Resolution No. 2016-006RESOLUTION NO. 2016-06
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 January 19, 2016, the City Council of the City
of Vernon adopted Resolution No. 2016-03, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated February 2, 2016, the Interim
Human Resources Director, in conference with City Administration, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend the salary grade for the position of Deputy City Clerk based
on proposed job description updates; 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 from California Environmental Quality Act
("CEQA") review, because it is a continuing administrative activity
that will not result in direct or indirect physical changes in the
environment, and therefore does not constitute a "project" as defined
by CEQA Guidelines section 15378.
SECTION 3: Effective February 2, 2016, 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. 2016-03, not consistent with or in
conflict with this resolution are hereby repealed.
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 2nd day of February, 2016.
ATTEST:
Maria . Ayala
City Clerk /
Name: W. Michael McCormick
Title. Mayor /Try-^G
APPROVED AS TO FORM:
Zay a M ssa, Deputy City Attorney
- 2 -
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
Maria E . Ayala �� r� t�� r, _
I, , City Clerk / nAn,�t�, T of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2016-06, 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, February 2, 2016, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this 3-A day of February, 2016, at Vernon, California.
(SEAL)
- 3 -
Maria . Ayala
City Clerk /
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Effective February 2, 2016
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
Section 1:
Section 2:
Section 3:
Section 4:
Section 5:
Section 6:
Section 7:
Section 8:
Section 9:
Section 10:
Section 11:
Section 12:
Section 13:
Section 14:
Section 15:
Section 16:
Section 17:
Section 18:
Section 19:
Section 20:
Section 21:
Section 22.
........................................................................................................ 4
Holiday.............................................................................................
4
Administrative Leave Time..............................................................
6
Overtime..........................................................................................
8
Compensatory Time.......................................................................10
CourtTime......................................................................................11
Vacation..........................................................................................12
SickLeave......................................................................................14
Family Sick Leave (Kin Care)........................................................16
BereavementLeave.......................................................................17
JuryDuty.......................................................................................19
Automobile Allowance and Reimbursement for Expenses .............
20
Health Insurance............................................................................
22
Dental Insurance............................................................................
24
Vision Insurance.............................................................................
25
LifeInsurance.................................................................................
26
Deferred Compensation Plan .........................................................
27
CalPERS Retirement Plan..............................................................28
Retiree Medical Insurance..............................................................30
Longevity Program.........................................................................
32
BilingualPay...................................................................................34
Uniform Allowance..........................................................................35
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
2
FRINGE BENEFITS
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 1. 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.
►.1
TABLE 1 - HOLIDAY
January 1 s` - New Year's Da
3 Monday in January - Martin Luther King Jr. Da
d�Monday in February - Presidents Da
March 31 st - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4t — Independence Da
The 1 st Monday in September — Labor Da
The 2" Monday in October — Columbus Da
November 11 t — Veterans Da
The 4 th Thursday in November - Thanksgiving Da
December 24' — Christmas Eve
December 25t — Christmas Da
December 31 st — 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
January 1 — March 31
60 hours
April 1 — June 30
45 hours
Jul 1 — Se t. 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
IJ
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.
7
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-time 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.
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
ZI
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.
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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.
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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
1 St year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th 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-Weekly
Accrual
1 St year thru 4th gear 120 4.62
5th year thru 10t year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 251h year 185 7.12
25th 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
12
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.
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.
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Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar
year, at a rate of 3.08 of sick leave hours per pay period.
B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014,
beginning July 1, 2015, all part-time and temporary employees (excluding
CalPERS retired annuitants) working for 30 or more days within a year shall be
entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked.
C. Employees shall only receive sick leave accrual while they are in a paid status.
D. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/
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-time) or 48 Hours (part-time will
be compensated for at the end of the calendar year at 50% of the employee's
hourly rate.
F. Temporary employees are not eligible for cash -out of accrued sick leave hours.
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.
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.
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.
J. 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 state and federal laws.
K. 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.
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.
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.
