The URL can be used to link to this page

Resolution No. 2015-038 (2)\ - / � STAFF REPORT \ !� \� ` \ \ \ \ Reed%%0 ,JUN � "FICE CLERKS`� r� STAFF REPORT CITY ADMINISTRATION DATE: June 16, 2015 TO: Honorable Mayor and City Council FROM: Mark C. Whitworth, City Administrator Originator: Teresa McAllister, Director of Hum esou es RE: Approval of a Resolution Adopting an Amended an Restated Citywide Fringe Benefits and Salary Resolution in Accordance with Government Code Section 20636(B)(1) and Repealing All Resolutions in Conflict Therewith Recommendations A. Find that approval of the resolution proposed in this staff report is exempt under the California Environmental Quality Act (CEQA) in accordance with Section 15061(b)(3), the general rule that CEQA only applies to projects that may have a significant effect on the environment. B. Adopt the attached resolution amending and restating the Citywide Fringe Benefits and Salary Resolution, effective June 28, 2015, to reflect the following provisions: 1) Amend Exhibit A, Classification and Compensation Plan, as follows: a) In accordance with City Council adoption of the fiscal year 2015-2016 budget on June 2, 2015, revise or add the following job classifications with the corresponding salary ranges: ■ Add Assistant Fire Marshall (M29 - $7,221 - $8,778 — Management Group) ■ Add Industrial Development Director (E39 - $11,762 - $14,297 — Executive Group) ■ Change salary grade for Utilities Customer Service Supervisor to (M26 - $6,238 - $7,582 — Management Group) ■ Add Police Community Services Officer (G16 - $3,830 - $4,655 — Teamsters Group) ■ Add Administrative Fire Battalion Chief salary range (FA38 - $11,203 - $13,616 - Fire Management Group) Page 1 of 7 b) In accordance with Citywide succession planning efforts, add the following unfunded job classifications with the corresponding salary ranges to create future career development paths within the respective job series: ■ Add Building Inspector (G25 - $5,940 - $7,221- Teamsters Group) ■ Add Senior Electrical Inspector (G27 - $6,550 - $7,962- Teamsters Group) ■ Add Senior Plumbing and Mechanical Inspector (G27 - $6,550 - $7,962 — Teamsters Group) c) Add salary range C17 for the Senior Administrative Assistant (Confidential) classification, which is the same as the salary range for the Senior Administrative Assistant classification ($4,021 - $4,887 per month). d) Correct Step 4 of Police Dispatcher Lead to $5,388 per month and add salary range FA31 ($7,962 - $9,677) for forty (40) hour work schedule of an Administrative Fire Captain. e) Implement the changes set forth in the various Memoranda of Understanding between the City of Vernon and the respective employee organizations. 2) Amend Section 7, Sick Leave, to include part-time and temporary sick leave accruals. 3) Amend Section 11, Automobile Allowance and Reimbursement for Expenses, to add the Industrial Development Director and Administrative Fire Battalion Chief to the list of classifications eligible for Automobile Allowance. FY 2015-2016 Budget Adoption — New and Revised Classifications On May 5 and May 19, 2015, as part of the budget adoption process for fiscal year 2015-2016, City Department Heads reviewed long-term and immediate staffing needs to meet the current and projected operational needs of their departments and the City. A public hearing on the fiscal year 2015-2016 budget was held on June 2, 2015. The staff report outlined the justification process and position allocation for each of the new and revised classifications listed in this staff report, among other position allocation changes for existing classifications. On June 2, 2015, City Council adopted Resolution No.2015-31 approving the budget for fiscal year 2015-2016. Through the process, the following classifications were approved to be created/revised and included in the citywide budget for fiscal year 2015-2016: add Assistant Fire Marshall (M29 - $7,221 - $8,778- Management Group); add Police Community Services Officer (G16 - $21.0962 hr. - $26.8558 hr. — Teamsters Group); add Industrial Development Director (E39 - $11,762 - $14,297, Executive); add Administrative Fire Battalion Chief (FA38 - $11,203 - $13,616 — Fire Management Group); change salary grade for Utilities Customer Service Page 2of7 Supervisor to M26 - $6,238 - $7,582. The job description for each new classification is attached herewith. Staff conducted a survey of the new classifications from the twelve local jurisdictions approved by City Council that were considered comparable to the City of Vernon. The salary survey was conducted in compliance with the City of Vernon Personnel Policy II-3, Salary Plan Administration, adopted by City Council on September 17, 2013. The recommended salary ranges for the new positions are based upon the 75th percentile of the comparable labor market and are internally aligned with similarly situated job families. The attached resolution amends Exhibit A of the Citywide Fringe Benefit and Salary Resolution to add/revise the following classifications and corresponding salary ranges as a result of the survey analysis: Classification Job Exempt Salary Monthly Salary Code FLSA Grade Assistant Fire Marshall 5033 NE M29 $7,221 - $8,778 (new) Industrial Development 3010 E E39 $11,762 - $14,297 Director (new) Administrative Fire Battalion 5025 NE FA38 $11,2013 - $13,616 Chief (added salary range) Police Community Services Officer (added) 4123 NE G16 $3830 - $4655 Utilities Customer Service 8530 NE M26 $6,238 - $7,582 Supervisor (revised) In accordance with the Meyers-Milias Brown Act, City staff met and conferred with affected bargaining units regarding the addition of the various classifications and corresponding salary ranges for their respective bargaining unit. Citywide Succession Development — New Unfunded Classifications A strong succession development program reduces the effect of lost leadership and institutional knowledge. The program is designed to identify and foster the next generation of leaders through mentoring, training and assignments to enhance the skills, and abilities of employees. Department heads continue to identify and develop opportunities for cross -training of employees and ensure a succession development plan that provides opportunities for employees to grow while ensuring a competent workforce and sustainability of programs and services offered to residents and businesses. As part of the citywide succession development plan, the below unfunded classifications are recommended as part of career development paths within classification series. The development of career paths will formulate leadership skills for success in the future and retention of talent. The job description for each new classification is attached herewith. Page 3 of 7 Classification Job FLSA Salary Monthly Salary Code Exempt Grade Building Inspector (new) 7230 NE G25 $5,940 - $7,221 -Sr. Electrical Inspector 7213 NE G27 $6,550 - $7,962 new Sr. Plumbing & Mechanical 7217 NE G27 $6,550 - $7,962 Inspector (new) Classification and Compensation Plan Updates and Corrections A Senior Administrative Assistant (Confidential) classification, which is the same as the salary range for the Senior Administrative Assistant classification ($4,021 - $4,887 per month), needs to be added to the Classification and Compensation Plan, as the person filling this position will be assigned, at least 50% of the time, to the Information Technology Division. A minor correction is necessary to Step 4 of the Police Dispatcher, Lead, which should read $5,388 per month. The addition of the existing 40-hour work schedule Administrative Fire Captain hourly range to the Classification and Compensation Plan in accordance with Government Code Section 20636(b)(1), is also needed. Memoranda of Understanding (MOU) Related Updates The City Council adopted the below resolutions approving several Memoranda of Understanding ("MOUs") setting forth certain terms and conditions for employment for classifications represented by respective employee organizations. Included in the adoption of the MOUs is a 1.5% cost of living increase (excluding certain Y-rated employees) to take effect the pay period containing July 1, 2015. June 3, 2014 Resolution No. 2014-26 Vernon Police Management Association July 15, 2014 Resolution No. 2014-45 IBEW Local 47 July 15, 2014 Resolution No. 2014-47 Vernon Fire Management Association Sept. 16, 2014 Resolution No. 2014-57 Vernon Police Officers' Benefit Association Oct. 21, 2014 Resolution No. 2014-66 Teamsters Local 911 Dec. 16, 2014 Resolution No. 2014-73 Vernon Firemen's Association The attached resolution is to amend Exhibit A of the Citywide Fringe Benefits and Salary Resolution incorporating the agreed upon 1.5% cost of living increase made between the City Council of the City of Vernon and the respective employee organizations effective June 28, 2015 (the beginning of the pay period containing July 1, 2015). Confidential and Management Employees Employees in the classifications designated as "confidential and management" are not designated for purposes of recognition and representation in collective bargaining, and are therefore not subject to the provisions of the Meyers-Milias-Brown Act. Page 4 of 7 On June 2, 2015, City Council approved the 1.5% cost of living increase to classifications designated as `confidential and management" as part of the fiscal year 2015-2016 budget adoption. This practice is consistent with City Council's previous adoption of the 1.5% cost of living increase applied on January 1, 2015 to ensure internal equity among classification relationships and ongoing maintenance of the Citywide Classification and Compensation Plan. Executive and Council Members In addition, the adoption of the fiscal year 2015-2016 budget included the 1.5% cost of living increase for executive classifications effective June 28, 2015. This will ensure internal equity among classification relationships and avoid compaction among classifications going forward. The below table provides the salary range consistent with the City's grade and step pay plan, and the salaries for executive classifications. *Not Eligible for Premium Pay ** Eligible for Premium Pay The amendments to Exhibit A of the Citywide Fringe Benefits and Salary Resolution also include the application of the 1.5% cost of living increase to City Council member salaries. Pursuant to Chapter 3.11 of the Vernon City Charter, the City Council may only increase the base compensation of Council members through cost of living adjustments. Effective June 28, 2015, the new monthly base salary for Council members would be $2,146, This recommendation is consistent with the City Council's application of the 1.5% cost of living increase previously approved effective January 1, 2015. Page 5 of 7 Fringe Benefits Section 7 — Sick Leave The new Paid Sick Leave law enacted by AB1522, Healthy Workplaces, Healthy Families Act of 2014, goes into effect July 1, 2015. The new law entitles all part-time and temporary employees to accrue up to three (3) paid sick days in a 12-month period for the diagnosis, care, or treatment of an existing health condition or preventative care for an employee or an employee's family member. In preparation for the effective changes on July 1, 2015, the City must update its current sick leave policies and practices to ensure compliance with the Paid Sick Leave Law. As such, the Paid Sick Leave Law now applies to most any employee, including temporary, extra help, part- time and seasonal employees who work 30 or more days within a year from when employment commences. Part-time and temporary employees shall be eligible to accrue paid sick leave at a rate of at least one (1) hour per every thirty (30) hours worked beginning on the first date of employment or July 1, 2015, whichever is later. All employees may accrue up to a maximum of twenty-four (24) hours (3-days) per 12-month employment year. The Paid Sick Leave Law also requires employers to allow employees to carry over paid sick days to the following year of employment, up to an accrual cap of six (6) days/forty-eight (48) hours of sick leave. The Paid Sick Leave Law exempts employees who are covered by a collective bargaining agreement since the agreements already provide a paid sick leave policy. The City is not required to provide additional sick days since the current agreements satisfy the accrual, carry over, and use requirements of the Paid Sick Leave Law and provide no fewer than three paid sick days (24 hours) each year for full-time employees. Fringe Benefits Section 11 — Additions to Automobile Allowance and Reimbursement for Expenses In line with similarly situated classifications, it is recommended that the newly created classifications of Industrial Development Director and Administrative Fire Battalion Chief be added to the list of employees eligible to receive a monthly automobile allowance or the stated alternative. Fiscal Impact All costs associated with the aforementioned changes have been included in the fiscal year 2015- 2016 budget, and each department presented detailed breakdowns of its respective costs to City Council during the respective departmental budget study session presentations on May 5 and May 19, and during the public hearing on June 2, 2015, Attachments 1. Resolution Adopting an Amended and Restated Citywide Fringe Benefits and Salary Resolution 2. Assistant Fire Marshal Job Description 3. Industrial Development Director Job Description Page 6 of 7 Attachments Continued 4. Police Community Services Officer Job Description 5. Building Inspector Job Description 6. Senior Electrical Inspector Job Description 7. Senior Plumbing and Mechanical Inspector Job Description Page 7of7 Attachment 1 Resolution Adopting an Amended and Restated Citywide Fringe Benefits and Salary Resolution RESOLUTION NO. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON ADOPTING AN AMENDED AND RESTATED CITYWIDE FRINGE BENEFITS AND SALARY RESOLUTION IN ACCORDANCE WITH GOVERNMENT CODE SECTION 20636(b)(1) AND REPEALING ALL RESOLUTIONS IN CONFLICT THEREWITH WHEREAS, on March 17, 2015, the City Council of the City of Vernon adopted Resolution No. 2015-14, adopting an amended and restated Citywide Fringe Benefits and Salary Resolution to (add Section 22- Stand -By Policy to the Fringe Benefits and Salary Resolution; and WHEREAS, by memorandum dated June 16, 2015, the City Administrator, in conference with the Director of Human Resources, has recommended the adoption of an amended and restated Citywide Fringe Benefits and Salary Resolution to (i) revise or add the following job classifications with the corresponding salary ranges: add Assistant Fire Marshall, add Industrial Development Director, change the salary grade for Utilities Customer Service Supervisor, add Police Community Services Officer, add Administrative Fire Battalion Chief classification (ii) add the following unfunded job classifications with the corresponding salary ranges to the citywide classification and compensation plan for future career development paths within job series: add Building Inspector, add Senior Electrical Inspector, add Senior Plumbing and Mechanical Inspector; correct Step 4 for Police Dispatcher Lead to $5,388 per month and add Administrative Fire Captain hourly salary (iii) amend Section 7 to include part-time and temporary sick leave accruals (iv) amend Section 11 to add Industrial Development Director and Administrative Fire Battalion Chief to Automobile Allowance and Reimbursement for Expenses and (v) implement the changes set forth in the various Memoranda of Understanding between the City of Vernon and the respective employee organizations; and WHEREAS, the City Council desires to adopt an amended and restated Citywide Fringe Benefits and Salary Resolution, a copy of which is attached hereto as Exhibit A. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF VERNON AS FOLLOWS: SECTION 1: The City Council of the City of Vernon hereby finds and determines that the above recitals are true and correct. SECTION 2: The City Council of the City of Vernon finds that this action is exempt under the California Environmental Quality Act (CEQA), in accordance with Section 15061(b)(3), the general rule that CEQA only applies to projects that may have an effect on the environment. SECTION 3: Effective June 28, 2015, the City Council of the City of Vernon hereby approves the amended and restated Citywide Fringe Benefits and Salary Resolution, a copy of which is attached hereto as Exhibit A. SECTION 4: All resolutions or parts of resolutions, specifically Resolution No. 2015-14, not consistent with or in conflict with this resolution are hereby repealed. - 2 - SECTION 5: The City Clerk, or Deputy City Clerk, of the City of Vernon shall certify to the passage, approval and adoption of this resolution, and the City Clerk, or Deputy City Clerk, of the City of Vernon shall cause this resolution and the City Clerk's, or Deputy City Clerk's, certification to be entered in the File of Resolutions of the Council of this City. APPROVED AND ADOPTED this 16th day of June, 2015. ATTEST: City Clerk / Deputy City Clerk APPROVED AS TO FORM: N'y, Hema Patel, Ci4 Attorney Name: Title: Mayor / Mayor Pro-Tem - 3 - STATE OF CALIFORNIA ) ) ss COUNTY OF LOS ANGELES ) I, , City Clerk / Deputy City Clerk of the City of Vernon, do hereby certify that the foregoing Resolution, being Resolution No. , was duly passed, approved and adopted by the City Council of the City of Vernon at a regular meeting of the City Council duly held on Tuesday, June 16, 2015, and thereafter was duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon. Executed this day of June, 2015, at Vernon, California. (SEAL) City Clerk / Deputy City Clerk - 4 - City of Vernon FRINGE BENEFITS _►1 SALARY RESOLUTION Effective June 28, 2015 TABLE OF CONTENTS FRINGE BENEFITS AND SALARY RESOLUTION PART 1 — FRINGE BENEFITS Introduction: ......................................................................................................... 4 Section1: Holiday.............................................................................................4 Section 2: Administrative Leave Time...............................................................6 Section3: Overtime.......................................................................................... 8 Section 4: Compensatory Time........................................................................10 Section5: Court Time......................................................................................11 Section6: Vacation..........................................................................................12 Section7: Sick Leave......................................................................................14 Section 8: Family Sick Leave (Kin Care).........................................................16 Section 9: Bereavement Leave........................................................................17 Section10: Jury Duty........................................................................................19 Section 11: Automobile Allowance and Reimbursement for Expenses... ........... 20 Section 12: Health Insurance.............................................................................22 Section 13: Dental Insurance.............................................................................24 Section 14: Vision Insurance.............................................................................25 Section 15: Life Insurance.................................................................................26 Section 16: Deferred Compensation Plan..........................................................27 Section 17: CalPERS Retirement Plan..............................................................28 Section 18: Retiree Medical Insurance..............................................................30 Section 19: Longevity Program..........................................................................32 Section 20: Bilingual Pay...................................................................................34 Section 21: Uniform Allowance..........................................................................35 Section 22. Stand-by Policy...............................................................................36 PART II — CLASSIFICATION AND COMPENSATION Section1. Purpose...........................................................................................39 Section 2. The Compensation Plan.................................................................39 Section 3. The Classification Plan...................................................................39 EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN.................................40 INTRODUCTION The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found in respective Memoranda of Understanding or employment contracts. The existence of these policies shall not create or imply any employment contract or vested right of employees. For those employees covered in respective memoranda of understanding (MOU), the provisions set forth in the applicable MOU shall prevail in the event that there is any conflict between provisions established in this Resolution and any provisions established in the respective MOU. The provisions set forth in this Resolution or as amended from time to time shall be effective upon City Council adoption, unless a specific effective date is stated therein. PART 1 — FRINGE BENEFITS Section I. HOLIDAYS A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated herein by reference. Municipal offices shall be closed on such holidays. B. The dates for observation of holidays shall be approved by the City Council. C. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as an authorized holiday to employees. D. An employee whose regular shift assignment falls on an authorized holiday and who is required to work on that day shall be paid at his/her regular hourly rate of pay for the holiday, plus his/her regular hourly rate including any applicable overtime pay for the actual hours he/she was required to work on the authorized holiday. E. Temporary and part-time employees are not eligible for paid holidays. G. All full-time employees may use vacation time or compensatory time for a religious holiday (not listed herein as an authorized holiday) with the prior approval of the department head. If there is insufficient accumulated time, the employee may request the time as unpaid leave of absence. TABLE 1 - HOLIDAY .HOLIDAY Janua 1"' - New Year's Da 3'^ Monda in January - Martin Luther King Jr. Da 3 Monday in February - Presidents Da March W - Cesar Chavez Da The Last on ay in May — Memorial Da July 4 lh — Independence Da The 1' Monday in September — Labor Da The 2 Monday in October — Columbus Da November 11'" — Veterans Da The 4" Thursday in November - Thanksgiving Da December 24" — Christmas Eve December 25"' — Christmas Da December 3 "--New Year's Eve And other days as such designated by City Council. Section 2. ADMINISTRATIVE LEAVE A. Executive and Management - Includes City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors shall receive, effective January 1 of each calendar year, 80 hours of Administrative leave. B. The 80 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. C. Executive and Management staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: Hired, Promoted, or Reclassified on or Between Administrative Leave January 1 — March 31 80 hours April 1 — June 30 60 hours Jul 1 — Sept. 30 40 hours Oct 1 — Dec. 31 20 hours D. Mid -Management — Staff who are designated as exempt in accordance with the Fair Labor Standards Act shall receive, effective January 1 of each calendar year, 60 hours of Administrative leave E. The 60 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: Hired, Promoted, or Reclassified on or Between Administrative Leave Janus 1 — March 31 60 hours April 1 — June 30 45 hours July 1 — Sept. 30 30 hours Oct 1 — Dec. 31 15 hours G. All Administrative leave requests should be approved by the department head or City Administrator at least ten days in advance of the date to be taken, although the department head retains discretion to approve the use of Administrative Leave in special circumstances. H. The City Administrator or his/her designee may grant additional administrative leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff. Section 3. OVERTIME A. It shall be the duty of all department heads to operate their respective departments with a minimum amount of overtime. If the best interests of the City require that an employee work beyond the forty (40) hours of work scheduled, such employee shall be compensated as set forth hereinafter. B. The department head may reschedule the workweek of employees in positions not exempt from the FLSA to allow credit for productive hours actually worked on one day (excluding lunch periods) towards the regular paid workweek schedule. For example, if an employee works twelve (12) hours on one day (based on a ten (10) hour day), the entire twelve hours will be recorded on the time card as paid worked time. In this example, the department may schedule the employee to work only eight (8) hours on one of the other scheduled workdays in the workweek, as long as the employee's hours for the workweek do not fall below the minimum paid work hours schedule. C. All overtime requests must have prior written authorization of the respective department head or designee prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable. D. Except as may be provided in specific memoranda of understanding, employees will be paid overtime at time and a half (1.5) of their regular hourly rate for all eligible hours worked in excess of forty (40) hours in a single workweek. E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury duty leave, and bereavement leave shall count as time worked for the purposes of computing overtime. Unpaid jury leave, disciplinary suspensions, and administrative leave shall not count as time worked for the purpose of computing overtime. F. In the event a part -lime or temporary employee is required to work beyond his/her assigned working hours, compensation shall be at the normal hourly rate up to forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek, such employee shall be compensated at the rate of one and one-half of (1.5) said employee's hourly rate. G. If an employee works on his/her regular day off, the employee will receive paid compensation or receive compensatory time, at the employee's discretion. With a mutual agreement between an employee and his/her supervisor, an employee's regular day off may be rescheduled to another day off in the same pay period. I. An employee is expected to begin work no more than five (5) minutes prior to the beginning of his or her scheduled start time, and to stop work no later than five (5) minutes after the end of his or her scheduled ending time. An employee who wishes to begin or end work at a different time must obtain written approval from his or her department head prior to working the different or additional time. J. Straight time and overtime will be compensated in six (6) minute segments of time. K. While overtime should be attempted to be distributed equally amongst all employees in a given classification, the department head retains discretion to assign such overtime. L. The City Administrator, department heads and those management employees designated by the City Administrator as exempt under the provisions of the Fair Labor Standards Act (FLSA) shall not be subject to the provisions of this section relating to overtime, but shall work such hours as may be necessary for the effective operation of their respective departments. M. Please refer to Human Resources Policy, Salary Plan Administration II-3 Section 4. COMPENSATORY TIME A. All regular full-time employees may request to accrue compensatory time in lieu of cash payment for overtime worked. The total compensatory time accrued is calculated by multiplying the number of hours of overtime worked by the applicable overtime rate (1, 1.5 or 2). and is subject to the approval of the department head. B. Compensatory time may be accumulated up to a maximum of sixty (60) hours. It is at the employee's option whether to receive overtime compensation or compensatory time accruals up to the 60-hour limit. C. Compensatory time shall be taken in 15-minute increments. Scheduling of compensatory time requires prior approval and must be preceded by a ten (10) day notice of intended use from the employee. Management may waive the ten (10) day notice in cases of emergency. D. Employees who have reached the 60-hour limit shall receive overtime compensation. There are no cash payouts of compensatory time once an employee has elected compensatory accrual. in Section 5. COURT TIME A. The required presence in a court of law of any employee subpoenaed to testify in a matter arising within the course and scope of his/her City employment shall be compensated in accordance with the below provisions. B. For each day that the presence of the employee is required in a court of law in response to an order or subpoena in relation to an incident or event arising out of the course and scope of employment with the City, the employee shall be given a paid leave of absence. C. For each day an employee is required in a court of law in response to an order or subpoena in relation to an incident or event arising out of the course and scope of employment with the City that is outside of the employee's regularly scheduled work shift, the employee shall be given a paid leave of absence. D. An employee who needs to appear in court on any other matter not arising out of the course and scope of employment with the City shall be expected to use their accrued paid leave to make such appearance, or unpaid leave if no leave is available. Section 6. VACATION A. Except as provided for in respective memoranda of understanding, every full time employee who has been in the continuous employment of the City shall receive annual vacation leave as set forth in below: Mid -Management and Confidential Staff: Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual 1s' year thru 41h year 80 3.08 5'h year thru 9'h year 100 3.85 101h year thru 141h year 120 4.62 151h year thru 24111 year 160 6.16 251h year and more 190 7.31 Executive and Management Staff: Include the City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors. Continuous Years of Service Vacation Hours Earned Bi-Weekiv Accrual ls' year thru 41h year 120 4.62 5'h year thru 101h year 150 5.77 loth year thru 151h year 170 6.54 151h year thru 25h' year 185 7.12 25'h year and more 190 7.31 B. Mid -Management and Confidential staff shall be allowed to accumulate and carry over to the next calendar year a maximum number of hours equal to the number of hours the employee accrued during the immediately preceding year. In or about January of each year, employees shall be compensated for unused accrued vacation benefit in excess of the allowed accumulated amount referenced herein. C. Executive and Management staff shall be allowed to accumulate up to a maximum accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the employee shall stop accruing vacation leave benefit until such time he/she brings the vacation accrual below the 480-hour maximum accrual. D. Vacation leave shall be scheduled with the approval of the City Administrator or department head or his or her designee by submitting a Leave Request Form in El writing, within ten (10) business days before the beginning of the vacation. Vacation leave requests for extended times (3 weeks or more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in advance of the beginning of the vacation. E. Vacations shall be approved subject to the needs of the department. The employee's seniority and wishes will be factors that are considered during the scheduling process. F. Vacation leave requests shall not be in excess of such leave actually earned at the time it is requested or in excess of the regular scheduled workweek. G. No vacation leave shall be accumulated by employees while they are on an unpaid leave of absence. H. Vacation may be taken prior to the completion of the employee's probationary period under special circumstances and with the approval of the department head. I. In the event one or more City holidays fall within a vacation period, such holidays shall not be charged as vacation leave. J. Upon separation from City employment, compensation shall be paid for vacation leave that has been earned but not taken. K. Vacation leave shall be requested in fifteen (15) minute increments. L. The department head retains discretion to cancel previously authorized vacation in the case of an emergency. M. The City Administrator or his /her designee may grant additional leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff. 13 Section 7. SICK LEAVE A. All full-time employees shall accrue up 10-80 hours of sick leave per calendar year, at a rate of 3.08 of sick leave hours per pay period. •------ f Formatted: lntlenL• Left: 0.5", Na bullets w numbering &C. Employees shall only receive sick leave accrual while they are in a paid status. GD. The City shall allow annual carry-over of sick leave hours for full-time employees up to a maximum accrual cap of 960 hours hours for eligible art -time/ ....--{Formatted: Font color: Red _and temporary employees. This bank of carry-over sick leave would provide a cushion for long-term illnesses and injuries. E_Any sick leave hours exceeding 960 hours (full-timel or 48 Hours (part-timet will ..