
5,677
4
5,381
5
5,100
6
4,834
7
4,582
8
4,343
STEP 1
4,581
2
4,342
3
4.116
4
3,901
5
3,698
6
3,505
7
3;322
8
3,149
STEP 1
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3.793
7
3.595
8
3,408
9
3,230
Light & Power
Page 3 of 9
LIGHT & POWER DEPARTMENT
DOCUMENT CONTROL ASSISTANT - 4550
GENERATIONS COORDINATOR - 5210
FIELD SUPERVISOR - 6101
CONTROLS TECHNICIAN - 5112
METER & REGULATOR TECHNICIAN - 6102
SALARY SCALE
MONTHLY SALARY
STEP 1
4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10 .
2,471
STEP 1
8,589
2
8,141
3
7,717
4
7,315
5
6,934
6
6,573
7
6,230
8
5,905
STEP 1
6,665
2
6,318
3
5,989
4
5,677
5
5,381
6
5,100
7
4,834
8
4,582
STEP 1
6,019
2
5,705
3
5,408
4
5,126
5
4,859
6
4,606
7
4,366
8
4,1M
STEP 1
6,015
2
5,701
3
5,404
4
5,122
5
4,855
6
4,602
7
4,362
8
4,135
SCHEDULE XII Light & Power
EXHIBIT "L" Page 4 of 9
LIGHT & POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
CONSTRUCTION TECHNICIAN - 6103
STEP 1
4,958
2
4,700
3
4,455
4
4,223
5
4,003
6
3,794
7
3,596
8
3,409
TRANSMISSION & DISTRIBUTION MANAGER - 5220
STEP 1
12,039
SYSTEMS SUPERVISOR -5201 -
STEP
8,590
- -
2
8,142
3
7,718
4
7,316
5
6,935
6
6,573
7
6,230
8
5,905
9
5,597
SYSTEMS COORDINATOR I - 5202
STEP 1
- 7,316
2
6,935
3
6,573
4
6,230
5
5,905
6
5,597
7
5,305
8
5,028
9
4,766
FIELD CREW - 5250
STEP 1
5,409
SUBSTATION TECHNICIAN - 5212
2
5,127
3
4,860
4
4,607
5
4,367
6
4,139
7
3,923
8
3,718
SYSTEMS COORDINATOR TRAINEE- 5203
STEP 1
3,162
SCHEDULE XII
- Light &Power
EXHIBIT "L"
Page 5 or 9
LIGHT 8, POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
INFORMATION TECHNOLOGY MANAGER - 4395 -
STEP 1
12,368
2
11,742
3
- 11,130
4
10,550
-
5
10,000
6
9,479
7
8,985
PROGRAMMER /ANALYST-4393
STEP
11,815
2
11,199
3
10,615
4
10,062
5
9,537
-
6
9,040
7
- 8,569
SENIOR PROGRAMMER -4397
STEP
9,492
2
9,040
3
8,610
4
8.200
5
7.809
6
7,438
7
7,083
SENIOR INFORMATION TECHNOLOGY ANALYST - 4390
STEP 1
7,420
2
7,033
3
6,666
4
6,318
5
5,989
6
5,677
7
5,381
8
5,100
INFORMATION TECHNOLOGY ANALYST - 4391
STEP 1
6,666
2
6,318
3
5,989
4
5,677
5
5,381
6
5,100
7
4,834
8
4,582
SCHEDULE XII
Light 8 Power
EXHIBIT "L" Page 6of9
LIGHT & POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
SENIOR ELECTRONICS TECHNICIAN - 5315
STEP 1
8,301
2
7,868
_
3
7,458
-
4
7,069
5
6,700
6
6,351
7
6,020
-
8
5,706
9
5,409
SENIOR ELECTRIC SERVICE PLANNER - 5316
STEP 1
8,127
2
7,703
3
7,301
4
6,920
-
- 5
6,559
6
6,217
7
5,893
8
5,586
ELECTRONICS TECHNICIAN - 5111
STEP 1
- 7,069
2
6,700
3
6,351
4
6,020
5
5,706
6
5,409
7
5,127
8
4,860
Y
5,597
COMPUTER AIDED. DRAFTING TECHNICIAN - 5305
STEP 1
5,231
2
4,958
3
4,700
4
4,455
5
4,223
6
4,003
7
3,794
8
3,596
9
3,409
UTILITYMAN II -2310
STEP 1
4,957
SENIOR ADMINISTRATIVE ASSISTANT - 4520
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
SCHEDULE XII
Light & Power
EXHIBIT "L" Page 7 of
LIGHT & POWER DEPARTMENT
SALARY SCALE
-
MONTHLY SALARY
UTILITYMAN 1- 2290
STEP 1
6,142.
2
5,822
3
5,518
. 4
5,230
5
4,957
6
4,699
' -
7
_ 4,454
8
4,222
CUSTOMER SERVICE SUPERVISOR -4110
STEP
8,112
UTILITIES COMPLIANCE OFFICER - 5750 - -
2
7,689
BUSINESS AND ACCOUNT SUPERVISOR - 4995
3
- 7,288
4
6,908
5
6,548
6
6,207
7
5,883
.
8
5,576
CUSTOMER SERVICE. REPRESENTATIVE - 4111 -
STEP 1
4,693 .
HELPDESK TECHNICIAN - 5310
2
4,448
3
- - 4,216
4
.3,996
5
3,788
_ 6
- 3,591
7
3,404
8
3,227
9
3,059
10
- 2,900
ACCOUNT CLERK - 4230
STEP 1
4,201
2
3,982
3
3,774
4
3,577
5
3,391
6
3,214
7
3,046
8
2,887
9
2,736
10
2,593
BUSINESS AND ACCOUNT CLERK - 4950
STEP 1
4,957
BUSINESS AND ADMINISTRATIVE CLERK -4975 -
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
.