N. 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.
P. If a temporary employees resigns or the temporary assignment has ended,
he/she shall not be eligible for compensation of unused sick leave hours in
his/her sick leave bank at the time of separation.
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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
4 work days
-Spouse
Child
4 work days
Registered
Domestic Partner
4 work days
4 work days
-Step-Child
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
4 work days
-Step-Grandchild
4 work days
-Grandparent
Grand arent-in-law
4 work days
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
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 duty. 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 duty 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 duty 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.
20
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
Chief
City Vehicle & Fuel
Administrative Fire Captain
City Vehicle & Fuel
Fire Training Captain
City Vehicle & Fuel
Gas & Electric Director
$400.00*
Industrial Development
Director
$400.00
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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 classification have historically included and currently include
use of a City -owned vehicle and fuel. Accordingly, the current Director of Gas and Electric may continue to use a
City -owned vehicle and fuel in -lieu of receiving the $400 monthly automobile allowance. Once the current City -
owned vehicle is due for replacement or the current incumbent leaves the position, whichever occurs first, the
Director of Gas and Electric classification will receive the $400 monthly automobile 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-time 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.
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 CalPERS 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.
N]
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 — 4th 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)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
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.
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 two
(2) 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 10th 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 (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty
percent (20%) per month of their base salary effective July 1, 1989, and every year
thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989,
shall be entitled to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service — 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 date shall be entitled to receive
said five percent (5%) per month upon said anniversary date. Further, such
employees will not be entitled to receive any additional percentage increase to their
base salary for further service. This subsection shall only apply to employees hired
on or after July 1, 1994 and 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.
F. 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 times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
I.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
PART II
CLASSIFICATION AND COMPENSATION PLAN
gm
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.
.N
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
41
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
1 of 22
1025 Council Member
E 001
$25,752
$2,146
n/a
$990.46
1030 Mayor
E 001
$25,752
$2,146
n/a
$990.46
CITY ADMINISTRATION G
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
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
2 of 22
1615 Programmer/Analyst
E
C30
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
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
OFFICECITY CLERK'S
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
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
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
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
ADMINISTRATIVE AND CLERICALGROUP
1505 Administrative Aide (part-time hourly) NE C5
Step 1 ------ $40.0000
3 of 22
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
$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
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
$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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
4of22
Step 4 $78,600 $6,550 $37.7885 $3,023.08
Step 5 $82,524 $6,877 $39.6750 $3,174.00
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
Step 5
$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
1249 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
City of Vernon
5 of 22
Classification and Compensation Plan
Effective February 2, 2016
Class Occupational .. . ..
..-..
. PAY
..
Add Revised Deputy City Clerk Pay Range Only
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
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
-• •
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 Marshal
NE M29
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
5025 Fire Battalion Chief (P) NE FM38
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
5025 Fire Battalion Chief (A)
6 of 22
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
Step 5 $163,392 $13,616 $56.1099 $6,284.31
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
$71.2558
$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
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
$45.9346
$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
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
5040 Fire Engineer (A) NE FA28
