Resolution No. 2019-017RESOLUTION NO. 2019-17
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 December 18, 2018, the City Council of the City
of Vernon adopted Resolution No. 2018-50, adopting an amended and
restated Citywide Fringe Benefits and Salary Resolution; and
WHEREAS, by memorandum dated June 18, 2019, the City
Administrator, in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation Plan, to make
the following change effective June 18, 2019: (i) adopt the revised job
description of the Utilities Operations Manager, (ii) adopt the
corrected employee group designation of the Assistant Fire Marshal and
(iii) amend subsection C of Section 11 regarding Automobile Allowance
and Reimbursement for Expenses; and
WHEREAS, by the same memorandum dated June 18, 2019, the City
Administrator in conjunction with the Director of Human Resources, has
recommended the adoption of an amended and restated Citywide Fringe
Benefits and Salary Resolution and Classification and Compensation Plan
to amend Exhibit A to the Classification and Compensation plan, to make
the following changes effective July 21, 2019: (i) approve the
reclassifications of incumbents in certain classifications; and
WHEREAS, to reflect the above -referenced changes, the City
Council desires to adopt an amended and restated Citywide Fringe
Benefits and Salary Resolution, a copy of which is attached hereto as
Exhibit A.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF VERNON AS FOLLOWS:
SECTION 1: The City Council of the City of Vernon hereby
finds and determines that the above recitals are true and correct.
SECTION 2: The City Council of the City of Vernon finds
that this action is exempt from California Environmental Quality Act
("CEQA") review, because it is an administrative activity that will
not result in direct or indirect physical changes in the environment,
and therefore does not constitute a "project" as defined by CEQA
Guidelines section 15378.
SECTION 3: Effective June 18, 2019, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution to (a) adopt the revised job
description of the Utilities Operations Manager, (b) adopt the
corrected employee group designation of the Assistant Fire Marshal and
(c) amend subsection C of Section 11 regarding Automobile Allowance
and Reimbursement for Expenses, a copy of which is attached hereto as
Exhibit A.
SECTION 4: Effective July 21, 2019, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, to approve the
reclassifications of incumbents in certain classifications.
SECTION 5: All resolutions or parts of resolutions,
specifically Resolution No. 2018-50, not consistent with or in
conflict with this resolution are hereby repealed.
- 2 -
SECTION 6: The City Clerk of the City of Vernon shall
certify to the passage, approval and adoption of this resolution, and
the City Clerk of the City of Vernon shall cause this resolution and
the City Clerk's certification to be entered in the File of
Resolutions of the Council of this City.
APPROVED AND ADOPTED this 18th day of June, 2019.
ATTE T:
r Maria E. Ayala, City Clerk
APPROVE AS TO FORM:
/111�4 YL-1
Zay Moussa,
Senior Deputy City Attorney
Name: Melissa Ybarra
Title: Mayor /
- 3 -
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. 2019-17,
was duly passed, approved and adopted by the City Council of the City
of Vernon at a regular meeting of the City Council duly held on
Tuesday, June 18, 2019, and thereafter was duly signed by the Mayor or
Mayor Pro-Tem of the City of Vernon.
Executed this day of June, 2019, at Vernon, California.
(SEAL)
c
Maria E. Ayala, City Clerk
- 4 -
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Adopted December _ -n..14June
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
........................................................................................................
4
Section1:
Holiday.............................................................................................
5
Section 2:
Administrative Leave Time..............................................................
6
Section3:
Overtime..........................................................................................
8
Section 4:
Compensatory Time.......................................................................10
Section 5:
Court Time......................................................................................11
Section6:
Vacation..........................................................................................12
Section7:
Sick Leave......................................................................................14
Section 8:
Family Sick Leave (Kin Care)........................................................17
Section 9:
Bereavement Leave.......................................................................18
Section10:
Jury Duty.......................................................................................
20
Section 11:
Automobile Allowance and Reimbursement for Expenses .............
21
Section 12:
Health Insurance............................................................................
23
Section 13:
Dental Insurance............................................................................
24
Section 14:
Vision Insurance.............................................................................25
Section 15:
Life Insurance.................................................................................26
Section 16:
Deferred Compensation Plan .........................................................
27
Section 17:
CalPERS Retirement Plan..............................................................
28
Section 18:
Retiree Medical Insurance..............................................................
30
Section 19:
Longevity Program.........................................................................
32
Section 20:
Bilingual Pay...................................................................................
34
Section 21:
Uniform Allowance..........................................................................
35
Section 22:
Stand-by Policy...............................................................................
36
Section 23:
Per Diem...........................................................................38
PART II — CLASSIFICATION AND COMPENSATION
Section1. Purpose.......................................................................................... 40
Section 2. The Compensation Plan.................................................................40
Section 3. The Classification Plan...................................................................40
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN ................................ 41
PART 1
FRINGE BENEFITS
INTRODUCTION
The Fringe Benefit and Salary Resolution shall apply to all employees and officers of the
City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found
in respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Resolution or as amended from time to time shall be
effective upon City Council adoption, unless a specific effective date is stated therein.
PART 1 — FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
TABLE 1 - HOLIDAY
HOLIDAY
January 15' New Year's Da
3rd Monday in January - Martin Luther King Jr. Da
31d Monday in February - Presidents Da
March 3151- Cesar Chavez Da
The Last Monday in May — Memorial Da
July 411— Independence Da
The 1It Monday in September — Labor Da
The 2nd Monday in October — Columbus Da
November 111— Veterans Da
The 4"' Thursday in November - Thanksgiving Da
December 241— Christmas Eve
December 25"' — Christmas Da
December 311— New Year's Eve
And other days as such designated by City Council.
