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Resolution No. 2018-039RESOLUTION NO. 2018-39 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 July 17, 2018, the City Council of the City of Vernon adopted Resolution No. 2018-29, adopting an amended and restated Citywide Fringe Benefits and Salary Resolution; and WHEREAS, by memorandum dated October 25, 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 October 25, 2018: (i) adopt the new job classification and associated salary range of the Environmental Health Technician; 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 October 25, 2018, the City Council of the City of Vernon hereby approves the amended and restated Citywide Fringe Benefits and Salary Resolution, to adopt the new job classification and associated salary range of the Environmental Health Technician, a copy of which is attached hereto as Exhibit A. SECTION 4: All resolutions or parts of resolutions, specifically Resolution No. 2018-29, not consistent with or in conflict with this resolution are hereby repealed. SECTION 5: 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 25th day of October, 018. Name: Yvette Woodruff -Peres ATTEST: _7� "'f�• Mari E. Ayala, City Clerk APPRO ED AS TO FORM: Zayna Moussa, Senior Deputy C'ty Attorney Title: Mayor / - 2 - STATE OF CALIFORNIA ) ) ss COUNTY OF LOS ANGELES ) I, Maria E. Ayala, City Clerk of the City of Vernon, do hereby certify that the foregoing Resolution, being Resolution No. 2018-39, was duly passed, approved and adopted by the City Council of the City of Vernon at a special meeting of the City Council duly held on Thursday, October 25, 2018, and thereafter was duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon. Executed this 3r day of October, 2018, at Vernon, California. (SEAL) Mara E. Ayal City Clerk - 3 - _ ti EXHIBIT A City of Vernon FRINGE BENEFITS SALARY RESOLUTION Adopted dEFly-��October 25, 2018 TABLE OF CONTENTS FRINGE BENEFITS AND SALARY RESOLUTION PART 1 — FRINGE BENEFITS Introduction: ......................................................................................................... 4 Section1: Holiday............................................................................................. 5 Section 2: Administrative Leave Time............................................................... 6 Section3: Overtime.......................................................................................... 8 Section 4: Compensatory Time........................................................................10 Section5: Court Time......................................................................................11 Section6: Vacation..........................................................................................12 Section 7: Sick Leave......................................................................................14 Section 8: Family Sick Leave Kin Care ....................................17 Section 9: Bereavement Leave........................................................................18 Section10: Jury Duty........................................................................................ 20 Section 11: Automobile Allowance and Reimbursement for Expenses..............21 Section 12: Health Insurance.............................................................................23 Section 13: Dental Insurance.............................................................................24 Section 14: Vision Insurance.............................................................................25 Section 15: Life Insurance.................................................................................26 Section 16: Deferred Compensation Plan..........................................................27 Section 17: CalPERS Retirement Plan..............................................................28 Section 18: Retiree Medical Insurance..............................................................30 Section 19: Longevity Program .............................................. ......................... ... 32 Section 20: Bilingual Pay................................................................................... 34 Section 21: Uniform Allowance..........................................................................35 Section22: Stand-by Policy...............................................................................36 Section23: Per Diem...........................................................................38 PART II — CLASSIFICATION AND COMPENSATION Section1. Purpose...........................................................................................40 Section 2. The Compensation Plan..................................................................40 Section 3. The Classification Plan....................................................................40 EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN.................................41 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. 4 TABLE 1 - HOLIDAY HOLIDAY_ _ January 1 S, - New Year's Da 31d Monday in January - Martin Luther King Jr. Da 3'd Monday in February - Presidents Da March 31 st - Cesar Chavez Da The Last Monday in May — Memorial Da July 4ch — Independence Da The 1 s' Monday in September — Labor Da The 2nd Monday in October — Columbus Da November 11Ih — Veterans Da The 411 Thursday in November - Thanksgiving Da December 24Ih — Christmas Eve December 25'h — Christmas Da _ December 3151 — New Year's Eve And other days as such designated by City Council. Section 2. ADMINISTRATIVE LEAVE A. Executive and Management - Includes City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors shall receive, effective January 1 of each calendar year, 80 hours of Administrative leave. B. The 80 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. C. Executive and Management staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: Hired, Promoted, or Reclassified on or Between January 1 — March 31 A rip I 1 —June 30 _- . July-1 — Sept. 30 Oct 1 — Dec. 31 Administrative Leave 80 hours 60 hours 40 hours 20 hours D. Mid -Management — Staff who are designated as exempt in accordance with the Fair Labor Standards Act shall receive, effective January 1 of each calendar year, 60 hours of Administrative leave E. The 60 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: - ----------- - - Hired, Promoted, or Reclassified on or Between January 1 — March 31 April 1 — June 30 July 1 —Sept 30 _ Oct 1 — Dec. 31 Administrative Leave 60 hours 45 hours 30 hours 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 6 the department head retains discretion to approve the use of Administrative Leave in special circumstances. H. The City Administrator or his/her designee may grant additional administrative leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff. 7 Section 3. OVERTIME A. It shall be the duty of all department heads to operate their respective departments with a minimum amount of overtime. If the best interests of the City require that an employee work beyond the forty (40) hours of work scheduled, such employee shall be compensated as set forth hereinafter. B. The department head may reschedule the workweek of employees in positions not exempt from the FLSA to allow credit for productive hours actually worked on one day (excluding lunch periods) towards the regular paid workweek schedule. For example, if an employee works twelve (12) hours on one day (based on a ten (10) hour day), the entire twelve hours will be recorded on the time card as paid worked time. In this example, the department may schedule the employee to work only eight (8) hours on one of the other scheduled workdays in the workweek, as long as the employee's hours for the workweek do not fall below the minimum paid work hours schedule. C. All overtime requests must have prior written authorization of the respective department head or designee prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable. D. Except as may be provided in specific memoranda of understanding, employees will be paid overtime at time and a half (1.5) of their regular hourly rate for all eligible hours worked in excess of forty (40) hours in a single workweek. E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury duty leave, and bereavement leave shall count as time worked for the purposes of computing overtime. Unpaid jury leave, disciplinary suspensions, and administrative leave shall not count as time worked for the purpose of computing overtime. F. In the event a part-time or temporary employee is required to work beyond his/her assigned working hours, compensation shall be at the normal hourly rate up to forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek, such employee shall be compensated at the rate of one and one-half of (1.5) said employee's hourly rate. G. If an employee works on his/her regular day off, the employee will receive paid compensation or receive compensatory time, at the employee's discretion. With a mutual agreement between an employee and his/her supervisor, an employee's regular day off may be rescheduled to another day off in the same pay period. An employee is expected to begin work no more than five (5) minutes prior to the beginning of his or her scheduled start time, and to stop work no later than five (5) minutes after the end of his or her scheduled ending time. An employee who wishes to begin or end work at a different time must obtain written approval from his or her department head prior to working the different or additional time. J. Straight time and overtime will be compensated in six (6) minute segments of time. K. While overtime should be attempted to be distributed equally amongst all employees in a given classification, the department head retains discretion to assign such overtime. L. The City Administrator, department heads and those management employees designated by the City Administrator as exempt under the provisions of the Fair Labor Standards Act (FLSA) shall not be subject to the provisions of this section relating to overtime, but shall work such hours as may be necessary for the effective operation of their respective departments. M. Please refer to Human Resources Policy, Salary Plan Administration II-3 9 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. 10 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. Section 6. VACATION A. Except as provided for in respective memoranda of understanding, every full time employee who has been in the continuous employment of the City shall receive annual vacation leave as set forth in below: Mid -Management and Confidential Staff: Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual 1 St year thru 411 year 80 3.08 511' year thru 91h year 100 3.85 10th year thru 14th year 120 4.62 151h year thru 2411' 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 1 St year thru 41h year 5th year thru 10th year 10th year thru 15th year 15th year thru 25th year 25th year and more Vacation Hours Earned Bi-Weekly Accrual 120 4.62 150 5.77 170 6.54 185 7.12 190 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. I? Vacation leave requests for extended times (3 weeks or more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in advance of the beginning of the vacation. E. Vacations shall be approved subject to the needs of the department. The employee's seniority and wishes will be factors that are considered during the scheduling process. F. Vacation leave requests shall not be in excess of such leave actually earned at the time it is requested or in excess of the regular scheduled workweek. G. No vacation leave shall be accumulated by employees while they are on an unpaid leave of absence. H. Vacation may be taken prior to the completion of the employee's probationary period under special circumstances and with the approval of the department head. In the event one or more City holidays fall within a vacation period, such holidays shall not be charged as vacation leave. J. Upon separation from City employment, compensation shall be paid for vacation leave that has been earned but not taken. K. Vacation leave shall be requested in fifteen (15) minute increments. L. The department head retains discretion to cancel previously authorized vacation in the case of an emergency. M. The City Administrator or his /her designee may grant additional leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff. 13 Section 7. SICK LEAVE A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year, at a rate of 3.08 of sick leave hours per pay period. B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014, beginning July 1, 2015, all part-time and temporary employees (excluding CalPERS retired annuitants) working for 30 or more days within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours worked and shall be eligible to use accrued sick leave after satisfying a 90-day employment period C. Employees shall only receive sick leave accrual while they are in a paid status. D. The City shall allow annual carry-over of sick leave hours for full-time employees up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/ temporary employees. This bank of carry-over sick leave would provide a cushion for long-term illnesses and injuries. E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be compensated for at the end of the calendar year at 50% of the employee's hourly rate. F. Temporary employees are not eligible for cash -out of accrued sick leave hours. G. All employees who are rehired with a break in service of less than one year are entitled to have previously unpaid accrued and unused paid sick days reinstated. H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or treatment of an existing health condition or preventative care for an employee or an employee's family member (including to care for a parent -in-law, grandparent, grandchild, or a sibling, in addition to child, parent, spouse or registered domestic partner). Sick leave shall also be allowed for an employee for certain purposes related to being a victim of domestic violence, sexual assault, or stalking. Preventive health care shall include medical and dental appointments (if such appointments cannot be arranged other than during working hours) and injury not arising out of and in the course of employment. Sick leave shall be used in increments of fifteen (15) minutes and shall not be taken in excess of time earned at the time it is taken. Foreseeable sick leave requires advance notification, while unforeseeable sick leave requires notice as soon as practicable. If sick leave on account of any of the above illnesses exceeds two (2) consecutive working days, the employee, prior to return to work, shall submit a statement of such disability illness or injury from the employee or family member's physician. The statement shall certify the physical condition of the employee/employee's family member that prevented the employee 14 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. 15 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. 16 Section 8. FAMILY SICK LEAVE (KIN CARE) In any calendar year, employees may use the employee's accrued and available sick leave entitlement, in an amount not more than the sick leave that would be accrued during six months at the employee's then current rate of entitlement, for qualifying family illness as follows: Sick leave for family illnesses will be allowed only for the sickness of the spouse of, or the children of, or mother or father of, the employee living within the same household. In the case of joint custody of a child, illness of the child occurring at the other custodial parent's house may also qualify. The department head shall approve all family sick leaves and a statement establishing the need for sick leave from a physician may be required as a condition of payment while on such leave. 17 Section 9: BEREAVEMENT LEAVE A. Permanent full-time employees, regardless of period of service, may in the event of death or if death appears imminent, of any "immediate family member' as defined below, including the equivalent relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days (total hours may vary depending on work schedule) of bereavement leave without loss of salary. Relative - All Regular Em Ip oyees .Spouse 4 work days Child 4 work days _ Registered Domestic Partner 4 work days Step -Child _ Parent -- --- Step -Parent 4 work days 4 work days -- 4 work des 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 da s Brother 4_work days Sister 4 work days Step -Sister 4 work days 4 work days Step Brother Daughter-in-law 4 work days -_ Son-in-law 4 work da s Brother-in-law* 4 work days Sister-in-law* 4 work days *Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or the sibling of the employee's spouse. B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in thirty -minute increments. The bereavement leave begins on the first regularly scheduled workday as requested by the employee. If the employee learns of the death while at work, he or she is entitled to leave work immediately; this partial day leave will not be counted towards the bereavement leave. C. Bereavement leave must be authorized by the Department head and must be utilized within fifteen (15) days of employee learning of the death, or of the date of foreseen imminent death of the immediate family member, unless special circumstances require that the leave begin at a later date. Such requests to the Department head shall be made within 15 days of the employee learning of the 18 death or of the date of foreseen imminent death and shall not be unreasonably denied. D. Representatives may be 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. 