Resolution No. 2016-020RESOLUTION NO. 2016-20
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 February 2, 2016, the City Council of the City
of Vernon adopted Resolution No. 2016-06, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated April 19, 2016, the Interim
Human Resources Director, has recommended the adoption of an amended
and restated Citywide Fringe Benefits and Salary Resolution and
Classification and Compensation Plan to (i) amend Exhibit A
Classification and Compensation plan by adding the positions of
Administrative Analyst, Senior Deputy City Attorney, Utilities Project
Coordinator, revising the job description of the Economic Development
Manager position and deleting the position of Administrative Aide and
(ii) amend Section 11 regarding Automobile Allowance; 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 April 19, 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. 2016-06, 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conflict with this resolution are hereby repealed.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 19th day of April, 2016.
ATTEST:
Maria Ayala.
City Clerk�,—
t
Name: William J. Davis
Title: Mayor /
APPROVED AS TO FORM:
lKlh^
Za oussa, Deputy City Attorney
STATE OF CALIFORNIA )
) ss
- 2 -
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I Maria E . Ayala City Clerk / ,, �••� of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2016-20, 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, April 19, 2016, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this P-1S day of April, 2016, at Vernon, California.
(SEAL)
- 3 -
Ma is E . A la
City Clerk / De�uty City le-r�
I * 6*4 iII a I17M1
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Effective April 19, 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)........................................................17
Bereavement Leave.......................................................................18
JuryDuty.......................................................................................20
Automobile Allowance and Reimbursement for Expenses .............
21
Health Insurance............................................................................23
Dental Insurance............................................................................25
Vision Insurance.............................................................................
26
LifeInsurance.................................................................................
27
Deferred Compensation Plan.........................................................28
CalPERS Retirement Plan..............................................................29
Retiree Medical Insurance..............................................................31
Longevity Program.........................................................................33
BilingualPay...................................................................................35
Uniform Allowance..........................................................................36
Stand-by Policy...............................................................................37
PART II — CLASSIFICATION AND COMPENSATION
Section1. Purpose.......................................................................................... 40
Section 2. The Compensation Plan.................................................................40
Section 3. The Classification Plan...................................................................40
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN................................41
P►
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.
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TABLE 1 - HOLIDAY
HOLIDAY
January 1" - New Year's Da
3 Monday in January - Martin Luther King Jr. Da
3 Monday in February - Presidents Da
March 31' - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4 — Independence Da
The 1"Monday in September — Labor Da
The 2" Monday in October — Columbus Da
November 11 m — Veterans Da
The 4 Thursday in November - Thanksgiving Da
December 24' — Christmas Eve
December 25 — Christmas Da
December 31 sc — 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
120 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 — Sept. 30
30 hours
Oct 1 — Dec. 31
15 hours
G. All Administrative leave requests should be approved by the department head or
City Administrator at least ten days in advance of the date to be taken, although
0
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
4
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.
10
Section S. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope
of employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st 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
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th 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.
13
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.
16
Section 8. FAMILY SICK LEAVE (KIN CARE)
In any calendar year, employees may use the employee's accrued and available sick
leave entitlement, in an amount not more than the sick leave that would be accrued
during six months at the employee's then current rate of entitlement, for qualifying family
illness as follows: Sick leave for family illnesses will be allowed only for the sickness of
the spouse of, or the children of, or mother or father of, the employee living within the
same household. In the case of joint custody of a child, illness of the child occurring at
the other custodial parent's house may also qualify. The department head shall approve
all family sick leaves and a statement establishing the need for sick leave from a
physician may be required as a condition of payment while on such leave.
17
Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any "immediate family member' as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative
All Regular
Employees
Spouse
4 work days
Child
4 work days
Registered
Domestic Partner
4 work days
Step -Child
4 work days
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
Step -Grandchild
4 work days
Grandparent
4 work days
Grandparent -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
18
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be selected by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
19
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
"Jury Duty Pay" and there shall be no loss of compensation. An employee will be
compensated up to two weeks at full pay for jury 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 & Fuel
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
21
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.
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 1S: LIFE INSURANCE
The City provides a $20,000 life insurance plan to full-time employees. The City shall
pay 100% of the cost of such plan for employees. The City's agreement to pay full or
partial costs of said premiums shall not create or ripen into a vested right for said
employee. In the event an employee does not exceed his/her monthly employer
medical allowance, the employee shall be allowed to apply any unused portion
towards the purchase of additional provided coverage for supplemental life insurance.
27
Section 16: DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
28
Section 17: CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time employees hired before January 1, 2013 with
2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new 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.
29
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time safety employees hired before January 1,
2013 with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet
the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS
retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%) employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 20124 - Military Service Credit as Public
Service
C. Gov't Code 21574 — 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.
30
Section 18: RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty(20)years of continuous uninterrupted service.