9
3,230
SCHEDULE XII
EXHIBIT "L"
ug Power
Page 8 019
LIGHT & POWER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
ENERGY MANAGEMENT PROGRAMS COORDINATOR = 5420 STEP 1
5,381 -
2
5,100
3
4,834
4
4,582
5
4,343
6
- 4,117
7
3,902
8
3,699
ADMINISTRATIVE CLERK - 4275 STEP 1
2,336
2
2,214
3
2,099
- 4
1,990
5
1,886 -
6
1,788
SENIOR ACCOUNTCLERK-4225 STEP
- 4,937
2
4,680
- - 3
4,4M
4
4,205
5
3,986
6
3,778
7
3,581
8
3,394
9
- 3,217
10
3,049
SCHEDULE XII Light aPower
EXHIBIT "L" Page 9 of
OFFICE OF THE CITY ATTORNEY/ EXHIBIT M
PUBLIC PROSECUTOR
OFFICE OF THE CITY ATTORNEY / PUBLIC PROSECUTOR
SALARY SCALE
-
-
MONTHLY SALARY
CITY ATTORNEY - 9800 -
STEP 1
21,000
ASSISTANT CITY ATTORNEY I - R802
STEP 1
27,500
ASSISTANT CITY ATTORNEY I -9803
STEP 1
28,463
ASSISTANT CITY ATTORNEY 11 - 9750.
STEP 1
21,032
ASSISTANT CITY ATTORNEY III - 9775 -
STEP 1
25,000
CHIEF DEPUTY CITY ATTORNEY - 9850
STEP 1
19,475
LEGAL ADMINISTRATIVE ASSISTANT - 4175
STEP
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
SCHEDULE XIII City Anomey
EXHIBIT. " M " Page 1 of
OFFICE OF THE TREASURER EXHIBIT N
CITY TREASURER - 4330
DEPUTY CITY TREASURER - 4331
SENIOR ACCOUNTANT - 4200
PAYROLL CLERK - 4180
STAFF ACCOUNTANT -4235
ACCOUNT CLERK -4230
OFFICE OF THE TREASURER
SALARY SCALE
MONTHLY SALARY
STEP 1
0
STEP 1
8,333
STEP 1
8,051
2
7,631
3
7,233
4
6,856
5
6,499
6
6,160
7
5,839
STEP 1
4,957
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
STEP 1
4,901
2
4,646
3
4,404
4
4,174
5
3,956
6
3,750
STEP 1
4,201
2
3,982
3
3,774
4
3,577
5
3,391
6
3,214
7
3,046
8
2,887
9
2,736
10
2,593
SCHEDULE XIV
Treasurer
EXHIBIT "N" Page 1 of
PERSONNEL EXHIBIT 0
PERSONNEL DEPARTMENT
SALARY SCALE
_
MONTHLY SALARY
DIRECTOR OF PERSONNEL - 4120 STEP 1
6,147
SENIOR ADMINISTRATIVE ASSISTANT - 4520 - STEP
4,967
2
4,699
3
4,454
' 4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
ADMINISTRATIVE ASSISTANT - 4280 STEP1
- 4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10
2,471
SCHEDULE XV
Personnel
EXHIBIT "0"
Page 1 of 1
POLICE EXHIBIT P
POLICE DEPARTMENT
SALARY SCALE
-
MONTHLY SALARY
CHIEF - 3100
STEP 1
15,910
CAPTAIN - 3110
STEP 1
10,931
2
10,362
3
9,822
4
9,310
5
8,825
LIEUTENANT - 3120 .
STEP 1
9.984
2
_
9,464
3
8,970
4
8.503
5
8,060
RECORDS MANAGER - 4270
STEP 1
6,731
2
6,380
3
6,047
4
5,732
5
5,433
6
5,150
7
4,882
DEPARTMENT SECRETARY - 4700
STEP
6,142
2
5,822
3
5,518
4
5,230
5
4,957
6
4,699
7
4,454
8
4,222
ASSISTANT RECORDS MANAGER -4271
STEP 1
4,957
LEAD RECORDS TECHNICIAN - 3150
2
4,699
3
4,454
4
4,222
5
4,002
6
3,793
7
3,595
8
3,408
9
3,230
SCHEDULE XVI
EXHIBIT "P" Police
Page 1 of 3
POLICE DEPARTMENT
SALARY SCALE
MONTHLY SALARY
ADMINISTRATIVE ASSISTANT - 4280
STEP 1
4,001
CRIME ANALYST -4380
2
3792
3
3,594
4
3,407
- - -
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10
2,471
CIVILIAN COURT OFFICER -4370
STEP 1
4,777
2
4,528
3
4,292
4
4,068
5
3,856
6
3,655
7
3,464
8
3,283
VERNON SERVICE OFFICER - 4300
STEP 1
3,907
2
3,703
-
3
3,510
4
3,327
5
3,154
6
2,990
7
2,834
8
2,686
SERGEANTS - 3130 -
STEP 1
9,186
2
8,707
3
8,253
4
7,823
5
7,415
6
7,028
POLICE OFFICER - 3340
STEP 1
7,545
2
7,152
3
6,779
4
6,426
5
6,091
6
5,773
SENIOR DISPATCHER - 4600
STEP 1
5,728
2
5,429
3
5,146
4
4,878
5
4,624
SCHEDULE XVI
EXHIBIT "I"'
Police
Page 2 of 3
f3
POLICE DEPARTMENT
SALARY SCALE
MONTHLY SALARY
DISPATCHER -4500
STEP
4,295
RECORDS TECHNICIAN -3160
- 2
4071
3
3,859
4
3,658
5
3,467
POLICE CADET - 3180 - -
STEP 1
3,084
2
- 2,923
_ - 3
2,771
4
2,627
5
2,490
6
2,360
7
2,237
8
2,120
IT TECHNICIAN -4385
STEP
5,130
2
4,863
3
_ 4,609
4
4,369
5
4,141
SCHEDULE XVI Police
EXHIBIT "P" Page 3 of
RISK MANAGEMENT EXHIBIT Q
RISK MANAGEMENT DEPARTMENT
SALARY SCALE
-
MONTHLY SALARY
RISK MANAGER -9840
STEP
13,583
DEPARTMENT SECRETARY - 4700
STEP
6,142
2 _
5,822
3
5,518
_
4
5,230
5
4,957
6
4,699
7
4,454
8
4,222
SENIOR ADMINISTRATIVE ASSISTANT - 4520
STEP 1
4,957
2
4,699
3
4,454
_
4
4,222
5
- 4,002
6
3,793
7
3,595
8
3,408
9
3,230
ADMINISTRATIVE ASSISTANT -4280.