Section 2. ADMINISTRATIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall receive,
effective January 1 of each calendar year, 80 hours of Administrative leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro -rated administrative leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on
or Between
Administrative Leave
January 1 — March 31
80 hours
April 1 — June 30
60 hours
Jul 1 — Sept. 30
40 hours
Oct 1 — Dec. 31
20 hours
D. Mid -Management — Staff who are designated as exempt in accordance with the
Fair Labor Standards Act shall receive, effective January 1 of each calendar year,
60 hours of Administrative leave
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro -rated administrative
leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Leave
January 1 — March 31
60 hours
April 1 — June 30
45 hours
Jul 1 — Sept. 30
30 hours
Oct 1 — Dec. 31
15 hours
G. All Administrative leave requests should be approved by the department head or
City Administrator at least ten days in advance of the date to be taken, although
the department head retains discretion to approve the use of Administrative Leave
in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments
with a minimum amount of overtime. If the best interests of the City require that an
employee work beyond the forty (40) hours of work scheduled, such employee
shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions not
exempt from the FLSA to allow credit for productive hours actually worked on one
day (excluding lunch periods) towards the regular paid workweek schedule. For
example, if an employee works twelve (12) hours on one day (based on a ten (10)
hour day), the entire twelve hours will be recorded on the time card as paid worked
time. In this example, the department may schedule the employee to work only
eight (8) hours on one of the other scheduled workdays in the workweek, as long
as the employee's hours for the workweek do not fall below the minimum paid work
hours schedule.
C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must be
obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes of
computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond his/her
assigned working hours, compensation shall be at the normal hourly rate up to
forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek,
such employee shall be compensated at the rate of one and one-half of (1.5) said
employee's hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee's discretion. With a
mutual agreement between an employee and his/her supervisor, an employee's
regular day off may be rescheduled to another day off in the same pay period.
I. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five (5)
minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
J. Straight time and overtime will be compensated in six (6) minute segments of time
K. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
L. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
M. Please refer to Human Resources Policy, Salary Plan Administration 11-3
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.
12
Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1 st year thru 4th year
80
3.08
5th year thru gth year
100
3.85
10th year thru 14th year
120
4.62
15th year thru 24th year
160
6.16
25th year and more
190
7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
Vacation Hours Earned
Bi-Weekly
Accrual
1 st year thru 4th year
120
4.62
5th year thru 10th year
150
5.77
10th year thru 15th year
170
6.54
15th year thru 25th year
185
7.12
25th year and more
190
7.31
B. Mid -Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or about
January of each year, employees shall be compensated for unused accrued
vacation benefit in excess of the allowed accumulated amount referenced herein.
C. Executive and Management staff shall be allowed to accumulate up to a maximum
accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the
employee shall stop accruing vacation leave benefit until such time he/she brings
the vacation accrual below the 480-hour maximum accrual.
D. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
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.
I. In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and experienced
executive and management level staff.
14
Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year,
at a rate of 3.08 of sick leave hours per pay period.
B. In accordance with the Healthy Workplaces, Healthy Families Act of 2014,
beginning July 1, 2015, all part-time and temporary employees (excluding
CalPERS retired annuitants) working for 30 or more days within a year shall be
entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked and shall be eligible to use accrued sick leave after satisfying a 90-day
employment period
C. Employees shall only receive sick leave accrual while they are in a paid status.
D. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/
temporary employees. This bank of carry-over sick leave would provide a cushion
for long-term illnesses and injuries.
E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be
compensated for at the end of the calendar year at 50% of the employee's hourly
rate.
F. Temporary employees are not eligible for cash -out of accrued sick leave hours.
G. All employees who are rehired with a break in service of less than one year are
entitled to have previously unpaid accrued and unused paid sick days reinstated.
H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or
treatment of an existing health condition or preventative care for an employee or
an employee's family member (including to care for a parent -in-law, grandparent,
grandchild, or a sibling, in addition to child, parent, spouse or registered domestic
partner). Sick leave shall also be allowed for an employee for certain purposes
related to being a victim of domestic violence, sexual assault, or stalking.
Preventive health care shall include medical and dental appointments (if such
appointments cannot be arranged other than during working hours) and injury not
arising out of and in the course of employment. Sick leave shall be used in
increments of fifteen (15) minutes and shall not be taken in excess of time earned
at the time it is taken.
I. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of the
above illnesses exceeds two (2) consecutive working days, the employee, prior to
return to work, shall submit a statement of such disability illness or injury from the
employee or family member's physician. The statement shall certify the physical
condition of the employee/employee's family member that prevented the 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.
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
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
Brother
4 work days
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 da r�s
Brother-in-law*
4 work days
4 work da s
Sister-in-law*
*Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or
the sibling of the employee's spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty -minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
death while at work, he or she is entitled to leave work immediately; this partial day
leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date of
foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
19
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
20
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
"Jury Duty Pay" and there shall be no loss of compensation. An employee will be
compensated up to two weeks at full pay for jury duty. The employee must provide
notice of the expected jury duty to his or her supervisor as soon as possible, but in
no case later than 14 calendar days before the expected start date of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty performed
using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the time
served. Employees shall be reimbursed by the City for the mileage portion of the
jury duty compensation. Jury duty performed on an employee's regular day off
shall not be compensated by the City and the employee shall be entitled only to
the jury's compensation for duty performed on such employee's regular day off.
Employees assigned to jury duty on a City authorized holiday will be considered to
have taken such a holiday and will receive regular holiday pay, but the employee
shall be entitled to the jury compensation for duty performed on such holiday.
