Resolution No. 2017-061RESOLUTION NO. 2017-61
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 August 15, 2017, the City Council of the City of
Vernon adopted Resolution No. 2017-44, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated November 7, 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, with a
retroactive effective date of September 3, 2017, to make the following
changes: (i) amend subsection C of Section 11 regarding Automobile
Allowance and Reimbursement for Expenses, and (ii) add the position of
Metering Technician, Senior; and
WHEREAS, to reflect the above -referenced changes, 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 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.
SECTION 3: Effective September 3, 2017, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) amend subsection C of
Section 11 regarding Automobile Allowance and Reimbursement for
Expenses and (b) add the position of Metering Technician, Senior, a
copy of which is attached hereto as Exhibit A.
SECTION 4: All resolutions or parts of resolutions,
specifically Resolution No. 2017-44, 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conflict with this resolution are hereby repealed.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 7th day of November, 2017.
ATTEST:
aria E. Iyala
City Clerk / Deputy
APPROVED AS TO FORM:
Za)WaK Moussa,
Senior Deputy City Attorney
G
Name: Melis a`A. Ybarra
Title: Mayor / -
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STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
IMaria E. Ayala, City Clerk / nP iity f the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2017-61, 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, November 7, 2017, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this day of November, 2017, at Vernon, California.
(SEAL)
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aria E . A la
City lerk /-
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted 11�1,-st 11, 2cli November
7, 2017
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
.........................................................................................................
4
Section1:
Holiday.............................................................................................5
Section 2:
Administrative Leave Time...............................................................6
Section3:
Overtime..........................................................................................
8
Section 4:
Compensatory Time........................................................................10
Section5:
Court Time......................................................................................11
Section6:
Vacation..........................................................................................12
Section7:
Sick Leave......................................................................................14
Section 8:
Family Sick Leave (Kin Care).........................................................17
Section 9:
Bereavement Leave........................................................................18
Section10:
Jury Duty........................................................................................20
Section 11:
Automobile Allowance and Reimbursement for Expenses..............21
Section 12:
Health Insurance.............................................................................23
Section 13:
Dental Insurance.............................................................................24
Section 14:
Vision Insurance.............................................................................25
Section 15:
Life Insurance.................................................................................26
Section 16:
Deferred Compensation Plan..........................................................27
Section 17:
CalPERS Retirement Plan..............................................................28
Section 18:
Retiree Medical Insurance..............................................................30
Section 19:
Longevity Program..........................................................................32
Section 20:
Bilingual Pay...................................................................................34
Section 21:
Uniform Allowance..........................................................................35
Section 22.
Stand-by Policy...............................................................................36
PART II — CLASSIFICATION AND COMPENSATION
Section1. Purpose...........................................................................................39
Section 2. The Compensation Plan..................................................................39
Section 3. The Classification Plan....................................................................39
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN.................................40
PART 1
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.
TABLE 1 - HOLIDAY
HOLIDAY
January 1 S` - New Year's Da
3rd Monday in January - Martin Luther King Jr. Da
:ffMonday in February - Presidents Da
March 315 - Cesar Chavez Da
The Last Monday in May — Memorial Da
Jul 4 — Independence Da
The 15 Monday in September — Labor Da
The 2 nd Monday in October — Columbus Da
November 11 — Veterans Da
The 4 Thursday in November - Thanksgiving Da
December 24 — Christmas Eve
December 25 — Christmas Da
December 315 — 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
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
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.
I. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five
(5) minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
J. Straight time and overtime will be compensated in six (6) minute segments of
time.
K. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
L. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
M. Please refer to Human Resources Policy, Salary Plan Administration 11-3
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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.
i�
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
1st year thru 4th year
120
4.62
5th year thru 10th year
150
5.77
10"' 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.
I. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of
the above illnesses exceeds two (2) consecutive working days, the employee,
prior to return to work, shall submit a statement of such disability illness or injury
from the employee or family member's physician. The statement shall certify the
physical condition of the employee/employee's family member that prevented the
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.
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.
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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
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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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Assistant General Manager of
City Vehicle & Fuel
Public Utilities
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
Duty
City Vehicle & Fuel
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
Formatted Table
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 1st 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 CaIPERS 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 — 4ch Level 1959 Survivor Benefit (Fire
members only)
d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement
Survivor Allowance
f. Gov't Code Section: 21548 - Pre -Retirement Option 2W
Death Benefit (Fire members only)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
30
Section 18. RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty(20) years of continuous uninterrupted service. 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.
1.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
38
1n
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
41
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1025 Council Member E O
1030 Mayor E O
1010 City Administrator E E
Step 1
Step 1
Step 3
Step 4
Step 5
1015 Deputy City Administrator E M
Step 1
Step 2
Step 3
Step 4
Step 5
01 $ 26,793 $ 2,233
01 $ 26,793 $ 2,233
50
40
N/A $ 1,030.51
N/A $ 1,030.51
$ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
$ 263,714 $ 21,976 $ 126.7857 $ 10,142.86
$ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
$ 290,745 $ 24,229 $ 139.7813 $ 11,182.50
$ 305,282 $ 25,440 $ 146.7703 $ 11,741.63
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
1020
Economic Development Manager
E M
34
Step 1
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
Step 2
$ 120,811
$
10,068
$
58.0820
$ 4,646.56
Step 3
$ 126,851
$
10,571
$
60.9861
$ 4,878.89
Step 4
$ 133,194
$
11,099
$
64.0355
$ 5,122.84
Step 5
$ 139,853
$
11,654
$
67.2372
$ 5,378.98
1035
Public Information Officer
E M
31
Step 1
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Step 2
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
Step 3
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
Step 4
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
Step 5
$ 120,811
$
10,068
$
58.0820
$ 4,646.56
1625
Information Technology Analyst_
NE C
26
Step 1
$ 77,875
$
6,490
$
37.4401
$ 2,995.21
Step 2
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
Step 3
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
Step 4
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
Step 5
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
1620
Information Technology Analyst, Senior
NE C
30
Step 1
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
Step 2
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Step 3
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
Step 4
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
Step 5
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
1610
Information Technology Manage_ r
E M
37
Step 1
$ 133,194
$
11,099
$
64.0355
$ 5,122.84
Step 2
$ 139,853
$
11,654
$
67.2372
$ 5,378.98
Step 3
$ 146,846
$
12,237
$
70.5991
$ 5,647.92
Step 4
$ 154,188
$
12,849
$
74.1290
$ 5,930.32
Step 5
$ 161,898
$
13,491
$
77.8355
$ 6,226.84
Page 1 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1630 Information Technology Technician
Step 1
Step 2
Step 3
Step 4
Step 5
1615 Programmer/Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
1110
City Attorney
Step 1
Step 2
Step 3
Step 4
Step 5
1115
Deputy City Attorney
Step 1
Step 2
Step 3
Step 4
Step 5
1507
Executive Legal Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
1525
Legal Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
1113
Senior Deputy City Attorney
Step 1
Step 2
Step 3
Step 4
Step 5
1310 City Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
NE C 22
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
E C 30
E E 49
E M 38
NE C 23
NE C 21
E M 39
E E 41
$ 94,658
$
7,888
$ 45.5087
$ 3,640.70
$ 99,391
$
8,283
$ 47.7842
$ 3,822.73
$ 104,361
$
8,697
$ 50.1734
$ 4,013.87
$ 109,579
$
9,132
$ 52.6821
$ 4,214.57
$ 115,058
$
9,588
$ 55.3162
$ 4,425.30
$ 239,197 $ 19,933 $ 114.9984 $ 9,199.87
$ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
$ 263,714 $ 21,976 $ 126.7857 $ 10,142.86
$ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
$ 290,745 $ 24,229 $ 139.7813 $ 11,182.50
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
$ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
Page 2 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1315 Deputy City Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
1320 Records Management Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant, (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1510 Administrative Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
Grandfathered - G3
1500 Executive Assistant to the City Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
NE C
NE C
NE G
NE G
NE C
26
20
13
13
17
17
$ 77,875
$
6,490
$ 37.4401
$ 2,995.21
$ 81,769
$
6,814
$ 39.3121
$ 3,144.97
$ 85,858
$
7,155
$ 41.2778
$ 3,302.22
$ 90,151
$
7,513
$ 43.3416
$ 3,467.33
$ 94,658
$
7,888
$ 45.5087
$ 3,640.70
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 41,299
$ 3,442
$ 19.8554
$ 1,588.43
$ 43,364
$ 3,614
$ 20.8482
$ 1,667.85
$ 45,532
$ 3,794
$ 21.8905
$ 1,751.24
$ 47,809
$ 3,984
$ 22.9851
$ 1,838.81
$ 50,199
$ 4,183
$ 24.1343
$ 1,930.74
$ 41,299
$ 3,442
$ 19.8554
$ 1,588.43
$ 43,364
$ 3,614
$ 20.8482
$ 1,667.85
$ 45,532
$ 3,794
$ 21.8905
$ 1,751.24
$ 47,809
$ 3,984
$ 22.9851
$ 1,838.81
$ 50,199
$ 4,183