STEP 1-
- 4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,760
9
2,607
10
2,471
SCHEDULE XVII
EXHIBIT "Q" Risk Management
Page 1 of 1
SPECIAL COUNSEL EXHIBIT R
SPECIAL COUNSEL
OFFICE OF SPECIAL COUNSEL
SALARY SCALE
SCHEDULE XVIII
EXHIBIT "R"
STEP 1
MONTHLY SALARY
Page 1 of 1
WATER EXHIBIT S
WATER DEPARTMENT
SALARY SCALE
-
MONTHLY SALARY
DIRECTOR OF COMMUNITY SERVICES & WATER- 2100
STEP 1
0
(The salary for this position is provided for In the Community Services salary schedule)
DEPUTY DIRECTOR OF WATER DEPARTMENT - 2103
STEP 1
0
PUBLIC WORKS AND WATER SUPERINTENDENT - 2155
STEP 1
9,829
2
9,317
3
8,831
. -
4
8,371
5
7,935
WATER OPERATIONS SUPERVISOR -2160
STEP 1
9,003
2
8,534
3
8,089
4
7,667
5
7,267
PROJECT ENGINEER - 2130
STEP
-8,051
2
7,631
3
7,233
4
6,856
5
6,499
FOREMAN - 2170
STEP 1
7,032
2
6,665
.
3
6,318 -
4
5,989
5
5,677
DEPARTMENT SECRETARY - 4700
STEP
6,142
UTILITYMAN 1- 2290
2
5,822
3
5,518
4
5,230
5
4,957
UTILITYMAN II - 2310 -
STEP 1
4,957
2
4,699
3
4,454
4
4,222
5
4,002
UTILITYMAN III - 2340
STEP 1
4,001
2
3,792
3
3,594
4
3,407
5
3,229
SCHEDULE XIX
Water
EXHIBIT "S"
Page 1 of 2
WATER DEPARTMENT
SALARY SCALE
MONTHLY SALARY
LITILITYMANIV-2380
STEP
- 3,231
2
3,063
3
2,903
-
4
2,752
5
2,609
ADMINISTRATIVE ASSISTANT - 4280
STEP
4,001
2
3,792
3
3,594
4
3,407
5
3,229
6
3,061
7
2,901
8
2,750
9
2,607
10
2,471
LEAD METER READER - 5206
STEP 1
4,951
2
4,693
3
4,448
4
4,216
5
3,996
METER READER - 5205
STEP 1
4,586
2
4,347
3
4,120
4
3,905
5
3,701
ENGINEERING AIDE - 2300
STEP 1
4,957
_
2
4,699
3
4,454
4
4,222
5
4,002
SCHEDULE XIX
Water
EXHIBIT "S"
Page 2 of 2
TEMPORARY/MISCELLANEOUS EXHIBIT T
PART-TIME EMPLOYEE
A salary of the State of California minimum hourly wage or federal minimum hourly wage, whichever is higher,
up to $50.00 per hour is hereby established unless they are a certified professional by the State of California
up to $100.00 per hour and the part-time employee shall be assigned an appropriate hourly range approved
by the City Council.
SCHEDULE XX
EXHIBIT "T" Page t of 1
AUTOMOBILE ALLOWANCES EXHIBIT U
PART-TIME ADMINISTRATIVE AIDE
AUTOMOBILE ALLOWANCES
MONTHLY
ALLOWANCE
$ 100.00
SCHEDULE XXI
EXHIBIT "U" Page 1 of 1
UNIFORM ALLOWANCES EXHIBIT V
UNIFORM ALLOWANCE
FIRE DEPARTMENT
Vernon shall pay to each employee on the active payroll of the fire department, who has been certified eligible
by the fire chief, the sum of seven hundred twenty-five dollars ($725.00) per fiscal year on the first pay check
in the month August for the purchase of uniforms and related equipment effective July 1, 2012.
POLICE DEPARTMENT
Vernon will pay to all sworn police management personnel, police officers and sergeants who have completed
his/her first year of service and who is on the active payroll of the Vernon police department the sum of one
thousand dollars ($1,000.00) per fiscal year in the month of August for the purchase of uniforms and related
equipment effective July 1, 2012.
Vernon will pay to each Vernon service officer who has completed his/her first year of service and is required
by the Vernon police department to own and maintain a uniform and who is on the active payroll of the
Vernon police department the sum of four hundred dollars ($400.00) for the fiscal year 2012-2013 of Vernon
for the purchase of such clothing and related equipment on his/her anniversary date.
Vernon will pay to each Vernon police dispatcher who (a) has satisfactorily completed his/her evaluation
period, (b) is required by the Vernon police department to own and maintain a uniform and, (c) is on the active
payroll of the Vernon police department the sum of four hundred ($400.00) for the fiscal year 2012-2013 for
the purchase of such clothing and related equipment on his/her anniversary date.
Vernon will pay to each Vernon police records personnel, administrative aide, and police department secretary
who (a) has satisfactorily completed his/her evaluation period, (b) is required by the Vernon police department
to own and maintain a uniform and, (c) is on the active payroll of the Vernon police department the sum of
four hundred dollars ($400.00) for the fiscal year 2012-2013 for the purchase of such clothing and related
equipment on his/her anniversary date.
SCHEDULE XXII
EXHIBIT "V" Page t of 1
CITY CLERK'S OFFICE
INTEROFFICE MEMORANDUM
DATE: June 21, 2012
TO: Rory Burnett, Finance Director/City Treasurer
Daniel Calleros, Interim Police Chief
Kristen Enomoto, Assistant to the City Administrator
Carlos Fandino, Director of Light & Power
Masami Higa, Assistant Finance Director
Alex Kung, Assistant to the City Administrator
Joaquin Leon, Deputy City Treasurer
Leonard Grossberg, Interim Director of Health & Environmental Control
James Rodino, Police Captain
Martha Valenzuela, Director of Personnel/Business Services
Mark Whitworth, City Administrator/Fire Chief
Kevin Wilson, Director of Community Services & Water
FROM: Willard Yamaguchi, City Clerk Lfb
RE: Resolution No. 2012-115— A Resolution of the City Council of the City of Vernon Fixing
the Compensation, Costs and Benefits of Its Employees for Fiscal Year 2012-2013, and
Repealing All Resolutions in Conflict Therewith
Transmitted herewith is a copy of Resolution No. 2012-115 referenced above, which was approved by City
Council on June 20, 2012.
