Resolution No. 2018-022 RESOLUTION NO . 2018-22
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 May 23, 2018, the City Council of the City of
Vernon adopted Resolution No. 2018-16, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated June 19, 2018, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to make
the following change effective June 19, 2018 : (i) adopt the revised job
descriptions of the Accountant (Senior) , and Executive Assistant to the
City Administrator, and (ii) adopt the new job descriptions and
associated salary ranges of the Assistant Civil Engineer - Public
Utilities, Key Accounts Specialist, Principal Electric Engineer,
Principal Resource Planner and Utilities Dispatcher (Senior) ; and
WHEREAS, by the same memorandum dated June 19, 2018, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to make
the following changes effective July 22, 2018 : (i) amend the
classification and compensation salary range of the Executive Assistant
to the City Administrator, and (ii) approve the reclassification of
single incumbents in the identified classifications; 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 June 19, 2018, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) adopt the revised job
descriptions of the Accountant (Senior) , and Executive Assistant to
the City Administrator, and (b) adopt the new job descriptions and
associated salary ranges of the Assistant Civil Engineer - Public
Utilities, Key Accounts Specialist, Principal Electric Engineer,
Principal Resource Planner, and Utilities Dispatcher (Senior) , a copy
of which is attached hereto as Exhibit A.
SECTION 4 : Effective July 22, 2018, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) amend the classification
and compensation salary range of the Executive Assistant to the City
Administrator, and (b) approve the reclassification of single
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incumbents in the identified classifications, a copy of which is
attached hereto as Exhibit A.
SECTION 5 : All resolutions or parts of resolutions,
specifically Resolution No. 2018-16, not consistent with or in
conflict with this resolution are hereby repealed.
SECTION 6 : The City Clerk of the City of Vernon shall
certify to the passage, approval and adoption of this resolution, and
the City Clerk of the City of Vernon shall cause this resolution and
the City Clerk' s certification to be entered in the File of
Resolutions of the Council of this City.
APPROVED AND ADOPTED this 19th day of June, 2018 .
Name: Yvette Woodruff-Perez
Title: Mayor / Mayor P— .
ATTEST:
Maria E. Ayala, City Clerk
APPROVED TO FORM:
--)Zay ussa,
Senior Deputy City Attorney
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STATE OF CALIFORNIA
ss
COUNTY OF LOS ANGELES
I, Maria E. Ayala, City Clerk of the City of Vernon, do hereby
certify that the foregoing Resolution, being Resolution No. 2018-22,
was duly passed, approved and adopted by the City Council of the City
of Vernon at a regular meeting of the City Council duly held on
Tuesday, June 19, 2018, and thereafter was duly signed by the Mayor or
Mayor Pro-Tem of the City of Vernon.
Executed this 2 7/`day of June, 2018, at Vernon, California.
Mar'a E. AyaI, City Clerk
(SEAL)
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City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted filay-23June 197 2018
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction: 4
Section 1: Holiday 5
Section 2: Administrative Leave Time 6
Section 3: 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
Section 10: 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: CaIPERS 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
Section 23: Per Diem 38
PART II — CLASSIFICATION AND COMPENSATION
Section 1. Purpose 40
Section 2. The Compensation Plan 40
Section 3. The Classification Plan 40
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN 41
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.
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TABLE 1 - HOLIDAY
HOLIDAY 1
January 1st- New Year's Day
3° Monday in January- Martin Luther King Jr. Day
3`d Monday in February - Presidents Day
March 31 st- Cesar Chavez Day
The Last Monday in May—Memorial Day
July 41h— Independence Day
The 15t Monday in September—Labor Day
The 2"d Monday in October—Columbus Day
November 11`h—Veterans Day
The 4th Thursday in November-Thanksgiving Day
December 24th—Christmas Eve
December 25°—Christmas Day
December 31 st—New Year's Eve
And other days as such designated by City Council.
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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 Administrative Leave
or Between
January 1 — March 31 80 hours
April 1 — June 30 60 hours
July 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 Administrative Leave
Between
January 1 — March 31 60 hours
April 1 — June 30 45 hours
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July 1 — Sept. 30 30 hours _ I
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.
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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)
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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.
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Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City. the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee's regularly scheduled
work shift. the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid-Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service Vacation Hours Earned Bi-Weeklv
Accrual
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. Mid-Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or about
January of each year, employees shall be compensated for unused accrued
vacation benefit in excess of the allowed accumulated amount referenced herein.
C. Executive and Management staff shall be allowed to accumulate up to a maximum
accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the
employee shall stop accruing vacation leave benefit until such time he/she brings
the vacation accrual below the 480-hour maximum accrual.
D. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
writing, within ten (10) business days before the beginning of the vacation.
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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.
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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
CaIPERS 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 employee
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from performing the duties of said employee's position during the period of
absence. The department head or designee, in accordance with departmental
procedure, shall approve all sick leaves. Notwithstanding the above, the City may
require verification of sick leave use whenever it has reason to believe there is
misuse, abuse or a pattern of abuse.
J. Abuse of sick leave: and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave
policies, using sick leave for purposes not enumerated in this policy, and falsifying
or misstating facts when using sick leave. A pattern of sick leave usage on
Mondays, Thursdays, and immediately before and after holidays and/or vacations
may be evidence of sick leave abuse. A violation of this policy will result in
corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City's Employee Assistance Program. This determination
of abuse does not apply to an employee's use of sick leave under an approved
family, medical, and/or pregnancy disability leave in accordance with state and
federal laws.
K. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences, a
statement establishing the need for sick leave from the employee's physician may
be required as a condition of approved sick leave.
L. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
M. Employees are required to use accumulated sick leave concurrently with absences
on account of a work related injury arising out of and in the course of his/her
employment. In cases where the injury suffered is covered by Workers
Compensation Insurance: accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance and
full base pay. Please refer to Personnel Policy, Family and Medical leave Policy.
N. If an employee resigns from the City with 20 years or more of continuous service,
he/she will be compensated for all unused sick leave hours in his/her sick leave
bank at the time of separation at 50% of his/her then current regular hourly rate of
pay.
O. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
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.
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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 4 work days
Domestic Partner
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 a s 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 $400.00
Manager
Finance Director $400.00
Fire Chief City Vehicle & Fuel
Assistant Fire Chief City Vehicle & Fuel
Fire Marshal City Vehicle & Fuel
Administrative Fire Battalion City Vehicle & Fuel
Chief
Administrative Fire Captain City Vehicle & Fuel
Fire Training Captain City Vehicle & Fuel
General Manager of Public $400.00
Utilities
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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 City Vehicle & Fuel
Duty
Public Information Officer $400.00
Public Works Director $400.00
D. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
E. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
22
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non-cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. 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.
23
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.
•
24
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 (CWP) that fall below $150
shall be raised to $150.
25
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.
26
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
27
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 CaIPERS 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 CaIPERS 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 CaIPERS 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 2VV
Death Benefit
d. Gov't Code Section: 21573 — Third Level of 1959 Survivor
Benefits
2g
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.
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 CaIPERS 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.
29
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 m edical 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 program
shall automatically terminate and cease upon the death of the retired employee.
30
I. The offer of the retiree medical benefits is not a vested right for future years.
J. City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
31
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 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.
32
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.
33
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.
34
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)
35
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.
36
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
I.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
37
Section 23. PER DIEM:
DItNn intended as a reimbuts,,..ment to temporary/II-di:1H reauited from
outside the Los A.ngeles County ai ea working in a te.mporary o interim assignment
due to a critical staffing shortage to toyer expenses relating to lodging/housing, travel.
meak and incidentals. The rate is set zit S125.00 for each day the employee physically
lepoi is to work at the City of Vernon. The eligibility to receive this per diem must be pre-
approved and is at the discietion of the City Administrator.
38
PART II
CLASSIFICATION AND COMPENSATION PLAN
19
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 11-3, 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
,- Yzet. City of Vernon
?y # 4"`_ Classification and Compensation Plan
' ..11 •''+filk i.
` ' t Fiscal Year: 2017-2018
4, lit
n= A Adopted June 19, 2018
".>r. cs t'
CLASS III
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
CITY COUNCIL
1025 Council Member E 0 01 $ 26,793 $ 2,233 N/A $ 1,030.51
1030 Mayor E 0 01 $ 26,793 $ 2,233 N/A $ 1,030.51
I
CITY ADMINISTRATION DEPARTMENT
1010 City Administrator _ _ E_ E -- 50 _ _ _ _
Step 1 $ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
Step 1 $ 263,714 $ 21,976 $ 126.7857 $ 10,142.86
Step 3 $ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
Step 4 $ 290,745 $ 24,229 $ 139.7813 $ 11,182 50
Step 5 $ 305,282 $ 25,440 $ 146.7703 $ 11,741.63
1015 Deputy City Administrator_ _ E M _ 40 _ -5- _
Step 1 5 154,188 $ 12,849 $ 74.1290 $ 5,930.32
Step 2 $ 161,898 $ 13,491 5 77.8355 5 6,226.84
Step 3 5 169,993 $ 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
1.020 Economic Development Manager _ E M 34 _
Step 1 $ 115,058 S 9,588 $ 55.3162 $ 4,425.30
Step 2 5 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Step 3 $ 126,851 S 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 S 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 5 4,425.30
Step 5 $ 120,811 $ 10,068 $ 58.0820 5 4,646.56
1625 Information Technology Analyst_ NE C_ _ 26 _ _ _ _.
Step 1 $ 77,875 5 6,490 5 37.4401 $ 2,995.21
Step 2 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 3 $ 85,858 $ 7,155 $ 41.2778 S 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 S 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 5 109,579 $ 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 5 133,194 5 11,099 $ 64.0355 $ 5,122 84
Step 2 $ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
Step 3 5 146,846 $ 12,237 $ 70.5991 $ 5,647.92
Step 4 $ 154,188 5 12,849 $ 74.1290 $ 5,930.32
Step 5 $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
Page 1 of 21
11-411.,4.� City of Vernon
� ;
.A. :,Y:s: , , w Classification and Compensation Plan
' ,� -'.' Fiscal Year: 2017-2018
g-� J�4' Adopted June 19, 2018
0 ..-0
CLASS Ipl EMPLOYEE PAY {a} (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
1630 Information Technology Technician NE C 22
Step 1 $ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Step 2 5 67,272 $ 5,606 $ 32.3422 $ 2,587.38
Step 3 5 70,635 $ 5,886 $ 33.9593 $ 2,716.74
Step 4 5 74,167 $ 6,181 $ 35.6573 $ 2,852.58
Step S $ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
1615 Programmer/Analyst E C _ 30
Step 1 $ 94,658 $ 7,888 5 45.5087 $ 3,640.70
Step 2 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 3 $ 104,361 5 8,697 $ 50.1734 $ 4,013.87
Step 4 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step S $ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
CITY 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 S $ 290,745 $ 24,229 $ 139.7813 $ 11,182.50
1115 Deputy City Attorney E M 38
Step 1 5 139,853 $ 11,654 5 67.2372 $ 5,378.98
Step 2 S 146,846 S 12,237 $ 70.5991 $ 5,647.92
Step 3 5 154,188 $ 12,849 $ 74.1290 $ 5,930.32
Step 4 $ 161,898 $ 13,491 5 77.8355 5 6,226.84
Step 5 $ 169,993 S 14,166 S 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 S $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
1495 Legal 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 S $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
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 5 178,492 $ 14,874 $ 85.8136 $ 6,865.08
CITY CLERK DEPARTMENT
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
Page I of 21
" City of Vernon
tr a-,��w.. ,r , : Classification and Compensation Plan' • '`: ' Fiscal Year: 2017-2018
a� -.ce ,-Ni A y Adopted June 19, 2018
6-1,k L7 pat•
CLASS El
EMPLOYEE PAY (a) {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 4 $ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
Step 5 $ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
1315 Deputy City Clerk _ _ NE C _26 _
Step 1 $ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
Step 2 $ 81,769 5 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 5 94,658 $ 7,888 $ 45.5087 $ 3,640.70
1320 Records Management Assistant NE C 20 _
Step 1 $ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
Step 2 $ 61,017 $ 5,085 5 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
ADMINISTRATIVE AND CLERICAL GROUP
1530 Administrative Assistant NE G 13
Step 1 S 41,299 $ 3,442 $ 19.8554 $ 1,588.43
Step 2 $ 43,364 $ 3,614 $ 20.8482 $ 1,667.85
Step 3 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 4 $ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
Step 5 S 50,199 $ 4,183 $ 24.1343 $ 1,930.74
1530_Administrative Assistant,(Confidential) __ NE C 13
Step 1 5 41,299 $ 3,442 $ 19.8554 $ 1,588.43
Step 2 $ 43,364 $ 3,614 $ 20.8482 $ 1,667.85
Step 3 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 4 $ 47,809 S 3,984 $ 22.9851 $ 1,838.81
Step 5 $ 50,199 $ 4,183 $ 24.1343 S 1,930.74
1520 Administrative Assistant,Senior NE G 17 _
Step 1 $ 50,199 $ 4,183 $ 24 1343 $ 1,930.74
Step 2 5 52,709 $ 4,392 5 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 5 61,017 $ 5,085 $ 29.3353 $ 2,346.83
1520 Administrative Assistant,Senior(Confidential) _ 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 S 55,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 4 S 58,112 $ 4,843 $ 27.9384 $ 2,235.07
Step 5 $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
1510 Administrative Secretary NE C 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 S $ 70,635 5 5,886 5 33.9593 $ 2,716.74
Grandfathered- G3 5 73,704 $ 6,142 $ 35.4346 $ 2,834.77
1500 Executive Assistant to the City Administrator _ NE C >
Step 1 ; 70,63:, 5 5,88G 33.9593 5 2,716.71
Step 2 5 74,167 : 6,181 $ 35.6573 2,852.58
Page 3 01 21
>7411. City of Vernon
� � '° Classification and Compensation Plan
��%' Fiscal Year: 2017-2018
4,4„� r
Qg4i--,,ram'. +►` �f A Adopted June 19, 2018
Iv ir-Ir
CLASS II EMPLOYEE PAY (a) (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 3 $ 77,87' $ 6,499 37 4401 $ 2,995.21
Step 4 6 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step S $ 85,858 5 7,11 $ 11.2778 $ 3,302.23
_1500_ Executive Assistant to the City Administrator 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
1490 Administrative Analyst NE_ C 26
Step 1 $ 77,875 5 6,490 5 37.4401 $ 2,995.21
Step 2 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 3 S 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 4 5 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step S $ 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 S $ 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 5 58,112 $ 4,843 $ 27.9384 5 2,235 07
Step 4 $ 61,017 $ 5,085 5 29.3353 $ 2,346.83
Step 5 $ 64,068 5 5,339 5 30.8021 S 2,464.17
1240 Accountant N_E C 22 _ __
Step 1 $ 64,068 $ 5,339 5 30.8021 $ 2,464.17
Step 2 5 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 N C 27
E
Step 1 5 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 2 5 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 3 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 4 5 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 5 S 99,391 $ 8,283 $ 47.7842 $ 3,822.73
1234 Assistant Buyer NE G 20 _
Step 1 $ 58,112 $ 4,843 $ 27.9384 5 2,235.07
Step 2 $ 61,017 $ 5,085 $ 29 3353 $ 2,346.83
Step 3 5 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
1220 Assistant Finance Director _ E M 39 _
Step 1 5 146,846 $ 12,237 $ 70.5991 $ 5,647.92
Step 2 $ 154,188 $ 12,849 $ 74.1290 5 5,930.32
Step 3 $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
Page 4 of 21
~`` City of Vernon
(;�.;,:�:: 1 4 Classification and Compensation Plan
4.1,,,as
- "�' '' Fiscal Year: 2017-2018
4 �,� %,:► .4itsy Adopted June 19,2018
a :.sit h .