19 Section 10: JURY DUTY A. All regular full-time employees summoned to serve on jury duty shall be provided "Jury Duty Pay" and there shall be no loss of compensation. An employee will be compensated up to two weeks at full pay for jury duty. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty. B. An employee on call for jury duty is expected to report to work. An employee who is called in for jury duty does not have to report to work before or after appearing in court. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court. C. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation. Jury duty performed on an employee's regular day off shall not be compensated by the City and the employee shall be entitled only to the jury's compensation for duty performed on such employee's regular day off. Employees assigned to jury duty on a City authorized holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the employee shall be entitled to the jury compensation for duty performed on such holiday. 20 Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR EXPENSES A. Any employee who is required to use said employee's personal automobile in the course of employment with the City shall be reimbursed for each mile actually traveled on official business in accordance with the per mile reimbursement rate allowed by the Internal Revenue Service in effect at the time of such travel. B. Any employee who is required to travel in the performance of his or her duties or to attend an authorized meeting or conference which is of benefit to the City shall be reimbursed for reasonable expenses incurred for transportation, meals, lodging and incidentals. Automobile allowance and reimbursement for expenses shall be recommended by the department head or designee and approved by the City Administrator pursuant to the provisions of the City of Vernon Travel and Meeting Expense Reimbursement Administrative Policy. No allowance shall be made for transportation between the employee's home and the place where such person is normally employed by the City. C. Certain employees serving in specified classifications shall receive a monthly automobile allowance as set forth below and incorporated herein by reference; alternatively, specified employees may opt to receive use of a City - owned vehicle and fuel. Classification Amount City Administrator City Attorney Economic Development Manager $600.00 or City Vehicle & Fuel $400.00 $400.00 Finance Director $400.00 Fire Chief City Vehicle & Fuel Assistant Fire Chief Fire Marshal City Vehicle & Fuel City Vehicle & Fuel Administrative Fire Battalion Chief Administrative Fire Captain City Vehicle & Fuel City Vehicle & Fuel Fire Training Captain City Vehicle & Fuel General Manager of Public Utilities $400.00 21 Assistant General Manager of Public Utilities City Vehicle $400.00 & Fuel Industrial Development Director Utilities Operations Manager City Vehicle & Fuel Utilities Engineering Manager City Vehicle & Fuel Police Chief Health Director Police Admin. Lieutenant City Vehicle & Fuel $400.00 City Vehicle & Fuel Police Canine Officer #1 City Vehicle & Fuel Police Canine Officer #2 City Vehicle & Fuel Police Captain Police Lieutenant - - -- - --- - Police Motor Officer #1 City Vehicle & Fuel City Vehicle - -- -- City Vehicle & Fuel _--------- - & Fuel Police Motor Officer #2 Police Sergeant on Detective Dut -- City Vehicle & Fuel City Vehicle _ & Fuel Public Information Officer Public Works Director $400.00 $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. Section 12: HEALTH INSURANCE A. The City offers various medical plans to employees under a Section 125 Cafeteria plan (non -cash out). The City reserves the right to select, administer, or fund any fringe benefit program involving insurance that now exist or may exist in the future. The City will adhere to the cafeteria plan requirements in accordance with IRS Section 125 regulations. B. The City shall contribute for each full-time employee up to the maximum amounts as set forth below per pay period, toward the cost of his/her medical plan as outlined in Subsection A through C below. In the event an employee does not exhaust nor exceed his/her monthly medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of dental, vision, supplemental or ancillary plans offered through the City and approved by the Director of Human Resources. a. Effective July 1, 2016, employees shall receive a cafeteria plan contribution equal to the total premium costs of the Employee Only, Employee + Spouse, Employee + Child(ren), or Employee + Family Low Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that corresponds with the employees' benefit selection or $1,120, whichever is greater. The allotment amounts will vary based on the premium costs that go into effect on January 1 st of each calendar year. b. Employees that elect a health plan higher than the Low HMO medical, dental and/or vision, will be responsible for any applicable, excess premium costs; however, if employees opt out of dental and/or vision coverage, they may use the allotments for those respective coverages toward excess medical premiums. c. Employees who elect the PPO/HSA coverage shall receive an equal benefit to that described above, less $3,000 on an annual basis, which would instead be deposited to their HSA account. C. City Council members are entitled to the same medical benefits offered to the management and confidential employees. The City shall not pay or reimburse any medical -related health, vision, or dental costs not covered by the City's insurance program or Medicare for City Council members or their eligible dependents or spouses. D. The City shall not provide or reimburse the City Council members or their dependents or spouses for expenses incurred relating to a PERS long-term health care benefit. 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 (CVVP) 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. ,6 Section 16. DEFERRED COMPENSATION PLAN Employees are eligible to participate in the City's Deferred Compensation Program. 2-7 Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS) CONTRIBUTION The City advises that it makes no representation to employees as to whether any of the compensation or payments in this document are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this document is not a proper basis on which to pursue any claim or action against the City related to any determination made by CalPERS in connection with this document. MISCELLANEOUS EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time employees hired before January 1, 2013 with 2.7% at 55 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan. B. Employees shall be responsible for paying 100% of their PERS employee's contributions. C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 21024 - Military Service Credit as Public Service C. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance d. Gov't Code Section: 21548 — Pre -Retirement Option 2W Death Benefit d. Gov't Code Section: 21573 — Third Level of 1959 Survivor Benefits 28 D. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. SAFETY EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time safety employees hired before January 1, 2013 with 3.0% at 50 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS retirement benefit plan. B. Employees shall be responsible for paying their PERS nine percent (9%) employee's contributions. C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 20124 - Military Service Credit as Public Service C. Gov't Code 21574 — 411 Level 1959 Survivor Benefit (Fire members only) d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor Benefit (Police members only) e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance f. Gov't Code Section: 21548 - Pre -Retirement Option 2W Death Benefit (Fire members only) g. Gov't Code Section 20965 — Credit for Unused Sick Leave D. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. ,?y 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. 30 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 (50,o)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. 14 Section 21. UNIFORM ALLOWANCE A. If an employee's job classification requires him/her to wear a uniform while on duty, as designated by the City or employee's Department, the City will provide and launder such uniform. B. For the Administrative Secretary and Police Records Manager that works in the Police Department, the City will provide the initial set of uniforms to the employees. The newly hired employee will receive: two (2) class A uniforms; two (2) class B uniforms, two (2) polo shirts and one (1) jacket or sweater. On all subsequent anniversary dates the City will provide an annual uniform purchase and maintenance allowance of $600.00. The employee's uniforms shall meet the applicable regulations for his/her job classification pursuant to City/Departmental policies. C. The monetary value of uniforms shall be reported to CalPERS in accordance with CCR 571(a) and as defined by GC 7522.04(f) 15 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. In the event of a call back, the employee will wear his/her City uniform, if applicable. 17 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. 38 CLASSIFICATION AND COMPENSATION PLAN 39 Section 1. PURPOSE Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to provide for the classification and compensation of City officers and employees, and to conform to the principle of equal pay for equal work. Officers and employees of the City of Vernon shall receive compensation and costs in accordance with the amounts set forth in the attached compensation plan. Section 2. THE COMPENSATION PLAN The basic compensation plan for the various employee units, groups and non -classified employees, as of the date of adoption of this plan is hereby established as set forth in Exhibit A, Citywide Classification and Compensation Plan, which is attached hereto and incorporated herein by reference. The City Administrator shall have authority to create and maintain salary steps to implement the provisions of this Section. Salaries granted pursuant to this provision shall be reported to PERS as compensation earned. Please refer to Human Resources Policy II-3, Salary Plan for specific policy and procedures. Section 3. THE CLASSIFICATION PLAN The classification plan includes the allocation of class titles to salary ranges for City officers and employees. The Classification Plan further includes the allocation of class titles to salary ranges for those employees that are designated as exempt from the classified service. These exempt classes are for elective officers; persons appointed by the City Council, including the City Administrator, and City Attorney; persons appointed by the City Administrator, including department head or designees; and persons appointed by the City Attorney pursuant to City of Vernon Municipal Code that serve in an "at will" capacity subject to the terms and conditions of an employment contract and are so designated in the plan as "non -classified." The classification plan as of the date of adoption of this plan is hereby established as set forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The Human Resources Director, with approval by the City Administrator or his/her designee, is responsible for maintenance of the Classification Plan, including the allocation of new or changed positions to the appropriate class, the recommendation of proper salary ranges within the provision of pay administration, maintenance of up-to-date class specifications, and the preparation of reports and recommendations on revisions to the Classification Plan. Please refer to Human Resources Policy II-1, Classification Plan Administration for specific policy and procedures. 40 41 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY {a} {a} CODE OCCUPATIONAL JOB FAMILIES AN[)lO8 UA�SkS tVLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD I- 1025 Council Member E 0 01 $ 27,329 $ 2,277 N/A 1,051.13 1030 Mayor E O 01 $ 27,329 $ 2,277 N/A $ 1,051.13 ADMINISTRATION DEPARTMENT 1010 City Administrator E E 50 Step 1 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 2 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 Step 3 $ 282,440 $ 23,537 $ 135.7894 $ 10,863.07 Step 4 $ 296,S62 $ 24,713 $ 142.5778 $ 11,406.23 Step 5 $ 311,390 $ 2S,949 $ 149.7067 $ 11,976.54 1015 Deputy City Administrator E M 40 Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 1020 Economic Development Manager E M 34 Step 1 $ 117,360 $ 9,780 $ S6.4229 $ 4,513.83 Step 2 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 3 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 4 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 5 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 1035 Public Information Officer E M 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 1625 information Technology Analyst NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,40S $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2098 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 1620 Information Technology Analyst, Senior NE C 30 $ 3,713.54 Step 1 $ 96,552 $ 8,046 $ 46.4192 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step A $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 1610 information Technology Manager E M 37 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 1 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,794 5 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 S 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Page 1 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS CODE JOCCUPATIONAL JOE 1630 Information Technology Technician NE C 22 Step 1 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 1615 Programmer/Analyst E c 30 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 • OFFICE iCITY 1110 City Attorney E E 49 Step 1 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 Step 2 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 3 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 Step 4 $ 282,440 $ 23,537 $ 135.7884 $ 10,863.07 Step 5 $ 2%,562 $ 24,713 $ 142.5778 $ 11,406.23 1115 Deputy City Attorney E M 38 Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 3 $ 1S7,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 2507 Executive Legal secretary NE c 23 Step 1 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 2 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 3 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 4 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 5 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 1495 Legal Administrative Analyst NE C 26 $ 3,055.14 Step 1 $ 79,434 $ 6,619 $ 38.1893 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 1113 senior Deputy City Attorney E M 39 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 1 Step 2 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 3 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 4 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 5 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 1310 City Clerk E E 41 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 1 Step 2 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 3 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 4 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Pa•# 2 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 • OCCUPATIONAL frliployr[ PAY Step 5 $ 200,725 $ 16,727 $ %.5024 $ 7,720.19 1315 Deputy City Clerk NE C 26 Step 1 $ 79,434 $ 6,619 $ 38,1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 1320 Records Management Assistant NE C 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 ADMINISTRATIVE 1530 Administrative Assistant NE G 13 Step 1 $ 42,125 $ 3,510 $ 20.2525 $ 1,620.20 Step 2 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 3 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 4 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 5 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 1530 Administrative Assistant, (Confidential) NE C 13 Step 1 $ 42,125 $ 3,510 $ 20.2525 $ 1,620.20 Step 2 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 3 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 4 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 5 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 1520 Administrative Assistant, Senior NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 5 2,067.94 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29,9223 $ 2,393.78 1520 Administrative Assistant, Senior (Confidential) NE C 17 Step i $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.9479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28,4974 $ 2,279.79 Step 5 S 62,238 $ 5,187 $ 29.9223 $ 2,393.78 1510 Administrative Secretary NE C 20 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 1 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Grandfathered - G3 $ 73,704 $ 6,142 $ 35.4346 $ 2,834.77 1500 Executive Assistant to the City Administrator NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 5 6,950 5 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2098 $ 3,536.70 Page 3 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 