Thank you.
WY:dj
Attachment
c: Resolution No. 2012-115
STAFF REPORT
CITY ADMINISTRATION
DATE: June 19, 2012
TO: Honorable City Council
FROM: Mark C. Whitworth, City Administrator
RE: Personnel Resolution for Fiscal Year 2012-2013
Background
On July 19, 2011, the City Council adopted a comprehensive personnel resolution for fiscal year
2011-2012. It is recommended that the City Council adopt a new comprehensive personnel
resolution each fiscal year to ensure that the provisions of the resolution are reviewed on an
annual basis.
On June 19, 2012, the City Council approved the respective Memorandums of Understanding
(MOUs) with the Vernon Firemen's Association and the Vernon Police Officers' Benefit
Association for the period of July 1, 2012 through June 30, 2014.
On June 19, 2012, the City Council also approved the 2012-2013 budget, which included the
proposed creation of certain new positions and salary scales within the Light & Power
Department (see attached memos).
The proposed Personnel Resolution for fiscal year 2012-2013 incorporates the aforementioned
and attached changes within the Fire, Police, and Light & Power Departments. It also includes a
few technical corrections and clarifications as specified in the recitals.
Recommendation
It is recommended that the proposed Personnel Resolution for fiscal year 2012-2013 be adopted.
C.Cy�a2o� I a J 12
RECEIVED
OCT 1 0 2012
OCT 1 1 2012 CITY ADMINI TRATION
CITY CLE Wsomm STAFF REPORT
HUMAN RESOURCES DEPARTMENT (m
DATE: October 10, 2012
TO; Honorable Mayor Pro Tern and City Council
FROM: Teresa McAllister, Director of Human Resources
Background
At the October 2, 2012 City Council meeting, Councilmember Ybarra directed staff to
conduct salary surveys for the vacant positions of City Clerk, Director of Finance, and ,Police
Chief, as well as for the Fire Chief position. The purpose of the compensation review is to
determine whether the comparable labor market for these positions has changed since the
adoption of Salary Resolution No. 2011-85 on May 26, 2011 whereby providing the City with
potential cost -savings.
The attached survey is comprised of two sets of compensation- data in comparison with
the original survey presented to City Council on May 26, 2011. The first is a smaller sample that
includes Anaheim, Burbank, Los Angeles, Pasadena and Riverside. These cities were selected
because they have their own electric and water departments and are full -service cities
comparable to the City of Vernon.
The second is a larger sample that includes the foregoing cities as well as Alhambra, Bell
Gardens, Commerce, Compton, Cudahy, Downey, Huntington Park, Inglewood, Maywood,
Montebello, Monterey Park, Pico Rivera, and South Gate, which were selected because they are
all within a 5-mile radius of Vernon. Torrance is included to evaluate the compensation of
Vernon's Fire Chief because Torrance, like Vernon, has a Class-1 Fire Department .rating.
Survey Findings
Cites
On May 26, 2011 City Council adopted the annual salary for the City Clerk position at
$150,000, as subsequently reaffirmed by Salary Resolutions No. 2011-129 and No. 2012-115.
As compared to the salaries of other City Clerks, this amount continues to be stated below the
average comparable labor market as follows:
May 2011 Survey Oct. 2012 Survey
Average of the Top Quartile Large Group 4% -18%
Top City in the Small Group -16%-53.35%
Average of Small Group +5%-8.77%
Considering each of these statistical thresholds as a whole, the previous resolution -establishing
the salary of Vernon's City Clerk is in -line with comparable jurisdictions. Accordingly, this
report recommends that the salary for the City Clerk remain as adopted at $150,000.
Director of Finance
On May 26, 2011 City Council adopted the annual salary for the Director of Finance
position at $210,000, as subsequently reaffirmed by Salary Resolutions. No. 2011-129 and No.
2012-115. As compared to the salaries of other Directors of Finance, this amount continues to be
stated below the average comparable labor market as follows:
May 2011 Survey Oct. 2012 Survey
Average of the Top Quartile Large Group +68% -5.09%
Top City in the Small Group +52% 22.82%
Average of Small Group +63% -2.01%
Considering each of these statistical thresholds as a whole, the previous resolution -establishing
the salary of Vernon's Finance Director is in -line with comparable jurisdictions. Accordingly,
this report recommends that the salary for the Director of Finance remain as adopted at
$210,000.
Police Chief
On May 26, 2011 City Council adopted the annual salary for the Police Chief position at
$185,364, as subsequently reaffirmed by Salary Resolution No. 2011-129. On June 20, 2012 the
City Council adopted Salary Resolution No. 2012-115, which provided a 3% cost of living
adjustment to certain positions, and established the annual salary for the Police Chief position at
$190,920. As compared to the salaries of other Police Chief, this amount continues to be below
the average comparable labor market as follows:
May 2011 Survey Oct. 2012 Survey
Average of the Top Quartile Large Group -29% 42.23%
Top City in the Small Group 40% 71.20%
Average of Small Group -26% 34.87%0
Considering each of these statistical thresholds as a whole, the previous resolution -establishing
the salary of Vernon's Police Chief is below the market with comparable jurisdictions.
However, due to the City's current financial status, this report recommends that the salary for the
Police Chief remain as adopted at $190,920.
Fire Chief
On May 26, 2011 City Council adopted the annual salary for the Fire Chief position at
$199,188, as subsequently reaffirmed by Salary Resolutions No. 2011-129 and No. 2012-115.
