Resolution No. 2017-032RESOLUTION NO. 2017-32
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 April 18, 2017, the City Council of the City of
Vernon adopted Resolution No. 2017-16, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated June 20, 2017, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to
(i) establish the job descriptions and associated salary ranges of the
Buyer and Fire Code Inspector (Senior), (ii) adopt the revised job
descriptions of the Assistant Buyer, Mechanic, Mechanic (Senior),
Mechanic (Lead), Police Dispatcher, and Police Dispatcher (Lead),
(iii) amend the classification and compensation rates of the
Environmental Specialist, Facilities Maintenance Worker, Facilities
Maintenance Worker (Senior), Facilities Maintenance Worker (Lead),
Police Dispatcher, Police Dispatcher (Lead), and Police Sergeant,
(iv) approve the reclassifications of single incumbents in certain
classifications, (v) amend Subsection B of Section 7 regarding Sick
Leave, to add clarifying language regarding the eligibility to use sick
leave in accordance with the Healthy Workplace, Healthy Families Act of
2014, and (vi) amend Subsection C of Section 11 regarding Automobile
Allowance, to add the Police Sergeant assigned to detective duties as
eligible for the provision of a City Vehicle and Fuel in accordance
with current practice and the 2016 MOU negotiations between the City
and the Vernon Police Officers' Benefit Association ("VPOBA"); and
WHEREAS, pursuant to the 2016 labor negotiations, these
recommended classification and compensation amendments are retroactive
to July 10, 2016; 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 July 10, 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. 2017-16, not consistent with or in
conflict with this resolution are hereby repealed.
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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 20th day of June, 2017.
Name: Melissa A. Ybarra
Title: Mayor / Mero-
ATTEST:
Maria Ayala
City Clerk / D
APPROVED AS TO FORM:
Zayy4a4 floussa, Senior Deputy City Attorney
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STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
Maria E . Ayala,
ss
, City Clerk / of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2017-32, was duly passed, approved and adopted by the
City Council of the City of Vernon at a regular meeting of the City
Council duly held on Tuesday, June 20, 2017, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this 2S4***day of June, 2017, at Vernon, California.
(SEAL)
- 4 -
VV ,
aria E. ala
City Clerk / Deputy City Cl
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Cf.+ t%lff -- Adopted June 20,
2017
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
HealthInsurance............................................................................23
Dental Insurance............................................................................
25
Vision Insurance.............................................................................
26
LifeInsurance.................................................................................
27
Deferred Compensation Plan .........................................................
28
CalPERS Retirement Plan..............................................................29
Retiree Medical Insurance..............................................................31
LongevityProgram.........................................................................
33
BilingualPay...................................................................................35
UniformAllowance..........................................................................
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
2
PART
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 sc - New Year's Da
31 Monday in January - Martin Luther King Jr. Da
31d Monday in February - Presidents Da
March 3111 - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4ch — Independence Da
The 15t Monday in September — Labor Da
The 2"d Monday in October — Columbus Da
November 11 th — Veterans Da
The 4th Thursday in November - Thanksgiving Da
December 24th — Christmas Eve
December 25th — Christmas Da
December 31 sl — 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
A ril 1 —June 30
60 hours
Jul 1 — Sept. 30
40 hours
Oct 1 — Dec. 31
20 hours
D. Mid -Management — Staff who are designated as exempt in accordance with the
Fair Labor Standards Act shall receive, effective January 1 of each calendar
year, 60 hours of Administrative leave
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro -rated administrative
leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Leave
1 — March 31
60 hours
-January
1 —June 30
45 hours
-April
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
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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.
8
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
9
(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
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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 eighty (80) hours.
It is at the employee's option whether to receive overtime compensation or
compensatory time accruals up to the 80-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 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope
of employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1 St year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
Vacation Hours Earned
Bi-Weekly
Accrual
1 St year thru 4th year
120
4.62
5th year thru 1 oth year
150
5.77
loth 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
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writing, within ten (10) business days before the beginning of the vacation.
Vacation leave requests for extended times (3 weeks or more), unless an
unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation.
E. Vacations shall be approved subject to the needs of the department. The
employee's seniority and wishes will be factors that are considered during the
scheduling process.
F. Vacation leave requests shall not be in excess of such leave actually earned at
the time it is requested or in excess of the regular scheduled workweek.
G. No vacation leave shall be accumulated by employees while they are on an
unpaid leave of absence.
H. Vacation may be taken prior to the completion of the employee's probationary
period under special circumstances and with the approval of the department
head.
In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
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Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar
year, at a rate of 3.08 of sick leave hours per pay period.
B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014,
beginning July 1, 2015, all part-time and temporary employees (excluding
CalPERS retired annuitants) working for 30 or more days within a year shall be
entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked and shall be eligible to use accrued sick leave after satisfying a 90-day
employment period.
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
15
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
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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 employee resigns or the temporary assignment has ended, he/she
shall not be eligible for compensation of unused sick leave hours in his/her sick
leave bank at the time of separation.
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Section 8. FAMILY SICK LEAVE (KIN CARE)
In any calendar year, employees may use the employee's accrued and available sick
leave entitlement, in an amount not more than the sick leave that would be accrued
during six months at the employee's then current rate of entitlement, for qualifying family
illness as follows: Sick leave for family illnesses will be allowed only for the sickness of
the spouse of, or the children of, or mother or father of, the employee living within the
same household. In the case of joint custody of a child, illness of the child occurring at
the other custodial parent's house may also qualify. The department head shall approve
all family sick leaves and a statement establishing the need for sick leave from a
physician may be required as a condition of payment while on such leave.
Ir.
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
19
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized 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.
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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.
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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
Economic Development
Manager
$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
General Manager of Public
Utilities
$400.00
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Industrial Development Director
$400.00
Utilities Operations Manager
City Vehicle
& Fuel
Utilities Engineering 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
Police Sergeant on Detective
City Vehicle
& Fuel
Dut
Public Information Officer
$400.00
Public Works Director
$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.
23
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. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only, Employee +
Spouse, Employee + Child(ren), or Employee + Family Low Medical HMO, lowest cost
Dental DMO, and lowest cost vision Plan that corresponds with the employees' benefit
selection or $1,120, whichever is greater. The allotment amounts will vary based on the
premium costs that go into effect on January 1 st of each calendar year. b. Employees
that elect a health plan higher than the Low HMO medical, dental and/or vision, will be
responsible for any applicable, excess premium costs; however, if employees opt out of
dental and/or vision coverage, they may use the allotments for those respective
coverages toward excess medical premiums. c. Employees who elect the
PPO/HSA coverage shall receive an equal benefit to that described above, less $3,000
on an annual basis, which would instead be deposited to their HSA account.
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.
For all itemized benefit amounts specified in the City of Vernon Vision Plan (CVVP)
that fall below $150 shall be raised to $150.
26
Section 15. LIFE INSURANCE
The City provides a $20,000 life insurance plan to full-time employees. The City shall
pay 100% of the cost of such plan for employees. The City's agreement to pay full or
partial costs of said premiums shall not create or ripen into a vested right for said
employee. In the event an employee does not exceed his/her monthly employer
medical allowance, the employee shall be allowed to apply any unused portion
towards the purchase of additional provided coverage for supplemental life insurance.
27
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
28
Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the
compensation or payments in this document are subject to CalPERS service credit or
pensionable income. Any determination by CalPERS to not fully credit the
compensation and/or service time provided under this document is not a proper basis
on which to pursue any claim or action against the City related to any determination
made by CalPERS in connection with this document.
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
29
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.
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
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. Eligible retirees may
opt not to enroll in the City's medical and/or dental insurance coverage and
instead receive a monthly reimbursement up to the then -current lowest cost City -
offered Employee -only medical HMO and/or dental HMO insurance premium.
Once an eligible retiree opts not to enroll in the City's medical and/or dental
insurance, he or she will not be allowed to re -enroll. Once an eligible retiree who
has opted out reaches Medi-care eligibility, the retiree shall receive a monthly
reimbursement to the then -current cost of supplemental coverage.
B. Eligible retirees 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
31
program shall automatically terminate and cease upon the death of the retired
employee.
I. The offer of the retiree medical benefits is not a vested right for future years.
J. City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
32
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The
longevity program described herein will apply to all employees, except Department
Heads and employees covered in a collective bargaining agreement, employed on or
before June 30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive
uninterrupted service on or before July 1, 1986, shall receive an additional five percent
(5%) per month of their base salary effective July 1, 1986, and every year thereafter
until reaching the next step. Employees upon reaching their 5th anniversary date after
July 1, 1986, shall be entitled to said five percent (5%) per month upon said anniversary
date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive
uninterrupted service on or before July 1, 1987, shall receive an additional ten percent
(10%) per month of their base salary effective July 1, 1987, and every year thereafter
until reaching the next step. Employees upon reaching their 10th anniversary date after
July 1, 1987, shall be entitled to said ten percent (10%) per month upon said
anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive
uninterrupted service on or before July 1, 1988, shall receive an additional fifteen
percent (15%) per month of their base salary effective July 1, 1988, and every year
thereafter until reaching the next step. Employees upon reaching their 15th anniversary
date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon
said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty
percent (20%) per month of their base salary effective July 1, 1989, and every year
thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989,
shall be entitled to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service — Fire - Sworn
All eligible fire employees who have been appointed to a position ranking
above Captain and who have thirty (30) years of consecutive uninterrupted service on
or before July 1, 1991, shall receive an additional twenty-five percent (25%) of their
base salary per month effective July 1, 1991, and every year thereafter. Employees in
33
said position upon reaching their 30th anniversary date after July 1, 1991, shall be
entitled to said twenty-five percent (25%) per month upon said anniversary date.
f. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative
and only the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1,
1994 AND ON OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all
employees, except Department Heads and employees covered in a collective
bargaining agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on
or before December 31, 2013, who attain five (5) years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base salary.
Such employees upon reaching their 5th anniversary date shall be entitled to receive
said five percent (5%) per month upon said anniversary date. Further, such
employees will not be entitled to receive any additional percentage increase to their
base salary for further service. This subsection shall only apply to employees hired
on or after July 1, 1994 and on or before December 31, 2013.
34
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job
duties as described in their job description provide for interaction with the public on a
regular basis, allowing said employee to be compensated for bilingual skills after the
employee demonstrates proficiency in speaking Spanish (the ability to read and write in
Spanish may also be tested, if necessary), which proficiency would be determined by
successful completion of a proficiency test administered by the Human Resources
Department. Those employees who successfully demonstrate this skill would be eligible
to receive an additional One Hundred Twenty -Five Dollars ($125.00) per month for
bilingual pay.
35
Section 21. UNIFORM ALLOWANCE
A. If an employee's job classification requires him/her to wear a uniform while on
duty, as designated by the City or employee's Department, the City will provide
and launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the
employees. The newly hired employee will receive: two (2) class A uniforms; two
(2) class B uniforms; two (2) polo shirts and one (1) jacket or sweater. On all
subsequent anniversary dates the City will provide an annual uniform purchase
and maintenance allowance of $600.00. The employee's uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
36
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to
major incidents and emergencies during non -working hours which require immediate
attention to availability of qualified individuals with expertise in operating, maintaining,
restoring and repairing the City's technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be
ready, willing, and able to respond to an emergency or incident or request for
assistance based on a pre -arranged schedule. Employees on stand-by must
respond to the mobile phone call immediately and be able to respond to the City
within one (1) hour of being called upon. The department head or designee will
determine if an employee is qualified to perform stand-by duties. The stand by
duty period shall be defined by the Department Head.
D. Employees on "stand—by" shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime
calculation as employees are not restricted in their activities and may engage in
non -work related personal activities. On City -recognized Holidays where City Hall
is closed, employees on stand-by will be compensated four (4) hours of straight
time compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on "stand-by" is called back to the City, he/she shall be
entitled to "stand-by" pay. Call back duty does not occur when an employee is
held over from his/her prior shift, or is working planned overtime. An employee
called back to duty shall be paid a minimum of four (4) hours of pay at the
applicable overtime rate. Time begins when the call back request is received and
ends when the employee returns home. If work is performed remotely, the
employee shall receive hour for hour compensation at the applicable overtime
rate.
37
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
1.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
W:
PART II
CLASSIFICATION AND COMPENSATION PLAN
39
Section 1. PURPOSE
Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to
provide for the classification and compensation of City officers and employees, and to
conform to the principle of equal pay for equal work.
Officers and employees of the City of Vernon shall receive compensation and costs in
accordance with the amounts set forth in the attached compensation plan.
Section 2. THE COMPENSATION PLAN
The basic compensation plan for the various employee units, groups and non-
classified employees, as of the date of adoption of this plan is hereby established as
set forth in Exhibit A, Citywide Classification and Compensation Plan, which is
attached hereto and incorporated herein by reference.
The City Administrator shall have authority to create and maintain salary steps to
implement the provisions of this Section. Salaries granted pursuant to this provision
shall be reported to PERS as compensation earned. Please refer to Human
Resources Policy II-3, Salary Plan for specific policy and procedures.
Section 3. THE CLASSIFICATION PLAN
The classification plan includes the allocation of class titles to salary ranges for City
officers and employees. The Classification Plan further includes the allocation of class
titles to salary ranges for those employees that are designated as exempt from the
classified service. These exempt classes are for elective officers; persons appointed
by the City Council, including the City Administrator, and City Attorney; persons
appointed by the City Administrator, including department head or designees; and
persons appointed by the City Attorney pursuant to City of Vernon Municipal Code
that serve in an "at will" capacity subject to the terms and conditions of an
employment contract and are so designated in the plan as "non -classified." The
classification plan as of the date of adoption of this plan is hereby established as set
forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The
Human Resources Director, with approval by the City Administrator or his/her
designee, is responsible for maintenance of the Classification Plan, including the
allocation of new or changed positions to the appropriate class, the recommendation
of proper salary ranges within the provision of pay administration, maintenance of up-
to-date class specifications, and the preparation of reports and recommendations on
revisions to the Classification Plan. Please refer to Human Resources Policy II-1,
Classification Plan Administration for specific policy and procedures.