1490 Administrative Analyst NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 FINANCE DEPARTMEN1 Account Clerk NE G 14 1250 Step 1 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 2 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 3 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 4 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 5 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 1247 Account Clerk, Senior NE G SB Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 1240 Accountant NE C 22 Step 1 $ 65,350 $ 5,446 $ 31,4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 1230 Accountant, Senior NE C 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,9S4 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48,7402 $ 3,899.22 1234 Assistant Buyer NE G 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 1220 Assistant Finance Director E M 39 Step 1 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 2 $ 157,273 $ 13,106 $ 75,6121 $ 6,048.97 Step 3 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 4 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 5 $ 182,063 $ 15,172 $ 87.5305 $ 7,002•44 1249 Business License Clerk NE G 16 Step 1 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 2 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 3 $ 53,764 $ 4,480 $ 25.9479 $ 2,067.84 Step 4 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Dane 4 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 1237 Buyer Step 1 Step 2 Step 3 Step 4 Step 5 1225 Deputy City Treasurer Step 1 Step 2 Step 3 Step 4 Step 5 1210 Director of Finance/City Treasurer Step 1 Step 2 Step 3 Step 4 Step 5 1245 Payroll Specialist Step 1 Step 2 Step 3 Step 4 Step 5 1248 Public Housing Property Coordinator Step 1 Step 2 Step 3 Step 4 Step 5 1255 Risk Management Assistant Step 1 Step 2 Step 3 Step 4 Step 5 5015 Assistant Fire Chief Step 1 Step 2 Step 3 Step 4 Step 5 5033 Assistant Fire Marshal Step 1 Step 2 Step 3 NE G 23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 E M 35 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 E E 44 NE C NE C 19 16 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 5 48,765 $ 4,064 $ 23.4448 $ 1,875.59 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 NE G 17 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 E FM 42 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 NE FM 29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Page 5 of 21 Step 4 Step 5 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 5055 Fire Administrative Analyst NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 5025 Fire Battalion Chief (P) NE FM 38 Step 1 $ 142,651 $ 11,888 $ 48.9874 $ 5,486.59 Step 2 $ 149,794 $ 12,482 $ 51,4368 $ 5,760.92 Step 3 $ 157,273 $ 13,106 $ 54.0087 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 56.7091 $ 6,351.42 Step 5 $ 173,394 $ 14,449 $ 59.5446 $ 6,668.99 5025 Fire Battalion Chief (A) NE FMA 38 Step 1 $ 142,651 $ 11,899 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 3 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 5030 Fire Captain (P) NE F 31 Step 1 $ 101,380 $ 8,448 $ 34.8144 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 38.3829 $ 4,298.89 Step 4 $ 117,360 5 9,780 $ 40.3021 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 42.3172 $ 4,739.52 5030 Fire Captain (A) NE FA 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53,7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56,4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 5030 Fire Chief E E 46 Step 1 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 2 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 Step 3 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 Step 4 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 Step 5 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 5050 Fire Code inspector NE G 25 Step 1 $ 75,651 $ 6,304 $ 36,3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38,1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 5 3,536.70 5049 Fire Code Inspector, Senior NE G 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Vap 6 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY ;al CODE JOCCUPATIONAL JOB EAMILIEti AND JOB CIAJSt S FLSA GROUP I GRADE ANNUAL' MON I HLY' HUHftLY; PAY PI RIOU :0 5040 Fire Engineer (P) NE F 28 Step 1 $ 87,576 $ 7,298 $ 30.0740 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 31.5777 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 33.1566 S 3,713.54 Step 4 $ 101,380 $ 8,448 $ 34.8144 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 36.SS52 $ 4,094.18 SO40 Fire Engineer (A) NE FA 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 5020 Fire Marshal NE FM 38 Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,7%92 Step 3 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 $ 173,394 5 14,449 $ 83.3624 $ 6,668.99 5060 Firefighter (P) NE F 2S Step 1 $ 75,651 $ 6,304 $ 25.9791 $ 2,909.66 Step 2 $ 79,434 5 6,619 $ 27.2780 $ 3,055.14 Step 3 5 83,405 5 6,950 $ 28.6419 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 30.0740 $ 3,36819 Step S $ 91,954 $ 7,663 $ 31.5777 $ 3,536.70 S060 Firefighter (A) NE FA 25 Step 1 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 S 79,434 S 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 5045 Firefighter/Paramedic (P) NE F 28 Step 1 $ 87,576 $ 7,298 $ 30.0740 5 3,368.29 Step 2 $ 91,954 $ 7,663 $ 31.5777 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 33.1566 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 34.8144 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 SO45 Firefighter/Paramedic (A) NE FA 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 5 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 503S Firefighter/Paramedic Coordinator (P) NE F 29 Step i $ 91,954 $ 7,663 $ 31.5777 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 33.1566 $ 3,713.54 Page 7 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY (a) (a) CODE JOCc OPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY Pf RIOFJ Step 3 $ 101,390 $ 8,448 $ 34.8144 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 Step 5 5 111,771 $ 9,314 $ 38.3829 $ 4,298.89 5035 FireflghterjParamedic Coordinator (A) NE FA 29 Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,S52 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 ENVIRONMENTALHEALTHAND • •• 2015 Deputy Director of Health & Environmental Control E M 37 Step 1 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 5 142,6S1 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,794 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 2010 Director of Health and Environmental Control E E 43 Step 1 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 2 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 3 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 4 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step S $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 y $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 2040 Environmental Health Technician NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step S $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 2030 Environmental Specialist NE G 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,40S $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 202S Environmental Specialist, Senior NE G 29 _ Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 G4 - Grandfathered - Hired before July 1, 2014 $ 112,632 $ 9,386 $ 54.1500 $ 4,332.00 2022 Environmental Specialist, Temporary NE T26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 5 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44•2098 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Pap 8of21 Step 6 Step 7 Step 8 2045 Environmental Health Intern Step 1 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 NE Hourly $ 101,380 $ $ 106,449 $ $ 111,771 $ 8,448 $ 48.7402 $ 3,899.22 8,871 $ 51.1774 $ 4,094.18 9,314 $ 53.7361 $ 4,298.89 $ 15.0000 RESOURCESDEPARTMENT 1410 Director of Human Resources E E 42 Step 1 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 2 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 3 $ 191,167 $ 1S,931 $ 91.9070 $ 7,352.56 Step 4 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 5 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 1420 Human Resources Analyst NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 141S Human Resources Analyst, Senior E M 33 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 1 Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 1425 Human Resources Assistant NE C 17 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 S 29.9223 $ 2,393.78 Step 5 DEVELOPMENT DEPARTMENT 3010 Industrial Development Director E E 39 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 ;LPOLICE Police Cadet NE 3180 $ 38,892 $ 3,241 $ 18.6981 $ 1,495.85 4035 Step 1 $ 36,864 $ 3,072 $ 17.7231 $ 1,417.85 Step 2 $ 34,944 $ 2,912 $ 16,8000 $ 1,344.00 Step 3 $ 33,120 $ 2,760 $ 15.9231 $ 1,273.85 Step 4 $ 31,380 $ 2,615 $ 15.0865 $ 1,206.92 5 Step 5 $ 29,760 $ 2,480 $ 14.3077 $ 1,144.62 Step $ 28,212 $ 2,351 $ 13.5635 $ 1,085.08 Step 7 $ 26,736 $ 2,228 $ 12,8538 $ 1,028.31 Step 8 4015 Poke Captain E PM 40 Page 9 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 FMPLOYFE I PAY {a} {a} { LSA GROUP GRADE ANNUAL MONTMIYi Ut)1tlY Wnv t�( i;IUU� Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 4010 Police Chief Step 1 Step 2 Step 3 Step 4 Step 5 4020 Police Ueutenant Step 1 Step 2 Step 3 Step 4 Step 5 E E 47 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 NE PM 37 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 4030 Police Officer NE PO 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 4025 Police Sergeant NE PO 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 4125 Civilian Court Officer NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 4123 Police Community Services Officer NE G 16 Step 1 $ 48,765 $ 4,064 $ 23.4448 $ 1,87S.59 Step 2 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 3 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 4 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 5 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 4130 Police Dispatcher NE G 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 4115 Police Dispatcher, Lead NE G 23 Pale 10 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY {a} {a} CODE JOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HUukLYi PAYPF1,1101� Step 1 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 2 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 3 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 4 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 5 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 4110 Police Records Manager NE M 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 4135 Police Records Technician NE G 14 Step 1 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 2 $ 46,443 $ 3,870 $ 22.3294 $ 1,786.27 Step 3 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 4 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 5 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.94 4120 Police Records Technician, Lead NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ S6,452 $ 4,704 $ 27,1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 4145 Reserve Police Officer NE Stipend Step 1 $ 3,600 8008 General Manager of Public Utilities E E 48 Step 1 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 Step 2 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 Step 3 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 4 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 Step 5 $ 282,440 $ 23,537 $ 135.7884 $ 10,863.07 8011 Assistant General Manager of Public Utilities E M 43 Step 1 Step 2 Step 3 Step 4 Step 5 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 5 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 8615 Utilities Compliance Analyst NE G 30 Page 11 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 8606 Utilities Compliance Administrator E M 3S Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 4 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 5 $ 149,784 $ 12,482 $ 72.0115 $ 5,760,92 8530 Utilities Customer Service Representative NE G 18 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 29.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 8515 Key Accounts Specialist NE M 28 $ 3,368.29 Step 1 $ 87,576 $ 7,298 $ 42.1036 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 E M 36 ric Operations Supervisor 8040 Elect. $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 1 Step 2 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 4 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 5 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 8035 Electric Operator NE I 30 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 8053 Electrical Test Technician, Senior NE 1 31 $ 301,380 $ 8,448 $ 48.7402 $ 3,899.22 Step i $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 2 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 3 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 4 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 5 8050 Metering Technician NE i 29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 Page 12 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY {a} {a} CODE OCCUPATIONAL JOB FAMILI ) ,AND JOB CLASSES FLSA GROUP GRADE ANNUALMONTHLY HOURLY PAY pE RIOCi 8047 Metering Technician, Senior NE 1 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 804S Power Plant Operator NE 1 28 Step 1 $ 87,S76 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 5 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 BOSS Electrical Test Technician NE 1 29 Step 1 $ 91,954 $ 7,663 $ 44.2098 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 8030 Utilities Dispatcher NE 1 33 Step 1 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 802S Utilities Dispatcher, Senior NE i 34 Step 1 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 2 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 3 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 4 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 5 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 801S Utilities Operations Manager E M 41 Step 1 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 2 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 3 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 4 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 5 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Page 13 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 8140 Computer Aided Drafting Technician Step 1 Step 2 Step 3 Step 4 Step 5 8125 Electrical Engineer Step 1 Step 2 Step 3 Step 4 Step 5 8112 Principal Electrical Engineer Step i Step 2 Step 3 Step 4 Step 5 NE G 20 NE 1 35 E M 38 8210 Gas Systems Superintendent E M 36 Step 1 Step 2 Step 3 Step 4 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 $ 200,725 S 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 S 4,513.83 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 5 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 87,576 $ 7,298 $ 42.1036 $ 3,368,29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Pap 14 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 OCCUPATIONAL JOB FAMILIES AND JOB CLASSES Step 3 $ 96,552 , $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 8430 Associate Resource Scheduler NE 1 30 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 9405 Integrated Resources Manager E M 42 Step 1 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 2 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 3 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 4 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 5 $ 210,761 5 17,563 $ 101.3275 $ 8,106.20 842S Electric Service Planner NE G 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 5 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 8411 Principal Resource Planner E M 37 $ 5,225.33 Step 1 $ 135,858 $ 11,322 $ 65.3166 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 8422 Principal Resource Scheduler/Trader NE I 34 Step 1 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 2 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 3 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 4 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 5 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 8415 Resource Planner NE 1 35 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 1 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 2 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 68.5824 S 5,486.59 Step 4 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 5 9420 Resource Scheduler NE I 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 1 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 7137 Assistant civil Engineer - Public Utilities NE G 26 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 Page 15 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 OCCUPATIONAL JOB FAMILIES AND JOB CLW)F� 1VOSTMV-1-1 M1 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 7145 Engineering Aide NE G 21 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 $ 5,718 5 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 7935 Meter Reader NE G 18 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 7940 Meter Reader, Lead NE G 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ S,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 7905 Water Administrator E M 36 Step 1 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 2 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 4 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 5 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 7915 Water Foreman E M 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44,2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 7930 Water Maintenance Worker NE G 18 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 5 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 7925 Water Maintenance Worker, Senior NE G 22 Step 1 5 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 7920 Water Project Coordinator E G 30 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Vale 16 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 FMPLOYEE Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 7911 Water Project Specialist E M 3S Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 4 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 5 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 7910 Water Superintendent E M 33 Step 1 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Director of Public Works E E 44 7008 Step 1 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 2 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 3 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 4 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 Step 5 $ 232,364 5 19,364 $ 111.7135 $ 8,937.08 7227 Building Inspector NE G 25 Step 1 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step S $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7215 Building Inspector, Senior NE G 27 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 1 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 720S Building and Planning Manager E M 37 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 1 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 7225 Electrical inspector NE G 25 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 1 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Paq 17 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY CODE iOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA I GROUP I GRADE 7213 Electrical Inspector, Senior NE G 27 Step 1 Step 2 Step 3 Step 4 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 7250 Permit Technician NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 5 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 7220 Assistant Planner NE G 22 Step 1 $ 65,3S0 $ 5,446 $ 31.4194 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 7235 Plumbing and Mechanical Inspector NE G 2S Step 1 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 5 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7217 Plumbing and Mechanical Inspector, Senior NE G 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 7140 Assistant Engineer _ -1 NE G 25 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7135 Associate Engineer NE G 29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 1 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 7118 Civil Engineer NE M 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 1 Step 2 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 3 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 4 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 5 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Page 18 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 7145 Engineering Aide NE G 21 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ S,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 7115 Principal Civil Engineer E M 37 Step 1 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 7120 Project Engineer NE G 31 Step 1 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 7125 Stormwater and Special Projects Analyst NE G 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Facilities Maintenance Division 7720 FadOties Maintenance Worker _ _ _ _ ..-.- NE $ 53,764 $ 4,480 $ 25.8479 $ 2,067.94 Step 1 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 7735 Facilities Maintenance Worker, Lead NE G 23 $ 68,618 $ 5,718 $ 32.4893 $ 2,639.15 Step 1 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 2 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 3 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 4 5 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step S 7730 Facilities Maintenance Worker, Senior NE G 20 $ 59,275 $ 4,940 5 28.4974 $ 2,279.79 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Garage Division 7530 Mednnic_ _ _ _ _ _ _._ _ _ NE G 19 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 5 5,446 $ 31.4194 $ 2,513.47 Step 4 Page 19 of 21 Step 5 7520 Mechanic, Lead Step 1 Step 2 Step 3 Step 4 Step 5 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 NE G 25 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7525 Mechanic, Senior NE G 21 Step 1 Step 2 Step 3 Step 4 Step 5 ;Street Maintenance Division U j 7430 Street Maintenance Worker NE G 15 Step 1 Step 2 Step 3 Step 4 Step 5 7427 Street Maintenance Worker, Lead Step 1 Step 2 Step 3 Step 4 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 46,443 $ 3,870 $ 22,3284 $ 1,786.27 $ 48,765 $ 4,064 5 23.4448 $ 1,875.59 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 NE G 23 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 7425 Street Maintenance Worker, Senior NE G 19 Step 1 Step 2 Step 3 Step 4 Step 5 7630 Warehouse Worker NE Gil - Step 1 Step 2 Step 3 Step 4 Step 5 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4194 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.94 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 7620 Warehouse Worker, Lead NE G 21 - $ 62,238 $ _ 5,187 $ 29.9223 $ 2,393.78 Step 1 Step 2 $ 65,350 $ 5,446 $ 31.4194 $ 2,513,47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 7625 Warehouse Worker, Senior NE G 18 _ $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 1 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Page 20 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 4 Step 5 7307 Facilities Maintenance Supervisor E M 26 Step 1 Step 2 Step 3 Step 4 Step 5 7515 Fleet Supervisor Step 1 Step 2 Step 3 Step 4 Step 5 7308 Street Maintenance Supervisor Step 1 Step 2 Step 3 Step 4 Step 5 7300 Public Works Superintendent Step 1 Step 2 Step 3 Step 4 Step 5 7130 Public Works Project Coordinator Step 1 Step 2 Step 3 Step 4 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 E M 27 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 E M 26 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 E M 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 NE G 30 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 {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-375-2018 Submitted by: Michael Earl Submitting Department: Human Resources Meeting Date: October 25, 2018 SUBJECT A Resolution Adopting an Amended and Restated 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 amend Exhibit A, Classification and Compensation Plan adopting the new classification title of Environmental Health Technician with a corresponding salary grade of 17 and a monthly salary range $4,267 - $5,187; and C. Approve the following job descriptions: 1) New Environmental Health Technician 2) Revised Human Resources Assistant 3) Revised Electric Operator Backgroud: With the recent appointment of a new Director of Health and Environmental Control, a review of the staffing and operational needs within the Health and Environmental Control Department has been initiated. Based on an initial review, the new Director has identified a need to establish the new classification of Environmental Health Technician within the Department to perform the more routine and technical work involving environmental public health inspections and plan review both in the field and in the office. Currently, this classification does not exist in the City's Classification and Compensation Plan. The proposed job description has been developed with input from the Director of Health and Environmental Control and from comparable positions in other Environmental Public Health agencies. The salary for this classifications is recommended to be established at Salary Range 17 ($4,267 - $5,187 per month) consistent with the City's established compensation policy and internal alignment with existing classifications. It is also proposed that City Council approve revisions to two existing classifications, Human Resources Assistant and Electric Operator. Both of these positions are currently vacant and, as our usual practice, a review of the job descriptions has been conducted prior to beginning a recruitment to fill the vacancies. There is one recommended revision to the minimum requirements for the Human Resources Assistant job description which would require some work experience in the Human Resources field. The recommended revision to the Electric Operator job description adds clarifying language regarding the varied work schedule that may be assigned to employees in this classification. This language is consistent with that which has been recently added to other job descriptions within the Public Utilities Department. As such, it is recommended that the City Council adopt the attached resolution establishing anew job description for the classification of Environmental Health Technician and the associated salary range; and approval of the revised job descriptions for Human Resources Assistant and Electric Operator. Fiscal Impact: The approximate annual cost of the Environmental Health Technician classification is $91,389 (salary estimate at Step 3 of the salary range, $56,452, plus fringe benefits). Sufficient funds are included in the Health and Environmental Control Department's budget for fiscal year 2018-2019. There is no fiscal impact associated with approval of the revised job descriptions for Human Resources Assistant and Electric Operator. ATTACHMENTS • 1. Resolution Adopting an Amended and Restated Fringe Benefits and Salary Resolution • 2. New Environmental Health Technician Job Description • 3. Revised Human Resources Assistant Job Description • 4. Revised Electric Operator Job Description 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 July 17, 2018, the City Council of the City of Vernon adopted Resolution No. 2018-29, adopting an amended and restated Citywide Fringe Benefits and Salary Resolution; and WHEREAS, by memorandum dated October 25, 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 October 25, 2018: (i) adopt the new job classification and associated salary range of the Environmental Health Technician; 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, 3 and therefore does not constitute a "project" as defined by CEQA Guidelines section 15378. SECTION 3: Effective October 25, 2018, the City Council of the City of Vernon hereby approves the amended and restated Citywide Fringe Benefits and Salary Resolution, to adopt the new job classification and associated salary range of the Environmental Health Technician, a copy of which is attached hereto as Exhibit A. SECTION 4: All resolutions or parts of resolutions, specifically Resolution No. 2018-29, not consistent with or in conflict with this resolution are hereby repealed. SECTION 5: 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 25th day of October, 2018. ATTEST: Maria E. Ayala, City Clerk APPROVED AS TO FORM: Zaynah Moussa, Senior Deputy City Attorney - 2 - Name: Title: Mayor / Mayor Pro-Tem al 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 special meeting of the City Council duly held on Thursday, October 25, 2018, and thereafter was duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon. Executed this day of October, 2018, at Vernon, California. (SEAL) - 3 - Maria E. Ayala, City Clerk 5 EXHIBIT A City of Vernon FRINGE BENEFITS SALARY RESOLUTION ... - . ims2b,111=0 . TABLE OF CONTENTS FRINGE BENEFITS AND SALARY RESOLUTION PART 1 — FRINGE BENEFITS Introduction: ......................................................................................................... 4 Section1: Holiday.............................................................................................5 Section 2: Administrative Leave Time...............................................................6 Section3: Overtime..........................................................................................8 Section 4: .................. Compensatory Time ......................................... .............10 Section 5: Court Time......................................................................................11 Section 6: Vacation..........................................................................................12 Section 7: Sick Leave......................................................................................14 Section 8: Family Sick Leave (Kin Care).........................................................17 Section 9: Bereavement Leave........................................................................18 Section10: Jury Duty........................................................................................20 Section 11: Automobile Allowance and Reimbursement for Expenses..............21 Section 12: Health Insurance.............................................................................23 Section 13: Dental Insurance.............................................................................24 Section 14: Vision Insurance.............................................................................25 Section 15: Life Insurance.................................................................................26 Section 16: Deferred Compensation Plan..........................................................27 Section 17: 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 Section1. Purpose...........................................................................................40 Section 2. The Compensation Plan..................................................................40 Section 3. The Classification Plan....................................................................40 EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN.................................41 2 FRINGE BENEFITS INTRODUCTION The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found in respective Memoranda of Understanding or employment contracts. The existence of these policies shall not create or imply any employment contract or vested right of employees. For those employees covered in respective memoranda of understanding (MOU), the provisions set forth in the applicable MOU shall prevail in the event that there is any conflict between provisions established in this Resolution and any provisions established in the respective MOU. The provisions set forth in this Resolution or as amended from time to time shall be effective upon City Council adoption, unless a specific effective date is stated therein. PART 1 — FRINGE BENEFITS Section 1. HOLIDAYS A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated herein by reference. Municipal offices shall be closed on such holidays. B. The dates for observation of holidays shall be approved by the City Council. C. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as an authorized holiday to employees. D. An employee whose regular shift assignment falls on an authorized holiday and who is required to work on that day shall be paid at his/her regular hourly rate of pay for the holiday, plus his/her regular hourly rate including any applicable overtime pay for the actual hours he/she was required to work on the authorized holiday. E. Temporary and part-time employees are not eligible for paid holidays. G. All full-time employees may use vacation time or compensatory time for a religious holiday (not listed herein as an authorized holiday) with the prior approval of the department head. If there is insufficient accumulated time, the employee may request the time as unpaid leave of absence. 10 4 TABLE 1 - HOLIDAY HOLIDAY January 1 s' - New Year's Da 3111 Monday in January - Martin Luther King Jr. Da 31d Monday in February - Presidents Da March 3151 - Cesar Chavez Da The Last Monday in May — Memorial Da July 41h — Independence Da The 1 s' Monday in September — Labor Da The 2nd Monday in October — Columbus Da November 111h — Veterans Da The 41h Thursday in November - Thanks ivin Da December 241h — Christmas Eve December 2511 — Christmas Da December 31 s' — New Year's Eve And other days as such designated by City Council. 11 Section 2. ADMINISTRATIVE LEAVE A. Executive and Management - Includes City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors shall receive, effective January 1 of each calendar year, 80 hours of Administrative leave. B. The 80 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. C. Executive and Management staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: Hired, Promoted, or Reclassified on or Between Administrative Leave January 1 — March 31 80 hours April 1 — June 30 60 hours Jul 1 — Sept. 30 40 hours Oct 1 —Dec. 31 20 hours D. Mid -Management — Staff who are designated as exempt in accordance with the Fair Labor Standards Act shall receive, effective January 1 of each calendar year, 60 hours of Administrative leave E. The 60 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year. F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro -rated administrative leave hours during the year of hire as identified below: Hired, Promoted, or Reclassified on or Between Administrative Leave January 1 — March 31 60 hours April 1 — June 30 45 hours Jul 1 — Sept. 30 30 hours Oct 1 — Dec. 31 15 hours G. All Administrative leave requests should be approved by the department head or City Administrator at least ten days in advance of the date to be taken, although 12 101 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. 