-I Formatted: Fontcolor: Red be compensated for at the end of the calendar year at 50% of the employee's hourly rate. •------ Formatted: List Paragraph, Left, No bullets or numbering F. Temporary employees are not eligible for Lash -out of accrued sick leave hours. •----- Formatted: List Paragraph, Left, No bullets w numbedng G. All employees who are rehired with a break in service of less than one year are entitled to have previously unpaid accrued and unused paid sick days reinstated. •----- Formatted: List Paragraph, Left, No bullets or numbering f "' Formatted: No bullets w numbering &H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or treatment of an existing health condition or preventative care for an employee or an employee's family member (including to care for a parent -in-law, grandparent, grandchild, or a sibling, in addition to child, parent, spouse or registered domestic partner). Sick leave shall also be allowed for an employee for certain purposes related to being a victim of domestic violence, sexual assault, or stalking. Preventive health care shall include medical and dental appointments (if such appointments cannot be arranged other than during working hours) and injury not arising out of and in the course of employment. Sick leave shall be used in increments of fifteen (15) minutes and shall not be taken in excess of time earned at the time it is taken. €I_Foreseeable sick leave requires advance notification, while unforeseeable sick leave requires notice as soon as practicable. If sick leave on account of any of the above illnesses exceeds two (2) consecutive working days, the employee, prior to return to work, shall submit a statement of such disability illness or injury from the employee or family member's physician. The statement shall certify the physical condition of the employee/employee's family member that prevented the 14 employee from performing the duties of said employee's position during the period of absence. The department head or designee, in accordance with departmental procedure, shall approve all sick leaves. Notwithstanding the above, the City may require verification of sick leave use whenever it has reason to believe there is misuse, abuse or a pattern of abuse. GJ_Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave policies, using sick leave for purposes not enumerated in this policy, and falsifying or misstating facts when using sick leave. A pattern of sick leave usage on Mondays, Thursdays, and immediately before and after holidays and/or vacations may be evidence of sick leave abuse. A violation of this policy will result in corrective action including counseling and/or disciplinary action, and/or a mandatory referral to the City's Employee Assistance Program. This determination of abuse does not apply to an employee's use of sick leave under an approved family, medical, and/or pregnancy disability leave in accordance with slate and federal laws. HX. If in the opinion of the department head it appears that an employee may be establishing a pattern of abuse of sick leave or frequent or excessive absences, a statement establishing the need for sick leave from the employee's physician may be required as a condition of approved sick leave. 1.L_Employees may use accrued compensatory or vacation leave for extended sick leave absence because of a prolonged and continuing illness and/or medical treatment after sick leave has been exhausted. J-.M. Employees are required to use accumulated sick leave concurrently with absences on account of a work related injury arising out of and in the course of his/her employment. In cases where the injury suffered is covered by Workers Compensation Insurance, accumulated sick leave must be used concurrently to make up the difference between Workers Compensation Insurance allowance and full base pay. Please refer to Personnel Policy, Family and Medical leave Policy. 16N. If an employee resigns from the City with 20 years or more of continuous service, he/she will be compensated for all unused sick leave hours in his/her sick leave bank at the time of separation at 50% of his/her then current regular hourly rate of pay. O. If an employee retires from the City with 15 or more years of continuous service, but fewer than 20 years, he/she will be compensated for all unused sick leave hours in his/her sick leave bank at the time of separation at 50% of his/her then current regular hourly rate of pay. If an employee retires from the City with 20 or more years of continuous service, he/she will be compensated for all unused sick 15 leave hours in his/her sick leave bank at the time of separation at 100% of his/her then current regular hourly rate of pay. • - --- j Formatted: Llsl Paragraph, Left, No hullers or numbering 16 Section 8. FAMILY SICK LEAVE (KIN CARE) In any calendar year, employees may use the employee's accrued and available sick leave entitlement, in an amount not more than the sick leave that would be accrued during six months at the employee's then current rate of entitlement, for qualifying family illness as follows: Sick leave for family illnesses will be allowed only for the sickness of the spouse of, or the children of, or mother or father of, the employee living within the same household. In the case of joint custody of a child, illness of the child occurring at the other custodial parent's house may also qualify. The department head shall approve all family sick leaves and a statement establishing the need for sick leave from a physician may be required as a condition of payment while on such leave. 17 Section 9: BEREAVEMENT LEAVE A. Permanent full-time employees, regardless of period of service, may in the event of death or if death appears imminent, of any "immediate family member' as defined below, including the equivalent relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days (total hours may vary depending on work schedule) of bereavement leave without loss of salary. Relative All Regular Employees Spouse 4 work days Child 4 work days Registered Domestic Partner 4 work days Step -Child 4 work days Parent 4 work days Step -Parent 4 work days Mother-in-law 4 work days Father-in-law 4 work clays Grandchild 4 work days Step -Grandchild 4 work days Grandparent 4 work days Grandparent -in-law 4 work clays Brother 4 work days Sister 4 work days Step -Sister 4 work days Step -Brother 4 work days Daughter-in-law 4 work days Son-in-law 4 work days Brother-in-law' 4 work days Sister-in-law' 4 work days Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or the sibling of the employee's spouse. B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in thirty -minute increments. The bereavement leave begins on the first regularly scheduled workday as requested by the employee. If the employee learns of the death while at work, he or she is entitled to leave work immediately; this partial day leave will not be counted towards the bereavement leave. C. Bereavement leave must be authorized by the Department head and must be utilized within fifteen (15) days of employee learning of the death, or of the date of foreseen imminent death of the immediate family member, unless special circumstances require that the leave begin at a later date. Such requests to the Department head shall be made within 15 days of the employee learning of the 18 death or of the date of foreseen imminent death and shall not be unreasonably denied. D. Representatives may be selected by the Department head to attend with pay the funeral of a co-worker in said department on behalf of the City if the funeral of the deceased co-worker occurs during working hours; provided the funeral is held within a reasonable distance of City limits. 19 Section 10: JURY DUTY A. All regular full-time employees summoned to serve on jury duty shall be provided "Jury Duty Pay" and there shall be no loss of compensation. An employee will be compensated up to two weeks at full pay for jury duly. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty. B. An employee on call for jury duty is expected to report to work. An employee who is called in for jury duly does not have to report to work before or after appearing in court. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court. C. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation. Jury duly performed on an employee's regular day off shall not be compensated by the City and the employee shall be entitled only to the jury's compensation for duty performed on such employee's regular day off. Employees assigned to jury duty on a City authorized holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the employee shall be entitled to the jury compensation for duty performed on such holiday. MI Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR EXPENSES A. Any employee who is required to use said employee's personal automobile in the course of employment with the City shall be reimbursed for each mile actually traveled on official business in accordance with the per mile reimbursement rate allowed by the Internal Revenue Service in effect at the time of such travel. B. Any employee who is required to travel in the performance of his or her duties or to attend an authorized meeting or conference which is of benefit to the City shall be reimbursed for reasonable expenses incurred for transportation, meals, lodging and incidentals. Automobile allowance and reimbursement for expenses shall be recommended by the department head or designee and approved by the City Administrator pursuant to the provisions of the City of Vernon Travel and Meeting Expense Reimbursement Administrative Policy. No allowance shall be made for transportation between the employee's home and the place where such person is normally employed by the City. C. Certain employees serving in specified classifications shall receive a monthly automobile allowance as set forth below and incorporated herein by reference; alternatively, specified employees may opt to receive use of a City - owned vehicle and fuel. Classification Amount City Administrator $600.00 or City Vehicle City Attorney $400.00 Finance Director $400.00 Fire Chief City Vehicle & Fuel Assistant Fire Chief City Vehicle & Fuel Fire Marshal City Vehicle & Fuel Administrative Fire Battalion City Vehicle & Fuel Chief Administrative Fire Captain City Vehicle & Fuel Fire Training Captain City Vehicle & Fuel Gas & Electric Director $400.00" Industrial Develoomen Director $400.00 21 • Formatted Table •----- I Formatted Table Utility Operations Manager City Vehicle & Fuel Police Chief City Vehicle & Fuel Health Director $400.00 Police Admin. Lieutenant City Vehicle & Fuel Police Canine Officer #1 City Vehicle & Fuel Police Canine Officer #2 City Vehicle & Fuel Police Captain City Vehicle & Fuel Police Lieutenant City Vehicle & Fuel Police Motor Officer #1 City Vehicle & Fuel Police Motor Officer #2 City Vehicle & Fuel Public Works, Water & Development Services Directo $400.00 D. Wherever an automobile allowance is made to any employee for the use of their personal automobile, such 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 Administrator. E. 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 above. •Fringe benefits for the Director of Gas and Electric classilicaiiar have historically included and crmrently indode use ol'o Ci0'-owned vehicle arA(rel. Accordingly, the current Director of Gas and Electric ruay coutinne to use a Cilpowned vehicle and feel in -lieu ol'receiving the $00 .monthly automobile allowance. Once the current City. owned vehicle is due for replacement or the current incanbent leaves the position, whichever occurs first, the Db eclor of Gas and Electric classification mill receive the $400 monthly aaoruobile allowance. 22 Section 12: HEALTH INSURANCE A. The City offers various medical plans to employees under a Section 125 Cafeteria plan (non -cash out). The City reserves the right to select, administer, or fund any fringe benefit program involving insurance that now exist or may exist in the future. The City will adhere to the cafeteria plan requirements in accordance with IRS Section 125 regulations. B. The City shall contribute for each full-time employee up to the maximum amounts as set forth below per pay period, toward the cost of his/her medical plan as outlined in Subsection A through C below. In the event an employee does not exhaust nor exceed his/her monthly medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of dental, vision, supplemental or ancillary plans offered through the City and approved by the Director of Human Resources. a. For employees enrolled in either the HMO or PPO (non-HSA) medical plans, the City shall pay up to $1,050 per month of the cost of the plan for employees and their eligible dependents (spouse, registered domestic partners and qualified dependents) The cost of any plan selected by the employee that exceeds $1,050 shall be paid by the employee through a pre-tax payroll deduction. b. Effective January 1, 2015, employees enrolled in either the HMO or PPO (Non-HSA) medical plans, the City shall increase the amount, by $70.00 and pay up to $1120.00 toward the monthly medical allowance. c. For Employees enrolled in the PPO/HSA plan, the City shall pay up to $800 per month of the monthly cost of the plan for employees and their eligible dependents (spouse, registered domestic partners and qualified dependents). In addition, for each employee enrolled in a PPO/HSA plan, annually the City shall make lump sum contributions to a health savings account (HSA) as follows: $1,500 in January and $500 each in March, June, and September. The cost of any PPO/HSA plan selected by the employee that exceeds $800 shall be paid by the employee through a pre-tax payroll deduction. d. Effective January 1, 2015, employees enrolled in the PPO/HSA medical plan, the City shall increase the amount by $70 and pay up to $870 toward the monthly cost of the plan for employees and their eligible dependents. 23 C. City Council members are entitled to the same medical benefits offered to the management and confidential employees. The City shall not pay or reimburse any medical -related health, vision, or dental costs not covered by the City's insurance program or Medicare for City Council members or their eligible dependents or spouses. D. 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. 24 Section 13: DENTAL INSURANCE The City of Vernon provides a dental insurance plan to full -lime employees. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion toward the purchase of dental insurance for himself/herself and eligible dependents (spouse, registered domestic partners and qualified dependents). The cost of any plan selected by the employee that exceeds his/her monthly employer medical allowance shall be paid by the employee through a pre-tax payroll deduction. 25 Section 14: VISION INSURANCE The City of Vernon provides a vision care plan to full-time employees. The City shall pay 100% of the cost of such a plan for employees only. 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. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for vision care. 26 Section 15: LIFE INSURANCE The City provides a $20,000 life insurance plan to full-time employees, The City shall pay 100% of the cost of such plan for employees. The City's agreement to pay full or partial costs of said premiums shall not create or ripen into a vested right for said employee. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for supplemental life insurance. 27 Section 16; DEFERRED COMPENSATION PLAN Employees are eligible to participate in the City's Deferred Compensation Program. 28 Section 17: CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS) CONTRIBUTION MISCELLANEOUS EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time employees hired before January 1, 2013 with 2.7% at 55 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CaIPERS members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan. B. Employees shall be responsible for paying 100% of their PERS employee's contributions. C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 21024 - Military Service Credit as Public Service C. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance d. Gov't Code Section: 21548 — Pre -Retirement Option 2W Death Benefit d. Gov't Code Section: 21573 — Third Level of 1959 Survivor Benefits D. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. 29 SAFETY EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time safety employees hired before January 1, 2013 with 3.0% at 50 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS retirement benefit plan. B. Employees shall be responsible for paying their PERS nine percent (9%) employee's contributions, C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 20124 - Military Service Credit as Public Service C. Gov't Code 21574 — 41^ Level 1959 Survivor Benefit (Fire members only) d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor Benefit (Police members only) e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance f. Gov't Code Section: 21548 - Pre -Retirement Option 2W Death Benefit (Fire members only) 9. Gov't Code Section 20965 — Credit for Unused Sick Leave D. The payment to CaIPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. 