Step 1 $82,524 $6,877 $39.6750 $3,174.00
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
7 of 22
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
5020 Fire Marshal
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 4
$121,932
$10,161
$58.6212
$4,689.69
Step 5
$128,028
$10,669
$61.5519
$4,924.15
5060 Firefighter (P)
NE F25
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
5060 Firefighter (A)
NE FA25
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
5045 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
5045 Firefighter/Paramedic (A)
NE FA28
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
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
5035 Firefighter/Paramedic Coordinator (A)
NE FA29
Step 1
$86,652
$7,221
$41.6596
$3,332.77
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
8of22
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
Business and Accounts Group
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
NE G27
Compliance Group
8615 Utilities Compliance Analyst
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
NE G17
Customer Service Group
8530 Utilities Customer Service Representative
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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
9 of 22
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
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
8053 Electrical Test Technician, Senior
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
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 Electrical Test 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
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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
10of22
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
$105,336
$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
8115 Supervising Electrical Engineer NE
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 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
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
11 of 22
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 4
$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 g and Scheduling
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
$95,544
$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
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 4
$180,156
$15,013
$86.6135
$6,929.08
Step 5
$189,156
$15,763
$90.9404
$7,275.23
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
12 of 22
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
Telecommunications 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
Step 5
$89,844
$7,487
$43.1942
$3,455.54
Step 6
$85,152
$7,096
$40.9385
$3,275.08
Step 7
$80,712
$6,726
$38.8038
$3,104.31
Step 8
$76,512
$6,376
$36.7846
$2,942.77
2015 Deputy Dir. of Health & Environmental Contrc
E
M35
Step 1
$116,124
$9,677
$55.8288
$4,466.31
Step 2
$121,932
$10,161
$58.6212
$4,689.69
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
Step 3
Step 4
Step 5
2010 Director of Health and Environmental Control E
Min
Max
$128,028 $10,669
$134,436 $11,203
$141,144 $11,762
E43
13 of 22
$61.5519 $4,924.15
$64.6327 $5,170.62
$67.8577 $5,428.62
$171,564 $14,297 $82.4827 $6,598.62
$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
G 1
$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
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
1415 Human Resources Analyst, Senior E
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 4
$116,124
$9,677
$55.8288
$4,466.31
Step 5
$121,932
$10,161
$58.6212
$4,689.69
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
14 of 22
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
INDUSTRIAL••GROUP
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 4
$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 6
$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
$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
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
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
15 of 22
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 Support
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
Step 5
$55,860
$4,655
$26.8558
$2,148
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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
4110 Police Records Manager
16of22
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
NE M27
Step 1
Step 2
Step 3
Step 4
Step 5
$78,600
$6,550
$37.7885
$3,023.08
$82,524
$6,877
$39.6750
$3,174.00
$86,652
$7,221
$41.6596
$3,332.77
$90,984
$7,582
$43.7423
$3,499.38
$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
Building and PlaLining Group
7230 Building Inspector
NE G25
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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
17 of 22
Step 4
$82,524
$6,877
$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
Step 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 4
$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
Step 4
$82,524
$6,877
$39.6750
$3,174.00
Step 5
$86,652
$7,221
$41.6596
$3,332.77
7213 Plumbing and Mechancial Inspector, Senior NE
G27
Step 1
$78,600
$6,550
$37.7885
$3,023.08
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
18of22
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
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 4
$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
Step 2
Step 3
Step 4
Step 5
$58,644
$4,887
$28.1942
$2,255.54
$61,584
$5,132
$29.6077
$2,368.62
$64,656
$5,388
$31.0846
$2,486.77
$67,896
$5,658
$32.6423
$2,611.38
$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
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
City of Vernon