13 Section 3. OVERTIME A. It shall be the duty of all department heads to operate their respective departments with a minimum amount of overtime. If the best interests of the City require that an employee work beyond the forty (40) hours of work scheduled, such employee shall be compensated as set forth hereinafter. B. The department head may reschedule the workweek of employees in positions not exempt from the FLSA to allow credit for productive hours actually worked on one day (excluding lunch periods) towards the regular paid workweek schedule. For example, if an employee works twelve (12) hours on one day (based on a ten (10) hour day), the entire twelve hours will be recorded on the time card as paid worked time. In this example, the department may schedule the employee to work only eight (8) hours on one of the other scheduled workdays in the workweek, as long as the employee's hours for the workweek do not fall below the minimum paid work hours schedule. C. All overtime requests must have prior written authorization of the respective department head or designee prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable. D. Except as may be provided in specific memoranda of understanding, employees will be paid overtime at time and a half (1.5) of their regular hourly rate for all eligible hours worked in excess of forty (40) hours in a single workweek. E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury duty leave, and bereavement leave shall count as time worked for the purposes of computing overtime. Unpaid jury leave, disciplinary suspensions, and administrative leave shall not count as time worked for the purpose of computing overtime. F. In the event a part-time or temporary employee is required to work beyond his/her assigned working hours, compensation shall be at the normal hourly rate up to forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek, such employee shall be compensated at the rate of one and one-half of (1.5) said employee's hourly rate. G. If an employee works on his/her regular day off, the employee will receive paid compensation or receive compensatory time, at the employee's discretion. With a mutual agreement between an employee and his/her supervisor, an employee's regular day off may be rescheduled to another day off in the same pay period. An employee is expected to begin work no more than five (5) minutes prior to the beginning of his or her scheduled start time, and to stop work no later than five (5) 14 minutes after the end of his or her scheduled ending time. An employee who wishes to begin or end work at a different time must obtain written approval from his or her department head prior to working the different or additional time. J. Straight time and overtime will be compensated in six (6) minute segments of time. K. While overtime should be attempted to be distributed equally amongst all employees in a given classification, the department head retains discretion to assign such overtime. L. The City Administrator, department heads and those management employees designated by the City Administrator as exempt under the provisions of the Fair Labor Standards Act (FLSA) shall not be subject to the provisions of this section relating to overtime, but shall work such hours as may be necessary for the effective operation of their respective departments. M. Please refer to Human Resources Policy, Salary Plan Administration II-3 15 E 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. 16 10 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. 17 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 is' 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 1 st year thru 4th year 5th year thru 10th year 10th year thru 1511 year 15th year thru 25th year 25th year and more Vacation Hours Earned Bi-Weekly Accrual 120 4.62 150 5.77 170 6.54 185 7.12 190 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. 12 Vacation leave requests for extended unforeseen emergency exists, shall be advance of the beginning of the vacation. times (3 weeks or more), unless an submitted at least thirty (30) days in 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. 19 13 Section 7. SICK LEAVE A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year, at a rate of 3.08 of sick leave hours per pay period. B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014, beginning July 1, 2015, all part-time and temporary employees (excluding CalPERS retired annuitants) working for 30 or more days within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours worked and shall be eligible to use accrued sick leave after satisfying a 90-day employment period C. Employees shall only receive sick leave accrual while they are in a paid status. D. The City shall allow annual carry-over of sick leave hours for full-time employees up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/ temporary employees. This bank of carry-over sick leave would provide a cushion for long-term illnesses and injuries. E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be compensated for at the end of the calendar year at 50% of the employee's hourly rate. F. Temporary employees are not eligible for cash -out of accrued sick leave hours. G. All employees who are rehired with a break in service of less than one year are entitled to have previously unpaid accrued and unused paid sick days reinstated. H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or treatment of an existing health condition or preventative care for an employee or an employee's family member (including to care for a parent -in-law, grandparent, grandchild, or a sibling, in addition to child, parent, spouse or registered domestic partner). Sick leave shall also be allowed for an employee for certain purposes related to being a victim of domestic violence, sexual assault, or stalking. Preventive health care shall include medical and dental appointments (if such appointments cannot be arranged other than during working hours) and injury not arising out of and in the course of employment. Sick leave shall be used in increments of fifteen (15) minutes and shall not be taken in excess of time earned at the time it is taken. Foreseeable sick leave requires advance notification, while unforeseeable sick leave requires notice as soon as practicable. If sick leave on account of any of the above illnesses exceeds two (2) consecutive working days, the employee, prior to return to work, shall submit a statement of such disability illness or injury from the employee or family member's physician. The statement shall certify the physical condition of the employee/employee's family member that prevented the employee 20 14 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. 21 lip 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. 22 II<61 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. 23 [11Fl Section 9: BEREAVEMENT LEAVE A. Permanent full-time employees, regardless of period of service, may in the event of death or if death appears imminent, of any "immediate family member' as defined below, including the equivalent relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days (total hours may vary depending on work schedule) of bereavement leave without loss of salary. Relative All Regular Employees 4 work days -Spouse Child 4 work days Registered Domestic Partner 4 work days 4 work days -Step-Child Parent 4 work days Step -Parent 4 work days Mother-in-law 4 work days Father-in-law 4 work days Grandchild 4 work days Step -Grandchild 4 work days Grandparent 4 work days Grandparent -in-law 4 work days Brother 4 work days Sister 4 work days 4 work days -Step-Sister 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 24 18 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. 25 VU 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. 4.1 20 Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR EXPENSES A. Any employee who is required to use said employee's personal automobile in the course of employment with the City shall be reimbursed for each mile actually traveled on official business in accordance with the per mile reimbursement rate allowed by the Internal Revenue Service in effect at the time of such travel. B. Any employee who is required to travel in the performance of his or her duties or to attend an authorized meeting or conference which is of benefit to the City shall be reimbursed for reasonable expenses incurred for transportation, meals, lodging and incidentals. Automobile allowance and reimbursement for expenses shall be recommended by the department head or designee and approved by the City Administrator pursuant to the provisions of the City of Vernon Travel and Meeting Expense Reimbursement Administrative Policy. No allowance shall be made for transportation between the employee's home and the place where such person is normally employed by the City. C. Certain employees serving in specified classifications shall receive a monthly automobile allowance as set forth below and incorporated herein by reference; alternatively, specified employees may opt to receive use of a City - owned vehicle and fuel. Classification Amount City Administrator $600.00 or City Vehicle & Fuel City Attorney $400.00 Economic Development Manager $400.00 Finance Director $400.00 Fire Chief City Vehicle & Fuel Assistant Fire Chief City Vehicle & Fuel Fire Marshal City Vehicle & Fuel Administrative Fire Battalion Chief City Vehicle & Fuel Administrative Fire Captain City Vehicle & Fuel Fire Training Captain City Vehicle & Fuel General Manager of Public Utilities $400.00 21 27 Assistant General Manager of Public Utilities City Vehicle & Fuel 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 Dut City Vehicle & Fuel Public Information Officer $400.00 Public Works Director $400.00 D. Wherever an automobile allowance is made to any employee for the use of their personal automobile, such allowance shall not be payable whenever the employee is on vacation, leave of absence, or otherwise absent the entire calendar month, unless otherwise specified by the City Administrator. E. The City shall not be responsible for repairs or any additional costs for upkeep, fuel, lubrication, replacement in whole or in part, or other expenses in connection with any such vehicle beyond the respective amounts set forth above. 9:1 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 1 st of each calendar year. b. Employees that elect a health plan higher than the Low HMO medical, dental and/or vision, will be responsible for any applicable, excess premium costs; however, if employees opt out of dental and/or vision coverage, they may use the allotments for those respective coverages toward excess medical premiums. c. Employees who elect the PPO/HSA coverage shall receive an equal benefit to that described above, less $3,000 on an annual basis, which would instead be deposited to their HSA account. C. City Council members are entitled to the same medical benefits offered to the management and confidential employees. The City shall not pay or reimburse any medical -related health, vision, or dental costs not covered by the City's insurance program or Medicare for City Council members or their eligible dependents or spouses. D. The City shall not provide or reimburse the City Council members or their dependents or spouses for expenses incurred relating to a PERS long-term health care benefit. 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. 30 ,4 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. 31 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. 32 26 Section 16. DEFERRED COMPENSATION PLAN Employees are eligible to participate in the City's Deferred Compensation Program. 33 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 CalPERS to not fully credit the compensation and/or service time provided under this document is not a proper basis on which to pursue any claim or action against the City related to any determination made by CalPERS in connection with this document. MISCELLANEOUS EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time employees hired before January 1, 2013 with 2.7% at 55 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan. B. Employees shall be responsible for paying 100% of their PERS employee's contributions. C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 21024 - Military Service Credit as Public Service C. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance d. Gov't Code Section: 21548 — Pre -Retirement Option 2W Death Benefit d. Gov't Code Section: 21573 — Third Level of 1959 Survivor Benefits 34 28 D, The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. SAFETY EMPLOYEES A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time safety employees hired before January 1, 2013 with 3.0% at 50 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS retirement benefit plan. B. Employees shall be responsible for paying their PERS nine percent (9%) employee's contributions. C. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows: a. Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation b. Gov't Code Section: 20124 - Military Service Credit as Public Service C. Gov't Code 21574 — 41h Level 1959 Survivor Benefit (Fire members only) d, Gov't Code Section: 21571 — Basic Level of 1959 Survivor Benefit (Police members only) e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement Survivor Allowance Gov't Code Section: 21548 - Pre -Retirement Option 2W Death Benefit (Fire members only) 9. Gov't Code Section 20965 — Credit for Unused Sick Leave D. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code. 35 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 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. W 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. 37 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 (500) 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. 39 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. 40 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 CalPERS in accordance with CCR 571(a) and as defined by GC 7522.04(f) 41 KLI 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. 42 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. 1. In the event of a call back, the employee will wear his/her City uniform, if applicable. 43 37 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. 44 38 CLASSIFICATION AND COMPENSATION PLAN 45 39 Section 1. PURPOSE Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to provide for the classification and compensation of City officers and employees, and to conform to the principle of equal pay for equal work. Officers and employees of the City of Vernon shall receive compensation and costs in accordance with the amounts set forth in the attached compensation plan. Section 2. THE COMPENSATION PLAN The basic compensation plan for the various employee units, groups and non -classified employees, as of the date of adoption of this plan is hereby established as set forth in Exhibit A, Citywide Classification and Compensation Plan, which is attached hereto and incorporated herein by reference. The City Administrator shall have authority to create and maintain salary steps to implement the provisions of this Section. Salaries granted pursuant to this provision shall be reported to PERS as compensation earned. Please refer to Human Resources Policy II-3, Salary Plan for specific policy and procedures. Section 3. THE CLASSIFICATION PLAN The classification plan includes the allocation of class titles to salary ranges for City officers and employees. The Classification Plan further includes the allocation of class titles to salary ranges for those employees that are designated as exempt from the classified service. These exempt classes are for elective officers; persons appointed by the City Council, including the City Administrator, and City Attorney; persons appointed by the City Administrator, including department head or designees; and persons appointed by the City Attorney pursuant to City of Vernon Municipal Code that serve in an "at will" capacity subject to the terms and conditions of an employment contract and are so designated in the plan as "non -classified." The classification plan as of the date of adoption of this plan is hereby established as set forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The Human Resources Director, with approval by the City Administrator or his/her designee, is responsible for maintenance of the Classification Plan, including the allocation of new or changed positions to the appropriate class, the recommendation of proper salary ranges within the provision of pay administration, maintenance of up-to-date class specifications, and the preparation of reports and recommendations on revisions to the Classification Plan. Please refer to Human Resources Policy II-1, Classification Plan Administration for specific policy and procedures. 