30 Section 18: RETIREE MEDICAL - NON -SAFETY EMPLOYEES A. The City will pay up to the amount equivalent to the then current, lowest cost, employee only HMO insurance premium for the City's medical and/or dental insurance premium(s) for all full-time employees designated as Executive, Management, Mid -Management and Confidential who retire at age 60 or later with at least twenty(20)years of continuous uninterrupted service. B. Retired employees will be permitted to enroll in a higher -cost plan and pay the amount in excess of the HMO equivalent. C. All full-time regular employees with at least thirty (30) years of continuous uninterrupted service who retire before the age of sixty (60) years will be permitted to pay their medical and/or dental insurance premiums, and, upon reaching the age of sixty (60), the City will pay up to the amount equivalent to the then current lowest cost, employee only HMO medical and/or dental insurance premium(s). D. All full-time regular employees, who retire with a minimum of ten (10) years of continuous uninterrupted service with the City, may pay the premium(s) for medical and/or dental insurance. E. All retiree medical and/or dental insurance benefits provided pursuant to subsections A. B, and C above, shall be for retired employees only and shall not include their spouses or other dependents. F. All retired employees who receive medical and/or dental insurance benefits pursuant to subsections A, B, or C above and who reach the age of sixty-five (65), are required to be enrolled in Medicare, and shall show proof of such enrollment, where upon the City's insurance policy will become supplemental coverage, if applicable. G. Should the retired employee fail to pay any premiums due for the cost of the insurance premium for the City's medical -dental insurance program for any three (3) consecutive months, or should the coverage otherwise lapse for any reason other than City's non-payment, then the City's obligation to make further payment under the retiree medical benefits program shall automatically terminate and cease, without the need for further notice. H. The City's obligation to make any payment under the retiree medical benefits program shall automatically terminate and cease upon the death of the retired employee. I. The offer of the retiree medical benefits is not a vested right for future years. J. City Council members are entitled to the same retiree medical benefits offered to all 31 full-time regular employees as identified under the citywide resolution for retiree medical benefits in effect at the time Council members retire. 32 Section 19: LONGEVITY PROGRAM A. 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 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 1, 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 101h anniversary date after July 1, 1987, 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 (201 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 — Fire - Sworn All eligible fire employees 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 33 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. f. Compensation Not Cumulative. Payment of the aforesaid longevity compensation shall not be cumulative and only the highest applicable longevity pay shall be paid. B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1, 1994 AND ON OR BEFORE DECEMBER 31, 2013. The longevity program described in Section B 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. Five (5) Years of Service. All eligible employees who are employed on or after July 1, 1994 and on or before December 31, 2013, 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 dale 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 on or before December 31, 2013. 34 Section 20: BILINGUAL PAY A program is hereby established for all employees whose regular and essential 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 a proficiency test administered by the Human Resources 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. 35 Section 21: UNIFORM ALLOWANCE A. If an employee's job classification requires him/her to wear a uniform while on duty, as designated by the City or employee's Department, the City will provide and launder such uniform. B. For the Administrative Secretary and Police Records Manager that works in the Police Department, the City will provide the initial set of uniforms to the employees. The newly hired employee will receive: two (2) class A uniforms; two (2) class B uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent anniversary dates the City will provide an annual uniform purchase and maintenance allowance of $600.00. The employee's uniforms shall meet the applicable regulations for his/her job classification pursuant to City/Departmental policies. C. The monetary value of uniforms shall be reported to CalPERS in accordance with CCR 571(a) and as defined by GC 7522.04(f) 36 Section 22: STAND-BY POLICY The purpose of the Stand-by Policy is to have employees on stand-by to respond to major incidents and emergencies during non -working hours which require immediate attention to availability of qualified individuals with expertise in operating, maintaining, restoring and repairing the City's technology systems. A. It is presently anticipated that the need for stand-by is for one (1) Information Technology staff, with the understanding that actual stand-by staffing, if any, remains at the discretion of the department head. B. The Stand-by Policy does not apply to FLSA exempt managers and Executive staff. C. Stand-by duty requires that an employee be accessible, available, and physically able to report to work. The employee must possess a City issued mobile phone device that remains available for immediate contact. The employee must be ready, willing, and able to respond to an emergency or incident or request for assistance based on a pre -arranged schedule. Employees on stand-by must respond to the mobile phone call immediately and be able to respond to the City within one (1) hour of being called upon. The department head or designee will determine if an employee is qualified to perform stand-by duties. The stand by duty period shall be defined by the Department Head. D. Employees on "stand—by" shall receive two (2) hours of regular straight time compensation for each date that the employee is assigned to be on stand-by. Stand-by time is not counted as hours worked for purposes of overtime calculation as employees are not restricted in their activities and may engage in non -work related personal activities. On City -recognized Holidays where City Hall is closed, employees on stand-by will be compensated four (4) hours of straight time compensation. E. An employee assigned to stand-by who is not available to report will be subject to appropriate disciplinary action, unless the employee provides sufficient notice to their immediate supervisor of their incapacity to respond prior to the call back so that appropriate arrangements can be made for stand-by coverage. When an employee on "stand-by" is called back to the City, he/she shall be entitled to "stand-by' pay. Call back duty does not occur when an employee is held over from his/her prior shift, or is working planned overtime. An employee called back to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime rate. Time begins when the call back request is received and ends when the employee returns home. If work is performed remotely, the employee shall receive hour for hour compensation at the applicable overtime rate. 37 G. The employee will at limes remain able to immediately respond to any emergencies. H. Each employee on stand-by duly is accountable to all of the rules and regulations of the City. In the event of a call back, the employee will wear his/her City uniform, if applicable. 38 PART II CLASSIFICATION AND COMPENSATION PLAN 39 Section 1. PURPOSE Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to provide for the classification and compensation of City officers and employees, and to conform to the principle of equal pay for equal work. Officers and employees of the City of Vernon shall receive compensation and costs in accordance with the amounts set forth in the attached compensation plan. Section 2. THE COMPENSATION PLAN The basic compensation plan for the various employee units, groups and non- classified employees, as of the date of adoption of this plan is hereby established as set forth in Exhibit A, Citywide Classification and Compensation Plan, which is attached hereto and incorporated herein by reference. The City Administrator shall have authority to create and maintain salary steps to implement the provisions of this Section. Salaries granted pursuant to this provision shall be reported to PERS as compensation earned. Please refer to Human Resources Policy II-3, Salary Plan for specific policy and procedures. Section 3. THE CLASSIFICATION PLAN The classification plan includes the allocation of class titles to salary ranges for City officers and employees. The Classification Plan further includes the allocation of class titles to salary ranges for those employees that are designated as exempt from the classified service. These exempt classes are for elective officers; persons appointed by the City Council, including the City Administrator, and City Attorney; persons appointed by the City Administrator, including department head or designees; and persons appointed by the City Attorney pursuant to City of Vernon Municipal Code that serve in an "at will' capacity subject to the terms and conditions of an employment contract and are so designated in the plan as "non -classified" The classification plan as of the date of adoption of this plan is hereby established as set forth in Exhibit "A" which is attached hereto and incorporated herein by reference, The Human Resources Director, with approval by the City Administrator or his/her designee, is responsible for maintenance of the Classification Plan, including the allocation of new or changed positions to the appropriate class, the recommendation of proper salary ranges within the provision of pay administration, maintenance of up- to-date class specifications, and the preparation of reports and recommendations on revisions to the Classification Plan. Please refer to Human Resources Policy II-1, Classification Plan Administration for specific policy and procedures. 40 EXHIBIT A CLASSIFICATION AND COMPENSATION PLAN 41 1025 City of Vernon 1 of 21 Classification and Compensation Plan Effective June 28, 2015 E 001 $25,752 $2,146 1030 Mayor E 001 $25,752 $2,146 n/a $990.46 CITY ADMINISTRATION GROUP 1010 City Administrator E E50 Min $241,404 $20,117 $116.0596 $9,284.77 Max $293,436 $24,453 $141.0750 $11,286.00 1015 Deputy City Administrator E M40 Step 1 $148,212 $12,351 $71.2558 $5,700.46 Step 2 $155,616 $12,968 $74.8154 $5,985.23 Step 3 $163,392 $13,616 $78.5538 $6,284.31 Step 4 $171,564 $14,297 $82.4827 $6,598.62 Step 5 $180,156 $15,013 $86.6135 $6,929.08 TechnologyInformation 1625 Information Technology Analyst NE C26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82.524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3,499.38 1620 Information Technology Analyst, Senior NE C29 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3.674.77 Step 4 $100,320 $8,360 $48.2308 $3,858.46 Step 5 $105,336 $8,778 $50.6423 $4,051.38 1610 Information Technology Manager E M37 Step 1 $128,028 $10,669 $61.5519 $4,924.15 Step 2 $134,436 $11,203 $64.6327 $5,170.62 Step 3 $141,144 $11,762 $67.8577 $5,428.62 Step 4 $148,212 $12,351 $71.2558 $5,700.46 Step 5 $155,616 $12,968 $74.8154 $5,985.23 1630 Information Technology Technician NE C21 Step 1 $58,644 $4,887 $28.1942 $2,255.54 Step 2 $61,584 $5,132 $29.6077 $2,368.62 Step 3 $64,656 $5,388 $31.0846 $2,486.77 Step 4 $67,896 $5,658 $32.6423 $2,611.38 Step 5 $71,280 $5,940 $34.2692 $2,741.54 1615 Programmer/Analyst E C30 tag, City of Vernon Classification and Compensation Plan Effective June 28, 2015 Step 2 $95,544 $7,962 $45.9346 Step 3 $100,320 $8,360 $48.2308 Step 4 $105,336 $8,778 $50.6423 Step 5 $110,592 $9,216 $53.1692 2of21 $3,674.77 $3,858.46 $4, 051.38 $4,253.54 ATTORNEYCITY -• 1110 City Attorney E E47 Min $208,536 $17,378 $100.2577 $8,020.62 Max $255,780 $21,315 $122.9712 $9,837.69 1115 Deputy City Attorney E M38 Step 1 $134,436 $11,203 $64.6327 $5,170.62 Step 2 $141,144 $11,762 $67.8577 $5,428.62 Step 3 $148,212 $12,351 $71.2558 $5,700.46 Step 4 $155,616 $12,968 $74.8154 $5,985.23 Step 5 $163,392 $13,616 $78.5538 $6,284.31 1525 Legal Secretary NE C21 Step 1 $58,644 $4,887 $28.1942 $2,255.54 Step 2 $61,584 $5,132 $29.6077 $2,368.62 Step 3 $64,656 $5,388 $31.0846 $2,486.77 Step 4 $67,896 $5,658 $32.6423 $2,611.38 Step 5 $71,280 $5,940 $34.2692 $2,741.54 CLERK'SOFFICE 1310 City Clerk E E38 Min $134,436 $11,203 $64.6327 $5,170.62 Max $163,392 $13,616 $78.5538 $6,284.31 1315 Deputy City Clerk NE C25 Step 1 $71,280 $5,940 $34.2692 $2,741.54 Step 2 $74,856 $6,238 $35.9885 $2,879.08 Step 3 $78,600 $6,550 $37.7885 $3,023.08 Step 4 $82,524 $6,877 $39.6750 $3,174.00 Step 5 $86,652 $7,221 $41.6596 $3,332.77 1320 Records Management Assistant NE C20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 Y1 $69,840 $5,820 $33.5769 $2,686.15 ADMINISTRATIVE AND CLERICAL GROUP City of Vernon Classification and Compensation Plan Effective June 28, 2015 . 1,5% COLA • Effective June 28, 2015, various additions and revisions of classifications Step 1 ------ $40.0000 3 of 21 1530 Administrative Assistant NE G13 Step 1 $39,696 $3,308 $19.0846 $1,526.77 Step 2 $41,688 $3,474 $20.0423 $1,603.38 Step 3 $43,764 $3,647 $21.0404 $1,683.23 Step 4 $45,960 $3,830 $22.0962 $1,767.69 Step 5 $48,252 $4,021 $23.1981 $1,855.85 1530 Administrative Assistant, (Confidential) NE C13 Step 1 $39,696 $3,308 $19.0846 $1.526.77 Step 2 $41,688 $3,474 $20.0423 $1,603.38 Step 3 $43,764 $3,647 $21.0404 $1,683.23 Step 4 $45,960 $3,830 $22.0962 $1,767.69 Step 5 $48,252 $4,021 $23.1981 $1,855.85 1520 Administrative Assistant, Senior NE G17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step 4 $55,860 $4,655 $26.8558 $2,148.46 Step 5 $58,644 $4,887 $28.1942 $2,255.54 Y1 $59,484 $4,957 $28.5981 $2,287.85 1520 Administrative Assistant, Senior (Confidential NE C17 Step 1 $48,252 $4,021 $23.1981 $1.855.85 Step 2 $60,652 $4,221 $24,3519 $1,948.15 Step 3 $53,208 $4,434 $25,5808 $2,046.46 Step 4 $55,860 $4,655 $26.8658 $2,148.46 Step 5 $58,644 $4,887> $28.1942 $2,255.54 1510 Administrative Secretary NE C20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 Grandfathered - G1 $66,216 $5,518 $31.8346 $2,546.77 Grandfathered - G2 $69,864 $5,822 $33.5885 $2,687.08 Grandfathered - G3 $73,704 $6,142 $35.4346 $2,834.77 1500 Executive Assistant to the City Administrator NE C24 Step 1 Step 2 Step 3 Step 4 Step 5 $67,896 $5,658 $32.6423 $2,611.38 $71,280 $5,940 $34.2692 $2,741.54 $74,856 $6,238 $35.9886 $2,879.08 $78,600 $6,550 $37.7885 $3,023.08 $82,524 $6,877 $39.6750 $3,174.00 City of Vernon 4or 21 f Classification and Compensation Plan Effective June 28, 2015 1250 Account Clerk NE G14 Step 1 $41,688 $3,474 $20.0423 $1,603.38 Step 2 $43,764 $3,647 $21.0404 $1,683.23 Step 3 $45,960 $3,830 $22.0962 $1,767.69 Step 4 $48,252 $4,021 $23.1981 $1,855.85 Steps $50,652 $4,221 $24.3519 $1,948.15 1247 Account Clerk, Senior NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.15 Step 2 $53,208 $4,434 $25.5808 $2,046.46 Step 3 $55,860 $4,655 $26.8558 $2,148.46 Step 4 $58,644 $4,887 $28.1942 $2,255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 1240 Accountant NE C22 Step 1 $61,584 $5,132 $29.6077 $2,368.62 Step 2 $64,656 $5,388 $31.0846 $2,486.77 Step 3 $67,896 $5,658 $32.6423 $2,611.38 Step 4 $71,280 $5,940 $34.2692 $2,741.54 Step 5 $74,856 $6,238 $35.9885 $2,879.08 1230 Accountant, Senior NE C26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82,524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3,499.38 1220 Assistant Finance Director E M36 Step 1 $121,932 $10,161 $58.6212 $4,689.69 Step 2 $128,028 $10,669 $61.5519 $4,924.15 Step 3 $134,436 $11,203 $64.6327 $5,170.62 Step 4 $141,144 $11,762 $67.8577 $5,428.62 Step 5 $148,212 $12,351 $71.2558 $5,700.46 1248 Business License Clerk NE G16 Step 1 $45,960 $3,830 $22.0962 $1,767.69 Step 2 $48,252 $4,021 $23.1981 $1,855.85 Step 3 $50,652 $4,221 $24.3519 $1,948.15 Step 4 $53,208 $4,434 $25.5808 $2,046.46 Step 5 $55,860 $4,655 $26.8558 $2,148.46 1225 Deputy City Treasurer E M34 Step 1 $110,592 $9,216 $53.1692 $4,253.54 Step 2 $116,124 $9,677 $55.8288 $4,466.31 Step 3 $121,932 $10,161 $58.6212 $4,689.69 Step 4 $128,028 $10,669 $61.5519 $4,924.15 City of Vernon 5 of 21 Classification and Compensation Plan Effective June 28, 2015 Step 5 1210 Director of Finance/City Treasurer E E41 Min $155,616 $12,968 $74.8154 $5,985.23 Max $189,156 $15,763 $90.9404 $7,275.23 Y1 $210,000 $17,500 $100.9615 $8,076.92 1245 Payroll Specialist NE C19 Step 1 $53,208 $4,434 $25.5808 $2,046.46 Step 2 $55,860 $4,655 $26.8558 $2,148.46 Step 3 $58,644 $4,887 $28.1942 $2,255.54 Step 4 $61,584 $5,132 $29.6077 $2,368.62 Step 5 $64,656 $5,388 $31.0846 $2,486.77 1248 Public Housing Property Coordinator NE C16 Step 1 $45,960 $3,830 $22.0962 $1,767.69 Step 2 $48,252 $4,021 $23.1981 $1,855.85 Step 3 $50,652 $4,221 $24.3519 $1,948.15 Step 4 $53,208 $4,434 $25.5808 $2,046.46 Step 5 $55,860 $4,655 $26.8558 $2,148.46 1235 Purchasing Assistant NE G20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 • W - 5015 Assistant Fire Chief E FM41 Step 1 $155,616 $12,968 $74.8154 $5,985.23 Step 2 $163,392 $13,616 $78.5538 $6,284.31 Step 3 $171,564 $14,297 $82.4827 $6,598.62 Step 4 $180,156 $15,013 $86.6135 $6,929.08 Step 5 $189,156 $15,763 $90.9404 $7,275.23 5033 Assistant Fire Marshall NE M29 Step $86,652 $7,221 $297569 $3,332.77 Step.2 $90,984 $7,582 $31.2445 $3,499.38 Step 3 $95,54.4 $7,962 $32.8104 $3,674.77 Step 4 $100,320 $8,360 $34.4505 $3,858,46 Step`5 $105,336 $8,778 $36.1731 $4,051.38 5025 Fire Battalion Chief (P) NE FM38 Step 1 $134,436 $11,203 $46.1662 $5,170.62 Step 2 $141,144 $11,762 $48.4698 $5,428.62 Step 3 $148,212 $12,351 $50.8970 $5,700.46 Step 4 $155,616 $12,968 $53.4396 $5,985.23 City of Vernon 6of21 Classification and Compensation Plan Effective June 28, 2015 Step 5 5025 Fire Battalion Chief (A) NE FA38' Step 1 $134,436 $11,203 $64.6327 $5,170.62 Step 2 $141,144 $11,762 $67.8577 $5,428.62 Step 3 $148,212 $12,351 $71.2658 $5,700.46 Step 4 $155,616 $12,968 $74,8154 $5,985.23 Step 5 $163,392 $13,616 $78,5538 $6,284.31 5030 Fire Captain (P) NE F31 Step 1 $95,544 $7,962 $32.8104 $3,674.77 Step 2 $100,320 $8,360 $34.4505 $3,858.46 Step 3 $105,336 $8,778 $36.1731 $4,051.38 Step 4 $110,592 $9,216 $37.9780 $4,253.54 Step 5 $116,124 $9,677 $39.8777 $4,466.31 5030 Fire Captain (A) NE FA31 Step 1 $95,544 $7,962 $45.0346 $3,674.77 Step 2 $100,320 $8,360 $48,2308 $3,858.46 Step 3 $105,336 $8.778 $50t6423 $4,051.38 Step 4 $110,592 $9,216 $53.1692 $4,253.54 Step 5 $116,124 $9.677 $55,8288 $4,466.31 5010 Fire Chief E E45 Min $189,156 $15,763 $90.9404 $7,275.23 Max $229,908 $19,159 $110.5327 $8,842.62 5050 Fire Code Inspector NE G25 Step 1 $71,280 $5,940 $34.2692 $2,741.54 Step 2 $74,856 $6,238 $35.9885 $2,879.08 Step 3 $78,600 $6,550 $37.7885 $3,023.08 Step 4 $82,524 $6,877 $39.6750 $3,174.00 Step 5 $86,652 $7,221 $41.6596 $3,332.77 5040 Fire Engineer (P) NE F28 Step 1 $82,524 $6,877 $28.3393 $3,174.00 Step 2 $86,652 $7,221 $29.7569 $3,332.77 Step 3 $90,984 $7,582 $31.2445 $3,499.38 Step 4 $95,544 $7,962 $32.8104 $3,674.77 Step 5 $100,320 $8,360 $34.4505 $3,858.46 5020 Fire Marshall NE FM33 Step 1 $105,336 $8,778 $50.6423 $4,051.38 Step 2 $110,592 $9,216 $53.1692 $4,253.54 Step 3 $116,124 $9,677 $55.8288 $4,466.31 Step $121,932 $10,161 $58.6212 $4,689.69 Step 5 $128,028 $10,669 $61.5519 $4,924.15 City of Vernon 7 of 21 Classification and Compensation Plan Effective June 28, 2015 v Step 1 $71,280 $5,940 $24.4780 $2,741.54 Step 2 $74,856 $6,238 $25.7060 $2,879.08 Step 3 $78,600 $6,550 $26.9918 $3,023.08 Step 4 $82,524 $6,877 $28.3393 $3,174.00 Step 5 $86,652 $7,221 $29.7569 $3,332.77 5046 Firefighter/Paramedic (P) NE F28 Step 1 $82,524 $6,877 $28.3393 $3,174.00 Step 2 $86,652 $7,221 $29.7569 $3,332.77 Step 3 $90,984 $7,582 $31.2445 $3,499.38 Step 4 $95,544 $7,962 $32.8104 $3.674.77 Step 5 $100,320 $8,360 $34.4505 $3,858.46 5035 Firefighter/Paramedic Coordinator (P) NE F29 Step 1 $86,652 $7,221 $29.7569 $3,332.77 Step 2 $90,984 $7,582 $31.2445 $3,499.38 Step 3 $95,544 $7,962 $32.8104 $3,674.77 Step 4 $100,320 $8,360 $34.4505 $3,858.46 Step 5 $105,336 $8,778 $36.1731 $4,051.38 ,GAS-& ELECTRIC DEPARTMENT 8010 Director of Gas and Electric E E48 Min $218,976 $18,248 $105.2769 $8,422.15 Max $266,160 $22,180 $127.9615 $10,236.92 BLIsiness and . . 8710 Business and Account Supervisor E M31 Step 1 $95,544 $7,962 $45.9346 $3,674.77 Step 2 $100,320 $8,360 $48.2308 $3,858.46 Step 3 $105,336 $8,778 $50.6423 $4,051.38 Step 4 $110,592 $9,216 $53.1692 $4,253.54 Step 5 $116,124 $9,677 $55.8288 $4,466.31 . . 8615 Utilities Compliance Analyst NE G27 Step 1 $78,600 $6,550 $37.7885 $3,023.08 Step 2 $82,524 $6,877 $39.6750 $3,174.00 Step 3 $86,652 $7,221 $41.6596 $3,332.77 Step 4 $90,984 $7,582 $43.7423 $3,499.38 Step 5 $95,544 $7,962 $45.9346 $3,674.77 8610 Utilities Compliance Manager E M35 Step 1 $116,124 $9,677 $55.8288 $4,466.31 Step 2 $121,932 $10,161 $58.6212 $4,689.69 Step 3 $128,028 $10,669 $61.5519 $4,924.15 Step 4 $134,436 $11,203 $64.6327 $5,170.62 Step 5 $141,144 $11,762 $67.8577 $5,428.62 City of Vernon 8 of 21 Classification and Compensation Plan °' Effective June 28, 2015 8530 Utilities Customer Service Representative NE G17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step 4 $55,860 $4,655 $26.8558 $2,148.46 Step 5 $58,644 $4,887 $28.1942 $2,255.54 8510 Utilities Customer Service Supervisor NE M26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82-,524 $6,877 $39,6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43,7423 $3,499.38 OperationsElectric 8040 Electric Operations Supervisor E M35 Step 1 $116,124 $9,677 $55.8288 $4,466.31 Step 2 $121,932 $10,161 $58.6212 $4,689.69 Step 3 $128,028 $10,669 $61.5519 $4,924.15 Step $134,436 $11,203 $64.6327 $5,170.62 Step 5 $141,144 $11,762 $67.8577 $5,428.62 8035 Electric Operator NE 130 Step 1 $90,984 $7,582 $43.7423 $3,499.38 Step 2 $95,544 $7,962 $45.9346 $3,674.77 Step 3 $100,320 $8,360 $48.2308 $3,858.46 Step 4 $105,336 $8,778 $50,6423 $4,051.38 Step 5 $110,592 $9,216 $53.1692 $4,253.54 8050 Metering Technician NE 129 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3,674.77 Step 4 $100,320 $8,360 $48.2308 $3,858.46 Step 5 $105,336 $8,778 $50.6423 $4,051.38 8045 Power Plant Operator NE 128 Step 1 $82,524 $6,877 $39.6750 $3,174.00 Step 2 $86,652 $7,221 $41.6596 $3,332.77 Step 3 $90,984 $7,582 $43.7423 $3,499.38 Step 4 $95,544 $7,962 $45.9346 $3,674.77 Step 5 $100,320 $8,360 $48.2308 $3,858.46 8055 Substation Technician NE 129 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3,674.77 City of Vernon Classification and Compensation Plan ' Effective June 28, 2015 Step 4 Step 5 9of21 $105,336 $8,778 $50.6423 $4,051.38 8030 Utilities Dispatcher NE 133 Step 1 $105,336 $8,778 $50.6423 $4.051.38 Step 2 $110,592 $9,216 $53.1692 $4,253.54 Step 3 $116,124 $9,677 $55.8288 $4,466.31 Step 4 $121,932 $10,161 $58.6212 $4,689.69 Step 5 $128,028 $10,669 $61.5519 $4,924.15 8025 Utilities Dispatcher, Senior NE 134 Step 1 $110,592 $9,216 $53.1692 $4,253.54 Step 2 $116,124 $9,677 $55.8288 $4,466.31 Step 3 $121,932 $10,161 $58.6212 $4,689.69 Step 4 $128,028 $10,669 $61.5519 $4,924.15 Step 5 $134,436 $11,203 $64.6327 $5,170.62 8015 Utilities Operations Manager E M38 Step 1 $134,436 $11,203 $64.6327 $5,170.62 Step 2 $141,144 $11,762 $67.8577 $5,428.62 Step 3 $148,212 $12,351 $71.2558 $5,700.46 Step 4 $155,616 $12,968 $74.8154 $5,985.23 Step 5 $163,392 $13,616 $78.5538 $6,284.31 Engineering Group (Gas and Electric) 8130 Associate Electrical Engineer NE 129 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3,674.77 Step 4 $100,320 $8,360 $48.2308 $3,858.46 Step 5 $106,336 $8,778 $50.6423 $4,051.38 8140 Computer Aided Drafting Technician NE G20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 Y1 $70,860 $5,905 $34.0673 $2,725.38 8125 Electrical Engineer NE 131 Step 1 $95,544 $7,962 $45.9346 $3,674.77 Step 2 $100,320 $8,360 $48.2308 $3,858.46 Step 3 $105,336 $8,778 $50.6423 $4,051.38 Step 4 $110,592 $9,216 $53.1692 $4,253.54 Step 5 $116,124 $9,677 $55.8288 $4,466.31 City of Vernon Classification and Compensation Plan Effective June 28, 2015 1.5% COLA - Effective June 28, 2015, various additions and revisions of classifications 10 of 21 Step 1 $105,336 $8,778 $50.6423 $4,051.38 Step 2 $110,592 $9,216 $53.1692 $4,253.54 Step 3 $116,124 $9,677 $55.8288 $4,466.31 Step 4 $121,932 $10,161 $58.6212 $4,689.69 Step 5 $128,028 $10,669 $61.5519 $4,924.15 8110 Utilities Engineering Manager E M40 Step 1 $148,212 $12,351 $71.2558 $5,700.46 Step 2 $155,616 $12,968 $74.8154 $5,985.23 Step 3 $163,392 $13,616 $78.5538 $6.284.31 Step 4 $171,564 $14,297 $82.4827 $6,598.62 Step 5 $180,156 $15,013 $86.6135 $6,929.08 • 8215 Gas Systems Specialist NE 130 Step 1 $90,984 $7,582 $43.7423 $3,499.38 Step 2 $95,544 $7,962 $45.9346 $3,674.77 Step 3 $100,320 $8,360 $48.2308 $3,858.46 Step $105,336 $8,778 $50.6423 $4,051.38 Step 5 $110,592 $9,216 $53.1692 $4,253.54 YC1 $111,300 $9,275 $53.5096 $4,280.77 8210 Gas Systems Superintendent E M34 Step 1 $110,592 $9,216 $53.1692 $4,253.54 Step 2 $116,124 $9,677 $55.8288 $4,466.31 Step 3 $121,932 $10,161 $58.6212 $4,689.69 Step 4 $128,028 $10,669 $61.5519 $4,924.15 Step 5 $134,436 $11,203 $64.6327 $5,170.62 8220 Gas Systems Technician NE 126 Step 1 $74,856 $6,238 $35.9885 $2.879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82,524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3,499.38 ReSOUrce Planning and . . 8435 Assistant Resource Scheduler NE 128 Step 1 $82,524 $6,877 $39.6750 $3,174.00 Step 2 $86,652 $7,221 $41.6596 $3,332.77 Step 3 $90,984 $7,582 $43.7423 $3,499.38 Step 4 $95,544 $7,962 $45.9346 $3,674.77 Step 5 $100,320 $8,360 $48.2308 $3,858.46 8430 Associate Resource Scheduler NE 130 Step 1 $90,984 $7,582 $43.7423 $3,499.38 Step 2 $95,644 $7,962 $45.9346 $3,674.77 City of Vernon Classification and Compensation Plan Effective June 28, 2015 Step 4 Step 5 11 of 21 $105,336 $8,778 $50.6423 $4,051.38 $110,592 $9,216 $53.1692 $4,253.54 8410 Electric Resources Planning & Dev. Mngr E M41 Step 1 $155,616 $12,968 $74.8154 $5,985.23 Step 2 $163,392 $13,616 $78.5538 $6,284.31 Step 3 $171,564 $14,297 $82.4827 $6,598.62 Step $180,156 $15,013 $86.6135 $6,929.08 Step 5 $189,156 $15,763 $90.9404 $7,275.23 8425 Electric Service Planner NE G26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82,524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3.499.38 8415 Resource Planner NE 135 Step 1 $116,124 $9,677 $55.8288 $4,466.31 Step 2 $121,932 $10,161 $58.6212 $4,689.69 Step 3 $128,028 $10,669 $61.5519 $4,924.15 Step 4 $134,436 $11,203 $64.6327 $5,170.62 Step 5 $141,144 $11,762 $67.8577 $5,428.62 8420 Resource Scheduler NE 132 Step 1 $100,320 $8,360 $48.2308 $3,858.46 Step 2 $105,336 $8,778 $50.6423 $4,051.38 Step 3 $110,592 $9,216 $53.1692 $4,253.54 Step 4 $116,124 $9,677 $55.8288 $4,466.31 Step 5 $121,932 $10,161 $58.6212 $4,689.69 TeleCOMM Lin i cations Group 8315 Telecommunications Specialist NE 5320 Step 1 $82,404 $6,867 $39.6173 $3,169.38 Step 2 $78,108 $6,509 $37.5519 $3.004.15 Step 3 $74,040 $6,170 $35.5962 $2,847.69 Step 4 $70,176 $5,848 $33.7385 $2,699.08 Step 5 $66,528 $5,544 $31.9846 $2,558.77 Step 6 $63,060 $5,255 $30.3173 $2,425.38 Step 7 $59,772 $4,981 $28.7365 $2,298.92 Step 8 $56,652 $4,721 $27.2365 $2,178.92 8310 Telecommunications Systems Engineer NE 5330 Step 1 $111,300 $9,275 $53.5096 $4,280.77 Step 2 $105,504 $8,792 $50.7231 $4,057.85 Step 3 $99,996 $8,333 $48.0750 $3,846.00 Step 4 $94,788 $7,899 $45.5712 $3,645.69 City of Vernon 12 of 21 Classification and Compensation Plan Effective June 28, 2015 Step 6 $85,152 Step 7 $80,712 Step 8 $76,512 2015 Deputy Dir. of Health & Environmental Contrc E M35 Step 1 $116,124 Step 2 $121,932 Step 3 $128,028 Step 4 $134,436 Step 5 $141,144 2010 Director of Health and Environmental Control E E43 $7,096 $6,726 $6,376 $9,677 $10,161 $10,669 $11,203 $11,762 $40.9385 $38.8038 $36.7846 $55.8288 $58.6212 $61.5519 $64,6327 $67.8577 $3,275.08 $3,104.31 $2,942.77 $4,466.31 $4,689.69 $4,924.15 $5,170.62 $5,428.62 Min $171,564 $14,297 $82.4827 $6,598.62 Max $208,536 $17,378 $100.2577 $8,020.62 2030 Environmental Specialist NE G24 Step 1 $67,896 $5,658 $32.6423 $2,611.38 Step 2 $71,280 $5,940 $34.2692 $2,741.54 Step 3 $74,856 $6,238 $35.9885 $2,879.08 Step 4 $78,600 $6,550 $37.7885 $3,023.08 Step 5 $82,524 $6,877 $39.6750 $3,174.00 2025 Environmental Specialist, Senior NE G28 Step 1 $82,524 $6,877 $39.6750 $3,174.00 Step 2 $86,652 $7,221 $41.6596 $3,332.77 Step 3 $90,984 $7,582 $43.7423 $3,499.38 Step 4 $95,544 $7,962 $45.9346 $3,674.77 Step 5 $100,320 $8,360 $48.2308 $3,858.46 Grandfathered - Hired before July 1, 2014 G1 $95,916 $7,993 $46.1135 $3,689.08 Grandfathered - Hired before July 1, 2014 G2 $101,196 $8,433 $48.6519 $3,892.15 Grandfathered - Hired before July 1, 2014 G3 $106,764 $8,897 $51.3288 $4,106.31 Grandfathered - Hired before July 1, 2014 G4 $112,632 $9,386 $54.1500 $4,332.00 RESOURCESHUMAN •• 1410 Director of Human Resources E E40 Min $148,212 $12,351 $71.2558 $5,700.46 Max $180,156 $15,013 $86.6135 $6,929.08 Y1 $196,000 $16,333.34 $94.2308 $7,538.46 1420 Human Resources Analyst NE C26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82,524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3,499.38 City of Vernon ! Classification and Compensation Plan h Effective June 28, 2015 1415 Human Resources Analyst, Senior E M32 13 of 21 Step 1 $100,320 $8,360 $48.2308 $3,858.46 Step 2 $105,336 $8,778 $50.6423 $4,051.38 Step 3 $110,592 $9,216 $53.1692 $4,253.54 Step 4 $116,124 $9,677 $55.8288 $4,466.31 Step 5 $121,932 $10,161 $58.6212 $4,689.69 1425 Human Resources Assistant NE C17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step 4 $55,860 $4,655 $26.8558 $2,148.46 Step 5 $58,644 $4,887 $28.1942 $2,255.54 3010 Industrial Development Director E E39 Step 1 $141.144 $11,762 $67.8577 $5,428.62 Step 2 $148,212 $12,351 $71,2558- $5,700.46 Step 3 $155,616 $12,968 $74.8154 $5,985.23 Step 4 $163,392 $13,616 $78.5538 $6,284.31 Step 5 $171,564 $14,297 $82.4827 $6,598.62 1020 Economic Development Manager E M36 Step 1 $121,932 $10,161 $58.6212 $4,689.69 Step 2 $128,028 $10,669 $61.5519 $4,924.15 Step 3 $134,436 $11,203 $64.6327 $5,170.62 Step $141,144 $11,762 $67.8577 $5,428.62 Step 5 $148,212 $12,351 $71.2558 $5,700.46 POLICE GROUP 4035 Police Cadet NE 3180 Step 1 $38,124 $3,177 $18.3288 $1,466.31 Step 2 $36,144 $3,012 $17.3769 $1,390.15 Step 3 $34,260 $2,855 $16.4712 $1,317.69 Step 4 $32,472 $2,706 $15.6115 $1,248.92 Step 5 $30,780 $2,565 $14.7981 $1,183.85 Step $29,172 $2,431 $14.0250 $1,122.00 Step 7 $27,660 $2,305 $13.2981 $1,063.85 Step 8 $26,208 $2,184 $12.6000 $1,008.00 4015 Police Captain E PM39 Step 1 $141,144 $11,762 $67.8577 $5,428.62 Step 2 $148,212 $12,351 $71.2558 $5,700.46 Step 3 $165,616 $12,968 $74.8154 $5,985.23 Step 4 $163,392 $13,616 $78.5538 $6,284.31 Step 5 $171,564 $14,297 $82.4827 $6,598.62 City of Vernon 14of21 Classification and Compensation Plan Effective June 28, 2015 1.5% COLA - Effective June 28, 2015, various additions and revisions of classifications 4010 Police Chief E E46 Min $198,612 $16,551 $95.4865 $7,638.92 Max $241,404 $20,117 $116.0596 $9,284.77 4020 Police Lieutenant NE PM36 Step 1 $121,932 $10,161 $58.6212 $4,689.69 Step 2 $128,028 $10,669 $61.5519 $4,924.15 Step 3 $134,436 $11,203 $64.6327 $5,170.62 Step 4 $141,144 $11,762 $67.8577 $5,428.62 Step 5 $148,212 $12,351 $71.2558 $5,700.46 4030 Police Officer NE P025 Step 1 $71,280 $5,940 $34.2692 $2,741.54 Step 2 $74,856 $6,238 $35.9885 $2,879.08 Step 3 $78,600 $6,550 $37.7885 $3,023.08 Step 4 $82,524 $6,877 $39.6750 $3,174.00 Step 5 $86,652 $7,221 $41.6596 $3,332.77 Y1 $83,784 $6,982 $40.2808 $3,222.46 Y2 $88,404 $7,367 $42.5019 $3,400.15 Y3 $93,252 $7,771 $44.8327 $3,586.62 4025 Police Sergeant NE P030 Step 1 $90,984 $7,582 $43.7423 $3,499.38 Step 2 $95,544 $7,962 $45.9346 $3,674.77 Step 3 $100,320 $8,360 $48.2308 $3,858.46 Step 4 $105,336 $8,778 $50.6423 $4,051.38 Step 5 $110,592 $9,216 $53.1692 $4,253.54 Y1 $102,012 $8,501 $49.0442 $3,923.54 Y2 $107,616 $8,968 $51.7385 $4,139.08 Y3 $113,544 $9,462 $54.5885 $4,367.08 Police SUppqrLGroup 4125 Civilian Court Officer NE G17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step 4 $55,860 $4,655 $26.8558 $2,148.46 Step 5 $58,644 $4,887 $28.1942 $2,255.54 4123 Police Community Services Officer NE G16 Step 1 $45,960 $3,830 $22.0962 $1,768 Step.2 $48,252 $4,021 $23.1981 $1,856 Step 3 $50,652 $4,221 $24.3519 $1,948 Step 4 $53,208 $4,434 $25,5808 $2,046 Stop $55,860 $4.655 $26.8558 $2,148 City of Vernon 3 Classification and Compensation Plan Effective June 28, 2015 1.5% COLA • Effective June 28, 2015, various additions and revisions of classifications 15 of 21 4130 Police Dispatcher NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.15 Step 2 $53,208 $4,434 $25.5808 $2,046.46 Step 3 $55,860 $4,655 $26.8558 $2,148.46 Step 4 $58,644 $4,887 $28.1942 $2,255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 4115 Police Dispatcher, Lead NE G20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 4110 Police Records Manager NE M27 Step 1 $78,600 $6,550 $37.7885 $3,023.08 Step 