40
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
41
City of Vernon 1 of 23
y Classification and Compensation Plan
?•�.. Adopted June 20, 2017
ELECTED OFFICIALS
1025 Council Member
E 001
$26,268
$2,189
n/a
$1,010.31
1030 Mayor
E 001
$26,268
$2,189
n/a
$1,010.31
ADMINISTRATION GROUP
1010 City Administrator
E E50
Step 1
$246,264
$20,522
$118.3962
$9,471.69
Step 2
$258,576
$21,548
$124.3154
$9,945.23
Step 3
$271,500
$22,625
$130.5288
$10,442.31
Step 4
$285,048
$23,754
$137.0423
$10,963.38
Step 5
$299,304
$24,942
$143.8962
$11,511.69
1015 Deputy City Administrator
E M40
Step 1
$151,176
$12,598
$72.6808
$5,814.46
Step 2
$158,736
$13,228
$76.3154
$6,105.23
Step 3
$166,680
$13,890
$80.1346
$6,410.77
Step 4
$175,020
$14,585
$84.1442
$6,731.54
Step 5
$183,768
$15,314
$88.3500
$7,068.00
1020 Economic Development Manager
E M34
Step 1
$112,812
$9,401
$54.2365
$4,338.92
Step 2
$118,452
$9,871
$56.9481
$4,555.85
Step 3
$124,380
$10,365
$59.7981
$4,783.85
Step 4
$130,596
$10,883
$62.7865
$5,022.92
Step 5
$137,124
$11,427
$65.9250
$5,274.00
1035 Public Information Officer
E M31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
TechnologyInformation
1625 Information Technology Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
1620 Information Technology Analyst, Senior
NE C30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
City of Vernon
s Classification and Compensation Plan
Adopted June 20, 2017
2of23
Step 4 $107,436 $8,953 $51.6519 $4,132.15
Step 5 $112,812 $9,401 $54.2365 $4,338.92
1610 Information Technology Manager
E M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
1630 Information Technology Technician
NE C22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
1615 ProgrammerlAnalyst
E C30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
ATTORNEYCITY •
1110 City Attorney
E E48
Step 1
$223,368
$18,614
$107.3885
$8,591.08
Step 2
$234,540
$19,545
$112.7596
$9,020.77
Step 3
$246,264
$20,522
$118.3962
$9,471.69
Step 4
$258,576
$21,548
$124.3154
$9,945.23
Step 5
$271,500
$22,625
$130.5288
$10,442.31
1115 Deputy City Attorney
E M38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
1507 Executive Legal Secretary
NE C23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
1525 Legal Secretary NE C21
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
3of23
Step 1 $b9,b2U $4'Mb Z�Lti. i5ao z5z,3uu. t I
Step 2 $62,808 $5,234 $30.1962 $2,415.69
Step 3 $65,952 $5,496 $31.7077 $2,536.62
Step 4 $69,252 $5,771 $33.2942 $2,663.54
Step 5 $72,720 $6,060 $34.9615 $2,796.92
1113 Senior Deputy City Attorney
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
OFFICECITY CLERK'S
1310 City Clerk
E E41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
1315 Deputy City Clerk
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,570
1320 Records Management Assistant
NE C20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Y1
$69,840
$5,820
$33.5769
$2,686.15
• •
1530 Administrative Assistant NE G13
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant, (Confidential) NE C13
Step 1
Step 2
$40,500
$3,375
$19.4712
$1,557.69
$42,528
$3,544
$20.4462
$1,635.69
$44,652
$3,721
$21.4673
$1,717.38
$46,884
$3,907
$22.5404
$1,803.23
$49,224
$4,102
$23.6654
$1,893.23
$40,500
$3,375
$19.4712
$1,557.69
$42,528
$3,544
$20.4462
$1,635.69
City of Vernon
Classification and Compensation Plan
•"•• ,,,.�••°7 Adopted June 20, 2017
4of23
Step 3 $44,bb2 $3,121 Z�1 , /.I /.,Jb
Step 4 $46,884 $3,907 $22.5404 $1,803.23
Step 5 $49,224 $4,102 $23.6654 $1,893.23
1520 Administrative Assistant, Senior
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
1520 Administrative Assistant, Senior (Confidential
NE C17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
1510 Administrative Secretary
NE C20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Grandfathered - G3
$73,704
$6,142
$35.4346
$2,834.77
1500 Executive Assistant to the City Administrator
NE C24
Step 1
$69,252
$5,771
$33.2942
$2,663.54
Step 2
$72,720
$6,060
$34.9615
$2,796.92
Step 3
$76,356
$6,363
$36.7096
$2,936.77
Step 4
$80,172
$6,681
$38.5442
$3,083.54
Step 5
$84,180
$7,015
$40.4712
$3,237.69
1490 Administrative Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
FINANCER•
1250 Account Clerk
NE G14
Step 1
$42,528
$3,544
$20.4462
$1,635.69
Step 2
$44,652
$3,721
$21.4673
$1,717.38
Step 3
$46,884
$3,907
$22.5404
$1,803.23
Step 4
$49,224
$4,102
$23.6654
$1,893.23
Step 5
$51,684
$4,307
$24.8481
$1,987.85
�, City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
5of23
1247 Account Clerk, Senior NE G18
Step 1 $51,684 $4,307 $24.8481 $1,987.85
Step 2 $54,264 $4,522 $26.0885 $2,087.08
Step 3 $56,976 $4,748 $27.3923 $2,191.38
Step 4 $59,820 $4,985 $28.7596 $2,300.77
Step 5 $62,808 $5,234 $30.1962 $2,415.69
1240 Accountant
NE C22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31,7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
1230 Accountant, Senior
NE C27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
1234 Assistant Buyer
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
1220 Assistant Finance Director
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
1249 Business License Clerk
NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803.23
Step 2
$49,224
$4,102
$23.6654
$1,893.23
Step 3
$51,684
$4,307
$24.8481
$1,987.85
Step 4
$54,264
$4,522
$26.0885
$2,087.08
Step 5
$56,976
$4,748
$27.3923
$2,191.38
1237 Buyer
NE G23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
•°,::� City of Vernon 6 of 23
: s
Classification and Compensation Plan
..�•Adopted June 20, 2017
Step 5
z5bu,I /L Z�b,001 Z�J0.044[
083.54
1225 Deputy City Treasurer
E M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
1210 Director of Finance/City Treasurer
E E44
Step 1
$183,768
$15,314
$88.3500
$7,068.00
Step 2
$192,960
$16,080
$92.7692
$7,421.54
Step 3
$202,608
$16,884
$97.4077
$7,792.62
Step 4
$212,736
$17,728
$102.2769
$8,182.15
Step 5
$223,368
$18,614
$107.3885
$8,591.08
1222 Economic Development Manager
E M34
Step 1
$112,812
$9,401
$54.2365
$4,338.92
Step 2
$118,452
$9,871
$56.9481
$4,555.85
Step 3
$124,380
$10,365
$59.7981
$4,783.85
Step 4
$130,596
$10,883
$62.7865
$5,022.92
Step 5
$137,124
$11,427
$65.9250
$5,274.00
1245 Payroll Specialist
NE C19
Step 1
$54,264
$4,522
$26.0885
$2,087.08
Step 2
$56,976
$4,748
$27.3923
$2,191.38
Step 3
$59,820
$4,985
$28.7596
$2,300.77
Step 4
$62,808
$5,234
$30.1962
$2,415.69
Step 5
$65,952
$5,496
$31.7077
$2,536.62
1248 Public Housing Property Coordinator
NE C16
Step 1
$46,884
$3,907
$22.5404
$1,803.23
Step 2
$49,224
$4,102
$23.6654
$1,893.23
Step 3
$51,684
$4,307
$24.8481
$1,987.85
Step 4
$54,264
$4,522
$26.0885
$2,087.08
Step 5
$56,976
$4,748
$27.3923
$2,191.38
1235 NE 628
Step 4
Step 2
Step 3
Step 4
Step 5
GROUPFIRE
5015 Assistant Fire Chief E FM42
Step 1
$166,680 $13,890 $80.1346 $6,410.77
City of Vernon
Classification and Compensation Plan
'•�•..,,,,�.�•• Adopted June 20, 2017
5033 Assistant Fire Marshal
7of23
Step 2 $175,020 $14,585 $84.1442 $6,731.54
Step 3 $183,768 $15,314 $88.3500 $7,068.00
Step 4 $192,960 $16,080 $92.7692 $7,421.54
Step 5 $202,608 $16,884 $97.4077 $7,792.62
NE FM29
Step 1
$88,392
Step 2
$92,808
Step 3
$97,452
Step 4
$102,324
Step 5
$107,436
$7,366
$
42.4962
$3,399.69
$7,734
$
44.6192
$3,569.54
$8,121
$
46.8519
$3,748.15
$8,527
$
49.1942
$3,935.54
$8,953
$
51.6519
$4,132.15
5055 Fire Administrative Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
5025 Fire Battalion Chief (P)
NE FM38
Step 1
$137,124
$11,427
$47.0893
$5,274.00
Step 2
$143,976
$11,998
$49,4423
$5,537.54
Step 3
$151,176
$12,598
$51.9148
$5,814.46
Step 4
$158,736
$13,228
$54.5110
$6,105.23
Step 5
$166,680
$13,890
$57.2390
$6,410.77
5025 Fire Battalion Chief (A)
NE FMA38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
5030 Fire Captain (P)
NE F31
Step 1
$97,452
$8,121
$33.4657
$3,748.15
Step 2
$102,324
$8,527
$35.1387
$3,935.54
Step 3
$107,436
$8,953
$36.8942
$4,132.15
Step 4
$112,812
$9,401
$38.7404
$4,338.92
Step 5
$118,452
$9,871
$40.6772
$4,555.85
5030 Fire Captain (A)
NE FA31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
City of Vernon
Classification and Compensation Plan
?•• ,,;,.�•Adopted June 20, 2017
5010 Fire Chief E E46
8 of 23
Step 1
$202,608
$16,884
$97.4077
$7,792.62
Step 2
$212,736
$17,728
$102.2769
$8,182.15
Step 3
$223,368
$18,614
$107.3885
$8,591.08
Step 4
$234,540
$19,545
$112.7596
$9,020.77
Step 5
$246,264
$20,522
$118.3962
$9,471.69
5050 Fire Code Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
5049 Fire Code Inspector, Senior
NE G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
5040 Fire Engineer (P)
NE F28
Step 1
$84,180
$7,015
$28.9080
$3,237.69
Step 2
$88,392
$7,366
$30.3544
$3,399.69
Step 3
$92,808
$7,734
$31,8709
$3,569.54
Step 4
$97,452
$8,121
$33.4657
$3,748.15
Step 5
$102,324
$8,527
$35.1387
$3,935.54
5040 Fire Engineer (A)
NE FA28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
5020 Fire Marshal
NE FM38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
5060 Firefighter (P)
NE F25
Step 1
$72,720
$6,060
$24.9725
$2,796.92
Step 2
$76,356
$6,363
$26.2212
$2,936.77
Step 3
$80,172
$6,681
$27.5316
$3,083.54
Step 4
$84,180
$7,015
$28.9080
$3,237.69
City of Vernon
s Classification and Compensation Plan
'•�• Adopted June 20, 2017
9of23
Step 5 $86,392 �bt,3bb �).SU..5544 �3, saa.na
5060 Firefighter (A)
NE FA25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
5045 Firefighter/Paramedic (P)
NE F28
Step 1
$84,180
$7,015
$28.9080
$3,237.69
Step 2
$88,392
$7,366
$30.3544
$3,399.69
Step 3
$92,808
$7,734
$31.8709
$3,569.54
Step 4
$97,452
$8,121
$33.4657
$3,748.15
Step 5
$102,324
$8,527
$35.1387
$3,935.54
5045 Firefighter/Paramedic (A)
NE FA28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
5035 Firefighter/Paramedic Coordinator (P)
NE F29
Step 1
$88,392
$7,366
$30.3544
$3,399.69
Step 2
$92,808
$7,734
$31.8709
$3,569.54
Step 3
$97,452
$8,121
$33.4657
$3,748.15
Step 4
$102,324
$8,527
$35.1387
$3,935.54
Step 5
$107,436
$8,953
$36.8942
$4,132.15
5035 Firefighter/Paramedic Coordinator (A)
NE FA29
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
-• • -• ••
2015 Deputy Dir. of Health & Environmental Contrc
E M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
2010 Director of Health and Environmental Control E E45
"r City of Vernon
4 Z
Classification and Compensation Plan
»�.,.,,..7 Adopted June 20, 2017
10 of 23
Step 1 $192,9bU �,1b,ubu Z Uz.fbyL Z�/,4L 1.54
Step 2 $202,608 $16,884 $97.4077 $7,792.62
Step 3 $212,736 $17,728 $102.2769 $8,182.15
Step 4 $223,368 $18,614 $107.3885 $8,591.08
Step 5 $234,540 $19,545 $112.7596 $9,020.77
2030 Environmental Specialist
NE
G26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
2025 Environmental Specialist, Senior
NE
G28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
Grandfathered - Hired before July 1, 2014
G3
$106,764
$8,897
$51.3288
$4,106.31
Grandfathered - Hired before July 1, 2014
G4
$112,632
$9,386
$54.1500
$4,332.00
2045 Environmental Health Intern NE Hourly
Step 1 $10.0000
HUMAN•GROUP
1410 Director of Human Resources E E42
Step 1
Step 2
Step 3
Step 4
Step 5
$166,680
$13,890
$80.1346
$6,410.77
$175,020
$14,585
$84.1442
$6,731.54
$183,768
$15,314
$88.3500
$7,068.00
$192,960
$16,080
$92.7692
$7,421.54
$202,608
$16,884
$97.4077
$7,792.62
1420 Human Resources Analyst NE
C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
1415 Human Resources Analyst, Senior E
M33
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
City of Vernon
s Classification and Compensation Plan
{�����` •�� Adopted June 20, 2017
t„•J
1425 Human Resources Assistant NE C17
11 of 23
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
3010 Industrial Development Director
E E39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
'POLICE.• •
4035 Police Cadet
NE 3180
Step 1
$38,892
$3,241
$18.6981
$1,495.85
Step 2
$36,864
$3,072
$17.7231
$1,417.85
Step 3
$34,944
$2,912
$16.8000
$1,344.00
Step 4
$33,120
$2,760
$15.9231
$1,273.85
Step 5
$31,380
$2,615
$15.0865
$1,206.92
Step 6
$29,760
$2,480
$14.3077
$1,144.62
Step 7
$28,212
$2,351
$13.5635
$1,085.08
Step 8
$26,736
$2,228
$12.8538
$1,028.31
4015 Police Captain
E PM40
Step 1
$151,176
$12,598
$72.6808
$5,814.46
Step 2
$158,736
$13,228
$76.3154
$6,105.23
Step 3
$166,680
$13,890
$80.1346
$6,410.77
Step 4
$175,020
$14,585
$84.1442
$6,731.54
Step 5
$183,768
$15,314
$88.3500
$7,068.00
4010 Police Chief
E E47
Step 1
$212,736
$17,728
$102.2769
$8,182.15
Step 2
$223,368
$18,614
$107.3885
$8,591.08
Step 3
$234,540
$19,545
$112.7596
$9,020.77
Step 4
$246,264
$20,522
$118.3962
$9,471.69
Step 5
$258,576
$21,548
$124.3154
$9,945.23
4020 Police Lieutenant
NE PM37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65,9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
City of Vernon 12 of 23
Classification and Compensation Plan
?•°7 Adopted June 20, 2017
4030 Police Officer
NE PO26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
Y3
$93,252
$7,771
$44.8327
$3,586.62
4025 Police Sergeant
NE PO31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
Y--3
$113,544
$9462
$545885
$4,367.08
Police Supn2fLgroup
4125 Civilian Court Officer
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
4123 Police Community Services Officer
NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803
Step 2
$49,224
$4,102
$23.6654
$1,893
Step 3
$51,684
$4,307
$24.8481
$1,988
Step 4
$54,264
$4,522
$26.0885
$2,087
Step 5
$56,976
$4,748
$27.3923
$2,191
4130 Police Dispatcher NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
4115 Police Dispatcher, Lead NE G23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
4110 Police Records Manager NE M27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
City of Vernon
Classification and Compensation Plan
+'• ,,..•s°7 Adopted June 20, 2017
13of23
Step 2 4)64,1 uu Z� /,u 10 Z�4U.4 / I L J)J,LJ I. Uzi
Step 3 $88,392 $7,366 $42.4962 $3,399.69
Step 4 $92,808 $7,734 $44.6192 $3,569.54
Step 5 $97,452 $8,121 $46.8519 $3,748.15
4135 Police Records Technician
NE G14
Step 1
$42,528
$3,544
$20.4462
$1,635.69
Step 2
$44,652
$3,721
$21.4673
$1,717.38
Step 3
$46,884
$3,907
$22.5404
$1,803.23
Step 4
$49,224
$4,102
$23.6654
$1,893.23
Step 5
$51,684
$4,307
$24.8481
$1,987.85
4120 Police Records Technician, Lead
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
4145 Reserve Police Officer
NE Stipend
Step 1
$3,600
DEPARTMENTPUBLIC UTILITIES
8008 General Manager of Public Utilities
E E48
Step 1
$223,368
$18,614
$107.3885
$8,591.08
Step 2
$234,540
$19,545
$112.7596
$9,020.77
Step 3
$246,264
$20,522
$118.3962
$9,471.69
Step 4
$258,576
$21,548
$124.3154
$9,945.23
Step 5
$271,500
$22,625
$130.5288
$10,442.31
Business and Accounts
•
8710 Business and Account Supervisor
E M32
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
Compliance
8615 Utilities Compliance Analyst
NE G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46,8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8610 Utilities Compliance Manager
E M35
Step 1 $118,452 $9,871 $56.9481 $4,555.85
City of Vernon 14 of 23
h Classification and Compensation Plan
'•�• ;,,. Adopted June 20, 2017
Step 2
�) 124, ibu
Z I u„5b5
00y. / ao i
'D'+, i oo. ou
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
Customer . •
8530 Utilities Customer Service Representative NE
G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
8510 Utilities Customer Service Supervisor
NE M26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
Electric Operations Group
8040 Electric Operations Supervisor
E M36
Step 1
$124,380
$10,365
$59.7981
$4,783.85
Step 2
$130,596
$10,883
$62.7865
$5,022.92
Step 3
$137,124
$11,427
$65.9250
$5,274.00
Step 4
$143,976
$11,998
$69.2192
$5,537.54
Step 5
$151,176
$12,598
$72.6808
$5,814.46
8035 Electric Operator
Step 1
NE 130
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8053 Electrical Test Technician, Senior
Step 1
NE 131
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
8050 Metering Technician
Step 1
NE 129
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
City of Vernon
a 1
Classification and Compensation Plan
•°7 Adopted June 20, 2017
15of23
Step 5 �) 1 U 1,43b Z t0,`JS.S 03 1.00 l y �)'+, I JL. I Z)
8045 Power Plant Operator
NE
128
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
8055 Electrical Test Technician
NE
129
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
8030 Utilities Dispatcher
NE
133
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
8015 Utilities Operations Manager
E
M41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
8031 Utilities Project Coordinator
NE
133
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
Engineering Group (Public UtiliiLiesj
8130 Associate Electrical Engineer
NE
130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8140 Computer Aided Drafting Technician
NE
G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
16 of 23
Step 2 �)5y,bzu Zy4,UOO Zizo. I Z)yo I)L,JUU. / /
Step 3 $62,808 $5,234 $30.1962 $2,415.69
Step 4 $65,952 $5,496 $31.7077 $2,536.62
Step 5 $69,252 $5,771 $33.2942 $2,663.54
8125 Electrical Engineer
NE 135
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
8115 Supervising Electrical Engineer
NE M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
8110 Utilities Engineering Manager
E M42
Step 1
$166,680
$13,890
$80.1346
$6,410.77
Step 2
$175,020
$14,585
$84.1442
$6,731.54
Step 3
$183,768
$15,314
$88.3500
$7,068.00
Step 4
$192,960
$16,080
$92.7692
$7,421.54
Step 5
$202,608
$16,884
$97.4077
$7,792.62
Gas • •
8215 Gas Systems Specialist
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8210 Gas Systems Superintendent
E M36
Step 1
$124,380
$10,365
$59.7981
$4,783.85
Step 2
$130,596
$10,883
$62.7865
$5,022.92
Step 3
$137,124
$11,427
$65.9250
$5,274.00
Step 4
$143,976
$11,998
$69.2192
$5,537.54
Step 5
$151,176
$12,598
$72.6808
$5,814.46
8220 Gas Systems Technician
NE 126
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
City of Vernon 17 of 23
Classification and Compensation Plan
Adopted June 20, 2017
Readina Grouc
7830 Meter Reader
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7820 Meter Reader, Lead
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
• •16,511 ITTO
8435 Assistant Resource Scheduler
NE 128
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42,4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
8430 Associate Resource Scheduler
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8410 Electric Resources Planning & Dev.