$ 24.1343
$ 1,930.74
$ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 50,199
$ 4,183
$ 24.1343
$
1,930.74
$ 52,709
$ 4,392
$ 25.3410
$
2,027.28
$ 55,345
$ 4,612
$ 26.6080
$
2,128.64
$ 58,112
$ 4,843
$ 27.9384
$
2,235.07
$ 61,017
$ 5,085
$ 29.3353
$
2,346.83
NE C 20
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 73,704 $ 6,142 $ 35.4346 $ 2,834.77
NE C 24
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Page 3 of 20
1490 Administrative Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
1250
Account Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
1247
Account Clerk, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1240
Accountant
Step 1
Step 2
Step 3
Step 4
Step 5
1230
Accountant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1234
Assistant Buyer
Step 1
Step 2
Step 3
Step 4
Step 5
1220
Assistant Finance Director
Step 1
Step 2
Step 3
Step 4
Step 5
1249
Business License Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
NE C 26
NE G 14
NE G 18
$ 77,875
$ 6,490
$
37.4401
$
2,995.21
$ 81,769
$ 6,814
$
39.3121
$
3,144.97
$ 85,858
$ 7,155
$
41.2778
$
3,302.22
$ 90,151
$ 7,513
$
43.3416
$
3,467.33
$ 94,658
$ 7,888
$
45.5087
$
3,640.70
$ 43,364
$ 3,614
$
20.8482
$
1,667.85
$ 45,532
$ 3,794
$
21.8905
$
1,751.24
$ 47,809
$ 3,984
$
22.9851
$
1,838.81
$ 50,199
$ 4,183
$
24.1343
$
1,930.74
$ 52,709
$ 4,392
$
25.3410
$
2,027.28
$ 52,709
$ 4,392
$
25.3410
$
2,027.28
$ 55,345
$ 4,612
$
26.6080
$
2,128.64
$ 58,112
$ 4,843
$
27.9384
$
2,235.07
$ 61,017
$ 5,085
$
29.3353
$
2,346.83
$ 64,068
$ 5,339
$
30.8021
$
2,464.17
NE C 22
$
64,068
$ 5,339
$
30.8021
$
2,464.17
$
67,272
$ 5,606
$
32.3422
$
2,587.38
$
70,635
$ 5,886
$
33.9593
$
2,716.74
$
74,167
$ 6,181
$
35.6573
$
2,852.58
$
77,875
$ 6,490
$
37.4401
$
2,995.21
NE C 27
NE G 20
E M 39
NE G 16
$ 81,769
$
6,814
$
39.3121
$
3,144.97
$ 85,858
$
7,155
$
41.2778
$
3,302.22
$ 90,151
$
7,513
$
43.3416
$
3,467.33
$ 94,658
$
7,888
$
45.5087
$
3,640.70
$ 99,391
$
8,283
$
47.7842
$
3,822.73
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 47,809
$
3,984
$
22.9851
$ 1,838.81
$ 50,199
$
4,183
$
24.1343
$ 1,930.74
$ 52,709
$
4,392
$
25.3410
$ 2,027.28
$ 55,345
$
4,612
$
26.6080
$ 2,128.64
$ 58,112
$
4,843
$
27.9384
$ 2,235.07
Page 4 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1237
Buyer
NE G
23
Step 1
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
Step 2
$
70,635
$
5,886
$ 33.9593
$ 2,716.74
Step 3
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
Step 4
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
Step 5
$
81,769
$
6,814
$ 39.3121
$ 3,144.97
1225
Deputy City Treasurer
E M
35
Step 1
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 2
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
Step 3
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 4
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 5
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
1210
Director of Finance/City Treasurer
E E
44
Step 1
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 2
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 3
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
Step 4
$
216,958
$
18,080
$ 104.3069
$ 8,344.56
Step 5
$
227,806
$
18,984
$ 109.5223
$ 8,761.78
1245
Payroll Specialist
NE C
19
Step 1
$
55,345
$
4,612
$ 26.6080
$ 2,128.64
Step 2
$
58,112
$
4,843
$ 27.9384
$ 2,235.07
Step 3
$
61,017
$
5,085
$ 29.3353
$ 2,346.83
Step 4
$
64,068
$
5,339
$ 30.8021
$ 2,464.17
Step 5
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
1248
Public Housing Property Coordinator
NE C
16
Step 1
$
47,809
$
3,984
$ 22.9851
$ 1,838.81
Step 2
$
50,199
$
4,183
$ 24.1343
$ 1,930.74
Step 3
$
52,709
$
4,392
$ 25.3410
$ 2,027.28
Step 4
$
55,345
$
4,612
$ 26.6080
$ 2,128.64
Step 5
$
58,112
$
4,843
$ 27.9384
$ 2,235.07
1255
Risk Management Assistant
NE G
17
Step 1
$
50,199
$
4,183
$ 24.1343
$ 1,930.74
Step 2
$
52,709
$
4,392
$ 25.3410
$ 2,027.28
Step 3
$
55,345
$
4,612
$ 26.6080
$ 2,128.64
Step 4
$
58,112
$
4,843
$ 27.9384
$ 2,235.07
Step 5
$
61,017
$
5,085
$ 29.3353
$ 2,346.83
DEPARTMENT
-FIRE
5015
Assistant Fire Chief
E FM
42
Step 1
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
Step 2
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
Step 3
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 4
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 5
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
5033 Assistant Fire Marshal
Step 1
Step 2
Step 3
Step 4
Step 5
NE FM 29
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Page 5 of 20
5055
Fire Administrative Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
5025
Fire Battalion Chief (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5025
Fire Battalion Chief (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5030
Fire Captain (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5030
Fire Captain (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5010
Fire Chief
Step 1
Step 2
Step 3
Step 4
Step 5
5050
Fire Code Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
5049
Fire Code Inspector, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
NE C 26
NE FM 38
NE FMA 38
$ 77,875
$
6,490
$
37.4401
$ 2,995.21
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
$ 139,853 $ 11,654 $ 48.0266 $ 5,378.98
$ 146,846 $ 12,237 $ 50.4279 $ 5,647.92
$ 154,188 $ 12,849 $ 52.9493 $ 5,930.32
$ 161,898 $ 13,491 $ 55.5968 $ 6,226.84
$ 169,993 $ 14,166 $ 58.3766 $ 6,538.18
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
NE F 31
$
99,391
$
8,283
$
34.1316
$
3,822.73
$
104,361
$
8,697
$
35.8381
$
4,013.87
$
109,579
$
9,132
$
37.6301
$
4,214.57
$
115,058
$
9,588
$
39.5116
$
4,425.30
$
120,811
$
10,068
$
41.4872
$
4,646.56
NE FA 31
$
99,391
$
8,283
$
47.7842
$
3,822.73
$
104,361
$
8,697
$
50.1734
$
4,013.87
$
109,579
$
9,132
$
52.6821
$
4,214.57
$
115,058
$
9,588
$
55.3162
$
4,425.30
$
120,811
$
10,068
$
58.0820
$
4,646.56
E E 46
$
206,627
$
17,219
$
99.3399
$
7,947.19
$
216,958
$
18,080
$
104.3069
$
8,344.56
$
227,806
$
18,984
$
109.5223
$
8,761.78
$
239,197
$
19,933
$
114.9984
$
9,199.87
$
251,156
$
20,930
$
120.7483
$
9,659.86
NE G 25
$
74,167
$
6,181
$
35.6573
$
2,852.58
$
77,875
$
6,490
$
37.4401
$
2,995.21
$
81,769
$
6,814
$
39.3121
$
3,144.97
$
85,858
$
7,155
$
41.2778
$
3,302.22
$
90,151
$
7,513
$
43.3416
$
3,467.33
NE G 27
$
81,769
$
6,814
$
39.3121
$
3,144.97
$
85,858
$
7,155
$
41.2778
$
3,302.22
$
90,151
$
7,513
$
43.3416
$
3,467.33
$
94,658
$
7,888
$
45.5087
$
3,640.70
$
99,391
$
8,283
$
47.7842
$
3,822.73
Page 6 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
5040
Fire Engineer (P)
NE F
28
Step 1
$
85,858
$
7,155
$
29.4841
$
3,302.22
Step 2
$
90,151
$
7,513
$
30.9583
$
3,467.33
Step 3
$
94,658
$
7,888
$
32.5062
$
3,640.70
Step 4
$
99,391
$
8,283
$
34.1316
$
3,822.73
Step 5
$
104,361
$
8,697
$
35.8381
$
4,013.87
5040
Fire Engineer (A)
NE FA
28
Step 1
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 2
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 3
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 4
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 5
$
104,361
$
8,697
$
50.1734
$
4,013.87
5020
Fire Marshal
NE FM
38
Step 1
$
139,853
$
11,654
$
67.2372
$
5,378.98
Step 2
$
146,846
$
12,237
$
70.5991
$
5,647.92
Step 3
$
154,188
$
12,849
$
74.1290
$
5,930.32
Step 4
$
161,898
$
13,491
$
77.8355
$
6,226.84
Step 5
$
169,993
$
14,166
$
81.7272
$
6,538.18
5060
Firefighter (P)
NE F
25
Step 1
$
74,167
$
6,181
$
25.4695
$
2,852.58
Step 2
$
77,875
$
6,490
$
26.7429
$
2,995.21
Step 3
$
81,769
$
6,814
$
28.0801
$
3,144.97
Step 4
$
85,858
$
7,155
$
29.4841
$
3,302.22
Step 5
$
90,151
$
7,513
$
30.9583
$
3,467.33
5060
Firefighter (A)
NE FA
25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
5045
Firefighter/Paramedic (P)
NE F
28
Step 1
$
85,858
$
7,155
$
29.4841
$
3,302.22
Step 2
$
90,151
$
7,513
$
30.9583
$
3,467.33
Step 3
$
94,658
$
7,888
$
32.5062
$
3,640.70
Step 4
$
99,391
$
8,283
$
34.1316
$
3,822.73
Step 5
$
104,361
$
8,697
$
35.8381
$
4,013.87
5045
Firefighter/Paramedic (A)
NE FA
28
Step 1
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 2
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 3
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 4
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 5
$
104,361
$
8,697
$
50.1734
$
4,013.87
5035
Firefighter/Paramedic Coordinator (P)
NE F
29
Step 1
$
90,151
$
7,513
$
30.9583
$
3,467.33
Step 2
$
94,658
$
7,888
$
32.5062
$
3,640.70
Step 3
$
99,391
$
8,283
$
34.1316
$
3,822.73
Step 4
$
104,361
$
8,697
$
35.8381
$
4,013.87
Step 5
$
109,579
$
9,132
$
37.6301
$
4,214.57
Page 7 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
5035 Firefighter/Paramedic Coordinator (A)
NE FA 29
Step 1
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 2
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 3
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 4
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 5
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
2015
Deputy Director of Health & Environmental Control
E
M 37
Step 1
$
133,194
$ 11,099
$ 64.0355
$ 5,122.84
Step 2
$
139,853
$ 11,654
$ 67.2372
$ 5,378.98
Step 3
$
146,846
$ 12,237
$ 70.5991
$ 5,647.92
Step 4
$
154,188
$ 12,849
$ 74.1290
$ 5,930.32
Step 5
$
161,898
$ 13,491
$ 77.8355
$ 6,226.84
2010
Director of Health and Environmental Control
E
E 45
Step 1
$
196,788
$ 16,399
$ 94.6094
$ 7,568.76
Step 2
$
206,627
$ 17,219
$ 99.3399
$ 7,947.19
Step 3
$
216,958
$ 18,080
$ 104.3069
$ 8,344.56
Step 4
$
227,806
$ 18,984
$ 109.5223
$ 8,761.78
Step 5
$
239,197
$ 19,933
$ 114.9984
$ 9,199.87
2030
Environmental Specialist
NE
G 26
Step 1
$
77,875
$ 6,490
$ 37.4401
$ 2,995.21
Step 2
$
81,769
$ 6,814
$ 39.3121
$ 3,144.97
Step 3
$
85,858
$ 7,155
$ 41.2778
$ 3,302.22
Step 4
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 5
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
2025
Environmental Specialist, Senior
NE
G 29
Step 1
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 2
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 3
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 4
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 5
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
G4 - Grandfathered - Hired before July 1, 2014
$
112,632
$ 9,386
$ 54.1500
$ 4,332.00
2045
Environmental Health Intern
NE
Hourly
Step 1
$ 15.0000
1410 Director of Human Resources
E E 42
Step 1
$
169,993
$ 14,166
$ 81.7272
$ 6,538.18
Step 2
$
178,492
$ 14,874
$ 85.8136
$ 6,865.08
Step 3
$
187,417
$ 15,618
$ 90.1043
$ 7,208.34
Step 4
$
196,788
$ 16,399
$ 94.6094
$ 7,568.76
Step 5
$
206,627
$ 17,219
$ 99.3399
$ 7,947.19
1420 Human Resources Analyst
NE C 26
Step 1
$
77,875
$ 6,490
$ 37.4401
$ 2,995.21
Step 2
$
81,769
$ 6,814
$ 39.3121
$ 3,144.97
Step 3
$
85,858
$ 7,155
$ 41.2778
$ 3,302.22
Step 4
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 5
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Page 8 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1415 Human Resources Analyst, Senior
E M 33
Step 1
$
109,579
$ 9,132
$
52.6821
$
4,214.57
Step 2
$
115,058
$ 9,588
$
55.3162
$
4,425.30
Step 3
$
120,811
$ 10,068
$
58.0820
$
4,646.56
Step 4
$
126,851
$ 10,571
$
60.9861
$
4,878.89
Step 5
$
133,194
$ 11,099
$
64.0355
$
5,122.84
1425 Human Resources Assistant
NE C 17
Step 1
$
50,199
$ 4,183
$
24.1343
$
1,930.74
Step 2
$
52,709
$ 4,392
$
25.3410
$
2,027.28
Step 3
$
55,345
$ 4,612
$
26.6080
$
2,128.64
Step 4
$
58,112
$ 4,843
$
27.9384
$
2,235.07
Step 5
$
61,017
$ 5,085
$
29.3353
$
2,346.83
3010 Industrial Development Director
E E 39
Step 1
$
146,846
$ 12,237
$
70.5991
$
5,647.92
Step 2
$
154,188
$ 12,849
$
74.1290
$
5,930.32
Step 3
$
161,898
$ 13,491
$
77.8355
$
6,226.84
Step 4
$
169,993
$ 14,166
$
81.7272
$
6,538.18
Step 5
$
178,492
$ 14,874
$
85.8136
$
6,865.08
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 PM
40
Step 1
$ 154,188
$ 12,849
$ 74.1290
$
5,930.32
Step 2
$ 161,898
$ 13,491
$ 77.8355
$
6,226.84
Step 3
$ 169,993
$ 14,166
$ 81.7272
$
6,538.18
Step 4
$ 178,492
$ 14,874
$ 85.8136
$
6,865.08
Step 5
$ 187,417
$ 15,618
$ 90.1043
$
7,208.34
4010
Police Chief
E E
47
Step 1
$ 216,958
$ 18,080
$ 104.3069
$
8,344.56
Step 2
$ 227,806
$ 18,984
$ 109.5223
$
8,761.78
Step 3
$ 239,197
$ 19,933
$ 114.9984
$
9,199.87
Step 4
$ 251,156
$ 20,930
$ 120.7483
$
9,659.86
Step 5
$ 263,714
$ 21,976
$ 126.7857
$
10,142.86
4020
Police Lieutenant
NE PM
37
Step 1
$ 133,194
$ 11,099
$ 64.0355
$
5,122.84
Step 2
$ 139,853
$ 11,654
$ 67.2372
$
5,378.98
Step 3
$ 146,846
$ 12,237
$ 70.5991
$
5,647.92
Step 4
$ 154,188
$ 12,849
$ 74.1290
$
5,930.32