2 $82,524 $6,877 $39.6750 $3,174.00 Step 3 $86,652 $7,221 $41.6596 $3,332.77 Step 4 $90,984 $7,582 $43.7423 $3,499.38 Step 5 $95,544 $7,962 $45.9346 $3,674.77 4135 Police Records Technician NE G14 Step 1 $41,688 $3,474 $20,0423 $1,603.38 Step 2 $43,764 $3,647 $21.0404 $1,683.23 Step 3 $45,960 $3,830 $22.0962 $1,767.69 Step 4 $48,252 $4,021 $23.1981 $1,855.85 Step 5 $50,652 $4,221 $24.3519 $1,948.15 Y1 $51,540 $4,295 $24.7788 $1,982.31 4120 Police Records Technician, Lead NE G16 Step 1 $45,960 $3,830 $22.0962 $1,767.69 Step 2 $48,252 $4,021 $23.1981 $1,855.85 Step 3 $50,652 $4,221 $24.3519 $1,948.15 Step 4 $53,208 $4,434 $25.5808 $2,046.46 Step 5 $55,860 $4,655 $26.8558 $2,148.46 •- •• -• 7015 Deputy Director of PW, Water and Dev. Sery E M38 Step 1 $134,436 $11,203 $64.6327 $5,170.62 Step 2 $141,144 $11,762 $67.8577 $5,428.62 Step 3 $148,212 $12,351 $71.2558 $5,700.46 Step 4 $155,616 $12,968 $74.8154 $5,985.23 Step 5 $163,392 $13,616 $78.5538 $6,284.31 7010 Director of PW, Water and Development Ser E E46 Min $198,612 $16,551 $95.4865 $7,638.92 Max $241,404 $20,117 $116.0596 $9,284.77 City of Vernon 16of21 Classification and Compensation Plan �' Effective June 28, 2015 Step 1 $71,280 $5,940 $34.2692 $2,742- Step 2 $74,856 $6,238 $35.9885 $2,879 Step 3 $78,600 $6,550 $37.7885 $3,023 Step 4 $82,524 $67877 $39.6750 $3,174 Step 5 $86,652 $7,221 $41.6596 $3,333 7215 Building Inspector, Senior NE G27 Step 1 $78,600 $6,550 $37.7885 $3,023.08 Step 2 $82,524 $6,877 $39.6750 $3,174.00 Step 3 $86,652 $7,221 $41.6596 $3,332.77 Step 4 $90,984 $7,582 $43.7423 $3,499.38 Step 5 $95,544 $7,962 $45.9346 $3,674.77 Y1 $96,612 $8,051 $46.4481 $3,715.85 7225 Electrical Inspector NE G25 Step 1 $71,280 $5,940 $34.2692 $2,741.54 Step 2 $74,856 $6,238 $35.9885 $2,879.08 Step 3 $78,600 $6,550 $37.7885 $3,023.08 Step 4 $82,524 $6,877 $39.6750 $3,174.00 Step 5 $86,652 $7,221 $41,6596 $3,332.77 7213 Electrical Inspector, Senior NE G27 Step 1 $78.600 $6,550 $37.7885 $3,023 Step 2 $82,524 $6,877 $39.6750 $3,174. Stop 3 $86,652 $7,221 $41,6596 $3,333 Step 4 $90,984 $7,582 $43.7423 $3,499' Step 5 $95,544 $7,962 $45.9346 $3,675 7250 Permit Technician NE G17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step $55,860 $4,655 $26.8558 $2,148.46 Step 5 $58,644 $4,887 $28.1942 $2,255.54 7220 Assistant Planner NE G22 Step 1 $61,584 $5,132 $29.6077 $2,368.62 Step 2 $64,656 $5,388 $31.0846 $2,486.77 Step 3 $67,896 $5,658 $32.6423 $2,611.38 Step 4 $71,280 $5,940 $34.2692 $2,741.54 Step 5 $74,856 $6,238 $35.9885 $2,879.08 7235 Plumbing and Mechanical Inspector NE G25 Step 1 $71,280 $5,940 $34.2692 $2,741.54 Step 2 $74,856 $6,238 $35.9885 $2,879.08 Step 3 $78,600 $6,550 $37.7885 $3,023.08 City of Vernon Classification and Compensation Plan Effective June 28, 2015 Step 5 $86,652 $7,221 17 of 21 $41,6596 $3.332.77 7213 Plumbing and Mechanclal Inspector, Senior NE G27 Step 1 $78,600 $6,550 $37,7885 $3,023.08 Step $82,524 $6,877 $39.6750 $3,174.00 Step 3' $86,652 $7,221 $41.6596 ' $3,332,77 Step 4 $90,984 $7,582 $43.7423 $3,494,38 Step 5 $95,544 $7,962 $45.9346 $3,674.77 Engineering .Worksl 7140 Assistant Engineer NE G24 Step 1 $67,896 $5,658 $32.6423 $2,611.38 Step 2 $71,280 $5,940 $34.2692 $2,741.54 Step 3 $74,856 $6,238 $35.9885 $2,879.08 Step 4 $78,600 $6,550 $37.7885 $3,023.08 Step 5 $82,524 $6,877 $39.6750 $3,174.00 7135 Associate Engineer NE G28 Step 1 $82,524 $6,877 $39.6750 $3,174.00 Step 2 $86,652 $7,221 $41.6596 $3,332.77 Step 3 $90,984 $7,582 $43.7423 $3,499.38 Step 4 $95,544 $7,962 $45.9346 $3,674.77 Step 5 $100,320 $8,360 $48.2308 $3,858.46 7118 Civil Engineer NE M32 Step 1 $100,320 $8,360 $48.2308 $3,858.46 Step 2 $105,336 $8,778 $50.6423 $4,051.38 Step 3 $110,592 $9,216 $53.1692 $4,253,54 Step $116,124 $9,677 $55.8288 $4,466.31 Step 5 $121,932 $10,161 $58.6212 $4,689.69 7145 Engineering Aide NE G21 Step 1 $58,644 $4,887 $28.1942 $2,255.54 Step $61,584 $5,132 $29.6077 $2,368.62 Step 3 $64,656 $5,388 $31.0846 $2,486.77 Step 4 $67,896 $5,658 $32.6423 $2,611.38 Step 5 $71,280 $5,940 $34.2692 $2,741.54 7115 Principal Civil Engineer E M36 Step 1 $121,932 $10,161 $58.6212 $4,689.69 Step 2 $128,028 $10,669 $61.5519 $4,924.15 Step 3 $134,436 $11,203 $64.6327 $5,170.62 Step 4 $141,144 $11,762 $67.8577 $5,428.62 Step 5 $148,212 $12,351 $71.2558 $5,700.46 City of Vernon Classification and Compensation Plan Effective June 28, 2015 1.5% COLA - Effective June 28, 2015, various additions and revisions o1 classifications 18 of 21 7120 Project Engineer NE G30 Step 1 $90,984 $7,582 $43.7423 $3,499.38 Step 2 $95,544 $7,962 $45.9346 $3,674.77 Step 3 $100,320 $8,360 $48.2308 $3,858.46 Step 4 $105,336 $8,778 $50.6423 $4.051.38 Step 5 $110,592 $9,216 $53.1692 $4,253.54 7125 Stormwater and Special Projects Analyst NE G27 Step 1 $78,600 $6,550 $37.7885 $3,023.08 Step 2 $82,524 $6,877 $39.6750 $3,174.00 Step 3 $86,652 $7,221 $41.6596 $3,332.77 Step 4 $90,984 $7,582 $43.7423 $3,499.38 Step 5 $95,544 $7,962 $45.9346 $3,674.77 Facilities Maintenance Grou 7720 Facilities Maintenance Worker NE G16 Step 1 $45,960 $3,830 $22.0962 $1,767.69 Step 2 $48,252 $4,021 $23.1981 $1,855.85 Step 3 $50,652 $4,221 $24.3519 $1,948.15 Step 4 $53,208 $4,434 $25.5808 $2,046.46 Step 5 $55,860 $4,655 $26.8558 $2,148.46 7735 Facilities Maintenance Worker, Lead NE G22 Step 1 $61,584 $5,132 $29.6077 $2,368.62 Step 2 $64,656 $5,388 $31.0846 $2,486.77 Step 3 $67,896 $5,658 $32.6423 $2,611.38 Step 4 $71,280 $5,940 $34.2692 $2,741.54 Step 5 $74,856 $6,238 $35.9885 $2,879.08 Yc1 $75,936 $6,328 $36.5077 $2,920.62 7730 Facilities Maintenance Worker, Senior NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.15 Step 2 $53,208 $4,434 $25.5808 $2.046.46 Step 3 $55,860 $4,655 $26.8558 $2,148.46 Step 4 $58,644 $4,887 $28.1942 $2,255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 • 7530 Mechanic NE G19 Step 1 $53,208 $4,434 $25.5808 $2,046.46 Step 2 $55,860 $4,655 $26.8558 $2,148.46 Step 3 $58,644 $4,887 $28.1942 $2,255.54 Step 4 $61,584 $5,132 $29.6077 $2,368.62 Step 5 $64,656 $5,388 $31.0846 $2,486.77 7520 Mechanic, Lead NE G23 Step 1 $64,656 $5,388 $31.0846 $2,486.77 Step 2 $67,896 $5,658 $32.6423 $2,611.38 City of Vernon Classification and Compensation Plan Effective June 28, 2015 1.5% COLA • Effective June 28, 2015, various additions and revisions of classifications 19 of 21 Step 3 $71,280 $5,940 $34.2692 $2,741.54 Step 4 $74,856 $6,238 $35.9885 $2,879.08 Step 5 $78,600 $6,550 $37.7885 $3,023.08 7525 Mechanic, Senior NE G21 Step 1 $58,644 $4,887 $28.1942 $2,255.54 Step 2 $61,584 $5,132 $29.6077 $2,368.62 Step 3 $64,656 $5,388 $31.0846 $2,486.77 Step 4 $67,896 $5,658 $32.6423 $2,611.38 Step 5 $71,280 $5,940 $34.2692 $2,741.54 Meter Reading -Group 7830 Meter Reader NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.15 Step 2 $53,208 $4,434 $25.5808 $2,046.46 Step 3 $55,860 $4,655 $26.8558 $2,148.46 Step 4 $58,644 $4,887 $28.1942 $2,255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 7820 Meter Reader, Lead NE G20 Step 1 $55,860 $4,655 $26.8558 $2,148.46 Step 2 $58,644 $4,887 $28.1942 $2,255.54 Step 3 $61,584 $5,132 $29.6077 $2,368.62 Step 4 $64,656 $5,388 $31.0846 $2,486.77 Step 5 $67,896 $5,658 $32.6423 $2,611.38 Street Maintenance Group 7430 Street Maintenance Worker NE G15 Step 1 $43,764 $3,647 $21.0404 $1,683.23 Step 2 $45,960 $3,830 $22.0962 $1,767.69 Step 3 $48,252 $4,021 $23.1981 $1,855.85 Step 4 $50,652 $4,221 $24.3519 $1,948.15 Step 5 $53,208 $4,434 $25.5808 $2,046.46 7425 Street Maintenance Worker, Senior NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.16 Step 2 $53,208 $4,434 $25.5808 $2,046.46 Step 3 $55,860 $4,655 $26.8558 $2,148.46 Step 4 $58,644 $4,887 $28.1942 $2,255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 Warehouse Group 7630 Warehouse Worker NE G16 Step 1 $45,960 $3,830 $22.0962 $1,767.69 Step 2 $48,252 $4,021 $23.1981 $1,855.85 Step 3 $50,652 $4,221 $24.3519 $1,948.15 Step 4 $53,208 $4,434 $25.5808 $2,046.46 Step 5 $55,860 $4,655 $26.8558 $2,148.46 City of Vernon a: Classification and Compensation Plan Effective June 28, 2015 1.5°% COLA - Effective June 28, 2015, various additions and revisions of classifications 20 of 21 Step 1 $58,644 $4,887 $28.1942 $2,255.54 Step 2 $61,584 $5,132 $29.6077 $2,368.62 Step 3 $64,656 $5,388 $31.0846 $2,486.77 Step 4 $67,896 $5,658 $32.6423 $2,611.38 Step 5 $71,280 $5,940 $34.2692 $2,741.54 Yt $73,704 $6,142 $35.4346 $2,834.77 7625 Warehouse Worker, Senior NE G18 Step 1 $50,652 $4,221 $24.3519 $1,948.15 Step 2 $53,208 $4,434 $25.5808 $2.046.46 Step 3 $55,860 $4,655 $26.8558 $2.148.46 Step 4 $58,644 $4,887 $28.1942 $2.255.54 Step 5 $61,584 $5,132 $29.6077 $2,368.62 Public Works and Water Operations Group 7330 Public Works Foreman E M26 Step 1 $74,856 $6,238 $35.9885 $2,879.08 Step 2 $78,600 $6,550 $37.7885 $3,023.08 Step 3 $82,524 $6,877 $39.6750 $3,174.00 Step 4 $86,652 $7,221 $41.6596 $3,332.77 Step 5 $90,984 $7,582 $43.7423 $3,499.38 7320 Public Works and Water Foreman E M28 Step 1 $82,524 $6,877 $39.6750 $3,174.00 Step 2 $86,652 $7,221 $41.6596 $3,332.77 Step 3 $90,984 $7,582 $43.7423 $3,499.38 Step 4 $95,544 $7,962 $45.9346 $3.674.77 Step 5 $100,320 $8,360 $48.2308 $3,858.46 7310 Public Works and Water Superintendent E M33 Step 1 $105,336 $8,778 $50.6423 $4,051.38 Step 2 $110,592 $9,216 $53.1692 $4,253.54 Step 3 $116,124 $9,677 $55.8288 $4,466.31 Step $121,932 $10,161 $58.6212 $4,689.69 Step 5 $128,028 $10,669 $61.5519 $4,924.15 7130 Public Works Project Coordinator NE G29 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3,674.77 Step 4 $100,320 $8,360 $48.2308 $3,858.46 Step 5 $105,336 $8,778 $50.6423 $4,051.38 7132 Public Works Water Project Coordinator NE G29 Step 1 $86,652 $7,221 $41.6596 $3,332.77 Step 2 $90,984 $7,582 $43.7423 $3,499.38 Step 3 $95,544 $7,962 $45.9346 $3,674.77 Step 4 $100,320 $8,360 $48.2308 $3,858.46 City of Vernon 21 of 21 Classification and Compensation Plan Effective June 28, 2015 7325 Street and Water Crew Leader NE G24 Step 1 $67,896 $5,658 $32.6423 $2,611.38 Step 2 $71,280 $5,940 $34.2692 $2,741.54 Step 3 $74,856 $6,238 $35.9885 $2,879.08 Step 4 $78,600 $6,550 $37.7885 $3,023.08 Step 5 $82,524 $6,877 $39.6750 $3,174.00 Water Maintena , 7930 Water Maintenance Worker NE G17 Step 1 $48,252 $4,021 $23.1981 $1,855.85 Step 2 $50,652 $4,221 $24.3519 $1,948.15 Step 3 $53,208 $4,434 $25.5808 $2,046.46 Step 4 $55,860 $4.655 $26.8558 $2,148.46 Step 5 $68,644 $4,887 $28.1942 $2,255.54 7925 Water Maintenance Worker, Senior NE G22 Step 1 $61,584 $5,132 $29.6077 $2,368.62 Step 2 $64,656 $5,388 $31.0846 $2,486.77 Step 3 $67,896 $5,658 $32.6423 $2,611.38 Step 4 $71,280 $5,940 $34.2692 $2,741.54 Step 5 $74,856 $6,238 $35.9885 $2,879.08 Attachment 2 Assistant Fire Marshal Job Description JOB DESCRIPTION Assistant Fire Marshal Date Prepared; Draft Class Code; 5033 SUMMARY: Under general supervision, assists in leading the Vernon Fire Department (VFD) Fire Prevention Division in the inspection, enforcement, and review of fire and life safety codes and standards; assists in managing the VFD fire prevention and education programs, participates and coordinates fire code inspection program and activities, and assists in the investigation of arson cases. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: • Assists in the operations of Fire Prevention Division; manages a variety of special projects and assignments, including training, public education, inspections, and pre -fire planning. • May perform work as City's Fire Marshal in their absence, ; assists in oversight and performs fire inspection, fire investigation, code review & enforcement, construction plan review, and public education functions; assures program compliance with City policies and national standards; maintains signature authority for all permits issued for fire and life safety code compliance; coordinates activities with other City departments. • Leads the inspection of buildings, structures, and fire suppression systems; verifies compliance with fire prevention regulations; develops, writes, and reviews fire pre -plans. • Participates in the planning, coordination, and preparation of emergency preparedness and disaster relief response plans; updates and maintains the City's Disaster Response Plan. • May supervise Fire Code Inspector(s); prioritize and assign tasks and projects; trains staff, monitors work, develops staff skills, and evaluates performance. • Provides responsible administrative support to the Fire Marshal; prepares and presents staff reports and other necessary correspondence. • Assists in developing fire prevention, inspection, and investigation policies, goals, and priorities; researches, reviews, and interprets and explains fire and life safety, and fire codes, ordinances, regulations, statutes, policies and procedures, and standards. • Provides technical assistance to owners, developers, and design professionals in meeting fire and life safety code requirements; issues warnings and citations for fire and life safety code violations; meets with clients to discuss and resolve compliance issues, and develop solutions to mitigate and eliminate hazards. • Assists field inspectors in resolving difficult and unusual requirements for projects and complex hazard evaluations; conducts field inspections and fire investigations as needed to meet workload demands. • Assists in the investigation of all fires and suspicious incidents; works with other agencies to coordinate enforcement activities and investigate crime scenes; supervises fire investigation teams. • Assists in evaluation of fire and safety issues, analyzes trends, and recommends solutions. • Reviews and approves reports, and prepares and maintains Division records and reports. • Participates in the development and administration of the Fire Prevention Division annual budget; recommends additional funds needed for staffing, equipment, materials, and supplies. • Conducts and assists in the development of public education sessions on fire and life safety for a wide variety of audiences, • Continuously updates knowledge of City geography, traffic patterns, streets, landmarks, building locations, and special hazards of designated facilities, to assure that investigation activities are accomplished in a fast, effective and safe manner. Assistant Fire Marshal Vernon CA 1 of 3 • Stays abreast of current developments in legislation and trends, which may affect the Fire Prevention Division; maintains Federal, State and local mandates. • Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Education, Training and Experience Guidelines: Must have an A.A. or A.S. Degree in Fire Science, Construction Technology, Civil, Mechanical, or Fire Protection Engineering or other related field, or B.A. or B.S. Degree with 24 Units in Fire Science, Construction Technology, Civil, Mechanical, or Fire Protection Engineering or related field. Must have at least four (4) years of experience as a California State Certified Firefighter or have seven (7) years' experience as an ICC Fire Inspector with at least 18 units in fire science. Must have three (3) years of increasingly responsible experience in fire engineering, fire code and environmental compliance or fire prevention and plan check/inspection which includes at least one (1) year of supervisory or lead experience. Knowledge of: • City and VFD policies and procedures. • State and federal regulations, practices, and procedures governing fire safety and emergency services, • Principles, methods and practices of plan review, code enforcement, and building construction. • Techniques and procedures for fire origin and cause investigations. • Methods and techniques of inspecting buildings and facilities, including building materials analysis. • Methods, practices and procedures for fire prevention, fire suppression, hazardous material responses, emergency medical services, rescue operations, and fire investigations. • Procedures and equipment used in modern firefighting and emergency medical response. • National Fire Protection Association (NFPA) and International Fire Service Training Association (IFSTA) training and safety standards. • Operational characteristics of fire suppression apparatus and equipment. • City geography, traffic patterns, and the location of all streets, landmarks, buildings, and water mains. Skill in: • Using initiative and independent judgment within established procedural guidelines, while assuring compliance with VFD goals and objectives. • Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions, and implementing recommendations in support of goals. • Preparing pre -fire plans and recognizing the construction, contents, and occupancy of buildings in order to apply appropriate inspection and investigation techniques. • Managing risk reduction, inspection, investigation, and fire prevention programs. • Inspecting commercial facilities for fire and safety code hazards and construction standards. • Interpreting and applying safety standards, and state and federal rules and regulations. • Investigating and securing crime scenes, and recognizing evidence and causes of arson and accidents. • Effectively supervising and training staff, and delegating tasks and authority. • Assessing and prioritizing multiple tasks, projects and demands. • Operating and maintaining specialized computer and communications equipment. • Establishing and maintaining cooperative working relationships with co-workers and representatives from other local, state, and federal agencies. • Communicating effectively verbally and in writing. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Class C Driver's License is required. Certifications for California State Fire Marshal, in Company Officer, and Fire Prevention 1A, 1B, 1 C, 2A, 2B, 2C are required, or complete the International Code Council (ICC) Building Inspector, Fire Inspector, and Plans Examiner/Building Official certifications for Civilian Assistant Fire Marshal Vernon CA 2 of 3 Fire Inspector II, Additional technical training and certifications are preferred, Haz Mat Technician, Emergency Medical Technician, Investigation 1A and 1 B, Instructor 1A and 1 B and to include California Incident Command Certification System (CICCS) PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in a standard office environment, in fire department facilities, and in the field for inspections, investigations, and evaluation of emergency situations; may be exposed to the same work hazards as Fire Department Captains. Must maintain a level of physical fitness to meet VFD standards. Assistant Fire Marshal Vernon CA 3 of 3 Attachment 3 Industrial Development Director Job Description JOB DESCRIPTION Industrial Development Director Date Prepared: Draft Class Code: 3010 SUMMARY: Under administrative direction of the City Administrator, this executive level position performs the professional and administrative functions of directing, planning, leading, organizing and managing the activities of the Industrial Development Department; implements City policies and establishes procedures related to industrial development, policy development, public and business relations, business retention, expansion, relocation and attraction programs, real property acquisition and disposition, and department operations. Serves as staff person to the Economic and Business Development Commission and the City of Vernon Successor Agency. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer, Essential duties and responsibilities may include, but are not limited to, the following: • Directs, plans, and coordinates the Department's work plan including business attraction, job retention and creation, business assistance, marketing, budgeting, evaluation of trends and related functions. • Reviews and evaluates departmental effectiveness, work methods and procedures; meets with key staff to identify and resolve problems. • Determines the overall Departmental organizational structure, mission, core services and allocation of financial, human and capital resources; develops and administers the departmental operating budget. • Develops marketing program and coordinates activities for attracting new industry and commerce to the City, including assisting existing businesses, entrepreneurial and small business development, and other business retention and expansion efforts in the City; identify market sites for business development. • Coordinates activities with consulting firms in the areas of property appraisal, land acquisition and disposition, relocation, project development, and legal counsel; negotiates with developers, real estate agents, and property owners to promote and ensure successful completion of industrial development projects and related real property purchases and leases; prepares Requests for Proposals soliciting outside agents to perform land acquisitions, appraisals and relocations. • Directs, coordinates, monitors, and evaluates strategies, programs, and activities to ensure business retention and expansion. • Assists the City Administrator, and City Council in establishing economic goals and policies; performs short and long range planning to ensure economic growth. • Communicates information about Successor Agency activities to officials, developers, and the public. • Serves as a technical advisor to the City Administrator and the City Council regarding industrial economic development matters. • Oversees and directs the activities to unwind the Vernon Redevelopment Agency pursuant to the Dissolution Act of 2011 and other mandates that might follow. • Develops and manages short- and long-term Department goals, objectives, policies, and procedures, • Supervises subordinate staff; sets work priorities; creates work schedules; provides training; conducts performance evaluations. • Reviews legislative developments which may impact industrial/economic development programs, policies, and/or procedures. Industrial Development Director Vernon CA 1 of 3 • Analyzes economic data and prepares long-term business and financial forecasts in coordination with other City departments. • Advises, and otherwise provides assistance to the City Council, Commissions, other City personnel, and the public regarding related issues; prepares and presents reports and recommendations relating to the industrial development of the City. • Confers with developers, representatives of residential, commercial, and industrial interests, property owners, and others in promoting and coordinating the development and use of property within the City; confers with other City staff on related activities. • Attends City Council meetings and work sessions, and researches issues for the City Administrator, Mayor, and City Council; assures effective communication of major project and policy issues. • Develops and presents status and summary reports; reviews documents and reports prepared by consultants and staff to assure accuracy, completeness and appropriateness. • Directs the preparation of technical and administrative reports; presents reports along with recommendations to the City Administrator, City Council, boards and commissions. • Represents the Department to other departments, elected officials and external agencies. • Attends internal and external stakeholder meetings; meets with City committees, commissions, residents and businesses to discuss and resolve issues; oversees projects and regional issues with local officials, agencies, businesses, community organizations, and advocates. • Confers with developers, commercial representatives, industrial interests, property owners and others in promoting and coordinating the development and use of property within the City. • Assists and supports other departments with activities that overlap with industrial development, redevelopment dissolution activities and business financial strategies such as the issuance of bonded debt, operation of land resources and negotiation of public/private partnerships. • Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Education, Training and Experience Guidelines: Bachelor's Degree in Economics, Finance, Business, Public Administration, Urban Planning or related field; AND five years of increasingly responsible experience in the implementation and administration of economic or industrial development, finance, commercial real estate, redevelopment or urban planning programs; including three years of supervisory or management experience. Master's Degree in Economics, Finance, Business, Public Administration, Urban Planning or a related field is highly desirable. Knowledge of: • City organization, operations, policies, and procedures. • Federal and state laws and regulations governing municipalities, and City rules and ordinances. • California redevelopment law, including the Dissolution Act of 2011. • Principles and practices of local government administrative management, including personnel rules, procurement, finance, budgeting, contract and risk management, performance management, and evaluation of public sector programs, policies, and operations. • Economic development principles and program implementation methods, including business development, redevelopment, marketing, and local government financial incentives for business and economic development projects. • Urban and regional economics and finance • Strategic planning techniques for the economic, financial, and environmental needs of the City. • Legal, ethical, and professional rules of conduct for municipal government officers. • Current political and economic trends in state and federal government. • Techniques and practices for efficient and cost effective management of resources. • Business computers and standard and specialized software applications. Industrial Development Director Vernon CA 2 of 3 Skill in: • Analyzing complex administrative and operational issues, interpreting laws and regulations, evaluating alternatives, and developing recommendations, strategies, and operational improvements. • Analyzing City needs, and prioritizing and promoting operational strategies to meet future needs. • Preparing, tracking, and administering budgets. • Analysis of economic studies, financial statements, pro formas, marketing studies, plans, specifications and bid documents. • Determining economic development potential and opportunities, and developing plans and programs for the acquisition and retention of industry and business in the community. • Interpreting and applying municipal policies and procedures. • Presenting and defending operational reports and information in public meetings. • Analyzing problems, resolving disputes and conflicts, and developing effective solutions. • Using initiative and independent judgment within established procedural guidelines. • Assessing and prioritizing multiple tasks, projects and demands. • Establishing and maintaining cooperative working relationships with City employees, elected officials, community groups, advocates, and representatives from other local, state, and federal agencies, • Communicating effectively verbally and in writing. LICENSE AND CERTIFICATION REQUIREMENTS: Possession of a valid California State Driver's License. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in a standard office environment with some exposure to an outdoor work environment. Industrial Development Director Vernon CA 3 of 3 Attachment 4 Police Community Services Officer Job Description JOB DESCRIPTION Police Community Service Officer Date Prepared: DRAFT Job Class: 4123 SUMMARY: Under general supervision, performs a variety of administrative duties in a non -sworn capacity in support of Police Department operations, services, and functions including but not limited to the areas of patrol, traffic control, parking enforcement, community policing, records, investigations, works closely with and provides support to sworn police officers to relieve sworn police officers of technical police related duties in the field and office; performs a variety of other duties based on the needs of the department including those related to special assignments. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer, Essential duties and responsibilities may include, but are not limited to, the following: • Prepares basic criminal reports; uses a computer terminal or personal computer to enter and retrieve data. • Maintains and submits daily officer's log on both paper and electronic media. • Testifies in court proceedings as required; prepares exhibits for the District Attorney and court as assigned. • Provides a full range of information to citizens and other interested parties; interprets, applies and explains ordinances, rules, codes, and regulations; enforces codes; assists citizens needing medical attention until paramedics arrive; provides basic first aid. • Attends and participates in local and regional training and professional group meetings; keeps informed of new trends and innovations. • Performs related duties as required. • Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -related issues and City information; performs other duties as required or assigned. Investigations: Assists Police Officers and Detectives in crime investigation and reporting, or investigates assigned cases including auto theft and embezzled vehicle cases, and related cases, traffic collisions/traffic hazards. Receives and files crime reports; assists on investigation cases including interviewing victims, witnesses, and preserves crime scenes appropriately; assists in gathering other information for police officers, and documents as necessary. Patrol/Community Policing/Traffic Functions: • Responds to and assists at non -injury, minor injury, and major injury traffic collisions; provides first aid at the scene; provides traffic control at accident scenes and assists in directing other responders/units and emergency medical personnel into the scene; requests tow trucks as necessary; impounds vehicles as necessary; coordinates with appropriate agencies and/or staff to ensure collision debris/hazardous materials are removed from scene. Police Community Service Officer Vernon CA 1 of 3 • Participates in searches including those for missing persons, runaways, and elderly/disabled walk- aways. • Provides traffic control; identifies and removes or coordinates the removal of traffic hazards assists disabled motorists. • Provides transportation services including but not limited to; non -suspect adults and children, non - injured collision victims, found individuals, children being assigned to the Children's Center. • Issues notices, warnings, and citations and impounds vehicles; enforces parking regulations, vehicle code and local municipal codes; writes citations for parking violations including for vehicles stored on roadway. • Coordinates the removal of vehicles causing safety and traffic hazards off of City streets including abandoned, wrecked, issuing notices and citations, and tagging vehicles; follows -up on vehicles that have been issued 72 hour notices; impounds vehicles as required; processes necessary forms and related paperwork. Records Functions: • Provides customer service to citizens at the Police Department front -desk; answers telephones, provides information and routes calls to appropriate personnel; greets visitors, provides information, and logs in visitors; prepares agency releases for stored or impounded vehicles. • Collects vehicle impound fees voids citations in accordance with guidelines. MINIMUM QUALIFICATIONS: Education: High School Diploma or GED equivalent; AND one year of work experience involving public contact and performance of basic office support duties. Experience in a law enforcement or related work environment is desirable. Knowledge of: • City and VPD policies and procedures. • Basic law enforcement organization, activities, terminology, practices, and regulations. • Basic bookkeeping and clerical accounting principles, practices and terminology, • Modern office procedures, methods, and equipment Including computers. • Computer applications such as word processing. • Safe work methods and safety regulations pertaining to the work including safe driving principles and practices. • Geography, roads, and landmarks of City and surrounding areas. • Effective communication skills and techniques required for gathering, evaluating and transmitting information. • Principles and practices of customer service. • Effective English usage, to include proper spelling, grammar, and punctuation. Ability to: • Learn methods and techniques related to basic police functions. • Understand, interpret, and apply pertinent federal, state, and local codes, laws, and regulations including vehicle codes, penal codes, and municipal codes. • Understand, interpret, and apply general and specific administrative and departmental policies, procedures, and guidelines. • Prepare clear, concise, factual, and thorough reports and statements. • Prepare, maintain, file, and index a variety of reports, records, and other written materials. • Identify and respond to community and organizational issues, concerns, and needs. • Organize and prioritize timelines and project schedules in an effective and timely manner. • Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Police Community Service Officer Vernon CA 2 of 3 • Establish and maintain various data collection, record keeping, tracking, filing, and reporting systems. • Operate assigned vehicle in a safe manner. • Use and operate assigned tools and equipment including portable radio, camera, and evidence/fingerprint kit. • Exercise tact and judgment in responding to inquiries and resolving complaints and problems. • Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person, • Demonstrate an awareness and appreciation of the cultural diversity of the community. • Lift and move objects weighing up to 50 pounds. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective and courteous relationships with the public and co-workers and contribute to a successful team effort. • Operate and use various office equipment including a computer and various software packages. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Driver's License is required. Completion of PC 832 course, or the ability to complete the course within the designated timeframe, Possession of or ability to obtain within designated timeframe, OC certification. Possession of or ability to obtain within designated timeframe, CPR/First Aid certification. Must successfully pass a Police Department background check. Must be 18 years of age at time of appointment. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in a standard office environment, and in the field to lead investigations and tactical situations; may be exposed to physical attacks, hazardous chemicals, infectious and communicable diseases; required to physically restrain persons; must maintain a level of physical fitness to meet VPD standards. Police Community Service Officer Vernon CA 3 of 3 Attachment 5 Building Inspector Job Description r� L JOB DESCRIPTION Building Inspector Date Prepared: DRAFT Class Code: 7230 SUMMARY: Under basic supervision, examines, reviews and performs complex plan check review and inspections of buildings to ensure compliance with building code regulations, local ordinances and state laws. DISTINGUSHING CHARACTERISTICS: The Building Inspector is the journey level classification within the Building Inspector series, responsible for performing complex work assigned to the series. Positions at this level possess a specialized knowledge, are assigned tasks up to the journey level, and require the acquisition of Building certification. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required, The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: • Reviews construction plans and documents for residential, industrial, and commercial buildings and systems for code compliance including general building, and disability accessibility requirements. • Reviews plans and construction work for proper installation methods and use of compliant materials. • Inspects work during various phases of construction for compliance; orders corrective action as necessary; prepares reports of inspections and completed work; approves compliant work. • Investigates code violations; posts "stop work" orders; prepares reports of findings. • Assists in the coordination of inspection activities with other City departments. • Performs occupancy, zoning, land use and code enforcement inspections; issues compliance orders and/or citations; prepares case logs; serves as a witness regarding appeals to enforcement cases. • Assists the public at the permit counter; provides general information; advises and interprets codes to the general public, contractors, engineers, architects and others as required; calculates fees and issues permits. • Coordinates construction progress with other City departments, divisions and/or external agencies, • Maintains all public records for public examination. • Assists in arranging, initiating, coordinating, and overseeing special inspections and checks test results for conformance to specification requirements. • Performs calculations to assure proper sizing of systems. Reviews and examines materials delivered to job sites to ensure compliance with specifications and submittals. • Maintains inspection records and documentation on an automated data base. • Assists in the preparation of new regulations; recommends revisions of existing regulations. • Maintain public records for public examination. • Attends various seminars and training courses for professional development. • Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Building Inspector Vernon CA 1 of 2 Education, Training and Experience Guidelines: Associate Degree in Architecture, Engineering, Construction Management or a closely related field preferred; AND two years of building inspection experience. Knowledge of: • City organization, operations, policies, and procedures. • Methods, techniques and materials used in the design and construction of residential, industrial and commercial structures. • Plan reading for residential and commercial projects. • Building codes • CalGreen building codes. • California Energy Code. • General provisions of housing, and building, codes and ordinances. • Methods of investigation used in code enforcement. • Modern developments, current literature and information sources regarding construction and design. • Customer service standards and protocols. • ADA requirements Skill in: • Performing plan reviews of architectural drawings and records. • Reading and interpreting complex building plans. • Reviewing energy calculations. • Coordination with utilities. • Maintenance of all public records for public examination. • Maintenance inspection of records and documentation on an automated data base. • Reading and interpreting blueprints and specifications. • Following verbal and written instructions and procedures. • Communicating effectively verbally and in writing. • Dealing tactfully and courteously with the public. • Establishing and maintaining cooperative working relationships owners, business owners, building tenants, contractors, external general public. with supervisors, co-workers, property public and private organizations and the LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Driver's License is required. International Code Council Commercial Building Inspector. International Code Council Residential Building Inspector International Code Council Plans Examiner Must obtain Safety Assessment Program Inspector certificate within one year of hire. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme weather conditions and hazardous chemicals. May be required to climb ladders, work within confined spaces and/or trenches. Building Inspector Vennon CA 2 of 2 Attachment 6 Senior Electrical Inspector Job Description JOB DESCRIPTION Electrical Inspector, Senior Date Prepared: DRAFT Class Code: 7213 SUMMARY: Under general supervision, enforces the National Electric and City of Vernon codes related to the installation of electrical equipment in new and existing buildings; examines, reviews, and performs higher level complex plan check review and inspections of buildings to ensure compliance with code regulations, local ordinances, and state and federal laws. DISTINGUSHING CHARACTERISTICS: The Senior Electrical Inspector is the advanced journey level classification within the Electrical Inspector series, responsible for performing the more specialized and complex work assigned to the series. Positions at this level possess a specialized expertise, are assigned tasks above the journey level, are the lead inspector in the series, and require the acquisition of Electrical certification and specialized certificates. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: • Reviews construction plans and documents for residential, industrial, and commercial buildings and systems for code compliance to electrical requirements. • Reviews plans and construction work for proper installation methods and use of compliant materials. • Inspects work during various phases of construction for compliance; orders corrective action as necessary; prepares reports of inspections and completed work; approves compliant work. • Investigates code violations; posts "stop work" orders; prepares reports of findings. • Coordinates inspection activities with other City departments. • Performs occupancy, zoning, land use and code enforcement inspections; issues compliance orders and/or citations; prepares case logs; serves as a witness regarding appeals to enforcement cases. • Assists the public at the permit counter; provides general information; advises and interprets codes to the general public, contractors, engineers, architects and others as required; calculates fees and issues permits. • Coordinates construction progress with other City departments, divisions and/or external agencies. • Arranges, initiates, coordinates, and oversees special inspections and checks test results for conformance to specification requirements. • Performs calculations to assure proper sizing of systems. Reviews and examines materials delivered to job sites to ensure compliance with specifications and submittals. • Recommends revisions to existing and new regulations. • Maintains inspection records and documentation on an automated data base. • Maintains public records for public examination. • Arranges and conducts job site conferences with technical consultants, engineers, architects, representatives of client departments, equipment manufacturers and subcontractors to review project requirements. • Resolves field and office issues/problems regarding the application or interpretation of codes and regulations enforced by the division. • May provide work direction and training to less experienced staff. Electrical Inspector, Senior Vernon CA 1 of 2 Attends various seminars and training courses for professional development. Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Education, Training and Experience Guidelines: Associate Degree in Construction Management or a closely related field preferred; AND four years of electrical inspection and plan check experience. Knowledge of: • City organization, operations, policies, and procedures. • Methods, techniques and materials used in electrical construction of residential, industrial and commercial structures. • California Electrical Code, • California Energy Code. • CalGreen Building Code. • Plan reading for residential, industrial and commercial electrical systems. • General provisions of housing, building, and electrical codes and ordinances. • Methods of investigation used in code enforcement. • Modern developments, current literature and information sources regarding construction and design. • Customer service standards and protocols.ADA requirements Skill in: • Directing the work of other employees. • Reading and interpreting complex building and electrical plans. • Reviewing Energy calculations. • Reading and interpreting blueprints and specifications. • Following verbal and written instructions and procedures. • Communicating effectively verbally and in writing. • Dealing tactfully and courteously with the public. • Coordination with utilities. • Maintenance of all public records for public examination. • Maintenance of inspection records and documentation on an automated data base. • Establishing and maintaining cooperative working relationships with supervisors, co-workers, property owners, business owners, building tenants, contractors, external public and private organizations and the general public. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Driver's License and certification from the International Code Council as an Electrical Inspector and Electrical Code Plans Examiner is required. Must obtain Safety Assessment Program Inspector certificate within one year of hire. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme weather conditions and hazardous chemicals. May be required to climb ladders, work within confined spaces and/or trenches. Electrical Inspector, Senior Vernon CA 2 of 2 Attachment 7 Senior Plumbing and Mechanical Inspector Job Description JOB DESCRIPTION Plumbing and Mechanical Inspector, Senior Date Prepared: DRAFT Class Code: 7217 SUMMARY: Under general supervision, examines, reviews and performs higher level complex inspections of buildings to ensure compliance with building code regulations, local ordinances, and state and federal laws. DISTINGUSHING CHARACTERISTICS: The Senior Plumbing and Mechanical Inspector is the advanced journey level classification within the Plumbing and Mechanical Inspector series, responsible for performing the more specialized and complex work assigned to the series. Positions at this level possess a specialized expertise, are assigned tasks above the journey level, are the lead inspector in the series, and require the possession of Plumbing and Mechanical certification and specialized certificates. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: • Reviews construction plans and documents for residential, industrial, and commercial buildings and systems for code compliance to plumbing and mechanical requirements. • Reviews plans and construction work for proper installation methods and use of compliant materials. • Inspects work during various phases of construction for compliance; orders corrective action as necessary; prepares reports of inspections and completed work; approves compliant work. • Provides assistance to customers at the front counter, provides general information; advises and interprets codes to the general public, contractors, engineers, architects and others as required; calculates fees and issues permits. • Arranges, initiates, coordinates, and oversees special inspections and checks test results for conformance to specification requirements. • Reviews and approves the issuance of plumbing and mechanical development permits. • Investigates code violations; posts "stop work" orders; prepares reports of findings. • Performs calculations to assure proper sizing of systems. Reviews and examines materials delivered to job sites to ensure compliance with specifications and submittals. • Reviews and approves all industrial wastewater discharge permit applications; works with the Los Angeles County sanitation districts; maintains and manages a data base. • Coordinates with utilities and other departments. • Recommends revisions to existing and new regulations, • Performs occupancy, zoning, land use and code enforcement inspections; issues compliance orders and/or citations; prepares case logs; serves as a witness regarding appeals to enforcement cases. • Maintains all public records for public examination. • Maintains inspection records and documentation on an automated data base. • Arranges and conducts job site conferences with technical consultants, engineers, architects, representatives of client departments, equipment manufacturers and subcontractors to review project requirements. • Resolves field and office issues/problems regarding the application or interpretation of codes and regulations enforced by the division. Plumbing and Mechanical Inspector, Senior Vernon CA 1 of 2 • May provide work direction and training to less experienced staff. • Attends various seminars and training courses for professional development. Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Education, Training and Experience Guidelines: Associate Degree in Architecture, Engineering, Construction Management or a closely related field preferred; AND four years of building, construction, plumbing, or mechanical, inspection experience. Knowledge of: • City organization, operations, policies, and procedures. • Plan reading for residential, industrial and commercial plumbing and mechanical systems. • Building codes regarding plumbing, mechanical, building. • Methods, techniques and materials used in the design and construction of residential and commercial structures. • CalGreen building codes. • California Energy Code. • General provisions of housing, building and plumbing codes and ordinances. • Methods of investigation used in code enforcement. • Modern developments, current literature and information sources regarding construction and design. • Customer service standards and protocols.ADA requirements Skill in: • Directing the work of other employees. • Performing plan reviews of architectural drawings and records, • Reading and interpreting building, plumbing and mechanical plans. • Reading and interpreting blueprints and specifications. • Reviewing energy calculations. • Following verbal and written instructions and procedures. • Communicating effectively verbally and in writing. • Dealing tactfully and courteously with the public. • Coordination with utilities. • Maintenance of all public records for public examination. • Maintenance of inspection records and documentation on an automated data base. • Establishing and maintaining cooperative working relationships with supervisors, co-workers, property owners, business owners, building tenants, contractors, external public and private organizations and the general public. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Driver's License is required. International Code Council Plumbing Inspector UPC. International Code Council Mechanical Inspector UMC. ICC or IAMPO Plumbing and Mechanical Plans Examiner Must obtain Safety Assessment Program Inspector certificate within one year of hire. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme weather conditions and hazardous chemicals. May be required to climb ladders, work within confined spaces and/or trenches. Plumbing and Mechanical Inspector, Senior Vernon CA 2 of 2