Manager
E M41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
8425 Electric Service Planner
NE G26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
8422 Principal Resource Scheduler/Trader
NE 134
Step 1
$112,812
$9,401
$54.2365
$4,338.92
ti City of Vernon 18 of 23
Classification and Compensation Plan
�.�.„•.•• Adopted June 20, 2017
Step 2
$118,452
$9,871
$56.9481
$4,555.85
Step 3
$124,380
$10,365
$59.7981
$4,783.85
Step 4
$130,596
$10,883
$62.7865
$5,022.92
Step 5
$137,124
$11,427
$65.9250
$5,274.00
8415 Resource Planner
NE 135
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
8420 Resource Scheduler
NE 132
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
Water MaintengnLg . •
7930 Water Maintenance Worker
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7925 Water Maintenance Worker, Senior
NE G22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
WORKS,PUBLIC •
7015 Deputy Director of PW, Water and Dev.
Sery
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
7008 Director of Public Works
E E44
Step 1
$183,768
$15,314
$88.3500
$7,068.00
Step 2
$192,960
$16,080
$92.7692
$7,421.54
Step 3
$202,608
$16,884
$97.4077
$7,792.62
Step 4
$212,736
$17,728
$102.2769
$8,182.15
City of Vernon
Classification and Compensation Plan
°7 Adopted June 20, 2017
19of23
Step 5
$223,368
$18,614
$107.3885
$8,591.08
Building and Planning Group
7230 Building Inspector NE
G25
Step 1
$72,720
$6,060
$34.9615
$2,797
Step 2
$76,356
$6,363
$36.7096
$2,937
Step 3
$80,172
$6,681
$38.5442
$3,084
Step 4
$84,180
$7,015
$40.4712
$3,238
Step 5
$88,392
$7,366
$42.4962
$3,400
7215 Building Inspector, Senior NE
G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
7225 Electrical Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7213 Electrical Inspector, Senior
NE G27
Step 1
$80,172
$6,681
$38.5442
$3,084
Step 2
$84,180
$7,015
$40.4712
$3,238
Step 3
$88,392
$7,366
$42.4962
$3,400
Step 4
$92,808
$7,734
$44.6192
$3,570
Step 5
$97,452
$8,121
$46.8519
$3,748
7250 Permit Technician
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
7220 Assistant Planner
NE G22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
7235 Plumbing and Mechanical Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
City of Vernon 20 of 23
Classification and Compensation Plan
'�.:.,.;,.�••°Adopted June 20, 2017
Step 2
$16,3bb
$b,3b3
�) 30. iuyb
Z�L,a Sl0. t t
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7213 Plumbing and Mechanical Inspector, Senior NE G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
Ennineering Group (Public Worksl
7140 Assistant Engineer NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7135 Associate Engineer
NE
G29
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
7118 Civil Engineer
NE
M32
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
7145 Engineering Aide
NE
G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
7115 Principal Civil Engineer
E
M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
City of Vernon 21 of 23
Classification and Compensation Plan
Adopted June 20, 2017
7120 Project Engineer
NE G31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
7125 Stormwater and Special Projects Analyst
NE G28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
Facilities Maintenance Group
7720 Facilities Maintenance Worker
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7735 Facilities Maintenance Worker, Lead
NE G23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
7730 Facilities Maintenance Worker, Senior
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Garage Group
7530 Mechanic
NE G19
Step 1
$54,264
$4,522
$26.0885
$2,087.08
Step 2
$56,976
$4,748
$27.3923
$2,191.38
Step 3
$59,820
$4,985
$28.7596
$2,300.77
Step 4
$62,808
$5,234
$30.1962
$2,415.69
Step 5
$65,952
$5,496
$31.7077
$2,536.62
7520 Mechanic, Lead
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
City of Vernon
s Classification and Compensation Plan
Adopted June 20, 2017
22 of 23
Step 2 �) I0"3no Z�0,3o3 Z�30. i uao Z�L,y3U. i i
Step 3 $80,172 $6,681 $38.5442 $3,083.54
Step 4 $84,180 $7,015 $40.4712 $3,237.69
Step 5 $88,392 $7,366 $42.4962 $3,399.69
7525 Mechanic, Senior
NE G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33,2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
Street Maintenjagg Gr..
NE G15
7430 Street Maintenance Worker
Step 1
$44,652
$3,721
$21.4673
$1,717.38
Step 2
$46,884
$3,907
$22.5404
$1,803.23
Step 3
$49,224
$4,102
$23.6654
$1,893.23
Step 4
$51,684
$4,307
$24.8481
$1,987.85
Step 5
$54,264
$4,522
$26.0885
$2,087.08
7425 Street Maintenance Worker, Senior
NE G19
Step 1
$54,264
$4,522
$26.0885
$2,087.08
Step 2
$56,976
$4,748
$27.3923
$2,191.38
Step 3
$59,820
$4,985
$28.7596
$2,300.77
Step 4
$62,808
$5,234
$30.1962
$2,415.69
Step 5
$65,952
$5,496
$31.7077
$2,536.62
WarehousLgLou2
7630 Warehouse Worker
NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803.23
Step 2
$49,224
$4,102
$23.6654
$1,893.23
Step 3
$51,684
$4,307
$24.8481
$1,987.85
Step 4
$54,264
$4,522
$26.0885
$2,087.08
Step 5
$56,976
$4,748
$27.3923
$2,191.38
7620 Warehouse Worker, Lead
NE G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
Y1
$73,704
$6,142
$35.4346
$2,834.77
7625 Warehouse Worker, Senior
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
Step 4
Step 5
Public Works Operations Group
7330 Public Works Foreman E M26
Step 1
Step 2
Step 3
Step 4
Step 5
7320 Public Works and Water Foreman E M28
Step 1
Step 2
Step 3
Step 4
Step 5
7310 Public Works and Water Superintendent E M35
Step 1
Step 2
Step 3
Step 4
Step 5
$62,808 $5,234
23 of 23
$28.7596 $2,300.77
$30.1962 $2,415.69
$76,356
$6,363
$36.7096
$2,936.77
$80,172
$6,681
$38.5442
$3,083.54
$84,180
$7,015
$40,4712
$3,237.69
$88,392
$7,366
$42.4962
$3,399.69
$92,808
$7,734
$44.6192
$3,569.54
$84,180
$7,015
$40.4712
$3,237.69
$88,392
$7,366
$42.4962
$3,399.69
$92,808
$7,734
$44.6192
$3,569.54
$97,452
$8,121
$46.8519
$3,748.15
$102,324
$8,527
$49.1942
$3,935.54
$118,452
$9,871
$56.9481
$4,555.85
$124,380
$10,365
$59.7981
$4,783.85
$130,596
$10,883
$62.7865
$5,022.92
$137,124
$11,427
$65.9250
$5,274.00
$143,976
$11,998
$69.2192
$5,537.54
7130 Public Works Project Coordinator NE G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
7132 Public Works Water Project Coordinator NE G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
7325 Street and Water Crew Leader NE G24
Step 1
$69,252
$5,771
$33.2942
$2,663.54
Step 2
$72,720
$6,060
$34.9615
$2,796.92
Step 3
$76,356
$6,363
$36.7096
$2,936.77
Step 4
$80,172
$6,681
$38.5442
$3,083.54
Step 5
$84,180
$7,015
$40.4712
$3,237.69
RECE1rM
JUN 15 20W
CITY CLERK'S OFFICE
DATE:
TO:
RECEIVED
JUN 12 2017
CITY ADMINISTRATION
STAFF REPORT of (-iu 7
HUMAN RESOURCES DEPARTMENT
June 20, 2017
Honorable Mayor and City Council
FROM: Carlos Fandino Jr., City Administrator _ e
Originator: Michael A. Earl, 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 an 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; and
B. Adopt the attached resolution amending and restating the Citywide Fringe Benefits and
Salary Resolution, with a retroactive effective date of July 10, 2016, to reflect the
following provisions:
1) Amend Exhibit A, Classification and Compensation Plan establishing the following
new job descriptions and associated salary ranges:
New Classification Titles
Salary Grade
Salary Range
Buyer
G23
$5,496 - $6,681
Fire Code Inspector, Senior
G27
$6,681 - $8,121
2) Amend Exhibit A, Classification and Compensation Plan adopting the following
revised job descriptions:
Assistant Buyer
Mechanic
Page 1 of 5
r¢f h: ,• rt:
Mechanic, Senior
Mechanic, Lead
Police Dispatcher
Police Dispatcher, Lead
3) Amend Exhibit A, Classification and Compensation Plan by adjusting the following
classification and compensation salary ranges as follows:
Classification Title
Total
Incumbents
Current Salary
Range
Recommended
Salary Range
Environmental Specialist
2
G24
G26
Facilities Maintenance Worker
2
G16
G18
Facilities Maintenance Worker, Senior
2
G18
G20
Facilities Maintenance Worker, Lead
1
G22
G23
Police Dispatcher
7
G19
G20
Police Dispatcher, Lead
1
G21
G23
Police Sergeant
7
PO30
PO31
4) Approving the recommended reclassification of single incumbents in certain
classifications as follows:
Current Classification
Salary
Grade
Reclassification Recommendation
Salary
Grade
Mechanic
G19
Mechanic, Senior
G21
Assistant Engineer
G25
Associate Engineer
G29
Electrical Inspector
G25
Electrical Inspector, Senior
G27
Fire Code Inspector
G25
Fire Code Inspector, Senior
G27
Mechanical & Plumbing Inspector
G25
Mechanical & Plumbing Inspector,
Senior
G27
Purchasing Assistant
G20
Buyer
G23
5) Amend the Fringe Benefits and Salary Resolution, Subsection B of Section 7, Sick
Leave to add clarifying language regarding the eligibility to use sick leave in
accordance with the Healthy Workplace, Healthy Families Act of 2014.
6) Amend the Fringe Benefits and Salary Resolution, Subsection C of Section 11,
Automobile Allowance and Reimbursement for Expenses to add the Police Sergeant
assigned to detective duties as eligible for the provision of a City Vehicle and Fuel in
accordance with current practice and the 2016 MOU negotiations between the City of
Vernon and the VPOBA.
Backiround
Page 2 of 5
As part of the 2016 labor negotiations with the Teamsters, Local 911 and the Vernon Police
Officers' Benefit Association (VPOBA) bargaining units, the City agreed to conduct
classification and compensation reviews of certain classifications. The Human Resources
Department conducted a review of 24 Teamsters represented classifications and the Police
Sergeant classification represented by the VPOBA. As a result of this review process, staff is
recommending City Council approval of the establishment of two new job descriptions and
associated salary ranges; approval of revised job descriptions for six classifications; approval of
salary adjustments for seven classifications; approval of the reclassification of certain single
incumbents in five classifications; the addition of clarifying language regarding the eligibility for
the use of sick leave in accordance with the Healthy Workplace, Healthy Families Act of 2014;
and approval of adding language to the Fringe Benefit and Salary Resolution listing the Police
Sergeant assigned to the Detective Division of the Police Department to the list of eligible
classifications provided a city vehicle as specified above.