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 4 $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
Step S $ 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
1237 Buyer NE G 23
Step 1 $ 67,272 $ 5,606 $ 32.3422 5 2,587.38
Step 2 $ 70,635 $ 5,886 5 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 3_5_
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 5 90.1043 $ 7,208.34
Step 2 $ 196,788 5 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 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 5 4,612 $ 26.6080 $ 2,128.64
Step 5 $ 58,112 $ 4,843 $ 27.9384 5 2,235.07
1255 Risk Management Assistant-_ -
_ NE G 17 . - _ -
Step 1 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
Step 2 5 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
Ps•S of 21
✓ 1-..1.. City of Vernon
4,-_ Ir , 1 Classification and Compensation Plan
`' .i t' a Fiscal Year: 2017-2018
iQ� -"`�' ',i Adopted June 19,2018
CLASS El
EMPLOYEE PAY (a) (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 4 $ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
Step S $ 206,627 $ 17,219 $ 99.3399 $ 7,947.19
5033 Assistant Fire Ma_Marshal NE _FM _ 29 _ _ _ _ _
Step 1 $ 90,151 $ 7,513 5 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 S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
5055 Fire 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
5025 Fire Battalion Chief(P) NE FM 38 _ _ _
Step 1 S 139,853 $ 11,654 5 48 0266 S 5,378.98
Step 2 $ 146,846 $ 12,237 $ 50 4279 $ 5,647.92
Step 3 $ 154,188 $ 12,849 $ 52.9493 $ 5,930.32
Step 4 5 161,898 $ 13,491 $ 55.5968 $ 6,226.84
Step 5 5 169,993 5 14,166 $ 58.3766 $ 6,538.18
5025 Fire Battalion Chief (A) _ _NE FMA_ 38 _ _ _ _
Step 1 $ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
Step 2 5 146,846 5 12,237 $ 70.5991 $ 5,647.92
Step 3 $ 154,188 $ 12,849 $ 74.1290 5 5,930.32
Step 4 $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
Step S $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
5030 Fire Captain(P) _ _ _ NE F 31 _
Step 1 $ 99,391 $ 8,283 $ 34.1316 S 3,822.73
Step 2 $ 104,361 $ 8,697 $ 35.8381 $ 4,013.87
Step 3 $ 109,579 $ 9,132 $ 37.6301 $ 4,214.57
Step 4 $ 115,058 $ 9,588 $ 39.5116 $ 4,425.30
Step 5 $ 120,811 $ 10,068 $ 41.4872 $ 4,646.56
5030 Fire Captain(A) _ NE _FA _ 31 _ - _
Step 1 $ 99,391 5 8,283 S 47.7842 $ 3,822.73
Step 2 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 3 $ 109,579 5 9,132 $ 52.6821 $ 4,214.57
Step 4 $ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
Step S $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
5010 Fire Chief _ E E 46 _ _. _ __ _
Step 1 -. - - $ 206,627 S 17,219 $ 99.3399 $ 7,947.19
Step 2 $ 216,958 S 18,080 $ 104.3069 $ 8,344.56
Step 3 $ 227,806 $ 18,984 $ 109.5223 $ 8,761.78
Step 4 $ 239,197 5 19,933 5 114.9984 5 9,199.87
Step 5 $ 251,156 5 20,930 $ 120.7483 5 9,659.86
5050 Fire Code Inspector _NE _G _ 25_
Step 1 .- 5 74,167 $ 6,181 5 35.6573 5 2,852.58
Step 2 5 77,875 5 6,490 $ 37.4401 $ 2,995.21
Step 3 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 4 $ 85,858 $ 7,155 S 41.2778 $ 3,302.22
Step 5 $ 90,151 $ 7,513 $ 43 3416 $ 3,467.33
0ate 6 of 11
�<< City of Vernon
.� �r'� � Classification and Compensation Plan
A--..,..-,;,.My p
�` ' :; . • Fiscal Year: 2017-2018
Q� ;r'"` . `, Adopted June 19,2018
4 "t i^ s-
�cr Tti ,A
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
5049 Fire Code Inspector,Senior _ _ NE -- G 27 _ _
Step 1 $ 81,769 $ 6,814 $ 39.3121 5 3,144.97
Step 2 5 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 5 3,822.73
_5040 Fire Engineer(P) _ _ _ _NE F _ 28 _ _
Step 1 $ 85,858 5 7,155 $ 29.4841 $ 3,302.22
Step 2 $ 90,151 5 7,513 5 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 S $ 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 - N_E FM 38 _ _
Step 1 $ 139,853 $ 11,654 5 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 S $ 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 5 81,769 $ 6,814 $ 28.0801 $ 3,144.97
Step 4 $ 85,858 5 7,155 $ 29.4841 $ 3,302.22
Step 5 $ 90,151 $ 7,513 $ 30.9583 5 3,467.33
5060 Firefighter(A) _ NE FA 25 _ _
Step 1 $ 74,167 5 6,181 $ 35.6573 $ 2,852.58
Step 2 $ 77,875 S 6,490 $ 37.4401 S 2,995.21
Step 3 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 4 S 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 5-7,155 $ 29.4841 $ 3,302.22
Step 2 5 90,151 5 7,513 5 30.9583 $ 3,467.33
Step 3 $ 94,658 $ 7,888 $ 32.5062 5 3,640.70
Step 4 5 99,391 $ 8,283 $ 34.1316 $ 3,822.73
Step 5 5 104,361 $ 8,697 $ 35.8381 $ 4,013.87
5045 Firefighter/Paramedic(A) _ _ _ NE _ FA 28 -_ _
Step 1 $ 85,858 $ 7,155 5 41.2778 $ 3,302.22
Step 2 5 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 3 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 4 5 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 _. ._ -- -
Page 7 o121
,= ' •,-)•. City of Vernon
fw t �{, tali . t Classification and Compensation Plan
1' ., '_`. Fiscal Year: 2017-2018
?'� Adopted June 19, 2018
�o�rs �i
-vs 10 IN EMPLOYEE PAY (a) {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 1 $ 90,151 S 7,513 $ 30.9583 S 3,467.33
Step 2 5 94,658 $ 7,888 $ 32.5062 S 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
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 S 50.1734 $ 4,013.87
Step S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
HEALTH AND ENVIRONMENTAL CONTROL DEPARTMENT
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 S 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 S 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 S 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 S $ 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 5 104,361 $ 8,697 S 50.1734 $ 4,013.87
Step S $ 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
2022 Environmental Specialist,Temporary _ NE _ T26 _ _
Step 1 S 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
Step 6 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 7 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 8 $ 109,579 $ 9,132 5 52.6821 $ 4,214.57
2045 Environmental Health Intern NE Hourly
Step 1 $ 15,0000
HUMAN RESOURCES DEPARTMENT
1410 Director of Human Resources E E 42
Page 8 of 21
City of Vernon
. !_'!1._' 1 ' I ; Classification and Compensation Plan
: a "'`i e r Fiscal Year: 2017-2018
4� '�t;t' ope Adopted June 19, 2018
�
r
CLASS El EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 1 $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
Step 2 5 178,492 $ 14,874 $ 85.8136 $ 6,865.08
Step 3 $ 187,417 $ 15,618 $ 90.1043 5 7,208.34
Step 4 $ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
Step 5 S 206,627 S 17,219 S 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 S 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
1415 Human Resources Analyst,Senior _ - E _ M 33 _ -$-Step 1 $ 1_09,579 $ 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 Re__sources Assistant NE _ C 17
Step 1 $ 50,199 $ 4,183 $ 24.1343 5 1,930.74
Step 2 $ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 3 5 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 5 2,346.83
INDUSTRIAL DEVELOPMENT DEPARTMENT
3010 Industrial Development Director E E 39__ _
Step 1 $ 146,846 5 12,237 $ 70. 91 $ 5,647.92
Step 2 $ 154,188 $ 12,849 S 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
POUCE DEPARTMENT
4035_Police Cadet _NE 3180 -5-
Step 1 $ 38,892 5 3,241 S 18.6981 S 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 5 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 S 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 S 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 5 120.7483 $ 9,659.86
Page 9 of 21
,� • . 44 City of Vernon
e-a.. -: , Classification and Compensation Plan
V. Fiscal Year: 2017-2018
% `''' ��.``� Adopted June 19, 2018
ri -
CLASS al EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 5 146,846 5 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
4030 Police Officer __ NE PO 26
Step 1 S 77,875 S 6,490 $ 37.4401 $ 2,995.21
Step 2 5 81,769 $ 6,814 $ 39.3121 5 3,144.97
Step 3 5 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 4 5 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 5 5 94,658 $ 7,888 5 45.5087 $ 3,640.70
4025 Police Sergeant NE PO 31
Step 1 5 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 2 5 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 3 $ 109,579 $ 9,132 $ 52.6821 5 4,214.57
Step 4 $ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
Step 5 $ 120,811 5 10,068 5 58.0820 5 4,646 56
4125 Civilian Court Officer NE G 17
Step 1 $ 50,199 5 4,183 $ 24.1343 $ 1,930.74
Step 2 5 52,709 5 4,392 5 25.3410 $ 2,027.28
Step 3 5 SS,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 4 $ 58,112 5 4,843 5 27.9384 5 2,235.07
Step S $ 61,017 $ 5,08S $ 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 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
Step 3 5 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 4 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 5 $ 58,112 S 4,843 $ 27.9384 $ 2,235.07
41.30 Police Dispatcher NE G 20 _ __
Step 1 $ 58,112 S 4,843 $ 27.9384 $ 2,235.07
Step 2 $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
Step 3 5 64,068 5 5,339 $ 30.8021 $ 2,464.17
Step 4 $ 67,272 $ 5,606 S 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 S 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 S 7,513 $ 43.3416 $ 3,467.33
Step 4 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 5 5 99,391 5 8,283 $ 47.7842 $ 3,822.73
Page 10 of 21
�.`', City of Vernon
�.40-_; , \j Classification and Compensation Plan
i
' '`"'o•' '` Fiscal Year: 2017-2018
c.
e.+y •h 4.` Adopted June 19,2018
►��u i 4A.
--7 j
CLASS El EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND 108 CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
4135 Police Records Technician NE G 14_ _ _ _ _ _ _
Step 1 $ 43,364 $ 3,614 $ 20.8482 $ 1,667.85
Step 2 $ 45,532 5 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 5 1,930.74
Step 5 $ 52,709 $ 4,392 $ 25 3410 $ 2,027.28
41.20 Police Records Technician,Lead _ NE_ G 17 _ --5' _
Step 1 $ 50,199 $ 4,183 5 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 S 20,930 $ 120.7483 $ 9,659.86
Step 4 $ 263,714 5 21,976 $ 126.7857 $ 10,142.86
Step 5 $ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
8011 Assistant General Man ager 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 S_u_pervisor E M 32 _ __ _
Step 1 5 104,361 $ 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
8615 Utilities Compliance Analyst _ NE G _ 30 _ __ _
Step 1 $ 94,658 5 7,888 5 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 S 52.6821 $ 4,214.57
Step S $ 115,058 $ 9,588 $ 55.3162 $ 4,425 30
8606 Utilities Compliance Administrator _ E M _ 35 _ _
Step 1 $ 120,811 $ 10,068 5 58.0820 $ 4,646.56
Step 2 $ 126,851 5 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 5 146,846 S 12,237 $ 70.5991 $ 5,647.92
Pie 110121
City of Vernon
°A- :_; 1 , , Classification and Compensation Plan
ia ,,
`''_:' Fiscal Year: 2017-2018
G it 1 : O Adopted tune 19,2018
��;fit h��. p
A.
CLASS MI EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL KM FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
8530 Utilities Customer Service Representative 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 5,339 $ 30.8021 $ 2,464.17
8540 NE M 26
�fl} $ 77,875 5- 6,,490 .5 37.4401 $ 2,995.21
Step 2 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step-3 6--85,858 6 7,155 5 41.2778 $ 3,302.22
Step-4 $ 90,151 $ 7,513 $ 43.3416 5 3,467.33
Stcp 5 $ 94,658 $ 7,868 $ 46.5087 $ 3,640.70
8515 Key Accounts Specialist NE_ M 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
8040 Electric Operations Supervisor _E M 36 _ _
Step 1 $ 126,851 5 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 S $ 154,188 $ 12,849 $ 74.1290 5 5,930.32
8035 Electric Operator _ NE I 30
Step 1 $ 94,658 5 7,888 $ 45.5087 $ 3,640.70
Step 2 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 3 5 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 4 $ 109,579 5 9,132 $ 52.6821 $ 4,214.57
Step 5 $ 115,058 $ 9,588 $ 55.3162 $ 4,425.30
8053 Electrical Test Technician,Senior NE I 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 5 9,132 $ 52.6821 $ 4,214.57
Step 4 $ 115,058 5 9,588 $ 55.3162 $ 4,425.30
Step 5 $ 120,811 $ 10,068 5 58.0820 5 4,646.56
8050 Mete►injTechnician _ _NE I _- 29 -
Step 1 5 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_ _ I 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 5 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step 4 $ 115,058 5 9,588 $ 55.3162 $ 4,425.30
Step S $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
8045 Power Plant Operator _ _ NE I 28 _ __ _ _-. •
Pare 12 012'.