B. Retired employees will be permitted to enroll in a higher -cost plan and pay the
amount in excess of the HMO equivalent.
C. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be
permitted to pay their medical and/or dental insurance premiums, and, upon
reaching the age of sixty (60), the City will pay up to the amount equivalent to
the then current lowest cost, employee only HMO medical and/or dental
insurance premium(s).
D. All full-time regular employees, who retire with a minimum of ten (10)
years of continuous uninterrupted service with the City, may pay the premium(s)
for medical and/or dental insurance.
E. All retiree medical and/or dental insurance benefits provided pursuant to subsections
A, B, and C above, shall be for retired employees only and shall not include their
spouses or other dependents.
F. All retired employees who receive medical and/or dental insurance benefits
pursuant to subsections A, B, or C above and who reach the age of sixty-five
(65), are required to be enrolled in Medicare, and shall show proof of such
enrollment, where upon the City's insurance policy will become supplemental
coverage, if applicable.
G. Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City's medical -dental insurance program for any 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.
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)
W91
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.
1.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
38
CLASSIFICATION AND COMPENSATION PLAN
39
Section 1. PURPOSE
Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to
provide for the classification and compensation of City officers and employees, and to
conform to the principle of equal pay for equal work.
Officers and employees of the City of Vernon shall receive compensation and costs in
accordance with the amounts set forth in the attached compensation plan.
Section 2. THE COMPENSATION PLAN
The basic compensation plan for the various employee units, groups and non-
classified employees, as of the date of adoption of this plan is hereby established as
set forth in Exhibit A, Citywide Classification and Compensation Plan, which is
attached hereto and incorporated herein by reference.
The City Administrator shall have authority to create and maintain salary steps to
implement the provisions of this Section. Salaries granted pursuant to this provision
shall be reported to PERS as compensation earned. Please refer to Human
Resources Policy II-3, Salary Plan for specific policy and procedures.
Section 3. THE CLASSIFICATION PLAN
The classification plan includes the allocation of class titles to salary ranges for City
officers and employees. The Classification Plan further includes the allocation of class
titles to salary ranges for those employees that are designated as exempt from the
classified service. These exempt classes are for elective officers; persons appointed
by the City Council, including the City Administrator, and City Attorney; persons
appointed by the City Administrator, including department head or designees; and
persons appointed by the City Attorney pursuant to City of Vernon Municipal Code
that serve in an "at will' capacity subject to the terms and conditions of an
employment contract and are so designated in the plan as "non -classified." The
classification plan as of the date of adoption of this plan is hereby established as set
forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The
Human Resources Director, with approval by the City Administrator or his/her
designee, is responsible for maintenance of the Classification Plan, including the
allocation of new or changed positions to the appropriate class, the recommendation
of proper salary ranges within the provision of pay administration, maintenance of up-
to-date class specifications, and the preparation of reports and recommendations on
revisions to the Classification Plan. Please refer to Human Resources Policy II-1,
Classification Plan Administration for specific policy and procedures.
40
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
41
City of Vernon 1 of 23
Classification and Compensation Plan
Effective April 19, 2016
1025 Council Member E 001
1030 Mayor E 001
CITY ADMINISTRATION GROUP
1010 City Administrator E E50
Min
Max
$25,752 $2,146 n/a $990.46
$25,752 $2,146 n/a $990.46
$241,404
$293,436
$20,117 $116.0596 $9,284.77
$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
Adak City of Vernon 2 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
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
1113 Senior Deputy City Attorney
E M39
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
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
1320 Records Management Assistant
NE C20
Step 1
$55,860
$4,655
$26.8558
$2,148.46
Adshk City of Vernon 3 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
Step 2
$58,644
$4,887
$28.1942
$2,255.54
Step 3
$61, 584
$5,132
$29.6077
$2, 368.62
Step 4
$64,656
$5,388
$31.0846
$2,486.77
Step 5
$67,896
$5,658
$32.6423