46 40 CLASSIFICATION AND COMPENSATION PLAN 47 m 1025 Council Member City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 E O 01 $ 27,329 $ 2,277 N/A $ 1,051.13 1030 Mayor E O 01 $ 27,329 $ 2,277 N/A $ 1,051.13 ADMINISTRATIONCITY DEPARTMENT 1010 City Administrator E_- $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 1 Step 2 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 Step 3 $ 282,440 $ 23,537 $ 135.7884 $ 10,863.07 Step 4 5 296,562 $ 24,713 $ 142.5778 $ 11,406.23 Step 5 $ 311,390 $ 25,949 $ 149,7067 $ 11,976.54 1015 Deputy City Administrator E M 40 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 1 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 2 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 3 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 4 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 5 1020 Economic Development Manager E M 34 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ 5,22S.33 Step 4 $ 142,651 $ 11,888 $ 68.5824 $ S,486.59 Step 5 1035 Public Information Officer E M 31 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 1 $ 106,449 $ 8,871 $ 51.1772 $ 4,094,18 Step 2 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 3 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 4 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 5 177 1625 . .. Information Technology Analyst NE a 26 $ 79,434 $ _-- 6,619 $ --. 38.1893 $ 3,055.14 Step 1 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 1620 Information Technology Analyst, Senior NE C 30 $ 96,552 $ 8,046 $ �_ ... 46.4192 $ 3,713.54 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513,83 Step 5 1610 Information Technology Manager E M 37 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 48 Step 3 $ 157,273 $ 13,106 $ 7S.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 Page 1 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 1630 Information Technology Technician NE C 22 Step 1 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909,66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 1615 Programmer/Analyst E C 30 _ Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53,7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 CITY O• OFFICE 1110 City Attorney E E 49 $ 243,982 5 20,332 $ 117.2992 $ 9,383.94 Step 1 $ 256,181 $ 21,349 $ 123.1641 $ 9,853.13 Step 2 $ 268,990 $ 22,416 $ 129,3223 $ 10,345.79 Step 3 $ 282,440 $ 23,537 $ 135.7884 $ 10,863.07 Step 4 $ 296,562 5 24,713 $ 142.5778 $ 11,406.23 Step 5 1115 Deputy City Attorney E M 38 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 1 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 2 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 3 $ 165,137 S 13,761 $ 79.3928 $ 6,351.42 Step 4 5 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 5 1507 Executive Legal Secretary NE C 23 5 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 1 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 2 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 3 $ 79,434 $ 6,619 $ 38.1893 $ 3,OS5.14 Step 4 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 Step 5 1495 Legal Administrative Analyst NE C 26 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 1113 Senior Deputy City Attorney E M 39 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002,44 Step 5 CITY CLERK DEPARTMENT 1310 City Clerk E E 41 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 1 $ 173,394 $ 14,449 $ 83.3624 $ 6,669,99 49 Step 2 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 3 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 4 Page 2 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 1315 Deputy City Clerk NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 S 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 1320 Records Management Assistant NE C 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 S 5,187 $ 29.9223 $ 2,393,78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 S 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34,6388 $ 2,771.10 ADMINISTRATIVE y CLERICAL GROUP 1530 Administrative Assistant NE G 13 $ 42,12S $ 3,510 $ 20.2525 $ 1,620.20 Step 1 $ 44,232 $ 3,686 $ 21.2652 $ 1,701,21 Step 2 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 3 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 4 S 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 5 1530 Administrative Assistant, (Confidential) NE C 13 $ 42,125 $ 3,510 $ 20.2525 $ 1,620.20 Step 1 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 2 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 3 $ 48,765 $ 4,064 5 23.4448 $ 1,875.59 Step 4 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 5 1520 Administrative Assistant, Senior NE G 17 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ S6,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393,78 Step 5 1520 Administrative Assistant, Senior (Confidential) NE C 17 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 1 $ $ 53,764 $ 4,480 $ 25.8479 $ 2,067,84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,27S $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29,9223 $ 2,393.78 Step 5 1510 Administrative Secretary NE C 20 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513,47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 Step 5 $ 73,704 $ 6,142 $ 35.4346 $ 2,834.77 fathered - G3 Grand1500 Executive Assistant to the City Administrator NE C 26 $ 79,434 $ 6,619 S 38,1893 $ 3,055.14 50 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42,1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2089 $ 3,536.70 Step 4 Page 3 of 21. City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 1490 Administrative Analyst NE C 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 DEPARTMENTFINANCE 1250 Account Clerk NE G 14 Step i $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 2 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 3 $ 48,765 $ 4,064 $ 23,4448 $ 1,875.59 Step 4 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 Step 5 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 1247 Account Clerk, Senior NE G 18 $ $ 2,067.84 Step 1 $ 53,764 $ 4,480 25.8479 Step 2 $ 56,452 $ 4,704 $ 27,1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 1240 Accountant NE C 22 $ _ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 1 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771A0 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909,66 Step 5 $ 79,434 $ 6,619 $ 38,1893 $ 3,055.14 1230 Accountant, Senior NE C 27 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 1 Step 2 $ 87,576 $ 7,298 5 42,1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 1234 Assistant Buyer NE G 20 $ 59,275 $ 4,940 $ 28,4974 $ 2,279.79 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 5 34.6388 $ 2,771.10 Step 5 1220 Assistant Finance Director E M 39 $ 149,784 $ 12,482 $ 72.0115 5,760.92 Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83,3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 1249 Business License Clerk NE G 16_-- $ 48,765 $ 4,064 23,4448 $ 1,875.59 51 $ Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 Page 4 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 [M,OCCUPATIONAL JOB FAMILIES AND JOB CLASSES mrtm�ffqmv M. Step 5 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 1237 Buyer NE G 23 Step 1 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 2 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 3 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 4 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 5 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 1225 Deputy City Treasurer E M 35 Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ S,225.33 Step 4 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 5 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 1210 Director of Finance/City Treasurer E E 44 Step 1 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 2 $ 200,725 $ 16,727 $ 96,5024 $ 7,720.19 Step 3 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 4 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 Step 5 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 1245 Payroll Specialist NE C _ 19 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 Step 3 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 4 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 5 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.1S 1248 Public Housing PropertyCoordinator NE......__ C 16 ___ _-6 1,875.59 $ 48,765 $ 4,064 $ 23,4448 $ Step 1 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 Step 2 5 53,764 $ 41480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 5 1255 Risk Manajement Assistant NE G 17 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 1 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 5 29.9223 $ 2,393.78 Step 5 DEPARTMENTPRE 5015 Assistant Fire Chief E FM 42 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 1 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 2 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 3 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 4 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 5 5033 Assistant Fire Marshal NE FM 24 52 Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713,54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899,22 Page 5 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY {a} {a) CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP I GRADE ANNUAL MONTHLY HOURLY PAY PERIOD 5055 Fire Administrative Analyst Step 1 Step 2 Step 3 Step 4 Step 5 S02S - Fire Battalion Chief (P) Step 1 Step 2 Step 3 Step 4 Step 5 5025 Fire Battalion Chief (A) Step 1 Step 2 Step 3 Step 4 Step 5 5030 Fire Captain (P) Step 1 Step 2 Step 3 Step 4 Step 5 5030 Fire Captain (A) Step 1 Step 2 Step 3 Step 4 Step 5 5010 Fire Chlef Step 1 Step 2 Step 3 Step 4 Step 5 5050 Fire Code Inspector Step 1 Step 2 Step 3 Step 4 Step 5 5049 Fire Code Inspector, Senior Step 1 Step 2 Step 3 NE C 26 NE FM 38 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 S 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 142,651 5 11,888 $ 48.9874 $ 5,486.59 $ 149,784 $ 12,482 S 51,4368 $ 5,760.92 $ 157,273 $ 13,106 $ 54.0087 $ 6,048.97 $ 165,137 $ 13,761 $ 56.7091 $ 6,351.42 $ 173,394 $ 14,449 $ 59.5446 $ 6,668.99 NE FMA 38 $ 142,651 $ 11,888 $ 68.5824 $ 5,496.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 157,273 5 13,106 $ 75.6121 $ 6,048.97 $ 165,137 $ 13,761 $ 79,3928 $ 6,351.42 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 NE F 31 $ 101,380 $ 8,448 $ 34.8144 $ 3,899.22 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 $ 111,771 $ 9,314 $ 38.3829 $ 4,298.89 $ 117,360 $ 9,780 $ 40.3021 $ 4,513.83 $ 123,228 $ 10,269 $ 42.3172 $ 4,739.52 NE FA 31 5 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 $ 123,228 $ 10,269 $ 59.2441 S 4,739.52 E E 46 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 NE G 25 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 NE G 27 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 53 $ 87,576 $ 7,298 $ 42.1036 $ 3,368,29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Page 6 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 [MIOCCUPATIONAL JOB FAMILIES AND JOB CLASSES Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 S 101,380 $ 8,448 $ 48.7402 $ 3,899.22 5040 Fire Engineer (P) NE F 28 Step 1 $ 87,576 $ 7,298 $ 30.0740 $ 3,368,29 Step 2 $ 91,954 $ 7,663 $ 31.5777 $ 3,536,70 Step 3 $ 96,5S2 $ 8,046 $ 33.1566 $ 3,713.54 Step 4 $ 101,380 S 8,448 $ 34.8144 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 5040 Fire Engineer (A) NE FA 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 S 7,663 S 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 5020 Fire Marshal NE FM 38 - Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 3 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 S 173,394 $ 14,449 $ 83.3624 $ 6,668.99 5060 Firefighter (P) NE F 25 _ Step i $ 75,651 $ 6,304 $ 25.9791 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 27.2780 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 28,6419 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 30.0740 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 31.5777 $ 3,536.70 5060 Firefighter (A) NE FA 25 Step 1 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207,90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step S $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 5045 Firefighter/Paramedic (P) NE F 28 $ 87,576 $ 7,298 $ 30.0740 $ 3,368.29 11 .. Step 1 $ 91,954 S 7,663 $ 31.5777 $ 3,536,70 Step 2 $ 96,552 $ 8,046 $ 33.1566 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 34,8144 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 36.5552 $ 4,094.18 Step 5 5045 Firefighter/Paramedic (A) NE FA 28 $ 87,576 $ 7,298 $ 42.1036 5 3,368.29 Step 1 S 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 5035 Firefighter/Paramedic Coordinator (P) NE F 29 54 3,536.70 S 91,954 $ 7,663 $ 31.5777 $ Step 1 $ 96,552 $ 8,046 $ 33.1566 $ 3,713.54 Step 2 Page 7 o121 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE I PAY (a) (a) CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD Step 3 $ 101,380 $ 8,448 $ 34.8144 $ 3,899.22 Step 4 $ 106,449 5 8,871 S 36.5552 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 38.3829 $ 4,298.89 5035 Firefighter/Paramedic Coordinator (A) NE FA 29 Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,552 5 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 HEALTH • ENVIRONMENTAL CONTROL 2015 Deputy Director of Health & Environmental Control E M 37 Step 1 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72,0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 5 75.6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 2010 Director of Health and Environmental Control E E 43 Step 1 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 2 $ 191,167 $ 15,931 $ 91,9070 $ 7,352.56 Step 3 $ 200,725 $ 16,727 $ 96,5024 $ 7,720.19 Step 4 S 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 5 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 y $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 2040 Environmental Health Technician NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 $ 2,279,79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 2030 Environmental Specialist NE G 26 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 5 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 2025 Environmental Specialist, Senior NE G 29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 $, 111,771 $ 9,314 $ 53.7361 S 4,298.89 Step 5 G4 - Grandfathered - Hired before July 1, 2014 $ 112,632 $ 9,386 $ 54.1500 $ 4,332.00 2022 Environmental Specialist, Temporary NE T26 $ 79,434 $ 6,619 $ 38.1893 �_._.. $ 3,055,14 Step 1 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 Step 2 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 55 Pap & of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE I PAY {a} I (a) CODE JOCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD Step 6 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 7 $ 106,449 $ 8,871 $ 51.1774 $ 4,094.18 Step 8 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 2045 Environmental Health Intern NE Hourly Step 1 $ 15,0000 RESOURCESNUMAN DEPARTMENT 1410 Director of Human Resources E E 42 .... __...__ Step 1 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 2 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 3 $ 191,167 $ 15,931 $ 91,9070 $ 7,352.56 Step 4 $ 200,725 5 16,727 $ 96.5024 $ 7,720.19 Step 5 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 1420 Human Resources Ana"__NE c 26 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40,0987 5 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 S 96,552 5 8,046 $ 46.4192 $ 3,713.54 1415 Human Resources Analyst, Senior E M 33 - 4,298.89 Step 1 $ 111,771 $ 9,314 $ 53.7361 $ Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225,33 Step 5 1425 Human Resources Assistant NE C 17___,._........._._.._-__ $ 51,204 $ 4,267 $ 24.6171 $ _ 1,969.37 Step 1 $ 53,764 5 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27,1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 S 2,393.78 Step 5 DEVELOPMENT DEPARTMENT 3010 Industrial Development Director E E 39 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 1 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 2 5 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 4 5 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 POLICEDEPARTMENT Police Cadet NE 3180 5 38,892 $ 3,241 $ 18.6981 T $ _-.