�, �n� City of Vernon
r7rA t '� Compensation fr_;, . i_:, Classification and Com ensation Plan
1' IT,
j�~�,• - .h
Fiscal Year: 2017-2018
�+ r!�
�•-ht t,:• Adopted June 19,2018
a.,,N r tK1's4
F......
CLASS IBI EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 5 4,013.87
8055 Electrical l Test Technician _ _ NE_ I _ 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 5 47.7842 $ 3,822.73
Step 4 $ 104,361 $ 8,697 5 50.1734 $ 4,013.87
Step 5 $ 109,579 $ 9,132 $ 52.6821 5 4,214.57
8030 Utilities Dispatcher NE I _ 33 _ _ _ __
Step 1 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step 2 5 115,058 $ 9,588 $ 55.3162 $ 4,425.30
Step 3 $ 120,811 5 10,068 5 58.0820 $ 4,646.56
Step 4 $ 126,851 $ 10,571 5 60.9861 $ 4,878.89
Step 5 $ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
8030 Utilities Dispatcher,Senior NE I 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
_8 015 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 NE I _ 33
Step 1 $ 109,579 $ 9,132 5 52.6821 5 4,214.57
Step 2 $ 115,058 $ 9,588 $ 55.3162 5 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 S 133,194 $ 11,099 $ 64.0355 $ 5,122.84
8130 Associate Electrical Engineer NE I 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
8140 Computer Aided Drafting Technician __ NE G _ _20 __ _ _
Step 1 $ 58,112 $ 4,843 5 27.9384 $ 2,235.07
Step 2 $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
Step 3 $ 64,068 $ 5,339 $ 30.8021 5 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
8125 Electrical Engineer _ _ _ _NE _ I_ 3S _ __
Step 1 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Page 13 of21
, ` . City of Vernon
. ° 1- Classification and Compensation Plan
1 'i., = 1• � a 4
1 ''M� '_N; Fiscal Year: 2017-2018
e. h VI+1 Adopted June 19, 2018
,.'►'Ls trs's
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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
8444 146 M 37
5tep-1 5 133,194 5- 1,099 6 64.0355 $ 5,122.84
Step-2 5 139,853 $ 11,654 6 67.2372 $ 5,378.98
Stcp 3 5-146 846 6 12,237 5 70.5971 6 5,CA7.92
Step-4 5 154,188 $ 12,840 5 74.329G $ 5,930.32
Stcp 5 5 161,898 5 13,491 6 77.8355 £ 6,226.84
8112 Principal Electrical Engineer NE 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
8110 Utilities Engineering Manager _ _ _ E _M 42 _ _ _ _
Step 1 5 169,993 $ 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
8215 Gas_ Systems Specialist NE_ I 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 5 8,697 $ 50.1734 $ 4,013.87
Step 4 5 109,579 5 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 _ 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 5 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 I 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 _ _ I 30 -_ _ - _ _ -
Step 1 - - - - $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Page 14 of 21
`` City of Vernon
o '� ° Classification and Compensation Plan
iota ' 7- a Fiscal Year: 2017-2018
��te`I #4. Adopted June 19,2018
ib.,NLT og S
rTw.
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S 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 5 85.8136 $ 6,865.08
Step 3 $ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
Step 4 5 196,788 $ 16,399 $ 94.6094 $ 7,568.76
Step 5 $ 206,627 $ 17,219 $ 99.3399 S 7,947.19
8425 Electric Service Planner NE G 26
Step 1 S 77,875 .S-6,490 $ 37.44.01 $ 2,995.21
Step 2 5 81,769 5 6,814 $ 39.3121 $ 3,144.97
Step 3 $ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 4 5 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 5 $ 94,658 $ 7,888 $ 45.5087 5 3,640.70
8411 Principal Resource Planner 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
_8422 Principal Resource Scheduler/Trader NE I 34
Step 1 5 115,058 $ 9,588 $ 55.3162 $ 4,425.30
Step 2 $ 120,811 $ 10,068 5 58.0820 5 4,646.56
Step 3 $ 126,851 $ 10,571 $ 60.9861 5 4,878.89
Step 4 $ 133,194 $ 11,099 $ 64 0355 5 5,122.84
Step S $ 139,853 $ 11,654 $ 67.2372 $ 5,378.98
8415 Resource Planner NE I 35 _ __
Step 1 5 120,811 5-10,068 5 58.0820 $ 4,646.56
Step 2 $ 126,851 S 10,571 $ 60.9861 $ 4,878.89
Step 3 $ 133,194 5 11,099 $ 64.0355 $ 5,122.84
Step 4 $ 139,853 5 11,654 5 67.2372 5 5,378.98
Step 5 $ 146,846 $ 12,237 5 70.5991 $ 5,647.92
8420 Resource Scheduler NE I 3.2_ __
Step 1 5 104,361 $ 8,697 S 50.1734 $ 4,013.87
Step 2 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step 3 S 115,058 $ 9,588 5 55.3162 $ 4,425.30
Step 4 5 120,811 5 10,068 $ 58.0820 $ 4,646.56
Step 5 $ 126,851 $ 10,571 S 60.9861 $ 4,878.89
7137 Assistant Civil Engineer-Public Utilities 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
7145 Engineering Aide _ _ _NE G 21 __ __ .
Pare 15 of21
City of Vernon
if��Ifa.=:1r .4 : Classification and Compensation Plan
"" �` " ' Fiscal Year: 2017-2018
--�'`. =�` , Adopted June 19,2018
�`clp..�to•� �
a'�'~�a tI* •
4,
CLASS MI
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 1 5 61,017 $ 5,085 $ 29.3353 $ 2,346.83
Step 2 $ 64,068 5 5,339 $ 30.8021 S 2,464.17
Step 3 $ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
Step 4 S 70,635 $ 5,886 $ 33.9593 $ 2,716.74
Step S $ 74,167 $ 6,181 $ 35.6573 S 2,852.58
7935 Meter Reader _ _ N_E G 18 _
Step 1 $ 52,709 $ 4,392 $ 25.311_ _0 $ 2,027.28
Step 2 5 55,345 $ 4,612 $ 26.6080 5 2,128.64
Step 3 5 58,112 S 4,843 $ 27.9384 5 2,235.07
Step 4 $ 61,017 S 5,085 $ 29.3353 $ 2,346.83
Step 5 $ 64,068 $ 5,339 $ 30.8021 5 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 5,606 S 32.3422 $ 2,587.38
Step 5 $ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
7905 Water Administrator _ E M _3.6
Step 1 $ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
Step 2 5 133,194 $ 11,099 $ 64.0355 $ 5,122.84
Step 3 $ 139,853 $ 11,654 $ 67.2372 5 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 5 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 2 $ 85,858 $ 7,155 5 41.2778 $ 3,302.22
Step 3 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 4 $ 94,658 $ 7,888 5 45.5087 $ 3,640.70
Step 5 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
7930 Water Maintenance Worker N_ E G _ _18 _ _ _
Step 1 $ 52,709 5 4,392 $ 25.3410 $ 2,027.28
Step 2 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 3 5 58,112 S 4,843 S 27.9384 $ 2,235.07
Step 4 5 61,017 $ 5,085 $ 29.3353 $ 2,346.83
Step 5 5 64,068 5 5,339 $ 30.8021 5 2,464.17
7925 Water Maintenance Worker,Senior _ NE G 22 _
Step 1 $ 64,068 $ 5,339 5 30.8021 $ 2,464.17
Step 2 5 67,272 $ 5,606 $ 32.3422 $ 2,587.38
Step 3 5 70,635 $ 5,886 5 33.9593 5 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 - N_E G_ _ 30 _
Step 1 $ 94,658 5 7,888 $ 45.5087 $ 3,640.70
Step 2 $ 99,391 S 8,283 5 47.7842 $ 3,822.73
Step 3 5 104,361 $ 8,697 S 50.1734 $ 4,013.87
Step 4 $ 109,579 5 9,132 $ 52.6821 $ 4,214.57
Step 5 $ 115,058 S 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
Pete 16 of 21
�,� }v.. City of Vernon
y���.�".: Classification and Compensation Plan
*..4-,4` Fiscal Year: 2017-2018
•p �d -r'''''`,�`74 Adopted June 19, 2018
T-1
CLASS 111
EMPLOYEE PAY (a} (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 2 $ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
Step 3 $ 133,194 $ 11,099 $ 64.0355 $ 5,122.84
Step 4 5 139,853 $ 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 S 133,194 $ 11,099 $ 64.0355 $ 5,122.84
PUBLIC WORKS DEPARTMENT
7008 Director of Public Works _ E_ E 44 _ _
Step 1 $ 187,417 5 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 S $ 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 S $ 90,151 S 7,513 $ 43.3416 $ 3,467.33
7215 Building Inspector,Senior _ N_E 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 5 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step S $ 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
7225 Electrical Inspector _ NE G 25 - - -
Step 1 $ 74,167 S 6,181 S 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
$ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 4 Step S $ 90,151 $ 7,513 S 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 - N_E _G_ - - 17 _ _ - _ -
Step 1 - - $ 50,199 $ 4,183 $ 24.1343 S 1,930.74
Pole 17 of 21
of v_, City of Vernon
,AVI �.' ' Classification and Compensation Plan
a' ~- 7` '- ' Fiscal Year: 2017-2018
e0.r�
Y..- „r� 4
�y .r � Adopted June 19, 2018
1.�y>t'4
r
CLASS 111
EMPLOYEE PAY {a} (a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 2 $ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 3 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
Step 4 S 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 S 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 S $ 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 5 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 4 $ 85,858 $ 7,155 $ 41 2778 $ 3,302.22
Step 5 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 5 39.3121 $ 3,144.97
Step 2 $ 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 3 $ 90,151 $ 7,513 $ 43.3416 5 3,467.33
Step 4 $ 94,658 $ 7,888 5 45.5087 $ 3,640.70
Step 5 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
7140 Assistant Engineer _ _ _NE G 25_ _ _
Step 1 5 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 5 7,155 $ 41.2778 $ 3,302.22
Step 5 $ 90,151 S 7,513 $ 43.3416 $ 3,467.33
7135 Associate Engineer _ _ _ NE _ G _ 29 _ _ _ _ __
Step 1 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step 2 $ 94,658 $ 7,888 $ 45.5087 S 3,640.70
Step 3 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 4 $ 104,361 $ 8,697 5 50.1734 $ 4,013.87
Step S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
7118 Civil Engineer _ _ _ NE M 32 _. _•
Step 1 5 104,361 $ 8,697 $ 50.1734 S 4,4313.87
Step 2 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
Step 3 S 115,058 $ 9,588 $ 55.3162 $ 4,425.30
Step 4 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Step S $ 126,851 $ 10,571 $ 60.9861 $ 4,878.89
7145 Eilgineering Aide NE G 21 __ _.
Step 1 $ 61,017 • $ 5,085 $ 29.3353 $ 2,346.83
Step 2 5 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Step 3 $ 67,272 5 5,606 $ 32.3422 $ 2,587.38
Step 4 $ 70,635 S 5,886 $ 33.9593 $ 2,716.74
Step$ $ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
7115 Principal Civil Engineer - - E M 37 _ _ _._
Page 18 of 21
�, ??„ City of Vernon
li � �: Classification and Compensation Plan
� ,fir_ . �
4 4 _: .1_- ., Fiscal Year: 2017-2018
't 4k- •Y Adopted June 19, 2018
tl..
CLASS lini
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S 154,188 $ 12,849 $ 74.1290 $ 5,930.32
Step S S 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 $ 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 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 $ 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
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 S 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 S $ 70,635 $ 5,886 $ 33.9593 $ 2,716.74
7530 Mechanic _ NE _ G _ 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
7520 Mechanic,Lead NE _ G 25 _ -
Step 1 $ 74,167 5 6,181 $ 35.6573 $ 2,852.58
Step 2 $ 77,875 $ 6,490 $ 37.4401 $ 2,995.21
Step 3 $ 81,769 S 6,814 $ 39.3121 $ 3,144.97
Step 4 $ 85,858 $ 7,155 $ 41.2778 5 3,302.22
Step S $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
7525 Mechanic,Senior _ _ _ NE G _ 21 _ _ _ .._ -.
Page 19 of 21
„L.."` City of Vernon
(i„..0,00*
gt_::4 Classification and Compensation Plan
''"�t 7'.',%' Fiscal Year: 2017-2018
�%h::�'' 'h a Adopted June 19, 2018
"'' 1LV 01.4.4 I
... .