As compared to the salaries of other Fire Chiefs, this amount continues to be below the average
comparable labor market as follows:
2
May 2011 Survey Oct. 2012 Survey
Average of the Top Quartile Large Group -22% 31.12%
Average of the Top Quartile Small Group -23% 36.60%
Average of Small Group -15% 21.19%
Considering each of these statistical thresholds as a whole, the previous resolution -establishing
the salary of Vernon's Fire Chief is below the market with comparable jurisdictions. However,
due to the City's current financial status, this report recommends that the salary for the Fire
Chief remain as adopted at $ l 99,188.
In analyzing the City of Vernon's current Compensation Plan, an internal alignment applied to
the proposed salary recommendations. The recommended salaries for the above classifications
are primarily based on the following:
• Internal compaction considerations, which also considers internal salary relationships
within job families, among related job families, and recommended classification
differentials
• The current economic recession, and deficits that the City of Vernon will be facing for
FY 2013/2014 impacts the need to address imbalances in the above positions, and
prohibits recommendations for remedies at this point. Therefore, city staff does not
recommend implementing the salary, survey adjustments at the Average of the
Comparable Labor Market Rate (Small group) at this time.
• Advertisements on the above salaries have already occurred and revisions at this time
may become problematic.
• To ensure the City of Vernon is able to maintain its competitiveness for the recruitment
of highly qualified people while being fiscally responsible.
Alternatively, the City Council may elect to revise the salaries for the above positions
utilizing a minimum -maximum salary range ordinarily used in public labor market comparisons.
This will provide an opportunity to still meet the market requirements while providing the City
some discretion within the parameters set forth above to negotiate salaries with potential
candidates.
In an effort to attract top candidates whereby offering competitive wage and benefit
packages, the City Council should consider total compensation surveys which include fringe
benefits such as vacation, sick and administrative leave, and other compensable benefits. This
will determine whether top executives' wage and benefit packages are competitive and
appropriate. A report will be forthcoming regarding the fringe benefits of department heads.
Recommendation
Maintain the salaries as previously and most recently adopted in Salary Resolution No. 2012-
115; or alternatively request staff to prepare a revised salary resolution incorporating a
minimum/maximum pay scale for the designated positions of City Clerk, Director of Finance,
Fire Chief and Police Chief.
3
CITY CLERK- LARGE SAMPLE
Riverside
City Clerk
$11,485.00
$11,485.00
$137,820.00
Burbank
City Clerk
$10,500.00
$10,500.00
$126,000.00
Downey
City Clerk
$7,662.37
$9,492.43
$113,909.16
Commerce
City Clerk
$7,749.00
$9,434.00
$113,208.00
Huntington Park
City Clerk
$7,681.00
$9,431.00
$113,172.00
Alhambra
City Clerk
$8,996.00
$8,996.00
$107,952.00
Inglewood
City Clerk
$7,398.00
$7,398.00
$88,776.00
South Gate
City Clerk
$6,380.00
$6,380.00
$76,560.00
CC Title held by CM
Santa Fe Springs
Deputy City Clerk
1 $4,831.00
$5,985.00
$71,820.00
Compton
City Clerk
$9,229.34
$9,646.08
$115,752.96
Cudahy
$0.00
Average
Average of the Top Quartile
CITY CLERK - SMALL SAMPLE
$8,916.65
$10,553.38
$1261,640.51
$10,730.36
$14,749.94
$176,999.26
Los Angeles
City Clerk
$12,787.25
$19,169.58
$230,034.96
Anaheim
City Clerk
$9,038.00
$14,913.00
$178,956.00
Pasadena
City Clerk
$11,917.17
$11,917.17
$143,006.04
Riverside
City Clerk
$11,485.00
$11,485.00
$137,820.00
Burbank
City Clerk
$10,500.00
$10,500.00
$126,000.00
Small Sample Average $11,145.48 $13,596.95 $163,163.40
City of Vernon Recommended Salary - 5/24/2011 $150,000.00
DIRECTOR OF FINANCE - LARGE SAMPLE
Burbank
Chief Financial Officer
$11,934.85
$15,694.32 $188,331.84
Downey
Director of Finance
$12,179.09
$14,857.96 $178,295.52
Alhambra
Director.of Finance
$10,363.00
$14,456.00 $173,472.00
Commerce
Dir. of Finance & City Treasurer
$10,417.00
$12,692.00 $152,304.00
Monterey Park
Dir. Of Management Services
$9,666.66
$12,333.33 $147,999.96
Irwindale
Director of Finance
$12,133.33
$12,133.33 $145,599.96
Montebello
Director of Finance
$9,937.00
$12,083.00 $144,996.00
Compton
City Controller
$8,843.00
$11,687.00 $140,244.00
South Gate
Director of Finance
$9,539.00
$11,595.00 $139,140.00
Inglewood
Director of Finance
$7,832.00
$11,095.00 $133,140.00
Bell Gardens
$0.00
Cudahy
$0.00
Maywood
Finance Manager (Contracted)
n/a
n/a $0.00
Contracted
Average
Average of the Top Quartile
$10,952.38
$14,442.36
$173,308.29
$12,622.09
$18,391.52
$220,698.21
DIRECTOR OF FINANCE - SMALL SAMPLE
Los Angeles
General Manager - Finance
$14,328.91
$21,494.25
$257,931.00
Anaheim
Finance Director
$11,297.50
$18,640.91
$223,690.92
Riverside
Dir. Of Finance & City Treasurer
$12,058.00
$17,426.00
$209,112.00
Pasadena
Director of Finance
$12,803.93
$16,004.91
$192,058.92
Burbank
Chief Financial Officer
$11,934.85
$15,694.32
$188,331.84
Small Sample Average $12,484.64 $17,852.08 $214,224.94
City of Vernon Recommended Salary - 5/24/2011 $210,000.00
POLICE CHIEF - LARGE SAMPLE
Downey
Police Chief
$13,850.03
$16,897.05
$202,764.60
In Place of Santa Fe.