$2,611.38
Y1
$69,840
$5,820
$33.5769
$2,686.15
ADMINISTRATIVE AND CLERICAL GROUP
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
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Add Administrative Analyst, Sr. Deputy City Attorney, Utilities Project Coordinator & Delete Administrative Aide
4 of 23
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
Step 4
$78,600
$6,550
$37.7885
$3,023.08
Step 5
$82,524
$6,877
$39.6750
$3,174.00
1490 Administrative 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
-O•
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
ANIL City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
5 of 23
Step 1 $45,960 $3,ts3u Uz.UVOZ :01,tlot. ny
Step 2 $48,252 $4,021 $23.1981 $1,855.85
Step 3 $50,652 $4,221 $24.3519 $1,948.15
Step 4 $53,208 $4,434 $25.5808 $2,046.46
Step 5 $55,860 $4,655 $26.8558 $2,148.46
1225 Deputy City Treasurer
E M34
Step 1
$110,592
$9,216
$53.1692
$4,253.54
Step 2
$116,124
$9,677
$55.8288
$4,466.31
Step 3
$121,932
$10,161
$58.6212
$4,689.69
Step 4
$128,028
$10,669
$61.5519
$4,924.15
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
1222 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
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
GROUPFIRE
5015 Assistant Fire Chief
E FM41
ANIL City of Vernon
Classification and Compensation Plan
qw Effective April 19, 2016
6 of 23
Step 1 $155,616 $12,968 $74.6154 $b,965.1i
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
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
5025 Fire Battalion Chief (A)
NE FA38
Step 1
$134,436
$11,203
$64.6327
$5,170.62
Step 2
$141,144
$11, 762
$67.8577
$5,428.62
Step 3
$148,212
$12,351
$71.2558
$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
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Add Administrative Analyst, Sr Deputy City Attorney, Utilities Project Coordinator & Delete Administrative Aide
7 of 23
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
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
Adak City of Vernon 8 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
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
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
DEPARTMENTGAS ELECTRIC
8010• Director of Gas and Electric
E E48
Min
$218,976
$18,248
$105.2769
$8,422.15
Max
$266,160
$22,180
$127.9615
$10,236.92
Business . 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
Compliance Grg_y2
8615 Utilities Compliance Analyst
NE G27
Step 1
$78,600
$6,550
$37.7885
$3,023.08
Step 2
$82,524
$6,877
$39.6750
$3,174.00
Step 3
$86,652
$7,221
$41.6596
$3,332.77
Step 4
$90,984
$7,582
$43.7423
$3,499.38
Step 5
$95,544
$7,962
$45.9346
$3,674.77
8610 Utilities Compliance Manager
E M35
Step 1
$116,124
$9,677
$55.8288
$4,466.31
Step 2
$121,932
$10,161
$58.6212
$4,689.69
Step 3
$128,028
$10,669
$61.5519
$4,924.15
Step 4
$134,436
$11,203
$64.6327
$5,170.62
Step 5
$141,144
$11,762
$67.8577
$5,428.62
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
9 of 23
8530 Utilities Customer Service Representative
NE G17
Step 1
$48,252
$4, 021
$23.1981
$1, 855.85
Step 2
$50,652
$4,221
$24.3519
$1,948.15
Step 3
$53,208
$4,434
$25.5808
$2,046.46
Step 4
$55,860
$4,655
$26.8558
$2,148.46
Step 5
$58,644
$4,887
$28.1942
$2,255.54
8510 Utilities Customer Service Supervisor
NE M26
Step 1
$74,856
$6,238
$35.9885
$2,879.08
Step 2
$78,600
$6,550
$37.7885
$3,023.08
Step 3
$82,524
$6,877
$39.6750
$3,174.00
Step 4
$86,652
$7,221
$41.6596
$3,332.77
Step 5
$90,984
$7,582
$43.7423
$3,499.38
OperationsElectric
8040 Electric Operations Supervisor
E M35
Step 1
$116,124
$9,677
$55.8288
$4,466.31
Step 2
$121,932
$10,161
$58.6212
$4,689.69
Step 3
$128,028
$10,669
$61.5519
$4,924.15
Step 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
ANIL City of Vernon
Classification and Compensation Plan
AV Effective April 19, 2016
10 of 23
Step 2 $86,652 $1,221 Z041.boan zo.9,33L.1I
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
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
8031 Utilities Project Coordinator
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
Engineering Group (Gas and Electricl
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
AIML City of Vernon 11 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
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
$121,932
$10,161
$58.6212
$4,689.69
Step 5
$128,028
$10,669
$61.5519
$4,924.15
8110 Utilities Engineering Manager
E M40
Step 1
$148,212
$12,351
$71.2558
$5,700.46
Step 2
$155,616
$12,968
$74.8154
$5,985.23
Step 3
$163,392
$13,616
$78.5538
$6,284.31
Step 4
$171,564
$14,297
$82.4827
$6,598.62
Step 5
$180,156
$15, 013
$86.6135
$6, 929.08
Gas •
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
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Step 2
Step 3
Step 4
Step 5
Resource Planning and Scheduling_gLouR
8435 Assistant Resource Scheduler NE 128
Step 1
Step 2
Step 3
Step 4
Step 5
$82,524
$6,877
$86,652
$7,221
$90,984
$7,582
12 of 23
$37.7885 $3,023.08
$39.6750 $3,174.00
$41.6596 $3,332.77
$43.7423 $3,499.38