CLASS III EMPLOYEE PAY {a) {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 1 $ 61,017 5 5,085 $ 29.3353 $ 2,346.83
Step 2 $ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Step 3 5 67,272 $ 5,606 $ 32.3422 $ 2,587.38
Step 4 $ 70,635 $ 5,886 S 33.9593 $ 2,716.74
Step S $ 74,167 $ 6,181 $ 35.6573 $ 2,852.58
7430 Street Maintenance Worker NE G 15
Step 1 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 2 $ 47,809 5 3,984 S 22.9851 5 1,838.81
Step 3 $ 50,199 $ 4,183 S 24.1343 $ 1,930.74
Step 4 S 52,709 5 4,392 5 25.3410 5 2,027.28
Step 5 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
7427 Street Maintenance Worker,Lead NE G _ 23 _
Step 1 $ 67,272 $ 5,606 5 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 S 6,814 5 39.3121 $ 3,144.97
7425 Street Maintenance Worker,Senior NE G 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 5 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Step S $ 67,272 $ 5,606 S 32 3422 $ 2,587.38
7630 Warehouse Worker NE G 16 _
Step 1 $ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
Step 2 $ 50,199 $ 4,183 5 24.1343 $ 1,930.74
Step 3 S 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 4 $ 55,345 $ 4,612 S 26.6080 $ 2,128.64
Step 5 $ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
7620 Warehouse Worker,Lead NE G 21 _
Step 1 $ 61,017 $ 5,085 5 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 5 33.9593 $ 2,716.74
Step 5 $ 74,167 $ 6,181 $ 35.6573 5 2,852.58
7625 Warehouse Worker,Senior NE G 18
- -
Step 1 $ 52,709 $ 4,392 5 25 3410 $ 2,027.28
Step 2 $ 55,345 $ 4,612 $ 26 6080 $ 2,128.64
Step 3 5 58,112 $ 4,843 $ 27.9384 5 2,235.07
Step 4 $ 61,017 S 5,085 $ 29.3353 5 2,346.83
Step S $ 64,068 5 5,339 5 30.8021 $ 2,464.17
7307 Facilities- Supervisor _ E M - 26 _
Step 1 $ 77,875 $ 6,490 S 37.4401 5 2,995 21
Step 2 $ 81,769 5 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 S 45.5087 $ 3,640 70
Pare 2C pf21
City of Vernon
��•�1 i� , : Classification and Compensation Plan' -•• "l `i%'` Fiscal Year: 2017-2018
g4.!14„ r,,.�•4 Adopted June 19,2018
r-.r ir
CLASS MI
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
7515 Fleet Supervisor __ _ 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 5 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
7308 Street Maintenance Supervisor E M 26
Step 1 $ 77,875 $ 6,490 5 37.4401 $ 2,995.21
Step 2 $ 81,769 $ 6,814 S 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 S 45.5087 $ 3,640.70
7300 Public Works-Superintendent _ _E M_ 32
Step 1 $ 104,361 S 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
7130 Public Works Project Coordinator NE 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
{a)-The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.
Page 21 of 21
STAFF REPORT
City Council Agenda Item Report
Agenda Item No. COV-112-2018
Submitted by:Lisette Griz lle
Submitting Department:Human Resources
Meeting Date:June 19, 2018
SUBJECT
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, to reflect
the following provisions:
1)Amend Exhibit A, Classification and Compensation Plan adopting the following revised job descriptions effective
June 19, 2018:
Accountant, Senior
Executive Assistant to the City Administrator
Mechanic
Mechanic, Senior
Mechanic, Lead
2) Amend Exhibit A, Classification and Compensation Plan adopting the following new job descriptions and associated
salary ranges effective June 19, 2018:
New Classification Title:Assistant Civil Engineer—Public Utilities
Salary Grade:26
Monthly Salary Range:$ 6,490 - $7,888
New Classification Title:Key Accounts Specialist
Salary Grade:28
Monthly Salary Range:$ 7,155 - S8,697
New Classification Title:Principal Electrical Engineer
Salary Grade:38
Monthly Salary Range:$ 11,654 - S14,166
New Classification Title:Principal Resource Planner
Salary Grade:37
Monthly Salary Range:$ 11,099 - S 13,491 1
New Classification Title:Utilities Dispatcher, Senior
Salary Grade:34
Monthly Salary Range:$9,588 - $11,654
3) Amend Exhibit A, Classification and Compensation Plan by adjusting the following classification and compensation
salary range effective July 22, 2018, as follows:
Classification Title:Executive Assistant to the City Administrator
Total Incumbents: 1
Current Salary Grade:24
Recommended Salary Grade:26
4) Approve the recommended reclassification of single incumbents in certain classifications effective July 22, 2018, as
follows:
Current Classification and Salary Grade & Reclassification Recommendation and Salary Grade
Accountant—Grade 22 To Accountant, Senior—Grade 27
Administrative Assistant—Grade 13 To Administrative Assistant, Senior—Grade 17
Information Technology Analyst - Grade 26 To Information Technology Analyst, Senior- Grade 30
Street Maintenance Worker—Grade 15 To Street Maintenance Worker, Senior—Grade 19
Backgroud:
As part of the annual classification review process, the Human Resources Department conducted a review of seven
reclassification requests. As a result, staff is recommending City Council approval of one revised job description and
adjusted salary grade and four reclassifications. The Department also received five requests for new classification titles
and four job description revision requests, staff is recommending City Council approval of these five new classifications
and associated salary grades, and five revised job descriptions.
Revised Job Descriptions
Revisions to five existing job descriptions are being recommended as a result of the classification review process. The
revisions include the classifications of Accountant, Senior; Executive Assistant to the City Administrator;Mechanic;
Mechanic, Senior;and Mechanic, Lead, all to more accurately reflect the duties performed by the incumbent employees
and/or responsibilities of the positions.
Establishment ofNew Job Descriptions
As stated above, staff is recommending City Council approval of the establishment of five new job descriptions for the
classification of Assistant Civil Engineer—Public Utilities, Key Accounts Specialist, Principal Electrical Engineer,
Principal Resource Planner and Utility Dispatcher, Senior and approval of the associated salary ranges for these
classifications. Currently, these classifications do not exist in the City's Classification and Compensation Plan, they are
reallocations of existing budgeted positions. These positions do not increase the total position count in the Public
Utilities Department. These classification titles are new positions included as part of the adopted 2018-2019 budget.
Salary Rate Adjustment 2
Human Resources is recommending a salary adjustment for the Executive Assistant to the City Administrator
classification based on the market survey comparisons consistent with the City's established Salary Plan Administration
Policy including a basic pay policy that ideally sets compensation at the 75th percentile of the surveyed salary market,
and based on internal alignment. The salary range adjustments proposed will result in an increase of 10%in the salary -
range for this classification.
Reclassifications
Human Resources staff received requests for reclassification from seven employees in seven classifications that,
following review,have been recommended for approvaL Consistent with the City's Reclassification Policy,
reclassification is defined as the reallocation of a position in one classification to a different classification as a result of a
significant change in the duties, responsibilities, and/or qualification requirements of the position Employees requesting
reclassification completed a position description questionnaire which outlines the duties they perform. The request is
routed through the appropriate Department Director who concurs or provides any additional clarification prior to
submitting the information to Human Resources for review and analysis. A reclassification is typically recommended
when the incumbent employee has been performing significantly different work or work at a different level of
responsibility or complexity than is reflected in their current job description in excess of one year. Following review by
Human Resources, recommendations are sent to the City Administrator for approvaL
As specified above, staff is recommending the following reclassifications:
One Accountant to Accountant, Senior
One Administrative Assistant to Administrative Assistant, Senior
One Information Technology Analyst to Information Technology Analyst, Senior
One Street Maintenance Worker to Street Maintenance Worker, Senior
Fiscal Impact:
The total additional estimated annual cost of the recommended salary grade adjustment for an existing classification
identified above is S5,592 including salary and salary related benefits. The estimated annual savings of the
recommended salary grades for the five new classifications identified above is (S33,043) including salary and salary
related benefits. The savings estimate of the five new classifications is due to funding reallocations from existing
budgeted positions. The additional estimated annual cost of the recommended reclassifications is S20,628 including
salary and salary related benefits. Adequate funds were included in the 2018/2019 fiscal year budget to cover the
additional costs associated with all of the recommendations included above.
ATTACHMENTS
• 1. Fringe Benefits Salary Resolution- 6-19-2018
• 2. Job description- Accountant, Senior
• 3. Job description- Assistant Civil Engineer- Public Utilities
• 4. Job description- Executive Assistant to the City Administrator
• 5. Job description- Key Accounts Specialist
• 6. Job description- Mechanic
• 7. Job description- Mechanic, Senior
• 8. Job description- Mechanic, Lcad
• 9. Job description- Principal Electrical Engineer
• 10. Job description- Principal Resource Planner 3
• 11. Job description- Utilities Dispatcher. Senior
4
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 May 23, 2018, the City Council of the City of
Vernon adopted Resolution No. 2018-16, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated June 19, 2018, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to make
the following change effective June 19, 2018 : (i) adopt the revised job
descriptions of the Accountant (Senior) , Executive Assistant to the
City Administrator, Mechanic, Mechanic (Senior) , Mechanic (Lead) , and
(ii) adopt the new job descriptions and associated salary ranges of the
Assistant Civil Engineer - Public Utilities, Key Accounts Specialist,
Principal Electric Engineer, Principal Resource Planner and Utilities
Dispatcher (Senior) ; and
WHEREAS, by the same memorandum dated June 19, 2018, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to make
the following changes effective July 22, 2018 : (i) amend the
classification and compensation salary range of the Executive Assistant
to the City Administrator, and (ii) approve the reclassification of
5
single incumbents in the identified classifications; 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 June 19, 2018, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) adopt the revised job
descriptions of the Accountant (Senior) , Executive Assistant to the
City Administrator, Mechanic, Mechanic (Senior) , Mechanic (Lead) , and
(b) adopt the new job descriptions and associated salary ranges of the
Assistant Civil Engineer - Public Utilities, Key Accounts Specialist,
Principal Electric Engineer, Principal Resource Planner, and
Utilities Dispatcher (Senior) , a copy of which is attached hereto as
Exhibit A.
SECTION 4 : Effective July 22, 2018, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to (a) amend the classification
6
- 2 -
and compensation salary range of the Executive Assistant to the City
Administrator, and (b) approve the reclassification of single
incumbents in the identified classifications, a copy of which is
attached hereto as Exhibit A.
SECTION 5: All resolutions or parts of resolutions,
specifically Resolution No. 2018-16, not consistent with or in
conflict with this resolution are hereby repealed.
SECTION 6: The City Clerk of the City of Vernon shall
certify to the passage, approval and adoption of this resolution, and
the City Clerk of the City of Vernon shall cause this resolution and
the City Clerk' s certification to be entered in the File of
Resolutions of the Council of this City.
APPROVED AND ADOPTED this 19th day of June, 2018 .
Name:
Title: Mayor / Mayor Pro-Tem
ATTEST:
Maria E. Ayala, City Clerk
APPROVED AS TO FORM:
Zaynah Moussa,
Senior Deputy City Attorney
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STATE OF CALIFORNIA
ss
COUNTY OF LOS ANGELES
I, Maria E. Ayala, City Clerk of the City of Vernon, do hereby
certify that the foregoing Resolution, being Resolution No.
was duly passed, approved and adopted by the City Council of the City
of Vernon at a regular meeting of the City Council duly held on
Tuesday, June 19, 2018, and thereafter was duly signed by the Mayor or
Mayor Pro-Tem of the City of Vernon.
Executed this day of June, 2018, at Vernon, California.
Maria E. Ayala, City Clerk
(SEAL)
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EXHIBIT A
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1 City of Vernon
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FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted June 19, 2018
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1
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction: 4
Section 1: Holiday 5
Section 2: Administrative Leave Time 6
Section 3: 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
Section 10: 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: CaIPERS 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
Section 23: Per Diem 38
PART II — CLASSIFICATION AND COMPENSATION
Section 1. Purpose 40
Section 2. The Compensation Plan 40
Section 3. The Classification Plan 40
EXHIBIT A— CLASSIFICATION AND COMPENSATION PLAN 41
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PART 1
FRINGE BENEFITS
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INTRODUCTION
The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the
City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found
in respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Resolution or as amended from time to time shall be
effective upon City Council adoption, unless a specific effective date is stated therein.
PART 1 — FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
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TABLE 1 - HOLIDAY
HOLIDAY I
January 1st- New Year's Day
3nd Monday in January- Martin Luther King Jr. Day
3rd Monday in February- Presidents Day
March 31st- Cesar Chavez Day
The Last Monday in May—Memorial Day
July 4th— Independence Day
The 1s' Monday in September— Labor Day
The 2nd Monday in October—Columbus Day
November 11th—Veterans Day
The 4'h Thursday in November-Thanksgiving Day
December 24th—Christmas Eve
December 25th—Christmas Day
December 31 st—New Year's Eve
And other days as such designated by City Council.
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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 Administrative Leave
or Between
January 1 — March 31 80 hours
April 1 — June 30 60 hours
July 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 Administrative Leave
Between
January 1 — March 31 60 hours
April 1 — June 30 45 hours
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July 1 — Sept. 30 30 hours
Oct 1 — Dec. 31 15 hours
G. All Administrative leave requests should be approved by the department head or
City Administrator at least ten days in advance of the date to be taken, although
the department head retains discretion to approve the use of Administrative Leave
in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
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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)
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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.
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Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid-Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk. City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. Mid-Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or about
January of each year, employees shall be compensated for unused accrued
vacation benefit in excess of the allowed accumulated amount referenced herein.
C. Executive and Management staff shall be allowed to accumulate up to a maximum
accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the
employee shall stop accruing vacation leave benefit until such time he/she brings
the vacation accrual below the 480-hour maximum accrual.
D. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
writing, within ten (10) business days before the beginning of the vacation.
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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.
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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
CaIPERS 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 employee
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from performing the duties of said employee's position during the period of
absence. The department head or designee, in accordance with departmental
procedure, shall approve all sick leaves. Notwithstanding the above, the City may
require verification of sick leave use whenever it has reason to believe there is
misuse, abuse or a pattern of abuse.
J. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave
policies, using sick leave for purposes not enumerated in this policy, and falsifying
or misstating facts when using sick leave. A pattern of sick leave usage on
Mondays, Thursdays, and immediately before and after holidays and/or vacations
may be evidence of sick leave abuse. A violation of this policy will result in
corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City's Employee Assistance Program. This determination
of abuse does not apply to an employee's use of sick leave under an approved
family, medical, and/or pregnancy disability leave in accordance with state and
federal laws.
K. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences, a
statement establishing the need for sick leave from the employee's physician may
be required as a condition of approved sick leave.
L. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
M. Employees are required to use accumulated sick leave concurrently with absences
on account of a work related injury arising out of and in the course of his/her
employment. In cases where the injury suffered is covered by Workers
Compensation Insurance, accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance and
full base pay. Please refer to Personnel Policy, Family and Medical leave Policy.
N. If an employee resigns from the City with 20 years or more of continuous service,
he/she will be compensated for all unused sick leave hours in his/her sick leave
bank at the time of separation at 50% of his/her then current regular hourly rate of
pay.
O. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
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.
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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 4 work days
Domestic Partner
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 a s 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 $400.00
Manager
Finance Director $400.00
Fire Chief City Vehicle & Fuel
Assistant Fire Chief City Vehicle & Fuel
Fire Marshal City Vehicle & Fuel
Administrative Fire Battalion City Vehicle & Fuel
Chief
Administrative Fire Captain City Vehicle & Fuel
Fire Training Captain City Vehicle & Fuel
General Manager of Public $400.00
Utilities
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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 City Vehicle & Fuel
Duty
Public Information Officer $400.00
Public Works Director $400.00
D. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
E. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
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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.