Step 5
$ 161,898
$ 13,491
$ 77.8355
$
6,226.84
Page 9 Of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
am KENUMIM11111
JM;OCCUPATIONAL JOB FAMILIES AND JOB CLASSES 11111ME11111
4030 Police Officer NE PO 26
Step 1 $ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
Step 2 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 3 $ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 4 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 5 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
4025 Police Sergeant
Step 1
Step 2
Step 3
Step 4
Step 5
4125 Civilian Court Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4123 Police Community Services Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4130 Police Dispatcher
Step 1
Step 2
Step 3
Step 4
Step 5
4115 Police Dispatcher, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
4110 Police Records Manager
Step 1
Step 2
Step 3
Step 4
Step 5
4135 Police Records Technician
Step 1
Step 2
Step 3
Step 4
Step 5
NE PO 31
NE
NE
NE
NE
10
G
C
G
17
16
20
23
NE M 27
NE G
14
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
$ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 67,272
$
5,606
$ 32.3422
$ 2,587.38
$ 70,635
$
5,886
$ 33.9593
$ 2,716.74
$ 74,167
$
6,181
$ 35.6573
$ 2,852.58
$ 77,875
$
6,490
$ 37.4401
$ 2,995.21
$ 81,769
$
6,814
$ 39.3121
$ 3,144.97
$ 81,769
$ 6,814
$ 39,3121
$
3,144.97
$ 85,858
$ 7,155
$ 41.2778
$
3,302.22
$ 90,151
$ 7,513
$ 43.3416
$
3,467.33
$ 94,658
$ 7,888
$ 45.5087
$
3,640.70
$ 99,391
$ 8,283
$ 47.7842
$
3,822.73
$ 43,364
$
3,614
$
20.8482
$
1,667.85
$ 45,532
$
3,794
$
21.8905
$
1,751.24
$ 47,809
$
3,984
$
22.9851
$
1,838.81
$ 50,199
$
4,183
$
24.1343
$
1,930.74
$ 52,709
$
4,392
$
25.3410
$
2,027.28
Page 10 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
4120 Police Records Technician, Lead
NE G 17
Step 1
$
50,199
$
4,183
$
24.1343
$ 1,930.74
Step 2
$
52,709
$
4,392
$
25.3410
$ 2,027.28
Step 3
$
55,345
$
4,612
$
26.6080
$ 2,128.64
Step 4
$
58,112
$
4,843
$
27.9384
$ 2,235.07
Step 5
$
61,017
$
5,085
$
29.3353
$ 2,346.83
4145 Reserve Police Officer
NE Stipend
Step 1
$
3,600
8008 General Manager of Public Utilities
E E 48
Step 1
$ 227,806
$
18,984
$ 109.5223
$ 8,761.78
Step 2
$ 239,197
$
19,933
$ 114.9984
$ 9,199.87
Step 3
$ 251,156
$
20,930
$ 120.7483
$ 9,659.86
Step 4
$ 263,714
$
21,976
$ 126.7857
$ 10,142.86
Step 5
$ 276,900
$
23,075
$ 133.1250
$ 10,650.00
8011 Assistant General Manager of Public Utilities
E M 43
Step 1
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
Step 2
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 3
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 4
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
Step 5
$
216,958
$
18,080
$ 104.3069
$ 8,344.56
8710 Business and Account Supervisor
E M 32
Step 1
$
104,361
$
8,697
$ 50.1734
$ 4,013.87
Step 2
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 3
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
Step 4
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 5
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
8606 Utilities Compliance Administrator E M 35
Step 1
Step 2
Step 3
Step 4
Step 5
8530 Utilities Customer Service Representative NE G 18
Step 1
Step 2
Step 3
Step 4
Step 5
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Page 11 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 126,851 $ 10,S71 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ S,122.84
$ 139,853 $ 11,6S4 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
8035
Electric Operator
NE 1
30
Step 1
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 2
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 3
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 4
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
Step 5
$
115,058
$ 9,588
$ 55.3162
$ 4,425.30
8053
Electrical Test Technician, Senior
NE 1
31
Step 1
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 2
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 3
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
Step 4
$
115,058
$ 9,588
$ 55.3162
$ 4,425.30
Step 5
$
120,811
$ 10,068
$ 58.0820
$ 4,646.56
8050
Metering Technician
NE 1
29
Step 1
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 2
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 3
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 4
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 5
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
8047
Metering Technician, Senior
NE 1
31
Step 1 - -
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 2
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 3
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
Step 4
$
115,058
$ 9,588
$ 55.3162
$ 4,425.30
Step 5
$
120,811
$ 10,068
$ 58.0820
$ 4,646.56
8045
Power Plant Operator
NE 1
28
Step 1
$
85,858
$ 7,155
$ 41.2778
$ 3,302.22
Step 2
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 3
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 4
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 5
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
8055
Electrical Test Technician
NE 1
29
Step 1
$
90,151
$ 7,513
$ 43.3416
$ 3,467.33
Step 2
$
94,658
$ 7,888
$ 45.5087
$ 3,640.70
Step 3
$
99,391
$ 8,283
$ 47.7842
$ 3,822.73
Step 4
$
104,361
$ 8,697
$ 50.1734
$ 4,013.87
Step 5
$
109,579
$ 9,132
$ 52.6821
$ 4,214.57
Page 12 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
8030 Utilities Dispatcher
Step 1
Step 2
Step 3
Step 4
Step 5
8015 Utilities Operations Manager
Step 1
Step 2
Step 3
Step 4
Step 5
8031 Utilities Project Coordinator
Step 1
Step 2
Step 3
Step 4
Step 5
8130 Associate Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8140 Computer Aided Drafting Technician
Step 1
Step 2
Step 3
Step 4
Step 5
8125 Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8115 Supervising Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8110 Utilities Engineering Manager
Step 1
Step 2
Step 3
Step 4
Step 5
EMPLOYEE PA)
FLSA I GROUP GRAI
E M 41
NE 1 33
NE
1
30
NE
G
20
NE I
NE M
37
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 161,898
$
13,491
$ 77.8355
$ 6,226.84
$ 169,993
$
14,166
$ 81.7272
$ 6,538.18
$ 178,492
$
14,874
$ 85.8136
$ 6,865.08
$ 187,417
$
15,618
$ 90.1043
$ 7,208.34
$ 196,788
$
16,399
$ 94.6094
$ 7,568.76
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
E M 42
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
$ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
$ 206,627 $ 17,219 $ 99.3399 $ 7,947.19
Page 13 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
8215 Gas Systems Specialist NE 1 30
Step 1 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 2 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 3 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 4 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step 5 $ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
8210
Gas Systems Superintendent
E M 36
Step 1
$
126,851
$
10,571
$
60.9861
$
4,878.89
Step 2
$
133,194
$
11,099
$
64.0355
$
5,122.84
Step 3
$
139,853
$
11,654
$
67.2372
$
5,379.98
Step 4
$
146,846
$
12,237
$
70.5991
$
5,647.92
Step 5
$
154,188
$
12,849
$
74.1290
$
5,930.32
8220
Gas Systems Technician
NE I 26
Step 1
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 2
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 3
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 4
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 5
$
94,658
$
7,888
$
45.5087
$
3,640.70
8435
Assistant Resource Scheduler
NE 1 28
Step 1
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 2
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 3
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 4
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 5
$
104,361
$
8,697
$
50.1734
$
4,013.87
8430
Associate Resource Scheduler
NE 1 30
Step 1
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 2
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 3
$
104,361
$
8,697
$
50.1734
$
4,013.87
Step 4
$
109,579
$
9,132
$
52.6821
$
4,214.57
Step 5
$
115,058
$
9,588
$
55.3162
$
4,425.30
8405
Integrated Resources Manager
E M 42
Step 1
$
169,993
$
14,166
$
81.7272
$
6,538.18
Step 2
$
178,492
$
14,874
$
85.8136
$
6,865.08
Step 3
$
187,417
$
15,618
$
90.1043
$
7,208.34
Step 4
$
196,788
$
16,399
$
94.6094
$
7,568.76
Step 5
$
206,627
$
17,219
$
99.3399
$
7,947.19
8425
Electric Service Planner
NE G 26
Step 1
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 2
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 3
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 4
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 5
$
94,658
$
7,888
$
45.5087
$
3,640.70
8422
Principal Resource Scheduler/Trader
NE 1 34
Step 1
$
115,058
$
9,588
$
55.3162
$
4,425.30
Step 2
$
120,811
$
10,068
$
58.0820
$
4,646.56
Step 3
$
126,851
$
10,571
$
60.9861
$
4,878.89
Step 4
$
133,194
$
11,099
$
64.0355
$
5,122.84
Step 5
$
139,853
$
11,654
$
67.2372
$
5,378.98
Page 14 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
M OCCUPATIONAL JOB FAMILIES AND JOB CLASSES ff I "i-M M.
8415 Resource Planner NE I 35
Step 1 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Step 2 $ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
Step 3 $ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
Step 4 $ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
Step 5 $ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
8420 Resource Scheduler
Step 1
Step 2
Step 3
Step 4
Step 5
NE 1 32
$ 104,361 $ 8,697 $
$ 109,579 $ 9,132 $
$ 115,058 $ 9,588 $
$ 120,811 $ 10,068 $
$ 126,851 $ 10,571 $
50.1734 $ 4,013.87
52.6821 $ 4,214.57
55.3162 $ 4,425.30
58.0820 $ 4,646.56
60.9861 $ 4,878.89
7145
Engineering Aide
NE
G
21
Step 1
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 2
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 3
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 4
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 5
$
74,167
$
6,181
$
35.6573
$
2,852.58
7935
Meter Reader
NE
G
18
Step 1
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 2
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 3
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 4
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 5
$
64,068
$
5,339
$
30.8021
$
2,464.17
7940
Meter Reader, Lead
NE
G
20
Step 1
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 2
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 3
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 4
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 5
$
70,635
$
5,886
$
33.9593
$
2,716.74
7905
Water Administrator
E
M
36
Step 1
$
126,851
$
10,571
$
60.9861
$
4,878.89
Step 2
$
133,194
$
11,099
$
64.0355
$
5,122.84
Step 3
$
139,853
$
11,654
$
67.2372
$
5,378.98
Step 4
$
146,846
$
12,237
$
70.5991
$
5,647.92
Step 5
$
154,188
$
12,849
$
74.1290
$
5,930.32
7935
Water Foreman
E
M
27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
7930
Water Maintenance Worker
NE
G
18
Step 1
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 2
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 3
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 4
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 5
$
64,068
$
5,339
$
30.8021
$
2,464.17
Page 15 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
am;•11111011111
OCCUPATIONAL JOB FAMILIES AND JOB CLASSES ED-Tom
7925 Water Maintenance Worker, Senior NE G 22
Step 1
Step 2
Step 3
Step 4
Step 5
7920 Water Project Coordinator
Step 1
Step 2
Step 3
Step 4
Step 5
7911 Water Project Specialist
Step 1
Step 2
Step 3
Step 4
Step 5
7910 Water Superintendent
Step 1
Step 2
Step 3
Step 4
Step 5
E
E
E
M
M
30
35
33
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
WORKS DEPARTMENT
7008 Director of Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
E E 44
$
$
$
$
$
187,417
196,788
206,627
216,958
227,806
$
$
$
$
$
15,618
16,399
17,219
18,080
18,984
$
$
$
$
$
90.1043
94.6094
99.3399
104.3069
109.5223
$
$
$
$
$
7,208.34
7,568.76
7,947.19
8,344.56
8,761.78
7230 Building Inspector
NE G 25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7215 Building Inspector, Senior
NE G 27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
7205 Building and Planning Manager
E M 37
Step 1
$
133,194
$
11,099
$
64.0355
$
5,122.84
Step 2
$
139,853
$
11,654
$
67.2372
$
5,378.98
Step 3
$
146,846
$
12,237
$
70.5991
$
5,647.92
Step 4
$
154,188
$
12,849
$
74.1290
$
5,930.32
Step 5
$
161,898
$
13,491
$
77.8355
$
6,226.84
Page 16 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
IM OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
off-T-r-TM-WRT, M.
