Resolution No. 2018-050RESOLUTION NO. 2018-50
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 November 20, 2018, the City Council of the City
of Vernon adopted Resolution No. 2018-46, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated December 18, 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 December 18, 2018: (i) adopt the new job
classification and associated salary range of the Utilities Operations
Trainee; 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 December 18, 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 Utilities Operations
Trainee, a copy of which is attached hereto as Exhibit A.
SECTION 4: All resolutions or parts of resolutions,
specifically Resolution No. 2018-46, 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conflict with this resolution are hereby repealed.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 18th day of December, 2018.
Name: Yvette Woodruff -Perez
ATTEST
r (I �l
Mari E. Ayala, ty Clerk
APPROVED AS TO FORM:
ZayVr
oussa,
SenDeputy City Attorney
Title: Mayor / May— Prg-�
- 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. 2018-50,
was duly passed, approved and adopted by the City Council of the City
of Vernon at a regular meeting of the City Council duly held on
Tuesday, December 18, 2018, and thereafter was duly signed by the Mayor
or Mayor Pro-Tem of the City of Vernon.
Executed this jg� day of December, 2018, at Vernon, California.
(SEAL)
Mar'a E. Ayala, Cito Clerk
- 3 -
EXHIBIT A
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City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted December 18No3,omhor
20, 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
Section7:
Sick Leave......................................................................................14
Section 8:
Family Sick Leave (Kin Care)........................................................17
Section 9:
Bereavement Leave.......................................................................18
Section10:
Jury Duty.......................................................................................
20
Section 11:
Automobile Allowance and Reimbursement for Expenses .............
21
Section 12:
Health Insurance............................................................................
23
Section 13:
Dental Insurance............................................................................
24
Section 14:
Vision Insurance.............................................................................
25
Section 15:
Life Insurance.................................................................................26
Section 16:
Deferred Compensation Plan.........................................................27
Section 17:
CalPERS Retirement Plan..............................................................28
Section 18:
Retiree Medical Insurance..............................................................30
Section 19:
Longevity Program.........................................................................
32
Section20:
Bilingual Pay...................................................................................
34
Section 21:
Uniform Allowance..........................................................................
35
Section 22:
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
PART
FRINGE BENEFITS
INTRODUCTION
The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the
City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found
in respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Resolution or as amended from time to time shall be
effective upon City Council adoption, unless a specific effective date is stated therein.
PART 1 — FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
TABLE 1 -HOLIDAY
HOLIDAY
January 1 st - New Year's Da
3'd Monday in January - Martin Luther King Jr. Da
3rd Monday in February - Presidents Da
March 31 st - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 411 — Independence Da
The 11 Monday in September — Labor Da
The 2"d Monday in October — Columbus Da
November 11th —Veterans Da
The 40" Thursday in November - Thanksgiving Da
December 241— Christmas Eve
December 251— Christmas Da
December 31 st — New Year's Eve
And other days as such designated by City Council.
Section 2. ADMINISTRATIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall receive,
effective January 1 of each calendar year, 80 hours of Administrative leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro -rated administrative leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on
or Between
Administrative Leave
January 1 — March 31
80 hours
April 1 — June 30
60 hours
Jul 1 — Sept. 30
40 hours
Oct 1 — Dec. 31
20 hours
D. Mid -Management — Staff who are designated as exempt in accordance with the
Fair Labor Standards Act shall receive, effective January 1 of each calendar year,
60 hours of Administrative leave
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro -rated administrative
leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Leave
January 1 — March 31
60 hours
April 1 — June 30
45 hours
Jul 1 — Sept. 30
30 hours
Oct 1 — Dec. 31
15 hours
G. All Administrative leave requests should be approved by the department head or
City Administrator at least ten days in advance of the date to be taken, although
7
the department head retains discretion to approve the use of Administrative Leave
in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments
with a minimum amount of overtime. If the best interests of the City require that an
employee work beyond the forty (40) hours of work scheduled, such employee
shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions not
exempt from the FLSA to allow credit for productive hours actually worked on one
day (excluding lunch periods) towards the regular paid workweek schedule. For
example, if an employee works twelve (12) hours on one day (based on a ten (10)
hour day), the entire twelve hours will be recorded on the time card as paid worked
time. In this example, the department may schedule the employee to work only
eight (8) hours on one of the other scheduled workdays in the workweek, as long
as the employee's hours for the workweek do not fall below the minimum paid work
hours schedule.
C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must be
obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes of
computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond his/her
assigned working hours, compensation shall be at the normal hourly rate up to
forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek,
such employee shall be compensated at the rate of one and one-half of (1.5) said
employee's hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee's discretion. With a
mutual agreement between an employee and his/her supervisor, an employee's
regular day off may be rescheduled to another day off in the same pay period.
An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five (5)
9
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
Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu of
cash payment for overtime worked. The total compensatory time accrued is
calculated by multiplying the number of hours of overtime worked by the applicable
overtime rate (1, 1.5 or 2), and is subject to the approval of the department head.
B. Compensatory time may be accumulated up to a maximum of eighty (80) hours. It
is at the employee's option whether to receive overtime compensation or
compensatory time accruals up to the 80-hour limit.
C. Compensatory time shall be taken in 15-minute increments. Scheduling of
compensatory time requires prior approval and must be preceded by a ten (10)
day notice of intended use from the employee. Management may waive the ten
(10) day notice in cases of emergency.
D. Employees who have reached the 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1 St year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
loth 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
loth 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.
13
Vacation leave requests for extended times (3 weeks or more), unless an
unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation.
E. Vacations shall be approved subject to the needs of the department. The
employee's seniority and wishes will be factors that are considered during the
scheduling process.
F. Vacation leave requests shall not be in excess of such leave actually earned at the
time it is requested or in excess of the regular scheduled workweek.
G. No vacation leave shall be accumulated by employees while they are on an unpaid
leave of absence.
H. Vacation may be taken prior to the completion of the employee's probationary
period under special circumstances and with the approval of the department head.
In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and experienced
executive and management level staff.
14
Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year,
at a rate of 3.08 of sick leave hours per pay period.
B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014,
beginning July 1, 2015, all part-time and temporary employees (excluding
CalPERS retired annuitants) working for 30 or more days within a year shall be
entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked and shall be eligible to use accrued sick leave after satisfying a 90-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
15
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.
16
P. If a temporary employee resigns or the temporary assignment has ended, he/she
shall not be eligible for compensation of unused sick leave hours in his/her sick
leave bank at the time of separation.
17
Section 8. FAMILY SICK LEAVE (KIN CARE)
In any calendar year, employees may use the employee's accrued and available sick
leave entitlement, in an amount not more than the sick leave that would be accrued during
six months at the employee's then current rate of entitlement, for qualifying family illness
as follows: Sick leave for family illnesses will be allowed only for the sickness of the
spouse of, or the children of, or mother or father of, the employee living within the same
household. In the case of joint custody of a child, illness of the child occurring at the other
custodial parent's house may also qualify. The department head shall approve all family
sick leaves and a statement establishing the need for sick leave from a physician may be
required as a condition of payment while on such leave.
18
Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any "immediate family member" as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative
All Regular
Employees
Spouse
4 work days
Child
4 work days
Registered
Domestic Partner
4 work days
Step -Child
4 work days
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
Step -Grandchild
4 work days
Grandparent
4 work days
Grandparent -in-law
4 work days
Brother
4 work days
Sister
4 work days
Step -Sister
4 work days
Step -Brother
4 work days
Daughter-in-law
4 work days
Son-in-law
4 work days
Brother-in-law*
4 work days
Sister-in-law*
4 work days
*Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or
the sibling of the employee's spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty -minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
death while at work, he or she is entitled to leave work immediately; this partial day
leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date of
foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
ILI
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.
N
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
"Jury Duty Pay" and there shall be no loss of compensation. An employee will be
compensated up to two weeks at full pay for jury duty. The employee must provide
notice of the expected jury duty to his or her supervisor as soon as possible, but in
no case later than 14 calendar days before the expected start date of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty performed
using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the time
served. Employees shall be reimbursed by the City for the mileage portion of the
jury duty compensation. Jury duty performed on an employee's regular day off
shall not be compensated by the City and the employee shall be entitled only to
the jury's compensation for duty performed on such employee's regular day off.
Employees assigned to jury duty on a City authorized holiday will be considered to
have taken such a holiday and will receive regular holiday pay, but the employee
shall be entitled to the jury compensation for duty performed on such holiday.
21
Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employee's personal automobile
in the course of employment with the City shall be reimbursed for each mile
actually traveled on official business in accordance with the per mile
reimbursement rate allowed by the Internal Revenue Service in effect at the time
of such travel.
B. Any employee who is required to travel in the performance of his or her duties or
to attend an authorized meeting or conference which is of benefit to the City shall
be reimbursed for reasonable expenses incurred for transportation, meals,
lodging and incidentals. Automobile allowance and reimbursement for expenses
shall be recommended by the department head or designee and approved by the
City Administrator pursuant to the provisions of the City of Vernon Travel and
Meeting Expense Reimbursement Administrative Policy. No allowance shall be
made for transportation between the employee's home and the place where such
person is normally employed by the City.
C. Certain employees serving in specified classifications shall receive a monthly
automobile allowance as set forth below and incorporated herein by
reference; alternatively, specified employees may opt to receive use of a City -
owned vehicle and fuel.
Classification
Amount
City Administrator
$600.00 or City Vehicle & Fuel
City Attorney
$400.00
Economic Development
Manager
$400.00
Finance Director
$400.00
Fire Chief
City Vehicle & Fuel
Assistant Fire Chief
City Vehicle & Fuel
Fire Marshal
City Vehicle & Fuel
Administrative Fire Battalion
Chief
City Vehicle & Fuel
Administrative Fire Captain
City Vehicle & Fuel
Fire Training Captain
City Vehicle & Fuel
General Manager of Public
Utilities
$400.00
22
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
Duty
City Vehicle
& Fuel
Public Information Officer
$400.00
Public Works Director
$400.00
D. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
E. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
23
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non -cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only,
Employee + Spouse, Employee + Child(ren), or Employee + Family Low
Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that
corresponds with the employees' benefit selection or $1,120, whichever
is greater. The allotment amounts will vary based on the premium costs
that go into effect on January 1 st of each calendar year.
b. Employees that elect a health plan higher than the Low HMO medical,
dental and/or vision, will be responsible for any applicable, excess
premium costs; however, if employees opt out of dental and/or vision
coverage, they may use the allotments for those respective coverages
toward excess medical premiums.
c. Employees who elect the PPO/HSA coverage shall receive an equal
benefit to that described above, less $3,000 on an annual basis, which
would instead be deposited to their HSA account.
C. City Council members are entitled to the same medical benefits offered to the
management and confidential employees. The City shall not pay or reimburse any
medical -related health, vision, or dental costs not covered by the City's insurance
program or Medicare for City Council members or their eligible dependents or
spouses.
D. The City shall not provide or reimburse the City Council members or their
dependents or spouses for expenses incurred relating to a PERS long-term health
care benefit.
24
Section 13. DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the event
an employee does not exceed his/her monthly employer medical allowance, the
employee shall be allowed to apply any unused portion toward the purchase of dental
insurance for himself/herself and eligible dependents (spouse, registered domestic
partners and qualified dependents). The cost of any plan selected by the employee that
exceeds his/her monthly employer medical allowance shall be paid by the employee
through a pre-tax payroll deduction.
25
Section 14. VISION INSURANCE
The City of Vernon provides a vision care plan to full-time employees. The City shall pay
100% of the cost of such a plan for employees only. Employees shall have the option of
purchasing vision care for their dependents at a cost of $6.95 for one dependent or $13.95
for two or more dependents. In the event an employee does not exceed his/her monthly
employer medical allowance, the employee shall be allowed to apply any unused portion
towards the purchase of additional provided coverage for vision care. For all itemized
benefit amounts specified in the City of Vernon Vision Plan (CVVP) that fall below $150
shall be raised to $150.
26
Section 15. LIFE INSURANCE
The City provides a $20,000 life insurance plan to full-time employees. The City shall pay
100% of the cost of such plan for employees. The City's agreement to pay full or partial
costs of said premiums shall not create or ripen into a vested right for said employee. In
the event an employee does not exceed his/her monthly employer medical allowance,
the employee shall be allowed to apply any unused portion towards the purchase of
additional provided coverage for supplemental life insurance.
27
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
28
Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the
compensation or payments in this document are subject to CalPERS service credit or
pensionable income. Any determination by CalPERS to not fully credit the
compensation and/or service time provided under this document is not a proper basis
on which to pursue any claim or action against the City related to any determination
made by CalPERS in connection with this document.
MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time employees hired before January 1, 2013 with
2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the
definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS
retirement benefit plan.
B. Employees shall be responsible for paying 100% of their PERS employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 21024 - Military Service Credit as Public
Service
C. Gov't Code Section: 21624, 21626, 21628 — Post Retirement
Survivor Allowance
d. Gov't Code Section: 21548 — Pre -Retirement Option 2W
Death Benefit
d. Gov't Code Section: 21573 — Third Level of 1959 Survivor
Benefits
29
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time safety employees hired before January 1, 2013
with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CaIPERS safety members hired on or after January 1, 2013 who meet
the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS
retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%) employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 20124 - Military Service Credit as Public
Service
C. Gov't Code 21574 — 4'h Level 1959 Survivor Benefit (Fire
members only)
d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement
Survivor Allowance
f. Gov't Code Section: 21548 - Pre -Retirement Option 2W
Death Benefit (Fire members only)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
30
Section 18. RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty (20)years of continuous uninterrupted service. Eligible retirees may opt
not to enroll in the City's medical and/or dental insurance coverage and instead
receive a monthly reimbursement up to the then -current lowest cost City -offered
Employee -only medical HMO and/or dental HMO insurance premium. Once an
eligible retiree opts not to enroll in the City's medical and/or dental insurance, he or
she will not be allowed to re -enroll. Once an eligible retiree who has opted out
reaches Medi-care eligibility, the retiree shall receive a monthly reimbursement to
the then -current cost of supplemental coverage.
B. Eligible retirees will be permitted to enroll in a higher -cost plan and pay the amount
in excess of the HMO equivalent.
C. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be permitted
to pay their medical and/or dental insurance premiums, and, upon reaching the
age of sixty (60), the City will pay up to the amount equivalent to the then current
lowest cost, employee only HMO medical and/or dental insurance premium(s).
D. All full-time regular employees, who retire with a minimum of ten (10)
years of continuous uninterrupted service with the City, may pay the premium(s)
for medical and/or dental insurance.
E. All retiree medical and/or dental insurance benefits provided pursuant to subsections
A, B, and C above, shall be for retired employees only and shall not include their
spouses or other dependents.
F. All retired employees who receive medical and/or dental insurance benefits
pursuant to subsections A, B, or C above and who reach the age of sixty-five (65),
are required to be enrolled in Medicare, and shall show proof of such enrollment,
where upon the City's insurance policy will become supplemental coverage, if
applicable.
G. Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City's medical -dental insurance program for any two (2)
consecutive months, or should the coverage otherwise lapse for any reason other
than City's non-payment, then the City's obligation to make further payment under
the retiree medical benefits program shall automatically terminate and cease,
without the need for further notice.
H. The City's obligation to make any payment under the retiree medical benefits program
shall automatically terminate and cease upon the death of the retired employee.
�l
The offer of the retiree medical benefits is not a vested right for future years.
J. City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
32
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The
longevity program described herein will apply to all employees, except Department Heads
and employees covered in a collective bargaining agreement, employed on or before
June 30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive uninterrupted
service on or before July 1, 1986, shall receive an additional five percent (5%) per month
of their base salary effective July 1, 1986, and every year thereafter until reaching the
next step. Employees upon reaching their 5th anniversary date after July 1, 1986, shall
be entitled to said five percent (5%) per month upon said anniversary date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive uninterrupted
service on or before July 1, 1987, shall receive an additional ten percent (10%) per month
of their base salary effective July 1, 1987, and every year thereafter until reaching the
next step. Employees upon reaching their 10th anniversary date after July 1, 1987, shall
be entitled to said ten percent (10%) per month upon said anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive
uninterrupted service on or before July 1, 1988, shall receive an additional fifteen percent
(15%) per month of their base salary effective July 1, 1988, and every year thereafter until
reaching the next step. Employees upon reaching their 15th anniversary date after July
1, 1988, shall be entitled to said fifteen percent (15%) per month upon said anniversary
date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty percent
(20%) per month of their base salary effective July 1, 1989, and every year thereafter.
Employees upon reaching their 20th anniversary date after July 1, 1989, shall be entitled
to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service - Fire - Sworn
All eligible fire employees who have been appointed to a position ranking
above Captain and who have thirty (30) years of consecutive uninterrupted service on or
before July 1, 1991, shall receive an additional twenty-five percent (25%) of their base
salary per month effective July 1, 1991, and every year thereafter. Employees in 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.
33
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.