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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.
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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.
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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.
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Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
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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 CaIPERS service credit or
pensionable income. Any determination by CaIPERS 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 CaIPERS 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 CaIPERS members hired on or after January 1, 2013 who meet the
definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS
retirement benefit plan.
B. Employees shall be responsible for paying 100% of their PERS employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CaIPERS 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
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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.
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 CaIPERS 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.
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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 program
shall automatically terminate and cease upon the death of the retired employee.
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I. The offer of the retiree medical benefits is not a vested right for future years.
J. City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
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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 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.
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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.
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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.
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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)
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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.
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G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
I.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
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Section 23. PER DIEM:
Per Diem is intended as a reimbursement to temporary/interim employees recruited from
outside the Los Angeles County area when working in a temporary or interim assignment
due to a critical staffing shortage to cover expenses relating to lodging/housing, travel,
meals, and incidentals. The rate is set at $125.00 for each day the employee physically
reports to work at the City of Vernon. The eligibility to receive this per diem must be pre-
approved and is at the discretion of the City Administrator.
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PART II
CLASSIFICATION AND COMPENSATION PLAN
48
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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 11-3, 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.
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EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
50
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;�F�ER00 ,r City of Vernon
o _4...'I,Y: Classification and Compensation Plan
' ''`'� ' Fiscal Year: 2017-2018
�c`� -,---..,0 �0 t. Adopted June 19,2018
�I's"Arcr imp')
CLASS Ell EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
CITY COUNCIL
1025 Council Member E 0 01 $ 26,793 $ 2,233 N/A $ 1,030.51
1030 Mayor E 0 01 $ 26,793 $ 2,233 N/A $ 1,030.51
CITY ADMINISTRATION DEPARTMENT
1010 City Administrator E E 50
Step 1 $ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
Step 1 $ 263,714 $ 21,976 $ 126.7857 $ 10,142.86
Step 3 $ 276,900 $ 23,075 $ 133.1250 $ 10,650.00
Step 4 $ 290,745 $ 24,229 $ 139.7813 $ 11,182.50
Step 5 $ 305,282 $ 25,440 $ 146.7703 $ 11,741.63
1015 Deputy City Administrator E M 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
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 S $ 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 S $ 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 S 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 51
steps 5 161,898 $ 13,491 $ 77.8355 $ 6,226.84
Page 1 of 21
o vE,� City of Vernon
`{ ioaw
V ^ ���'
�.- �,Y: Classification andCompensation Plan
5 ' "'1 :,'j 'fi• ' ' Fiscal Year: 2017-2018
'„ •�` � y�\Lz_L,,._ `.`e Adopted June 19, 2018
�`i'0l.r +rlJl
CLASS EMPLOYEE PAY {a} (a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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
CITY 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
1495 Legal 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
1113 Senior Deputy City Attorney E M 39
Step 1 5 146,846 $ 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 S $ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
CITY CLERK DEPARTMENT
1310 City Clerk E E 41
Step 1 $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84 52
Step 2 $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
Step 3 $ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
Page 2 of 21
{of ve��o City of Vernon
0• `_.iI Classification and Compensation Plan
�R''"Lt• s Fiscal Year: 2017-2018
`�44���� y (: Adopted June 19,2018
il'aLy too'
CLASS Re EMPLOYEE PAY {a} {a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 4 $ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
Step 5 $ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
1315 Deputy City Clerk _ NE _ C 26
Step 1 $ 77,875 $ 6,490 $ 37.4401 5 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 S $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
1320 Records Management Assistant NE C 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
ADMINISTRATIVE AND CLERICAL GROUP
1530 Administrative Assistant NE G 13
Step 1 $ 41,299 $ 3,442 $ 19.8554 $ 1,588.43
Step 2 $ 43,364 $ 3,614 $ 20.8482 $ 1,667.85
Step 3 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 4 $ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
Step 5 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
1530 Administrative Assistant,(Confidential) NE C 13
Step 1 $ 41,299 $ 3,442 $ 19.8554 $ 1,588.43
Step 2 $ 43,364 $ 3,614 $ 20.8482 $ 1,667.85
Step 3 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 4 $ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
Step 5 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
1520 Administrative Assistant,Senior 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
1520 Administrative Assistant,Senior(Confidential) 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 S $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
1510 Administrative Secretary NE C 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
Grandfathered- G3 $ 73,704 $ 6,142 $ 35.4346 $ 2,834.77
1500 Executive Assistant_to the City Administrator NE C 24 53
Step 1 $ 70,635 5 5,88G $ 33.9553 $ 2,716.74
Step 2 74,167 6,181 b 35.G573 : 2,852.58
Page 3 of 21
o VEjt,ti City of Vernon
`'t 4 �°� Classification and Compensation Plan
_-per -- T ;!.
V.
r,} ' ' "'` Fiscal Year: 2017-2018
?���:tit'=`y " ��.T Adopted June 19,2018
o ah��
�^'�LY 1Mp
CLASS RI EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 3 6 77,875 6 6749A $ 37.4401 6 2,995.21
Step 4 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
Step 5 $ 85,858 6 7,155 $ 41.2778 £ 3,302.22
1500_Executive Assistant to the City Administrator _ 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
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 S $ 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 S $ 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
1220 Assistant Finance Director E M 39
Step 1 $ 146,846 $ 12,237 $ 70.5991 $ 5,647.92 54
Step 2 $ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
Step 3 $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
Pare 4 of 21
j-sfor. ER,�°
City of Vernon
` - 4"{�. 1
° 't Classification and Compensation Plan
,_ , Fiscal Year: 2017-2018
�� !'�#4«` Adopted June 19,2018
'1'1LY t$°
CLASS Ell
EMPLOYEE PAY (a) {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 4 $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
Step S $ 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 S $ 58,112 $ 4,843 $ 27.9384 $ 2,235.07
1237 Buyer NE G 23
Step 1 $ 67,272 $ 5,606 $ 32.3422 $ 2,587.38
Step 2 5 70,635 $ 5,886 $ 33.9593 5 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 5 196,788 $ 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 Pubik 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 55
Step 2 $ 178,492 $ 14,874 $ 85.8136 $ 6,865.08
Step 3 $ 187,417 $ 15,618 $ 90.1043 $ 7,208.34
Page 5 o1 21
�{ow vER�o City of Vernon
a •' ,1. Classification and Compensation Plan
• r ``'jm�' Fiscal Year: 2017-2018
ft, . +r i ��'`� Adopted June 19,2018
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND LOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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
5055 Fire 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
5025 Fire Battalion Chief(P) NE_ FM 38
Step 1 $ 139,853 $ 11,654 $ 48.0266 $ 5,378.98
Step 2 $ 146,846 $ 12,237 $ 50.4279 $ 5,647.92
Step 3 $ 154,188 $ 12,849 $ 52.9493 $ 5,930.32
Step 4 $ 161,898 $ 13,491 $ 55.5968 $ 6,226.84
Step 5 $ 169,993 $ 14,166 $ 58.3766 $ 6,538.18
5025 Fire Battalion Chief (A) NE FMA 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 S $ 169,993 $ 14,166 $ 81.7272 $ 6,538.18
5.030 Fire Captain(P) NE F 31
Step 1 $ 99,391 $ 8,283 $ 34.1316 $ 3,822.73
Step 2 $ 104,361 $ 8,697 $ 35.8381 $ 4,013.87
Step 3 $ 109,579 $ 9,132 $ 37.6301 $ 4,214.57
Step 4 $ 115,058 $ 9,588 $ 39.5116 $ 4,425.30
Step S $ 120,811 $ 10,068 $ 41.4872 $ 4,646.56
5030 Fire Captain(A) NE FA _ _ 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
5010 Fire Chief E E 46 _
Step 1 $ 206,627 $ 17,219 $ 99.3399 $ 7,947.19
Step 2 $ 216,958 $ 18,080 $ 104.3069 $ 8,344.56
Step 3 $ 227,806 $ 18,984 $ 109.5223 $ 8,761.78
Step 4 $ 239,197 $ 19,933 $ 114.9984 $ 9,199.87
Step 5 $ 251,156 $ 20,930 $ 120.7483 $ 9,659.86
SOSO Fire Code 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 56
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
Page 6 of 21
o1_,E44.0 City of Vernon
oQ .;!i.. , L t Classification and Compensation Plan
yt
`u ' r`•ii,. " ' Fiscal Year 2017-2018
� y"•�+►,�.� Adopted June 19,2018
r� ih
�4'4i.r tMoo
CLASS II!
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
5049 Fire Code 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 5 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Step 5 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
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 S $ 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 S 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 rJ7
Step 5 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
5035 Firefighter/Paramedic Coordinator(P) _ NE F _ 29 _
Page 7 of 21
(-4.012„. of vz-, City of Vernon
._ -�,� � �; � Classification and Compensation Plan
' ��''' ' '� Fiscal Year: 2017-2018
% S.
t�,u..... -ire Adopted June 19,2018
°1'rsv tt+oo
CLASS El
EMPLOYEE PAY (a) (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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
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 S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
HEALTH AND ENVIRONMENTAL CONTROL DEPARTMENT
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
2022 Environmental Specialist,Temporary NE T26
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
Step 6 $ 99,391 $ 8,283 $ 47.7842 $ 3,822.73
Step 7 $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 8 $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
2045 Environmental Health Intern NE Hourly
Step 1 $ 15.0000 58
HUMAN RESOURCES DEPARTMENT
1410 Director of Human Resources E E 42
Pace 8 of 21
�c.f...��F,�,� City of Vernon
ii ....• t °_ Classification and Compensation Plan
• ` _Il ;, Fiscal Year: 2017-2018
( �'"�,�.`e Adopted June 19, 2018
ryittY 1,491)
CLASS II EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S $ 206,627 5 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 5 7,888 $ 45.5087 $ 3,640.70
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 DEPARTMENT
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 5 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 S 18,080 $ 104.3069 $ 8,344.56 59
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
Page 9 of 21
r7,7"`o ie. City of Vernon
,�.`•t.04,,,,. •if,
`t.....`IIY,O• Classification and Compensation Plan
r.� Imo.
�'�4' ""'��,, � ' Fiscal Year: 2017-2018
., •�"y`y-4 `` Adopted June 19, 2018
11-etY 11410)
CLASS El EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
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 S 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 S $ 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 S $ 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 $ 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
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 60
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 S 3,822.73
Page 10 of 21
�4 o� ti City of Vernon
col : _ii ,. °1. Classification and Compensation Plan
' `'` 1afk ' Fiscal Year: 2017-2018
^� � y �.yri`e Adopted June 19, 2018
Gs'ytLy'tMOV
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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
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 S 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
8615 Utilities Compliance Analyst NE 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
8606 Utilities Compliance Administrator 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 S $ 146,846 $ 12,237 $ 70.5991 $ 5,647.92 61
Page 11 of 21
{o FR,y City of Vernon
°"t• Classification and Compensation Plan
:,� �� Fiscal Year: 2017-2018
4� �'`�`'' .44, Adopted June 19, 2018
.15'esr%$
CLASS El EMPLOYEE PAY {a} (a}
CODE OCCUPATIONALJO8 FAMILIES AND 1013 CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
8530 Utilities Customer Service Representative 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
8540 NE 14 26
Step} $ 77,875 $-6;490 C. 37.4401 $ 2,995.21
Step-2 $ 81,769 $ 6,814 $ 35.3121 $ 3,144.57
Step3 $ 85,858 5 7,155 $ 41.2778 $ 3,302.22
Step-4 5 90,151 $ 7,513 $ 43.3416 $ 3,467.33
Step-5 6 94,C'CS S 7,888 $ 45.5087 $ 3,640.70
8515 Key Accounts Specialist NE M 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
8040 Electric Operations Supervisor 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 S $ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
8035 Electric Operator NE I 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 I 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_ __ I 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 S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
8047 Metering Technician,Senior NE I 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 62
Step 5 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
8045 Power Plant Operator NE I 28
Page 12 of 21
-"Or 4 City of Vernon
co, :=-IPt,
Classification and Compensation Plan
,. . ., . Fiscal Year: 2017-2018
^<G r y rt 61-`t.` Adopted June 19, 2018
e4'etr 1Mov
CLASS II EMPLOYEE PAY {a} {a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 I 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 5 104,361 $ 8,697 $ 50.1734 $ 4,013.87
Step 5 5 109,579 $ 9,132 $ 52.6821 $ 4,214.57
8030 Utilities Dispatcher NE I 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
8030 Utilities Dispatcher,Senior NE I 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
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 S $ 196,788 $ 16,399 $ 94.6094 $ 7,568.76
8031 Utilities Project Coordinator _ NE I 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
8130 Associate Electrical Engineer NE I 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 5 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
8140 Computer Aided Drafting Technician 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 5,606 $ 32.3422 $ 2,587.38
Step 5 $ 70,635 $ 5,886 $ 33.9593 $ 2,716.74 63
8125 Electrical Engineer NE I 35 _
Step 1 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Page 13 0121
roe e� City of Vernon
0
-_,. • 1I;(•_I -s Classification and Compensation Plan
}�s7"4. ' Fiscal Year: 2017-2018
�@ f ''"' R.`e Adopted June 19, 2018
�-Giyecr No
1,.