7225 Electrical Inspector
NE G 25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7213 Electrical Inspector, Senior
NE G 27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
7250 Permit Technician
NE G 17
Step 1
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 2
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 3
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 4
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 5
$
61,017
$
5,085
$
29.3353
$
2,346.83
7220 Assistant Planner
NE G 22
Step 1
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 2
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 3
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 4
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 5
$
77,875
$
6,490
$
37.4401
$
2,995.21
7235 Plumbing and Mechanical Inspector
NE G 25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7217 Plumbing and Mechanical Inspector, Senior
NE G 27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
7140 Assistant Engineer
NE G 25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7135 Associate Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 29
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Page 17 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
CLA55 EMPLOYEE PAY {a} {a}
CODE JOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
7118 Civil Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
7145 Engineering Aide
Step 1
Step 2
Step 3
Step 4
Step 5
7115 Principal Civil Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
7120 Project Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
NE M 32
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
NE G 21
E M 37
NE G 31
7125 Stormwater and Special Projects Analyst NE G 28
Step 1
Step 2
Step 3
Step 4
Step 5
7720 Facilities Maintenance Worker NE G 18
Step 1
Step 2
Step 3
Step 4
Step 5
7735 Facilities Maintenance Worker, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7730 Facilities Maintenance Worker, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
$ 61,017
$ 5,085
$ 29.3353
$ 2,346.83
$ 64,068
$ 5,339
$ 30.8021
$ 2,464.17
$ 67,272
$ 5,606
$ 32.3422
$ 2,587.38
$ 70,635
$ 5,886
$ 33.9593
$ 2,716.74
$ 74,167
$ 6,181
$ 35.6573
$ 2,852.58
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 85,858
$ 7,155
$ 41.2778
$
3,302.22
$ 90,151
$ 7,513
$ 43.3416
$
3,467.33
$ 94,658
$ 7,888
$ 45.5087
$
3,640.70
$ 99,391
$ 8,283
$ 47.7842
$
3,822.73
$ 104,361
$ 8,697
$ 50.1734
$
4,013.87
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
NE G 23
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
NE G 20
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
Page 18 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
CLASS I EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP I GRADE I ANNUAL MONTHLY HOURLYJ PAY PERIOD
7530 Mechanic
Step 1
Step 2
Step 3
Step 4
Step 5
7520 Mechanic, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7525 Mechanic, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 19
NE G 25
NE G 21
7425 Street Maintenance Worker, Senior NE G 19
Step 1
Step 2
Step 3
Step 4
Step 5
7630 Warehouse Worker NE G 16
Step 1
Step 2
Step 3
Step 4
Step 5
$ 55,345
$
4,612
$ 26.6080
$ 2,128.64
$ 58,112
$
4,843
$ 27.9384
$ 2,235.07
$ 61,017
$
5,085
$ 29.3353
$ 2,346.83
$ 64,068
$
5,339
$ 30.8021
$ 2,464.17
$ 67,272
$
5,606
$ 32.3422
$ 2,587.38
$ 74,167
$ 6,181
$ 35.6573
$
2,852.58
$ 77,875
$ 6,490
$ 37.4401
$
2,995.21
$ 81,769
$ 6,814
$ 39.3121
$
3,144.97
$ 85,858
$ 7,155
$ 41.2778
$
3,302.22
$ 90,151
$ 7,513
$ 43.3416
$
3,467.33
$ 61,017
$
5,085
$
29.3353
$
2,346.83
$ 64,068
$
5,339
$
30.8021
$
2,464.17
$ 67,272
$
5,606
$
32.3422
$
2,587.38
$ 70,635
$
5,886
$
33.9593
$
2,716.74
$ 74,167
$
6,181
$
35.6573
$
2,852.58
$ 45,532
$ 3,794
$ 21.8905
$ 1,751.24
$ 47,809
$ 3,984
$ 22.9851
$ 1,838.81
$ 50,199
$ 4,183
$ 24.1343
$ 1,930.74
$ 52,709
$ 4,392
$ 25.3410
$ 2,027.28
$ 55,345
$ 4,612
$ 26.6080
$ 2,128.64
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 47,809
$
3,984
$ 22,9851
$ 1,838.81
$ 50,199
$
4,183
$ 24.1343
$ 1,930.74
$ 52,709
$
4,392
$ 25.3410
$ 2,027.28
$ 55,345
$
4,612
$ 26.6080
$ 2,128.64
$ 58,112
$
4,843
$ 27.9384
$ 2,235.07
7620 Warehouse Worker, Lead
NE G 21
Step 1
$
61,017
$
5,085
$
29.3353
$ 2,346.83
Step 2
$
64,068
$
5,339
$
30.8021
$ 2,464.17
Step 3
$
67,272
$
5,606
$
32.3422
$ 2,587.38
Step 4
$
70,635
$
5,886
$
33.9593
$ 2,716.74
Step 5
$
74,167
$
6,181
$
35.6573
$ 2,852.58
7625 Warehouse Worker, Senior
NE G 18
Step 1
$
52,709
$
4,392
$
25.3410
$ 2,027.28
Step 2
$
55,345
$
4,612
$
26.6080
$ 2,128.64
Step 3
$
58,112
$
4,843
$
27.9384
$ 2,235.07
Step 4
$
61,017
$
5,085
$
29.3353
$ 2,346.83
Step 5
$
64,068
$
5,339
$
30.8021
$ 2,464.17
Page 19 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
7303 Facilities Foreman
Step 1
Step 2
Step 3
Step 4
Step 5
7305 Street Foreman
Step 1
Step 2
Step 3
Step 4
Step 5
7300 Public Works -Superintendent
Step 1
Step 2
Step 3
Step 4
Step 5
7130 Public Works Project Coordinator
Step 1
Step 2
Step 3
Step 4
Step 5
7322 Street Crew Leader
Step 1
Step 2
Step 3
Step 4
Step 5
E M 26
E
E
NE
NE
M
26
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
M 32
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
G 30
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
G 23
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.
Page 20 of 20
STAFF REPORT
RECEIVED
NOV 0 2 2017
CITY CLERK'S OFFICE
c
t`S"'ELY to
STAFF REPORT
f,(MVED
Nov 0 2 2017
CITY A 1WIS-fRAil0N
(*►(1.4(n
HUMAN RESOURCES DEPARTMENT
DATE: November 7, 2017
TO: Honorable Mayor and City Council
FROM: Carlos Fandino Jr., City Administrator /J
Originator: Michael A. Earl, Director of Human Resources6
E/
RE: 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
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, effective retroactively on September 3, 2017, to reflect the following
provisions:
1) Amend the Fringe Benefits and Salary Resolution, Subsection C of Section 11,
Automobile Allowance and Reimbursement for Expenses, to add Assistant General
Manager of Public Utilities to the list of classifications provided a City Vehicle and
Fuel.
2) Amend Exhibit A, Classification and Compensation Plan adopting the following new
job description and associated salary range:
New Classification Title
I Salary Grade
Monthly Salary Range
Metering Technician, Senior
31
$8,283 - $10,068
Background
As a result of the nature and responsibilities of the Assistant General Manager of Public Utilities,
staff recommends designating a City vehicle and fuel for this position so the incumbent may
Page 1 of 2
carry out necessary functions and responsibilities of the position. This designation is in -line with
similar management positions within the City.
As stated above, staff is recommending City Council approval of the establishment of one new
job description for the classification of Metering Technician, Senior and approval of the
associated salary range for this classification. This classification is being proposed by the Public
Utilities Department as part of their succession planning efforts providing a career ladder of job
classifications with increasingly responsible job duties. Currently, this classification does not
exist in the City's Classification and Compensation Plan. A Classification and Compensation
survey as well as internal salary alignment were considered in establishing the job description
and salary range.
Fiscal Impact
The total additional estimated annual cost of the recommended new Metering Technician, Senior
position is $12,726.00 including salary and salary related benefits. There is no fiscal impact in
adding the Assistant General Manager of Public Utilities to the list of classifications provided a
city -owned vehicle at this time as the position from which the incumbent was promoted will
remain vacant at this time. Adequate funds are available in the Public Utilities 2017/2018 fiscal
year budget to cover the costs associated with these recommendations.
Attachments
1. Fringe Benefits and Salary Resolution
2. Job Description for Metering Technician, Senior
Page 2 of 2
JOB DESCRIPTION
Metering Technician, Senior
Date Prepared: September 2017 Class Code: 8047
SUMMARY: Under basic supervision, installs, tests and calibrates electromechanical and solid state meters;
performs routine and emergency service calls to assist customers with their electric service; performs the
more advanced journey tests and meter calibrations to ensure accuracy and appropriate customer billing in
accordance with established policies, procedures, regulations and objectives. Works closely with customer
service, engineering and field crews to resolve customer issues. Reviews, maintains and coordinates
operational safety and compliance programs. Assumes lead responsibility on metering tests and calibrations.
DISTINGUISHING CHARACTERISTICS: Incumbent in this classification reports to the Utilities Operations
Manager or designee. The incumbent works independently to carry out assigned duties, coordinates and
schedules with other divisions and contractors to achieve efficient operation of the department, leads and
trains Metering Technicians.
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. -
Takes a lead role in calibrating, testing and installing electromechanical and solid state meters; tests
meters for accuracy to ensure accurate customer billing; performs duties within scope of authority and
training, and in compliance with City policies, safety and quality standards.
• Works in collaboration with customer service, engineering and construction and maintenance field crews
to install and download power monitors and other consumption measuring devices on site at customer
facilities.
• Performs routine service calls to assist customers or internal divisions with electric service issues.
• Responds to emergency service calls to restore electric service to interrupted customers.
• Initiates and maintains program to record data associated with revenue meter billing, submits readings to
customer service, and verifies all information on customer service billing program with metering records.
• Develops and implements a preventative maintenance and inspection program to examine customer
meter panels for proper operation and compliance purposes; approves or recommends changes to
customer meter panel drawings.
• Develops and implements new programs for solid state meters and develops and reviews Meter Operating
Procedures (MOPS), metering standards and metering training program.
• Responsible for setting inventory levels, maintaining a sufficient inventory of all materials required for
routine and emergency metering, recommends appropriate inventory re -order levels and annually
accounts for all metering inventory.
• Leads and trains employees on assigned metering work; develops schedules for the routine testing and
calibration of equipment.
• Takes a lead role in the work order and asset management platform, assigns safety and maintenance
tasks, audits programs and works closely with other divisions and departments to ensure accurate and
efficient record keeping practices.
Metering Technician, Senior Vernon CA 1 of 2
• Participates in operational safety committees, is knowledgeable with regard to California Occupational
Safety and Health Administration (CAL OSHA) safety requirements and provides safety related training to
operational staff.
• Maintains safety data sheets, hazardous materials inventory and California Environmental Reporting
System (CERS) compliance program, Spill Prevention Control and Countermeasures (SPCC) facilities
and records, Recycled Water Site Supervision program, and environmental reporting data..
• Participates regularly and contributes to the Southern California Meter User's Group (SCMUG), the
Electric Utility Equipment Requirements Committee (EUSERC) and attends other related industry training
and association activities.
• 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 equivalent; AND five years of experience in electric metering or electrical wiring or
electric devices and equipment such as circuit breakers, panels and meters.
Knowledge of:
• City organization, operations, policies, and procedures.
• Principles of electrical and electronic theory, mathematics, fundamentals of alternating current circuits,
and electrical safety policies and procedures; Cal OSHA, Cal EPA, US EPA, and LA Country Sanitation
District policy, programs and regulations.
• Applicable safety practices for high voltage equipment.
• Common hand and power tools.
• Personal computer operations.
• Customer service standards and protocols.
Skill in:
• Monitoring and applying control system principles rationally to solve practical problems and deal with a
variety of concrete variables in situations where only limited standardization exists.
• Interpreting schematics, plans and specifications.
• Maintaining inspection records as required by regulatory agencies.
• Utilizing public relations techniques in responding to inquiries and complaints.
• Communicating effectively, both orally and in writing.
• Establishing and maintaining cooperative working relationships with managers, fellow employees,
suppliers and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid Class C California State Driver's License is required.
Additional training/certification may be required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in the field with exposure to traffic hazards, dangerous equipment, extreme weather
conditions, high voltage, hazardous chemicals and electrical shock. Climbing ladders is required.
Metering Technician, Senior 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 August 15, 2017, the City Council of the City of
Vernon adopted Resolution No. 2017-44, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated November 7, 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, with a
retroactive effective date of September 3, 2017, to make the following
changes: (i) amend subsection C of Section 11 regarding Automobile
Allowance and Reimbursement for Expenses, and (ii) add the position of
Metering Technician, Senior; and
WHEREAS, to reflect the above -referenced changes, 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 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.
SECTION 3: Effective September 3, 2017, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) amend subsection C of
Section 11 regarding Automobile Allowance and Reimbursement for
Expenses and (b) add the position of Metering Technician, Senior, a
copy of which is attached hereto as Exhibit A.
SECTION 4: All resolutions or parts of resolutions,
specifically Resolution No. 2017-44, 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 7th day of November, 2017.
ATTEST:
City Clerk / Deputy City Clerk
APPROVED AS TO FORM:
Zaynah Moussa,
Senior Deputy City Attorney
Name:
Title: Mavor / Mavor Pro-Tem
- 3 -
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
I,
ss
, 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, November 7, 2017, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this day of November, 2017, at Vernon, California.
(SEAL)
City Clerk / Deputy City Clerk
- 4 -
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted cl,%*''%,'0'"November
7, 2017
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
.........................................................................................................
4
Section1:
Holiday.............................................................................................5
Section 2:
Administrative Leave Time...............................................................6
Section3:
Overtime..........................................................................................
8
Section 4:
Compensatory Time........................................................................10
Section 5:
Court Time......................................................................................11
Section 6:
Vacation..........................................................................................12
Section 7:
Sick Leave......................................................................................14
Section 8:
Family Sick Leave (Kin Care).........................................................17
Section 9:
Bereavement Leave........................................................................18
Section10:
Jury Duty........................................................................................20
Section 11:
Automobile Allowance and Reimbursement for Expenses..............21
Section 12:
Health Insurance.............................................................................23
Section 13:
Dental Insurance.............................................................................24
Section 14:
Vision Insurance.............................................................................25
Section 15:
Life Insurance.................................................................................26
Section 16:
Deferred Compensation Plan..........................................................27
Section 17:
CalPERS Retirement Plan..............................................................28
Section 18:
Retiree Medical Insurance..............................................................30
Section 19:
Longevity Program..........................................................................32
Section 20:
Bilingual Pay...................................................................................34
Section 21:
Uniform Allowance..........................................................................35
Section 22.
Stand-by Policy...............................................................................36
PART If — CLASSIFICATION AND COMPENSATION
Section1. Purpose...........................................................................................39
Section 2. The Compensation Plan..................................................................39
Section 3. The Classification Plan....................................................................39
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN.................................40
PART 1
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.