;4
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties
as described in their job description provide for interaction with the public on a regular
basis, allowing said employee to be compensated for bilingual skills after the employee
demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish
may also be tested, if necessary), which proficiency would be determined by successful
completion of a proficiency test administered by the Human Resources Department.
Those employees who successfully demonstrate this skill would be eligible to receive an
additional One Hundred Twenty -Five Dollars ($125.00) per month for bilingual pay.
35
Section 21. UNIFORM ALLOWANCE
A. If an employee's job classification requires him/her to wear a uniform while on
duty, as designated by the City or employee's Department, the City will provide
and launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the employees.
The newly hired employee will receive: two (2) class A uniforms; two (2) class B
uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent
anniversary dates the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee's uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
36
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to major
incidents and emergencies during non -working hours which require immediate attention
to availability of qualified individuals with expertise in operating, maintaining, restoring
and repairing the City's technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be ready,
willing, and able to respond to an emergency or incident or request for assistance
based on a pre -arranged schedule. Employees on stand-by must respond to the
mobile phone call immediately and be able to respond to the City within one (1)
hour of being called upon. The department head or designee will determine if an
employee is qualified to perform stand-by duties. The stand by duty period shall
be defined by the Department Head.
D. Employees on "stand—by" shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime calculation
as employees are not restricted in their activities and may engage in non -work
related personal activities. On City -recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four (4) hours of straight time
compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on "stand-by" is called back to the City, he/she shall be entitled
to "stand-by" pay. Call back duty does not occur when an employee is held over
from his/her prior shift, or is working planned overtime. An employee called back
to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime
rate. Time begins when the call back request is received and ends when the
employee returns home. If work is performed remotely, the employee shall receive
hour for hour compensation at the applicable overtime rate.
37
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
1.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
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.
39
PART II
CLASSIFICATION AND COMPENSATION PLAN
40
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.
41
42
1025
Council Member
E
O
01
$
27,329
$
2,277
N/A '
1030
Mayor
E
O
01
$
27,329
$
2,277
N/A '
ADMINISTRATION
DEPARTMENT
1010
City Administrator
E
E
50
Step 1
-
$
256,181
$
21,348
$
123.1641 '
Step 2
$
268,990
$
22,416
$
129.3223 '
Step 3
$
282,440
$
23,537
$
135.7884 '
Step 4
$
296,562
$
24,713
$
142.5778 '
Step 5
$
311,390
$
25,949
$
149.7067 '
1015
Deputy City Administrator
E
M
40
Step 1
$
157,273
$
13,106
$
75.6121 '
Step 2
$
165,137
$
13,761
$
79.3928 '
Step 3
$
173,394
$
14,449
$
83.3624 '
Step 4
$
182,063
$
15,172
$
87.5305 '
Step 5
$
191,167
$
15,931
$
91.9070 '
1020
Economic Development Manager
E
M
34
Step 1
$
117,360
$
9,780
$
56.4229 '
Step 2
$
123,228
$
10,269
$
59.2441 '
Step 3
$
129,389
$
10,782
$
62.2063 '
Step 4
$
135,858
$
11,322
$
65.3166 '
Step 5
$
142,651
$
11,888
$
68.5824 '
1035
Public Information Officer
E
M
31
Step 1
$
101,380
$
8,448
$
48.7402 '
Step 2
$
106,449
$
8,871
$
51.1772 '
Step 3
$
111,771
$
9,314
$
53.7361 '
Step 4
$
117,360
$
9,780
$
56.4229 '
Step 5
$
123,228
$
10,269
$
59.2441 '
1625
Information Technology Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192 '
1620
Information Technology Analyst, Senior
NE
C
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402 '
Step 3
$
106,449
$
8,871
$
51.1772 '
Step 4
$
111,771
$
9,314
$
53.7361 '
Step 5
$
117,360
$
9,780
$
56.4229 '
1610
Information Technology Manager
E
M
37
Step 1
$
135,858
$
11,322
$
65.3166 '
Step 2
$
142,651
$
11,888
$
68.5824 '
Step 3
$
149,784
$
12,482
$
72.0115 '
Step 4
$
157,273
$
13,106
$
75.6121 '
Step 5
$
165,137
$
13,761
$
79.3928 '
Page 1 of 21
1630
Information Technology Technician
NE
C
22
Step 1
$
65,350
$
5,446
$
31.4184 '
Step 2
$
68,618
$
5,718
$
32.9893 '
Step 3
$
72,049
$
6,004
$
34.6388 '
Step 4
$
75,651
$
6,304
$
36.3707 '
Step 5
$
79,434
$
6,619
$
38.1893 '
1615
Programmer/Analyst
E
C
30
Step 1
$
96,552
$
8,046
$
46.4192 '
Step 2
$
101,380
$
8,448
$
48.7402 '
Step 3
$
106,449
$
8,871
$
51.1772 '
Step 4
$
111,771
$
9,314
$
53.7361 '
Step 5
$
117,360
$
9,780
$
56.4229 '
CITY ATTORNEY'S
OFFICE
1110
City Attorney
E
E
49
Step 1
$
243,982
$
20,332
$
117.2992 '
Step 2
$
256,181
$
21,348
$
123.1641
Step 3
$
268,990
$
22,416
$
129.3223 '
Step 4
$
282,440
$
23,537
$
135.7884 '
Step 5
$
296,562
$
24,713
$
142.5778 '
1115
Deputy City Attorney
E
M
38
Step 1
$
142,651
$
11,888
$
68.5824 '
Step 2
$
149,784
$
12,482
$
72.0115 '
Step 3
$
157,273
$
13,106
$
75.6121 '
Step 4
$
165,137
$
13,761
$
79.3928 '
Step 5
$
173,394
$
14,449
$
83.3624 '
1507
Executive Legal Secretary
NE
C
23
Step 1
$
68,618
$
5,718
$
32.9893 '
Step 2
$
72,049
$
6,004
$
34.6388 '
Step 3
$
75,651
$
6,304
$
36.3707 '
Step 4
$
79,434
$
6,619
$
38.1893 '
Step 5
$
83,405
$
6,950
$
40.0987
1495
Legal Administrative Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192
1113
Senior Deputy City Attorney
E
M
39
Step 1
$
149,784
$
12,482
$
72.0115 '
Step 2
$
157,273
$
13,106
$
75.6121
Step 3
$
165,137
$
13,761
$
79.3928 '
Step 4
$
173,394
$
14,449
$
83.3624
Step 5
$
182,063
$
15,172
$
87.5305
CITY CLERK
DEPARTMENT
1310
City Clerk
E
E
41
Step 1
$
165,137
$
13,761
$
79.3928
Step 2
$
173,394
$
14,449
$
83.3624 '
Step 3
$
182,063
$
15,172
$
87.5305 '
Step 4
$
191,167
$
15,931
$
91.9070
Step 5
$
200,725
$
16,727
$
96.5024 '
Page 2 of 21
1315 Deputy City Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
1320 Records Management Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant
Step 1
Step 2
Step 3
Step 4
Step 5
1530 Administrative Assistant, (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1510 Administrative Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
Grandfathered - G3
1500 Executive Assistant to the City Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
NE C 26
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987 '
$ 87,576 $ 7,298 $ 42.1036 '
$ 91,954 $ 7,663 $ 44.2088 '
$ 96,552 $ 8,046 $ 46.4192 '
NE C 20
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184 '
$ 68,618 $ 5,718 $ 32.9893 '
$ 72,049 $ 6,004 $ 34.6388 '
NE G 13
$ 42,125 $ 3,510 $ 20.2525 '
$ 44,232 $ 3,686 $ 21.2652 '
$ 46,443 $ 3,870 $ 22.3284 '
$ 48,765 $ 4,064 $ 23.4448 '
$ 51,204 $ 4,267 $ 24.6171 '
NE C 13
$ 42,125 $ 3,510 $ 20.2525 '
$ 44,232 $ 3,686 $ 21.2652 '
$ 46,443 $ 3,870 $ 22.3284
$ 48,765 $ 4,064 $ 23.4448 '
$ 51,204 $ 4,267 $ 24.6171 '
NE G
NE C
NE C
17
17
20
$ 51,204 $ 4,267 $ 24.6171 '
$ 53,764 $ 4,480 $ 25.8479 '
$ 56,452 $ 4,704 $ 27.1404 '
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238 $ 5,187 $ 29.9223
$ 51,204 $ 4,267 $ 24.6171 '
$ 53,764 $ 4,480 $ 25.8479 '
$ 56,452 $ 4,704 $ 27.1404 '
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238 $ 5,187 $ 29.9223 '
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184 '
$ 68,618 $ 5,718 $ 32.9893 '
$ 72,049 $ 6,004 $ 34.6388 '
$ 73,704 $ 6,142 $ 35.4346 '
NE C 26
$ 79,434 $ 6,619 $ 38.1893 '
$ 83,405 $ 6,950 $ 40.0987 '
$ 87,576 $ 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192 '
Page 3 of 21
1490 Administrative Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
1250
Account Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
1247
Account Clerk, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1240
Accountant
Step 1
Step 2
Step 3
Step 4
Step 5
1230
Accountant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1234
Assistant Buyer
Step 1
Step 2
Step 3
Step 4
Step 5
1220
Assistant Finance Director
Step 1
Step 2
Step 3
Step 4
Step 5
1249
Business License Clerk
Step 1
Step 2
Step 3
Step 4
Step 5
NE C 26
$
79,434
$
6,619
$
38.1893 '
$
83,405
$
6,950
$
40.0987 '
$
87,576
$
7,298
$
42.1036 '
$
91,954
$
7,663
$
44.2088 '
$
96,552
$
8,046
$
46.4192 '
NE G
NE G
NE C
NE C
NE G
E M
NE G
14
$
44,232
$
3,686
$
21.2652
$
46,443
$
3,870
$
22.3284 '
$
48,765
$
4,064
$
23.4448 '
$
51,204
$
4,267
$
24.6171 '
$
53,764
$
4,480
$
25.8479 '
18
$
53,764
$
4,480
$
25.8479 '
$
56,452
$
4,704
$
27.1404 '
$
59,275
$
4,940
$
28.4974 '
$
62,238
$
5,187
$
29.9223 '
$
65,350
$
5,446
$
31.4184
22
$
65,350
$
5,446
$
31.4184 '
$
68,618
$
5,718
$
32.9893 '
$
72,049
$
6,004
$
34.6388
$
75,651
$
6,304
$
36.3707 '
$
79,434
$
6,619
$
38.1893 '
27
$
83,405
$
6,950
$
40.0987 '
$
87,576
$
7,298
$
42.1036 '
$
91,954
$
7,663
$
44.2088 '
$
96,552
$
8,046
$
46.4192 '
$
101,380
$
8,448
$
48.7402 '
20
$
59,275
$
4,940
$
28.4974 '
$
62,238
$
5,187
$
29.9223 '
$
65,350
$
5,446
$
31.4184 '
$
68,618
$
5,718
$
32.9893 '
$
72,049
$
6,004
$
34.6388 '
39
$
149,784
$
12,482
$
72.0115 '
$
157,273
$
13,106
$
75.6121
$
165,137
$
13,761
$
79.3928 '
$
173,394
$
14,449
$
83.3624 '
$
182,063
$
15,172
$
87.5305 '
16
$
48,765
$
4,064
$
23.4448 '
$
51,204
$
4,267
$
24.6171 '
$
53,764
$
4,480
$
25.8479 '
$
56,452
$
4,704
$
27.1404 '
$
59,275
$
4,940
$
28.4974 '
Page 4 of 21
CLASS
CODE OCCUI
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
NE G 23
E M 35
E E 44
$ 68,618 $ 5,718 $ 32.9893
$ 72,049 $ 6,004 $ 34.6388
$ 75,651 $ 6,304 $ 36.3707 :
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987 '
$ 123,228
$
10,269
$
59.2441
$ 129,389
$
10,782
$
62.2063
$ 135,858
$
11,322
$
65.3166
$ 142,651
$
11,888
$
68.5824 :
$ 149,784
$
12,482
$
72.0115 :
$ 191,167
$
15,931
$
91.9070 :
$ 200,725
$
16,727
$
96.5024 :
$ 210,761
$
17,563
$
101.3275 :
$ 221,299
$
18,442
$
106.3938 :
$ 232,364
$
19,364
$
111.7135
1245
Payroll Specialist
NE
C
19
Step 1
$
56,452
$
4,704
$
27.1404 :
Step 2
$
59,275
$
4,940
$
28.4974 :
Step 3
$
62,238
$
5,187
$
29.9223 :
Step 4
$
65,350
$
5,446
$
31.4184 :
Step 5
$
68,618
$
5,718
$
32.9893
1248
Public Housing Property Coordinator
NE
C
16
_
Step 1
$
48,765
$
4,064
$
23.4448 :
Step 2
$
51,204
$
4,267
$
24.6171 :
Step 3
$
53,764
$
4,480
$
25.8479
Step 4
$
56,452
$
4,704
$
27.1404
Step 5
$
59,275
$
4,940
$
28.4974 :
1255
Risk Management Assistant
NE
G
17
Step 1
$
51,204
$
4,267
$
24.6171 :
Step 2
$
53,764
$
4,480
$
25.8479
Step 3
$
56,452
$
4,704
$
27.1404 :
Step 4
$
59,275
$
4,940
$
28.4974 :
Step 5
$
62,238
$
5,187
$
29.9223 :
,FIRE DEPARTMENT
5015
Assistant Fire Chief
E
FM
42
Step 1
$
173,394
$
14,449
$
83.3624 :
Step 2
$
182,063
$
15,172
$
87.5305
Step 3
$
191,167
$
15,931
$
91.9070
Step 4
$
200,725
$
16,727
$
96.5024 :
Step 5
$
210,761
$
17,563
$
101.3275
5033
Assistant Fire Marshal
NE
FM
29
Step 1
Step 2
Step 3
Step 4
Step 5
$ 91,954 $ 7,663 $ 44.2088 :
$ 96,552 $ 8,046 $ 46.4192 :
$ 101,380 $ 8,448 $ 48.7402 :
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
Page 5 of 21
5055
Fire Administrative Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192 '
5025
Fire Battalion Chief (P)
NE
FM
38
Step 1
$
142,651
$
11,888
$
48.9874 '
Step 2
$
149,784
$
12,482
$
51.4368
Step 3
$
157,273
$
13,106
$
54.0087
Step 4
$
165,137
$
13,761
$
56.7091 '
Step 5
$
173,394
$
14,449
$
59.5446 '
5025
Fire Battalion Chief (A)
NE
FMA
38
Step 1
$
142,651
$
11,888
$
68.5824 '
Step 2
$
149,784
$
12,482
$
72.0115 '
Step 3
$
157,273
$
13,106
$
75.6121 '
Step 4
$
165,137
$
13,761
$
79.3928 '
Step 5
$
173,394
$
14,449
$
83.3624 '
5030
Fire Captain (P)
NE
F
31
Step 1
$
101,380
$
8,448
$
34.8144 '
Step 2
$
106,449
$
8,871
$
36.5552 '
Step 3
$
111,771
$
9,314
$
38.3829 '
Step 4
$
117,360
$
9,780
$
40.3021 '
Step 5
$
123,228
$
10,269
$
42.3172 '
5030
Fire Captain (A)
NE
FA
31
Step 1
$
101,380
$
8,448
$
48.7402 '
Step 2
$
106,449
$
8,871
$
51.1772 '
Step 3
$
111,771
$
9,314
$
53.7361 '
Step 4
$
117,360
$
9,780
$
56.4229 '
Step 5
$
123,228
$
10,269
$
59.2441 '
5010
Fire Chief
E
E
46
Step 1
$
210,761
$
17,563