CLAM El EMPLOYEE PAY {a} {a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S $ 146,846 $ 12,237 $ 70.5991 $ 5,647.92
844.5 NE M 34
Step4 $ 133,194 6 11,009 $ 64.0355 5 5,122784
Stee-2 $ 139,853 $ 11,654 $ 67.2372 $ 5,378.0{3
Step-3 $ 146,846 6 12,237 $ 70.5991 5 5,647.92
Step-4 $ 154,186 $ 12,849 $ 74.1290 $ 5,930.32
Step-6 6-1647898 $ 13,491 5 77.8355 5 6,226.84
8112 Prindpal Electrical Engineer NE 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 5 169,993 $ 14,166 $ 81.7272 $ 6,538.18
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 S 206,627 $ 17,219 $ 99.3399 $ 7,947.19
8215 Gas Systems Spedalist NE I 30
Step 1 $ 94,658 $ 7,888 $ 45.5087 S 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 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 I 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 64
8430 Associate Resource Scheduler NE I 30
Step 1 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Page 14 o121
o1 YER,y City of Vernon
g0Afir
;_.1I Classification and Compensation Plan
- it Fiscal Year: 2017-2018
�oi`s,: to. Adopted June 19, 2018
ALLY tem
CLASS El EMPLOYEE PAY (a} (a)
CODE OCCUPATIONAL JOB FAMILIES AND 108 CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S 9,132 $ 52.6821 $ 4,214.57
Step 5 S 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 S $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
8411 Prindpal Resource Planner 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 S 70.5991 $ 5,647.92
Step 4 $ 154,188 $ 12,849 $ 74.1290 $ 5,930.32
Step S $ 161,898 $ 13,491 $ 77.8355 $ 6,226.84
8422 Principal Resource Scheduler/Trader NE I 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
8415 Resource Planner _ NE I 35 -
Step 1 5 120,811 $ 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 NE I _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
7137 Assistant Civil Engineer-Public Utilities 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 65
Step 5 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
7145 Engineering Aide _ NE G 21
Page 15 of 21
s`o ;'FR City of Vernon
Cak "•....tl''r' Classification and Compensation Plan
fat.�, ;•'ti Fiscal Year: 2017-2018
?�ct,.,r• ' y6`.44' c Adopted June 19, 2018
'I'rLY 11+1V
CLASS in
EMPLOYEE PAY (a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S $ 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 S $ 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 S $ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
7925 Water Maintenance Worker,Senior NE G 22
Step 1 $ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Step 2 $ 67,272 5 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 NE 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 66
7911 Water Project Specialist E M 35
Step 1 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Page 16 of 21
''`` 4.0
�{F�1 4 City of Vernon
� ���, . � Classification and Compensation Plan
`1tr' - ;j •�� ' Fiscal Year: 2017-2018
ry'; �J Adopted June 19, 2018
CLASS IBI EMPLOYEE PAY {a} {a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 S 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
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 67
7250 Permit Technician NE G 17
Step 1 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
Page 17 of 21
{ov vzit City of Vernon
c'� !__ i °4s Classification and Compensation Plan
• ?` ; ,,r 'r •7` Fiscal Year: 2017-2018
?��� ='�`y"15St`e Adopted June 19,2018
y�:t�o�
ar 1Np
"t
CLASS to EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 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 S 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 S 85,858 $ 7,155 $ 41.2778 $ 3,302.22
Step 5 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
7135 Associate Engineer 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 S $ 109,579 $ 9,132 $ 52.6821 $ 4,214.57
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 5 9,588 $ 55.3162 $ 4,425.30
Step 4 $ 120,811 $ 10,068 $ 58.0820 $ 4,646.56
Step S $ 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 68
7115 Principal Civil Engineer E M 37
Page 18 of 21
o ''F,�,y City of Vernon
,� rea,� G1 # F#1IY: I. Classification and Compensation Plan
,•---4.170- Fiscal Year: 2017-2018
. y"' .` Adopted June 19, 2018
CLASS El EMPLOYEE PAY {a} {a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
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 $ 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
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 S $ 104,361 $ 8,697 $ 50.1734 $ 4,013.87
7720 Facilities Maintenance Worker _ NE E 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 S $ 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 5 $ 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
7530 Mechanic NE G 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
7520 Mechanic,Lead 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 69
Step 5 $ 90,151 $ 7,513 $ 43.3416 $ 3,467.33
7525 Mechanic,Senior NE G 21
Page 19 of 21
J{o F,t,� City of Vernon
�0 ' -.....„.4 t °'t Classification and Compensation Plan
;. r - r =A
IL' -''r Fiscal Year: 2017-2018
"'-iv*? Adopted June 19,2018
c
CLASS MI
EMPLOYEE PAY {a} (a)
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
Step 1 $ 61,017 $ 5,085 $ 29.3353 $ 2,346.83
Steo 2 $ 64,068 $ 5,339 $ 30.8021 $ 2,464.17
Ste: ; $ 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
7430 Street Maintenance Worker NE G 15
Step 1 $ 45,532 $ 3,794 $ 21.8905 $ 1,751.24
Step 2 $ 47,809 $ 3,984 $ 22.9851 $ 1,838.81
Step 3 $ 50,199 $ 4,183 $ 24.1343 $ 1,930.74
Step 4 $ 52,709 $ 4,392 $ 25.3410 $ 2,027.28
Step 5 $ 55,345 $ 4,612 $ 26.6080 $ 2,128.64
7427 Street 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 5 $ 81,769 $ 6,814 $ 39.3121 $ 3,144.97
7425 Street Maintenance Worker,Senior NE G_ 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
7630 Warehouse Worker 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
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 $ 25.3410-5 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
7307 Facilities Maintenance Supervisor _ E M 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 70
Step 5 $ 94,658 $ 7,888 $ 45.5087 $ 3,640.70
Page 20 of 21
; of vzit City of Vernon
4.
°' -... °
. �l -t. Classification and Compensation Plan
1' ,,,,2 " ' Fiscal Year: 2017-2018
@G `.`e Adopted June 19, 2018
'N"Etr tta9J
CLASS El
EMPLOYEE PAY {a} {a}
CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD
7515 Fleet Supervisor 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
7308 Street Maintenance Supervisor E M _ 26
Step 1 $ 77,875 $ 6,490 5 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
7300 Public Works-Superintendent 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
7130 Public Works Project Coordinator NE G 30
Step 1 $ 94,658 $ 7,888 5 45.5087 5 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
(a}-The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.
71
Page 21 of 21
Syr 11N r :
JOB DESCRIPTION
Accountant, Senior
Date Prepared: March 2014 Class Code: 1230
Date Revised: March 2018
SUMMARY: Under general supervision, leads, monitors and coordinates accounting processes and staff in the
Finance Department, analyzes operations and recommends operating improvements, and analyzes financial
information.
DISTINGUSHING CHARACTERISTICS: --Accountant, Senior is the experienced journey level lead in the
Accounting job series; incumbents work under general supervision, and perform a variety of professional
journey level analytical, technical, complex accounting tasks and functions in support of the Finance
Department.
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:
• Leads the clerical and technical support staff of an assigned accounting work group; plans and assigns
workload; prioritizes and assigns tasks and projects; trains staff, monitors work and provides performance
evaluation input to supervisor/manager; oversees operations, and meets regularly with staff to discuss and
resolve priorities, special assignments, problems, and technical issues.
• Reviews financial and accounting records and corrects errors as required; monitors accounting documents
for accuracy, completeness, and compliance with federal and state rules, and City policies and practices.
• Reviews accounting policies, procedures, and software applications, and recommends changes.
• Performs technical research activities and special projects.
• Reviews, approves, and posts documents and computer accounting entries; performs technical accounting
activities, including general ledger maintenance, revenue tracking, reconciliations, special fund accounting,
capital assets, and financial reporting; performs duties within scope of authority and training, and in
compliance with City policies and quality standards; duties may vary according to job assignment.
• Maintains financial records and associated filing systems; enters data into computer systems; verifies
coding,processes transactions,updates accounts,compiles documentation,and generates reports;reviews
and validates data; maintains additional accounting and technical transaction databases as needed.
• Compiles, summarizes, and analyzes financial data, and prepares and files special financial reports.
• Reviews source documents for compliance to rules and regulations;determines proper handling of financial
and technical transactions within designated limits.
• Processes requests for information,and attempts to resolve them by researching files and records; explains
rules, policies, and procedures; explains the proper use and completion of forms and documents; refers
matters requiring policy interpretation to supervisor for resolution; coordinates solution of customer service
issues with other department staff, and effectively communicates customer service issues.
• 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. 72
MINIMUM QUALIFICATIONS:
Accountant,Senior Vernon CA 1 of 2
Education, Training and Experience Guidelines:
Bachelor's Degree in Accounting, or related field; AND three years of public sector accounting and
computer experience, preferably with the City of Vernon.
Knowledge of:
• City organization, operations, policies, and procedures.
• Generally Accepted Accounting Principles for public sector financial administration.
• Applicable state and federal statutes, rules, codes, and regulations governing public sector accounting
and purchasing functions.
• Principles of training and performance evaluation.
• Customer service standards and protocols.
• Business computers and standard MS Office software applications.
Skill in:
• Interpreting and applying state and federal accounting rules and regulations, and City procedures.
• Reviewing, updating, and maintaining financial records, reports, and documentation.
• Reviewing and correcting financial data and mathematical calculations.
• Prioritizing multiple tasks, projects, and demands; and planning and coordinating the work of others.
• Maintaining accurate and inter-related accounting records, and identifying and reconciling errors.
• Performing mathematical calculations with skill and accuracy,and maintaining electronic records and files.
• Meeting critical time deadlines.
• Training and evaluating employee performance.
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with co-workers.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
73
Accountant,Senior Vernon CA 2 of 2
f
•R / `a#s
JOB DESCRIPTION
Assistant Civil Engineer— Public Utilities
Date Prepared: April 2018 Class Code: 7137
SUMMARY: Under basic supervision, performs a variety of complex technical and engineering work related
to the design of plans and specifications of water and gas facilities; prepares and develops in-house studies,
surveys, reports, construction management and Preliminary Design Reports for water related programs and
projects, directs and reviews engineering and hydrogeological consultants and related work.
ESSENTIAL FUNCTIONS:--Essential functions,as defined under the Americans with Disabilities Act,may include any of the following
representative duties,knowledge,and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees may be assigned duties which are not listed below;reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include,
but are not limited to,the following:
• Performs engineering tasks in the preparation of construction plans and specifications, request for
proposals, request for bids, bid documents, notices to proceed, notice of completions, and other related
documents.
• Administers professional services contracts in engineering, hydrogeology, electrical and construction
management consulting contracts.
• Prepares, reviews and developments engineering plans and specifications and studies using AutoCAD
software, Geographical Information Systems, Hydraulic Water Models, Computer Maintenance
Management Systems, SCADA and Microsoft Office related to the design, construction, operations and
maintenance of water facilities, programs and projects.
• Prepares engineering estimates.
• Conducts operational analyses for water distribution systems with wells, boosters, reservoirs and electrical
systems to improve facility reliability, efficiencies and flexibility.
• Inspects materials and workmanship on public utilities projects and evaluates conformance with plans and
specifications.
• Oversees work performed by Vendors and Contractors.
• Responds to inquiries and provides information regarding property descriptions and utility locations.
• Prepares plans and specifications for a variety of capital improvement projects.
• May train, organize and coordinate activities of Engineering Aides; may provide work performance
feedback to
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's Degree in Civil Engineering and two years of experience in engineering or construction
management is required. An Engineering-In-Training (EIT)certificate is highly desirable and may be
substituted for the two years of experience.
74
Assistant Civil Engineer—Public Utilities Vernon CA 1 of 2
Knowledge of:
• City policies and procedures.
• Federal, State and Local Water Codes and regulatory compliance of the water industry.
• Fundamental engineering computations, methods, practices, and techniques used in design,
construction, construction management and operations of water and gas facilities.
• Fundamental engineering methods, practices and techniques in preparation of engineering reports,
studies, Preliminary Design Reports and engineering design standards.
• Customer service and public relations methods and practices.
• Record keeping and file maintenance principles and procedures.
Skill in:
• Interpreting and applying state and federal statutes, codes, rules, and regulations for water resources.
• Analyzing data and information to draw logical conclusions.
• Computing engineering calculations.
• Working effectively with others to develop solutions for problems.
• Collecting and analyzing data, and making appropriate recommendations.
• Operating a personal computer utilizing standard and specialized software.
• Establishing and maintaining cooperative working relationships with co-workers.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required. Additional technical certifications are preferred and
may be required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment, and in internal and external environments throughout
the City, with possibility of exposure to hazardous materials.
75
Assistant Civil Engineer—Public Utilities Vernon CA 2 of 2
JOB DESCRIPTION
Executive Assistant to the City Administrator
Date Prepared: June 2014 Class Code: 1500
Date Revised: April 2018
SUMMARY: Under general supervision, performs a wide variety of experienced journey level, technical,
complex and highly skilled administrative functions supporting the City Administrator,work requires the exercise
of independent judgment,initiative and discretion based on knowledge of administrative policies and procedures
and the municipal organization in performing daily activities.
DISTINGUSHING CHARACTERISTICS: -- Executive Assistant to the City Administrator is a single
incumbent classification; it is positioned at the experienced journey level in the Administrative job series;
incumbent works under general supervision, and performs a variety of journey level analytical, technical,
specialized, complex and administrative tasks in support of the City Administrator. Incumbent reports to the
City Administrator.
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:
• Apprises the City Administrator of issues, problems, concerns or sensitive matters impacting the City;
monitors and apprises the City Administrator of City Council goals and objectives; reviews and approves
documentation submitted to the City Administrator; Reviews and approves all staff reports submitted for City
Council meetings and all other City boards and committees.
• Provides direct and confidential administrative support to the City Council, City Administrator and other
administrative staff; receives visitors; answers, screens and directs telephone calls; maintains calendars
and schedules appointments; makes travel and meeting arrangements; coordinates appearances for the
City Council and drafts speeches as directed.
• Assists the City Administrator with a variety of administrative tasks using discretion and independent
judgment in accordance with general direction; may serve on committees; conducts research and provides
recommendations regarding special project activity and organizational policies; makes meeting and special
event arrangements in accordance with established criteria.
• Performs a variety of duties in support of the City Administrator, various administrative operations and
activities, including preparation and distribution of memorandums, reports, manuals, press releases and/or
other written communications, budget development,program coordination and monitoring and departmental
policy and procedure development, implementation and enforcements.
• Facilitates information flow and follow-up between City Administration, City Council, and Department
Directors; under general policy guidance, prepares directives for Department Directors to facilitate the
implementation of new programs, or completion of goals and assignments on behalf of the City
Administrator.
• Coordinates assigned activities with other functions, divisions, outside agencies, and the general public; 76
assists in planning of community engagement events and communications.
Executive Assistant to the City Administrator Vernon CA 1 of 3
• May organize, direct, coordinate and evaluate the activities of clerical personnel within the department.