TABLE 1 - HOLIDAY
HOLIDAY
January 15 - New Year's Da
3' Monday in January - Martin Luther King Jr. Da
37ff-Monday in February - Presidents Da
March 315 - Cesar Chavez Da
The Last Monday in May — Memorial Da
Jul 4 — Independence Da
The 15 Monday in September — Labor Da
The 2" Monda in October — Columbus Da
November 11 — Veterans Da
The 4 Thursday in November - Thanksgiving Da
December 24 th — Christmas Eve
December 25 th — Christmas Da
December 3151— 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
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.
I. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five
(5) minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
J. Straight time and overtime will be compensated in six (6) minute segments of
time.
K. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
L. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
M. Please refer to Human Resources Policy, Salary Plan Administration II-3
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
1st year thru 4th year
80
3.08
5th year thru gth year
100
3.85
10th year thru 14th year
120
4.62
15th year thru 24th year
160
6.16
25th year and more
190
7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
Vacation Hours Earned
Bi-Weekly
Accrual
1St year thru 4th year
120
4.62
5th year thru 101h 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.
I. In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
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-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.
I. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of
the above illnesses exceeds two (2) consecutive working days, the employee,
prior to return to work, shall submit a statement of such disability illness or injury
from the employee or family member's physician. The statement shall certify the
physical condition of the employee/employee's family member that prevented the
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.
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.
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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.
OR
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.
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 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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Assistant General Manager of
City Vehicle & Fuel
Public Utilities
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
Duty
City Vehicle & Fuel
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
Formatted Table
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
f. Gov't Code Section: 21548 - Pre -Retirement Option 2W
Death Benefit (Fire members only)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
D. The payment to CaIPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
30
Section 18. RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty(20) years of continuous uninterrupted service. 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 w
pursuant to subsections
(65), are required to be
enrollment, where upon
coverage, if applicable.
ho receive medical and/or
A, B, or C above and who
enrolled in Medicare, and
the City's insurance policy
dental insurance benefits
reach the age of sixty-five
shall show proof of such
will become supplemental
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
J U N E 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 05) 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 CaIPERS 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
PART II
CLASSIFICATION AND COMPENSATION PLAN
39
Section 1. PURPOSE
Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to
provide for the classification and compensation of City officers and employees, and to
conform to the principle of equal pay for equal work.
Officers and employees of the City of Vernon shall receive compensation and costs in
accordance with the amounts set forth in the attached compensation plan.
Section 2. THE COMPENSATION PLAN
The basic compensation plan for the various employee units, groups and non-
classified employees, as of the date of adoption of this plan is hereby established as
set forth in Exhibit A, Citywide Classification and Compensation Plan, which is
attached hereto and incorporated herein by reference.
The City Administrator shall have authority to create and maintain salary steps to
implement the provisions of this Section. Salaries granted pursuant to this provision
shall be reported to PERS as compensation earned. Please refer to Human
Resources Policy II-3, Salary Plan for specific policy and procedures.
Section 3. THE CLASSIFICATION PLAN
The classification plan includes the allocation of class titles to salary ranges for City
officers and employees. The Classification Plan further includes the allocation of class
titles to salary ranges for those employees that are designated as exempt from the
classified service. These exempt classes are for elective officers; persons appointed
by the City Council, including the City Administrator, and City Attorney; persons
appointed by the City Administrator, including department head or designees; and
persons appointed by the City Attorney pursuant to City of Vernon Municipal Code
that serve in an "at will' capacity subject to the terms and conditions of an
employment contract and are so designated in the plan as "non -classified." The
classification plan as of the date of adoption of this plan is hereby established as set
forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The
Human Resources Director, with approval by the City Administrator or his/her
designee, is responsible for maintenance of the Classification Plan, including the
allocation of new or changed positions to the appropriate class, the recommendation
of proper salary ranges within the provision of pay administration, maintenance of up-
to-date class specifications, and the preparation of reports and recommendations on
revisions to the Classification Plan. Please refer to Human Resources Policy II-1,
Classification Plan Administration for specific policy and procedures.
40
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
41
1025 Council Member
1030 Mayor
1010 City Administrator
Step 1
Step 1
Step 3
Step 4
Step 5
1015 Deputy City Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
E O 01 $ 26,793 $ 2,233 N/A $ 1,030.51
E O 01 $ 26,793 $ 2,233 N/A $ 1,030.51
E E 50
$ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
$ 263,714 $ 21,976 $ 126.7857 $ 10,142.86
$ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
$ 290,745 $ 24,229 $ 139.7813 $ 11,182.50
$ 305,282 $ 25,440 $ 146.7703 $ 11,741.63
E M 40
1020 Economic Development Manager E M 34
Step 1
Step 2
Step 3
Step 4
Step 5
1035 Public Information Officer E M 31
Step 1
Step 2
Step 3
Step 4
Step 5
Information Technology Division
1625 Information Technology Analyst NE C 26
Step 1
Step 2
Step 3
Step 4
Step S
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
$ 120,811
$
10,068
$
58.0820
$ 4,646.56
$ 77,875
$
6,490
$ 37.4401
$ 2,995.21
$ 81,769
$
6,814
$ 39.3121
$ 3,144.97
$ 85,858
$
7,155
$ 41.2778
$ 3,302.22
$ 90,151
$
7,513
$ 43.3416
$ 3,467.33
$ 94,658
$
7,888
$ 45.5087
$ 3,640.70
1620 Information Technology Analyst, Senior
NE C 30
Step 1
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
Step 2
$
99,391
$
8,283
$ 47.7842
$ 3,822.73
Step 3
$
104,361
$
8,697
$ 50.1734
$ 4,013.87
Step 4
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 5
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
1610 Information Technology Manager
E M 37
Step 1
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 2
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 3
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 4
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 5
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Page 1 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
am
IM OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
ffll=�111111011111
�� rg.T-. M,
1630
Information Technology Technician
NE
C
22
Step 1
$
64,068
$
5,339
$ 30.8021
$ 2,464.17
Step 2
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
Step 3
$
70,635
$
5,886
$ 33.9593
$ 2,716.74
Step 4
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
Step 5
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
1615
Programmer/Analyst
E
C
30
Step 1
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
Step 2
$
99,391
$
8,283
$ 47.7842
$ 3,822.73
Step 3
$
104,361
$
8,697
$ 50.1734
$ 4,013.87
Step 4
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 5
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
ATTORNEY'S
OFFICE
1110
City Attorney
E
E
49
Step 1
$
239,197
$
19,933
$ 114.9984
$ 9,199.87
Step 2
$
251,156
$
20,930
$ 120.7483
$ 9,659.86
Step 3
$
263,714
$
21,976
$ 126.7857
$ 10,142.86
Step 4
$
276,900
$
23,075
$ 133.1250
$ 10,650.00
Step 5
$
290,745
$
24,229
$ 139.7813
$ 11,182.50
1115
Deputy City Attorney
E
M
38
Step 1
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 2
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 3
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 4
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Step 5
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
1507
Executive Legal Secretary
NE
C
23
Step 1
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
Step 2
$
70,635
$
5,886
$ 33.9593
$ 2,716.74
Step 3
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
Step 4
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
Step 5
$
81,769
$
6,814
$ 39.3121
$ 3,144.97
1525
Legal Secretary
NE
C
21
Step 1
$
61,017
$
5,085
$ 29.3353
$ 2,346.83
Step 2
$
64,068
$
5,339
$ 30.8021
$ 2,464.17
Step 3
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
Step 4
$
70,635
$
5,886
$ 33.9593
$ 2,716.74
Step 5
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
1113
Senior Deputy City Attorney
E
M
39
Step 1
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 2
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 3
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Step 4
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
Step 5
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
CLERK
DEPARTMENTCITY
1310
City Clerk
E
E
41
Step 1
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Step 2
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
Step 3
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
Step 4
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 5
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Page 2 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1315 Deputy City Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
1320 Records Management Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant, (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1510 Administrative Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
Grandfathered - G3
1500 Executive Assistant to the City Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
NE C 26
NE C 20
NE G 13
NE C 13
NE G 17
NE C 17
NE C 20
NE C 24
$ 77,875
$ 6,490
$
37.4401
$
2,995.21
$ 81,769
$ 6,814
$
39.3121
$
3,144.97
$ 85,858
$ 7,155
$
41.2778
$
3,302.22
$ 90,151
$ 7,513
$
43.3416
$
3,467.33
$ 94,658
$ 7,888
$
45.5087
$
3,640.70
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 41,299
$ 3,442
$
19.8554
$
1,588.43
$ 43,364
$ 3,614
$
20.8482
$
1,667.85
$ 45,532
$ 3,794
$
21.8905
$
1,751.24
$ 47,809
$ 3,984
$
22.9851
$
1,838.81
$ 50,199
$ 4,183
$
24.1343
$
1,930.74
$ 41,299
$ 3,442
$
19.8554
$
1,588.43
$ 43,364
$ 3,614
$
20.8482
$
1,667.85
$ 45,532
$ 3,794
$
21.8905
$
1,751.24
$ 47,809
$ 3,984
$
22.9851
$
1,838.81
$ 50,199
$ 4,183
$
24.1343
$
1,930.74
$ 50,199
$ 4,183
$
24.1343
$
1,930.74
$ 52,709
$ 4,392
$
25.3410
$
2,027.28
$ 55,345
$ 4,612
$
26.6080
$
2,128.64
$ 58,112
$ 4,843
$
27.9384
$
2,235.07
$ 61,017
$ 5,085
$
29.3353
$
2,346.83
$ 50,199
$ 4,183
$
24.1343
$
1,930.74
$ 52,709
$ 4,392
$
25.3410
$
2,027.28
$ 55,345
$ 4,612
$
26.6080