$
101.3275
Step 2
$
221,299
$
18,442
$
106.3938 '
Step 3
$
232,364
$
19,364
$
111.7135 '
Step 4
$
243,982
$
20,332
$
117.2992 '
Step 5
$
256,181
$
21,348
$
123.1641
5050
Fire Code Inspector
NE
G
25
Step 1
$
75,651
$
6,304
$
36.3707 '
Step 2
$
79,434
$
6,619
$
38.1893 '
Step 3
$
83,405
$
6,950
$
40.0987 '
Step 4
$
87,576
$
7,298
$
42.1036 '
Step 5
$
91,954
$
7,663
$
44.2088 '
5049
Fire Code Inspector, Senior
NE
G
27
Step 1
$
83,405
$
6,950
$
40.0987 '
Step 2
$
87,576
$
7,298
$
42.1036 '
Step 3
$
91,954
$
7,663
$
44.2088 '
Step 4
$
96,552
$
8,046
$
46.4192 '
Step 5
$
101,380
$
8,448
$
48.7402 '
Page 6 of 21
am
•u• • • • •
5040 Fire Engineer (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5040 Fire Engineer (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5020 Fire Marshal
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5035 Firefighter/Paramedic Coordinator (P)
Step 1
Step 2
Step 3
Step 4
Step 5
EMPLOYEE PAY (a} (a)
l--I
LSA GROUP GRADEJ ANNUAL MONTHLY HOURLY
NE F
28
$
87,576
$
7,298
$
30.0740 '
$
91,954
$
7,663
$
31.5777 '
$
96,552
$
8,046
$
33.1566 '
$
101,380
$
8,448
$
34.8144 '
$
106,449
$
8,871
$
36.5552 '
NE FA
28
$
87,576
$
7,298
$
42.1036 '
$
91,954
$
7,663
$
44.2088 '
$
96,552
$
8,046
$
46.4192
$
101,380
$
8,448
$
48.7402 '
$
106,449
$
8,871
$
51.1772 '
NE FM
38
$
142,651
$
11,888
$
68.5824 '
$
149,784
$
12,482
$
72.0115 '
$
157,273
$
13,106
$
75.6121 '
$
165,137
$
13,761
$
79.3928 '
$
173,394
$
14,449
$
83.3624 '
NE F
25
NE FA 25
NE F 28
NE FA 28
NE F 29
$ 75,651 $ 6,304 $ 25.9791 '
$ 79,434 $ 6,619 $ 27.2780 '
$ 83,405 $ 6,950 $ 28.6419 '
$ 87,576 $ 7,298 $ 30.0740 '
$ 91,954 $ 7,663 $ 31.5777 '
$ 75,651 $ 6,304 $ 36.3707 '
$ 79,434 $ 6,619 $ 38.1893 '
$ 83,405 $ 6,950 $ 40.0987 '
$ 87,576 $ 7,298 $ 42.1036 '
$ 91,954 $ 7,663 $ 44.2088 '
$ 87,576 $ 7,298 $ 30.0740
$ 91,954 $ 7,663 $ 31.5777 '
$ 96,552 $ 8,046 $ 33.1566 '
$ 101,380 $ 8,448 $ 34.8144 '
$ 106,449 $ 8,871 $ 36.5552 '
$ 87,576 $ 7,298 $ 42.1036 '
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192 '
$ 101,380 $ 8,448 $ 48.7402 '
$ 106,449 $ 8,871 $ 51.1772 '
$ 91,954 $ 7,663 $ 31.5777 '
$ 96,552 $ 8,046 $ 33.1566
$ 101,380 $ 8,448 $ 34.8144 '
$ 106,449 $ 8,871 $ 36.5552 '
$ 111,771 $ 9,314 $ 38.3829 '
Page 7 of 21
5035
Firefighter/Paramedic Coordinator (A)
NE FA
29
Step 1
$
91,954
$
7,663
$
44.2088 '
Step 2
$
96,552
$
8,046
$
46.4192 '
Step 3
$
101,380
$
8,448
$
48.7402 '
Step 4
$
106,449
$
8,871
$
51.1772
Step 5
$
111,771
$
9,314
$
53.7361 '
HEALTH
• ENVIRONMENTAL CONTROL
2010
Director of Health and Environmental Control
E E
43
--
Step 1
- -
$
182,063
$
15,172
$
87.5305 '
Step 2
$
191,167
$
15,931
$
91.9070 '
Step 3
$
200,725
$
16,727
$
96.5024 '
Step 4
$
210,761
$
17,563
$
101.3275
Step 5
$
221,299
$
18,442
$
106.3938
2020
Environmental Health Program Administrator
E M
34
Step 1
$
117,360
$
9,780
$
56.4229 '
Step 2
$
123,228
$
10,269
$
59.2441 '
Step 3
$
129,389
$
10,782
$
62.2063
Step 4
$
135,858
$
11,322
$
65.3166
Step 5
$
142,651
$
11,888
$
68.5824 '
2040
Environmental Health Technician
NE G
17
Step 1
$
51,204
$
4,267
$
24.6171 '
Step 2
$
53,764
$
4,480
$
25.8479 '
Step 3
$
56,452
$
4,704
$
27.1404 '
Step 4
$
59,275
$
4,940
$
28.4974
Step 5
$
62,238
$
5,187
$
29.9223 '
2035
Environmental Health Specialist
NE G
24
Step 1
$
72,049
$
6,004
$
34.6388 '
Step 2
$
75,651
$
6,304
$
36.3707 '
Step 3
$
79,434
$
6,619
$
38.1893 '
Step 4
$
83,405
$
6,950
$
40.0987 '
Step 5
$
87,576
$
7,298
$
42.1036 '
2022
Environmental Specialist, Temporary
NE
T26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192 '
Step 6
$
101,380
$
8,448
$
48.7402 '
Step 7
$
106,449
$
8,871
$
51.1774 '
Step 8
$
111,771
$
9,314
$
53.7361 '
2045
Environmental Health Intern
NE
Hourly
Step 1
$
15.0000
HUMAN
RESOURCES DEPARTMENT
1410
Director of Human Resources
E E
42
Step 1
$
173,394
$
14,449
$
83.3624
Step 2
$
182,063
$
15,172
$
87.5305
Step 3
$
191,167
$
15,931
$
91.9070
Step 4
$
200,725
$
16,727
$
96.5024
Step 5
$
210,761
$
17,563
$
101.3275
Page 8 of 21
1420
Human Resources Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192 '
1415
Human Resources Analyst, Senior
E
M
33
Step 1
$
111,771
$
9,314
$
53.7361 '
Step 2
$
117,360
$
9,780
$
56.4229 '
Step 3
$
123,228
$
10,269
$
59.2441 '
Step 4
$
129,389
$
10,782
$
62.2063 '
Step 5
$
135,858
$
11,322
$
65.3166 '
1425
Human Resources Assistant
NE
C
17
Step 1
$
51,204
$
4,267
$
24.6171 '
Step 2
$
53,764
$
4,480
$
25.8479 '
Step 3
$
56,452
$
4,704
$
27.1404 '
Step 4
$
59,275
$
4,940
$
28.4974 '
Step 5
$
62,238
$
5,187
$
29.9223 '
SIDUSTRIAL
DEVELOPMENT DEPARTMENT
3010
Industrial Development Director
E
E
39
Step 1
$
149,784
$
12,482
$
72.0115 '
Step 2
$
157,273
$
13,106
$
75.6121 '
Step 3
$
165,137
$
13,761
$
79.3928
Step 4
$
173,394
$
14,449
$
83.3624
Step 5
$
182,063
$
15,172
$
87.5305 '
,OLICE
DEPARTMENT
4035
Police Cadet
NE
3180
Step 1
$
38,892
$
3,241
$
18.6981 '
Step 2
$
36,864
$
3,072
$
17.7231 '
Step 3
$
34,944
$
2,912
$
16.8000
Step 4
$
33,120
$
2,760
$
15.9231 '
Step 5
$
31,380
$
2,615
$
15.0865
Step 6
$
29,760
$
2,480
$
14.3077 '
Step 7
$
28,212
$
2,351
$
13.5635 '
Step 8
$
26,736
$
2,228
$
12.8538 '
4015
Police Captain
E
PM
40
Step 1
$
157,273
$
13,106
$
75.6121 '
Step 2
$
165,137
$
13,761
$
79.3928 '
Step 3
$
173,394
$
14,449
$
83.3624 '
Step 4
$
182,063
$
15,172
$
87.5305 '
Step 5
$
191,167
$
15,931
$
91.9070 '
4010
Police Chief
E
E
47
Step 1
$
221,299
$
18,442
$
106.3938 '
Step 2
$
232,364
$
19,364
$
111.7135 '
Step 3
$
243,982
$
20,332
$
117.2992 '
Step 4
$
256,181
$
21,348
$
123.1641 '
Step 5
$
268,990
$
22,416
$
129.3223 '
4020
Police Lieutenant
NE
PM
37
Step 1
$
135,858
$
11,322
$
65.3166 '
Page 9 of 21
{a} {a}
ANNUAL MONTHLY HOURLY
Step 2
Step 3
Step 4
Step 5
4030 Police Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4025 Police Sergeant
Step 1
Step 2
Step 3
Step 4
Step 5
4125 Civilian Court Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4123 Police Community Services Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4130 Police Dispatcher
Step 1 -
Step 2
Step 3
Step 4
Step 5
4115 Police Dispatcher, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
4110 Police Records Manager
Step 1
Step 2
Step 3
Step 4
Step 5
4135 Police Records Technician
Step 1
Step 2
Step 3
NE PO 26
N E PO 31
$ 142,651
$
11,888
$ 68.5824 !
$ 149,784
$
12,482
$ 72.0115
$ 157,273
$
13,106
$ 75.6121
$ 165,137
$
13,761
$ 79.3928
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987
$ 87,576 $ 7,298 $ 42.1036 !
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192 !
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441
NE G 17
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974
$ 62,238 $ 5,187 $ 29.9223
NE G 16
$ 48,765 $ 4,064 $ 23.4448
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974
NE G 20
$ 59,275 $ 4,940 $ 28.4974
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184
$ 68,618 $ 5,718 $ 32.9893
$ 72,049 $ 6,004 $ 34.6388
NE G 23
$ 68,618 $ 5,718 $ 32.9893
$ 72,049 $ 6,004 $ 34.6388
$ 75,651 $ 6,304 $ 36.3707
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987 !
NE M 27
NE G
$ 83,405 $ 6,950 $ 40.0987
$ 87,576 $ 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192 !
$ 101,380 $ 8,448 $ 48.7402
14
$ 44,232 $ 3,686 $ 21.2652
$ 46,443 $ 3,870 $ 22.3284 '
$ 48,765 $ 4,064 $ 23.4448
Page 10 of 21
Step 4 $ 51,204 $ 4,267 $ 24.6171 :
Step 5 $ 53,764 $ 4,480 $ 25.8479 :
4120
Police Records Technician, Lead
NE
G 17
Step 1
$
51,204
$
4,267
$
24.6171 :
Step 2
$
53,764
$
4,480
$
25.8479
Step 3
$
56,452
$
4,704
$
27.1404
Step 4
$
59,275
$
4,940
$
28.4974
Step 5
$
62,238
$
5,187
$
29.9223
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 :
Step 2
$
243,982
$
20,332
$
117.2992
Step 3
$
256,181
$
21,348
$
123.1641
Step 4
$
268,990
$
22,416
$
129.3223 :
Step 5
$
282,440
$
23,537
$
135.7884
8011
Assistant General Manager of Public Utilities
E
M 43
Step 1
$
182,063
$
15,172
$
87.5305
Step 2
$
191,167
$
15,931
$
91.9070 :
Step 3
$
200,725
$
16,727
$
96.5024 :
Step 4
$
210,761
$
17,563
$
101.3275
Step 5
$
221,299
$
18,442
$
106.3938 :
,Business
and Accounts Division
8710
Business and Account Supervisor
E
M 32
Step 1
$
106,449
$
8,871
$
51.1772 :
Step 2
$
111,771
$
9,314
$
53.7361
Step 3
$
117,360
$
9,780
$
56.4229
Step 4
$
123,228
$
10,269
$
59.2441 :
Step 5
$
129,389
$
10,782
$
62.2063
8615
Utilities Compliance Analyst
NE
G 30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229 :
8606
Utilities Compliance Administrator
E
M 35
Step 1
$
123,228
$
10,269
$
59.2441
Step 2
$
129,389
$
10,782
$
62.2063 :
Step 3
$
135,858
$
11,322
$
65.3166
Step 4
$
142,651
$
11,888
$
68.5824 :
Step 5
$
149,784
$
12,482
$
72.0115 :
N
8530
Utilities Customer Service Representative
NE
G 18
Step 1
$
53,764
$
4,480
$
25.8479 :
Step 2
$
56,452
$
4,704
$
27.1404 :
Page 11 of 21
Step 3
Step 4
Step 5
$ 59,275 $ 4,940 $ 28.4974
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184 !
8515
Key Accounts Specialist
NE M
28
Step 1
$
87,576
$
7,298
$
42.1036 :
Step 2
$
91,954
$
7,663
$
44.2088
Step 3
$
96,552
$
8,046
$
46.4192
Step 4
$
101,380
$
8,448
$
48.7402
Step 5
$
106,449
$
8,871
$
51.1772 !
Operations Division
8040
Electric Operations Supervisor
E M
36
Step 1
$
129,389
$
10,782
$
62.2063
Step 2
$
135,858
$
11,322
$
65.3166
Step 3
$
142,651
$
11,888
$
68.5824 :
Step 4
$
149,784
$
12,482
$
72.0115
Step 5
$
157,273
$
13,106
$
75.6121 !
8035
Electric Operator
NE I
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402 :
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361 :
Step 5
$
117,360
$
9,780
$
56.4229
8053
Electrical Test Technician, Senior
NE 1
31
Step 1
$
101,380
$
8,448
$
48.7402
Step 2
$
106,449
$
8,871
$
51.1772
Step 3
$
111,771
$
9,314
$
53.7361
Step 4
$
117,360
$
9,780
$
56.4229
Step 5
$
123,228
$
10,269
$
59.2441
8050
Metering Technician
NE 1
29
Step 1
$
91,954
$
7,663
$
44.2088
Step 2
$
96,552
$
8,046
$
46.4192
Step 3
$
101,380
$
8,448
$
48.7402
Step 4
$
106,449
$
8,871
$
51.1772
Step 5
$
111,771
$
9,314
$
53.7361
8047
Metering Technician, Senior
NE 1
31
Step 1
$
101,380
$
8,448
$
48.7402
Step 2
$
106,449
$
8,871
$
51.1772
Step 3
$
111,771
$
9,314
$
53.7361
Step 4
$
117,360
$
9,780
$
56.4229
Step 5
$
123,228
$
10,269
$
59.2441
8045
Power Plant Operator
NE 1
28
Step 1
$
87,576
$
7,298
$
42.1036
Step 2
$
91,954
$
7,663
$
44.2088
Step 3
$
96,552
$
8,046
$
46.4192
Step 4
$
101,380
$
8,448
$
48.7402
Step 5
$
106,449
$
8,871
$
51.1772 :
8055
Electrical Test Technician
NE I
29
Step 1
$
91,954
$
7,663
$
44.2088
Step 2
$
96,552
$
8,046
$
46.4192 :
Step 3
$
101,380
$
8,448
$
48.7402
Page 12 of 21
Step 4
Step 5
8030
Utilities Dispatcher
NE 1
33
Step 1
Step 2
Step 3
Step 4
Step 5
8025
Utilities Dispatcher, Senior
NE 1
34
Step 1
Step 2
Step 3
Step 4
Step 5
8015
Utilities Operations Manager
E M
41
Step 1
Step 2
Step 3
Step 4
Step 5
8060
Utilities Operations Trainee
NE 1
23
Step 1
Step 2
Step 3
Step 4
Step 5
8031
Utilities Project Coordinator
NE 1
33
Step 1
Step 2
Step 3
Step 4
Step 5
8130
Associate Electrical Engineer
NE 1
30
Step 1
Step 2
Step 3
Step 4
Step 5
8140
Computer Aided Drafting Technician
NE G
20
Step 1
Step 2
Step 3
Step 4
Step 5
$ 106,449 $ 8,871 $ 51.1772 '
$ 111,771 $ 9,314 $ 53.7361 '
$ 111,771
$
9,-314
$
53.7361 '
$ 117,360
$
9,780
$
56.4229
$ 123,228
$
10,269
$
59.2441 '
$ 129,389
$
10,782
$
62.2063 '
$ 135,858
$
11,322
$
65.3166
$ 117,360
$
9,780
$
56.4229 '
$ 123,228
$
10,269
$
59.2441 '
$ 129,389
$
10,782
$
62.2063 '
$ 135,858
$
11,322
$
65.3166
$ 142,651
$
11,888
$
68.5824
$ 165,137 $ 13,761 $ 79.3928 '
$ 173,394 $ 14,449 $ 83.3624 '
$ 182,063 $ 15,172 $ 87.5305 '
$ 191,167 $ 15,931 $ 91.9070
$ 200,725 $ 16,727 $ 96.5024 '
$ 68,618
$
5,718
$
32.9893 '
$ 72,049
$
6,004
$
34.6388 '
$ 75,651
$
6,304
$
36.3707 '
$ 79,434
$
6,61_9
$
38.1893
$ 83,405
$
6,950
$
40.0987 '
$ 111,771
$
9,31.4
$
53.7361 '
$ 117,360
$
9,780
$
56.4229
$ 123,228
$
10,269
$
59.2441 '
$ 129,389
$
10,78.2
$
62.2063 '
$ 135,858
$
11,322
$
65.3166 '
$ 96,552 $ 8,046 $ 46.4192 '
$ 101,380 $ 8,448 $ 48.7402 '
$ 106,449 $ 8,871 $ 51.1772 '
$ 111,771 $ 9,314 $ 53.7361 '
$ 117,360 $ 9,780 $ 56.4229 '
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238 $ 5,187 $ 29.9223 '
$ 65,350 $ 5,446 $ 31.4184 '
$ 68,618 $ 5,718 $ 32.9893 '
$ 72,049 $ 6,004 $ 34.6388 '
8125 Electrical Engineer NE 1 35
Step 1 $ 123,228 $ 10,269 $ 59.2441 '
Step 2 $ 129,389 $ 10,782 $ 62.2063 '
Step 3 $ 135,858 $ 11,322 $ 65.3166 '
Page 13 of 21
Step 4
Step 5
8112 Principal Electrical Engineer E M 38
Step 1
Step 2
Step 3
Step 4
Step 5
$ 142,651 $ 11,888 $ 68.5824 !