Pursuant to the 2016 labor negotiations, these classification/compensation changes are
retroactive to July 10, 2016.
Establishment ofNew Job Descriptions
As stated above, staff is recommending City Council approval of the establishment of two new
job descriptions for the classifications of Buyer and Fire Code Inspector, Senior and approval of
the associated salary ranges for these classifications. Currently, these two classifications do not
exist in the City's Classification and Compensation Plan. As part of the classification and
compensation studies conducted, staff is recommending that two employees be reclassified
(details below under the heading of "Reclassifications") to these new classification titles. As
such it is necessary to formally establish the job descriptions and salaries.
Revised Job Descriptions
Revisions to the existing job descriptions are being recommended as a result of the classification
review process. Staff is recommending the current classification of Purchasing Assistant be
retitled to Assistant Buyer. This change is recommended to reflect more current industry
terminology and to align this series within the Finance Department and create a clear progression
within this classification series. Changes in the Mechanic classification series including the
Mechanic, Mechanic, Senior, and the Mechanic, Lead are recommended to more accurately
reflect the duties performed and to update the language regarding certifications required and/or
desired under the minimum qualifications. Revisions are also recommended to the job
descriptions for the classifications of Police Dispatcher and Police Dispatcher, Lead to more
accurately reflect the duties performed by the incumbent employees.
Salary Range Adjustments
Human Resources is recommending salary adjustments for seven classifications based on the
market survey comparisons and consistent with the City's established Salary Plan Administration
Policy including a basic pay policy that ideally sets compensation at the 75ffi percentile of the
surveyed salary market. The salary range adjustments proposed will result in an increase of
either 5% or 10% in the salaries for the specified classifications.
Page 3 of 5
The classifications recommended for a 5% salary range adjustment include Facilities
Maintenance Worker Lead, Police Dispatcher, and Police Sergeant. Classifications
recommended for a 10% salary range adjustment include Environmental Specialist, Facilities
Maintenance Worker, Facilities Maintenance Worker Senior, and Police Dispatcher Lead. These
adjustments will affect a total of 22 employees who currently occupy these classifications.
Reclassif cations
Human Resources staff received requests for reclassification from 9 employees in 8
classifications. Consistent with the City's Reclassification Policy, reclassification is defined as
the reallocation of a position in one classification to a different classification as a result of a
significant change in the duties, responsibilities, and/or qualification requirements of the
position. Employee requesting reclassification complete a position description questionnaire
which outlines the duties they perform. The request is routed through the appropriate
Department Director who concurs or provides any additional clarification prior to submitting the
information to Human Resources for review and analysis. A reclassification is typically
recommended when the incumbent employee has been performing significantly different work or
work at a different level of responsibility or complexity than is reflected in their current job
description in excess of one year. Following review by Human Resources, recommendations are
sent to the City Administrator for approval.
As specified above, staff is recommending the following reclassifications:
One Mechanic to Mechanic, Senior
One Assistant Engineer to Associate Engineer
One Electrical Inspector to Electrical Inspector, Senior
One Fire Code Inspector to Fire Code Inspector, Senior (a proposed new classification)
One Plumbing & Mechanical Inspector to Plumbing & Mechanical Inspector, Senior
One Purchasing Assistant to Buyer (a proposed new classification)
Sick Leave
Senate Bill 3 signed by Governor Brown on April 4, 2016, amended the Healthy Workplace,
Healthy Families Act of 2014. Human Resources is recommending the following language be
added to the Fringe Benefits and Salary Resolution, Section 7, Sick Leave, B. "and shall be
eligible to use accrued sick leave after satisfying a 90-day employment period." This will align
our Sick Leave language with the most current updates to this leave law.
Automobile Allowance
As a result of the 2016 labor negotiations, the Police Department has provided a city -owned
vehicle to the Police Sergeant assigned to the Detective Division who may take the assigned
vehicle home in order to be available for after hours and emergency response. An update to the
applicable section of the Fringe Benefits and Salary Resolution regarding Automobile Allowance
and Reimbursement for Expenses is recommended to include this additional designated
classification.
Page 4of5
Fiscal Impact
The total additional estimated annual cost of the recommended salary rate adjustments identified
above is $122,004 including salary and salary related benefits. The additional estimated annual
cost of the recommended reclassifications is $44,983 including salary and salary related benefits.
The sick leave language update does not result in any additional cost. An increase in fuel and
maintenance costs associated with the vehicle use is anticipated. These changes are retroactive
to July 10, 2016. Adequate funds are available in the 2016/2017 fiscal year budget to cover the
additional costs associated with all of the recommendations included above. These recommended
changes will be incorporated into the 2017/2018 budget.
Attachment(s)
1. Resolution
2. Fringe Benefits and Salary Resolution
3. Job Description for Assistant Buyer
4. Job Description for Buyer
5. Job Description for Fire Code Inspector, Senior
6. Job Description for Mechanic
7. Job Description for Mechanic, Senior
8. Job Description for Mechanic, Lead
9. Job Description for Police Dispatcher
10. Job Description for Police Dispatcher, Lead
Page 5 of 5
JOB DESCRIPTION
Assistant Buyer
Date Prepared: Nay, 2017 Draft Class Code: ,1234 fiormtiat Font Color: Red
{Formatted: Font Color: Red
SUMMARY: Under basic supervision, reviews department requisitions and processes into purchase orders.
RISTINGUSING CHARACTERISTICS: Assistant Buyer, is the entry level in the Buyer iob series: . Formatted: Font: Boa, undedine
incumbents work under basic supervision, responsible for performing a variety of routine and specialized work
assigned to the series.
ESSENTIAL FUNCTIONS: - Essential functions, as defined under the Americans with Disabilities Act, may include any of the following
representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include,
but are not limited to, the following:
• Reviews requisitions from City departments, and creates and processes purchase orders (PO) and other
necessary documents related to the purchase of supplies, equipment, services and material.
• Review and process technical and financial documents required for the purchase of services, supplies,
materials, and other commodities in accordance with City policies and procedures.
• Communicates with vendors to research and resolve outstanding issues.
• Maintains and updates PO files, vendor records, and databases.
• Assists City staff with purchasing special items, -and managing the PO process and working with contracts;
explains rules, policies, and procedures; scans invoices for department processing and approval.
• Reviews invoices, payment requests, purchase orders, and related documentation for accuracy,
completeness, and department/City approval.
• Analyzes and tracks procurement process, protocols, trends, proposals and product price quotations.
• Supports the relationship between the City of Vemon 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:
High School Diploma or GED equivalent; three years of experience in governmental or commercial
purchasing including familiarity with warehousing and inventory control procedures.
Knowledge of:
• City policies and procedures.
• Basic principles and practices of purchasing, bookkeeping, and records maintenance.
• Customer service standards and protocols.
• Business computers and standard MS Office software applications.
• Storekeeping and warehousing methods and practices including inventory control procedures; types of
supplies, materials and equipment commonly used by the municipal utilities.
Skill in:
• Explaining purchasing rules and regulations, and City policies and procedures.
Purchas�g Assistant Buyer Vernon CA 1 of 2
• Entering numerical and related information into a computer system with speed and accuracy.
• Following verbal and written instructions and procedures.
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with co-workers.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
Purchasing Assistant Buyer Vemon CA 2 of 2
JOB DESCRIPTION
Buyer
Date Prepared: February, 2017 Class Code: 1235
SUMMARY: Under general supervision, performs a wide variety of complex purchasing functions, including
but not limited to, review of department's requisitions, preparing bids, processing purchase orders,
investigating and resolving discrepancies, and assisting departments with the purchase of supplies,
equipment, services and material.
DISTINGUSHING CHARACTERISTICS: The Buyer is the advanced journey level classification within the
Purchasing series, responsible for performing the more specialized and complex work assigned to the series.
Positions at this level possess a specialized expertise, are assigned tasks above the journey level. May
provide work direction and guidance to less experienced purchasing staff.
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:
• Receives, examines and processes departmental requisitions; generates and revises purchase orders,
change orders, and necessary documents related to the purchase of supplies, equipment, services and
material.
• May assist City staff in preparing and advertising bids consistent with City policies; generates and/or
develops Requests for Quotations or Proposals and other solicitations for supplies, materials or contract
work.
• Negotiates with vendors, major contract items, conditions and language changes.
• Reviews and processes technical and financial documents required for the purchase of services,
supplies, materials, and other commodities in accordance with City policies and procedures.
• Maintains record storage; arranges for the disposition of surplus property; prepares a wide variety of
reports.
• Contacts, interviews and evaluates vendors regarding procurement needs, specifications, bids and
prices, and arranges for demonstration of products if required and make recommendations for awards.
• Expedites delivery, billing and receiving documents.
• Prepares reports on materials and services, comparative prices and price trends; investigates
inadequate requisitions, delinquent orders and errors in invoices and materials received.
• Monitors and maintains contracts, leases and blanket purchase orders.
• Assists in the analysis and resolution of accounting and receiving discrepancies.
• Troubleshoots issues with vendors, including processing claims for damaged materials and obtaining
credits where appropriate.
• Maintains Department of Motor Vehicles records.
• Performs market, total life cycle cost, value, price and complete cost analysis in formulating purchasing
forecasts and recommendations for purchasing of services.
• Reviews specifications or scope of work to ensure that they are clear, concise, and accurately
descriptive with all pertinent information.
• Assists Departments with monitoring purchasing agreements to ensure vendor compliance.
• Conducts research regarding purchasing practices and makes recommendations as appropriate.
• Reviews market trends, makes value analysis and makes recommendations of award of order.
Buyer Vernon CA 1 of 3
• Solicits annual maintenance agreements and blanket order renewals with vendors.
• Resolves accounting and receiving discrepancies; processes claims with vendors for damaged
materials; obtains credit when appropriate.
• Maintains catalogs, price lists, bidder and vendor indexes.
• Receives, examines, and processes departmental requests for supplies, materials, and services,
• Generates and revises purchase orders including change orders.
• Negotiates agreements or contracts.
• Conducts vendor research.
• Collects and reviews statements, reconciles statements to master invoice and process for payment.
• Coordinates the storage and disposal of City surplus property; assists in preparing for the sale of surplus
property.
• Maintains and updates purchase order files, vendor records, and databases.
• Assists City staff with purchasing special items and managing the purchase order process.
• Explains rules, policies, and procedures; scans invoices for department processing and approval.
• Reviews invoices, payment requests, purchase orders, and related documentation for accuracy,
completeness, and department/City approval.
• May provide work direction and training to less experienced staff.
• Analyzes and tracks procurement process, protocols, trends, proposals and product price quotations.
• Attends meetings, workshops and seminars as required or appropriate.
• Ensures purchasing practices are in compliance with legal, professional and City established policies and
procedures, and the City Municipal Code.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Associate Degree in Business, Public Administration, Accounting, Finance, or a related field; AND two (2)
years of professional level experience in governmental or commercial purchasing including familiarity with
warehousing and inventory control procedures.
Knowledge of:
• City organization, operations, policies and procedures.
• City Code, City Ordinances, City Budgets, and Standard Purchasing Procedures.
• Federal, State and Municipal purchasing laws, regulations and procedures.
• Principles and practices of purchasing, bookkeeping, and records maintenance.
• Telephone etiquette and customer service standards and protocols.
• Legal aspects of bidding and contract procedures.
• Administration of leases and contracts; basic mathematics.
• Principles and practices of record keeping, report writing and project management.
• Business computers and standard MS Office software applications.
• Storekeeping and warehousing methods and practices including inventory control procedures; types of
supplies, materials and equipment commonly used by the municipal utilities.
Skill in:
• Explaining City purchasing rules and regulations, and policies and procedures.
• Entering numerical and related information into a computer system with speed and accuracy.
• Composing and interpreting reports and preparing bid specifications.
• Researching and utilizing data and information to achieve cost effective results.
• Negotiating contracts, agreements, and/or pricing schedules for services, supplies, and equipment.
• Maintaining accurate financial records and reports for informational, auditing, and operational use.
• Managing multiple priorities and meeting deadlines.
• Following verbal and written instructions and procedures.
Buyer Vernon CA 2 of 3
Communicating effectively verbally and in writing.
Dealing tactfully and courteously with the public.
Establishing and maintaining cooperative working relationships with co-workers and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
Certified Professional Public Buyer (CPPB) certificate issued by the National Institute of Governmental
Purchasing or the Universal Public Procurement Certification Council is highly desirable.
Certified Professional in Supply Management (CPSM) certificate from the Institute of Supply Management is
desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
Buyer Vernon CA 3 of 3
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f
JOB DESCRIPTION
Fire Code Inspector, Senior
Date Prepared: February, 2017 DRAFT Class Code: 5047
SUMMARY: Under general supervision, performs wide range of complex technical fire code inspection and
enforcement activities for the Vernon Fire Department (VFD), as required to enforce compliance with state
and federal regulations, assists in managing the VFD fire prevention and education programs involved in the
protection of lives and property of City residents and businesses.
DISTINGUSHING CHARACTERISTICS: The Senior Fire Code Inspector is the advanced journey level
classification within the Fire Code Inspector series, responsible for performing the more specialized and
complex work assigned to the series. Positions at this level possess specialized expertise, are assigned tasks
above the journey level, are the lead inspector in the series, and require the possession of International Code
Council (ICC) Building Inspector, Fire Inspector II, and Fire Plan Examiner certification.
ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following
representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class, -
employees 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:
• Inspects buildings and facilities for fire hazards, fire alarm and suppression systems; verifies compliance
with fire prevention laws, regulations, and ordinances for the VFD Fire Prevention Division.
• Examines construction plans and blueprints for compliance with fire codes and technical requirements;
reviews construction work for conformance with plans, legal requirements, and safety standards.
• Inspects commercial and residential buildings being constructed, altered, repaired, or demolished to verify
compliance with applicable codes, ordinances, and regulations.
• Reviews and approves construction plans for fire code compliance.
• Assists in managing the VFD fire prevention and education programs.
• Interprets, applies, and explains codes and regulations.
• Inspects property sites for conformance with regulations, interprets building and zoning codes, and issues
compliance orders, administrative citations, and notices of violation as needed.
• Creates, develops, and maintains case files and updates City files.
• Recommends revisions to existing and new regulations.
• Resolves field and office issues/problems regarding the application or interpretation of codes and
regulations enforced by the division.
• May provide work direction and training to less experienced staff.
• Provides technical assistance to owners, developers, and design professionals in meeting fire safety code
requirements; meets with clients to discuss and resolve compliance issues, and develop solutions to
mitigate and eliminate hazards.
• Performs annual fire inspections for designated facilities, and inspects special event sites as needed.
• May assist with weed abatement and illegal dumping programs.
• 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.
Senior Fire Code Inspector Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Must have an A.A. or A.S. Degree in Fire Science, Construction Technology, Civil, Mechanical, or Fire
Protection Engineering or other related field; AND four years of plan checking/inspection and construction
experience.
Knowledge of:
• City and VFD policies and procedures.
• State and federal regulations governing fire safety and building codes.
• Principles, methods and practices of plan review, code enforcement, and fire prevention.
• Methods and techniques of inspecting buildings and facilities.