• Responds to and recommends resolution to difficult and sensitive inquiries and complaints; serves as liaison
and as a resource to departments, agencies and the general public; investigates, researches and responds
to inquiries from the public, the media and other City employees; provides explanation of City procedures
requiring understanding of policies and regulations, or refers inquiries to the appropriate authority.
• Monitors department activities to ensure compliance with applicable policies and procedures including local,
state and federal regulations.
• Establishes, maintains, and revises complex office filing systems — including electronic data storage and
retrieval; maintains records of expenditures and departmental records.
• Gathers information and composes routine correspondence in reply to various requests and inquiries.
• Assists in preparing Requests for Proposals and managing contracts.
• Performs complex technical research activities and special projects.
• Performs a wide variety of professional secretarial functions and specialized administrative functions
including word processing, proofreading and editing a variety of materials; oversees the preparation,
distribution, and noticing of various materials and documents.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Associate's degree in Business or related field is required; AND five years of experience performing
increasingly complex and highly responsible office and administrative support work for senior level-personnel.
Municipal/public sector government experience is highly desirable.
Knowledge of:
• City organization, operations, policies, and procedures.
• City Code, City Ordinances and Operating Manuals.
• Principles and practices of office administration.
• Records management principles.
• Telephone etiquette protocol.
• Customer service standards and protocols.
• Business computers and standard MS Office software applications.
Skill in:
• Providing highly skilled secretarial support to executive—level personnel.
• Preparing correspondence, agendas and various types of documents.
• Organizing and maintaining departmental records and filing systems.
• Answering incoming calls and responding to public inquiries.
• Coordinating special projects in support of administrative operations.
• Operating a personal computer utilizing a variety of business software. 77
• Explaining City policies and procedures.
Executive Assistant to the City Administrator Vernon CA 2 of 3
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with elected officials, employees and the public.
• Establishing and maintaining cooperative working relationships with elected officials, managers, fellow
employees, and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid Class C California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment and may be required to attend meetings and events at
various City facilities and/or outside the City.
78
Executive Assistant to the City Administrator Vernon CA 3 of 3
'r'w 'e I • r
JOB DESCRIPTION
Key Accounts Specialist
Date Prepared: May 2018 Class Code: 8515
SUMMARY: Under general supervision, plan, develop and maintain a customer focused environment to
ensure that all utility resources provide responsible solutions and options to key partners and customers, and
to ensure growth objectives in the implementation of programs, products and services beneficial to the
customers in the City of Vernon. Oversees, promotes, markets the delivery of value added services and
conservation programs for customers; maintains and evaluates customer service accounts and programs.
DISTINGUSHING CHARACTERISTICS: The Key Accounts Specialist is the advance journey level position in
the Public Utility Customer Service series and it is a single incumbent classification. Incumbents in this class
are expected to use independent professional judgment, utilizing advanced knowledge to carry out customer
relations, marketing and administrative assignments. The incumbent serves as the liaison between the City
and the key partners and customers, and is assigned supervisory responsibility over customer service staff
and provides general direction and assistance to assigned staff.
ESSENTIAL FUNCTIONS: --Essential functions, as defined under the Americans with Disabilities Act, may include any
of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties
performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable
accommodations will be made as required. The job description does not constitute an employment agreement and is
subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the
following:
• Develops, implements and manages value added utility programs and services which include customer
energy efficiency programs for electric, gas, fiber and water services.
• Participates in the development and implementation of department goals, objectives, policies and
procedures for assigned utility programs including utility billing, credit and collections, customer service,
billing investigations, and utility services.
• Serves as primary contact for the City's Key Accounts program and looks for new ways to enhance program.
• Performs research and analysis of legislative impact to the City pertaining to municipal utilities and service
related programs.
• Works to build effective relationships with City residents and business community while effectively promoting
city programs.
• Works closely with customers to implement energy efficiency incentive programs.
• Oversees the management of customer information systems for tracking program participation,
expenditures, energy, water and therm savings.
• Assists all utility department divisions in advertising, promotions, publications,customer education,outreach
and social media programs.
• Handles difficult and uncomfortable situations with patience, poise and good judgment.
• Performs extensive studies on utility accounts involving customer disputes.
• Coordinates utility public benefits programs with city departments, divisions, sections, and with outside
agencies.
• Interacts with various business organizations, representatives, government officials and other professionals
in a manner suited to the community and city. 79
Key Accounts Specialist Vernon CA 1 of 2
• Supervises assigned staff; sets work priorities; creates work schedules; provides training; conducts
performance evaluations; rewards and/or disciplines employees.
• Performs duties of Customer Service Representative as needed to meet workload demands.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's degree from an accredited college or university with major coursework in engineering, marketing,
business or public administration or closely related field; AND four years of marketing, public service,
customer service, utility compliance or related utility experience, including two years of lead level experience.
Knowledge of:
• City policies and procedures.
• Principles of public utility record keeping and records management.
• Essential marketing and communications principals and strategies.
• Marketing media, advertising and promotion.
• Public and community relations methods and techniques.
• Personal computer software including word, spreadsheet functions, and databases. Use of Advanced
Utilities Billing (V4)and MV90 software is desired.
• Customer service standards and protocols.
Skill in:
• Patient and professional negotiation skills and training.
• Performing work with accuracy and high attention to detail.
• Following and enforcing verbal and written instructions and procedures.
• Establishing and maintaining cooperative working relationships with customers, residents and co-workers.
• Coordinate and direct customer service accounts and programs; supervise, organize, and review the work
of assigned staff.
• Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment. Employee may work off site and visit customer locations.
80
Key Account Specialist Vernon CA 2 of 2
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JOB DESCRIPTION
Mechanic
Date Prepared: March,2014 Class Code: 7530
Date Revised: January, 2017
Date Revised: May, 2018
SUMMARY: Under basic supervision,maintains and repairs City vehicles and equipment;performs basic safety
inspections, and recommends equipment repair or replacement; drives and operates equipment to diagnose
problems and verify proper completion of work.
ESSENTIAL FUNCTIONS: --Essential functions, as defined under the Americans with Disabilities Act,may include any of the following
representative duties,knowledge,and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees may be assigned duties which are not listed below;reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer.Essential duties and responsibilities may include,
but are not limited to,the following:
• Performs a variety of diagnostic, maintenance, and general repair work on City vehicles, including heavy
equipment, equipment, and tools.
• Performs preventative maintenance work such as tune-ups, oil changes, and tire repair.
• Maintains records and logs of service performed, parts used, and time charges for repairs.
• Adheres to safety rules and regulations.
• Cleans equipment and sweeps and mops work area; ensures work area and all equipment are clean and
safe to use.
• Disposes of all chemicals in accordance with all safety regulations and procedures.
• Transports equipment from field to City shop and performs emergency job site location service calls.
• Performs other maintenance work as assigned.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent; AND two years of experience in the repair and maintenance of
automobiles.
Knowledge of:
• City organization, operations, policies, and procedures.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
• Environmental guidelines and standards for the storage and disposal of hazardous materials.
• Principles and practices of the repair and maintenance of mechanical and computerized systems within
vehicles and equipment.
• Principles and practices of vehicle maintenance and repair methods and techniques.
• Basic principles and practices of heavy equipment maintenance and repair methods and techniques. 81
• Methods and techniques in the repair and maintenance of brakes, suspension, steering, and motors.
• Shop operations, record keeping, and safety practices and procedures.
Mechanic Vernon CA 1 of 2
Skill in:
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals,blue prints,schematics,wiring diagrams,technical service
bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures, guidelines, and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and measuring
equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License is required within 24 months from appointment
date.
Certificate in Automotive Service Excellence(ASE)Al, A4, and A5 are required within12 months from date of
hire. Additional Automotive Service Excellence (ASE) certificates such as A6 and A7 are desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May be
required to lift and carry items weighing up to 50 pounds.
82
Mechanic
Vernon CA 2 of 2
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JOB DESCRIPTION
Mechanic, Senior
Date Prepared: March,2014 Class Code: 7525
Date Revised: March,2017
Date Revised: May, 2018
SUMMARY: Under general supervision, performs a variety of advanced tasks in the inspection, diagnosis,
repair, and maintenance of City vehicles and equipment; performs safety inspections and recommends
equipment repair or replacement; drives and operates equipment to diagnose problems and verify proper
completion of work.
ESSENTIAL FUNCTIONS: --Essential functions, as defined under the Americans with Disabilities Act,may include any of the following
representative duties,knowledge,and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees may be assigned duties which are not listed below;reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer.Essential duties and responsibilities may include,
but are not limited to,the following:
• Performs a variety of advanced diagnostic, maintenance, and repair work on a variety of City vehicles,
including heavy equipment, equipment, and tools.
• Inspects, diagnoses and repairs electrical systems.
• Performs preventative maintenance work on air conditioning units, motors and transmissions, and performs
tune-ups, oil changes, and tire repair.
• Maintains records and logs of service performed, parts used, and time charges for repairs.
• Adheres to safety rules and regulations.
• Cleans equipment and sweeps and mops work area; ensures work area and all equipment are clean and
safe to use.
• Creates and inputs new work orders. Orders parts, picks up parts and closes out work orders.
• May assign work to others.
• Disposes of all chemicals in accordance with all safety regulations and procedures.
• Repairs and installs emergency response lights and radio communication equipment.
• Transports equipment from field to City shop and performs emergency job site location service calls.
• Performs other maintenance work as assigned.
• Coordinates and schedules work with City departments, divisions and/or external vendors.
• Works with Automated Work Order System.
• May act in the place of the Lead Mechanic during Lead Mechanic's absence or as assigned.
• Prepares reports and works on City's Automated Computer System(s).
• May assist in scheduling and coordinating work in the Garage.
• Assists with research, review and recommendations for new vendors, parts, services and pricing of
equipment.
• Attends various seminars and training courses for professional development.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned. 83
Mechanic,Senior Vernon CA 1 of 2
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent; AND three years of experience in the repair and maintenance of
automobiles, heavy equipment, small engines, small equipment, emergency vehicles, and NC recovery and
recharge.
Knowledge of:
• City organization, operations, policies, and procedures.
• Automated work order systems, vehicle history records.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
• Environmental guidelines and standards for the storage and disposal of hazardous materials.
• Principles and practices of the repair and maintenance of mechanical, electrical and computerized
systems within vehicles, equipment mechanical diagrams and repair manuals.
• Principles and practices of vehicle and heavy equipment maintenance and repair methods and
techniques.
• Methods and techniques in the repair and maintenance of brakes, suspension, steering, and automatic
transmissions.
• Shop operations, record keeping, and safety practices and procedures.
• Hydraulic systems diagnosis, repairs, equipment operation.
• Diagnostic tools and scanners.
Skill in:
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals, blue prints,schematics,wiring diagrams,technical service
bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures guidelines and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and measuring
equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License required.
Certificate in Automotive Service Excellence (ASE)Al-A9 is required.
Incumbents hired in this classification will be required to continuously work towards and obtain a first and second
certification as an ASE MA and MT within 48 months from date of hire.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May be
required to lift and carry items weighing up to 50 pounds.
84
Mechanic,Senior Vernon CA 2 of 2
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JOB DESCRIPTION
Mechanic, Lead
Date Prepared: March,2014 Class Code: 7520
Date Revised: March,2017
Date Revised: May, 2018
SUMMARY: Under general supervision, provides work direction and general daily oversight of the City's vehicle
and equipment maintenance garage; performs a variety of administrative work.
ESSENTIAL FUNCTIONS: --Essential functions, as defined under the Americans with Disabilities Act,may include any of the following
representative duties,knowledge,and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees may be assigned duties which are not listed below;reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer.Essential duties and responsibilities may include,
but are not limited to,the following:
• Prepares daily crew schedules, timesheets, and reports.
• Coordinates and schedules monthly fleet maintenance, and related services with each city department,
divisions and/or external vendors.
• Assigns work and provides direction to others. Inspects all work in progress and upon completion of each
job.
• Approves work orders, monitors status of work orders, updates status in computer; and closes out work
orders upon completion of work.
• Orders supplies and materials needed to complete each repair and any other necessary items for the City's
garage; enters all vendor orders and invoices into the automated computer system.
• Researches, reviews and recommends new vendors, parts, services and pricing of equipment.
• Schedules safety inspections and certification of shop equipment and maintains documentation.
• Inspects and verifies new equipment.
• Initiates purchase orders and fund transfer between accounts or purchase orders as needed.
• Makes recommendations for vehicle replacement.
• Trains employees on safety in the workplace; observes employees and enforces safety procedures.
• Advises Fleet Supervisor of issues with equipment or other garage issues requiring immediate attention.
• Performs a variety of advanced diagnostic, maintenance and repair work as necessary on a variety of City
vehicles, including heavy equipment, equipment and tools; performs other general maintenance work as
assigned.
• Attends various seminars and training courses for professional development.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School Diploma or GED equivalent; AND five years of automotive maintenance and repair experience,
including three years of senior mechanic level experience. 85
Mechanic,Lead Vernon CA 1 of 2
Knowledge of:
• Automated work order systems, vehicle history records and repair parts inventories.
• City organization, operations, policies, and procedures.
• Customer service standards and protocols.
• Federal motor safety regulations and state air resource and air quality standards.
• Environmental guidelines and standards for the storage and disposal of hazardous materials.
• Principles and practices of effective employee supervision.
• Advanced principles and practices of the repair and maintenance of mechanical, electrical and
computerized systems within vehicles and equipment.
• Basic principles and practices of vehicle and heavy equipment maintenance and repair methods and
techniques.
• Shop operations, including priority-setting, organization, time management, problem resolution, record
keeping, and safety practices and procedures.
Skill in:
• Communicating effectively verbally and in writing.
• Dealing tactfully and courteously with the public.
• Establishing and maintaining cooperative working relationships with supervisors, co-workers, vendors,
sales representatives and contractors.
• Operating a personal computer and various software applications.
• Providing efficient customer service.
• Reading and understanding technical manuals, blue prints,schematics,wiring diagrams,technical service
bulletins and parts catalogs.
• Using initiative, discretion and judgment within established procedures, guidelines, and rules.
• Using shop equipment, including hand and power tools, diagnostic equipment, and testing and measuring
equipment.
• Troubleshooting and diagnosing vehicle and equipment problems.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Class B Commercial Driver's License is required.