Springs (Non -Sworn
Officers)
Burbank
Police Chief
$12,755.12
$16,772.99
$201,275.88
Alhambra
Police Chief
$11,223.00
$15,833.00
$189,996.00
Monterey Park
Police Chief
$12,166.66
$15,500.00
$186,000.00
Huntington Park
Chief of Police
$15,500.00
$15,500.00
$186,000.00
Inglewood
Police Chief
$10,556.00
$14,953.00
$179,436.00
Montebello
Police Chief
$10,624.00
$14,167.00
$170,004.00
Irwindale
Police Chief
$13,333.33
$13,333.33
$159,999.96
South Gate
Police Chief
$12,967.36
$12,967.36
$155,608.32
Bell Gardens
$0.00
Maywood
Contracted
n/a
n/a
$0.00
Contracted - Employee
Laid Off
Average
Average of the Top Quartile
$13,529.39
$17,418.71
$2019,024.51
$15,726.65
$22,629.87
$271,558.47
POLICE CHIEF - SMALL SAMPLE
Los Angeles
Police Chief
$18,162.08
$27,238.00
$326,856.00
Anaheim
Chief of Police
$12,838.00
$21,182.83
$254,193.96
Riverside
Police Chief
$16,706.00
$23,098.00
$277,176.00
Pasadena
Police Chief
$15,200.52
$19,000.66
$228,007.92
Burbank
Police Chief
$12,755.12
$16,772.99
$201,275.88
Small Sample Average 1 $15,132.34 $21,458.50 1 $257,501.95
City of Vernon Recommended Salary 5/24/2011 $190,920.00
FIRE CHIEF- LARGE SAMPLE
Glendale
Fire Chief
$14,353.00
$17,942.00
$215,304.00
Pasadena
Fire Chief & Assist Dir
of Disaster Planning
$14,482.35
$11,667.99
$212,015.88
Burbank
Fire Chief
$12,124.71
$15,944.00
$191,328.00
Downey
Fire Chief
$13,064.83
$15,939.21
$191,270.52
Alhambra
Fire Chief
$10,663.00
$15,833.00
$189,996.00
Monterey Park
Fire Chief
$11,083.33
$14,833.33
$177,999.96
Montebello
Fire Chief
$10,563.00
$14,084.00
$169,008.00
Santa Fe Springs
Fire Chief
$11,103.00
$13,754.00
$165,048.00
Compton
Fire Chief
$8,931.00
$12,161.00
$145,932.00
Average
Average of the Top Quartile
$12,631.53
$17,324.79
$207,897.48
$14,460.42
$21,765.94
$261,191.22
FIRE CHIEF - SMALL SAMPLE
Riverside Fire Chief $14,326.00 $21,623.00 $259,476.00
Pasadena Fire Chief & Assist Dir $14,482.35 $17,667.99 $212,015.88
of Disaster Planning
Burbank Fire Chief $12,124.71 $15,944.00 $191,328.00
Small Sample Average
Average of the Top Quartile
City of Vernon Recommended Salary - 5/24/2011
$13,978.09
$20,117.28
$241,407.36
$14,478.71
$22,675.71
1 $272,108.46
$199,188.00
Interoffice
Light&PawerDepa*mt
DATE: May 17, 2012
TO: Mark Whitworth
City Administrator ti
FROM: Carlos R. Fandino, Jr.
512\``
Director of Light & Power
SUBJECT: Re -Structure of Power Plant Personnel
MAY 2 2 2012
CITY ADMINISTRATION
Memorandum
I am proposing the following changes to the current power plant personnel structure to be
effective, July 1, 2012:
1. Eliminate the job classification of Operations Supervisor currently held by Curtis
Kirkland, who will be retiring in August of this year.
2. Create the job classification of Operations Manager per the attached proposed job
description and salary scale.
3. Create the new classification of Electric Dispatcher per the attached proposed
jobescription and salary scale.
4. Create the new classification of Electric Operator per the attached proposed job
description and salary scale.
The new position of Operations Manager will report directly to me and will manage the power
plant operations and assume the additional responsibilities of the retiring Operations Supervisor.
The Operations Supervisor position will be eliminated; however, the recent hiring of an
Electronics Technician will provide sufficient manpower to carry out the day to day activities for
the substation/metering group.
My recommendation to create new job classifications of Electric Dispatcher and Electric
Operator takes into consideration the different responsibilities and requirements currently
shared with the Coordinator I title and compensation.
The above proposed changes are based on the maximum cost -savings to the City, and at the
same time ensuring adequate staffing to efficiently run the day to day operations of the power
plant. I am recommending these changes be effective July 1, 2012.
CRF:ah
Attachments
OPERATIONS MANAGER
DEFINITION - Performs supervisory, administrative and related work
assignments as required to operate and maintain the power plant in addition to
the electric, water and gas systems in an effective, efficient and safe manner.
SUPERVISION RECEIVED AND EXERCISED - Reports directly to the Director
of Light & Power while. supervising the Operations (Electric Dispatcher, Electric
Operator), Substation and Metering Groups.
EXAMPLES OF DUTIES - Duties may include, but are not limited to, the
following: monitors and coordinates the operation and maintenance activities of
the electric, gas and water systems in accordance with established procedures,
policies, and objectives. Participates in the selection, training, development,
discipline, and evaluation of personnel. Coordinates activities with other work
groups/divisions. Develops budgets for the required personnel and equipment
activities of systems and operations. Responsible for the operation and
maintenance of power plant and associated facilities. Assures that policies and
procedures are kept up to date. Performs other related duties as required.
QUALIFICATIONS -
Knowledge of: Electric, gas and water utility operating concepts.
Accounting and budgeting principles. Knowledge of human behavior.
Knowledge of computer hardware and software.
Ability to: Remain calm under stress. Admit errors and accept critique
from supervisors. Communicate effectively and work well with people.
Identify cause/effect relationships. Coordinate and plan the activity of
others. Carry out special assignments that are of sensitive/confidential
nature.
Experience and Education: Any combination of experience and education
that would likely provide the required knowledge and abilities is qualifying.
A typical way to obtain the knowledge and abilities would be:
Experience: A minimum of five years as an Electric Dispatcher,
Electronics Technician, Systems Supervisor or equivalent
experience with a similar system housing combined utilities.
Education: Bachelor's Degree in engineering, business,
management, information systems, or other related field is required.
License or Certificate: Valid California Class C drivers license,
WSCC Subtransmission training and WSCC Operator I course or
equivalent are required. Water Treatment Grade II or equivalent is
desired.