• City geography, traffic patterns, and the location of all streets, landmarks, buildings, and water mains.
Skill in:
• Inspecting commercial and residential facilities for fire and safety code hazards and construction
standards.
• Interpreting and applying safety standards, and state and federal rules and regulations.
• Operating and maintaining specialized computer and communications equipment.
• Establishing and maintaining cooperative working relationships with co-workers.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
Certification for Fire Inspector from California Office of the State Fire Marshal is required.
International Code Council (ICC) Building Inspector, Fire Inspector ll, and Fire Plan Examiner certifications are
required. Specialized certification may be required.
International Code Council (ICC) Commercial Building Inspector certification is desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment and outdoors and indoors at construction sites. May be
exposed to dangerous machinery, and extreme weather conditions. May be required to climb ladders.
Senior Fire Code Inspector Vernon CA 2 of 2
JOB DESCRIPTION
Mechanic
Date Prepared: March, 2014
Date Revised: January, 2017
Class Code: 7530
SUMMARY: Under basic supervision, maintains and repairs City vehicles and equipment; performs basic
safety inspections, and recommends equipment repair or replacement; drives and operates equipment to
diagnose problems and verify proper completion of work.
ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following
representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees maybe assigned duties which are not listed below: reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include,
but are not limited to, the following:
• Performs a variety of diagnostic, maintenance, and repair work on City vehicles, equipment, and tools.
• Performs preventative maintenance work to ineladesuch as tune ups, oil changes, and
cendifieRingunitsbft repair.
• Maintains records and logs of service performed, parts used, and time charges for repairs.
• Adheres to safety rules and regulations.
• Cleans equipment and sweeps and mops work area; ensures work area and all equipment are clean and
safe to use.
• Disposes of all chemicals in accordance with all safety regulations and procedures.
• Transports equipment from field to City shop and performs emergency job site location service calls.
• Performs other maintenance work 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.
MINIMUM QUALIFICATIONS: .
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent; AND two years of experience in the repair and maintenance of
automobiles.
Knowledge of:
• City organization, operations, policies, and procedures.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
Environmental guidelines and standards for the storage and disposal of hazardous materialsAJG reGeveFy and recharge.
including
—�
• f - - - - Formatted: Bulleted + Level: 1 + Aligned at: 0" + Tab
• Principles and practices of the repair and maintenance of mechanical, eleetiasal and computerized after: 0.25"+IndeMat: 0.25"
systems within vehicles and equipment.
Mechanic Vernon CA 1 of 2
• Principles and practices of vehicle and heavy equ.prnent maintenance and repair methods and
techniques.
• Methods and techniques in the repair and maintenance of brakes, suspension, steering, and autematis
transmissiensmotors.
• Shop operations, record keeping, and safety practices and procedures.
Skill in:
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals, blue prints, schematics, wiring diagrams, technical
service bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures, guidelines, and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and
measuring equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License may-beis required.- within 12 months from
appointment date.
Certificate in Automotive Service Excellence (ASE}) Al, A3,A4, and A5 ' re required
withi"within12 months ofempleyment_ from appointment date. Additional Automotive Service Excellence
(ASE) certificates such as A6 and A7 are desirable but not Feauired.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May
be required to lift and cant' items weighing up to 50 pounds.
Mechanic Vernon CA 2 of 2
t�h
JOB DESCRIPTION
Mechanic, Senior
Date Prepared: March, 2014
Date Revised: March, 2017
Class Code: 7525
SUMMARY: Under general supervision, performs a variety of advanced tasks in the inspection, diagnosis,
repair, and maintenance of City vehicles and equipment; performs safety inspections and recommends
equipment repair or replacement; drives and operates equipment to diagnose problems and verify proper
completion of work.
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 advanced diagnostic, maintenance, and repair work on a variety of City vehicles,
equipment, and tools.
• Inspects, diagnoses and repairs electrical systems.
• Performs preventative maintenance work to ineaude on air conditioning units motors and transmissions.
and performs tune-ups, oil changes, and and seFy eestire repair.
• Maintains records and logs of service performed, parts used, and time charges for repairs.
• Adheres to safety rules and regulations.
• Cleans equipment and sweeps and mops work area; ensures work area and all equipment are clean and
safe to use.
• Creates and inputs new work orders in the abseRGe of sneeded.. Orders parts, picks up
parts and closes out work orders.
Orders parts arld Gleses out work orders a vale.
• May assign work to others.
• Disposes of all chemicals in accordance with all safety regulations and procedures.
• Repairs and installs emergency response lights and radio communication equipment.
• Transports equipment from field to City shop and performs emergency job site location service calls.
• Performs other maintenance work as assigned., Formatted: Font color Dark Red
• Coordinates and schedules work with City departments, divisions and/or extemal vendors.
• Works with Automated Work Order System.
• May act in the place of the Lead Mechanic during Lead Mechanic's absence or as assigned.
• Prepares reports and works on City's Automated Computer Svstem(s).
• May assist in scheduling and coordinating work in the Garage.
• Assists with research review and recommendations for new vendors parts, services and pricing of
equipment.
• Attends various seminars and training Courses for professional development.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -
related issues and City information; performs other duties as required or assigned.
Mechanic, Senior Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent; AND three years of experience in the repair and maintenance of
automobiles -and, heavy equipment.-, small engines, small equipment, emergency vehicles, and A/C
recovery and recharge.
Knowledge of:
• City organization, operations, policies, and procedures.
• Automated work order systems, vehicle history records—.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
• Environmental guidelines and standards for the storage and disposal of hazardous materials including
• Principles and practices of the repair and maintenance of mechanical, electrical and computerized
systems within vehicles -ad, -equipment mechanical diagrams and repair manuals.
• Principles and practices of vehicle and heavy equipment maintenance and repair methods and
techniques.
• Methods and techniques in the repair and maintenance of brakes, suspension, steering, and automatic
transmissions.
• Shop operations, record keeping, and safety practices and procedures.
• Hydraulic systems diagnosis. -repairs, equipment operation. _
Formatted: List Paragraph, Left, No bullets or numbering
• Diagnostic tools and scanners,-
# - _ Formatted: Font Alignment: Auto, Tab stops: Not at -1" +
#—Skill in: -0.5° + 0" + 0.36" + 0.73" + 1"
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals, blue prints, schematics, wiring diagrams, technical
service bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures guidelines and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and
measuring equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License may be required.
Certificate in Automotive Service Excellence (ASE) T' T"�� Q T6A1-A9 is required.
ASE TZ T4 T5 certifications are desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May
be required to lift and carry items weighing up to 50 pounds.
Mechanic, Senior Vernon CA 2 of 2
JOB DESCRIPTION
Mechanic, Lead
Date Prepared: March, 2014
Date Revised: March, 2017
Class Code: 7520
SUMMARY: Under general supervision, provides work direction and general daily oversight of the City's
vehicle and equipment maintenance garage; performs a variety of administrative work.
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:
• Prepares daily crew schedules, timesheets, and reports. Develops daily GFew sGhea, les ^^^^M*^c
• Coordinates and schedules monthly fleet maintenance, and related services with each city department,
divisions and/or external vendors.
•—Assigns work and provides direction to others
• . Inspects all work in progress and enu� completion of each job;,
• Approves work orders, monitors status of work orders and updates_u2dates status in computer; and
closes out work orders enupon completion of work. Formatted: strikethrough
• Orders supplies and materials needed to complete each repair and any other necessary items for the
City's garage; enters all vendor orders and Eden invoices into the automated computer-. system.
._ Researches, reviews and recommends new vendors, parts,
services and pricing of equipment.
• Schedules safety inspections and certification of shop equipment
order.and maintains documentation.
GeeFdwnates and s6hedu'es waFk with City deigaFtments. divisions and/OF e)deFnal vendem.
• ReeeWesand Inspects and verifies asouracy-of new eguipmentelelive;es.
• Initiates purchase orders and fund transfer between accounts or purchase orders as needed.
• Makes recommendations for vehicle replacement.
• Trains employees on safety in the workplace; observes employees and enforces safety procedures.
• Advises foreman of issues with equipment or other garage issues requiring immediate attention.
• Performs maintenance and repair work as necessary; performs other general maintenance work as
assigned.
• Attends various seminars and training courses for professional development.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -
related issues and City information; performs other duties as required or assigned.
Mechanic, Lead Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent. AND five years of automotive maintenance and repair experience,
ef-
including three yearsf, iserI -lead experience. years of supervisory or lead experience. Tra{nlaa
and -Gr- ir}the mechanwa4 field fnav be substitated-feF
Knowledge of:
• Automated work order systems, vehicle history records and repair parts inventories.
• City organization, operations, policies, and procedures.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
• Environmental guidelines and standards for the storage and disposal of hazardous materials.
• Principles and practices of effective employee supervision.
• Advanced principles and practices of the repair and maintenance of mechanical, electrical and
computerized systems within vehicles and equipment.
• Basic principles and practices of vehicle and heavy equipment maintenance and repair methods and
techniques.
• Shop operations, including priority -setting, organization, time management, problem resolution, record
keeping, and safety practices and procedures.
Skill in:
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals, blue prints. schematics, wiring diagrams, technical
service bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures- guidelines, and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and
measuring equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License may-bels required. Withir�&+taentfis-of Mires ....... Formatted: Strikethrough
ASE Master Mee#anisTechnician certification is required .AftaJiFignent-ef—m ASE Master TeGtl��
required but-deswed; Formatted: Strikethrough
A/C reoovewanddiseesa4. aFld ASE T2. T4. T5. & T6 certifications are desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May
be required to work in trenches or confined spaces. May be required to lift and carry items weighing up to
50 pounds.
Mechanic. Lead Vernon CA 2 of 2
JOB DESCRIPTION
Police Dispatcher
Date Prepared: March 2014 Job Class: 4130
Date Revised: May 2017
SUMMARY: Under basic supervision, answers emergency and non -emergency calls for service; takes
information from callers, and enters information into computer database; provides assistance and information
to Vernon Police Department (VPD) Officers, emergency services agencies, and general public.
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.
• Answers emergency and non -emergency calls for police, fire, personal assistance, and emergency
medical assistance; determines appropriate call classification and priority.
• Answers incoming emergency calls; interviews and calms callers, and gathers details; evaluates
information, prioritizes calls, determines actions required, and appropriate response; dispatches
emergency responders and resources; relays pertinent information to law enforcement and public safety
personnel in a concise, organized, and understandable manner; monitors active radio channels and
provides immediate information and assistance.
• Follows VPD procedures to provide assistance and information to Police Officers and other emergency
services personnel; notifies other state, federal, and regional agencies as needed.
• Enters call information into Computer Aided Dispatch records management system, including California
Law Enforcement Telecommunication System (CLETS) information; tracks a variety of law enforcement
and public safety agency resources, personnel, and incidents.
• Provides detailed call information to officers; maintains status and awareness of all public safety unit
locations; monitors message traffic, and relays information to assure that responders' safety is top priority.
• Searches state and national data bases at officer's request.
• Gathers information on non -emergency calls, and responds appropriately; provides information,
instructions and assistance to the public within scope of authority and training.
• Maintains and updates computer databases and files; enters and retrieves data, and prepares reports.
• Monitors alarms, cameras, teletypes, and special broadcast frequencies; trouble -shoots communications
center equipment and resolves technical issues within scope of authority and training.
• Assures that security protocols are followed, and all reports and paperwork are completed in a timely
manner; updates, corrects, retrieves, and releases information according to procedures.
• Maintains the integrity, professionalism, values, and goals of the Vernon Police Department by assuring
that all rules and regulations are followed, and that accountability and public trust are preserved.
• 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:
High School Diploma or GED equivalent; AND one year of clerical and computer experience.
Police Dispatcher Vernon CA 1 of 2
Knowledge of:
• City and VPD policies and procedures.
• City policies and procedures for dispatching law enforcement officers and other emergency services.
• State and federal laws, regulations and statutes, governing dispatch for emergency services.
• Law enforcement and public safety agency terminology.
• Police radio, dispatch, and communication protocols, procedures, hardware, and software.
• Principles and practices of confidential records management, and file maintenance.
• Geography, roads, and landmarks of City and surrounding areas
Skill in:
• Communicating clearly and concisely, and relaying details accurately.
• Handling multiple tasks simultaneously, under pressure, and in emergency situations.
• Closely following verbal and written instructions and procedures.
• Dealing tactfully and courteously with the public, handling stressful situations and angry people, and
obtaining information from hostile and emotional callers.
• Communicating verbal and written instructions, advising callers of actions and consequences, and
maintaining security of confidential information.
• Remembering names, numbers, and locations, and reading maps quickly and accurately.
• Operating a personal computer utilizing standard and specialized software, and entering information
with speed and accuracy.
• Establishing and maintaining cooperative working relationships with co-workers.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required. Must maintain Public Safety Dispatcher Certificate with
the California Commission on Peace Officer Standards and Training (POST).
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a fast paced, high volume call center; incumbents must remain alert and responsive
while coordinating stressful situations in a dynamic work environment.
Police Dispatcher Vernon CA 2 of 2
JOB DESCRIPTION
Police Dispatcher, Lead
Date Prepared: March 2014
Date Revised May 2017
Job Class: 4115
SUMMARY: Under basic supervision of the supervisor, leads, monitors and coordinates the daily work
activities of the Police Dispatchers, and accounts for Police personnel activities; answers emergency and
non -emergency calls for service; takes information from callers, and enters information into computer
database; provides assistance and information to Vernon Police Department (VPD) Officers, emergency
services agencies, and general public.
ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following
representative duties. knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class,
employees may be assigned duties which are not listed below: reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include,
but are not limited to, the following:
• Assists the Supervisor in the daily work activities and functions of Police Dispatchers: to include leading a
shift of Police Dispatchers, tracks and reviews work progress and activities; provides input into employee
evaluations.
• Trains employees on equipment and procedures; provides direction and guidance on technical and
procedural issues; checks Computer Aided Dispatch System (CAD) and California Law Enforcement
Telecommunication System (CLETS) entries to verify complete and accurate incident information, proper
response time, and that the call was properly handled;
• Alerts the supervisor regarding unusual issues or concerns.
• Monitors telephones and radio in dispatch center; assures that calls and messages requiring action by the
work group are handled in accordance with VPD rules and regulations.
• Maintains and updates computer databases and files; enters and retrieves data including CLETS
information, and prepares reports.
• Answers emergency and non -emergency calls for police, fire, personal assistance, and emergency
medical assistance; determines appropriate call classification and priority.
• Answers incoming emergency calls; interviews and calms callers, and gathers details; evaluates
information, prioritizes calls, determines actions required, and appropriate response; dispatches
emergency responders and resources; relays pertinent information to law enforcement and public safety
personnel in a concise, organized, and understandable manner.
• Follows VPD procedures to provide assistance and information to Police Officers and other emergency
services personnel; notifies other state, federal, and regional agencies as needed.
• Provides detailed call information to officers; maintains status and awareness of all public safety unit
locations; monitors message traffic, and relays information to assure that responders' safety is top priority.
• Searches state and national data bases at officer's request.
• Gathers information on non -emergency calls, and responds appropriately; provides information,
instructions and assistance to the public within scope of authority and training.
• Monitors alarms, cameras, teletypes, and special broadcast frequencies; trouble -shoots communications
center equipment and resolves technical issues within scope of authority and training.