$ 149,784 $ 12,482 $ 72.0115 !
$ 142,651
$
11,888
$
68.5824 !
$ 149,784
$
12,482
$
72.0115 !
$ 157,273
$
13,106
$
75.6121 !
$ 165,137
$
13,761
$
79.3928 !
$ 173,394
$
14,4-49
$
83.3624 !
$ 173,394
$
14,449
$
83.3624 !
$ 182,063
$
15,172
$
87.5305 !
$ 191,167
$
15,931
$
91.9070 !
$ 200,725
$
16,727
$
96.5024 !
$ 210,761
$
17,563
$
101.3275 !
$ 96,552 $ 8,046 $ 46.4192 !
$ 101,380 $ 8,448 $ 48.7402 !
$ 106,449 $ 8,871 $ 51.1772 !
$ 111,771 $ 9,314 $ 53.7361 !
$ 117,360 $ 9,780 $ 56.4229 !
8210 Gas Systems Superintendent
E M 36
Step 1
$
129,389
$
10,782
$
62.2063 !
Step 2
$
135,858
$
11,322
$
65.3166 !
Step 3
$
142,651
$
11,888
$
68.5824 !
Step 4
$
149,784
$
12,482
$
72.0115 !
Step 5
$
157,273
$
13,106
$
75.6121 '
8220 Gas Systems Technician
Step 1
Step 2
Step 3
Step 4
Step 5
NE 1 26
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987 !
$ 87,576 $ 7,298 $ 42.1036 !
$ 91,954 $ 7,663 $ 44.2088 !
$ 96,552 $ 8,046 $ 46.4192 !
8435 Assistant Resource Scheduler
NE 1 28
Step 1
$
87,576
$
7,298
$
42.1036 !
Step 2
$
91,954
$
7,663
$
44.2088 !
Step 3
$
96,552
$
8,046
$
46.4192 !
Step 4
$
101,380
$
8,448
$
48.7402 !
Step 5
$
106,449
$
8,871
$
51.1772
8430 Associate Resource Scheduler
NE 1 30
Step 1
$
96,552
$
8,046
$
46.4192 !
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772 !
Step 4
$
111,771
$
9,314
$
53.7361 !
Step 5
$
117,360
$
9,780
$
56.4229
8405 Integrated Resources Manager
E M 42
Step 1
$
173,394
$
14,449
$
83.3624
Step 2
$
182,063
$
15,172
$
87.5305 !
Step 3
$
191,167
$
15,931
$
91.9070 !
Page 14 of 21
Step 4
Step 5
8425 Electric Service Planner
Step 1
Step 2
Step 3
Step 4
Step 5
8411 Principal Resource Planner
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 26
E M 37
$ 200,725 $ 16,727 $ 96.5024
$ 210,761 $ 17,563 $ 101.3275
$ 79,434
$
6,619
$
38.1893 !
$ 83,405
$
6,950
$
40.0987
$ 87,576
$
7,298
$
42.1036
$ 91,954
$
7,663
$
44.2088
$ 96,552
$
8,046
$
46.4192
$ 135,858
$
11,322
$
65.3166 !
$ 142,651
$
11,888
$
68.5824 !
$ 149,784
$
12,482
$
72.0115
$ 157,273
$
13,106
$
75.6121
$ 165,137
$
13,761
$
79.3928 !
8422 Principal Resource Scheduler/Trader
NE 1 34
Step 1
$
117,360
$
9,780
$
56.4229
Step 2
$
123,228
$
10,269
$
59.2441
Step 3
$
129,389
$
10,782
$
62.2063
Step 4
$
135,858
$
11,322
$
65.3166 !
Step 5
$
142,651
$
11,888
$
68.5824
8415 Resource Planner
Step 1
Step 2
Step 3
Step 4
Step 5
NE 1 35
$ 123,228
$
10,269
$
59.2441
$ 129,389
$
10,782
$
62.2063
$ 135,858
$
11,322
$
65.3166
$ 142,651
$
11,888
$
68.5824
$ 149,784
$
12,482
$
72.0115
8420 Resource Scheduler NE 1 32
Step 1
$
106,449
$
8,871
$
51.1772
Step 2
$
111,771
$
9,314
$
53.7361
Step 3
$
117,360
$
9,780
$
56.4229
Step 4
$
123,228
$
10,269
$
59.2441
Step 5
$
129,389
$
10,782
$
62.2063
01
7137 Assistant Civil Engineer -Public Utilities NE G 26
Step 1
$
79,434
$
6,61.9
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192
7145 Engineering Aide NE G 21
Step 1
$
62,238
$
5,187
$
29.9223
Step 2
$
65,350
$
5,446
$
31.4184
Step 3
$
68,618
$
5,718
$
32.9893
Step 4
$
72,049
$
6,004
$
34.6388
Step 5
$
75,651
$
6,304
$
36.3707
7935 Meter Reader NE G 18
Step 1 $ 53,764 $ 4,480 $ 25.8479
Step 2 $ 56,452 $ 4,704 $ 27.1404
Step 3 $ 59,275 $ 4,940 $ 28.4974
Page 15 of 21
Step 4
Step 5
7940 Meter Reader, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7905 Water Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
7915 Water Foreman_
Step 1
Step 2
Step 3
Step 4
Step 5
7930 Water Maintenance Worker
Step 1
Step 2
Step 3
Step 4
Step 5
7925 Water Maintenance Worker, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
7920 Water Project Coordinator
Step 1
Step 2
Step 3
Step 4
Step 5
7911 Water Project Specialist
Step 1 -
Step 2
Step 3
Step 4
Step 5
NE G
E M
20
36
$ 62,238 $ 5,187 $ 29.9223 !
$ 65,350 $ 5,446 $ 31.4184 !
$ 59,275
$
4,940
$
28.4974 !
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34,6388
$ 129,389
$
10,782
$
62.2063
$ 135,858
$
11,322
$
65.3166 !
$ 142,651
$
11,888
$
68.5824 !
$ 149,784
$
12,482
$
72.0115
$ 157,273
$
13,106
$
75.6121 !
E M 27
$ 83,405 $ 6,950 $ 40.0987 !
$ 87,576 $ 7,298 $ 42.1036 !
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192
$ 101,380 $ 8,448 $ 48.7402 ! I
NE G
18
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974 !
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184
NE G 22
$ 65,350 $ 5,446 $ 31.4184 !
$ 68,618 $ 5,718 $ 32.9893
$ 72,049 $ 6,004 $ 34.6388 !
$ 75,651 $ 6,304 $ 36.3707
$ 79,434 $ 6,63.9 $ 38.1893
E G 30
$ 96,552 $ 8,046 $ 46.4192 !
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 117,360 $ 9,780 $ 56.4229
E M 35
$ 123,228 $ 10,269 $ 59.2441 !
$ 129,389 $ 10,782 $ 62.2063
$ 135,858 $ 11,322 $ 65.3166 !
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115 !
7910 Water Superintendent E M 33
Step 1 $ 111,771 $ 9,314 $ 53.7361 !
Step 2 $ 117,360 $ 9,780 $ 56.4229
Step 3 $ 123,228 $ 10,269 $ 59.2441
Page 16 of 21
Step 4
Step 5
•
7008 Director of Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
1luilding and Planning Division
7227 Building Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
7215 Building Inspector, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
7205 Building and Planning Manager
Step 1
Step 2
Step 3
Step 4
Step 5
7225 Electrical Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
7213 Electrical Inspector, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
7250 Permit Technician
Step 1
Step 2
Step 3
Step 4
Step 5
7220 Assistant Planner
Step 1
Step 2
Step 3
E
$ 129,389 $ 10,782 $ 62.2063
$ 135,858 $ 11,322 $ 65.3166
E 44
$
191,167
$
15,931
$
91.9070
$
200,725
$
16,727
$
96.5024
$
210,761
$
17,563
$
101.3275
$
221,299
$
18,442
$
106.3938
$
232,364
$
19,364
$
111.7135
NE
G
25
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
NE
G
27
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
$
96,552
$
8,046
$
46.4192
$
101,380
$
8,448
$
48.7402
E
M
37
$
135,858
$
11,322
$
65.3166
$
142,651
$
11,888
$
68.5824
$
149,784
$
12,482
$
72.0115
$
157,273
$
13,106
$
75.6121
$
165,137
$
13,761
$
79.3928
NE
G
25
_
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
NE
G
27
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
$
96,552
$
8,046
$
46.4192
$
101,380
$
8,448
$
48.7402
NE
G
17
$
51,204
$
4,267
$
24.6171
$
53,764
$
4,480
$
25.8479
$
56,452
$
4,704
$
27.1404
$
59,275
$
4,940
$
28.4974
$
62,238
$
5,187
$
29.9223
NE
G
22
$
65,350
$
5,446
$
31.4184
$
68,618
$
5,71.3
$
32.9893
$
72,049
$
6,004
$
34.6388
Page 17 of 21
Step 4
Step 5
7235 Plumbing and Mechanical Inspector
NE
G
25
Step 1
Step 2
Step 3
Step 4
Step 5
7217 Plumbing and Mechanical Inspector, Senior
NE
G
27
Step 1
Step 2
Step 3
Step 4
Step 5
7140 Assistant Engineer
NE
G
25
Step 1
Step 2
Step 3
Step 4
Step 5
7135 Associate Engineer
NE
G
29
Step 2
Step 3
Step 4
Step 5
7118 Civil Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
7145 Engineering Aide
Step 1
Step 2
Step 3
Step 4
Step 5
7115 Principal Civil Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
NE M 32
NE G 21
E M 37
$ 75,651 $ 6,304 $ 36.3707 '
$ 79,434 $ 6,619 $ 38.1893
$ 75,651
$
6,304
$
36.3707 '
$ 79,434
$
6,619
$
38.1893 '
$ 83,405
$
6,950
$
40.0987 '
$ 87,576
$
7,298
$
42.1036 '
$ 91,954
$
7,663
$
44.2088 '
$ 83,405
$
6,950
$
40.0987 '
$ 87,576
$
7,298
$
42,1036 '
$ 91,954
$
7,663
$
44.2088 '
$ 96,552
$
8,046
$
46.4192 '
$ 101,380
$
8,448
$
48.7402 '
$ 75,651 $ 6,304 $ 36.3707 '
$ 79,434 $ 6,619 $ 38.1893 '
$ 83,405 $ 6,950 $ 40.0987 '
$ 87,576 $ 7,298 $ 42.1036 '
$ 91,954 $ 7,663 $ 44.2088 '
$ 91,954
$
7,663
$
44.2088
$ 96,552
$
8,046
$
46.4192 '
$ 101,380
$
8,448
$
48.7402 '
$ 106,449
$
8,871
$
51.1772
$ 111,771
$
9,314
$
53.7361 '
$ 106,449
$
8,871
$
51.1772 '
$ 111,771
$
9,314
$
53.7361 '
$ 117,360
$
9,780
$
56.4229 '
$ 123,228
$
10,269
$
59.2441
$ 129,389
$
10,782
$
62.2063 '
$ 62,238
$
5,187
$
29.9223 '
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893 '
$ 72,049
$
6,004
$
34.6388 '
$ 75,651
$
6,304
$
36.3707 '
$ 135,858
$
11,322
$
65.3166 '
$ 142,651
$
11,888
$
68.5824 '
$ 149,784
$
12,482
$
72.0115 '
$ 157,273
$
13,106
$
75.6121 '
$ 165,137
$
13,761
$
79.3928 '
7120 Project Engineer NE G 31
Step 1 $ 101,380 $ 8,448 $ 48.7402 '
Step 2 $ 106,449 $ 8,871 $ 51.1772 '
Step 3 $ 111,771 $ 9,314 $ 53.7361 '
Page 18 of 21
Step 4
Step 5
7125 Stormwater and Special Projects Analyst NE
Step 1
Step 2
Step 3
Step 4
Step 5
7720 Facilities Maintenance Worker NE
Step 1
Step 2
Step 3
Step 4
Step 5
7735 Facilities Maintenance Worker, Lead NE
Step 1
Step 2
Step 3
Step 4
Step 5
G 28
G 18
G 23
7730 Facilities Maintenance Worker, Senior _ NE G 20
Step 1
Step 2
Step 3
Step 4
Step 5
7530 Mechanic NE G 19
Step 1
Step 2
Step 3
Step 4
Step 5
7520 Mechanic, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 25
7525 Mechanic, Senior NE G 21
Step 1
Step 2
Step 3
Step 4
Step 5
Street Maintenance Division
7430 Street Maintenance Worker NE G 15
Step 1
Step 2
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441 :
$ 87,576
$
7,298
$
42.1036
$ 91,954
$
7,663
$
44.2088
$ 96,552
$
8,046
$
46.4192
$ 101,380
$
8,448
$
48.7402
$ 106,449
$
8,871
$
51.1772
$ 53,764
$
4,480
$
25.8479
$ 56,452
$
4,704
$
27.1404 :
$ 59,275
$
4,940
$
28.4974 :
$ 62,238
$
5,1.87
$
29.9223 :
$ 65,350
$
5,446
$
31.4184 :
$ 68,618
$
5,718
$
32.9893 :
$ 72,049
$
6,004
$
34.6388 :
$ 75,651
$
6,304
$
36.3707 :
$ 79,434
$
6,619
$
38.1893 :
$ 83,405
$
6,950
$
40.0987 :
$ 59,275 $ 4,940 $ 28.4974 :
$ 62,238 $ 5,187 $ 29.9223 :
$ 65,350 $ 5,446 $ 31.4184 :
$ 68,618 $ 5,718 $ 32.9893 :
$ 72,049 $ 6,004 $ 34.6388 :
$ 56,452
$
4,704
$
27.1404
$ 59,275
$
4,940
$
28.4974 :
$ 62,238
$
5,187
$
29.9223 :
$ 65,350
$
5,416
$
31.4184 :
$ 68,618
$
5,718
$
32.9893 :
$ 75,651 $ 6,304 $ 36.3707 :
$ 79,434 $ 6,619 $ 38.1893 :
$ 83,405 $ 6,950 $ 40.0987 :
$ 87,576 $ 7,298 $ 42.1036 :
$ 91,954 $ 7,663 $ 44.2088 :
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184 :
$ 68,618
$
5,718
$
32.9893 :
$ 72,049
$
6,004
$
34.6388 :
$ 75,651
$
6,304
$
36.3707
$ 46,443 $ 3,870 $ 22.3284 :
$ 48,765 $ 4,064 $ 23.4448 :
Page 19 of 21
Step 3
Step 4
Step 5
7427 Street Maintenance Worker, lead
Step 1
Step 2
Step 3
Step 4
Step 5
7425 Street Maintenance Worker, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
NE G
NE G
23
19
7620 Warehouse Worker, Lead NE G 21
Step 1
Step 2
Step 3
Step 4
Step 5
$ 51,204 $ 4,267 $ 24.6171 '
$ 53,764 $ 4,480 $ 25.8479 '
$ 56,452 $ 4,704 $ 27.1404 '
$ 68,618
$
5,718
$
32.9893 '
$ 72,049
$
6,004
$
34.6388 '
$ 75,651
$
6,304
$
36.3707 '
$ 79,434
$
6,619
$
38.1893 '
$ 83,405
$
6,950
$
40.0987 '
$ 56,452
$
4,704
$
27.1404 '
$ 59,275
$
4,9140
$
28.4974 '
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184 '
$ 68,618
$
5,718
$
32.9893
$ 48,765 $ 4,064 $ 23.4448 '
$ 51,204 $ 4,267 $ 24.6171 '
$ 53,764 $ 4,480 $ 25.8479 '
$ 56,452 $ 4,704 $ 27.1404 '
$ 59,275 $ 4,940 $ 28.4974 '
$ 62,238
$
5,187
$
29.9223 '
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893 '
$ 72,049
$
6,004
$
34.6388 '
$ 75,651
$
6,304
$
36.3707 '
7625 Warehouse Worker, Senior
NE
G 18
Step 1
$
53,764
$
4,480
$
25.8479 '
Step 2
$
56,452
$
4,704
$
27.1404 '
Step 3
$
59,275
$
4,940
$
28.4974 '
Step 4
$
62,238
$
5,187
$
29.9223 '
Step 5
$
65,350
$
5,446
$
31.4184
7307 Facilities Maintenance Supervisor
E
M 26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Step 4
$
91,954
$
7,663
$
44.2088 '
Step 5
$
96,552
$
8,046
$
46.4192 '
7515 Fleet Supervisor
E
M 27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036 '
Step 3
$
91,954
$
7,663
$
44.2088 '
Step 4
$
96,552
$
8,046
$
46.4192 '
Step 5
$
101,380
$
8,448
$
48.7402 '
7308 Street Maintenance Supervisor
E
M 26
Step 1
$
79,434
$
6,619
$
38.1893 '
Step 2
$
83,405
$
6,950
$
40.0987 '
Step 3
$
87,576
$
7,298
$
42.1036 '
Page 20 of 21
CLASS
CODE
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
$ 91,954 $ 7,663 $ 44.2088 '
$ 96,552 $ 8,046 $ 46.4192 '
E M 32
$ 106,449
$
8,871
$
51.1772 '
$ 111,771
$
9,314
$
53.7361 '
$ 117,360
$
9,780
$
56.4229
$ 123,228
$
10,2.69
$
59.2441 '
$ 129,389
$
10,782
$
62.2063
NE G 30
$ 96,552 $ 8,046 $ 46.4192 '
$ 101,380 $ 8,448 $ 48.7402 '
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361 '
$ 117,360 $ 9,780 $ 56.4229 '
{a} -The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.