$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
$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
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
JIML City of Vernon 13 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
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
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
2010 Director of Health and Environmental Control E E43
Min
$171,564
$14,297
$82.4827
$6,598.62
Max
$208,536
$17,378
$100.2577
$8,020.62
2030 Environmental Specialist NE
G24
Step 1
$67,896
$5,658
$32.6423
$2,611.38
Step 2
$71,280
$5,940
$34.2692
$2,741.54
Step 3
$74,856
$6,238
$35.9885
$2,879.08
Step 4
$78,600
$6,550
$37.7885
$3,023.08
Step 5
$82,524
$6,877
$39.6750
$3,174.00
2025 Environmental Specialist, Senior NE
G28
Step 1
$82,524
$6,877
$39.6750
$3,174.00
Step 2
$86,652
$7,221
$41.6596
$3,332.77
Step 3
$90,984
$7,582
$43.7423
$3,499.38
Step 4
$95,544
$7,962
$45.9346
$3,674.77
Step 5
$100,320
$8,360
$48.2308
$3,858.46
Grandfathered - Hired before July 1, 2014 G1
$95,916
$7,993
$46.1135
$3,689.08
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Grandfathered - Hired before July 1, 2014
Grandfathered - Hired before July 1, 2014
Grandfathered - Hired before July 1, 2014
G2
G3
G4
$106,764 $8,897
$112,632 $9,386
$48.6519
$51.3288
$54.1500
14 of 23
$3, 892.15
$4,106.31
$4, 332.00
GROUPHUMAN RESOURCES
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
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•-MENT 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
Step1
Step
Step -3
Step 4
Step
-
$121,932
$10,161
�.1 .1
�'03
$11,762
Q112,�
$68:6212
v��+V 16619
$64.6327
$67.8677T
$7�
$4,689.69
�n
$6 17A 6 2
$$6,'"''1'Ctl�'.t,�2
$6,7n/�46
4828
$128,02$10
$�,436
$141,144
$1 4
jmk City of Vernon 15 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
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
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
City of Vernon 16 of 23
Classification and Compensation Plan
Effective April 19, 2016
Y2
$107,616
$8,968
$91.[36b
$4,IJV.UtS
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
Step 1
$55,860
$4,655
$26.8558
$2,148.46
Step 2
$58,644
$4,887
$28.1942
$2,255.54
Step 3
$61,584
$5,132
$29.6077
$2,368.62
Step 4
$64,656
$5,388
$31.0846
$2,486.77
Step 5
$67,896
$5,658
$32.6423
$2,611.38
4110 Police Records Manager NE M27
Step 1
$78,600
$6,550
$37.7885
$3,023.08
Step 2
$82,524
$6,877
$39.6750
$3,174.00
Step 3
$86,652
$7,221
$41.6596
$3,332.77
Step 4
$90,984
$7,582
$43.7423
$3,499.38
Step 5
$95,544
$7,962
$45.9346
$3,674.77
4135 Police Records Technician NE G14
Step 1
$41,688
$3,474
$20.0423
$1,603.38
Step 2
$43,764
$3,647
$21.0404
$1,683.23
Step 3
$45,960
$3,830
$22.0962
$1,767.69
Step 4
$48,252
$4,021
$23.1981
$1,855.85
Step 5
$50,652
$4,221
$24.3519
$1,948.15
Y1
$51,540
$4,295
$24.7788
$1,982.31
AOL City of Vernon
Classification and Compensation Plan
qw Effective April 19, 2016
Add Administrative Analyst, Sr Deputy City Attorney, Utilities Project Coordinator & Delete Administrative Aide
17 of 23
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 Seri E
E46
Min
$198,612
$16,551
$95.4865
$7,638.92
Max
$241,404
$20,117
$116.0596
$9,284.77
Building and Planning 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
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
AML City of Vernon 18 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
Step 3
Step 4
Step 5
$86,652
$90,984
$95,544
$7,221
$7,582
$7,962
$41.6596
$43.7423
$45.9346
$3,333
$3,499
$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
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
Engineering Group (Public
Works
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
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
19 of 23
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
$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
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
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
Gr.
Facilities Maintenance
.
7720 Facilities Maintenance Worker
NE G16
Step 1
$45, 960
$3, 830
$22.0962
$1, 767.69
Step 2
$48,252
$4,021
$23.1981
$1,855.85
Step 3
$50,652
$4,221
$24.3519
$1,948.15
Step 4
$53,208
$4,434
$25.5808
$2,046.46
Step 5
$55,860
$4,655
$26.8558
$2,148.46
7735 Facilities Maintenance Worker, Lead
NE G22
Step 1
$61,584
$5,132
$29.6077
$2,368.62
Step 2
$64,656
$5,388
$31.0846
$2,486.77
Step 3
$67,896
$5,658
$32.6423
$2,611.38
Step 4
$71,280
$5,940
$34.2692
$2,741.54
jgmk City of Vernon 20of23
Classification and Compensation Plan
qw Effective April 19, 2016
Step 5
YC1
$74,856
$75, 936
$6,238
$6, 328
$35.9885 $2,879.08
$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
ra-ge
GagLQup
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
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
Adak City of Vernon 21 of 23
Classification and Compensation Plan
qw Effective April 19, 2016
Step 5
Street Maintenance Group
7430 Street Maintenance Worker NE
G15
$67, 896
658 $32,6423 $2,611.38
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
. .