• Assures that security protocols are followed, and all reports and paperwork are completed in a timely
manner; updates, corrects, retrieves, and releases information according to procedures.
Police Dispatcher Lead Vernon CA 1 of 2
• Maintains the integrity, professionalism, values, and goals of the Vernon Police Department by assuring
that all rules and regulations are followed, and that accountability and public trust are preserved.
• 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:
High School Diploma or GED equivalent; AND three years of emergency dispatch experience, preferably
with City of Vernon.
Knowledge of:
• City and VPD policies and procedures.
• City policies and procedures for dispatching law enforcement officers and other emergency services.
• State and federal laws, regulations and statutes, governing dispatch for emergency services.
• Law enforcement and public safety agency terminology.
• Police radio, dispatch, and communication protocols, procedures, hardware, and software.
• Principles and practices of confidential records management, and file maintenance.
• Geography, roads, and landmarks of City and surrounding areas.
Skill in:
• Supervising staff, delegating tasks and authority, and evaluating staff performance.
• Assessing and prioritizing multiple tasks, projects, and demands.
• Communicating clearly and concisely, and relaying details accurately.
• Handling multiple tasks simultaneously, under pressure, and in emergency situations.
• Closely following verbal and written instructions and procedures.
• Dealing tactfully and courteously with the public, handling stressful situations and angry people, and
obtaining information from hostile and emotional callers.
• Communicating verbal and written instructions, advising callers of actions and consequences, and
maintaining security of confidential information.
• Remembering names, numbers, and locations, and reading maps quickly and accurately.
• Operating a personal computer utilizing standard and specialized software, and entering information
with speed and accuracy.
• Establishing and maintaining cooperative working relationships with co-workers.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required. Must maintain a Basic Public Safety Dispatcher
Certificate from the California Commission on Peace Officer Standards and Training (POST).
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a fast paced, high volume call center; incumbents must remain alert and responsive
while coordinating stressful situations in a dynamic work environment.
Police Dispatcher Lead Vernon CA 2 of 2
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON ADOPTING AN AMENDED AND RESTATED CITYWIDE
FRINGE BENEFITS AND SALARY RESOLUTION IN ACCORDANCE
WITH GOVERNMENT CODE SECTION 20636(b)(1) AND
REPEALING ALL RESOLUTIONS IN CONFLICT THEREWITH
WHEREAS, on April 18, 2017, the City Council of the City of
Vernon adopted Resolution No. 2017-16, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated June 20, 2017, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to
(i) establish the job descriptions and associated salary ranges of the
Buyer and Fire Code Inspector (Senior), (ii) adopt the revised job
descriptions of the Assistant Buyer, Mechanic, Mechanic (Senior),
Mechanic (Lead), Police Dispatcher, and Police Dispatcher (Lead),
(iii) amend the classification and compensation rates of the
Environmental Specialist, Facilities Maintenance Worker, Facilities
Maintenance Worker (Senior), Facilities Maintenance Worker (Lead),
Police Dispatcher, Police Dispatcher (Lead), and Police Sergeant,
(iv) approve the reclassifications of single incumbents in certain
classifications, (v) amend Subsection B of Section 7 regarding Sick
Leave, to add clarifying language regarding the eligibility to use sick
leave in accordance with the Healthy Workplace, Healthy Families Act of
2014, and (vi) amend Subsection C of Section 11 regarding Automobile
Allowance, to add the Police Sergeant assigned to detective duties as
eligible for the provision of a City Vehicle and Fuel in accordance
with current practice and the 2016 MOU negotiations between the City
and the Vernon Police Officers' Benefit Association ("VPOBA"); and
WHEREAS, pursuant to the 2016 labor negotiations, these
recommended classification and compensation amendments are retroactive
to July 10, 2016; 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 July 10, 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. 2017-16, not consistent with or in
conflict with this resolution are hereby repealed.
- 2 -
SECTION 5: The City Clerk, or Deputy City Clerk, of the
City of Vernon shall certify to the passage, approval and adoption of
this resolution, and the City Clerk, or Deputy City Clerk, of the City
of Vernon shall cause this resolution and the City Clerk's, or Deputy
City Clerk's, certification to be entered in the File of Resolutions
of the Council of this City.
APPROVED AND ADOPTED this 20th day of June, 2017.
Name:
Title: Mayor / Mayor Pro-Tem
ATTEST:
City Clerk / Deputy City Clerk
APPROVED AS TO FORM:
Zaynah Moussa, Senior Deputy City Attorney
- 3 -
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I, , City Clerk / Deputy City Clerk of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. , was duly passed, approved and adopted by the
City Council of the City of Vernon at a regular meeting of the City
Council duly held on Tuesday, June 20, 2017, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this day of June, 2017, at Vernon, California.
(SEAL)
City Clerk / Deputy City Clerk
- 4 -
EXHIBIT A
City of Vernon
FRINGE BENEFITS
SALARY RESOLUTION
L:L=*.. •. ,jv_ -
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
CompensatoryTime.......................................................................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
VisionInsurance.............................................................................
26
Life Insurance.................................................................................
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
kj
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.
5
TABLE 1 - HOLIDAY
HOLIDAY
January 11 - New Year's Da
31 Monday in January - Martin Luther King Jr. Da
TdMonday in February - Presidents Da
March 31 st - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4th — Independence Da
The 1 st Monday in September — Labor Da
The 2"d Monday in October — Columbus Da
November 11 th — Veterans Da
The 4th Thursday in November - Thanksgiving Da
December 24th — Christmas Eve
December 25th — Christmas Da
December 31 st — New Year's Eve
And other days as such designated by City Council.
Section 2. ADMINISTRATIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall
receive, effective January 1 of each calendar year, 80 hours of Administrative
leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro -rated administrative leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on
or Between
Administrative Leave
January 1 — March 31
80 hours
-April 1 — June 30
60 hours
Jul 1 — Sept. 30
40 hours
Oct 1 — Dec. 31
20 hours
D. Mid -Management — Staff who are designated as exempt in accordance with the
Fair Labor Standards Act shall receive, effective January 1 of each calendar
year, 60 hours of Administrative leave
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro -rated administrative
leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Leave
January 1 — March 31
_
60 hours
April 1 — June 30
45 hours
Jul 1 — 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
7
the department head retains discretion to approve the use of Administrative
Leave in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective
departments with a minimum amount of overtime. If the best interests of the City
require that an employee work beyond the forty (40) hours of work scheduled,
such employee shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions
not exempt from the FLSA to allow credit for productive hours actually worked on
one day (excluding lunch periods) towards the regular paid workweek schedule.
For example, if an employee works twelve (12) hours on one day (based on a ten
(10) hour day), the entire twelve hours will be recorded on the time card as paid
worked time. In this example, the department may schedule the employee to
work only eight (8) hours on one of the other scheduled workdays in the
workweek, as long as the employee's hours for the workweek do not fall below
the minimum paid work hours schedule.
C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must
be obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes
of computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-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
9
(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
10
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 eighty (80) hours.
It is at the employee's option whether to receive overtime compensation or
compensatory time accruals up to the 80-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 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope
of employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
12
Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1 st year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
Vacation Hours Earned
Bi-Weekly
Accrual
1 St year thru 4th 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
13
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.
14
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 and shall be eligible to use accrued sick leave after satisfying a 90-dav
employment period.
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
15
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
16
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 employee 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.
17
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.
is
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
19
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized 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.
20
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.
21
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 a s set forth b e l o w 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
Economic Development
Manager
$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
General Manager of Public
Utilities
$400.00
22
Industrial Development Director
$400.00
Utilities Operations Manager
City Vehicle
& Fuel
Utilities Engineering 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
Police Sergeant on Detective
City Vehicle
& Fuel
Duty
Public Information Officer
$400.00
Public Works Director
$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.
23
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. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only, Employee +
Spouse, Employee + Child(ren), or Employee + Family Low Medical HMO, lowest cost
Dental DMO, and lowest cost vision Plan that corresponds with the employees' benefit
selection or $1,120, whichever is greater. The allotment amounts will vary based on the
premium costs that go into effect on January 1 st of each calendar year. b. Employees
that elect a health plan higher than the Low HMO medical, dental and/or vision, will be
responsible for any applicable, excess premium costs; however, if employees opt out of
dental and/or vision coverage, they may use the allotments for those respective
coverages toward excess medical premiums. c. Employees who elect the
PPO/HSA coverage shall receive an equal benefit to that described above, less $3,000
on an annual basis, which would instead be deposited to their HSA account.
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.
2.5
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.
For all itemized benefit amounts specified in the City of Vernon Vision Plan (CVVP)
that fall below $150 shall be raised to $150.
26
Section 15. LIFE INSURANCE
The City provides a $20,000 life insurance plan to full-time employees. The City shall
pay 100% of the cost of such plan for employees. The City's agreement to pay full or
partial costs of said premiums shall not create or ripen into a vested right for said
employee. In the event an employee does not exceed his/her monthly employer
medical allowance, the employee shall be allowed to apply any unused portion
towards the purchase of additional provided coverage for supplemental life insurance.
27
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
28
Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the
compensation or payments in this document are subject to CalPERS service credit or
pensionable income. Any determination by CalPERS to not fully credit the
compensation and/or service time provided under this document is not a proper basis
on which to pursue any claim or action against the City related to any determination
made by CalPERS in connection with this document.
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
29
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.
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
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. Eligible retirees may
opt not to enroll in the City's medical and/or dental insurance coverage and
instead receive a monthly reimbursement up to the then -current lowest cost City -
offered Employee -only medical HMO and/or dental HMO insurance premium.
Once an eligible retiree opts not to enroll in the City's medical and/or dental
insurance, he or she will not be allowed to re -enroll. Once an eligible retiree who
has opted out reaches Medi-care eligibility, the retiree shall receive a monthly
reimbursement to the then -current cost of supplemental coverage.
B. Eligible retirees 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
31
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.
City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
32
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The
longevity program described herein will apply to all employees, except Department
Heads and employees covered in a collective bargaining agreement, employed on or
before June 30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive
uninterrupted service on or before July 1, 1986, shall receive an additional five percent
(5%) per month of their base salary effective July 1, 1986, and every year thereafter
until reaching the next step. Employees upon reaching their 5th anniversary date after
July 1, 1986, shall be entitled to said five percent (5%) per month upon said anniversary
date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive
uninterrupted service on or before July 1, 1987, shall receive an additional ten percent
(10%) per month of their base salary effective July 1, 1987, and every year thereafter
until reaching the next step. Employees upon reaching their 10th anniversary date after
July 1, 1987, shall be entitled to said ten percent (10%) per month upon said
anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive
uninterrupted service on or before July 1, 1988, shall receive an additional fifteen
percent (15%) per month of their base salary effective July 1, 1988, and every year
thereafter until reaching the next step. Employees upon reaching their 15th anniversary
date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon
said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty
percent (20%) per month of their base salary effective July 1, 1989, and every year
thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989,
shall be entitled to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service — Fire - Sworn
All eligible fire employees who have been appointed to a position ranking
above Captain and who have thirty (30) years of consecutive uninterrupted service on
or before July 1, 1991, shall receive an additional twenty-five percent (25%) of their
base salary per month effective July 1, 1991, and every year thereafter. Employees in
33
said position upon reaching their 30th anniversary date after July 1, 1991, shall be
entitled to said twenty-five percent (25%) per month upon said anniversary date.
f. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative
and only the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1,
1994 AND ON OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all
employees, except Department Heads and employees covered in a collective
bargaining agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on
or before December 31, 2013, who attain five (5) years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base salary.
Such employees upon reaching their 5th anniversary date shall be entitled to receive
said five percent (5%) per month upon said anniversary date. Further, such
employees will not be entitled to receive any additional percentage increase to their
base salary for further service. This subsection shall only apply to employees hired
on or after July 1, 1994 and on or before December 31, 2013.
34
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job
duties as described in their job description provide for interaction with the public on a
regular basis, allowing said employee to be compensated for bilingual skills after the
employee demonstrates proficiency in speaking Spanish (the ability to read and write in
Spanish may also be tested, if necessary), which proficiency would be determined by
successful completion of a proficiency test administered by the Human Resources
Department. Those employees who successfully demonstrate this skill would be eligible
to receive an additional One Hundred Twenty -Five Dollars ($125.00) per month for
bilingual pay.
35
Section 21. UNIFORM ALLOWANCE
A. If an employee's job classification requires him/her to wear a uniform while on
duty, as designated by the City or employee's Department, the City will provide
and launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the
employees. The newly hired employee will receive: two (2) class A uniforms; two
(2) class B uniforms; two (2) polo shirts and one (1) jacket or sweater. On all
subsequent anniversary dates the City will provide an annual uniform purchase
and maintenance allowance of $600.00. The employee's uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
36
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to
major incidents and emergencies during non -working hours which require immediate
attention to availability of qualified individuals with expertise in operating, maintaining,
restoring and repairing the City's technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be
ready, willing, and able to respond to an emergency or incident or request for
assistance based on a pre -arranged schedule. Employees on stand-by must
respond to the mobile phone call immediately and be able to respond to the City
within one (1) hour of being called upon. The department head or designee will
determine if an employee is qualified to perform stand-by duties. The stand by
duty period shall be defined by the Department Head.
D. Employees on "stand—by" shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime
calculation as employees are not restricted in their activities and may engage in
non -work related personal activities. On City -recognized Holidays where City Hall
is closed, employees on stand-by will be compensated four (4) hours of straight
time compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on "stand-by" is called back to the City, he/she shall be
entitled to "stand-by" pay. Call back duty does not occur when an employee is
held over from his/her prior shift, or is working planned overtime. An employee
called back to duty shall be paid a minimum of four (4) hours of pay at the
applicable overtime rate. Time begins when the call back request is received and
ends when the employee returns home. If work is performed remotely, the
employee shall receive hour for hour compensation at the applicable overtime
rate.
37
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
38
om■
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 ' of 23
Classification and Compensation Plan
Adopted June 20, 2017
ELECTED OFFICIALS
1025 Council Member
E 001
$26,268
$2,189
n/a
$1,010.31
1030 Mayor
E 001
$26,268
$2,189
n/a
$1,010.31
CITY ADMINISTRATION GROUP
1010 City Administrator
E E50
Step 1
$246,264
$20,522
$118.3962
$9,471.69
Step 2
$258,576
$21,548
$124.3154
$9,945.23
Step 3
$271,500
$22,625
$130.5288
$10,442.31
Step 4
$285,048
$23,754
$137.0423
$10,963.38
Step 5
$299,304
$24,942
$143.8962
$11,511.69
1015 Deputy City Administrator
E M40
Step 1
$151,176
$12,598
$72.6808
$5,814.46
Step 2
$158,736
$13,228
$76.3154
$6,105.23
Step 3
$166,680
$13,890
$80.1346
$6,410.77
Step 4
$175,020
$14,585
$84.1442
$6,731.54
Step 5
$183,768
$15,314
$88.3500
$7,068.00
1020 Economic Development Manager
E M34
Step 1
$112,812
$9,401
$54.2365
$4,338.92
Step 2
$118,452
$9,871
$56.9481
$4,555.85
Step 3
$124,380
$10,365
$59.7981
$4,783.85
Step 4
$130,596
$10,883
$62.7865
$5,022.92
Step 5
$137,124
$11,427
$65.9250
$5,274.00
1035 Public Information Officer
E M31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
Information ...rou
1625 Information Technology Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
1620 Information Technology Analyst, Senior
NE C30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
2 of 23
Step 4 $107,436 $8,953 $51.6519 $4,132.15
Step 5 $112,812 $9,401 $54.2365 $4,338.92
1610 Information Technology Manager
E M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
1630 Information Technology Technician
NE C22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
1615 Programmer/Analyst
E C30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
ATTORNEYR•
1110 City Attorney
E E48
Step 1
$223,368
$18,614
$107.3885
$8,591.08
Step 2
$234,540
$19,545
$112.7596
$9,020.77
Step 3
$246,264
$20,522
$118.3962
$9,471.69
Step 4
$258,576
$21,548
$124.3154
$9,945.23
Step 5
$271,500
$22,625
$130.5288
$10,442.31
1115 Deputy City Attorney
E M38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
1507 Executive Legal Secretary
NE C23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
1525 Legal Secretary
NE C21
City of Vernon 3 of 23
Classification and Compensation Plan
Adopted June 20, 2017
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
1113 Senior Deputy City Attorney
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
OFFICElCITY CLERK'S
1310 City Clerk
E E41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
1315 Deputy City Clerk
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,570
1320 Records Management Assistant
NE C20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Y1
$69,840
$5,820
$33.5769
$2,686.15
ADMINISTRATIVE .O
.