0 Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
19of22
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 Group
NE G16
7720 Facilities Maintenance Worker
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
Garage7530
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
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
City of Vernon 20 of 22
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
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 ..
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
NE G15
7430 Street Maintenance Worker
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
$1,948.15
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
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
7620 Warehouse Worker, Lead NE G21
City of Vernon
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
21 of 22
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
Y1
$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 OperationLGroup
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 4
$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
Classification and Compensation Plan
Effective February 2, 2016
Add Revised Deputy City Clerk Pay Range Only
Step 5
7325 Street and Water Crew Leader NE G24
Step 1
Step 2
Step 3
Step 4
Step 5
Water Maintenance Group
7930 Water Maintenance Worker NE G17
Step 1
Step 2
Step 3
Step 4
Step 5
7925 Water Maintenance Worker, Senior NE G22
Step 1
Step 2
Step 3
Step 4
Step 5
22 of 22
$105,336 $8,778 $50.6423 $4,051.38
$67,896
$5,658
$32.6423
$2,611.38
$71,280
$5,940
$34.2692
$2,741.54
$74,856
$6,238
$35.9885
$2,879.08
$78,600
$6,550
$37.7885
$3,023.08
$82,524
$6,877
$39.6750
$3,174.00
$48,252
$4,021
$23.1981
$1,855.85
$50,652
$4,221
$24.3519
$1,948.15
$53,208
$4,434
$25.5808
$2,046.46
$55,860
$4,655
$26.8558
$2,148.46
$58,644
$4,887
$28.1942
$2,255.54
$61,584
$5,132
$29.6077
$2,368.62
$64,656
$5,388
$31.0846
$2,486.77
$67,896
$5,658
$32.6423
$2,611.38
$71,280
$5,940
$34.2692
$2,741.54
$74,856
$6,238
$35.9885
$2,879.08
TRANSMITTAL COMMUNICATION
CITY CLERK'S OFFICE
INTEROFFICE MEMORANDUM
DATE: February 3, 2016
TO: Maria Ayala, City Clerk
Daniel Calleros, Police Chief
Kristen Enomoto, Deputy City Administrator
Carlos Fandino, Director of Gas & Electric
William Fox, Finance Director/City Treasurer
Lisette Grizzelle, Interim Director of Human Resources
Leonard Grossberg, Director of Health & Environmental Control
Masami Higa, Assistant Finance Director
Alex Kung, Economic Development Manager
Joaquin Leon, Deputy City Treasurer
Hema Patel, City Attorney
Scott Rigg, Public Works & Water Superintendent
Ernesto Smith, Information Technology Manager
A.J. Wilson, Interim City Administrator
Michael Wilson, Fire Chief
FROM: Deborah Juarez, Records Management Assistant
RE: Resolution No. 2016-06 — 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
Transmitted herewith is a copy of Resolution No. 2016-06 referenced above, which was approved by City
Council on February 2, 2016.
Thank you.
Attachment
c: Resolution No. 2016-06
STAFF REPORT
7 1 Ctl D
N16
.i
CITY CLERK'S OFFICE it
STAFF REPORT hU'.-ili`�lSTRA
HUMAN RESOURCES DEPARTMENT
DATE: February 2, 2016
TO: Honorable Mayor and City Council
FROM: Lisette Grizzelle, Interim Director of Human Resources Department-*�
RE: Approval of a Resolution Adopting an Amended and Restated Citywide
Fringe Benefits and Salary Resolution and Deputy City Clerk Job
Description in Accordance with Government Code Section 20636(B)(1) and
Repealing All Resolutions in Conflict Therewith
Recommendation
A. Find that approval of the resolution proposed action is exempt from California
Environmental Quality Act ("CEQA") review, because it is a continuing administrative
activity that will not result in direct or indirect physical changes in the environment, and
therefore does not constitute a "project" as defined by CEQA Guidelines section 15378.
B. Adopt the attached resolution amending and restating the Citywide Fringe Benefits and
Salary Resolution, effective February 2, 2016, to reflect the following provision:
1) Amend Exhibit A, Classification and Compensation Plan, as follows:
a) Change salary grade for Deputy City Clerk to (C26 - $6,238 - $7582 —
Confidential Group)
C. Adopt the revised Deputy City Clerk Job Description, effective February 2, 2016, to
reflect the following provision:
2) Adopt Revised Deputy City Clerk Job Description.
Background
During the regular City Council meeting of January 19, 2016, Ana Barcia current Deputy City
Clerk announced her resignation effective Thursday, January 28, 2016. As a result of this
announcement, City Clerk Maria Ayala requested a survey be conducted by Human Resources to
assess the Deputy City Clerk position against the City's established comparable agencies. A
survey was conducted to assess the City's Deputy City Clerk job description and salary range.
The survey results identified a salary increase in this classification and a few key revisions to the
Page 1 of 2
job description in the overall market. The current Deputy City Clerk (Confidential) salary range
is C25 - $5,940 - $7,221, while the updated survey results indicate that salary range is C26 -
$6,238 - $7,582, most closely aligns with the 78`h percentile of the current labor market.
The key revisions to the Deputy City Clerk job description include an increase in the educational,
training and experience requirements and updates to the job functions relating to increased
responsibility to assist in training and guiding City Clerk's Office staff.
Fiscal Impact
The cost associated with the aforementioned salary change can be absorbed by the City Clerk
Department 2015-2016 fiscal year budget.