--- 1,495.85 4035 Step 1 $ 36,864 $ 3,072 $ 17.7231 5 1,417.85 Step 2 $ 34,944 $ 2,912 $ 16.8000 $ 1,344.00 Step 3 $ 33,120 $ 2,760 $ 15.9231 $ 1,273.85 Step 4 $ 31,380 $ 2,615 $ 15.0865 $ 1,206.92 Step 5 $ 29,760 $ 2,480 $ 14.3077 $ 1,144.62 Step 6 7 $ 28,212 $ 2,351 $ 13.5635 $ 1,085.08 56 Step $ 26,736 $ 2,228 $ 12.8538 $ 1,028.31 Step 8 4015 Police Captain E PM 40 Dag. 9 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adapted October 25, 2018 Step 1 $ 157,273 $ 13,106 $ 75,6121 $ 6,048.97 Step 2 $ 165,137 $ 13,761 $ 79,3928 $ 6,351.42 Step 3 $ 173,394 $ 14,449 $ 83,3624 $ 6,668.99 Step 4 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 5 $ 191,167 $ 1S,931 $ 91.9070 $ 7,352.56 4010 Police Chief E E 47 Step 1 $ 221,299 $ 18,442 $ 106.3939 $ 8,511.51 Step 2 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 Step 3 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 Step 4 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 5 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 4020 Police Lkwtenant NE PM 37 Step 1 S 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75,6121 $ 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 4030 Police Officer NE PO 26 Step 1 $ 79,434 $ 6,619 $ 38,1893 5 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 4025 Police Sergeant NE PO 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094,18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 4125 Civilian Court OtNcer NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 41704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28.4974 5 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 4123 Police Community Services Officer NE G 16 Step 1 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 2 $ 51,204 $ 4,267 $ 24.6171 5 1,969.37 Step 3 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.94 Step 4 $ 56,452 $ 4,704 5 27.1404 $ 2,171.23 Step 5 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 4130 Police Dispatcher NE G 20 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 1 Step 2 S 62,238 5 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 5 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 57 4115 Police Dispatcher, lead NE G 23 Page 10 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS I EMPLOYEE PAY {a} {a} CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD Step 1 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 2 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 3 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 4 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 5 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 4110 Police Records Manager NE M 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 4135 Police Records Technician NE G 14 Step 1 $ 44,232 $ 3,686 $ 21.2652 $ 1,701.21 Step 2 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 Step 3 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 4 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 5 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 4120 Police Records Technician, Lead NE G 17 -..-- -- - Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 5 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28,4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 4145 Reserve Police Officer NE Stipend Step 1 $ 3,600 PUBLIC UTILITIES DEPARTMENT 8008 General Manager of Public Utilities E E 48 Step 1 $ 232,364 $ 19,364 $ 111.7135 $ 8,937.08 Step 2 $ 243,982 $ 20,332 $ 117.2992 $ 9,383.94 Step 3 $ 256,181 $ 21,348 $ 123.1641 $ 9,853.13 Step 4 $ 268,990 $ 22,416 $ 129.3223 $ 10,345.79 Step 5 $ 282,440 $ 23,537 $ 135.7884 $ 10,863.07 8011 Assistant General Manager of Public Utilities Step 1 Step 2 Step 3 Step 4 Step 5 8710 Business and Account Supervisor Step 1 Step 2 Step 3 Step 4 Step 5 :�;11Ji1L'i 8615 Utilities Compliance Analyst E M 43 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 $ 191,167 $ 15,931 $ 91,9070 $ 7,352.56 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 $ 221,299 $ 18,442 $ 106.3938 $ 8,511.51 E M 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 5 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 58 NE G 30 Page 11 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ S1.1772 $ 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 8606 Utilities compliance Administrator E M 35 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 1 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 2 $ 135,858 $ 11,322 $ 65,3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 68.S824 $ 5,486.59 Step 4 Step 5 $ 149,784 5 12,482 $ 72.0115 $ 5,760.92 8530 Utilities Customer ser%f900e�resentathre NE _ .-.. $ 53,764 $ 4,480 $ 25,8479 $ 2,067.84 Step 1 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 2 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 3 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 4 $ 65,350 $ 5,446 $ 31,4184 $ 2,513.47 Step 5 8515 Key Accounts Specialist NE M 28 $ 87,576 $ 7,298 $ 42.1036 S 3,368.29 Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 5 _-.__ .__.__.__. �. $ 129,389 $ - 10,782 $ 62.2063 $ - 4,976.50 8040 Electric Operations Supe36 rvlw Step i $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 $ 142,651 $ 11,898 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72,0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 5 8035 Electric Operator _-- NE 30 - $ 96,552 $ 8,046 $ 46.4192 $ - " 3,713.54 Step 1 5 101,380 $ 8,448 $ 48,7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 8053 Electrical Test Technician, Senior NE I 31 $ 101,390 $ 8,448 $ 48.7402 $ 3,899.22 Step i $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 2 S 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 3 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 4 S 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 5 8050 Metering Technician NE I 29 _ _ __. $ 91,954 $ 7,663 $ 44.2088 $ 3,536,70 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 59 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 4 Page 12 of 21 of vie City of Vernon �. Classification and Compensation Plan w Fiscal Year: 2018-2019 • xur INOJ Adopted October 25, 2018 1M,OCCUPATIONAL JOB FAMILIES AND JOB CLASSES M oil W.R. IN111111IM-, 101 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 8047 Metering Technician, Senior NE 1 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51,1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 8045 Power Plant Operator NE 1 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 S 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48,7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 8055 Electrical Test Technician NE 1 29 Step 1 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 2 S 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48,7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51.1772 5 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 8030 Utilities Dispatcher NE 1 33 Step 1 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56,4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 $ 135,8S8 $ 11,322 $ 6S.3166 $ 5,225.33 8025 Utilities Dispatcher, Senior NE I 34 Step 1 $ 117,360 $ 9,780 S 56.4229 $ 4,513.83 Step 2 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 3 $ 129,389 $ 10,792 $ 62,2063 $ 4,976.50 Step 4 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 5 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 8015 Utilities Operations Manager E M 41 $ 165,137 $ 13,761 $ 79.3928 $ 6,352.42 Step 1 Step 2 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 Step 3 $ 182,063 $ 15,172 $ 87,5305 $ 7,002.44 Step 4 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 5 $ 200,725 $ 16,727 $ 96.5024 5 7,720.19 8031 Utilities Project Coordinator NE I 33-- $ 111,771 $ 9,314 5 53.7361 $ 4,298.89 Step 1 $ 117,360 $ 9,780 $ 56.4229 $ 4,513,83 Step 2 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 3 $ 129,389 $ 10,782 $ 62,2063 $ 4,976.50 Step 4 $ 135,858 $ 11,322 $ 65.3166 S 5,225.33 Step 5 8130 Associate Electrical Engineer T NE _ i 30_ $ 96,552 $ 8,046 $ 46.4192 3,713.54 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 Pay, 13 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 5 8140 Computer Aided Drafting Technician NE Step i Step 2 Step 3 Step 4 Step 5 8125 Electrical Engineer NE Step 1 Step 2 Step 3 Step 4 Step 5 8112 Principal Electrical Engineer E Step 1 Step 2 Step 3 Step 4 Step 5 G 20 35 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 5 72,049 $ 6,004 $ 34.6388 $ 2,771.10 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 M 38 5 142,651 $ 11,888 $ 68.5824 $ 5,486.59 $ 149,784 $ 12,482 $ 72,0115 $ 5,760.92 5 157,273 $ 13,106 $ 75,6121 $ 6,048.97 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 8110 Utilities Engineering Manager E M 42 Step 1 Step 2 Step 3 Step 4 Step 5 8215 Gas Systems Specialist NE 1 30 Step 1 Step 2 Step 3 Step 4 Step 5 8210 Gas Systems Superintendent E M 36 Step 1 Step 2 Step 3 Step 4 Step 5 8220 Gas Systems Technician NE 1 26 Step 1 Step 2 Step 3 Step 4 Step 5 8435 Assistant Resource Scheduler NE 1 28 Step 1 Step 2 $ 173,394 $ 14,449 $ 83.3624 $ 6,668.99 $ 182,063 $ 15,172 $ 87,5305 $ 7,002.44 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 $ 210,761 $ 17,563 $ 101.327S $ 8,106.20 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51,1772 $ 4,094,18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298,89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 5 129,389 $ 10,782 $ 62.2063 $ 4,976.50 $ 135,8S8 $ 11,322 $ 65.3166 $ 5,225.33 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 S 149,784 $ 12,482 $ 72.0115 $ 5,760.92 $ 157,273 $ 13,106 $ 75,6121 $ 6,048.97 $ 79,434 $ 6,619 $ 38,1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368,29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44,2088 $ 3,536.70 61 Page 14 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 3 5 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 $ 101,380 $ 8,448 $ 48,7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 8430 Associate Resource Scheduler NE 1 30 Step 1 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48,7402 $ 3,899.22 Step 3 $ 106,449 $ 8,871 $ 51.1772 $ 4,094,18 Step 4 $. 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56,4229 $ 4,513.83 8405 Integrated Resources Manager E M 42 $ 6,668.99 Step 1 $ 173,394 $ 14,449 $ 83.3624 Step 2 $ 182,063 $ 15,172 $ 87.5305 $ 7,002.44 Step 3 $ 191,167 $ 15,931 $ 91,9070 $ 7,352.56 Step 4 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 5 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 8425 Electric Service Planner _. - _ _..... �-__ NE._._ G 26 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 Step 5 8411 Principal Resource Planner E M 37 $ 135,858 $ 11,322 $ 65.3166 5,225.33 Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 3 $ 157,273 $ 13,106 $ 75.6121 $ 6,048,97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 Step 5 8422 - - Principal Resource Scheduler/Trader NE I 34 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 4 $ 142,651 $ 11,888 $ 68,5824 $ 5,486.59 Step 5 8415 Resource Planner NE 1 35 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step l $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 2 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 69.5824 $ 5,486.59 Step 4 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 5 8420 Resource Scheduler _ NE 1 32-- $ 106,449 $ - -- 8,871 $ - 51.1772 -- $ 4,094.18 Step 1 $ 111,771 $ 9,314 $ 53,7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,792 $ 62,2063 $ 4,976.50 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 62 3,055.14 ,.� 7137 Assistant Civil Engineer- Public Utilities NE G _ Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 vase IS of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 7145 Engineering Aide NE G 21 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 $ 5,718 $ 32.9893 $ 2,639,15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771,10 Step 5 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 7935 Meter Reader NE G 18 Step 1 $ 53,764 $ 4,480 $ 25,8479 $ 2,067,84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171,23 Step 3 $ 59,275 S 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 5 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 5 5,446 $ 31.4184 $ 2,513.47 7940 Meter Reader, Lead NE G 20 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 2 $ 62,238 5 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 7905 Water Administrator E M 36 Step 1 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 2 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 3 $ 142,651 $ 11,888 $ 68,5824 $ 5,486.59 Step 4 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 5 $ 157,273 $ 13,106 $ 75.6121 $ 6,048,97 7935 Water Foreman E M 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 Step 5 $ 101,380 5 8,448 $ 48.7402 $ 3,899.22 7930 Water Maintenance Worker NE G 18 Step 1 $ 53,764 $ 4,480 $ 25,8479 $ 2,067.84 Step 2 $ 56,452 5 4,704 $ 27.1404 $ 2,171,23 Step 3 5 59,275 S 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 5 31.4184 $ 2,513.47 7925 Water Maintenance Worker, Senior NE G 22 _ Step 1 S 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 5 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 63 7920 Water Project Coordinator E G 30 Step 1 5 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 2 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Page 16 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 Step 3 $ 106,449 $ 8,871 $ 51.1772 5 4,094.18 Step 4 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 5 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 7911 Water Project Specialist E M 35 _ Step 1 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 2 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 3 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 4 $ 142,651 5 11,888 $ 68.5824 $ 5,486.59 Step 5 $ 149,784 $ 12,482 $ 72,0115 $ 5,760.92 7910 Water Superintendent E M 33 _ Step 1 5 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 2 $ 117,360 $ 9,780 $ 56,4229 $ 4,513.83 Step 3 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 Step 4 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Step 5 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 WORKS 7008 Director of Public Works E E 44 Step 1 $ 191,167 $ 15,931 $ 91.9070 $ 7,352.56 Step 2 $ 200,725 $ 16,727 $ 96.5024 $ 7,720.19 Step 3 $ 210,761 $ 17,563 $ 101.3275 $ 8,106.20 Step 4 $ 221,299 $ 18,442 5 106.3938 $ 8,511,51 Step 5 $ 232,364 $ 19,364 $ 111.7135 $ 8,937,08 7227 Building Inspector NE G 25 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 1 $ 79,434 $ 6,619 $ 38.1893 $ 3,055,14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 4 $ 91,954 $ 7,663 $ 44,2088 $ 3,536.70 Step 5 7215 Building Inspector, Senior �.-- - NE G 27 ----.......---- $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713,54 Step 4 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 7205 Building and Planning Manager _ E M _ 37 $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 1 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 2 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 3 $ 157,273 $ 13,106 $ 75.6121 $ 6,048.97 Step 4 $ 165,137 $ 13,761 $ 79.3928 $ 6,351,42 Step S 7225 Electrical Inspector NE G 2S $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 1 $ 79,434 $ 6,619 $ 38.1893 5 3,055.14 Step 2 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 3 5 87,576 $ 7,298 $ 42.1036 $ 3,368.29 64 Step 4 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 5 Page 17 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 IM,OCCUPATIONAL JOB FAMILIES AND JOB CLASSES 0 WIT M 7213 Electrical Inspector, Senior NE G 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 S 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 7250 Permit Technician NE G 17 Step 1 $ 51,204 $ 4,267 $ 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28,4974 $ 2,279.79 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 7220 Assistant Planner NE G 22 Step 1 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 51718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 7S,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 7235 Plumbing and Mechanical Inspector NE G 25 Step 1 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7217 Plumbing and Mechanical Inspector, Senior NE G 27 Step 1 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 2 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 3 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 4 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 Step 5 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 7140 Assistant Engineer NE G 25 $ 2,909,66 Step 1 $ 75,651 $ 6,304 $ 36.3707 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7135 Associate Engineer NE G 29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 1 Step 2 S 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 3 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 4 $ 106,449 $ 8,871 $ 51,1772 $ 4,094.18 Step 5 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 7118 Civil Engineer NE M 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 1 Step 2 $ 111,771 $ 9,314 $ S3.7361 $ 4,298.89 Step 3 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 65 Step 4 $ 123,228 $ 10,269 $ 59,2441 $ 4,739.52 Step 5 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 Page 1g of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 IMICICCUPATIONAL JOB FAMILIES AND JOB CLASSES IFT-Mm. RIM= 7145 Engineering Aide NE G 21 Step 1 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 2 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 3 $ 68,618 S 5,718 S 32.9893 $ 2,639.15 Step 4 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 5 S 75,651 $ 6,304 $ 36.3707 $ 2,909.66 7115 Principal Civil Engineer E M 37 Step l $ 135,858 $ 11,322 $ 65.3166 $ 5,225.33 Step 2 $ 142,651 $ 11,888 $ 68.5824 $ 5,486.59 Step 3 $ 149,784 $ 12,482 $ 72.0115 $ 5,760.92 Step 4 $ 157,273 $ 13,106 $ 75.6121 5 6,048.97 Step 5 $ 165,137 $ 13,761 $ 79.3928 $ 6,351.42 7120 Project Engineer NE G 31 Step 1 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 2 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 Step 3 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 Step 4 $ 117,360 S 9,780 $ 56.4229 $ 4,513.83 Step 5 $ 123,228 $ 10,269 $ 59.2441 $ 4,739.52 7125 Stormwater and Special Projects Analyst NE G 28 Step 1 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 2 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 Step 3 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 