1530 Administrative Assistant
NE G13
Step 1
$40,500
$3,375
$19.4712
$1,557.69
Step 2
$42,528
$3,544
$20.4462
$1,635.69
Step 3
$44,652
$3,721
$21.4673
$1,717.38
Step 4
$46,884
$3,907
$22.5404
$1,803.23
Step 5
$49,224
$4,102
$23.6654
$1,893.23
1530 Administrative Assistant, (Confidential)
NE C13
Step 1
$40,500
$3,375
$19.4712
$1,557.69
Step 2
$42,528
$3,544
$20.4462
$1,635.69
City of Vernon
Classification and Compensation Plan
». Adopted June 20, 2017
Step 3
Step 4
Step 5
$46,884 $3,907 $22.5404
$49,224 $4,102 $23.6654
4of23
$1,717.38
$1,803.23
$1,893.23
1520 Administrative Assistant, Senior
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
1520 Administrative Assistant, Senior (Confidential
NE C17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
1510 Administrative Secretary
NE C20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Grandfathered - G3
$73,704
$6,142
$35.4346
$2,834.77
1500 Executive Assistant to the City Administrator
NE C24
Step 1
$69,252
$5,771
$33.2942
$2,663.54
Step 2
$72,720
$6,060
$34.9615
$2,796.92
Step 3
$76,356
$6,363
$36.7096
$2,936.77
Step 4
$80,172
$6,681
$38.5442
$3,083.54
Step 5
$84,180
$7,015
$40.4712
$3,237.69
1490 Administrative Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
GROUPFINANCE
1250 Account Clerk
NE G14
Step 1
$42,528
$3,544
$20.4462
$1,635.69
Step 2
$44,652
$3,721
$21.4673
$1,717.38
Step 3
$46,884
$3,907
$22.5404
$1,803.23
Step 4
$49,224
$4,102
$23.6654
$1,893.23
Step 5
$51,684
$4,307
$24.8481
$1,987.85
City of Vernon 5 of 23
Classification and Compensation Plan
s Adopted June 20, 2017
1247 Account Clerk, Senior
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
1240 Accountant
NE C22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
1230 Accountant, Senior
NE C27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44,6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
1234 Assistant Buyer
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
1220 Assistant Finance Director
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
1249 Business License Clerk NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803.23
Step 2
$49,224
$4,102
$23.6654
$1,893.23
Step 3
$51,684
$4,307
$24.8481
$1,987.85
Step 4
$54,264
$4,522
$26.0885
$2,087.08
Step 5
$56,976
$4,748
$27.3923
$2,191.38
1237 Buyer NE G23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
City of Vernon 6 of 23
Classification and Compensation Plan
Adopted June 20, 2017
1225 Deputy City Treasurer
1210 Director of Finance/City Treasurer
1222 Economic Development Manager
1245 Payroll Specialist
Step 5
,083.54
E
M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
E
E44
Step 1
$183,768
$15,314
$88.3500
$7,068.00
Step 2
$192,960
$16,080
$92.7692
$7,421.54
Step 3
$202,608
$16,884
$97.4077
$7,792.62
Step 4
$212,736
$17,728
$102.2769
$8,182.15
Step 5
$223,368
$18,614
$107.3885
$8,591.08
E
M34
Step 1
$112,812
$9,401
$54.2365
$4,338.92
Step 2
$118,452
$9,871
$56.9481
$4,555.85
Step 3
$124,380
$10,365
$59.7981
$4,783.85
Step 4
$130,596
$10,883
$62.7865
$5,022.92
Step 5
$137,124
$11,427
$65.9250
$5,274.00
NE C19
Step 1
Step 2
Step 3
Step 4
Step 5
1248 Public Housing Property Coordinator NE C16
Step 1
Step 2
Step 3
Step 4
Step 5
N€ 929
Step -1
Step 2
Step 3
Step 4
Step 5
5015 Assistant Fire Chief E FM42
Step 1
$54,264
$4,522
$26.0885
$2,087.08
$56,976
$4,748
$27.3923
$2,191.38
$59,820
$4,985
$28.7596
$2,300.77
$62,808
$5,234
$30.1962
$2,415.69
$65,952
$5,496
$31.7077
$2,536.62
$46,884
$3,907
$22.5404
$1,803.23
$49,224
$4,102
$23.6654
$1,893.23
$51,684
$4,307
$24.8481
$1,987.85
$54,264
$4,522
$26.0885
$2,087.08
$56,976
$56976
$59, 920
$62,998
$65,952
$69, 252
$4,748
$4,748
$4 , 995
$5 234
$5,496
$5, 771
$27.3923
$27.3923
$28. 7-596
$30.1962
$31.7077
$33.2942
$2,191.38
$2,494.38
$2,300.77
$2,415.69
$2,536.62
$2,663.54
$166,680 $13,890 $80.1346 $6,410.77
City of Vernon
f V
� 1
Classification and Compensation Plan
Adopted June 20, 2017
Step 2
Step 3
Step 4
Step 5
$183,768 $15,314
$192,960 $16,080
$202,608 $16,884
7of23
$84.1442 $6,731.54
$88.3500 $7,068.00
$92.7692 $7,421.54
$97.4077 $7,792.62
5033 Assistant Fire Marshal
NE FM29
Step 1
$88,392
$7,366
$ 42.4962
$3,399.69
Step 2
$92,808
$7,734
$ 44.6192
$3,569.54
Step 3
$97,452
$8,121
$ 46.8519
$3,748.15
Step 4
$102,324
$8,527
$ 49.1942
$3,935.54
Step 5
$107,436
$8,953
$ 51.6519
$4,132.15
5055 Fire Administrative Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
5025 Fire Battalion Chief (P)
NE FM38
Step 1
$137,124
$11,427
$47.0893
$5,274.00
Step 2
$143,976
$11,998
$49.4423
$5,537.54
Step 3
$151,176
$12,598
$51.9148
$5,814.46
Step 4
$158,736
$13,228
$54.5110
$6,105.23
Step 5
$166,680
$13,890
$57.2390
$6,410.77
5025 Fire Battalion Chief (A)
NE FMA38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
5030 Fire Captain (P)
NE F31
Step 1
$97,452
$8,121
$33.4657
$3,748.15
Step 2
$102,324
$8,527
$35.1387
$3,935.54
Step 3
$107,436
$8,953
$36.8942
$4,132.15
Step 4
$112,812
$9,401
$38.7404
$4,338.92
Step 5
$118,452
$9,871
$40.6772
$4,555.85
5030 Fire Captain (A)
NE FA31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
5010 Fire Chief E E46
8 of 23
Step 1
$202,608
$16,884
$97.4077
$7,792.62
Step 2
$212,736
$17,728
$102.2769
$8,182.15
Step 3
$223,368
$18,614
$107.3885
$8,591.08
Step 4
$234,540
$19,545
$112.7596
$9,020.77
Step 5
$246,264
$20,522
$118.3962
$9,471.69
5050 Fire Code Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
5049 Fire Code Inspector, Senior
NE G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
5040 Fire Engineer (P)
NE F28
Step 1
$84,180
$7,015
$28.9080
$3,237.69
Step 2
$88,392
$7,366
$30.3544
$3,399.69
Step 3
$92,808
$7,734
$31.8709
$3,569.54
Step 4
$97,452
$8,121
$33.4657
$3,748.15
Step 5
$102,324
$8,527
$35.1387
$3,935.54
5040 Fire Engineer (A)
NE FA28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
5020 Fire Marshal
NE FM38
Step 1
$137,124
$11,427
$65.9250
$5,274.00
Step 2
$143,976
$11,998
$69.2192
$5,537.54
Step 3
$151,176
$12,598
$72.6808
$5,814.46
Step 4
$158,736
$13,228
$76.3154
$6,105.23
Step 5
$166,680
$13,890
$80.1346
$6,410.77
5060 Firefighter (P)
NE F25
Step 1
$72,720
$6,060
$24.9725
$2,796.92
Step 2
$76,356
$6,363
$26.2212
$2,936.77
Step 3
$80,172
$6,681
$27.5316
$3,083.54
Step 4
$84,180
$7,015
$28.9080
$3,237.69
City of Vernon 9 of 23
I* Classification and Compensation Plan
Adopted June 20, 2017
Step 5
0.3544 $3,399.69
5060 Firefighter (A)
NE
FA25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
5045 Firefighter/Paramedic (P)
NE
F28
Step 1
$84,180
$7,015
$28.9080
$3,237.69
Step 2
$88,392
$7,366
$30.3544
$3,399.69
Step 3
$92,808
$7,734
$31.8709
$3,569.54
Step 4
$97,452
$8,121
$33.4657
$3,748.15
Step 5
$102,324
$8,527
$35.1387
$3,935.54
5045 Firefighter/Paramedic (A)
NE
FA28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
5035 Firefighter/Paramedic Coordinator (P)
NE
F29
Step 1
$88,392
$7,366
$30.3544
$3,399.69
Step 2
$92,808
$7,734
$31.8709
$3,569.54
Step 3
$97,452
$8,121
$33.4657
$3,748.15
Step 4
$102,324
$8,527
$35.1387
$3,935.54
Step 5
$107,436
$8,953
$36.8942
$4,132.15
5035 Firefighter/Paramedic Coordinator (A)
NE
FA29
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
2015 Deputy Dir. of Health & Environmental Contrc
E
M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
2010 Director of Health and Environmental Control E E45
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
10of23
Step 1 $192,960 $16,080 $92.7692 $7,421.54
Step 2 $202,608 $16,884 $97.4077 $7,792.62
Step 3 $212,736 $17,728 $102.2769 $8,182.15
Step 4 $223,368 $18,614 $107.3885 $8,591.08
Step 5 $234,540 $19,545 $112.7596 $9,020.77
2030 Environmental Specialist
NE G26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
2025 Environmental Specialist, Senior
NE G28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
Grandfathered - Hired before July 1, 2014
G3
$106,764
$8,897
$51.3288
$4,106.31
Grandfathered - Hired before July 1, 2014
G4
$112,632
$9,386
$54.1500
$4,332.00
2045 Environmental Health Intern
NE Hourly
Step 1
$15.0000
HUMAN RESOURCES-•
1410 Director of Human Resources
E E42
Step 1
$166,680
$13,890
$80.1346
$6,410.77
Step 2
$175,020
$14,585
$84.1442
$6,731.54
Step 3
$183,768
$15,314
$88.3500
$7,068.00
Step 4
$192,960
$16,080
$92.7692
$7,421.54
Step 5
$202,608
$16,884
$97.4077
$7,792.62
1420 Human Resources Analyst
NE C26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
1415 Human Resources Analyst, Senior
E M33
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
1425 Human Resources Assistant NE C17
11 of 23
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
INDUSTRIAL DEVELOPMENT GROUP
3010 Industrial Development Director E E39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
-POLICE GROUP
4035 Police Cadet NE 3180
Step 1
$38,892
$3,241
$18.6981
$1,495.85
Step 2
$36,864
$3,072
$17.7231
$1,417.85
Step 3
$34,944
$2,912
$16.8000
$1,344.00
Step 4
$33,120
$2,760
$15.9231
$1,273.85
Step 5
$31,380
$2,615
$15.0865
$1,206.92
Step 6
$29,760
$2,480
$14.3077
$1,144.62
Step 7
$28,212
$2,351
$13.5635
$1,085.08
Step 8
$26,736
$2,228
$12.8538
$1,028.31
4015 Police Captain E
PM40
Step 1
$151,176
$12,598
$72.6808
$5,814.46
Step 2
$158,736
$13,228
$76.3154
$6,105.23
Step 3
$166,680
$13,890
$80.1346
$6,410.77
Step 4
$175,020
$14,585
$84.1442
$6,731.54
Step 5
$183,768
$15,314
$88.3500
$7,068.00
4010 Police Chief E
E47
Step 1
$212,736
$17,728
$102.2769
$8,182.15
Step 2
$223,368
$18,614
$107.3885
$8,591.08
Step 3
$234,540
$19,545
$112.7596
$9,020.77
Step 4
$246,264
$20,522
$118.3962
$9,471.69
Step 5
$258,576
$21,548
$124.3154
$9,945.23
4020 Police Lieutenant NE
PM37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814A6
Step 5
$158,736
$13,228
$76.3154
$6,105.23
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
4030 Police Officer NE P026
12 of 23
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
Y3
$93,252
$7,771
$44.8327
$3,586.62
4025 Police Sergeant
NE P031
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
Y-3
$113,544
$9,462
$54:5985
$4,367.08
Police Support
4125 Civilian Court Officer
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
4123 Police Community Services Officer
NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803
Step 2
$49,224
$4,102
$23.6654
$1,893
Step 3
$51,684
$4,307
$24.8481
$1,988
Step 4
$54,264
$4,522
$26.0885
$2,087
Step 5
$56,976
$4,748
$27.3923
$2,191
4130 Police Dispatcher
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
4115 Police Dispatcher, Lead
NE G23
Step 1
$65,952
$5,496
$31.7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
4110 Police Records Manager
NE M27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
,� ::: City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
13of23
Step 2 $84,180 $7,015 $40.4712 $3,237.69
Step 3 $88,392 $7,366 $42.4962 $3,399.69
Step 4 $92,808 $7,734 $44.6192 $3,569.54
Step 5 $97,452 $8,121 $46.8519 $3,748.15
4135 Police Records Technician
NE G14
Step 1
$42,528
$3,544
$20.4462
$1,635.69
Step 2
$44,652
$3,721
$21.4673
$1,717.38
Step 3
$46,884
$3,907
$22.5404
$1,803.23
Step 4
$49,224
$4,102
$23.6654
$1,893.23
Step 5
$51,684
$4,307
$24.8481
$1,987.85
4120 Police Records Technician, Lead
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
4145 Reserve Police Officer
NE Stipend
Ste 1
$3,600
DEPARTMENTPUBLIC UTILITIES
8008 General Manager of Public Utilities
E E48
Step 1
$223,368
$18,614
$107.3885
$8,591.08
Step 2
$234,540
$19,545
$112.7596
$9,020.77
Step 3
$246,264
$20,522
$118.3962
$9,471.69
Step 4
$258,576
$21,548
$124.3154
$9,945.23
Step 5
$271,500
$22,625
$130.5288
$10,442.31
Business and Accounts Group
8710 Business and Account Supervisor
E M32
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
Compliancq
8615 Utilities Compliance Analyst
NE G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8610 Utilities Compliance Manager
E M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
14of23
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
Customer . •
8530 Utilities Customer Service Representative
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
8510 Utilities Customer Service Supervisor
NE M26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
Electric Operations Group
8040 Electric Operations Supervisor
E M36
Step 1
$124,380
$10,365
$59.7981
$4,783.85
Step 2
$130,596
$10,883
$62.7865
$5,022.92
Step 3
$137,124
$11,427
$65.9250
$5,274.00
Step 4
$143,976
$11,998
$69.2192
$5,537.54
Step 5
$151,176
$12,598
$72.6808
$5,814.46
8035 Electric Operator
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8053 Electrical Test Technician, Senior
NE 131
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555,85
8050 Metering Technician
NE 129
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
City of Vernon 15 of 23
Classification and Compensation Plan
QW Adopted June 20, 2017
Step 5
132.15
8045 Power Plant Operator
NE 128
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
8055 Electrical Test Technician
NE 129
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
8030 Utilities Dispatcher
NE 133
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
8015 Utilities Operations Manager
E M41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
8031 Utilities Project Coordinator
NE 133
Step 1
$107,436
$8,953
$51.6519
$4,132.15
Step 2
$112,812
$9,401
$54.2365
$4,338.92
Step 3
$118,452
$9,871
$56.9481
$4,555.85
Step 4
$124,380
$10,365
$59.7981
$4,783.85
Step 5
$130,596
$10,883
$62.7865
$5,022.92
Engineering Group (Public Utilit��sj
8130 Associate Electrical Engineer
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8140 Computer Aided Drafting Technician
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
16of23
Step 2 $59,820 $4,985 $28.7596 $2,300.77
Step 3 $62,808 $5,234 $30.1962 $2,415.69
Step 4 $65,952 $5,496 $31.7077 $2,536.62
Step 5 $69,252 $5,771 $33.2942 $2,663.54
8125 Electrical Engineer
NE 135
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
8115 Supervising Electrical Engineer
NE M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
8110 Utilities Engineering Manager
E M42
Step 1
$166,680
$13,890
$80.1346
$6,410.77
Step 2
$175,020
$14,585
$84.1442
$6,731.54
Step 3
$183,768
$15,314
$88.3500
$7,068.00
Step 4
$192,960
$16,080
$92.7692
$7,421.54
Step 5
$202,608
$16,884
$97.4077
$7,792.62
• •
8215 Gas Systems Specialist
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8210 Gas Systems Superintendent
E M36
Step 1
$124,380
$10,365
$59.7981
$4,783.85
Step 2
$130,596
$10,883
$62.7865
$5,022.92
Step 3
$137,124
$11,427
$65.9250
$5,274.00
Step 4
$143,976
$11,998
$69.2192
$5,537.54
Step 5
$151,176
$12,598
$72.6808
$5,814.46
8220 Gas Systems Technician
NE 126
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
City of Vernon 17 of 23
Classification and Compensation Plan
Adopted June 20, 2017
Meter ..