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
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
OperationsPublic Works and Water
7330 Public Works Foreman
E M26
Step 1
$74,856
$6,238
$35.9885
$2,879.08
Step 2
$78,600
$6,550
$37.7885
$3,023.08
Step 3
$82,524
$6,877
$39.6750
$3,174.00
Step 4
$86,652
$7,221
$41.6596
$3,332.77
Step 5
$90,984
$7,582
$43.7423
$3,499.38
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Add Administrative Analyst, Sr. Deputy City Attorney, Utilities Project Coordinator & Delete Administrative Aide.
7320 Public Works and Water Foreman E M28
22 of 23
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
Step 5
$105,336
$8,778
$50.6423
$4,051.38
7325 Street and Water Crew Leader
NE G24
Step 1
$67,896
$5,658
$32.6423
$2,611.38
Step 2
$71,280
$5,940
$34.2692
$2,741.54
Step 3
$74,856
$6,238
$35.9885
$2,879.08
Step 4
$78,600
$6,550
$37.7885
$3,023.08
Step 5
$82,524
$6,877
$39.6750
$3,174.00
Water Maintenance Group
7930 Water Maintenance Worker
NE G17
Step 1
$48,252
$4,021
$23.1981
$1,855.85
Step 2
$50,652
$4,221
$24.3519
$1,948.15
Step 3
$53,208
$4,434
$25.5808
$2,046.46
Step 4
$55,860
$4,655
$26.8558
$2,148.46
Step 5
$58,644
$4,887
$28.1942
$2,255.54
7925 Water Maintenance Worker, Senior
NE G22
Step 1
$61,584
$5,132
$29.6077
$2,368.62
Step 2
$64,656
$5,388
$31.0846
$2,486.77
Step 3
$67,896
$5,658
$32.6423
$2,611.38
Step 4
$71,280
$5,940
$34.2692
$2,741.54
City of Vernon
Classification and Compensation Plan
Effective April 19, 2016
Add Administrative Analyst, Sr. Deputy City Attorney, Utilities Project Coordinator & Delete Administrative Aide.
23 of 23
Step 5 $74,856 $6,238 $35.9885 $2,879.08
TRANSMITTAL COMMUNICATION
CITY CLERK'S OFFICE
INTEROFFICE MEMORANDUM
DATE: April 21, 2016
TO: Maria Ayala, City Clerk
Daniel Calleros, Police Chief
Carlos Fandino, City Administrator
William Fox, Finance Director/City Treasurer
Isaac Garibay, Director of Human Resources
Lisette Grizzelle, Interim Director of Human Resources
Peter Hervish, Interim Director of Vernon Gas & Electric
Masami Higa, Assistant Finance Director
Alex Kung, Economic Development Manager
Joaquin Leon, Deputy City Treasurer
Hema Patel, City Attorney
Derek Wieske, Director of Public Works, Water & Development Services
Ernesto Smith, Information Technology Manager
Michael Wilson, Fire Chief
FROM: Deborah Juarez, Records Management Assistant
1"
RE: Resolution No. 2016-20 — 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. 2016-20 referenced above, which was approved by City
Council on April 19, 2016.
Thank you.
Attachment
c: Resolution No. 2016-20
STAFF REPORT
RECEIVED
APR 14 Z016
CITY CLERK'S OFFICE
F E I V E D
APR 1 Z 2016
GII-Y ADMINISTRATION
STAFF REPORT
HUMAN RESOURCES DEPARTMENT `
�ll� JII I
DATE: April 19, 2016
TO: Honorable Mayor and City Council
FROM: Carlos Fandino Jr., City Administrator
Originator: Lisette M. Grizzelle, Interim Director of Human Resources
RE: Approval of a Resolution 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
Recommendation
It is recommended that the City Council:
A. Find that approval of the attached resolution in this staff report is exempt from California
Environmental Quality Act (CEQA) review, because it is a general policy and produce
making 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. Furthermore, even if it were a project, because such activity
will not have any effect on the environment, this action would be exempt from CEQA
review pursuant to CEQA Guidelines Section 15061(b)(3), the general rule that CEQA
only applies to projects that may have a significant effect on the environment; and
B. Adopt the attached resolution amending and restating the Citywide Fringe Benefits and
Salary Resolution, effective April 19, 2016 to reflect the following provision:
1) Amend Exhibit A, Classification and Compensation Plan by adding the
following:
a. Administrative Analyst
b. Senior Deputy City Attorney
c. Utilities Project Coordinator
2) Amend Exhibit A, Classification and Compensation Plan with revisions to the
Economic Development Manager job description.