Page 21 of 21
STAFF REPORT
�.r ' ,=�`
City Council Agenda Item Report
Agenda Item No. COV-427-2018
Submitted by. Lisette Grizzelle
Submitting Department: Human Resources
Meeting Date: December 18, 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 following:
1. New classification and associated salary range of Utilities Operations Trainee, Salary Grade 23 (Monthly Salary
$5718 - $6,950)
C. Approve the job description for:
1. Utilities Operations Trainee
Backgroud:
The Public Utilities Department has reviewed their staffing levels in the Electric Operations and Gas Divisions and has
identified a need for an entry level position. The new classification of Utilities Operations Trainee is proposed. This
classification will serve as the entry level position in the Electric Operations and Gas Divisions of the Public Utilities
Department. This position will be part of the City's succession planning efforts and will serve to train and prepare staff
to gain the training and experience required to compete for higher level positions within the Electric Operations and Gas
job series. Based on a survey of comparable agencies and classifications, and based on internal alignment with current
salaries, the salary is recommended to be set at salary range 23 (Monthly Salary $5,718 - $6,950).
Fiscal Impact:
The estimated total annual cost for this position is approximately $106,584 including salary and benefits ($68,616 base
salary and $37,968 in benefit costs). The Public Utilities Department has adequate funds in their current fiscal year
budget from savings from unfilled positions. Adding this position will not increase the total number of positions budgeted
as the Department will replace a vacant budgeted position with this position.
ATTACHMENTS
• 2. Job Description - Utilities Operations Trainee
• 1. Fringe Benefits & Salary Resolution
JOB DESCRIPTION
Utilities Operations Trainee
Date Prepared: December 18, 2018
Class Code: 8060
SUMMARY: Under close supervision, to learn and assist in performing electric, gas, and fiber utility related
maintenance work and operational activities and related tasks as required. Performs routine manual labor
involving minor construction, maintenance, repair activities and a wide variety of tasks in the inspection,
monitoring, installation and repair of City public utility facilities.
DISTINGUSHING CHARACTERISTICS:
Utilities Operations Trainee is a full time, entry level classification in which incumbents gain experience
performing increasingly skilled work in the construction, maintenance and repair of City utility operational
systems. Under close supervision, incumbents learn to perform semi -skilled and skilled duties in
installation, repair and maintenance of the City electric, gas, and fiber-optic related operations. Employees
in this class typically report to a Supervisor and may receive lead work direction and guidance from a
Journey or Lead level employees.
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:
• Assist in basic manual high voltage switching operations under close supervision.
• Assists in performing substation, water and gas facility routine inspections.
• Assists in a variety of routine facility maintenance and repair activities such as painting, carpentry,
welding/fabrication, custodial and various types of construction; performs power plant and grounds
maintenance duties as assigned.
• Assists with emergency calls for service, emergency response, outage restoration and traffic control
activities.
• Assists with spill response/cleanup, dead animal retrieval, broken hydrants, fallen trees, utility pole issues
and water quality complaints.
• Assist in the basic installation, testing, maintenance and repair of substation equipment including air,
vacuum and oil circuit breakers, supervisory equipment, transformers, disconnects, load tap changers,
batteries, substation structures, relay and protections systems and associated substation equipment.
• Assist in basic maintenance of records on substation equipment.
• Assists in the testing, installation, maintenance and repair of electric meters.
• Assists in responding to Dig Alert tickets; updates logs; extracts information and inputs data into computer
systems.
• Assists in updating records and advising supervisor of any materials that need to be ordered.
• Assists in downloading meter data to customer service division.
• Digs and back -fills excavations using manual and/or powered tools and equipment.
• Assists in making temporary and permanent repairs; cuts, threads, and prepares pipe for welding and fusing;
tests completed joints and applies protective coatings. 2
• Stocks inventory supplies; inspects tools and City vehicles to ensure they are clean and in safe working
order; reports deficiencies to supervisor as necessary.
Utilities Operations Trainee Vernon CA 1 of 3
• Inspects all tools and vehicles to verify they are clean and safe to operate; makes arrangements for or
notifies supervisor of necessary repairs or cleaning.
• Assists in maintaining regulator stations and pressure recorders; assists in maintaining and calibrating
customer meters and regulators.
• Assists with pipeline patrol of transmission and distribution lines; inspects valves for problems.
• Assists with the inspection and readings of pumps, boosters, wells, motors and reservoirs.
• Assists in inspecting and maintaining underpasses before, during and after rain events.
• Assists in exercising valves and performing routing flushing operations.
• Assists in performing meter reading for utility billing.
• Assists the Gas Department with excavation and exposing gas mains; may assist other City work crews.
• Loads and unloads materials, equipment, and supplies.
• Installs barricades and flashers for public safety purposes.
• Provides manual assistance to semi -skilled and skilled workers.
• Works with others while engaged in emergency repair and restoration activities.
• Ensures the work areas are maintained in a clean and orderly manner.
• May assist in the operation of light to medium trucks, skip loaders, pavement breakers, hydraulic pumps,
jackhammers, pipe cutters, power generators, tampers, and a wide variety of other hand and power
equipment.
• Assists in the monitoring, construction and repair of the telecommunications, internet services and fiber
optic backbone system.
• 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. One year of construction, or repair and maintenance of mechanical
equipment and machinery, or electric power systems work experience. One year of college level course
work or trade school in electrical, mechanical or related field may be substituted for one year of 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; Emergency response and first -
responder procedures and other safety, environmental compliance rules, requirements, and regulations
including Cal -OSHA and Pipeline Hazardous Materials Safety Administration.
• Record keeping and file maintenance principles and procedures.
• Common hand and power tools.
• Customer service standards and protocols.
Skill in:
• Learning the operation of power plant equipment, electric substation equipment, gas system materials
and equipment and fiber-optic materials and equipment.
• Working in an operational capacity in a utilities field environment, in a transmission and distribution 3
system and in a power plant setting.
Utilities Operations Trainee Vernon CA 2 of 3
• Understanding, interpreting and applying detailed work procedures and standards applicable to repair,
maintenance and installation of utilities systems and facilities.
• Comprehending and executing written and verbal instructions.
• Safely operating and maintaining tools and equipment.
• Building relationships and fostering teamwork.
• Communicating effectively, both orally and in writing.
• Establishing and maintaining cooperative and effective working relationships with supervisors and leads,
fellow employees and the public.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
Work is performed in a standard office environment and an electric generation plant, electric sub -
transmission and distribution substation environment, in and around water wells, water pumping plants and
water distribution systems, and natural gas transmission and distribution environment; may be exposed to
energized equipment. May be exposed to dangerous machinery, hazardous chemicals, electric shock and
moving traffic. Routine exposure to the elements. Works a set schedule per department needs, however,
24/7 operations may require the need to work alternative schedules including nights, weekends and rotating
shifts.
0
Utilities Operations Trainee Vernon CA 3 of 3
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 November 20, 2018, the City Council of the City
of Vernon adopted Resolution No. 2018-46, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated December 18, 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 December 18, 2018: (i) adopt the new job
classification and associated salary range of the Utilities Operations
Trainee; 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,
5
and therefore does not constitute a "project" as defined by CEQA
Guidelines section 15378.
SECTION 3: Effective December 18, 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 Utilities Operations
Trainee, a copy of which is attached hereto as Exhibit A.
SECTION 4: All resolutions or parts of resolutions,
specifically Resolution No. 2018-46, 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 18th day of December, 2018.
ATTEST:
Maria E. Ayala, City Clerk
APPROVED AS TO FORM:
Zaynah Moussa,
Senior Deputy City Attorney
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Name:
Title: Mayor / Mayor Pro-Tem
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I, Maria E. Ayala, City Clerk of the City of Vernon, do hereby
certify that the foregoing Resolution, being Resolution No. ,
was duly passed, approved and adopted by the City Council of the City
of Vernon at a regular meeting of the City Council duly held on
Tuesday, December 18, 2018, and thereafter was duly signed by the Mayor
or Mayor Pro-Tem of the City of Vernon.
Executed this day of December, 2018, at Vernon, California.
(SEAL)
- 3 -
Maria E. Ayala, City Clerk
VM
OFViFORwER
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05
10
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City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted December 18,Nla..3embeF
2b, 2018
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
Section 1:
Section 2:
Section 3:
Section 4:
Section 5:
Section 6:
Section 7:
Section 8:
Section 9:
Section 10:
Section 11:
Section 12:
Section 13:
Section 14:
Section 15:
Section 16:
Section 17:
Section 18:
Section 19:
Section 20:
Section 21:
Section 22:
Section 23:
........................................................................................................ 4
Holiday............................................................................................. 5
Administrative Leave Time.............................................................. 6
Overtime.......................................................................................... 8
CompensatoryTime.......................................................................10
CourtTime......................................................................................11
Vacation..........................................................................................12
SickLeave......................................................................................14
Family Sick Leave (Kin Care)........................................................17
BereavementLeave.......................................................................18
JuryDuty....................................................................................... 20
Automobile Allowance and Reimbursement for Expenses ............. 21
HealthInsurance............................................................................23
DentalInsurance............................................................................ 24
VisionInsurance............................................................................. 25
LifeInsurance................................................................................. 26
Deferred Compensation Plan.........................................................27
CalPERS Retirement Plan..............................................................28
Retiree Medical Insurance.............................................................. 30
LongevityProgram......................................................................... 32
BilingualPay...................................................................................34
UniformAllowance..........................................................................35
Stand-by Policy............................................................................... 36
PerDiem...........................................................................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
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2
PART
FRINGE BENEFITS
11
INTRODUCTION
The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the
City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found
in respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Resolution or as amended from time to time shall be
effective upon City Council adoption, unless a specific effective date is stated therein.
PART 1 — FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
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TABLE 1 - HOLIDAY
HOLIDAY
January 15t - New Year's Da
31d Monday in January - Martin Luther King Jr. Da
31 Monday in February - Presidents Da
March 31 st - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4th — Independence Da
The 1 st Monday in September — Labor Da
The 2"d Monday in October — Columbus Da
November 11th — Veterans Da
The 411 Thursday in November - Thanksgiving Da
December 24th — Christmas Eve
December 25th — Christmas Da
December 31 st — New Year's Eve
And other days as such designated by City Council.
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Section 2. ADMINISTRATIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall receive,
effective January 1 of each calendar year, 80 hours of Administrative leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro -rated administrative leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on
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
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the department head retains discretion to approve the use of Administrative Leave
in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
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Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments
with a minimum amount of overtime. If the best interests of the City require that an
employee work beyond the forty (40) hours of work scheduled, such employee
shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions not
exempt from the FLSA to allow credit for productive hours actually worked on one
day (excluding lunch periods) towards the regular paid workweek schedule. For
example, if an employee works twelve (12) hours on one day (based on a ten (10)
hour day), the entire twelve hours will be recorded on the time card as paid worked
time. In this example, the department may schedule the employee to work only
eight (8) hours on one of the other scheduled workdays in the workweek, as long
as the employee's hours for the workweek do not fall below the minimum paid work
hours schedule.
C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must be
obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes of
computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond his/her
assigned working hours, compensation shall be at the normal hourly rate up to
forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek,
such employee shall be compensated at the rate of one and one-half of (1.5) said
employee's hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee's discretion. With a
mutual agreement between an employee and his/her supervisor, an employee's
regular day off may be rescheduled to another day off in the same pay period.
An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five (5)
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minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
J. Straight time and overtime will be compensated in six (6) minute segments of time.
K. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
L. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
M. Please refer to Human Resources Policy, Salary Plan Administration 11-3
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Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu of
cash payment for overtime worked. The total compensatory time accrued is
calculated by multiplying the number of hours of overtime worked by the applicable
overtime rate (1, 1.5 or 2), and is subject to the approval of the department head.
B. Compensatory time may be accumulated up to a maximum of eighty (80) hours. It
is at the employee's option whether to receive overtime compensation or
compensatory time accruals up to the 80-hour limit.
C. Compensatory time shall be taken in 15-minute increments. Scheduling of
compensatory time requires prior approval and must be preceded by a ten (10)
day notice of intended use from the employee. Management may waive the ten
(10) day notice in cases of emergency.
D. Employees who have reached the 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
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Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service
Vacation Hours Earned
Bi-Weekly
Accrual
1 St year thru 4th year
80
3.08
5th year thru 9th year
100
3.85
10th year thru 14th year
120
4.62
15th year thru 24th year
160
6.16
25th year and more
190
7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
1St year thru 4th year
5th year thru 10th year
loth 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.
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Vacation leave requests for extended times (3 weeks or more), unless an
unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation.
E. Vacations shall be approved subject to the needs of the department. The
employee's seniority and wishes will be factors that are considered during the
scheduling process.
F. Vacation leave requests shall not be in excess of such leave actually earned at the
time it is requested or in excess of the regular scheduled workweek.
G. No vacation leave shall be accumulated by employees while they are on an unpaid
leave of absence.
H. Vacation may be taken prior to the completion of the employee's probationary
period under special circumstances and with the approval of the department head.
In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and experienced
executive and management level staff.
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Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year,
at a rate of 3.08 of sick leave hours per pay period.
B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014,
beginning July 1, 2015, all part-time and temporary employees (excluding
CalPERS retired annuitants) working for 30 or more days within a year shall be
entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked and shall be eligible to use accrued sick leave after satisfying a 90-day
employment period
C. Employees shall only receive sick leave accrual while they are in a paid status.
D. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/
temporary employees. This bank of carry-over sick leave would provide a cushion
for long-term illnesses and injuries.
E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be
compensated for at the end of the calendar year at 50% of the employee's hourly
rate.
F. Temporary employees are not eligible for cash -out of accrued sick leave hours.
G. All employees who are rehired with a break in service of less than one year are
entitled to have previously unpaid accrued and unused paid sick days reinstated.
H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or
treatment of an existing health condition or preventative care for an employee or
an employee's family member (including to care for a parent -in-law, grandparent,
grandchild, or a sibling, in addition to child, parent, spouse or registered domestic
partner). Sick leave shall also be allowed for an employee for certain purposes
related to being a victim of domestic violence, sexual assault, or stalking.
Preventive health care shall include medical and dental appointments (if such
appointments cannot be arranged other than during working hours) and injury not
arising out of and in the course of employment. Sick leave shall be used in
increments of fifteen (15) minutes and shall not be taken in excess of time earned
at the time it is taken.
Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of the
above illnesses exceeds two (2) consecutive working days, the employee, prior to
return to work, shall submit a statement of such disability illness or injury from the
employee or family member's physician. The statement shall certify the physical
condition of the employee/employee's family member that prevented the employee
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from performing the duties of said employee's position during the period of
absence. The department head or designee, in accordance with departmental
procedure, shall approve all sick leaves. Notwithstanding the above, the City may
require verification of sick leave use whenever it has reason to believe there is
misuse, abuse or a pattern of abuse.
J. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave
policies, using sick leave for purposes not enumerated in this policy, and falsifying
or misstating facts when using sick leave. A pattern of sick leave usage on
Mondays, Thursdays, and immediately before and after holidays and/or vacations
may be evidence of sick leave abuse. A violation of this policy will result in
corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City's Employee Assistance Program. This determination
of abuse does not apply to an employee's use of sick leave under an approved
family, medical, and/or pregnancy disability leave in accordance with state and
federal laws.
K. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences, a
statement establishing the need for sick leave from the employee's physician may
be required as a condition of approved sick leave.
L. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
M. Employees are required to use accumulated sick leave concurrently with absences
on account of a work related injury arising out of and in the course of his/her
employment. In cases where the injury suffered is covered by Workers
Compensation Insurance, accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance and
full base pay. Please refer to Personnel Policy, Family and Medical leave Policy.
N. If an employee resigns from the City with 20 years or more of continuous service,
he/she will be compensated for all unused sick leave hours in his/her sick leave
bank at the time of separation at 50% of his/her then current regular hourly rate of
pay.
O. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
leave hours in his/her sick leave bank at the time of separation at 100% of his/her
then current regular hourly rate of pay.
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P. If a temporary employee resigns or the temporary assignment has ended, he/she
shall not be eligible for compensation of unused sick leave hours in his/her sick
leave bank at the time of separation.