$
2,128.64
$ 58,112
$ 4,843
$
27.9384
$
2,235.07
$ 61,017
$ 5,085
$
29.3353
$
2,346.83
$ 58,112
$ 4,843
$
27.9384
$
2,235.07
$ 61,017
$ 5,085
$
29.3353
$
2,346.83
$ 64,068
$ 5,339
$
30.8021
$
2,464.17
$ 67,272
$ 5,606
$
32.3422
$
2,587.38
$ 70,635
$ 5,886
$
33.9593
$
2,716.74
$ 73,704
$ 6,142
$
35.4346
$
2,834.77
$ 70,635
$ 5,886
$
33.9593
$
2,716.74
$ 74,167
$ 6,181
$
35.6573
$
2,852.58
$ 77,875
$ 6,490
$
37.4401
$
2,995.21
$ 81,769
$ 6,814
$
39.3121
$
3,144.97
$ 85,858
$ 7,155
$
41.2778
$
3,302.22
Page 3 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1490
Administrative Analyst
NE C
26
Step 1
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 2
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 3
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 4
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 5
$
94,658
$
7,888
$
45.5087
$
3,640.70
FINANCE
DEPARTMENT
1250
Account Clerk
NE G
14
Step 1
$
43,364
$
3,614
$
20.8482
$
1,667.85
Step 2
$
45,532
$
3,794
$
21.8905
$
1,751.24
Step 3
$
47,809
$
3,984
$
22.9851
$
1,838.81
Step 4
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 5
$
52,709
$
4,392
$
25.3410
$
2,027.28
1247
Account Clerk, Senior
NE G
18
Step 1
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 2
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 3
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 4
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 5
$
64,068
$
5,339
$
30.8021
$
2,464.17
1240
Accountant
NE C
22
Step 1
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 2
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 3
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 4
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 5
$
77,875
$
6,490
$
37.4401
$
2,995.21
1230
Accountant, Senior
NE C
27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
1234
Assistant Buyer
NE G
20
Step 1
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 2
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 3
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 4
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 5
$
70,635
$
5,886
$
33.9593
$
2,716.74
1.22.0
Assistant Finance Director
E M
39
Step 1
$
146,846
$
12,237
$
70.5991
$
5,647.92
Step 2
$
154,188
$
12,849
$
74.1290
$
5,930.32
Step 3
$
161,898
$
13,491
$
77.8355
$
6,226.84
Step 4
$
169,993
$
14,166
$
81.7272
$
6,538.18
Step 5
$
178,492
$
14,874
$
85.8136
$
6,865.08
1249
Business license Clerk
NE G
16
Step 1
$
47,809
$
3,984
$
22.9851
$
1,838.81
Step 2
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 3
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 4
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 5
$
58,112
$
4,843
$
27.9384
$
2,235.07
Page 4 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
1237
Buyer
NE G 23
Step 1
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 2
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 3
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 4
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 5
$
81,769
$
6,814
$
39.3121
$
3,144.97
1225
Deputy City Treasurer
E M 35
Step 1
$
120,811
$
10,068
$
58.0820
$
4,646.56
Step 2
$
126,851
$
10,571
$
60.9861
$
4,878.89
Step 3
$
133,194
$
11,099
$
64.0355
$
5,122.84
Step 4
$
139,853
$
11,654
$
67.2372
$
5,378.98
Step 5
$
146,846
$
12,237
$
70.5991
$
5,647.92
1210
Director of Finance/City Treasurer
E E 44
Step 1
$
187,417
$
15,618
$
90.1043
$
7,208.34
Step 2
$
196,788
$
16,399
$
94.6094
$
7,568.76
Step 3
$
206,627
$
17,219
$
99.3399
$
7,947.19
Step 4
$
216,958
$
18,080
$
104.3069
$
8,344.56
Step 5
$
227,806
$
18,984
$
109.5223
$
8,761.78
1245
Payroll Specialist
NE C 19
Step 1
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 2
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 3
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 4
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step S
$
67,272
$
5,606
$
32.3422
$
2,587.38
1248
Public Housing Property Coordinator
NE C 16
Step 1
$
47,809
$
3,984
$
22.9851
$
1,838.81
Step 2
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 3
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 4
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 5
$
58,112
$
4,843
$
27.9384
$
2,235.07
1255
Risk Management Assistant
NE G 17
Step 1
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 2
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 3
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 4
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 5
$
61,017
$
5,085
$
29.3353
$
2,346.83
FIRE DEPARTMENT
5015
Assistant Fire Chief
E FM 42
Step 1
$
169,993
$
14,166
$
81.7272
$
6,538.18
Step 2
$
178,492
$
14,874
$
85.8136
$
6,865.08
Step 3
$
187,417
$
15,618
$
90.1043
$
7,208.34
Step 4
$
196,788
$
16,399
$
94.6094
$
7,568.76
Step 5
$
206,627
$
17,219
$
99.3399
$
7,947.19
5033
Assistant Fire Marshal
NE FM 29
Step 1
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 2
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 3
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 4
$
104,361
$
8,697
$
50.1734
$
4,013.87
Step 5
$
109,579
$
9,132
$
52.6821
$
4,214.57
Page 5 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
CLASS EMPLOYEE PAY {a) (a)
CODE JOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
5055 Fire Administrative Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
5025 Fire Battalion Chief (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5025 Fire Battalion Chief (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5030 Fire Captain (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5030 Fire Captain (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5010 Fire Chief
Step 1
Step 2
Step 3
Step 4
Step 5
5050 Fire Code Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
5049 Fire Code Inspector, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
NE C 26
NE FM
NE FMA
38
38
$ 77,875
$
6,490
$
37.4401
$ 2,995.21
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
$ 139,853 $ 11,654 $ 48.0266 $ 5,378.98
$ 146,846 $ 12,237 $ 50.4279 $ 5,647.92
$ 154,188 $ 12,849 $ 52.9493 $ 5,930.32
$ 161,898 $ 13,491 $ 55.5968 $ 6,226.84
$ 169,993 $ 14,166 $ 58.3766 $ 6,538.18
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
$ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
NE F 31
$ 99,391 $ 8,283 $ 34.1316 $ 3,822.73
$ 104,361 $ 8,697 $ 35.8381 $ 4,013.87
$ 109,579 $ 9,132 $ 37.6301 $ 4,214.57
$ 115,058 $ 9,588 $ 39.5116 $ 4,425.30
$ 120,811 $ 10,068 $ 41.4872 $ 4,646.56
NE FA 31
E E 46
NE G 25
NE G 27
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 206,627 $ 17,219 $ 99.3399 $ 7,947.19
$ 216,958 $ 18,080 $ 104.3069 $ 8,344.56
$ 227,806 $ 18,984 $ 109.5223 $ 8,761.78
$ 239,197 $ 19,933 $ 114.9984 $ 9,199.87
$ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Page 6 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
CLASS EMPLOYEE PAY (a) {a}r
CODE JOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE I ANNUAL MONTHLY HOURLYJ PAY PERIOD
5040 Fire Engineer (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5040 Fire Engineer (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5020 Fire Marshal
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5035 Firefighter/Paramedic Coordinator (P)
Step 1
Step 2
Step 3
Step 4
Step 5
NE F 28
NE FA
NE FM
NE
F
NE FA
NE
F
NE FA
NE
28
38
25
25
28
28
$ 85,858
$
7,155
$ 29.4841
$
3,302.22
$ 90,151
$
7,513
$ 30.9583
$
3,467.33
$ 94,658
$
7,888
$ 32.5062
$
3,640.70
$ 99,391
$
8,283
$ 34.1316
$
3,822.73
$ 104,361
$
8,697
$ 35.8381
$
4,013.87
$ 85,858
$ 7,155
$
41.2778
$ 3,302.22
$ 90,151
$ 7,513
$
43.3416
$ 3,467.33
$ 94,658
$ 7,888
$
45.5087
$ 3,640.70
$ 99,391
$ 8,283
$
47.7842
$ 3,822.73
$ 104,361
$ 8,697
$
50.1734
$ 4,013.87
$ 139,853
$
11,654
$ 67.2372
$ 5,378.98
$ 146,846
$
12,237
$ 70.5991
$ 5,647.92
$ 154,188
$
12,849
$ 74.1290
$ 5,930.32
$ 161,898
$
13,491
$ 77.8355
$ 6,226.84
$ 169,993
$
14,166
$ 81.7272
$ 6,538.18
$ 74,167
$ 6,181
$
25.4695
$
2,852.58
$ 77,875
$ 6,490
$
26.7429
$
2,995.21
$ 81,769
$ 6,814
$
28.0801
$
3,144.97
$ 85,858
$ 7,155
$
29.4841
$
3,302.22
$ 90,151
$ 7,513
$
30.9583
$
3,467.33
$ 74,167
$ 6,181
$
35.6573
$
2,852.58
$ 77,875
$ 6,490
$
37.4401
$
2,995.21
$ 81,769
$ 6,814
$
39.3121
$
3,144.97
$ 85,858
$ 7,155
$
41.2778
$
3,302.22
$ 90,151
$ 7,513
$
43.3416
$
3,467.33
$ 85,858
$
7,155
$ 29.4841
$ 3,302.22
$ 90,151
$
7,513
$ 30.9583
$ 3,467.33
$ 94,658
$
7,888
$ 32.5062
$ 3,640.70
$ 99,391
$
8,283
$ 34.1316
$ 3,822.73
$ 104,361
$
8,697
$ 35.8381
$ 4,013.87
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
F 29
$
90,151
$ 7,513
$
30.9583
$
3,467.33
$
94,658
$ 7,888
$
32.5062
$
3,640.70
$
99,391
$ 8,283
$
34.1316
$
3,822.73
$
104,361
$ 8,697
$
35.8381
$
4,013.87
$
109,579
$ 9,132
$
37.6301
$
4,214.57
Page 7 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
OCCUPATIONAL JOB FAMILIES AND JOB CLASSES_ "OT q, M.
5035 Firefighter/Paramedic Coordinator (A) NE FA 29
Step 1 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 2 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 3 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 4 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 5 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
• ENVIRONMENTAL CONTROLDEPARTMENT
2015 Deputy Director of Health & Environmental Control E M
37
Step 1
$
133,194
$ 11,099
$ 64.0355
$ 5,122.84
Step 2
$
139,853
$ 11,654
$ 67.2372
$ 5,378.98
Step 3
$
146,846
$ 12,237
$ 70.5991
$ 5,647.92
Step 4
$
154,188
$ 12,849
$ 74.1290
$ 5,930.32
Step 5
$
161,898
$ 13,491
$ 77.8355
$ 6,226.84
2010
Director of Health and Environmental Control
E E 45
Step 1
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 2
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
Step 3
$
216,958
$
18,080
$ 104.3069
$ 8,344.56
Step 4
$
227,806
$
18,984
$ 109.5223
$ 8,761.78
Step 5
$
239,197
$
19,933
$ 114.9984
$ 9,199.87
2030
Environmental Specialist
NE G 26
Step 1
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
Step 2
$
81,769
$
6,814
$ 39.3121
$ 3,144.97
Step 3
$
85,858
$
7,155
$ 41.2778
$ 3,302.22
Step 4
$
90,151
$
7,513
$ 43.3416
$ 3,467.33
Step 5
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
2025
Environmental Specialist, Senior
NE G 29
Step 1
$
90,151
$
7,513
$ 43.3416
$ 3,467.33
Step 2
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
Step 3
$
99,391
$
8,283
$ 47.7842
$ 3,822.73
Step 4
$
104,361
$
8,697
$ 50.1734
$ 4,013.87
Step 5
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
G4 - Grandfathered - Hired before July 1, 2014
$
112,632
$
9,386
$ 54.1500
$ 4,332.00
2045
Environmental Health Intern
NE Hourly
Step 1
$ 15.0000
RESOURCES DEPARTMENT
1410 Director of Human Resources
E E 42
Step 1
$
169,993
$
14,166
$
81.7272
$ 6,538.18
Step 2
$
178,492
$
14,874
$
85.8136
$ 6,865.08
Step 3
$
187,417
$
15,618
$
90.1043
$ 7,208.34
Step 4
$
196,788
$
16,399
$
94.6094
$ 7,568.76
Step 5
$
206,627
$
17,219
$
99.3399
$ 7,947.19
1420 Human Resources Analyst
NE C 26
Step 1
$
77,875
$ 6,490
$
37.4401
$
2,995.21
Step 2
$
81,769
$ 6,814
$
39.3121
$
3,144.97
Step 3
$
85,858
$ 7,155
$
41.2778
$
3,302.22
Step 4
$
90,151
$ 7,513
$
43.3416
$
3,467.33
Step 5
$
94,658
$ 7,888
$
45.5087
$
3,640.70
Page 8 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
am
908=111111IM11111
M OCCUPATIONAL JO-B-FAMILIES-AND JOB CLASSES
miiiiimm M-. -M
1415 Human Resources Analyst, Senior
E M 33
Step 1
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 2
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
Step 3
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 4
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
Step 5
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
1425 Human Resources Assistant
NE C 17
Step 1
$
50,199
$
4,183
$ 24.1343
$ 1,930.74
Step 2
$
52,709
$
4,392
$ 25.3410
$ 2,027.28
Step 3
$
55,345
$
4,612
$ 26.6080
$ 2,128.64
Step 4
$
58,112
$
4,843
$ 27.9384
$ 2,235.07
Step 5
$
61,017
$
5,085
$ 29.3353
$ 2,346.83
INDUSTRIAL DEVELOPMENT
3010 Industrial Development Director
E E 39
Step 1