3) Amend Section 11 Automobile Allowance
4) Delete the Administrative Aide Classification
Page 1 of 3
Background
The Human Resources Department has worked with the City Administrator's Office and
Department Heads to identify updates to the City's Fringe Benefits and Salary Resolution.
Reorg_anization/Restructure
City Administrator has assessed and reviewed the City Administration office structure to
determine whether the existing staffing structure meets the City's goals and priorities. It was
determined that an addition of an Administrative Analyst position would improve the workflow
and increase efficiencies. Human Resources surveyed our comparable agencies and developed
the Administrative Analyst job description. Based on the comparable market data the
recommended salary grade is C26 with a monthly salary range of $6,238 - $7,582.
Human Resources received a reclassification request Staff assessed and reviewed the employee
and supervisor information provided on the request. The reclassification request was reviewed
and approved by all designated. Once approved Human Resources surveyed our comparable
agencies and developed the Senior Deputy City Attorney job description. Based on the
comparable market data the recommended salary grade is M39 with a monthly salary range of
$11,762.00 - $14,297.00.
The Gas and Electric Department has assessed and reviewed the Power Plant operation structure
to determine whether the existing staffing structure meets the City's goals and priorities. It was
determined that an addition of a Utilities Project Coordinator position would improve the
workflow and increase efficiencies. Human Resources surveyed our comparable agencies and
internal classification structure to develop the Utilities Project Coordinator job description.
I.B.E.W. Union Representatives had an opportunity to review of this job description. Based on
internal alignment and limited comparable market data the recommended salary grade is I33 with
a monthly salary range of $8,778 - $10,669.
City Administrator has assessed and reviewed the City Administration office structure to
determine whether the existing staffing structure meets the City's goals and priorities. It was
determined that the Economic Development Manager functions would be maximize if the
position was move from Industrial Development Department to the Finance Department. The
Economic Development Manager functions and responsibilities would remain with some
incorporation of risk management duties, currently designated and handled by the Finance
Department.
City Administration has reassessed, reviewed and gathered input on the need for part-time
Administrative Aide functions to determine whether the existing Administrative Aide position
and structure meet the City's goals and priorities. Staff considered key factors such as functions
performed, need and efficiency strategies. Consequently, staff recommends deletion of the
Administrative Aide classification and realignment of the Administrative Aide functions to a
more efficient and paperless process. This difficult decision was based on a need for improved
workflow and enhanced organizational efficiencies and effectiveness.
Page 2of3
Unfortunately, the reorganization of the Administrative Aide functions and the deletion of the
Administrative Aide classification will result in the reduction of workforce of one (1) incumbent.
It is recommended that the deletion of the Administrative Aide classification be effective as of
April 19, 2016. It is also recommended that City Council approve a two week severance pay due
to the unforeseen deletion of the classification and to assist the incumbent in the transition.
Automobile Allowance
Human Resource is recommending two revisions for your consideration related to the
Automobile Allowance section of the Fringe Benefits and Salary resolution. The
recommendation is to remove the language under section 11 designated a City Vehicle to the
former Gas and Electric Director and replace with a $400 automobile allowance in line with the
other Director level classifications. The second recommendation is to add the Fuel designation
to the City Administrator classification as it appears it was inadvertently omitted.
Fiscal Impact
The total additional estimated annual cost of the Administrative Analyst position including base
salary and benefits is $116,597. Deletion of the Administrative Aide position results in an
annual savings of $4,061. The Senior Deputy City Attorney reclassification does not result in a
salary step increase and therefore does not impact the Legal Department's 2016-2017 fiscal
budget. The Utilities Project Coordinator position reorganization does not result in a salary step
increase and therefore does not impact the Gas and Electric's 2016-2017 fiscal budget. The
Economic Development Manager job description revisions do not result in a change in salary.
The Automobile Allowance recommended revisions are a clean-up item with no additional
impact to the existing City budget.
Attachment(s)
Administrative Analyst Job Description
Senior Deputy City Attorney Job Description
Utilities Project Coordinator Job Description
Page 3 of 3
0
JOB DESCRIPTION
Administrative Analyst
Date Prepared: April, 2016
Class Code: 1490
SUMMARY: Under general supervision, performs a variety of experienced journey level analytical, technical,
complex and administrative tasks in support a City Department; work requires the exercise of independent
judgment, initiative and discretion based on knowledge of administrative policies and procedures and the
municipal organization in performing daily activities.
DISTINGUSHING CHARACTERISTICS: -- Administrative Analyst is the experienced journey level in the
Administrative job series; incumbents work under general supervision, and perform a variety of journey level
analytical, technical, complex and administrative tasks in support a City Department. Incumbents report to
the City Administrator a Department Director or a Division Manager.
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:
• Performs a variety of duties in support of department managers, various administrative operations and
activities within an assigned department including budget development, program coordination and
monitoring and departmental policy and procedure development, implementation and enforcements.