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Section 8. FAMILY SICK LEAVE (KIN CARE)
In any calendar year, employees may use the employee's accrued and available sick
leave entitlement, in an amount not more than the sick leave that would be accrued during
six months at the employee's then current rate of entitlement, for qualifying family illness
as follows: Sick leave for family illnesses will be allowed only for the sickness of the
spouse of, or the children of, or mother or father of, the employee living within the same
household. In the case of joint custody of a child, illness of the child occurring at the other
custodial parent's house may also qualify. The department head shall approve all family
sick leaves and a statement establishing the need for sick leave from a physician may be
required as a condition of payment while on such leave.
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Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any "immediate family member" as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative
All Regular
Employees
Spouse
4 work days
Child
4 work days
Registered
Domestic Partner
4 work days
Step -Child
4 work days
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
Step -Grandchild
4 work days
Grandparent
4 work days
Grandparent -in-law
4 work days
Brother
4 work days
Sister
4 work days
Step -Sister
4 work days
Step -Brother
4 work days
Daughter-in-law
4 work days
Son-in-law
4 work days
Brother-in-law*
4 work days
Sister-in-law*
4 work days
*Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or
the sibling of the employee's spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty -minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
death while at work, he or she is entitled to leave work immediately; this partial day
leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date of
foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
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death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
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Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
"Jury Duty Pay" and there shall be no loss of compensation. An employee will be
compensated up to two weeks at full pay for jury duty. The employee must provide
notice of the expected jury duty to his or her supervisor as soon as possible, but in
no case later than 14 calendar days before the expected start date of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty performed
using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the time
served. Employees shall be reimbursed by the City for the mileage portion of the
jury duty compensation. Jury duty performed on an employee's regular day off
shall not be compensated by the City and the employee shall be entitled only to
the jury's compensation for duty performed on such employee's regular day off.
Employees assigned to jury duty on a City authorized holiday will be considered to
have taken such a holiday and will receive regular holiday pay, but the employee
shall be entitled to the jury compensation for duty performed on such holiday.
MIJ
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Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employee's personal automobile
in the course of employment with the City shall be reimbursed for each mile
actually traveled on official business in accordance with the per mile
reimbursement rate allowed by the Internal Revenue Service in effect at the time
of such travel.
B. Any employee who is required to travel in the performance of his or her duties or
to attend an authorized meeting or conference which is of benefit to the City shall
be reimbursed for reasonable expenses incurred for transportation, meals,
lodging and incidentals. Automobile allowance and reimbursement for expenses
shall be recommended by the department head or designee and approved by the
City Administrator pursuant to the provisions of the City of Vernon Travel and
Meeting Expense Reimbursement Administrative Policy. No allowance shall be
made for transportation between the employee's home and the place where such
person is normally employed by the City.
C. Certain employees serving in specified classifications shall receive a monthly
automobile allowance as set forth below and incorporated herein by
reference; alternatively, specified employees may opt to receive use of a City -
owned vehicle and fuel.
Classification
Amount
City Administrator
$600.00 or City Vehicle & Fuel
City Attorney
$400.00
Economic Development
Manager
$400.00
Finance Director
$400.00
Fire Chief
City Vehicle & Fuel
Assistant Fire Chief
City Vehicle & Fuel
Fire Marshal
City Vehicle & Fuel
Administrative Fire Battalion
Chief
City Vehicle & Fuel
Administrative Fire Captain
City Vehicle & Fuel
Fire Training Captain
City Vehicle & Fuel
General Manager of Public
Utilities
$400.00
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Assistant General Manager of
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
Duty
City Vehicle
& Fuel
Public Information Officer
$400.00
Public Works Director
$400.00
D. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
E. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
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Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non -cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only,
Employee + Spouse, Employee + Child(ren), or Employee + Family Low
Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that
corresponds with the employees' benefit selection or $1,120, whichever
is greater. The allotment amounts will vary based on the premium costs
that go into effect on January 1st of each calendar year.
b. Employees that elect a health plan higher than the Low HMO medical,
dental and/or vision, will be responsible for any applicable, excess
premium costs; however, if employees opt out of dental and/or vision
coverage, they may use the allotments for those respective coverages
toward excess medical premiums.
c. Employees who elect the PPO/HSA coverage shall receive an equal
benefit to that described above, less $3,000 on an annual basis, which
would instead be deposited to their HSA account.
C. City Council members are entitled to the same medical benefits offered to the
management and confidential employees. The City shall not pay or reimburse any
medical -related health, vision, or dental costs not covered by the City's insurance
program or Medicare for City Council members or their eligible dependents or
spouses.
D. The City shall not provide or reimburse the City Council members or their
dependents or spouses for expenses incurred relating to a PERS long-term health
care benefit.
31
24
Section 13. DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the event
an employee does not exceed his/her monthly employer medical allowance, the
employee shall be allowed to apply any unused portion toward the purchase of dental
insurance for himself/herself and eligible dependents (spouse, registered domestic
partners and qualified dependents). The cost of any plan selected by the employee that
exceeds his/her monthly employer medical allowance shall be paid by the employee
through a pre-tax payroll deduction.
32
25
Section 14. VISION INSURANCE
The City of Vernon provides a vision care plan to full-time employees. The City shall pay
100% of the cost of such a plan for employees only. Employees shall have the option of
purchasing vision care for their dependents at a cost of $6.95 for one dependent or $13.95
for two or more dependents. In the event an employee does not exceed his/her monthly
employer medical allowance, the employee shall be allowed to apply any unused portion
towards the purchase of additional provided coverage for vision care. For all itemized
benefit amounts specified in the City of Vernon Vision Plan (CVVP) that fall below $150
shall be raised to $150.
33
we
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.
M
27
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
35
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
36
29
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time safety employees hired before January 1, 2013
with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet
the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS
retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%) employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 20124 - Military Service Credit as Public
Service
C. Gov't Code 21574 — 4th Level 1959 Survivor Benefit (Fire
members only)
d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement
Survivor Allowance
f. Gov't Code Section: 21548 - Pre -Retirement Option 2W
Death Benefit (Fire members only)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
D. The payment to 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.
37
30
Section 18. RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty (20)years of continuous uninterrupted service. Eligible retirees may opt
not to enroll in the City's medical and/or dental insurance coverage and instead
receive a monthly reimbursement up to the then -current lowest cost City -offered
Employee -only medical HMO and/or dental HMO insurance premium. Once an
eligible retiree opts not to enroll in the City's medical and/or dental insurance, he or
she will not be allowed to re -enroll. Once an eligible retiree who has opted out
reaches Medi-care eligibility, the retiree shall receive a monthly reimbursement to
the then -current cost of supplemental coverage.
B. Eligible retirees will be permitted to enroll in a higher -cost plan and pay the amount
in excess of the HMO equivalent.
C. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be permitted
to pay their medical and/or dental insurance premiums, and, upon reaching the
age of sixty (60), the City will pay up to the amount equivalent to the then current
lowest cost, employee only HMO medical and/or dental insurance premium(s).
D. All full-time regular employees, who retire with a minimum of ten (10)
years of continuous uninterrupted service with the City, may pay the premium(s)
for medical and/or dental insurance.
E. All retiree medical and/or dental insurance benefits provided pursuant to subsections
A, B, and C above, shall be for retired employees only and shall not include their
spouses or other dependents.
F. All retired employees who receive medical and/or dental insurance benefits
pursuant to subsections A, B, or C above and who reach the age of sixty-five (65),
are required to be enrolled in Medicare, and shall show proof of such enrollment,
where upon the City's insurance policy will become supplemental coverage, if
applicable.
G. Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City's medical -dental insurance program for any two (2)
consecutive months, or should the coverage otherwise lapse for any reason other
than City's non-payment, then the City's obligation to make further payment under
the retiree medical benefits program shall automatically terminate and cease,
without the need for further notice.
H. The City's obligation to make any payment under the retiree medical benefits program
shall automatically terminate and cease upon the death of the retired employee.
IN
31
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.
39
32
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The
longevity program described herein will apply to all employees, except Department Heads
and employees covered in a collective bargaining agreement, employed on or before
June 30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive uninterrupted
service on or before July 1, 1986, shall receive an additional five percent (5%) per month
of their base salary effective July 1, 1986, and every year thereafter until reaching the
next step. Employees upon reaching their 5th anniversary date after July 1, 1986, shall
be entitled to said five percent (5%) per month upon said anniversary date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive uninterrupted
service on or before July 1, 1987, shall receive an additional ten percent (10%) per month
of their base salary effective July 1, 1987, and every year thereafter until reaching the
next step. Employees upon reaching their 10th anniversary date after July 1, 1987, shall
be entitled to said ten percent (10%) per month upon said anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive
uninterrupted service on or before July 1, 1988, shall receive an additional fifteen percent
(15%) per month of their base salary effective July 1, 1988, and every year thereafter until
reaching the next step. Employees upon reaching their 15th anniversary date after July
1, 1988, shall be entitled to said fifteen percent (15%) per month upon said anniversary
date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty percent
(20%) per month of their base salary effective July 1, 1989, and every year thereafter.
Employees upon reaching their 20th anniversary date after July 1, 1989, shall be entitled
to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service - Fire - Sworn
All eligible fire employees who have been appointed to a position ranking
above Captain and who have thirty (30) years of consecutive uninterrupted service on or
before July 1, 1991, shall receive an additional twenty-five percent (25%) of their base
salary per month effective July 1, 1991, and every year thereafter. Employees in 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.
no]
33
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.
41
34
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties
as described in their job description provide for interaction with the public on a regular
basis, allowing said employee to be compensated for bilingual skills after the employee
demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish
may also be tested, if necessary), which proficiency would be determined by successful
completion of a proficiency test administered by the Human Resources Department.
Those employees who successfully demonstrate this skill would be eligible to receive an
additional One Hundred Twenty -Five Dollars ($125.00) per month for bilingual pay.
42
35
Section 21. UNIFORM ALLOWANCE
A. If an employee's job classification requires him/her to wear a uniform while on
duty, as designated by the City or employee's Department, the City will provide
and launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the employees.
The newly hired employee will receive: two (2) class A uniforms; two (2) class B
uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent
anniversary dates the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee's uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
-,N
36
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to major
incidents and emergencies during non -working hours which require immediate attention
to availability of qualified individuals with expertise in operating, maintaining, restoring
and repairing the City's technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be ready,
willing, and able to respond to an emergency or incident or request for assistance
based on a pre -arranged schedule. Employees on stand-by must respond to the
mobile phone call immediately and be able to respond to the City within one (1)
hour of being called upon. The department head or designee will determine if an
employee is qualified to perform stand-by duties. The stand by duty period shall
be defined by the Department Head.
D. Employees on "stand—by" shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime calculation
as employees are not restricted in their activities and may engage in non -work
related personal activities. On City -recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four (4) hours of straight time
compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on "stand-by" is called back to the City, he/she shall be entitled
to "stand-by" pay. Call back duty does not occur when an employee is held over
from his/her prior shift, or is working planned overtime. An employee called back
to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime
rate. Time begins when the call back request is received and ends when the
employee returns home. If work is performed remotely, the employee shall receive
hour for hour compensation at the applicable overtime rate.
37
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
45
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.
gm
PART II
CLASSIFICATION AND COMPENSATION PLAN
47
m
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.
.;
41
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
42
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
COUNCIL 1025 Council Member E O 01 $ 27,329 $ 2,277 N/I
1030
Mayor
E
O
01
$
27,329
$
2,277
N//
CITY ADMINISTRATION
DEPARTMENT
1010
City Administrator
E
E
50
Step 1
$
256,181
$
21,348
$
123.1641
Step 2
$
268,990
$
22,416
$
129.3223
Step 3
$
282,440
$
23,537
$
135.7884
Step 4
$
296,562
$
24,713
$
142.5778
Step 5
$
311,390
$
25,949
$
149,7067
1015
Deputy City Administrator
E
M
40
Step 1
$
157,273
$
13,106
$
75.6121
Step 2
$
165,137
$
13,761
$
79.3928
Step 3
$
173,394
$
14,449
$
83.3624
Step 4
$
182,063
$
15,172
$
87.5305
Step 5
$
191,167
$
15,931
$
91.9070
1020
Economic Development Manager
E
M
34
Step 1
$
117,360
$
9,780
$
56.4229
Step 2
$
123,228
$
10,269
$
59.2441
Step 3
$
129,389
$
10,782
$
62.2063
Step 4
$
135,858
$
11,322
$
65.3166
Step 5
$
142,651
$
11,888
$
68.5824
1035
Public Information Officer