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 2
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 3
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Step 4
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
Step 5
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
POLICE DEPARTMENT
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 PM 40
Step 1
$
154,188
$
12,849
$
74.1290
$ 5,930.32
Step 2
$
161,898
$
13,491
$
77.8355
$ 6,226.84
Step 3
$
169,993
$
14,166
$
81.7272
$ 6,538.18
Step 4
$
178,492
$
14,874
$
85.8136
$ 6,865.08
Step 5
$
187,417
$
15,618
$
90.1043
$ 7,208.34
4010 Police Chief
E E 47
Step 1
$
216,958
$
18,080
$
104.3069
$ 8,344.56
Step 2
$
227,806
$
18,984
$
109.5223
$ 8,761.78
Step 3
$
239,197
$
19,933
$
114.9984
$ 9,199.87
Step 4
$
251,156
$
20,930
$
120.7483
$ 9,659.86
Step 5
$
263,714
$
21,976
$
126.7857
$ 10,142.86
4020 Police Lieutenant
NE PM 37
Step 1
$
133,194
$
11,099
$
64.0355
$ 5,122.84
Step 2
$
139,853
$
11,654
$
67.2372
$ 5,378.98
Step 3
$
146,846
$
12,237
$
70.5991
$ 5,647.92
Step 4
$
154,188
$
12,849
$
74.1290
$ 5,930.32
Step 5
$
161,898
$
13,491
$
77.8355
$ 6,226.84
Page 9 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
4030
Police Officer
NE PO
26
Step 1
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 2
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 3
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 4
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 5
$
94,658
$
7,888
$
45.5087
$
3,640.70
4025
Police Sergeant
NE PO
31
Step 1
$
99,391
$
8,283
$
47.7842
$
3,822.73
Step 2
$
104,361
$
8,697
$
50.1734
$
4,013.87
Step 3
$
109,579
$
9,132
$
52.6821
$
4,214.57
Step 4
$
115,058
$
9,588
$
55.3162
$
4,425.30
Step 5
$
120,811
$
10,068
$
58.0820
$
4,646.56
4125
Civilian Court Officer
NE G
17
Step 1
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 2
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 3
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 4
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 5
$
61,017
$
5,085
$
29.3353
$
2,346.83
4123
Police Community Services Officer
NE G
16
Step 1
$
47,809
$
3,984
$
22.9851
$
1,838.81
Step 2
$
S0,199
$
4,183
$
24.1343
$
1,930.74
Step 3
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 4
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step S
$
58,112
$
4,843
$
27.9384
$
2,235.07
4130
Police Dispatcher
NE G
20
Step 1
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 2
$
61,017
$
5,085
$
29.3353
$
2,346.83
Step 3
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 4
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 5
$
70,635
$
5,886
$
33.9593
$
2,716.74
4115
Police Dispatcher, Lead
NE G
23
Step 1
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 2
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 3
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 4
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 5
$
81,769
$
6,814
$
39.3121
$
3,144.97
4110
Police Records Manager
NE M
27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,658
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
4135
Police Records Technician
NE G
14
Step 1
$
43,364
$
3,614
$
20.8482
$
1,667.85
Step 2
$
45,532
$
3,794
$
21.8905
$
1,751.24
Step 3
$
47,809
$
3,984
$
22.9851
$
1,838.81
Step 4
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 5
$
52,709
$
4,392
$
25.3410
$
2,027.28
Page 10 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
4120 Police Records Technician, Lead NE G 17
Step 1 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
Step 2 $ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 3 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 4 $ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
Step 5 $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
4145 Reserve Police Officer NE Stipend
Step 1 $ 3,600
PUBLIC UTILITIES DEPARTMENT
8008 General Manager of Public Utilities
E E 48
Step 1
$ 227,806
$
18,984
$ 109.5223
$ 8,761.78
Step 2
$ 239,197
$
19,933
$ 114.9984
$ 9,199.87
Step 3
$ 251,156
$
20,930
$ 120.7483
$ 9,659.86
Step 4
$ 263,714
$
21,976
$ 126.7857
$ 10,142.86
Step 5
$ 276,900
$
23,075
$ 133.1250
$ 10,650.00
8011 Assistant General Manager of Public Utilities E M 43
Step 1
Step 2
Step 3
Step 4
Step 5
8710 Business and Account Supervisor E M 32
Step 1
Step 2
Step 3
Step 4
Step 5
8606 Utilities Compliance Administrator E M 35
Step 1
Step 2
Step 3
Step 4
Step 5
$ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
$ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
$ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
$ 206,627 $ 17,219 $ 99.3399 $ 7,947.19
$ 216,958 $ 18,080 $ 104.3069 $ 8,344.56
$ 104,361
$
8,697
$
50.1734
$
4,013.87
$ 109,579
$
9,132
$
52.6821
$
4,214.57
$ 115,058
$
9,588
$
55.3162
$
4,425.30
$ 120,811
$
10,068
$
58.0820
$
4,646.56
$ 126,851
$
10,571
$
60.9861
$
4,878.89
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
a
8530 Utilities Customer Service Representative
NE G 18
Step 1
$
52,709 $
Step 2
$
55,345 $
Step 3
$
58,112 $
Step 4
$
61,017 $
Step 5
$
64,068 $
4,392 $ 25.3410 $ 2,027.28
4,612 $ 26.6080 $ 2,128.64
4,843 $ 27.9384 $ 2,235.07
5,085 $ 29.3353 $ 2,346.83
5,339 $ 30.8021 $ 2,464.17
Page 11 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
8035 Electric Operator NE 1
Step 1
Step 2
Step 3
Step 4
Step 5
8053 Electrical Test Technician, Senior NE I
Step 1
Step 2
Step 3
Step 4
Step 5
8050 Metering Technician NE I
Step 1
Step 2
Step 3
Step 4
Step 5
8047 Metering Technician,5enior NE I
Step 1
Step 2
Step 3
Step 4
Step 5
8045 Power Plant Operator NE I
Step 1
Step 2
Step 3
Step 4
Step 5
30
31
29
$ 77,875
$ 6,490
$
37.4401
$
2,995.21
$ 81,769
$ 6,814
$
39.3121
$
3,144.97
$ 85,858
$ 7,155
$
41.2778
$
3,302.22
$ 90,151
$ 7,513
$
43.3416
$
3,467.33
$ 94,658
$ 7,888
$
45.5087
$
3,640.70
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
$ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
$ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 90,151
$
7,513
$ 43.3416
$ 3,467.33
$ 94,658
$
7,888
$ 45.5087
$ 3,640.70
$ 99,391
$
8,283
$ 47.7842
$ 3,822.73
$ 104,361
$
8,697
$ 50.1734
$ 4,013.87
$ 109,579
$
9,132
$ 52.6821
$ 4,214.57
31
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
28
$ 85,858
$ 7,155
$ 41.2778
$
3,302.22
$ 90,151
$ 7,513
$ 43.3416
$
3,467.33
$ 94,658
$ 7,888
$ 45.5087
$
3,640.70
$ 99,391
$ 8,283
$ 47.7842
$
3,822.73
$ 104,361
$ 8,697
$ 50.1734
$
4,013.87
8055 Electrical Test Technician
NE 1 29
Step 1
$
90,151
$ 7,513
$
43.3416
$
3,467.33
Step 2
$
94,658
$ 7,888
$
45.5087
$
3,640.70
Step 3
$
99,391
$ 8,283
$
47.7842
$
3,822.73
Step 4
$
104,361
$ 8,697
$
50.1734
$
4,013.87
Step 5
$
109,579
$ 9,132
$
52.6821
$
4,214.57
Page 12 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
JM�OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
8030 Utilities Dispatcher
NE 1 33
Step 1
$
109,579
$ 9,132
$ 52.6821
$
4,214.57
Step 2
$
115,058
$ 9,588
$ 55.3162
$
4,425.30
Step 3
$
120,811
$ 10,068
$ 58.0820
$
4,646.56
Step 4
$
126,851
$ 10,571
$ 60.9861
$
4,878.89
Step 5
$
133,194
$ 11,099
$ 64.0355
$
5,122.84
8015 Utilities Operations Manager
E M 41
Step 1
$
161,898
$ 13,491
$ 77.8355
$
6,226.84
Step 2
$
169,993
$ 14,166
$ 81.7272
$
6,538.18
Step 3
$
178,492
$ 14,874
$ 85.8136
$
6,865.08
Step 4
$
187,417
$ 15,618
$ 90.1043
$
7,208.34
Step 5
$
196,788
$ 16,399
$ 94.6094
$
7,568.76
8031 Utilities Project Coordinator
Step 1
Step 2
Step 3
Step 4
Step 5
8130 Associate Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8140 Computer Aided Drafting Technician
Step 1
Step 2
Step 3
Step 4
Step 5
NE 1 33
NE 1 30
NE G 20
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
$ 94,658
$ 7,888
$ 45.5087
$ 3,640.70
$ 99,391
$ 8,283
$ 47.7842
$ 3,822.73
$ 104,361
$ 8,697
$ 50.1734
$ 4,013.87
$ 109,579
$ 9,132
$ 52.6821
$ 4,214.57
$ 115,058
$ 9,588
$ 55.3162
$ 4,425.30
$ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
$ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
$ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
8125 Electrical Engineer
NE 1 35
Step 1
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 2
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
Step 3
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 4
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 5
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
8115 Supervising Electrical Engineer
NE M 37
Step 1
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 2
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 3
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 4
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 5
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
8110 Utilities Engineering Manager
E M 42
Step 1
$
169,993
$
14,166
$ 81.7272
$ 6,538.18
Step 2
$
178,492
$
14,874
$ 85.8136
$ 6,865.08
Step 3
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 4
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 5
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
Page 13 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
M!OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
821S Gas Systems Specialist
NE 1
30
Step 1
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
Step 2
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Step 3
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
Step 4
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
Step 5
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
8210 Gas Systems Superintendent
E M
36
Step 1
$ 126,851
$
10,571
$
60.9861
$ 4,878.89
Step 2
$ 133,194
$
11,099
$
64.0355
$ 5,122.84
Step 3
$ 139,853
$
11,654
$
67.2372
$ 5,378.98
Step 4
$ 146,846
$
12,237
$
70.5991
$ 5,647.92
Step 5
$ 154,188
$
12,849
$
74.1290
$ 5,930.32
8220 Gas Systems Technician
NE 1
26
Step 1
$ 77,875
$
6,490
$
37.4401
$ 2,995.21
Step 2
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
Step 3
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
Step 4
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
Step 5
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
843S Assistant Resource Scheduler
NE 1
28
Step 1
$ 8S,858
$
7,155
$
41.2778
$ 3,302.22
Step 2
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
Step 3
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
Step 4
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Step 5
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
8430 Associate Resource Scheduler
NE 1
30
Step 1
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
Step 2
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
Step 3
$ 104,361
$
8,697
$
50.1734
$ 4,013.87
Step 4
$ 109,579
$
9,132
$
52.6821
$ 4,214.57
Step 5
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
840S Integrated Resources Manager
E M
42
Step 1
$ 169,993
$
14,166
$
81.7272
$ 6,538.18
Step 2
$ 178,492
$
14,874
$
85.8136
$ 6,865.08
Step 3
$ 187,417
$
15,618
$
90.1043
$ 7,208.34
Step 4
$ 196,788
$
16,399
$
94.6094
$ 7,568.76
Step 5
$ 206,627
$
17,219
$
99.3399
$ 7,947.19
842S Electric Service Planner
NE G
26
Step 1
$ 77,875
$
6,490
$
37.4401
$ 2,995.21
Step 2
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
Step 3
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
Step 4
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
Step 5
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
8422 Principal Resource Scheduler/Trader
NE 1
34
Step 1
$ 115,058
$
9,588
$
55.3162
$ 4,425.30
Step 2
$ 120,811
$
10,068
$
58.0820
$ 4,646.56
Step 3
$ 126,851
$
10,571
$
60.9861
$ 4,878.89
Step 4
$ 133,194
$
11,099
$
64.035S
$ 5,122.84
Step 5
$ 139,853
$
11,654
$
67.2372
$ 5,378.98
Page 14 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
8415 Resource Planner NE 1 35
Step 1
Step 2
Step 3
Step 4
Step 5
$ 120,811
$
10,068
$
58.0820
$ 4,646.56
$ 126,851
$
10,571
$
60.9861
$ 4,878.89
$ 133,194
$
11,099
$
64.0355
$ 5,122.84
$ 139,853
$
11,654
$
67.2372
$ 5,378.98
$ 146,846
$
12,237
$
70.5991
$ 5,647.92
8420
Resource Scheduler
NE
1
32
Step 1
$
104,361
$ 8,697
$ 50.1734
$
4,013.87
Step 2
$
109,579