OPERATIONS MANAGER
PROPOSED SALARY SCALE
Step 1
$
14,137.00
Step 2
$
13,400.00
Step 3
$
12,701.00
Step 4
$
12,039.00
Step 5
$
11,411.00
Step 6
$
10,816.00
Step 7
$
10,253.00
Step 8
$
. 9,718.00
ELECTRIC DISPATCHER
DEFINITION - Performs, from a lead role, real-time operational related work as
required to operate and maintain the electric and water systems in an effective, efficient,
and safe manner. Assumes responsibility for effective and efficient shift operations;
must be able to work varying shift hours.
SUPERVISION RECEIVED AND EXERCISED - Reports to the Operations Manager
while providing guidance to Electric Operator.
EXAMPLES OF DUTIES — Duties may include, but are not limited to, the following:
monitors and manipulates real-time operations and maintenance activities of the
electric, water and gas systems in accordance with established procedures, policies,
and objectives. Delegates routine, as well as emergency tasks to the Electric Operator
classification while maintaining direct control of critical Control Room activities such as
cost reduction programs, system recovery efforts, and all other "high" exposure/risk
activities. Must effectively communicate with substation, metering, water, community
services, engineering, IT, customer service, bulk power/resource, CAISO and SCE
personnel. Is responsible to coordinate and oversee safe and successful switching
orders. Performs dispatching functions during emergency situations. Performs other
related duties as required.
QUALIFICATIONS —
Knowledae of: Electric and water utility operating concepts.
Ability to: Remain calm under stress and direct activities during emergencies.
Admit errors and accept critique from supervisors. Communicate effectively and
work well with people/customers. Provide general supervision. Operate SCADA
system.
Experience and Education: Any combination of experience and education that
would likely provide the required knowledge and abilities is qualifying. A typical
way to obtain the knowledge and abilities would be:
Experience: A minimum of three years as a system operator or five years
of utility operations or three years of utility operations plus an AA/AS
degree in related field.
License or Certificate: Valid California Class C driver license is required.
WECC or NERC Sub transmission or Distribtion course certificates and a
Water Distribution Grade II license are desired.
05/09
SPECIAL REQUIREMENTS - Bachelor's degree from an accredited institution in
engineering, business, management and/or Grade II Water Distribution License is
required to attain the top step salary level.
05/09
ELECTRIC DISPATCHER
PROPOSED SALARY SCALE
Step 1
$
8,142.00
Step 2
$
7,718.00
Step 3
$
7,316.00
Step 4
$
6,935.00
Step 5
$
6,537.00
Step 6
$
6,230.00
Step 7
$
5,905.00
Step 8
$
5,597.00
Step 9
$
5,305.00
Step 10
$
5,028.00
ELECTRIC OPERATOR
DEFINITION - Performs, from a support role, real-time operational related work as
required to operate and maintain the electric, gas and water systems in an effective,
efficient, and safe manner; must be able to work varying shift hours.
SUPERVISION RECEIVED AND EXERCISED — Works under the general supervision
of the Operations Manager and specific shift supervision of the Electric Dispatcher
classification.
EXAMPLES OF DUTIES — Duties may include, but are not limited to, the following:
monitors the real-time operations and maintenance activities of the electric, water, and
gas systems in accordance with established procedures, policies, and objectives.
Accepts delegated tasks from the Electric Dispatcher classification. Performs field
operations, patrols systems facilities, maintains facilities/equipment, and prepares
various control room/field reports. Assists in start-up, shutdown, and normal operations
of substation and power plant systems. Operates major mechanical apparatus such as.
air compressors; fire water service systems; waste water systems; electrical generation
units; boiler feed water and condensate systems; and locally controlled electrical and
mechanical equipment. Carries out electrical switching orders, executes water system
operations, performs street related activities and emergency services. All duties are
completed in a safe and efficient manner. Performs other related duties as required.
QUALIFICATIONS —
Knowledge of: Electric, gas and water utility operating concepts.
Ability to: Remain calm under stress. Admit errors and accept critique from
supervisors. Communicate effectively and work well with people/customers.
Perform computer tasks and develop critical thinking/analytical skills.
Experience and Education: Any combination of experience and education that
would likely provide the required knowledge and abilities is qualifying. A typical
way to obtain the knowledge and abilities would be:
Experience: A minimum of one year of utility system (electric, water or
gas) operations experience is desired.
Education: High school diploma, GED or equivalent is required.
License or Certificate: Valid California Class C driver license is required.
SPECIAL REQUIREMENTS —An Associate of Arts degree from an accredited
institution or a Water Distribution Grade 11 license is required to attain the top step..
ELECTRIC OPERATOR
PROPOSED SALARY SCALE
Step 1
$
8,142.00
Step 2
$
7,718.00
Step 3
$
7,316.00
Step 4
$
6,935.00
Step 5
$
6,537.00
Step 6
$
6,230.00
Step 7
$
5,905.00
Step 8
$
5,597.00
Step 9
$
5,305.00
Step 10
$
5,028.00
pF=Vg
•ix-
r:.'y
INTEROFFICE
4�f,,Y IMO
Light & Power Department
DATE: May 16, 2012
MEMORANDUM
TO: Mark Whitworth, City Administrator
FROM: Carlos R. Fandino, Jr., Director of Light & Power
SUBJECT: Light & Power Department Manager Salaries
MAY 2 2 2012
A review of the current staffing levels and salaries for the Light & Power Department indicate
the need for salary adjustments to the positions of the Electric Resources Planning &
Development Manager and Engineering Manager. The proposed attached salary scale is
based on a survey of the average pay structure for similarly held positions by surrounding
municipal utilities. The proposed pay scale is 20% below the survey result to account for
longevity pay by the City of Vernon. Should the City's longevity pay structure change in the
future, this pay scale should be adjusted accordingly.
Based on the results of the above -mentioned survey of the average pay structure for similar
positions, the following salary adjustments are recommended effective July 1, 2012:
Electric Resources Planning & Development Manager
Current Monthly Salary
$12,039
2. Engineering Manager
Current Monthly Salary
$11,466
Proposed Monthly Salary
Step 3 - $12,701
Proposed Monthly Salary
Step 4 - $12,039
I look forward to discussing these recommendations with you. Thank you for your
consideration.