Attachment(s)
Revised Deputy City Clerk Job Description
Page 2 of 2
JOB DESCRIPTION
Deputy City Clerk
Date Prepared: MaFG 204-5 Class Code: 1315
February, 2016
SUMMARY: Under general supe uisiORdirection of the City Clerk, performs the duties of the
office as defined by law including technical, legal, and administrative duties in managing the
official records of the City; assists in maintaining the required historical municipal records, assists
in coordinating municipal elections, and, in conjunction with the City Clerk and City Attorney's
office, assures technical compliance with City and state regulations and Ralph M. Brown Act open
meeting laws.
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 management of the official records of the City; verifies official City activities are
in compliance with federal and state laws and regulations, and City policies; works
independently and makes appropriate decisions based on knowledge of City policies;
performs duties within scope of authority.
• Assists with and/or performs the duties of City Clerk as assigned; drafts, compiles, prepares,
and distributes City Council, or other governing bodyJAW agenda packets, public meeting
notices, and supporting documentation; processes legal and technical documents.
• Performs the technical transcribing of public meeting minutes; attends public meetings and
takes notes.
• Receives, records, assigns and, in conjunction with the City Attorney, responds to public
records requests.
• Assists as custodian of City records, and verifies the accuracy of technical files and official
records including Statements of Economic Interest required by the California Political Reform
Act; verifies City records management and retention program is in compliance with California
statutes.
• Assists with conduct of City elections, including managing the dissemination, and return, of
ballots and the filing of all required technical documents.
• Drafts staff reports, department procedures, correspondence and other documents as
needed.
• Assures the absolute confidentiality of City's confidential records and information.
• Assures that security protocols are followed, and all reports and paperwork are completed in a
timely manner; updates, corrects, retrieves, and releases information according to procedures.
• Assist in leading staff on programs and projects; and provides guidance and training to staff.:
• Assist in nrnVirtinn Eluidanne and traaninn to 6taff
•—May assist in planning, organizing and directing the functions of the City Clerk's Office,
including supervising staff. supep se nlarinol staff.
Provides information, instructions and assistance to the public and others having business
with the City; assists customers with requests, applications, government forms, and other
documents; responds to and resolves customer service issues in a courteous and respectful
manner.
• 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:
Asses+ate'&-Bachelor's Degree in Public or Business Administration, or related field; AND three
four years administrative experience in a municipal or county clerk's office, or similar public
agency (AM21in California including at least two years of performing increasingly responsible and
complex duties and tasks; and/or providing lead administrative support for executive level
management. -
Knowledge of:
• City organization, operations, policies, and procedures.
• Federal and state laws and statutes governing municipal operations, public records, and open
meetings, including California Public Employment Relations Board, the Meyers- Mi I ias-Brown
Act, California Public Records Act, California Elections Code, California Political Reform Act
and the Federal Voter Rights Act.
• City ordinances, codes, policies, resolutions, and agreements.
• Federal and state laws and regulations governing City administration and elections.
• Parliamentary practices and procedures governing public meetings.
• Principles and practices of record keeping, records management, and records retention.
• Principles and practices of confidential records management, and security precautions in the
public sector.
• Legal, ethical and professional rules of conduct for public sector employees and elected
officials.
• Customer service principles, protocols, and methods.
• Business computers, and standard and specialized software applications.
Skill in:
• Explaining and applying state and Federal rules and regulations and statutory standards.
• Researching, reviewing, correcting, and maintaining complex and extensive public records.
• Monitoring the City's compliance with all laws, regulations, and rules.
• Assessing and prioritizing multiple tasks, projects and demands.
• Dealing tactfully and courteously with those seeking information about City functions and
activities.
• Establishing and maintaining effective working relationships with the City Clerk and City
Attorney, co-workers, City Council, Mayor, City Administrator, City departments and staff,
regional government agencies, and the public.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required. Notary Public license may be required.
Certified Municipal Clerk (CMC) Certificate is desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
• Work is performed in a standard office environment.
• Working evenings may be reguirectAM31 upon occasion.