21
Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employees 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
Environmental Health Program
$400.00
Administrator
Finance Directo Director of
Finance/City Treasurer
$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
22
Formatted Table
Fire Training Captain
City Vehicle & Fuel
General Manager of Public
Utilities
$400.00
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 D eGtG;Director of
Health and Environmental
$400.00
Control
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.
-- - j Formatted Table
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non -cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only,
Employee + Spouse, Employee + Child(ren), or Employee + Family Low
Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that
corresponds with the employeesbenefit 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 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.
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 CaIPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
30
Section 18. RETIREE MEDICAL - NON -SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty (20)years of continuous uninterrupted service. Eligible retirees may opt
not to enroll in the City's medical and/or dental insurance coverage and instead
receive a monthly reimbursement up to the then -current lowest cost City -offered
Employee -only medical HMO and/or dental HMO insurance premium. Once an
eligible retiree opts not to enroll in the City's medical and/or dental insurance, he or
she will not be allowed to re -enroll. Once an eligible retiree who has opted out
reaches Medi-care eligibility, the retiree shall receive a monthly reimbursement to
the then -current cost of supplemental coverage.
B. Eligible retirees will be permitted to enroll in a higher -cost plan and pay the amount
in excess of the HMO equivalent.
C. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be permitted
to pay their medical and/or dental insurance premiums, and, upon reaching the
age of sixty (60), the City will pay up to the amount equivalent to the then current
lowest cost, employee only HMO medical and/or dental insurance premium(s).
D. All full-time regular employees, who retire with a minimum of ten (10)
years of continuous uninterrupted service with the City, may pay the premium(s)
for medical and/or dental insurance.
E. All retiree medical and/or dental insurance benefits provided pursuant to subsections
A, B, and C above, shall be for retired employees only and shall not include their
spouses or other dependents.
F. All retired employees 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.
31
The offer of the retiree medical benefits is not a vested right for future years.
City Council members are entitled to the same retiree medical benefits offered to all
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
-12
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.
f. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative
and only the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1,
1994 AND ON OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all
employees, except Department Heads and employees covered in a collective
bargaining agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on
or before December 31, 2013, who attain five (5)years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base salary.
Such employees upon reaching their 5th anniversary date shall be entitled to receive
said five percent (5%)per month upon said anniversary date.Further, such employees
will not be entitled to receive any additional percentage increase to their base salary
for further service. This subsection shall only apply to employees hired on or after July
1, 1994 and on or before December 31, 2013.
34
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties
as described in their job description provide for interaction with the public on a regular
basis, allowing said employee to be compensated for bilingual skills after the employee
demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish
may also be tested, if necessary), which proficiency would be determined by successful
completion of a proficiency test administered by the Human Resources Department.
Those employees who successfully demonstrate this skill would be eligible to receive an
additional One Hundred Twenty -Five Dollars ($125.00) per month for bilingual pay.
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.
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.
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.
When an employee on "stand-by" is called back to the City, he/she shall be entitled
to "stand-by" pay. Call back duty does not occur when an employee is held over
from his/her prior shift, or is working planned overtime. An employee called back
to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime
rate. Time begins when the call back request is received and ends when the
employee returns home. If work is performed remotely, the employee shall receive
hour for hour compensation at the applicable overtime rate.
37
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
In the event of a call back, the employee will wear his/her City uniform, if
applicable.
38