CRF:ah
Attachment
PROPOSED LIGHT & POWER MANAGER SALARY SCALE
Step 1
$14,137
Step 2
$13,400
Step 3
$12,701
Step 4
$12,039
Step 5
$11,411
Step 6
$10,816
Step 7
$10,253
Step 8
$ 9,718
• °Rw .O
j:
INTEROFFICE
hweir�W�f
Light & Power Department
DATE: May 16, 2012
MEMORANDUM
TO: Mark Whitworth, City Administrator
FROM: Carlos R. Fandino, Jr., Director of Light & Powerjo
SUBJECT: IT Manager Salary
RECEIVED
JUN 19 2012
CITY ADMINISTRATION
A review of current salaries for Information Technology Manager and similar held
positions for the cities of Pasadena, Anaheim, Burbank, Riverside and Glendale
indicate the need to adjust the salary of the CitVs Information Technology Manager.
I look forward to discussing this matter with you. Thank you for your consideration.
CRF:ah
Attachment
INFORMATION TECHNOLOGY MANAGER
CURRENT MONTHLY SALARY PROPOSED MONTHLY SALARY
$10,000 Step 1
$12,388
Step 2
$11,742
Step 3
$11,130
step 4,
$10,550
Step 5
$10,000
Step 6
$ 9,479
Step 7
$ 8,985
Interoffice
DATE:
TO:
FROM:
SUBJECT:
May 16, 2012
Memorandum
UghWahwDeWftent R CEIVS
Mark Whitworth
City Administrator
Carlos R. Fandino, Jr. "I
Director of Light & Power
New Job Classification
Reclassification of Jared Miller
JUN 19 207
CITY A0IV! INISTRATI 0N
It is recommended that a new job classification, Programmer/Analyst be created per the
attached job description and salary scale, effective July 1, 2012.
After re-evaluation of the I.T. Department and the specific skill set required to perform
Programmer/Analyst, it is my recommendation that the position of Programmer/Analyst
be created with the attached new salary scale.
Please contact me with any questions or concerns.
CRF:ah
Attachments
PROGRAMMER/ANALYST
JOB DESCRIPTION.
DEFINITION: Develops detailed systems and database designs based on
requirements; performs technically difficult programming and program maintenance;
designs and implements complex data architecture systems; performs technical and
administrative work in the development of standards, methods, techniques, analyses
and data designs for productive use, integration, security, availability, maintenance and
operation of the City's database systems; codes and debugs programs; determines
feasibility of software implementations and prepares cost/benefits analyses; acts as a
lead analyst or may lead small development projects in supervising technical work;
develops and conducts training; and performs other related duties as required.
SUPERVISION RECEIVED AND EXERCISED: Works under the general supervision of
the Information Technology Manager.
DISTINGUISHING CHARACTERISTICS: Performs both programming and systems
design work of varying difficulties across multiple technologies. An employee of this
class receives assignments in broad object terms. The work may be reviewed while in
process or in terms of the status of completion, but final review is in terms of the
attainment of the objectives desired. Must use considerable initiative and ingenuity in
the effective development, testing and implementation of application and database
methodologies and procedures.
EXAMPLES OF DUTIES:
• Designs and develops technically difficult programs;
• Analyzes program specifications and processing requirements to develop and
implement information systems;
Integrates hardware, database, and applications programs for large systems;
• Conducts data analyses and constructs data models;
• Administers database implementations;
Prepares detailed specifications and processing requirements;
• Performs detailed coding of programs and databases;
• Tests programs and makes necessary changes;
• Prepares program documentation;
• Performs feasibility and cost analysis studies;
Reviews existing systems and programs;
• Determines whether user's needs are being met;
• Gathers data and requirements to determine the feasibility of applying data
processing methods to user department problems;
• Discusses problems with operating departments to identify problems and
establish systems requirements and objectives;
• Designs systems of computer programs to accomplish user's objectives;
• Develops and conducts training classes for user department staff on the use of
the systems;
• Evaluates the effectiveness of the systems;
3/2012
May direct, review, and evaluate the work of programmers or other
Programmer/Analysts as a lead analyst or a leader of a small project;
May occasionally be assigned to other duties for training purposes or to meet
technological changes or emergencies.
QUALIFICATIONS:
Knowledge of:
• Capabilities, uses, characteristics, and limitations of electronic computers
and peripheral equipment, operating software systems, software such as
assemblers, generators, subroutine libraries, compilers and vendor -written
application programs;
• Expert knowledge of in Object -oriented design and development using a
major Object -Oriented language like C#, Java or C/C++;
• Expert knowledge of data -driven application development methods;
• Expert knowledge database design principles and data models;
• Good knowledge of high-level RDMBS systems like Oracle or SQL Server;
• High degree of SQL proficiency, including a procedural RDMBS language
like PUSQL or T-SQL;
• Expert knowledge of web development using a major server -side
technology like ASP.NET, PHP or Java;
• Good knowledge of Javascript, JQUERY, CSS and HTML;
• Good knowledge of Web Service technologies such as SOAP, WSDL,
XML and JSON;
• Experience with mobile device development such as .NET CF;
• Use and development of systems and program flow charts;
• Procedures followed in, together with the ability to apply, methods of
program validation and means of correcting programming errors.
Ability to:
• Develop, modify and integrate software systems and application programs
to meet changing requirements
• Gather requirements from non -technical end -users;
• Work effectively with application developers, managers and other
technical staff;
• Think creatively and reason logically in developing new approaches,
methods, and procedures for new development and database projects;
• Communicate business and technical information clearly persuasively and
effectively, both orally and in writing to public officials, management,
professionals, technical and non -technical staff.
3/2012
PROGRAMMER/ANALYST
JOB DESCRIPTION
SALARY SCALE
PROPOSED MONTHLY SALARY
Step 1
$11,815
Step 2
$11,199
Step 3
$10,615
Step 4
$10,062
Step 5
$ 9,537
Step 6
$ 9,040
Step 7
$ 8,569