Step 4 5 101,380 $ 8,448 $ 48.7402 $ 3,899.22 Step 5 $ 106,449 $ 8,871 $ 51.1772 S 4,094.18 • 7720 Facilities Maintenance Worker NE G SB Step l $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 2 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 3 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 4 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 5 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 7735 Facilities Maintenance Worker, Lead NE G 23 Step 1 $ 68,618 S 5,718 $ 32,9893 $ 2,639.15 Step 2 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 3 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 4 $ 79,434 $ 6,619 $ 38.1893 $ 3,055A4 Step 5 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 7730 Facilities Maintenance Worker, Senior - NE G 20 28.4974 $ 2,279.79 Step 1 $ 59,275 $ 4,940 $ Step 2 $ 62,238 $ 5,187 $ 29,9223 $ 2,393.78 Step 3 S 65,350 $ 51446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 S 32.9893 $ 2,639.15 Step 5 $ 72,049 $ 6,004 S 34.6388 $ 2,771.10 7530 Mechanic NE G 19 Step 1 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 2 $ 59,275 $ 4,940 $ 28.4974 $ 2,279.79 Step 3 $ 62,238 $ 5,187 $ 29,9223 $ 2,393.78 Step 4 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Page 19 of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 11=3;�OCCUPATIONAL JOB FAMILIES AND JOB CLASSES my -Irk M"T, sTrIffim Step 5 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 7520 Mechanic, Lead NE G 25 Step 1 $ 7S,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 2 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 3 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 Step 4 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 Step 5 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 7525 Mechanic, Senior NE G 21 Step 1 Step 2 Step 3 Step 4 Step 5 7430 Street Maintenance Worker Step 1 Step 2 Step 3 Step 4 Step 5 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 $ 72,049 $ 6,004 $ 34.6388 $ 2,771,10 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 $ 46,443 $ 3,870 $ 22.3284 $ 1,786.27 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 $ 51,204 $ 4,267 $ 24,6171 $ 1,969.37 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 7427 Street Maintenance Worker, Lead NE G 23 5 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 1 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 2 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 3 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 Step 4 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 Step 5 7425 Street Maintenance Worker, Senior NE G 19 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 1 $ 59,275 $ 4,940 $ 28.4974 $ 2,279,79 Step 2 $ 62,238 $ 5,187 $ 29.9223 $ 2,393.78 Step 3 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 4 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 5 7630 Warehouse Worker NE G 16 $ 48,765 $ 4,064 $ 23.4448 $ 1,875.59 Step 1 $ 51,204 $ 4,267 S 24.6171 $ 1,969.37 Step 2 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 Step 3 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 4 $ 59,275 $ 4,940 $ 28,4974 $ 2,279.79 Step 5 7620 Warehouse Worker, Lead NE G 21 _-_ $ _ 62,238 $ 5,187 $ 29.9223 5 2,393,78 Step 1 $ 65,350 $ 5,446 $ 31.4184 $ 2,513.47 Step 2 $ 68,618 $ 5,718 $ 32.9893 $ 2,639.15 Step 3 $ 72,049 $ 6,004 $ 34.6388 $ 2,771.10 Step 4 $ 75,651 $ 6,304 $ 36.3707 $ 2,909.66 Step 5 7625 Warehouse Worker, Senior NE G 18 $ 53,764 $ 4,480 $ 25.8479 $ 2,067.84 67 Step 1 $ 56,452 $ 4,704 $ 27.1404 $ 2,171.23 Step 2 $ 59,275 $ 4,940 $ 28.4974 $ 2,279,79 Step 3 Page 2C of 21 City of Vernon Classification and Compensation Plan Fiscal Year: 2018-2019 Adopted October 25, 2018 CLASS EMPLOYEE PAY {a} {a} CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA GROUP GRADE ANNUAL MONTHLY HOURLY PAY PERIOD 7307 Facilities Maintenance Supervhor E M 26 Step 1 Step 2 Step 3 Step 4 Step 5 7515 Fleet Supervisor Step 1 Step 2 Step 3 Step 4 Step 5 7308 Street Maintenance Supervisor Step 1 Step 2 Step 3 Step 4 Step 5 7300 Public Works Superintendent Step 1 Step 2 Step 3 Step 4 Step 5 7130 Public Works Project Coordinator Step 1 Step 2 Step 3 Step 4 Step 5 E M 27 E M 26 E $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 83,405 $ 6,950 $ 40.0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 S 7,663 $ 44,2088 $ 3,536.70 $ 96,5S2 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 79,434 $ 6,619 $ 38.1893 $ 3,055.14 $ 83,405 $ 6,950 $ 40,0987 $ 3,207.90 $ 87,576 $ 7,298 $ 42.1036 $ 3,368.29 $ 91,954 $ 7,663 $ 44.2088 $ 3,536.70 $ 96,552 $ 8,046 $ 46,4192 $ 3,713.54 M 32 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 S 4,513.83 $ 123,228 $ 10,269 $ 59,2441 $ 4,739.52 $ 129,389 $ 10,782 $ 62.2063 $ 4,976.50 NE G 30 $ 96,552 $ 8,046 $ 46.4192 $ 3,713.54 $ 101,380 $ 8,448 $ 48.7402 $ 3,899.22 $ 106,449 $ 8,871 $ 51.1772 $ 4,094.18 $ 111,771 $ 9,314 $ 53.7361 $ 4,298.89 $ 117,360 $ 9,780 $ 56.4229 $ 4,513.83 {a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes. Cage 21 of 21 JOB DESCRIPTION Environmental Health Technician Established Date: October 2018 Class Code: 2040 SUMMARY: Under general supervision, performs a variety of technical assignments involving office and field review, inspections, investigations, permit processing, enforcement and interpretations relating to environmental and health laws and regulations. DISTINGUISHING CHARACTERISTICS: Environmental Health Technician is distinguished from the professional Environmental Health Specialist series in that Environmental Health Technicians support the professional work conducted by Environmental Health Specialists. The technical support work may involve elements of the professional work. However, the technical support work requires less than full professional competence in the field. 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 inspections, investigations and research on environmental health or sanitation problems and their control. • Performs initial and follow-up inspections of garment manufacturing establishments and issues applicable notices of violations. • Performs Certificate of Occupancy inspection at non-food facilities and issues applicable notice of corrections. • Collects and transports samples following established protocols. • Performs intake reviews and processes permit applications for food facilities, manufacturing establishments, solid and liquid waste disposal, and water wells in conformance to state and local laws and regulations • Assists with Certified Unified Program Agencies (CUPA) related inspections, audits and complaint responses. • Performs initial surveys and complaint investigations of water supplies, landfills and dump sites, gas stations, waste facilities, industrial and commercial facilities using or storing hazardous or toxic materials as well as private premises; identifies problems and recommends solutions. • Assists or independently conducts environmental health surveys or inspections. • Processes construction permit applications and conducts preliminary site reviews for underground tanks, in conformance to state and local regulations • Performs pre plan check review of plans for food facilities and underground storage tanks. • Performs initial and follow up field surveys on non -operating food facilities; verifies accurate labeling or advertising by field testing/measuring of food or beverage products. Collects water and sewage samples for submission to the laboratory; collects recalled products from businesses. • Performs initial investigation of complaints of environmental nuisances and blight; investigates requests for non -conforming use business permits; issues notice to abate; performs surveys to verify compliance with permit requirements. 69 Environmental Health Technician • Researches zoning maps, general and community plans, and planning regulations to determine and inform the public of requirements and restrictions relating to the use of property or the location of water wells. • Records and maintains data on soil characteristics and percolation rates; reviews bacteriological and chemical analysis of public water wells and compares to standards. Monitors reports of waste haulers. • Receives and screens complaints about a variety of public health and environmental control issues and refers as appropriate. • Performs simple maintenance and calibration of equipment. • Uses computers to establish and maintain permit data bases and research parcel information. • Maintains logs and records, collects fees, writes reports and correspondence, and assists in preparation for court hearings. • Assists the public and answers inquiries about department services, programs and records; explains rules, policies, and procedures, and researches database and files; refers matters requiring policy interpretation to supervisor for resolution. • 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: Fifteen (15) semester (23 quarter) units of completed college coursework in Environmental Health, Public Health, Health Science, Environmental Science/Studies, Water Treatment, Biology, Chemistry, Physics, Geology, and/or Ecology or a closely related field and six (6) months experience performing technical support work in a regulatory, public health or environmental service environment. Knowledge of: • Basic theories of mathematics, biology, chemistry, and physics associated with environmental regulation and research. • Basic scientific research and statistical methods • Sound environmental practices and the effect of environmental regulation on human health, water, soil, food, and other environmental elements • Environmental laws, regulations, and ordinances protecting public health and safety • Basic principles of environmental compliance assurance • Principles and procedures used in collecting and identifying samples for laboratory analysis • City organization, operations, policies, and procedures. • Customer service standards and protocols. • Basic principles of application permitting. Skill in: • Entering information into a computer system with speed and accuracy, and maintaining electronic files. • Providing effective customer service, and dealing tactfully and courteously with the public. • Maintaining accurate and interrelated technical records. • Establishing and maintaining cooperative working relationships with co-workers and the public. • Effective verbal and written communication. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Class C Driver's License. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: 70 Work is performed in a standard office environment and in internal and external environments throughout the City. Environmental Health Technician Vernon CA 2 of 2 pF VE$ r .4f u �`LjtV[tY 1119V`4* JOB DESCRIPTION Human Resources Assistant Date Prepared: August 5, 2015 Class Code: 1425 Date Revised: November 2018 SUMMARY: Under general supervision, performs administrative duties in the processing of Human Resources (HR) forms and documents, and provides assistance to City staff, applicants and the general public. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: • Responds to requests for information and assistance; explains HR policies to employees, applicants and the public; greets and assists visitors, provides technical information to City staff and assistance to the public within scope of authority. • Performs various administrative functions within the HR Department; performs clerical duties such as typing, filing, and record keeping; performs data entry functions. • Performs records database management and maintenance functions; prepares and verifies documents for scanning and filing. • Assists in the coordination of Human Resources programs, events, employment and open enrollment fairs, meetings and trainings. • Assists with the recruitment process; prepares and processes job postings; reviews employment applications for completeness; processes applications and routes supporting documents; schedules applicant interviews and appointments. • Assists new employees with processing and completion of personnel related documents; provides instruction and assistance on enrollment forms; addresses questions regarding benefits, policy and procedures, and other personnel issues within scope of authority. • Reviews documents for accuracy, completeness and conformance with established regulations and procedures. • Prepares correspondence and memorandums; maintains HR files, forms, documentation and information in accordance with City policies and procedures; performs special HR projects as directed, and prepares reports as required. • Supports the relationship between the City of Vernon and the general public by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work - related issues and City information; performs other duties as required or assigned. MINIMUM QUALIFICATIONS: Education, Training and Experience Guidelines: High School Diploma or GED equivalent; AND three years of clerical and administrative experience including work experience in =Human Resources .O preferred Knowledge of: • City organization, operations, policies, and procedures. 71 Human Resources Assistant Vernon CA 1 of 2 -"W� • Rules and regulations governing Human Resources activities and functions. • Principles of confidential records and file management. • Employee relations principles and practices. Skill in: • Entering data into a computer system with speed and accuracy. • Providing effective customer service. • Reviewing documents and extracting relevant information. • Operating a personal computer utilizing standard and specialized software. • Establishing and maintaining effective working relationships with co-workers and the public. • Making arithmetic calculations quickly and accurately. • Effective verbal and written communication. LICENSE AND CERTIFICATION REQUIREMENTS: Must possess a valid California State Driver's License. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in a standard office environment. 72 Human Resources Assistant Vernon CA 2 of 2 JOB DESCRIPTION Electric Operator Date Prepared: September, 2016 Date Revised: September. 2018 Class Code: 8035 SUMMARY: Under basic supervision, operates and maintains the City's electric, bulk power, and gas systems. ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following. • Performs high voltage switching by operating disconnects/relays in order to isolate equipment for maintenance, field repairs, system load transfers or emergencies; performs duties within scope of authority and training, and in compliance with City policies and quality standards; duties may vary according to job assignment. • Responds to emergency calls for service during power outages; inspects affected equipment; identifies a cause; protects the public by making sure no energized power lines are on the ground; performs traffic control as required. • Performs daily inspection and maintenance of gas turbines and backup generators, substations and high voltage equipment; removes trash and weeds; inspects facilities and reports security concerns. • Performs after hour/weekend/holiday inspections of well sites and pumping stations as necessary. • Responds to emergency calls for service including spill response/cleanup, dead animal retrieval, broken hydrants and water quality complaints. • Performs a variety of routine facility maintenance and repairs such as painting, carpentry, welding/fabrication, custodial and various types of construction; performs power plant and grounds maintenance duties 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 equivalent; AND two years of utility operations and maintenance experience. Knowledge of: • City organization, operations, policies, and procedures. • Regulatory requirements for the operation, maintenance, and repair of gas, electric and bulk power utilities. • Principles of electric theory, power system operations including power plant operations; fundamentals of alternating current circuits, and electrical safety policies and procedures. • State and federal environmental protection codes and regulations; Cal OSHA regulations. 73 • Common hand and power tools. Electric Operator Vernon CA 1 of 2 N • Customer service standards and protocols. Skill in: • Monitoring and applying control system principles rationally to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. • Reading and interpreting blueprints, schematics, plans, and specifications. • Maintaining maintenance and inspection records as required by regulatory agencies. • Utilizing public relations techniques in responding to inquiries and complaints. • Working flexible hours or on -call schedule. • Communicating effectively, both orally and in writing. • Establishing and maintaining cooperative working relationships with managers, fellow employees, contractors, representatives of other utilities, suppliers and the public. LICENSE AND CERTIFICATION REQUIREMENTS: A valid California State Driver's License is required. Possession of a Grade II Water Distribution Certification issued by the State Water Resources Control Board is desirable. PHYSICAL DEMANDS AND WORKING ENVIRONMENT: Work is performed in an electric plant environment and in the field, with exposure to dangerous equipment, extreme weather conditions, hazardous chemicals, high voltage, electrical shock and moving traffic. Works rotating shifts nights and weekends or a mutually agreed upon set schedule as required. 74 Electric Operator Vernon CA 2 of 2