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.
. 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.
. 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
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
1025
Council Member
E O 01
$ 27,329
$ 2,277
N/A $
1,051.13
1030
Mayor
E O 01
$ 27,329
$ 2,277
N/A
$ 1,051.13
CITY ADMINISTRATION
DEPARTMENT
1010
City Administrator
E E 50
Step 1
$ 256,181
$ 21,348
$ 123.1641
$ 9,853.13
Step 2
$ 268,990
$ 22,416
$ 129.3223
$ 10,345.79
Step 3
$ 282,440
$ 23,537
$ 135.7884
$ 10,863.07
Step 4
$ 296,562
$ 24,713
$ 142.5778
$ 11,406.23
Step 5
$ 311,390
$ 25,949
$ 149.7067
$ 11,976.54
1015
Deputy City Administrator
E M 40
Step 1
$ 157,273
$ 13,106
$ 7S.6121
$ 6,048.97
Step 2
$ 165,137
$ 13,761
$ 79.3928
$ 6,3S1.42
Step 3
$ 173,394
$ 14,449
$ 83.3624
$ 6,668.99
Step 4
$ 182,063
$ 15,172
$ 87.5305
$ 7,002.44
Step 5
$ 191,167
$ 15,931
$ 91.9070
$ 7,352.56
1020
Economic Development Manager
E M 34
Step 1
$ 117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 2
$ 123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 3
$ 129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 4
$ 135,858
$ 11,322
$ 6S.3166
$ 5,225.33
Step 5
$ 142,651
$ 11,888
$ 68.5824
$ 5,486.59
1035
Public Information Officer
E M 31
Step 1
$ 101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 2
$ 106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 3
$ 111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 4
$ 117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step S
$ 123,228
$ 10,269
$ 59.2441
$ 4,739.52
1625
Information Technology Analyst
NE C 26
Step 1
$ 79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$ 83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$ 87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$ 91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$ 96,SS2
$ 8,046
$ 46.4192
$ 3,713.54
1620
Information Technology Analyst, Senior
NE C 30
Step 1
$ 96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 2
$ 101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 3
$ 106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 4
$ 111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 5
$ 117,360
$ 9,780
$ 56.4229
$ 4,513.83
1610
Information Technology Manager
E M 37
Step 1
$ 135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 2
$ 142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 3
$ 149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step 4
$ 157,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 5
$ 16S,137
$ 13,761
$ 79.3928
$ 6,351.42
Page 1 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
1630
Information Technology Technician
NE C
22
Step 1
$
65,350
$ 5,446
$
31.4184
$
2,513.47
Step 2
$
68,618
$ 5,718
$
32.9893
$
2,639.15
Step 3
$
72,049
$ 6,004
$
34.6388
$
2,771.10
Step 4
$
75,651
$ 6,304
$
36.3707
$
2,909.66
Step 5
$
79,434
$ 6,619
$
38.1893
$
3,055.14
1615
Programmer/Analyst
E C
30
Step 1
$
96,552
$ 8,046
$
46.4192
$
3,713.54
Step 2
$
101,380
$ 8,448
$
48.7402
$
3,899.22
Step 3
$
106,449
$ 8,871
$
51.1772
$
4,094.18
Step 4
$
111,771
$ 9,314
$
53.7361
$
4,298.89
Step 5
$
117,360
$ 9,780
$
56.4229
$
4,513.83
ITY ATTORNEY'S
OFFICE
1110
City Attorney
E E
49
Step 1
$
243,982
$ 20,332
$
117.2992
$
9,383.94
Step 2
$
256,181
$ 21,348
$
123.1641
$
9,853.13
Step 3
$
268,990
$ 22,416
$
129.3223
$
10,345.79
Step 4
$
282,440
$ 23,537
$
135.7884
$
10,863.07
Step 5
$
296,562
$ 24,713
$
142.5778
$
11,406.23
1115
Deputy City Attorney
E M
38
Step 1
$
142,651
$ 11,888
$
68.5824
$
5,486.59
Step 2
$
149,784
$ 12,482
$
72.0115
$
5,760.92
Step 3
$
157,273
$ 13,106
$
75.6121
$
6,048.97
Step 4
$
165,137
$ 13,761
$
79.3928
$
6,351.42
Step 5
$
173,394
$ 14,449
$
83.3624
$
6,668.99
1507
Executive Legal Secretary
NE C
23
Step 1
$
68,618
$ 5,718
$
32.9893
$
2,639.15
Step 2
$
72,049
$ 6,004
$
34.6388
$
2,771.10
Step 3
$
75,651
$ 6,304
$
36.3707
$
2,909.66
Step 4
$
79,434
$ 6,619
$
38.1893
$
3,055.14
Step 5
$
83,405
$ 6,950
$
40.0987
$
3,207.90
1495
Legal Administrative Analyst
NE C
26
Step 1
$
79,434
$ 6,619
$
38.1893
$
3,055.14
Step 2
$
83,405
$ 6,950
$
40.0987
$
3,207.90
Step 3
$
87,576
$ 7,298
$
42.1036
$
3,368.29
Step 4
$
91,954
$ 7,663
$
44.2088
$
3,536.70
Step 5
$
96,552
$ 8,046
$
46.4192
$
3,713.54
1113
Senior Deputy City Attorney
E M
39
Step 1
$
149,784
$ 12,482
$
72.0115
$
5,760.92
Step 2
$
157,273
$ 13,106
$
75.6121
$
6,048.97
Step
$
165,137
$ 13,761
$
79.3928
$
6,351.42
Step 4
$
173,394
$ 14,449
$
83.3624
$
6,668.99
Step 5
$
182,063
$ 15,172
$
87.5305
$
7,002.44
:ITY CLERK
1310
DEPARTMENT
City Clerk
E E
41
Step 1
$
165,137
$ 13,761
$
79.3928
$
6,351.42
Step 2
$
173,394
$ 14,449
$
83.3624
$
6,668.99
Step 3
$
182,063
$ 15,172
$
87.5305
$
7,002.44
Step 4
$
191,167
$ 15,931
$
91.9070
$
7,352.56
Step 5
$
200,725
$ 16,727
$
96.5024
$
7,720.19
Page 2 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
1315
Deputy City Clerk
NE C
26
Step 1
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
1320
Records Management Assistant
NE C
20
Step 1
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 2
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 3
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 4
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 5
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
GROUP,DMINISTRATIVE AND CLERICAL