E
M
31
Step 1
$
101,380
$
8,448
$
48.7402
Step 2
$
106,449
$
8,871
$
51.1772
Step 3
$
111,771
$
9,314
$
53.7361
Step 4
$
117,360
$
9,780
$
56.4229
Step 5
$
123,228
$
10,269
$
59.2441
TechnologyLInformation
1625
Information Technology Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
1620
Information Technology Analyst, Senior
NE
C
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
CLASS
CODE
1630
Information Technology Technician
NE
C
22
Step 1
$
65,350
$
5,446
$
31.4184
Step 2
$
68,618
$
5,718
$
32.9893
Step 3
$
72,049
$
6,004
$
34.6388
Step 4
$
75,651
$
6,304
$
36.3707
Step 5
$
79,434
$
6,619
$
38.1893
1615
Programmer/Analyst
E
C
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
CITY ATTORNEY'S
OFFICE
1110
City Attorney
E
E
49
Step 1
$
243,982
$
20,332
$
117.2992
Step 2
$
256,181
$
21,348
$
123.1641
Step 3
$
268,990
$
22,416
$
129.3223
Step 4
$
282,440
$
23,537
$
135.7884
Step 5
$
296,562
$
24,713
$
142.5778
1115
Deputy City Attorney
E
M
38
Step 1
$
142,651
$
11,888
$
68.5824
Step 2
$
149,784
$
12,482
$
72.0115
Step 3
$
157,273
$
13,106
$
75.6121
Step 4
$
165,137
$
13,761
$
79.3928
Step 5
$
173,394
$
14,449
$
83.3624
1507
Executive Legal Secretary
NE
C
23
Step 1
$
68,618
$
5,718
$
32.9893
Step 2
$
72,049
$
6,004
$
34.6388
Step 3
$
75,651
$
6,304
$
36.3707
Step 4
$
79,434
$
6,619
$
38.1893
Step 5
$
83,405
$
6,950
$
40.0987
1495
Legal Administrative Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
1113
Senior Deputy City Attorney
E
M
39
-
Step 1
-
-
$
149,784
$
12,482
$
72.0115
Step 2
$
157,273
$
13,106
$
75.6121
Step 3
$
165,137
$
13,761
$
79.3928
Step 4
$
173,394
$
14,449
$
83.3624
Step 5
$
182,063
$
15,172
$
87.5305
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
1315 Deputy City Clerk
NE C 26 -
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
1320 Records Management Assistant
NE C 20
Step 1
$
59,275
$
4,940
$
28.4974
Step 2
$
62,238
$
5,187
$
29.9223
Step 3
$
65,350
$
5,446
$
31.4184
Step 4
$
68,618
$
5,718
$
32.9893
Step 5
$
72,049
$
6,004
$
34.6388
GROUPADMINISTRATIVE AND CLERICAL
1530 Administrative Assistant
NE G 13
-
Step 1
$
42,125
$
3,510
$
20.2525
Step 2
$
44,232
$
3,686
$
21.2652
Step 3
$
46,443
$
3,870
$
22.3284
Step 4
$
48,765
$
4,064
$
23.4448
Step 5
$
51,204
$
4,267
$
24.6171
1530 Administrative Assistant, (Confidential)
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative Assistant, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
1520 Administrative
Step 1
Step 2
Step 3
Step 4
Step 5
1510 Administrative Secretary
Step 1
Step 2
Step 3
Step 4
Step 5
Senior (Confidential)
NE C 13
$ 42,125 $ 3,510 $ 20.2525
$ 44,232 $ 3,686 $ 21.2652
$ 46,443 $ 3,870 $ 22.3284
$ 48,765 $ 4,064 $ 23.4448
$ 51,204 $ 4,267 $ 24.6171
NE G 17
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974
$ 62,238 $ 5,187 $ 29.9223
NE C 17
NE C
$ 51,204
$
4,267
$
24.6171
$ 53,764
$
4,480
$
25.8479
$ 56,452
$
4,704
$
27.1404
$ 59,275
$
4,940
$
28.4974
$ 62,238
$
5,187
$
29.9223
20
-_ $ 59,275 $
$ 62,238 $
$ 65,350 $
$ 68,618 $
$ 72,049 $
4,940 $ 28.4974
5,187 $ 29.9223
5,446 $ 31.4184
5,718 $ 32,9893
6,004 $ 34.6388
OR
ea��'ECY 1MOJ�f"
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
1490
Administrative Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
FINANCE
DEPARTMENT
1250
Account Clerk
NE
G
14
Step 1
$
44,232
$
3,686
$
21.2652
Step 2
$
46,443
$
3,870
$
22.3284
Step 3
$
48,765
$
4,064
$
23.4448
Step 4
$
51,204
$
4,267
$
24.6171
Step 5
$
53,764
$
4,480
$
25.8479
1247
Account Clerk, Senior
NE
G
18
Step 1
$
53,764
$
4,480
$
25.8479
Step 2
$
56,452
$
4,704
$
27.1404
Step 3
$
59,275
$
4,940
$
28.4974
Step 4
$
62,238
$
5,187
$
29.9223
Step 5
$
65,350
$
5,446
$
31.4184
1240
Accountant
NE
C
22
Step 1
$
65,350
$
5,446
$
31.4184
Step 2
$
68,618
$
5,718
$
32.9893
Step 3
$
72,049
$
6,004
$
34.6388
Step 4
$
75,651
$
6,304
$
36.3707
Step 5
$
79,434
$
6,619
$
38.1893
1230
Accountant, Senior
NE_____
C
27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036
Step 3
$
91,954
$
7,663
$
44.2088
Step 4
$
96,552
$
8,046
$
46.4192
Step 5
$
101,380
$
8,448
$
48.7402
1234
Assistant Buyer
NE
G
20
Step 1
$
59,275
$
4,940
$
28.4974
Step 2
$
62,238
$
5,187
$
29.9223
Step 3
$
65,350
$
5,446
$
31.4184
Step 4
$
68,618
$
5,718
$
32.9893
Step 5
$
72,049
$
6,004
$
34.6388
1220 Assistant Finance Director
Step 1
Step 2
Step 3
Step 4
Step 5
E M 39
$ 149,784 $ 12,482 $ 72.0115
$ 157,273 $ 13,106 $ 75.6121
$ 165,137 $ 13,761 $ 79.3928
$ 173,394 $ 14,449 $ 83.3624
$ 182,063 $ 15,172 $ 87.5305
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
1237 Buyer
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
NE G 23
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34.6388
$ 75,651
$
6,304
$
36.3707
$ 79,434
$
6,619
$
38.1893
$ 83,405
$
6,950
$
40.0987
E M 35
$ 123,228 $ 10,269 $ 59,2441
$ 129,389 $ 10,782 $ 62.2063
$ 135,858 $ 11,322 $ 65.3166
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115
E E
NE C
NE C
NE G
E FM
44
$ 191,167 $ 15,931 $ 91.9070
$ 200,725 $ 16,727 $ 96.5024
$ 210,761 $ 17,563 $ 101,3275
$ 221,299 $ 18,442 $ 106.3938
$ 232,364 $ 19,364 $ 111.7135
19
$
56,452
$
4,704
$
27.1404
$
59,275
$
4,940
$
28.4974
$
62,238
$
5,187
$
29.9223
$
65,350
$
5,446
$
31.4184
$
68,618
$
5,718
$
32.9893
16
$
48,765
$
4,064
$
23.4448
$
51,204
$
4,267
$
24.6171
$
53,764
$
4,480
$
25.8479
$
56,452
$
4,704
$
27.1404
$
59,275
$
4,940
$
28.4974
17
$
51,204
$
4,267
$
24.6171
$
53,764
$
4,480
$
25.8479
$
56,452
$
4,704
$
27.1404
$
59,275
$
4,940
$
28.4974
$
62,238
$
5,187
$
29.9223
42
$ 173,394 $ 14,449 $ 83.3624
$ 182,063 $ 15,172 $ 87.5305
$ 191,167 $ 15,931 $ 91.9070
$ 200,725 $ 16,727 $ 96.5024
$ 210,761 $ 17,563 $ 101.3275
5055
Fire Administrative Analyst
Step 1
Step 2
Step 3
Step 4
Step 5
5025
Fire Battalion Chief (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5025
Fire Battalion Chief (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5030
Fire Captain (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5030
Fire Captain (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5010
Fire Chief
- - -
Step 1
Step 2
Step 3
Step 4
Step 5
5050
Fire Code Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
5049
Fire Code Inspector, Senior
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
NE C 26
NE FM 38
NE FMA 38
$ 79,434
$
6,619
$
38.1893
$ 83,405
$
6,950
$
40.0987
$ 87,576
$
7,298
$
42.1036
$ 91,954
$
7,663
$
44.2088
$ 96,552
$
8,046
$
46.4192
$ 142,651
$
11,888
$
48.9874
$ 149,784
$
12,482
$
51.4368
$ 157,273
$
13,106
$
54.0087
$ 165,137
$
13,761
$
56.7091
$ 173,394
$
14,449
$
59.5446
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115
$ 157,273 $ 13,106 $ 75.6121
$ 165,137 $ 13,761 $ 79.3928
$ 173,394 $ 14,449 $ 83.3624
NE F 31 _
$ 101,380 $ 8,448 $ 34.8144
$ 106,449 $ 8,871 $ 36.5S52
$ 111,771 $ 9,314 $ 38.3829
$ 117,360 $ 9,780 $ 40.3021
$ 123,228 $ 10,269 $ 42.3172
NE
FA 31
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441
E E 46
$
210,761
$
17,563
$
101.3275
$
221,299
$
18,442
$
106.3938
$
232,364
$
19,364
$
111.7135
$
243,982
$
20,332
$
117.2992
$
256,181
$
21,348
$
123.1641
NE G 25
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
NE G 27
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
5040 Fire Engineer (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5040 Fire Engineer (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5020 Fire Marshal
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (P)
Step 1
Step 2
Step 3
Step 4
Step 5
5060 Firefighter (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (P) _
Step 1
Step 2
Step 3
Step 4
Step 5
5045 Firefighter/Paramedic (A)
Step 1
Step 2
Step 3
Step 4
Step 5
5035 Firefighter/Paramedic Coordinator (P)
NE F 28
NE FA 28
NE FM 38
NE F 25
NE FA
$ 87,576 $ 7,298 $ 30.0740
$ 91,954 $ 7,663 $ 31.5777
$ 96,552 $ 8,046 $ 33.1566
$ 101,380 $ 8,448 $ 34.8144
$ 106,449 $ 8,871 $ 36.5552
$ 87,576 $ - 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
$ 142,651
$
11,888
$
68.5824
$ 149,784
$
12,482
$
72.0115
$ 157,273
$
13,106
$
75.6121
$ 165,137
$
13,761
$
79.3928
$ 173,394
$
14,449
$
83.3624
$ 75,651
$
6,304
$
25.9791
$ 79,434
$
6,619
$
27.2780
$ 83,405
$
6,950
$
28.6419
$ 87,576
$
7,298
$
30.0740
$ 91,954
$
7,663
$
31.5777
25
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
NE F 28
NE FA
NE F
28
29
$ 87,576 $ 7,298 $ 30.0740
$ 91,954 $ 7,663 $ 31.5777
$ 96,552 $ 8,046 $ 33.1566
$ 101,380 $ 8,448 $ 34.8144
$ 106,449 $ 8,871 $ 36.5552
$ 87,576 $ 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
5035
Firefighter/Paramedic Coordinator (A)
NE
FA
29
Step 1
$
91,954
$
7,663
$
44.2088
Step 2
$
96,552
$
8,046
$
46.4192
Step 3
$
101,380
$
8,448
$
48.7402
Step 4
$
106,449
$
8,871
$
51.1772
Step 5
$
111,771
$
9,314
$
53.7361
ENVIRONMENTALHEALTH AND • •
2010
Director of Health and Environmental Control
E
E
43
Step 1
$
182,063
$
15,172
$
87.5305
Step 2
$
191,167
$
15,931
$
91.9070
Step 3
$
200,725
$
16,727
$
96.5024
Step 4
$
210,761
$
17,563
$
101.3275
Step 5
$
221,299
$
18,442
$
106.3938
2020
Environmental Health Program Administrator
E
M
34
Step 1
$
117,360
$
9,780
$
56.4229
Step 2
$
123,228
$
10,269
$
59.2441
Step 3
$
129,389
$
10,782
$
62.2063
Step 4
$
135,858
$
11,322
$
65.3166
Step 5
$
142,651
$
11,888
$
68.5824
2040
Environmental Health Technician
NE
G
17
Step 1
$
51,204
$
4,267
$
24.6171
Step 2
$
53,764
$
4,480
$
25.8479
Step 3
$
56,452
$
4,704
$
27.1404
Step 4
$
59,275
$
4,940
$
28.4974
Step 5
$
62,238
$
5,187
$
29.9223
2035
Environmental Health Specialist
NE
G
24
Step 1
$
72,049
$
6,004
$
34.6388
Step 2
$
75,651
$
6,304
$
36.3707
Step 3
$
79,434
$
6,619
$
38.1893
Step 4
$
83,405
$
6,950
$
40.0987
Step 5
$
87,576
$
7,298
$
42.1036
2022
Environmental Specialist, Temporary
NE
T26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
Step 6
$
101,380
$
8,448
$
48.7402
Step 7
$
106,449
$
8,871
$
51.1774
Step 8
$
111,771
$
9,314
$
53.7361
2045
Environmental Health Intern
NE
Hourly
Step 1
$
15.0000
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
CLASS
CODE
1420
Human Resources Analyst
NE
C
26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
1415
Human Resources Analyst, Senior
E
M
33
Step 1
$
111,771
$
9,314
$
53.7361
Step 2
$
117,360
$
9,780
$
56.4229
Step 3
$
123,228
$
10,269
$
59.2441
Step 4
$
129,389
$
10,782
$
62.2063
Step 5
$
135,858
$
11,322
$
65.3166
1425
Human Resources Assistant
NE
C
17
Step 1
_
$
51,204
$
4,267
$
24.6171
Step 2
$
53,764
$
4,480
$
25.8479
Step 3
$
56,452
$
4,704
$
27.1404
Step 4
$
59,275
$
4,940
$
28.4974
Step 5
$
62,238
$
5,187
$
29.9223
INDUSTRIAL
DEVELOPMENT DEPARTMENT
3010
Industrial Development Director
E
E
39
Step 1
$
149,784
$
12,482
$
72.0115
Step 2
$
157,273
$
13,106
$
75.6121
Step 3
$
165,137
$
13,761
$
79.3928
Step 4
$
173,394
$
14,449
$
83.3624
Step 5
$
182,063
$
15,172
$
87.5305
POLICE
DEPARTMENT
4035
Police Cadet
NE
3180
Step 1
$
38,892
$
3,241
$
18.6981
Step 2
$
36,864
$
3,072
$
17.7231
Step 3
$
34,944
$
2,912
$
16.8000
Step 4
$
33,120
$
2,760
$
15.9231
Step 5
$
31,380
$
2,615
$
15.0865
Step 6
$
29,760
$
2,480
$
14.3077
Step 7
$
28,212
$
2,351
$
13.5635
Step 8
$
26,736
$
2,228
$
12.8538
4015
Police Captain
E
PM
40
Step 1
$
157,273
$
13,106
$
75.6121
Step 2
$
165,137
$
13,761
$
79.3928
Step 3
$
173,394
$
14,449
$
83.3624
Step 4
$
182,063
$
15,172
$
87.5305
Step 5
$
191,167
$
15,931
$
91.9070
4010
Police Chief
E
E
47
Step 2
Step 3
Step 4
Step 5
4030 Police Officer
Step 1
Step 2
Step 3
Step 4
Step 5
4025 Police Sergeant
Step 1
Step 2
Step 3
Step 4
Step 5
4125 Civilian Court Officer
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115
$ 157,273 $ 13,106 $ 75.6121
$ 165,137 $ 13,761 $ 79.3928
NE PO 26
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
$
96,552
$
8,046
$
46.4192
NE PO 31
$
101,380
$
8,448
$
48.7402
$
106,449
$
8,871
$
51.1772
$
111,771
$
9,314
$
53.7361
$
117,360
$
9,780
$
56.4229
$
123,228
$
10,269
$
59.2441
NE G 17
Step 1
Step 2
Step 3
Step 4
Step 5
4123 Police Community Services Officer NE
Step 1
Step 2
Step 3
Step 4
Step 5
4130 Police Dispatcher NE
Step 1
Step 2
Step 3
Step 4
Step 5
4115 Police Dispatcher, Lead NE
Step 1
Step 2
Step 3
Step 4
Step 5
4110 Police Records Manager NE
Step 1
Step 2
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974
$ 62,238 $ 5,187 $ 29.9223
G 16
$ 48,765 $ 4,064 $ 23.4448
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 59,275 $ 4,940 $ 28.4974
G 20
$
59,275
$
4,940
$
28.4974
$
62,238
$
5,187
$
29.9223
$
65,350
$
5,446
$
31.4184
$
68,618
$
5,718
$
32.9893
$
72,049
$
6,004
$
34.6388
G 23
$
68,618
$
5,718
$
32.9893
$
72,049
$
6,004
$
34.6388
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
M 27
_
$
83,405
$
_
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
Step 4
Step 5
4120 Police Records Technician, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
NE G 17
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 51,204
$
4,267
$
24.6171
$ 53,764
$
4,480
$
25.8479
$ 56,452
$
4,704
$
27.1404
$ 59,275
$
4,940
$
28.4974
$ 62,238
$
5,187
$
29.9223
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
Step 2
$
243,982
$
20,332
$
117.2992
Step 3
$
256,181
$
21,348
$
123.1641
Step 4
$
268,990
$
22,416
$
129.3223
Step 5
$
282,440
$
23,537
$
135.7884
8011
Assistant General Manager of Public Utilities
E
M 43
Step 1
$
182,063
$
15,172
$
87.5305
Step 2
$
191,167
$
15,931
$
91.9070
Step 3
$
200,725
$
16,727
$
96.5024
Step 4
$
210,761
$
17,563
$
101.3275
Step 5
$
221,299
$
18,442
$
106.3938
8710
Business and Account Supervisor
E
M 32
Step 1
$
106,449
$
8,871
$
51.1772
Step 2
$
111,771
$
9,314
$
53.7361
Step 3
$
117,360
$
9,780
$
56.4229
Step 4
$
123,228
$
10,269
$
59.2441
Step 5
$
129,389
$
10,782
$
62.2063
8615
Utilities Compliance Analyst
NE
G 30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
8606 Utilities Compliance Administrator E M 35
Step 1 $ 123,228 $ 10,269 $ 59.2441
Step 2 $ 129,389 $ 10,782 $ 62.2063
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 3
$
59,275
$
4,940
$
28.4974
Step 4
$
62,238
$
5,187
$
29.9223
Step 5
$
65,350
$
5,446
$
31.4184
8515
Key Accounts Specialist
NE M
28
Step 1
$
87,576
$
7,298
$
42.1036
Step 2
$
91,954
$
7,663
$
44.2088
Step 3
$
96,552
$
8,046
$
46.4192
Step 4
$
101,380
$
8,448
$
48.7402
Step 5
$
106,449
$
8,871
$
51.1772
8040
Electric Operations Supervisor
E M
36
Step 1
$
129,389
$
10,782
$
62.2063
Step 2
$
135,858
$
11,322
$
65.3166
Step 3
$
142,651
$
11,888
$
68.5824
Step 4
$
149,784
$
12,482
$
72.0115
Step 5
$
157,273
$
13,106
$
75.6121
8035
Electric Operator
NE I
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
8053
Electrical Test Technician, Senior
NE I
31
Step 1
$
101,380
$
8,448
$
48.7402
Step 2
$
106,449
$
8,871
$
51.1772
Step 3
$
111,771
$
9,314
$
53.7361
Step 4
$
117,360
$
9,780
$
56.4229
Step 5
$
123,228
$
10,269
$
59.2441
8050
Metering Technician
NE I
29
Step 1
$
91,954
$
7,663
$
44.2088
Step 2
$
96,552
$
8,046
$
46.4192
Step 3
$
101,380
$
8,448
$
48.7402
Step 4
$
106,449
$
8,871
$
51.1772
Step 5
$
111,771
$
9,314
$
53.7361
8047
Metering Technician, Senior
NE I
31
_
Step 1
$
101,380
$
8,448
$
48.7402
Step 2
$
106,449
$
8,871
$
51.1772
Step 3
$
111,771
$
9,314
$
53.7361
Step 4
$
117,360
$
9,780
$
56.4229
Step 5
$
123,228
$
10,269
$
59.2441
8045
Power Plant Operator
NE I
28
Step 1
$
87,576
$
7,298
$
42.1036
Step 2
$
91,954
$
7,663
$
44.2088
Step 4
Step 5
8030 Utilities Dispatcher
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
NE 1 33
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 111,771
$
9,314
$
53.7361
$ 117,360
$
9,780
$
56.4229
$ 123,228
$
10,269
$
59.2441
$ 129,389
$
10,782
$
62.2063
$ 135,858
$
11,322
$
65.3166
8025
Utilities Dispatcher, Senior
NE I
34
Step 1
$
117,360
$
9,780
$
56.4229
Step 2
$
123,228
$
10,269
$
59.2441
Step 3
$
129,389
$
10,782
$
62.2063
Step 4
$
135,858
$
11,322
$
65.3166
Step 5
$
142,651
$
11,888
$
68.5824
8015
Utilities Operations Manager
E M
41
Step 1
$
165,137
$
13,761
$
79.3928
Step 2
$
173,394
$
14,449
$
83.3624
Step 3
$
182,063
$
15,172
$
87.5305
Step 4
$
191,167
$
15,931
$
91.9070
Step 5
$
200,725
$
16,727
$
96.5024
8060
Utilities Operations Trainee
NE 1
23
_
Step 1
$
68,618
$
5,718
$
32.9893
Step 2
$
72,049
$
6,004
$
34.6388
Step 3
$
75,651
$
6,304
$
36.3707
Step 4
$
79,434
$
6,619
$
38.1893
Step 5
$
83,405
$
6,950
$
40.0987
8031
Utilities Project Coordinator
NE 1
33
_
Step 1
$
111,771
$
9,314
$
53.7361
Step 2
$
117,360
$
9,780
$
56.4229
Step 3
$
123,228
$
10,269
$
59.2441
Step 4
$
129,389
$
10,782
$
62.2063
Step 5
$
135,858
$
11,322
$
65.3166
•
8130
Associate Electrical Engineer
NE I
30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
8140 Computer Aided Drafting Technician NE G 20
Step 1 $ 59,275 $ 4,940 $ 28.4974
Step 2 $ 62,238 $ 5,187 $ 29.9223
Step 3 $ 65,350 $ 5,446 $ 31.4184
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115
8112
Principal Electrical Engineer
E M
38
Step 1
$
142,651
$
11,888
$
68.5824
Step 2
$
149,784
$
12,482
$
72.0115
Step 3
$
157,273
$
13,106
$
75.6121
Step 4
$
165,137
$
13,761
$
79.3928
Step 5
$
173,394
$
14,449
$
83.3624
8110
Utilities Engineering Manager
M
42
Step 1
_E
$
173,394
$
14,449
$
83.3624
Step 2
$
182,063
$
15,172
$
87.5305
Step 3
$
191,167
$
15,931
$
91.9070
Step 4
$
200,725
$
16,727
$
96.5024
Step 5
$
210,761
$
17,563
$
101.3275
8215
Gas Systems Specialist
NE 1
30
_
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
8210
Gas Systems Superintendent
E M
36
Step 1
$
129,389
$
10,782
$
62.2063
Step 2
$
135,858
$
11,322
$
65.3166
Step 3
$
142,651
$
11,888
$
68.5824
Step 4
$
149,784
$
12,482
$
72.0115
Step 5
$
157,273
$
13,106
$
75.6121
8220
Gas Systems Technician
NE 1
26
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44.2088
Step 5
$
96,552
$
8,046
$
46.4192
I.rzr-.