7830 Meter Reader
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7820 Meter Reader, Lead
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Resource Planning and Scheduling
8435 Assistant Resource Scheduler
NE 128
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
8430 Associate Resource Scheduler
NE 130
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
8410 Electric Resources Planning & Dev. Manager E M41
Step 1
$158,736
$13,228
$76.3154
$6,105.23
Step 2
$166,680
$13,890
$80.1346
$6,410.77
Step 3
$175,020
$14,585
$84.1442
$6,731.54
Step 4
$183,768
$15,314
$88.3500
$7,068.00
Step 5
$192,960
$16,080
$92.7692
$7,421.54
8425 Electric Service Planner NE
G26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
8422 Principal Resource Scheduler/Trader NE
134
Step 1
$112,812
$9,401
$54.2365
$4,338.92
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
Step 3
Step 4
Step 5
$124,380 $10,365
$130,596 $10,883
$137,124 $11,427
18of23
$59.7981 $4,783.85
$62.7865 $5,022.92
$65.9250 $5,274.00
8415 Resource Planner
NE 135
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
8420 Resource Scheduler
NE 132
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
GroupWater Maintenance
7930 Water Maintenance Worker
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7925 Water Maintenance Worker, Senior
NE G22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
PUBLIC GROUP
-WORKS,
7015 Deputy Director of PW, Water and Dev. Sery
E M39
Step 1
$143,976
$11,998
$69.2192
$5,537.54
Step 2
$151,176
$12,598
$72.6808
$5,814.46
Step 3
$158,736
$13,228
$76.3154
$6,105.23
Step 4
$166,680
$13,890
$80.1346
$6,410.77
Step 5
$175,020
$14,585
$84.1442
$6,731.54
7008 Director of Public Works
E E44
Step 1
$183,768
$15,314
$88.3500
$7,068.00
Step 2
$192,960
$16,080
$92.7692
$7,421.54
Step 3
$202,608
$16,884
$97.4077
$7,792.62
Step 4
$212,736
$17,728
$102.2769
$8,182.15
s
City of Vernon 19 of 23
Classification and Compensation Plan
Adopted June 20, 2017
Step 5
591.08
7230 Building Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,797
Step 2
$76,356
$6,363
$36.7096
$2,937
Step 3
$80,172
$6,681
$38.5442
$3,084
Step 4
$84,180
$7,015
$40.4712
$3,238
Step 5
$88,392
$7,366
$42.4962
$3,400
7215 Building Inspector, Senior
NE G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
7225 Electrical Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7213 Electrical Inspector, Senior
NE G27
Step 1
$80,172
$6,681
$38.5442
$3,084
Step 2
$84,180
$7,015
$40.4712
$3,238
Step 3
$88,392
$7,366
$42.4962
$3,400
Step 4
$92,808
$7,734
$44.6192
$3,570
Step 5
$97,452
$8,121
$46.8519
$3,748
7250 Permit Technician
NE G17
Step 1
$49,224
$4,102
$23.6654
$1,893.23
Step 2
$51,684
$4,307
$24.8481
$1,987.85
Step 3
$54,264
$4,522
$26.0885
$2,087.08
Step 4
$56,976
$4,748
$27.3923
$2,191.38
Step 5
$59,820
$4,985
$28.7596
$2,300.77
7220 Assistant Planner
NE G22
Step 1
$62,808
$5,234
$30.1962
$2,415.69
Step 2
$65,952
$5,496
$31.7077
$2,536.62
Step 3
$69,252
$5,771
$33.2942
$2,663.54
Step 4
$72,720
$6,060
$34.9615
$2,796.92
Step 5
$76,356
$6,363
$36.7096
$2,936.77
7235 Plumbing and Mechanical Inspector
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
City of Vernon
0 Classification and Compensation Plan
Adopted June 20, 2017
20 of 23
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7213 Plumbing and Mechanical Inspector, Senior NE
G27
Step 1
$80,172
$6,681
$38.5442
$3,083.54
Step 2
$84,180
$7,015
$40.4712
$3,237.69
Step 3
$88,392
$7,366
$42.4962
$3,399.69
Step 4
$92,808
$7,734
$44.6192
$3,569.54
Step 5
$97,452
$8,121
$46.8519
$3,748.15
Engineering Group (Public W2rks
7140 Assistant Engineer NE
G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7135 Associate Engineer NE
G29
Step 1
$88,392
$7,366
$42.4962
$3,399.69
Step 2
$92,808
$7,734
$44.6192
$3,569.54
Step 3
$97,452
$8,121
$46.8519
$3,748.15
Step 4
$102,324
$8,527
$49.1942
$3,935.54
Step 5
$107,436
$8,953
$51.6519
$4,132.15
7118 Civil Engineer NE
M32
Step 1
$102,324
$8,527
$49.1942
$3,935.54
Step 2
$107,436
$8,953
$51.6519
$4,132.15
Step 3
$112,812
$9,401
$54.2365
$4,338.92
Step 4
$118,452
$9,871
$56.9481
$4,555.85
Step 5
$124,380
$10,365
$59.7981
$4,783.85
7145 Engineering Aide NE
G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
7115 Principal Civil Engineer E
M37
Step 1
$130,596
$10,883
$62.7865
$5,022.92
Step 2
$137,124
$11,427
$65.9250
$5,274.00
Step 3
$143,976
$11,998
$69.2192
$5,537.54
Step 4
$151,176
$12,598
$72.6808
$5,814.46
Step 5
$158,736
$13,228
$76.3154
$6,105.23
City of Vernon 21 of 23
is Classification and Compensation Plan
Adopted June 20, 2017
7120 Project Engineer
NE G31
Step 1
$97,452
$8,121
$46.8519
$3,748.15
Step 2
$102,324
$8,527
$49.1942
$3,935.54
Step 3
$107,436
$8,953
$51.6519
$4,132.15
Step 4
$112,812
$9,401
$54.2365
$4,338.92
Step 5
$118,452
$9,871
$56.9481
$4,555.85
7125 Stormwater and Special Projects Analyst
NE G28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
Facilities Maintenance Group
7720 Facilities Maintenance Worker
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Step 4
$59,820
$4,985
$28.7596
$2,300.77
Step 5
$62,808
$5,234
$30.1962
$2,415.69
7735 Facilities Maintenance Worker, Lead
NE G23
Step 1
$65,952
$5,496
$31,7077
$2,536.62
Step 2
$69,252
$5,771
$33.2942
$2,663.54
Step 3
$72,720
$6,060
$34.9615
$2,796.92
Step 4
$76,356
$6,363
$36.7096
$2,936.77
Step 5
$80,172
$6,681
$38.5442
$3,083.54
7730 Facilities Maintenance Worker, Senior
NE G20
Step 1
$56,976
$4,748
$27.3923
$2,191.38
Step 2
$59,820
$4,985
$28.7596
$2,300.77
Step 3
$62,808
$5,234
$30.1962
$2,415.69
Step 4
$65,952
$5,496
$31.7077
$2,536.62
Step 5
$69,252
$5,771
$33.2942
$2,663.54
Garage Group
7530 Mechanic
NE G19
Step 1
$54,264
$4,522
$26.0885
$2,087.08
Step 2
$56,976
$4,748
$27.3923
$2,191.38
Step 3
$59,820
$4,985
$28.7596
$2,300.77
Step 4
$62,808
$5,234
$30.1962
$2,415.69
Step 5
$65,952
$5,496
$31.7077
$2,536.62
7520 Mechanic, Lead
NE G25
Step 1
$72,720
$6,060
$34.9615
$2,796.92
City of Vernon
Classification and Compensation Plan
Adopted June 20, 2017
22 of 23
Step 2
$76,356
$6,363
$36.7096
$2,936.77
Step 3
$80,172
$6,681
$38.5442
$3,083.54
Step 4
$84,180
$7,015
$40.4712
$3,237.69
Step 5
$88,392
$7,366
$42.4962
$3,399.69
7525 Mechanic, Senior
NE G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
. .
NE G15
7430 Street Maintenance Worker
Step 1
$44,652
$3,721
$21.4673
$1,717.38
Step 2
$46,884
$3,907
$22.5404
$1,803.23
Step 3
$49,224
$4,102
$23.6654
$1,893.23
Step 4
$51,684
$4,307
$24.8481
$1,987.85
Step 5
$54,264
$4,522
$26.0885
$2,087.08
7425 Street Maintenance Worker, Senior
NE G19
Step 1
$54,264
$4,522
$26.0885
$2,087.08
Step 2
$56,976
$4,748
$27.3923
$2,191.38
Step 3
$59,820
$4,985
$28.7596
$2,300.77
Step 4
$62,808
$5,234
$30.1962
$2,415.69
Step 5
$65,952
$5,496
$31.7077
$2,536.62
Warehouse_gLoup
7630 Warehouse Worker
NE G16
Step 1
$46,884
$3,907
$22.5404
$1,803.23
Step 2
$49,224
$4,102
$23.6654
$1,893.23
Step 3
$51,684
$4,307
$24.8481
$1,987.85
Step 4
$54,264
$4,522
$26.0885
$2,087.08
Step 5
$56,976
$4,748
$27.3923
$2,191.38
7620 Warehouse Worker, Lead
NE G21
Step 1
$59,820
$4,985
$28.7596
$2,300.77
Step 2
$62,808
$5,234
$30.1962
$2,415.69
Step 3
$65,952
$5,496
$31.7077
$2,536.62
Step 4
$69,252
$5,771
$33.2942
$2,663.54
Step 5
$72,720
$6,060
$34.9615
$2,796.92
Y1
$73,704
$6,142
$35.4346
$2,834.77
7625 Warehouse Worker, Senior
NE G18
Step 1
$51,684
$4,307
$24.8481
$1,987.85
Step 2
$54,264
$4,522
$26.0885
$2,087.08
Step 3
$56,976
$4,748
$27.3923
$2,191.38
Y$ City of Vernon 23 of 23
Classification and Compensation Plan
Adopted June 20, 2017
Step 4
$59,820
$4,98b
$26.1b9b
�11,3uu.11
Step 5
$62,808
$5,234
$30.1962
$2,415.69
Public Works Operations . •
7330 Public Works Foreman E
M26
Step 1
$76,356
$6,363
$36.7096
$2,936.77
Step 2
$80,172
$6,681
$38.5442
$3,083.54
Step 3
$84,180
$7,015
$40.4712
$3,237.69
Step 4
$88,392
$7,366
$42.4962
$3,399.69
Step 5
$92,808
$7,734
$44.6192
$3,569.54
7320 Public Works and Water Foreman E
M28
Step 1
$84,180
$7,015
$40.4712
$3,237.69
Step 2
$88,392
$7,366
$42.4962
$3,399.69
Step 3
$92,808
$7,734
$44.6192
$3,569.54
Step 4
$97,452
$8,121
$46.8519
$3,748.15
Step 5
$102,324
$8,527
$49.1942
$3,935.54
7310 Public Works and Water Superintendent E
M35
Step 1
$118,452
$9,871
$56.9481
$4,555.85
Step 2
$124,380
$10,365
$59.7981
$4,783.85
Step 3
$130,596
$10,883
$62.7865
$5,022.92
Step 4
$137,124
$11,427
$65.9250
$5,274.00
Step 5
$143,976
$11,998
$69.2192
$5,537.54
7130 Public Works Project Coordinator NE
G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
7132 Public Works Water Project Coordinator NE
G30
Step 1
$92,808
$7,734
$44.6192
$3,569.54
Step 2
$97,452
$8,121
$46.8519
$3,748.15
Step 3
$102,324
$8,527
$49.1942
$3,935.54
Step 4
$107,436
$8,953
$51.6519
$4,132.15
Step 5
$112,812
$9,401
$54.2365
$4,338.92
7325 Street and Water Crew Leader NE
G24
Step 1
$69,252
$5,771
$33.2942
$2,663.54
Step 2
$72,720
$6,060
$34.9615
$2,796.92
Step 3
$76,356
$6,363
$36.7096
$2,936.77
Step 4
$80,172
$6,681
$38.5442
$3,083.54
Step 5
$84,180
$7,015
$40.4712
$3,237.69