1530
Administrative Assistant
NE G
13
Step 1
$
42,125
$ 3,510
$ 20.2525
$ 1,620.20
Step 2
$
44,232
$ 3,686
$ 21.2652
$ 1,701.21
Step 3
$
46,443
$ 3,870
$ 22.3284
$ 1,786.27
Step 4
$
48,765
$ 4,064
$ 23.4448
$ 1,875.59
Step 5
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
1530
Administrative Assistant, (Confidential)
NE C
13
Step 1
$
42,125
$ 3,510
$ 20.2525
$ 1,620.20
Step 2
$
44,232
$ 3,686
$ 21.2652
$ 1,701.21
Step 3
$
46,443
$ 3,870
$ 22.3284
$ 1,786.27
Step 4
$
48,765
$ 4,064
$ 23.4448
$ 1,875.59
Step 5
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
1520
Administrative Assistant, Senior
NE G
17
Step 1
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
1520
Administrative Assistant, Senior (Confidential)
NE C
17
Step 1
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
1510
Administrative Secretary
NE C
20
Step 1
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 2
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 3
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 4
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 5
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Grandfathered - G3
$
73,704
$ 6,142
$ 35.4346
$ 2,834.77
1500
Executive Assistant to the City Administrator
NE C
26
Step 1
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
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
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
NE C 26
$ 79,434 $ 6,619 $ 38.1893 $ 3,055.14
$ 83,405 $ 6,950 $ 40.0987 $ 3,207,90
$ 87,576 $ 7,298 $ 42.1036 $ 3,368.29
$ 91,954 $ 7,663 $ 44.2088 $ 3,536.70
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
NE G 14
$ 44,232 $ 3,686 $ 21.2652 $ 1,701.21
$ 46,443 $ 3,870 $ 22.3284 $ 1,786.27
$ 48,765 $ 4,064 $ 23.4448 $ 1,875.59
$ 51,204 $ 4,267 $ 24.6171 $ 1,969.37
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
NE G 18
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
NE C 22
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 72,049 $ 6,004 $ 34.6388 $ 2,771.10
$ 75,651 $ 6,304 $ 36.3707 $ 2,909.66
$ 79,434 $ 6,619 $ 38.1893 $ 3,055.14
NE C 27
$ 83,405 $ 6,950 $ 40.0987 $ 3,207.90
$ 87,576 $ 7,298 $ 42.1036 $ 3,368.29
$ 91,954 $ 7,663 $ 44.2088 $ 3,536.70
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
$ 101,380 $ 8,448 $ 48.7402 $ 3,899.22
NE G 20
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 72,049 $ 6,004 $ 34.6388 $ 2,771.10
E M 39
$ 149,784 $ 12,482 $ 72.0115 $ 5,760.92
$ 157,273 $ 13,106 $ 75.6121 $ 6,048.97
$ 165,137 $ 13,761 $ 79.3928 $ 6,351.42
$ 173,394 $ 14,449 $ 83.3624 $ 6,668.99
$ 182,063 $ 15,172 $ 87.5305 $ 7,002.44
NE G 16
$ 48,765 $ 4,064 $ 23.4448 $ 1,875.59
$ 51,204 $ 4,267 $ 24.6171 $ 1,969.37
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
Page 4 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
1237
Buyer
NE G
23
Step 1
$
68,619
$ 5,718
$ 32.9893
$ 2,639.15
Step 2
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 3
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 4
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 5
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
1225
Deputy City Treasurer
E M
35
Step 1
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 2
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 3
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 4
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 5
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
1210
Director of Finance/City Treasurer
E E
44
Step 1
$
191,167
$ 15,931
$ 91.9070
$ 7,352.56
Step 2
$
200,725
$ 16,727
$ 96.5024
$ 7,720.19
Step 3
$
210,761
$ 17,563
$ 101.3275
$ 8,106.20
Step 4
$
221,299
$ 18,442
$ 106.3938
$ 8,511.51
Step 5
$
232,364
$ 19,364
$ 111.7135
$ 8,937.08
1245
Payroll Specialist
NE C
19
Step 1
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 2
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 3
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 4
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 5
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
1248
Public Housing Property Coordinator
NE C
16
Step 1
$
48,765
$ 4,064
$ 23.4448
$ 1,875.59
Step 2
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 3
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 4
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 5
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
1255
Risk Management Assistant
NE G
17
Step 1
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
5015
Assistant Fire Chief
E FM
42
Step 1
$
173,394
$ 14,449
$ 83.3624
$ 6,668.99
Step 2
$
182,063
$ 15,172
$ 87.5305
$ 7,002.44
Step 3
$
191,167
$ 15,931
$ 91.9070
$ 7,352.56
Step 4
$
200,725
$ 16,727
$ 96.5024
$ 7,720.19
Step 5
$
210,761
$ 17,563
$ 101.3275
$ 8,106.20
5033
Assistant Fire Marshal
NE f M
29
Step 1
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 2
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 3
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 4
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 5
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Page 5 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
5055
Fire Administrative Analyst
NE C
26
Step 1
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
5025
Fire Battalion Chief (P)
NE FM
38
Step 1
$
142,651
$ 11,888
$ 48.9874
$ 5,486.59
Step 2
$
149,784
$ 12,482