$ 9,132
$ 52.6821
$
4,214.57
Step 3
$
115,058
$ 9,588
$ 55.3162
$
4,425.30
Step 4
$
120,811
$ 10,068
$ 58.0820
$
4,646.56
Step 5
$
126,851
$ 10,571
$ 60.9861
$
4,878.89
7145
Engineering Aide
NE
G
21
Step 1
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 2
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
Step 3
$
67,272
$ 5,606
$ 32.3422
$
2,587.38
Step 4
$
70,635
$ 5,886
$ 33.9593
$
2,716.74
Step 5
$
74,167
$ 6,181
$ 35.6573
$
2,852.58
7935
Meter Reader
NE
G
18
Step 1
$
52,709
$ 4,392
$ 25.3410
$
2,027.28
Step 2
$
55,345
$ 4,612
$ 26.6080
$
2,128.64
Step 3
$
58,112
$ 4,843
$ 27.9384
$
2,235.07
Step 4
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 5
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
7940
Meter Reader, Lead
NE
G
20
Step 1
$
58,112
$ 4,843
$ 27.9384
$
2,235.07
Step 2
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 3
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
Step 4
$
67,272
$ 5,606
$ 32.3422
$
2,587.38
Step 5
$
70,635
$ 5,886
$ 33.9593
$
2,716.74
7905
Water Administrator
E
M
36
Step 1
$
126,851
$ 10,571
$ 60.9861
$
4,878.89
Step 2
$
133,194
$ 11,099
$ 64.0355
$
5,122.84
Step 3
$
139,853
$ 11,654
$ 67.2372
$
5,378.98
Step 4
$
146,846
$ 12,237
$ 70.5991
$
5,647.92
Step 5
$
154,188
$ 12,849
$ 74.1290
$
5,930.32
7915
Water Foreman
E
M
27
Step 1
$
81,769
$ 6,814
$ 39.3121
$
3,144.97
Step 2
$
85,858
$ 7,155
$ 41.2778
$
3,302.22
Step 3
$
90,151
$ 7,513
$ 43.3416
$
3,467.33
Step 4
$
94,658
$ 7,888
$ 45.5087
$
3,640.70
Step 5
$
99,391
$ 8,283
$ 47.7842
$
3,822.73
7930
Water Maintenance Worker
NE
G
18
Step 1
$
52,709
$ 4,392
$ 25.3410
$
2,027.28
Step 2
$
55,345
$ 4,612
$ 26.6080
$
2,128.64
Step 3
$
58,112
$ 4,843
$ 27.9384
$
2,235.07
Step 4
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 5
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
Page 15 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
7925
Water Maintenance Worker, Senior
NE G
22
Step 1
$
64,068
$
5,339
$ 30.8021
$ 2,464.17
Step 2
$
67,272
$
5,606
$ 32.3422
$ 2,587.38
Step 3
$
70,635
$
5,886
$ 33.9593
$ 2,716.74
Step 4
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
Step 5
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
7920
Water Project Coordinator
E G
30
Step 1
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
Step 2
$
99,391
$
8,283
$ 47.7842
$ 3,822.73
Step 3
$
104,361
$
8,697
$ 50.1734
$ 4,013.87
Step 4
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 5
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
7911
Water Project Specialist
E M
35
Step 1
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 2
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
Step 3
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 4
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 5
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
7910
Water Superintendent
E M
33
Step 1
$
109,579
$
9,132
$ 52.6821
$ 4,214.57
Step 2
$
115,058
$
9,588
$ 55.3162
$ 4,425.30
Step 3
$
120,811
$
10,068
$ 58.0820
$ 4,646.56
Step 4
$
126,851
$
10,571
$ 60.9861
$ 4,878.89
Step 5
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
PUBLIC
WORKS DEPARTMENT
7008
Director of Public Works
E E
44
Step 1
$
187,417
$
15,618
$ 90.1043
$ 7,208.34
Step 2
$
196,788
$
16,399
$ 94.6094
$ 7,568.76
Step 3
$
206,627
$
17,219
$ 99.3399
$ 7,947.19
Step 4
$
216,958
$
18,080
$ 104.3069
$ 8,344.56
Step 5
$
227,806
$
18,984
$ 109.5223
$ 8,761.78
7230
Building Inspector
NE G
25
Step 1
$
74,167
$
6,181
$ 35.6573
$ 2,852.58
Step 2
$
77,875
$
6,490
$ 37.4401
$ 2,995.21
Step 3
$
81,769
$
6,814
$ 39.3121
$ 3,144.97
Step 4
$
85,858
$
7,155
$ 41.2778
$ 3,302.22
Step 5
$
90,151
$
7,513
$ 43.3416
$ 3,467.33
7215
Building Inspector, Senior
NE G
27
Step 1
$
81,769
$
6,814
$ 39.3121
$ 3,144.97
Step 2
$
85,858
$
7,155
$ 41.2778
$ 3,302.22
Step 3
$
90,151
$
7,513
$ 43.3416
$ 3,467.33
Step 4
$
94,658
$
7,888
$ 45.5087
$ 3,640.70
Step 5
$
99,391
$
8,283
$ 47.7842
$ 3,822.73
7205
Building and Planning Manager
E M
37
Step 1
$
133,194
$
11,099
$ 64.0355
$ 5,122.84
Step 2
$
139,853
$
11,654
$ 67.2372
$ 5,378.98
Step 3
$
146,846
$
12,237
$ 70.5991
$ 5,647.92
Step 4
$
154,188
$
12,849
$ 74.1290
$ 5,930.32
Step 5
$
161,898
$
13,491
$ 77.8355
$ 6,226.84
Page 16 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
7225
Electrical Inspector
NE
G
25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7213
Electrical Inspector, Senior
NE
G
27
Step 1
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 2
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 3
$
90,151
$
7,513
$
43.3416
$
3,467.33
Step 4
$
94,6S8
$
7,888
$
45.5087
$
3,640.70
Step 5
$
99,391
$
8,283
$
47.7842
$
3,822.73
7250
Permit Technician
NE
G
17
Step 1
$
50,199
$
4,183
$
24.1343
$
1,930.74
Step 2
$
52,709
$
4,392
$
25.3410
$
2,027.28
Step 3
$
55,345
$
4,612
$
26.6080
$
2,128.64
Step 4
$
58,112
$
4,843
$
27.9384
$
2,235.07
Step 5
$
61,017
$
5,085
$
29.3353
$
2,346.83
7220
Assistant Planner
NE
G
22
Step 1
$
64,068
$
5,339
$
30.8021
$
2,464.17
Step 2
$
67,272
$
5,606
$
32.3422
$
2,587.38
Step 3
$
70,635
$
5,886
$
33.9593
$
2,716.74
Step 4
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 5
$
77,875
$
6,490
$
37.4401
$
2,995.21
7235
Plumbing and Mechanical Inspector
NE
G
25
Step 1
$
74,167
$
6,181
$
35.6573
$
2,852.58
Step 2
$
77,875
$
6,490
$
37.4401
$
2,995.21
Step 3
$
81,769
$
6,814
$
39.3121
$
3,144.97
Step 4
$
85,858
$
7,155
$
41.2778
$
3,302.22
Step 5
$
90,151
$
7,513
$
43.3416
$
3,467.33
7217 Plumbing and Mechanical Inspector, Senior NE G 27
Step 1
Step 2
Step 3
Step 4
Step 5
7140 Assistant Engineer NE G 25
Step 1
Step 2
Step 3
Step 4
Step 5
7135 Associate Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 29
$ 81,769
$
6,814
$
39.3121
$ 3,144.97
$ 85,858
$
7,155
$
41.2778
$ 3,302.22
$ 90,151
$
7,513
$
43.3416
$ 3,467.33
$ 94,658
$
7,888
$
45.5087
$ 3,640.70
$ 99,391
$
8,283
$
47.7842
$ 3,822.73
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 90,151
$ 7,513
$ 43.3416
$
3,467.33
$ 94,658
$ 7,888
$ 45.5087
$
3,640.70
$ 99,391
$ 8,283
$ 47.7842
$
3,822.73
$ 104,361
$ 8,697
$ 50.1734
$
4,013.87
$ 109,579
$ 9,132
$ 52.6821
$
4,214.57
Page 17 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
am
IMM21111IM11111
[M'OCCUPATIONAL JO B FAMILIES AND JOB CLASSES
M ��Vr. nn
7118
Civil Engineer
NE
M
32
Step 1
$
104,361
$ 8,697
$
50.1734
$
4,013.87
Step 2
$
109,579
$ 9,132
$
52.6821
$
4,214.57
Step 3
$
115,058
$ 9,588
$
55.3162
$
4,425.30
Step 4
$
120,811
$ 10,068
$
58.0820
$
4,646.56
Step 5
$
126,851
$ 10,571
$
60.9861
$
4,878.89
7145
Engineering Aide
NE
G
21
Step 1
$
61,017
$ 5,085
$
29.3353
$
2,346.83
Step 2
$
64,068
$ 5,339
$
30.8021
$
2,464.17
Step 3
$
67,272
$ 5,606
$
32.3422
$
2,587.38
Step 4
$
70,635
$ 5,886
$
33.9593
$
2,716.74
Step 5
$
74,167
$ 6,181
$
35.6573
$
2,852.58
7115
Principal Civil Engineer
E
M
37
Step 1
$
133,194
$ 11,099
$
64.0355
$
5,122.84
Step 2
$
139,853
$ 11,654
$
67.2372
$
5,378.98
Step 3
$
146,846
$ 12,237
$
70.5991
$
5,647.92
Step 4
$
154,188
$ 12,849
$
74.1290
$
5,930.32
Step 5
$
161,898
$ 13,491
$
77.8355
$
6,226.84
7120
Project Engineer
NE
G
31
Step 1
$
99,391
$ 8,283
$
47.7842
$
3,822.73
Step 2
$
104,361
$ 8,697
$
S0.1734
$
4,013.87
Step 3
$
109,579
$ 9,132
$
52.6821
$
4,214.57
Step 4
$
115,058
$ 9,588
$
55.3162
$
4,425.30
Step 5
$
120,811
$ 10,068
$
58.0820
$
4,646.56
7125
Stormwater and Special Projects Analyst
NE
G
28
Step 1
$
85,858
$ 7,155
$
41.2778
$
3,302.22
Step 2
$
90,151
$ 7,513
$
43.3416
$
3,467.33
Step 3
$
94,658
$ 7,888
$
45.5087
$
3,640.70
Step 4
$
99,391
$ 8,283
$
47.7842
$
3,822.73
Step 5
$
104,361
$ 8,697
$
50.1734
$
4,013.87
7720
Facilities Maintenance Worker
NE
G
18
Step 1
$
52,709
$ 4,392
$
25.3410
$
2,027.28
Step 2
$
5S,345
$ 4,612
$
26.6080
$
2,128.64
Step 3
$
58,112
$ 4,843
$
27.9384
$
2,235.07
Step 4
$
61,017
$ 5,085
$
29.3353
$
2,346.83
Step 5
$
64,068
$ 5,339
$
30.8021
$
2,464.17
7735
Facilities Maintenance Worker, Lead
NE
G
23
Step 1
$
67,272
$ 5,606
$
32.3422
$
2,587.38
Step 2
$
70,635
$ 5,886
$
33.9593
$
2,716.74
Step 3
$
74,167
$ 6,181
$
35.6573
$
2,852.58
Step 4
$
77,875
$ 6,490
$
37.4401
$
2,995.21
Step S
$
81,769
$ 6,814
$
39.3121
$
3,144.97
7730
Facilities Maintenance Worker, Senior
NE
G
20
Step 1
$
58,112
$ 4,843
$
27.9384
$
2,235.07
Step 2
$
61,017
$ 5,085
$
29.3353
$
2,346.83
Step 3
$
64,068
$ 5,339
$
30.8021
$
2,464.17
Step 4
$
67,272
$ 5,606
$
32.3422
$
2,587.38
Step 5
$
70,635
$ 5,886
$
33.9593
$
2,716.74
Page 18 of 20
7530 Mechanic
Step 1
Step 2
Step 3
Step 4
Step 5
7520 Mechanic, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7525 Mechanic, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
7430 Street Maintenance Worker
Step 1
Step 2
Step 3
Step 4
Step S
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
NE G 19
$
55,345
$
4,612
$
26.6080
$ 2,128.64
$
58,112
$
4,843
$
27.9384
$ 2,235.07
$
61,017
$
5,085
$
29.3353
$ 2,346.83
$
64,068
$
5,339
$
30.8021
$ 2,464.17
$
67,272
$
5,606
$
32.3422
$ 2,587.38
NE G 25
$
74,167
$
6,181
$
35.6573
$ 2,852.58
$
77,875
$
6,490
$
37.4401
$ 2,995.21
$
81,769
$
6,814
$
39.3121
$ 3,144.97
$
85,858
$
7,155
$
41.2778
$ 3,302.22
$
90,151
$
7,513
$
43.3416
$ 3,467.33
NE G 21
NE G 15
7425 Street Maintenance Worker, Senior NE G 19
Step 1
Step 2
Step 3
Step 4
Step 5
7630 Warehouse Worker NE G 16
Step 1
Step 2
Step 3
Step 4
Step 5
$ 61,017
$
5,085
$ 29.3353
$ 2,346.83
$ 64,068
$
5,339
$ 30.8021
$ 2,464.17
$ 67,272
$
5,606
$ 32.3422
$ 2,587.38
$ 70,635
$
5,886
$ 33.9593
$ 2,716.74
$ 74,167
$
6,181
$ 35.6573
$ 2,852.58
$ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
$ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
$ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
$ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
$ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
$ 55,345
$
4,612
$ 26.6080
$
2,128.64
$ 58,112
$
4,843
$ 27.9384
$
2,235.07
$ 61,017
$
5,085
$ 29.3353
$
2,346.83
$ 64,068
$
5,339
$ 30.8021
$
2,464.17
$ 67,272
$
5,606
$ 32.3422
$
2,587.38
$ 47,809
$
3,984
$ 22.9851
$
1,838.81
$ 50,199
$
4,183
$ 24.1343
$
1,930.74
$ 52,709
$
4,392
$ 25.3410
$
2,027.28
$ 55,345
$
4,612
$ 26.6080
$
2,128.64
$ 58,112
$
4,843
$ 27.9384
$
2,235.07
7620 Warehouse Worker, Lead
NE G 21
Step 1
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 2
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
Step 3
$
67,272
$ 5,606
$ 32.3422
$
2,587.38
Step 4
$
70,635
$ 5,886
$ 33.9593
$
2,716.74
Step 5
$
74,167
$ 6,181
$ 35.6573
$
2,852.58
7625 Warehouse Worker, Senior
NE G 18
Step 1
$
52,709
$ 4,392
$ 25.3410
$
2,027.28
Step 2
$
55,345
$ 4,612
$ 26.6080
$
2,128.64
Step 3
$
58,112
$ 4,843
$ 27.9384
$
2,235.07
Step 4
$
61,017
$ 5,085
$ 29.3353
$
2,346.83
Step 5
$
64,068
$ 5,339
$ 30.8021
$
2,464.17
Page 19 of 20
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2017-2018
Adopted November 7, 2017
7303
Facilities Foreman
E
M 26
Step 1
Step 2
Step 3
Step 4
Step 5
7305
Street Foreman
E
M 26
Step 1
Step 2
Step 3
Step 4
Step 5
7300
Public Works -Superintendent
E
M 32
Step 1
Step 2
Step 3
Step 4
Step 5
7130
Public Works Project Coordinator
NE
G 30
Step 1
Step 2
Step 3
Step 4
Step 5
7322
Street Crew Leader
NE
G 23
Step 1
Step 2
Step 3
Step 4
Step 5
{a} - The
annual and monthly salaries are reported as whole dollar without the cents ONLY
for reporting purposes.
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
$ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
$ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
$ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
$ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
$ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
$ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
$ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
$ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
$ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
$ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
$ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
$ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Page 20 of 20