Certificate in Automotive Service Excellence (ASE)Al-A9 is required.
Incumbents hired in this classification will be required to continuously work towards and obtain a first and second
certification an an ASE MA and MT within 48 months from date of hire.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an outdoor work environment. May be exposed to dangerous machinery, extreme
weather conditions, hazardous chemicals and infectious diseases. May be required to climb ladders. May be
required to work in trenches or confined spaces. May be required to lift and carry items weighing up to 50
pounds.
86
Mechanic,Lead Vernon CA 2 of 2
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JOB DESCRIPTION
Principal Electrical Engineer
Date Prepared: April 2018 Class Code: 8112
SUMMARY: Under limited supervision, plans, assigns, supervises, and reviews engineering staff work;
performs professional, technical and complex electrical engineering work related to planning, and construction
of generation, sub-transmission, distribution, substation facilities, distributed generation, maintenance, repair,
and construction of public utility system and capital improvement projects.
DISTINGUSHING CHARACTERISTICS: The Principal Electrical Engineer is the advance journey level in
the Electrical Engineering series and it is a single incumbent classification. An incumbent is distinguished
from the Electrical Engineers by the amount of experience attained in the performance of assigned duties
and responsibilities. In addition to requiring only occasional instruction and assistance the incumbent is
assigned the most complex and technical work on a wide variety of areas and functions as a highly
experienced practitioner. The incumbent is assigned supervisory responsibility over engineering staff and
provides general direction and assistance to assigned staff.
ESSENTIAL FUNCTIONS:--Essential functions, as defined under the Americans with Disabilities Act,may include any of the following
representative duties,knowledge,and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees may be assigned duties which are not listed below;reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer.Essential duties and responsibilities may include,
but are not limited to.the following:
• Prepares, reviews, and approves engineering drawings, work orders and purchase orders; checks
construction plans and construction work order packages for proper engineering practices.
• Assists in implementing equipment maintenance programs and the analysis and remedy of major equipment
failures, station service interruptions, and safety problems.
• Supervises and participates in electrical systems planning and electric load management.
• Performs electric power system studies including load flow and short circuit studies and analyzes data.
• Develops power distribution switching procedures.
• Prepares detailed specifications for equipment, materials, and projects.
• Plans, assigns, and reviews the work of assigned engineering staff; assists in development and
implementation of goals, objectives, policies, priorities, programs and major projects.
• Supervises assigned staff; sets work priorities; creates work schedules; provides training; conducts
performance evaluations; rewards and/or disciplines employees.
• Supervises the development of plans and estimates for construction and major repair of the electrical system
including generation, substations, sub transmission and related facilities.
• Assists in the preparation of annual budgets for assigned division; assists in developing and implementing
capital improvement projects; may monitors budgets; prepares and provides justifications for project costs
and annual budgets.
• Assists with the development of plans and estimates for construction and major repair of utility systems,
including overhead and underground transmission and distributions lines and systems; reviews and may
approve engineering drawings, work orders, and purchase orders; reviews electrical designs and layouts
proposed by staff or developers.
• Assists with the purchase, distribution, conservation and sale of electric, gas, and telecommunications
services; assists with forecasts equipment requirements to meet standards. 87
• Maintains compliance with state and federal requirements for safety and environmental impact.
Principal Electrical Engineer Vernon CA 1 of 2
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's Degree in Electrical Engineering with technical training in substation and protective relaying
systems, AND seven years of progressively responsible professional experience in planning, designing, and
construction of electric distribution substations and projects, including three years in a responsible lead or
supervisory capacity in the electric utility field.
Knowledge of:
• City policies and procedures.
• Customer service and public relations methods and practices.
• Electrical engineering methods, practices, and computations for project planning, designs, technical
plans, specifications, estimates, and reports for public electric utility and infrastructure improvement
projects.
• Advanced electrical engineering methods, practices, and computations for project planning, designs,
technical plans, specifications, estimates, and reports for public electric, gas, and telecommunications
utility and infrastructure improvement projects.
• Budgeting, engineering economics, and principles of supervision and management.
• Methods, material, and techniques used in electric systems construction, and inspection practices.
• Methods, material, and techniques used in substation and protective relaying systems and SEL relays.
• Principles and practices of government project management and methods of evaluating construction
contract compliance.
• Principles and practices of record keeping and records management.
• Principles of record keeping and records management.
• State and federal codes and regulations governing public utilities projects.
Skill in:
• Administering contracts and managing construction projects.
• Collecting and analyzing data and information to draw logical conclusions and make effective
recommendations.
• Communicating effectively both verbally and in writing.
• Establishing and maintaining cooperative working relationships with co-workers, contractors, property
owners, other City personnel, and the public.
• Interpreting and applying state and federal statutes, codes, rules, and regulations.
• Making complex electrical engineering computations and to check, design and supervise the preparation
of electrical engineering plans and studies.
• Operating a personal computer utilizing standard and specialized software.
• Supervising and coordinating the work of engineering personnel and contractors.
• Working effectively with others to develop solutions for problems.
• Performing efficiently and effectively under pressure.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
Registration as a Professional Engineer with the California State Board of Registration for Professional
Engineers is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment and in internal and external environments and
construction sites throughout the City with possibility of exposure to hazardous materials. 88
Principal Electrical Engineer Vernon CA 2 of 2
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JOB DESCRIPTION
Principal Resource Planner
Date Prepared: April 2018 Class Code: 8411
SUMMARY: Under limited supervision, prepares long-term integrated utility resource plans, recommends,
negotiates, prepares and administers the City's power resources contracts and agreements in accordance
with the direction and goals established by management, and evaluates electric resource projects and
demand-side programs for the Electric Resource Planning & Development (ERPD) work group in the City's
Public Utilities (VPU) Department.
DISTINGUSHING CHARACTERISTICS: The Principal Resource Planner is the advance journey level in
the Resource Planning series and it is a single incumbent classification. An incumbent is distinguished from
the Resource Planner by the amount of experience attained in the performance of assigned duties and
responsibilities. In addition to requiring only occasional instruction and assistance the incumbent is
assigned the most complex and technical work on a wide variety of areas and functions as a highly
experienced practitioner. Incumbents in this class are expected to use independent professional judgment
and advanced knowledge to carry out both technical and administrative assignments. The incumbent is
assigned supervisory responsibility over resource planning staff and provides general direction and
assistance to assigned staff.
ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may
include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing
of all functions and duties performed by incumbents of this class; employees may be assigned duties which
are not listed below; reasonable accommodations will be made as required. The job description does not
constitute an employment agreement and is subject to change at any time by the employer. Essential duties
and responsibilities may include, but are not limited to, the following:
• Conducts the modeling, analysis, and growth forecasting of City load patterns and resource utilization
using statistical methods and tools; identify factors affecting City loads and related impacts on load
growth.
• Prepares long-range Integrated Resource Plan and reports.
• Conducts research and evaluate market survey data and potential opportunities for forward, day-ahead
and real-time trading opportunities; recommend the implementation of strategies related thereto.
• Negotiates contract proposals, terms, and conditions.
• Assists in the implementation of City utility conservation programs.
• Assists with rate design studies.
• Participate in regulatory, legal and project administration efforts.
• Reviews and analyzes federal and state legislation and regulatory filings.
• Provides management staff with economic analysis of proposed legislation and proposed litigation
settlements; meet and confer with representatives from other utilities and agencies to settle disputes;
assist legal counsel in bulk power litigation.
• Monitors regulatory changes and legislative initiatives and develops reports on potential impact.
• Supervises assigned staff; sets work priorities; creates work schedules; provides training; conducts
performance evaluations; rewards and/or disciplines employees.
• Develops and supervises implementation of strategies for the trading of wholesale power and gas
products. 89
• Assists real-time and day-ahead wholesale power market and gas operations.
Principal Resource Planner Vernon CA 1 of 3
• Participates in the evaluation and formulation of operating and risk management strategies.
• Assists in the management of the Cap and Trade auction and activities related thereto.
• Provides/supports the econometric and/or advanced statistical data analysis needs of other utility
divisions.
• Makes recommendations for changes and improvements to existing standards, policies, and
procedures; monitor work activities to ensure compliance with established policies and procedures.
• Participates in the selection of integrated resources planning staff; provide or coordinate staff training;
work with employees to correct deficiencies; implement discipline procedures.
• Coordinates and participates in the obtaining of bulk power resource proposals from outside agencies;
negotiate and conduct economic studies related to proposal rates, terms and conditions; negotiate and
administer contracts; interpret contracts and identify the need for modifications; schedule resources for
maximum economic benefit within contractual provisions.
• Coordinates activities with those of other divisions and outside agencies and organizations; provide staff
assistance to the Integrated Resources Manager; prepare and present staff reports and other necessary
correspondence.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's Degree in Engineering, Finance, Economics, mathematics, statistics or Business Administration;
AND a total of five years of increasingly responsible professional experience in the following areas: power
resources planning, bulk power contract administration, financial and economic analysis of public utilities
operations, including two years of lead or supervisory experience in the same field.
Knowledge of:
• City policies and procedures.
• State and federal laws, rules, policies, and regulations governing public utilities and environmental issues.
• Fundamental principles and operations of power generation and the natural gas and electric markets.
• Principles and practices of integrated resources planning and organized markets.
• Principles of project planning and contract management.
• Safety rules and regulations, occupational hazards, and safety precautions in public utilities operations.
• Principles and procedures of record keeping and technical file maintenance.
• Contract principles, structure, purpose and negotiation techniques.
• Contract and project development and management processes.
• Risk management theory, practices, and procedures.
• Production Cost Modeling and Integrated Resource Planning principles and theory.
• Effectively communicate complex subjects to diverse audiences using superior written and oral
presentation skills.
Skill in:
• Analyzing and evaluating bulk power resources.
• Analyzing technical issues, evaluating alternatives, and developing recommendations.
• Researching, collecting, and analyzing data, and generating reports.
• Reviewing documents and extracting relevant information.
• Operating a personal computer utilizing standard and specialized software.
• Establishing and maintaining cooperative working relationships with co-workers.
• Communicating effectively verbally and in writing.
• Coordinating and directing integrated resources planning programs; supervising, organizing, and
reviewing the work of assigned staff.
• Participating in the preparation and administration of assigned budgets. 90
Principal Resource Planner Vernon CA 2 of 3
• Recognizing and analyzing potential issues impacting the City's power supply that may arise on a national,
state, and local level.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment.
91
Principal Resource Planner Vernon CA 3 of 3
• t• •
JOB DESCRIPTION
Utilities Dispatcher, Senior
Date Prepared: April 2018 Class Code: 8025
SUMMARY: Under general supervision, monitors real-time operations and maintenance activities of the City's
electric, bulk power, gas and water systems; assigns tasks to electric operators; leads Critical Control Center
activities; distributes electricity and water; operates wells and boosters to maintain positive water pressure;
tracks electrical market fluctuations.
DISTINGUSHING CHARACTERISTICS: — Utilities Dispatcher, Senior is the advanced journey level
classification within the Utilities Dispatcher series, responsible for performing all functions of the Utilities
Dispatcher as well as leading Critical Control Center activities, developing and checking programs and
schedules, and coordinating work schedules and time-off requests. The position requires a valid State of
California Grade II Water Distribution License.
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:
• Coordinates distribution activities with the Gas,Water and Electric divisions and contractors.
• Schedule outages;develops and checks switching programs;creates and checks programs and schedules.
• Oversees the VPU system dispatch work order database; coordinates with customer service for billing and
invoicing of jobs; verifies work details are accurate, accounted for and recorded.
• Assists with the Coordination of operations personnel work schedules and hours; creates and submits
employee timesheets and facilitates time-off requests.
• Manages warehouse inventory; maintains inventory and billable work orders; coordinates the ordering of
supplies and inventory items; generates purchase orders, obtains quotes from vendors, tracks status of
orders.
• Monitors real-time operations and maintenance activities of the City's electric, bulk power, gas and water
systems; monitors gas system on SCADA; performs duties within scope of authority and training, and in
compliance with City policies, safety and quality standards; duties may vary according to job assignment.
• Assigns operations and maintenance tasks to electric operators; maintains direct control of Critical Control
Center activities such as distributing electricity, maintaining positive water pressure and sufficient supply
through the use of connections, reservoirs,wells and boosters,and monitors electrical market fluctuations.
• Schedules route changes to ensure flow of electricity and water to customers; notifies appropriate
agencies of changes, activities and events; reenergizes circuits or lines and restores service for public
safety.
• Creates day ahead schedules for weekend coverage.
• Responds to generation dispatches, brings generation online and monitors generation conditions by way
of alarms, telemetry, status, modes of operation, or similar notifications.
• Compiles, calculates and prepares routine Electric, Water, Gas and Bulk Power reports or ad hoc reports
on system disturbances, emergencies, or any unusual operating condition or action. 92
• Coordinates maintenance activities with outside contractors.
Utilities Dispatcher,Senior Vernon CA 1 of 2
• Acts as primary contact after-hours for non-public safety calls for service.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work-
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
High School diploma or GED; AND five years of electric utility operations experience.
Knowledge of:
• City organization, operations, policies, and procedures.
• Customer service standards and protocols.
• Outage scheduling, developing and checking switching programs and schedules.
• Electric, Water, Gas and Bulk Power Utility operating concepts.
• Basic electrical principles, procedures and components, power system operations including power plant
operations; fundamentals of alternating current circuits, and electrical safety policies and procedures.
• Occupational hazards and safety precautions applicable to the work.
• Personal computer operations.
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.
• Keeping records as required by regulatory agencies.
• Operating personal computers and specialized software applications including SCADA systems.
• Remaining calm under stress or emergency conditions.
• Maintaining a strong sense of propriety concerning confidential matters.
• Building relationships and fostering teamwork.
• Communicating effectively, both orally and in writing.
• Establishing and maintaining cooperative working relationships with managers, fellow employees,
contractors, representatives of other utilities, outside consultants and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
A valid State of California Grade II Water Distribution License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in an electric generation plant and electric sub-transmission and distribution substation
environment; may be exposed to energized equipment. May be exposed to dangerous machinery,
hazardous chemicals and electric shock. Routine exposure to the elements. Works a set schedule per
department needs, however, oversight of 24/7 operations may require the need to work alternative
schedules including nights, weekends and rotating shifts.
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