$ S1.4368
$ 5,760.92
Step 3
$
157,273
$ 13,106
$ 54.0087
$ 6,048.97
Step 4
$
165,137
$ 13,761
$ 56.7091
$ 6,351.42
Step 5
$
173,394
$ 14,449
$ 59.5446
$ 6,668.99
5025
Fire Battalion Chief (A)
NE FMA
38
Step 1
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 2
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step 3
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 4
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
Step 5
$
173,394
$ 14,449
$ 83.3624
$ 6,668.99
5030
Fire Captain (P)
NE F
31
Step 1
$
101,380
$ 8,448
$ 34.8144
$ 3,899.22
Step 2
$
106,449
$ 8,871
$ 36.5552
$ 4,094.18
Step 3
$
111,771
$ 9,314
$ 38.3829
$ 4,298.89
Step 4
$
117,360
$ 9,780
$ 40.3021
$ 4,513.83
Step 5
$
123,228
$ 10,269
$ 42.3172
$ 4,739.52
5030
Fire Captain (A)
NE FA
31
Step 1
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 2
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 3
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 4
$
117,360
$ 9,780
$ S6.4229
$ 4,513.83
Step 5
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
5010
Fire Chief
E E
46
Step 1
$
210,761
$ 17,563
$ 101.3275
$ 8,106.20
Step 2
$
221,299
$ 18,442
$ 106.3938
$ 8,511.51
Step 3
$
232,364
$ 19,364
$ 111.7135
$ 8,937.08
Step 4
$
243,982
$ 20,332
$ 117.2992
$ 9,383.94
Step 5
$
256,181
$ 21,348
$ 123.1641
$ 9,853.13
5050
Fire Code Inspector
NE G
25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
5049
Fire Code Inspector, Senior
NE G
27
Step 1
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 5
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Page 6 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
5040
Fire Engineer (P)
NE F
28
Step 1
$
87,576
$ 7,298
$
30.0740
$
3,368.29
Step 2
$
91,954
$ 7,663
$
31.5777
$
3,536.70
Step 3
$
96,552
$ 8,046
$
33.1566
$
3,713.54
Step 4
$
101,380
$ 8,448
$
34.8144
$
3,899.22
Step 5
$
106,449
$ 8,871
$
36.5552
$
4,094.18
5040
Fire Engineer (A)
NE FA
28
Step 1
$
87,576
$ 7,298
$
42.1036
$
3,368.29
Step 2
$
91,954
$ 7,663
$
44.2088
$
3,536.70
Step 3
$
96,552
$ 8,046
$
46.4192
$
3,713.54
Step 4
$
101,380
$ 8,448
$
48.7402
$
3,899.22
Step 5
$
106,449
$ 8,871
$
51.1772
$
4,094.18
5020
Fire Marshal
NE FM
38
Step 1
$
142,651
$ 11,888
$
68.5824
$
5,486.59
Step 2
$
149,784
$ 12,482
$
72.0115
$
5,760.92
Step 3
$
157,273
$ 13,106
$
75.6121
$
6,048.97
Step 4
$
16S,137
$ 13,761
$
79.3928
$
6,351.42
Step 5
$
173,394
$ 14,449
$
83.3624
$
6,668.99
5060
Firefighter (P)
NE F
25
Step 1
$
75,651
$ 6,304
$
25.9791
$
2,909.66
Step 2
$
79,434
$ 6,619
$
27.2780
$
3,055.14
Step 3
$
83,405
$ 6,950
$
28.6419
$
3,207.90
Step 4
$
87,576
$ 7,298
$
30.0740
$
3,368.29
Step 5
$
91,954
$ 7,663
$
31.S777
$
3,536.70
5060
Firefighter (A)
NE FA
25
Step 1
$
75,651
$ 6,304
$
36.3707
$
2,909.66
Step 2
$
79,434
$ 6,619
$
38.1893
$
3,055.14
Step 3
$
83,405
$ 6,950
$
40.0987
$
3,207.90
Step 4
$
87,576
$ 7,298
$
42.1036
$
3,368.29
Step 5
$
91,954
$ 7,663
$
44.2088
$
3,536.70
5045
Firefighter/Paramedic (P)
NE F
28
Step 1
$
87,576
$ 7,298
$
30.0740
$
3,368.29
Step 2
$
91,954
$ 7,663
$
31.5777
$
3,536.70
Step 3
$
96,552
$ 8,046
$
33.1566
$
3,713.54
Step 4
$
101,380
$ 8,448
$
34.8144
$
3,899.22
Step 5
$
106,449
$ 8,871
$
36.5552
$
4,094.18
5045
firefighter/Paramedic (A)
NE FA
28
Step 1
$
87,576
$ 7,298
$
42.1036
$
3,368.29
Step 2
$
91,954
$ 7,663
$
44.2088
$
3,536.70
Step 3
$
96,552
$ 8,046
$
46.4192
$
3,713.54
Step 4
$
101,380
$ 8,448
$
48.7402
$
3,899.22
Step 5
$
106,449
$ 8,871
$
51.1772
$
4,094.18
5035
Firefighter/Paramedic Coordinator (P)
NE F
29
Step 1
$
91,954
$ 7,663
$
31.5777
$
3,S36.70
Step 2
$
96,552
$ 8,046
$
33.1566
$
3,713.54
Step 3
$
101,380
$ 8,448
$
34.8144
$
3,899.22
Step 4
$
106,449
$ 8,871
$
36.S552
$
4,094.18
Step 5
$
111,771
$ 9,314
$
38.3829
$
4,298.89
Page 7 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
5035
Firefighter/Paramedic Coordinator (A)
NE FA 29
Step 1
$ 91,954
$ 7,663
$ 44.2088
$
3,536.70
Step 2
$ 96,552
$ 8,046
$ 46.4192
$
3,713.54
Step 3
$ 101,380
$ 8,448
$ 48.7402
$
3,899.22
Step 4
$ 106,449
$ 8,871
$ 51.1772
$
4,094.18
Step S
$ 111,771
$ 9,314
$ S3.7361
$
4,298.89
ENVIRONMENTAL:EALTH AND • •
2010
Director of Health and Environmental Control
E E 43
Step 1
$ 182,063
$ 15,172
$ 87.5305
$
7,002.44
Step 2
$ 191,167
$ 15,931
$ 91.9070
$
7,352.56
Step 3
$ 200,725
$ 16,727
$ 96.5024
$
7,720.19
Step 4
$ 210,761
$ 17,563
$ 101.3275
$
8,106.20
Step 5
$ 221,299
$ 18,442
$ 106.3938
$
8,511.51
2020
Environmental Health Program Administrator
E M 34
Step 1
$ 117,360
$ 9,780
$ 56.4229
$
4,513.83
Step 2
$ 123,228
$ 10,269
$ 59.2441
$
4,739.52
Step 3
$ 129,389
$ 10,782
$ 62.2063
$
4,976.50
Step 4
$ 135,858
$ 11,322
$ 65.3166
$
5,225.33
Step 5
$ 142,651
$ 11,888
$ 68.5824
$
5,486.59
2040
Environmental Health Technician
NE G 17
Step 1
$ 51,204
$ 4,267
$ 24.6171
$
1,969.37
Step 2
$ 53,764
$ 4,480
$ 25.8479
$
2,067.84
Step 3
$ 56,452
$ 4,704
$ 27.1404
$
2,171.23
Step 4
$ 59,275
$ 4,940
$ 28.4974
$
2,279.79
Step 5
$ 62,238
$ 5,187
$ 29.9223
$
2,393.78
2035
Environmental Health Specialist
NE G 24
Step 1
$ 72,049
$ 6,004
$ 34.6388
$
2,771.10
Step 2
$ 75,651
$ 6,304
$ 36.3707
$
2,909.66
Step 3
$ 79,434
$ 6,619
$ 38.1893
$
3,055.14
Step 4
$ 83,405
$ 6,9S0
$ 40.0987
$
3,207.90
Step 5
$ 87,576
$ 7,298
$ 42.1036
$
3,368.29
2022
Environmental Specialist, Temporary
NE T26
Step 1
$ 79,434
$ 6,619
$ 38.1893
$
3,055.14