• Coordinates assigned activities with other functions, divisions, outside agencies, and the general public.
• Performs a variety of professional level research, administrative, operational and analytical duties in
support of assigned department.
• Identifies issues, collects data, analyzes alternatives and makes recommendations as to appropriate
action, prepares and presents reports, participates in special projects and assignments.
• Responds to and recommends resolution to difficult and sensitive inquiries and complaints.
• Assists in preparing Requests for Proposals and managing contracts.
• Reviews and reconciles monthly bills; verifies accuracy of payments to plans, identifies, reports, and
reconciles discrepancies.
• Prepares variety of materials, drafts, letters, memos, reports, manuals, forms, and oversees databases
departmental records and file storage and management systems.
• May supervise and evaluate technical and administrative support staff.
• Keeps abreast of current developments and trends in the field of public administration.
• Monitors state and federal legislation regarding assigned areas, interprets state, federal, and grant
regulations, and assesses departmental or City compliance with same, may assist in developing programs
and procedures in response to new legislation.
• Prepares and distributes a variety of routine and non -routine reports; attends and participates in a variety
of meetings and committees as assigned.
• 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.
Administrative Analyst Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's Degree in Public Administration, Business Administration, Political Science, English or related
filed; AND three (3) years of professional level experience in public sector administration support and one
(1) of the required three (3) years of experience must include lead or supervisory responsibilities.
Knowledge of:
• City organization, operations, policies, and procedures.
• City Code, City Ordinances and Operating Manuals.
• Principles and practices of office administration.
• Records management principles.
• Telephone etiquette protocol.
• Customer service standards and protocols.
• Principles and methods of supervision and training.
• Business computers and standard MS Office software applications.
Skill in:
• Providing highly skilled secretarial support to executive — level personnel.
• Preparing correspondence, agendas and various types of documents.
• Organizing and maintaining departmental records and filing systems.
• Answering incoming calls and responding to public inquiries.
• Coordinating special projects in support of administrative operations.
• Operating a personal computer utilizing a variety of business software.
• Explaining City policies and procedures.
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with elected officials, employees and the public.
• Establishing and maintaining cooperative working relationships with elected officials, managers, fellow
employees, and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License may be required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
Administrative Analyst Vernon CA 2 of 2
JOB DESCRIPTION
Senior Deputy City Attorney
Date Prepared: April, 2016
Class Code: 1113
SUMMARY: Under general supervision of and direction by the City Attorney, acts as legal advisor to the
Mayor and Council, City Administrator, and department directors on civil law issues; provides legal opinions
and strategy, minimizes risk and liability, researches and manages legal issues, and represents the City in
administrative proceedings and legal actions.
DISTINGUSHING CHARACTERISTICS: The Senior Deputy City Attorney is the advanced journey level in
the Deputy City Attorney series. An incumbent is distinguished from the Deputy City Attorney by the amount
of experience attained in the performance of assigned duties and responsibilities. In addition to requiring only
occasional instruction and assistance the incumbent is assigned the most complex legal work on a wide
variety of topics and functions as a highly experienced practitioner. The incumbent may be assigned
supervisory responsibility over administrative/clerical staff and may provide general direction and assistance to
attorney(s) at the Deputy City Attorney level.
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 fob 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. Under direction of the City Attorney:
• Serves as legal advisor to the Mayor, City Council and City Administrator; attends public meetings to
provide legal advice and information, and presents findings, recommendations, and effective legal
solutions.
• Exercises independent judgment within broad policy guidelines; evaluates legal issues, and recommends
solutions to minimize risk and safeguard the City's operations; works independently and makes
appropriate decisions based on knowledge of City policies; performs duties within scope of authority.
• Researches a variety of legal issues related to municipal government, and advises City departments,
advisory boards, and commissions on legal issues; responds to constituent inquiries and complaints.
• Drafts, reviews, and amends a variety of legal documents, including contracts, ordinances, resolutions,
leases, deeds, bonds, court pleadings, and technical documentation.
• Represents the City in reviewing, approving, and negotiating legal issues; assures that legal issues are
resolved within City policy guidelines; reviews and evaluates pertinent decisions, policies, regulations,
claims, civil actions, and other legal matters; assures effective communication of issues and strategies
with the City's core management team.
• Manages the case preparation and resolution of litigation, negotiations, settlements, prosecutions, and
other municipal legal proceedings; develops legal assessments and strategies;
• Conducts factual and legal analysis to determine whether legal issues should be prosecuted or defended,
based on the facts of law and evidence; conducts conferences with opposing parties on settlement of
cases.
• Manages legal proceedings and work products from contracted legal professionals.
• Provides information, instructions, and assistance to the public and others having business with the City;
responds to and resolves constituent service issues in a courteous and respectful manner.