8435
Assistant Resource Scheduler
NE I
28
Step 1
$
87,576
$
7,298
$
42.1036
Step 2
$
91,954
$
7,663
$
44.2088
Step 3
$
96,552
$
8,046
$
46.4192
Step 4
$
101,380
$
8,448
$
48.7402
Step 5
$
106,449
$
8,871
$
51.1772
8.430 Associate Resource Scheduler NE I 30 _
Step 1 $ 96,552 $ 8,046 $ 46.4192
Step 2 $ 101,380 $ 8,448 $ 48.7402
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 4
Step 5
8425 Electric Service Planner NE
Step 1
Step 2
Step 3
Step 4
Step 5
8411 Principal Resource Planner E
Step 1
Step 2
Step 3
Step 4
Step 5
8422 Principal Resource Scheduler/Trader NE
Step 1
Step 2
Step 3
Step 4
Step 5
8415 Resource Planner NE
Step 1
Step 2
Step 3
Step 4
Step 5
8420 Resource Scheduler
Step 1
Step 2
Step 3
Step 4
Step 5
7137 Assistant Civil Engineer - Public Utilities
Step 1
Step 2
Step 3
Step 4
Step 5
7145 Engineering Aide
Step 1
Step 2
Step 3
G 26
M 37
1 34
1 35
$ 200,725 $ 16,727 $ 96.5024
$ 210,761 $ 17,563 $ 101.3275
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987
$ 87,576 $ 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192
$ 135,858
$
11,322
$
65.3166
$ 142,651
$
11,888
$
68.5824
$ 149,784
$
12,482
$
72.0115
$ 157,273
$
13,106
$
75.6121
$ 165,137
$
13,761
$
79.3928
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441
$ 129,389 $ 10,782 $ 62.2063
$ 135,858 $ 11,322 $ 65.3166
$ 142,651 $ 11,888 $ 68.5824
$ 123,228 $ 10,269 $ 59.2441
$ 129,389 $ 10,782 $ 62.2063
$ 135,858 $ 11,322 $ 65.3166
$ 142,651 $ 11,888 $ 68.5824
$ 149,784 $ 12,482 $ 72.0115
NE I 32
_
$
106,449
$
8,871
$
51,1772
$
111,771
$
9,314
$
53.7361
$
117,360
$
9,780
$
56.4229
$
123,228
$
10,269
$
59.2441
$
129,389
$
10,782
$
62,2063
NE G 26
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$
87,576
$
7,298
$
42.1036
$
91,954
$
7,663
$
44.2088
$
96,552
$
8,046
$
46.4192
NE G 21
$ 62,238 $ 5,187 $ 29.9223
$ 65,350 $ 5,446 $ 31.4184
$ 68,618 $ 5,718 $ 32.9893
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 4
$
62,238
$
5,187
$
29.9223
Step 5
$
65,350
$
5,446
$
31.4184
7940 Meter Reader, Lead
NE G 20
Step 1
$
59,275
$
4,940
$
28.4974
Step 2
$
62,238
$
5,187
$
29.9223
Step 3
$
65,350
$
5,446
$
31.4184
Step 4
$
68,618
$
5,718
$
32.9893
Step 5
$
72,049
$
6,004
$
34.6388
7905 Administrator
E M 36
_
_Water
Step 1
$
129,389
$
10,782
$
62.2063
Step 2
$
135,858
$
11,322
$
65.3166
Step 3
$
142,651
$
11,888
$
68.5824
Step 4
$
149,784
$
12,482
$
72.0115
Step 5
$
157,273
$
13,106
$
75.6121
7915 Water Foreman
E M 27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036
Step 3
$
91,954
$
7,663
$
44.2088
Step 4
$
96,552
$
8,046
$
46.4192
Step 5
$
101,380
$
8,448
$
48.7402
7930 Water Maintenance Worker
NE G 18
Step 1
Step 2
Step 3
Step 4
Step 5
7925 Water Maintenance Worker, Senior
- Step 1
Step 2
Step 3
Step 4
Step 5
NE - G - -22
7920 Water Project coordinator E
- Step 1 - - -
Step 2
Step 3
Step 4
Step 5
7911 Water Project Specialist E
Step 1
Step 2
Step 3
Step 4
G 30
M 35
$ 53,764
$
4,480
$
25.8479
$ 56,452
$
4,704
$
27.1404
$ 59,275
$
4,940
$
28.4974
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34.6388
$ 75,651
$
6,304
$
36.3707
$ 79,434
$
6,619
$
38.1893
$ 96,552 $ 8,046 $ 46.4192
$ 101,380 $ 8,448 $ 48.7402
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 117,360 $ 9,780 $ 56.4229
$ 123,228
$
10,269
$ 59.2441
$ 129,389
$
10,782
$ 62.2063
$ 135,858
$
11,322
$ 65.3166
$ 142,651
$
11,888
$ 68.5824
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 4
$
129,389
$
10,782
$
62.2063
Step 5
$
135,858
$
11,322
$
65.3166
WORKSPUBLIC
7008
Director of Public Works
E
E
44
Step 1
$
191,167
$
15,931
$
91.9070
Step 2
$
200,725
$
16,727
$
96.5024
Step 3
$
210,761
$
17,563
$
101.3275
Step 4
$
221,299
$
18,442
$
106.3938
Step 5
$
232,364
$
19,364
$
111.7135
Awl
7227
Building Inspector
NE
G
25
Step 1
$
75,651
$
6,304
$
36.3707
Step 2
$
79,434
$
6,619
$
38.1893
Step 3
$
83,405
$
6,950
$
40.0987
Step 4
$
87,576
$
7,298
$
42.1036
Step 5
$
91,954
$
7,663
$
44.2088
7215
Building Inspector, Senior
NE
G
27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036
Step 3
$
91,954
$
7,663
$
44.2088
Step 4
$
96,552
$
8,046
$
46.4192
Step 5
$
101,380
$
8,448
$
48.7402
7205
Building and Planning Manager
E
M
37
Step 1
$
135,858
$
11,322
$
65.3166
Step 2
$
142,651
$
11,888
$
68.5824
Step 3
$
149,784
$
12,482
$
72.0115
Step 4
$
157,273
$
13,106
$
75.6121
Step 5
$
165,137
$
13,761
$
79.3928
7225
Electrical Inspector
NE
G
25
Step 1
$
75,651
$
6,304
$
36.3707
Step 2
$
79,434
$
6,619
$
38.1893
Step 3
$
83,405
$
6,950
$
40.0987
Step 4
$
87,576
$
7,298
$
42.1036
Step 5
$
91,954
$
7,663
$
44.2088
7213
Electrical Inspector, Senior
NE
G
27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036
Step 3
$
91,954
$
7,663
$
44.2088
Step 4
$
96,552
$
8,046
$
46.4192
Step 5
$
101,380
$
8,448
$
48.7402
7250 Permit Technician
Step 1
Step 2
NE G
17
$ 51,204 $
$ 53,764 $
4,267 $ 24.6171
4,480 $ 25.8479
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 4
Step 5
7235 Plumbing_ and Mechanical Inspector
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 25
$ 75,651 $ 6,304 $ 36.3707
$ 79,434 $ 6,619 $ 38.1893
$ 75,651 $ 6,304 $ 36.3707
$ 79,434 $ 6,619 $ 38.1893
$ 83,405 $ 6,950 $ 40.0987
$ 87,576 $ 7,298 $ 42.1036
$ 91,954 $ 7,663 $ 44.2088
7217 Plumbing and Mechanical Inspector, Senior
NE G 27
Step 1
$
83,405
$
6,950
$
40.0987
Step 2
$
87,576
$
7,298
$
42.1036
Step 3
$
91,954
$
7,663
$
44.2088
Step 4
$
96,552
$
8,046
$
46.4192
Step 5
$
101,380
$
8,448
$
48.7402
s Till
7140 Assistant Engineer
NE G 25
_
Step 1
$
75,651
$
6,304
$
36.3707
Step 2
$
79,434
$
6,619
$
38.1893
Step 3
$
83,405
$
6,950
$
40.0987
Step 4
$
87,576
$
7,298
$
42.1036
Step 5
$
91,954
$
7,663
$
44.2088
7135 Associate Engineer
NE G 29
Step 1
$
91,954
$
7,663
$
44.2088
Step 2
$
96,552
$
8,046
$
46.4192
Step 3
$
101,380
$
8,448
$
48.7402
Step 4
$
106,449
$
8,871
$
51.1772
Step 5
$
111,771
$
9,314
$
53.7361
7118 Civil Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
NE M 32
$ 106,449 $ 8,871 $ 51.1772
$ 111,771 $ 9,314 $ 53.7361
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441
$ 129,389 $ 10,782 $ 62.2063
7145 Engineering Aide
NE G 21
Step 1
$
62,238
$
5,187
$
29.9223
Step 2
$
65,350
$
5,446
$
31.4184
Step 3
$
68,618
$
5,718
$
32.9893
Step 4
$
72,049
$
6,004
$
34.6388
Step 5
$
75,651
$
6,304
$
36.3707
7115 Principal Civil Engineer
E 37
Step 1
$
135,858
$
11,322
65.3166
Step 2
$
142,651
$
11,888
$
68.5824
Step 3
$
149,784
$
12,482
$
72.0115
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
$ 117,360 $ 9,780 $ 56.4229
$ 123,228 $ 10,269 $ 59.2441
7125 Stormwater and Special Projects Analyst
NE G 28
-
-
Step 1
$
87,576
$
7,298
$
42.1036
Step 2
$
91,954
$
7,663
$
44.2088
Step 3
$
96,552
$
8,046
$
46.4192
Step 4
$
101,380
$
8,448
$
48.7402
Step 5
$
106,449
$
8,871
$
51.1772
7720 Facilities Maintenance Worker
Step 1
Step 2
Step 3
Step 4
Step 5
7735 Facilities Maintenance Worker, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7730 Facilities Maintenance Worker, Senior
Step 1
Step 2
Step 3
Step 4
Step 5
7530 Mechanic
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 18
NE G
NE G
NE G
7520 Mechanic, Lead NE G
Step 1
Step 2
Step 3
Step 4
Step 5
23
20
$ 53,764
$
4,480
$
25.8479
$ 56,452
$
4,704
$
27.1404
$ 59,275
$
4,940
$
28.4974
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184
$
68,618
$
5,718
$
32.9893
$
72,049
$
6,004
$
34.6388
$
75,651
$
6,304
$
36.3707
$
79,434
$
6,619
$
38.1893
$
83,405
$
6,950
$
40.0987
$ 59,275
$
4,940
$
28.4974
$ 62,238
$
5,187
$
29.9223
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34.6388
19
$
56,452
$
4,704
$
27.1404
$
59,275
$
4,940
$
28.4974
$
62,238
$
5,187
$
29.9223
$
65,350
$
5,446
$
31.4184
$
68,618
$
5,718
$
32.9893
25
$ 75,651 $
$ 79,434 $
$ 83,405 $
$ 87,576 $
$ 91,954 $
6,304 $ 36.3707
6,619 $ 38.1893
6,950 $ 40.0987
7,298 $ 42.1036
7,663 $ 44.2088
7525 Mechanic, Senior NE G 21
Step 1 $ 62,238 $ 5,187 $ 29.9223
Steq 2 5 65,350 $ 5,446 5 31.4184
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
Step 3
Step 4
Step 5
7427 Street Maintenance Worker, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
7425 Street Maintenance Worker, Senior
NE G 23
NE G 19
$ 51,204 $ 4,267 $ 24.6171
$ 53,764 $ 4,480 $ 25.8479
$ 56,452 $ 4,704 $ 27.1404
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34.6388
$ 75,651
$
6,304
$
36.3707
$ 79,434
$
6,619
$
38.1893
$ 83,405
$
6,950
$
40.0987
Step 1
$
56,452
$
4,704
$
27.1404
Step 2
$
59,275
$
4,940
$
28.4974
Step 3
$
62,238
$
5,187
$
29.9223
Step 4
$
65,350
$
5,446
$
31.4184
Step 5
$
68,618
$
5,718
$
32.9893
7630 Warehouse Worker
N_ E G 16 -
Step 1
$
48,765
$
4,064
$
23.4448
Step 2
$
51,204
$
4,267
$
24.6171
Step 3
$
53,764
$
4,480
$
25.8479
Step 4
$
56,452
$
4,704
$
27.1404
Step 5
$
59,275
$
4,940
$
28.4974
7620 Warehouse Worker, Lead
Step 1
Step 2
Step 3
Step 4
Step 5
NE G
21
$ 65,350
$
5,446
$
31.4184
$ 68,618
$
5,718
$
32.9893
$ 72,049
$
6,004
$
34.6388
$ 75,651
$
6,304
$
36.3707
7625 Warehouse Worker, Senior
NE G 18
Step 1
$
53,764
$
4,480
$
25.8479
Step 2
$
56,452
$
4,704
$
27.1404
Step 3
$
59,275
$
4,940
$
28.4974
Step 4
$
62,238
$
5,187
$
29.9223
Step 5
$
65,350
$
5,446
$
31.4184
7307 Facilities Maintenance Supervisor
E M 26
-
Step 1
$
79,434
$
6,619
$
38.1893
Step 2
$
83,405
$
6,950
$
40.0987
Step 3
$
87,576
$
7,298
$
42.1036
Step 4
$
91,954
$
7,663
$
44,2088
Step 5
$
96,552
$
8,046
$
46.4192
7515 Fleet Supervisor E M 27
Step 1 $ 83,405 $ 6,950 $ 40.0987
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted December 18, 2018
$ 91,954 $ 7,663 $ 44.2088
$ 96,552 $ 8,046 $ 46.4192
7300 Public Works Superintendent
E M_ 32
Step 1
$
106,449
$
8,871
$
51.1772
Step 2
$
111,771
$
9,314
$
53.7361
Step 3
$
117,360
$
9,780
$
56.4229
Step 4
$
123,228
$
10,269
$
59.2441
Step 5
$
129,389
$
10,782
$
62.2063
7130 Public Works Project Coordinator
NE G 30
Step 1
$
96,552
$
8,046
$
46.4192
Step 2
$
101,380
$
8,448
$
48.7402
Step 3
$
106,449
$
8,871
$
51.1772
Step 4
$
111,771
$
9,314
$
53.7361
Step 5
$
117,360
$
9,780
$
56.4229
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.