Step 2
$ 83,40S
$ 6,950
$ 40.0987
$
3,207.90
Step 3
$ 87,576
$ 7,298
$ 42.1036
$
3,368.29
Step 4
$ 91,954
$ 7,663
$ 44.2088
$
3,536.70
Step 5
$ 96,552
$ 8,046
$ 46.4192
$
3,713.54
Step 6
$ 101,380
$ 8,448
$ 48.7402
$
3,899.22
Step 7
$ 106,449
$ 8,871
$ S1.1774
$
4,094.18
Step 8
$ 111,771
$ 9,314
$ 53.7361
$
4,298.89
2045
Environmental Health Intern
NE Hourly
Step 1
$ 15.0000
RESOURCES
1410
Director of Human Resources
E E 42
Step 1
$ 173,394
$ 14,449
$ 83.3624
$
6,668.99
Step 2
$ 182,063
$ 15,172
$ 87.5305
$
7,002.44
Step 3
$ 191,167
$ 15,931
$ 91.9070
$
7,3S2.56
Step 4
$ 200,725
$ 16,727
$ 96.5024
$
7,720.19
Step 5
$ 210,761
$ 17,563
$ 101.3275
$
8,106.20
Page 8 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
M;!OCCUPATIONALJOB_FAMILIES AND JOB CLASSES
1420 Human Resources Analyst
NE C 26
Step 1
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
1415 Human Resources Analyst, Senior
E M 33
Step 1
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 2
$
117,360
$ 9,780
$ 56.4229
$ 4,S13.83
Step 3
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 4
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 5
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
1425 Human Resources Assistant
NE C 17
Step 1
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
3010
Industrial Development Director
E E
39
Step 1
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step 2
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 3
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
Step 4
$
173,394
$ 14,449
$ 83.3624
$ 6,668.99
Step 5
$
182,063
$ 15,172
$ 87.530S
$ 7,002.44
,OLICE
DEPARTMENT
4035
Police Cadet
NE
3180
Step 1
$
38,892
$ 3,241
$ 18.6981
$ 1,495.85
Step 2
$
36,864
$ 3,072
$ 17.7231
$ 1,417.85
Step 3
$
34,944
$ 2,912
$ 16.8000
$ 1,344.00
Step
$
33,120
$ 2,760
$ 15.9231
$ 1,273.85
Step 5
$
31,380
$ 2,615
$ 15.0865
$ 1,206.92
Step 6
$
29,760
$ 2,480
$ 14.3077
$ 1,144.62
Step 7
$
28,212
$ 2,351
$ 13.5635
$ 1,085.08
Step 8
$
26,736
$ 2,228
$ 12.8538
$ 1,028.31
4015
Police Captain
E PM
40
Step 1
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 2
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
Step 3
$
173,394
$ 14,449
$ 83.3624
$ 6,668.99
Step 4
$
182,063
$ 15,172
$ 87.5305
$ 7,002.44
Step 5
$
191,167
$ 15,931
$ 91.9070
$ 7,352.56
4010
Police Chief
E E
47
Step 1
$
221,299
$ 18,442
$ 106.3938
$ 8,511.51
Step 2
$
232,364
$ 19,364
$ 111.7135
$ 8,937.08
Step 3
$
243,982
$ 20,332
$ 117.2992
$ 9,383.94
Step
$
256,181
$ 21,348
$ 123.1641
$ 9,853.13
Step 5
$
268,990
$ 22,416
$ 129.3223
$ 10,345.79
Page 9 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
4020
Police Lieutenant
NE
PM
37
Step 1
$
135,858
$
11,322
$ 65.3166
$ 5,225.33
Step 2
$
142,651
$
11,888
$ 68.5824
$ 5,486.59
Step 3
$
149,784
$
12,482
$ 72.0115
$ 5,760.92
Step 4
$
1S7,273
$
13,106
$ 75.6121
$ 6,048.97
Step 5
$
165,137
$
13,761
$ 79.3928
$ 6,351.42
4030
Police Officer
NE
PO
26
Step 1
$
79,434
$
6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$
6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$
7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$
7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$
8,046
$ 46.4192
$ 3,713.54
4025
Police Sergeant
NE
PO
31
Step 1
$
101,380
$
8,448
$ 48.7402
$ 3,899.22
Step 2
$
106,449
$
8,871
$ 51.1772
$ 4,094.18
Step 3
$
111,771
$
9,314
$ 53.7361
$ 4,298.89
Step 4
$
117,360
$
9,780
$ 56.4229
$ 4,513.83
Step 5
$
123,228
$
10,269
$ 59.2441
$ 4,739.52
4125
Civilian Court Officer
NE
G
17
Step 1
$
51,204
$
4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$
4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$
4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$
4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$
5,187
$ 29.9223
$ 2,393.78
4123
Police Community Services Officer
NE
G
16
Step 1
$
48,765
$
4,064
$ 23.4448
$ 1,875.S9
Step 2
$
51,204
$
4,267
$ 24.6171
$ 1,969.37
Step 3
$
53,764
$
4,480
$ 25.8479
$ 2,067.84
Step 4
$
56,452
$
4,704
$ 27.1404
$ 2,171.23
Step 5
$
59,275
$
4,940
$ 28.4974
$ 2,279.79
4130
Police Dispatcher
NE
G
20
Step 1
$
59,275
$
4,940
$ 28.4974
$ 2,279.79
Step 2
$
62,238
$
5,187
$ 29.9223
$ 2,393.78
Step 3
$
65,350
$
5,446
$ 31.4184
$ 2,513.47
Step 4
$
68,618
$
5,718
$ 32.9893
$ 2,639.15
Step S
$
72,049
$
6,004
$ 34.6388
$ 2,771.10
4115
Police Dispatcher, Lead
NE
G
23
Step 1
$
68,618
$
5,718
$ 32.9893
$ 2,639.15
Step 2
$
72,049
$
6,004
$ 34.6388
$ 2,771.10
Step 3
$
75,651
$
6,304
$ 36.3707
$ 2,909.66
Step 4
$
79,434
$
6,619
$ 38.1893
$ 3,055.14
Step 5
$
83,405
$
6,950
$ 40.0987
$ 3,207.90
4110
Police Records Manager
NE
M
27
Step 1
$
83,40S
$
6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$
7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$
7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$
8,046
$ 46.4192
$ 3,713.S4
Step 5
$
101,380
$
8,448
$ 48.7402
$ 3,899.22
Page 10 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
4135
Police Records Technician
NE
G 14
Step 1
$ 44,232
$ 3,686
$ 21.2652
$ 1,701.21
Step 2
$ 46,443
$ 3,870
$ 22.3284
$ 1,786.27
Step 3
$ 48,76S
$ 4,064
$ 23.4448
$ 1,875.59
Step 4
$ 51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 5
$ 53,764
$ 4,480
$ 25.8479
$ 2,067.84
4120
Police Records Technician, Lead
NE
G 17
Step 1