Senior Deputy City Attorney Vernon CA 1 of 2
• 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:
Juris Doctorate Degree is required; AND five years of experience in a public sector legal practice, including
litigation experience . .................................................Need not have knowledge and skill in all of the
following areas, but must have proficiency in identified practice areas.
Knowledge of:
• City organization, operations, policies, and procedures.
• Federal and state laws and statutes governing municipal operations and administrative law, including
California Public Employment Relations Board, the Meyers- Mi lias-Brown Act, California Public Records
Act, California Elections Code, and the Voters Rights Act; and applicable Federal rules and regulations..
• City Attorney's protocols and strategies of negotiation and litigation.
• City ordinances, codes, policies, resolutions, and agreements.
• California judicial procedures and rules of evidence.
• Legal precedents and court decisions impacting municipal government.
• The duties, powers, authorities, and limitations of a municipal attorney.
• Legal research methods, techniques, sources, and databases.
• Legal, ethical and professional rules of conduct for public sector employees and elected officials.
• Business computers, and standard and specialized software applications.
Skill in:
• Interpreting and explaining legal standards and procedures, applicable Federal and state rules and
regulations, and City policies and procedures.
• Defining legal issues, performing legal research, analyzing technical issues, and developing solutions.
• Reviewing and assessing legal issues and documents, and making appropriate decisions.
• Exercising sound judgment, negotiating agreements, and mediating difficult situations.
• Litigating cases in legal hearings and courtroom settings.
• Researching and identifying precedence in case law.
• Investigating, analyzing, and resolving legal issues and complaints.
• Assessing and prioritizing multiple tasks, projects and demands.
• Using initiative and independent judgment within established procedural guidelines.
• Establishing and maintaining effective working relationships with 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 may be required. Must be licensed by the Bar to practice law in the
State of California, remain active with all California Bar annual requirements, and maintain a clear criminal
record.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
Senior Deputy City Attorney Vernon CA 2 of 2
40
JOB DESCRIPTION
Utilities Project Coordinator
Date Prepared: April 2016
Class Code: 8031
SUMMARY: Under basic supervision, coordinates all utility related switching activities; updates and maintains
electric and fiber related reference materials; performs critical checking duties to ensure safe work practices
and continuity of service; facilitates and maintains project based inspection programs; supports all facility
based compliance projects and develops various division and departmental reports.
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 perforated 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:
• Develops safe switching orders and coordinates the scheduling of all maintenance related utility switching.
• Assists engineering group to schedule route changes to ensure flow of electricity and continuity of service.
• Notifies all appropriate parties of any maintenance related switching activities.
• Maintains an organized and current database of all switching programs.
• Schedules outages; writes switching programs.
• Supports the G&E work order database; coordinates with customer service for billing and invoicing of jobs;
verifies work details are accounted for and recorded.
• Maintains warehouse inventory; maintains inventory usage and billable work orders; coordinates the
ordering of inventory items; generates purchase orders, obtains quotes from vendors, tracks status of
orders.
• Supports adherence to utility based compliance and inspection programs including CPUC General Orders,
OSHA regulations and other applicable regulating bodies.
• Responsible for the development and maintenance of accurate division and department reports including
council reports, monthly reports, outage reports upon request of the Utility Operations Manager.
• Maintains and update circuit maps and pole replacement database.
• Coordinates with maintenance and construction services to ensure telecommunications and network
system resources are available.
• Participates in the development of plans and estimates for construction and repair of the
telecommunications, internet services and fiber optic backbone system.
• Provides stand-by services off hours and responds to customer and system emergencies.
• Coordinates billing and invoicing of capital projects and property damage tracking. Including invoice
database management and coordination with Customer Service Department.
• Responsible for issuing purchase requisitions to ensure equipment/supply inventory via Lucity database
is adequate.
• Performs other related duties as required.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -
related issues and City information; performs other duties as required or assigned.
Utilities Project Coordinator Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School diploma or GED; AND three years of electric utility operations experience. Must complete 240
hours of High Voltage Electrical Training within six (6) month probationary period.
Knowledge of:
• City organization, operations, policies, and procedures.
• Electric and fiber optic system operating concepts.
• Basic electrical and communication system principles, procedures and components, power system
operations including power plant operations; fundamentals of alternating current circuits, and electrical
safety policies and procedures.
• Occupational safety and hazards precautions applicable to the work.
• Personal computer operations.
Skill in:
• Keeping records as required by regulatory agencies.
• Operating personal computers and specialized utility software applications.
• Remaining calm under stress or emergency conditions.
• Building relationships and fostering teamwork.
• Communicating effectively, both orally and in writing.
• Establishing and maintaining cooperative working relationships with managers, fellow employees,
contractors, representatives of other utilities, outside consultants and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work may be performed in proximity to an electric generation plant and high voltage substations; may to be
exposed to energized equipment. May be called in after hours and weekends as required to participate in
unplanned restoration and switching activities.
Utilities Project Coordinator Vernon CA 2 of 2