$ 51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$ 53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$ 56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$ 59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$ 62,238
$ 5,187
$ 29.9223
$ 2,393.78
4145
Reserve Police Officer
NE
Stipend
Step 1
$ 3,600
UBLIC
UTILITIES DEPARTMENT
8008
General Manager of Public Utilities
E
E 48
Step 1
$ 232,364
$ 19,364
$ 111.7135
$ 8,937.08
Step 2
$ 243,982
$ 20,332
$ 117.2992
$ 9,383.94
Step 3
$ 256,181
$ 21,348
$ 123.1641
$ 9,853.13
Step 4
$ 268,990
$ 22,416
$ 129.3223
$ 10,345.79
Step 5
$ 282,440
$ 23,537
$ 135.7884
$ 10,863.07
$ 182,063 $ 15,172 $ 87.5305 $ 7,002.44
$ 191,167 $ 15,931 $ 91.9070 $ 7,352.56
$ 200,725 $ 16,727 $ 96.5024 $ 7,720.19
$ 210,761 $ 17,563 $ 101.3275 $ 8,106.20
$ 221,299 $ 18,442 $ 106.3938 $ 8,511.51
$ 106,449 $ 8,871 $ 51.1772 $ 4,094.18
$ 111,771 $ 9,314 $ 53.7361 $ 4,298.89
$ 117,360 $ 9,780 $ 56.4229 $ 4,513.83
$ 123,228 $ 10,269 $ 59.2441 $ 4,739.52
$ 129,389 $ 10,782 $ 62.2063 $ 4,976.50
8615 Utilities Compliance Analyst
NE G 30
Step 1
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 2
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 3
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 4
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 5
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
8606 Utilities Compliance Administrator
Step 1
Step 2
Step 3
Step 4
Step 5
E M 35
$ 123,228 $ 10,269 $ 59.2441 $ 4,739.52
$ 129,389 $ 10,782 $ 62.2063 $ 4,976.50
$ 135,858 $ 11,322 $ 65.3166 $ 5,225.33
$ 142,651 $ 11,888 $ 68.5824 $ 5,486.59
$ 149,784 $ 12,482 $ 72.0115 $ 5,760.92
Page 11 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
8530
Utilities Customer Service Representative
NE G 18
Step 1
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 2
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 3
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 5
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
8515
Key Accounts Specialist
NE M 28
Step 1
$
87,576
$ 7,298
$ 42,1036
$ 3,368.29
Step 2
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 3
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 4
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 5
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
8040
Electric Operations Supervisor
E M 36
Step 1
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 2
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 3
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 4
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step 5
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
8035
Electric Operator
NE 1 30
Step 1
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 2
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 3
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 4
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 5
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
8053
Electrical Test Technician, Senior
NE 1 31
Step 1
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 2
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 3
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 4
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 5
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
8050
Metering Technician
NE 1 29
Step 1
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 2
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 3
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 4
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 5
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
8047
Metering Technician, Senior
NE 1 31
Step 1
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 2
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 3
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 4
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 5
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
8045
Power Plant Operator
NE 1 28
Step 1
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 2
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 3
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 4
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 5
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Page 12 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
8055
Electrical Test Technician
NE 1
29
Step 1
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 2
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 3
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 4
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 5
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
8030
Utilities Dispatcher
NE 1
33
Step 1
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 2
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 3
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 4
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 5
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
8025
Utilities Dispatcher, Senior
NE 1
34
Step 1
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 2
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 3
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 4
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 5
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
8015
Utilities Operations Manager
E M
41
Step 1
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
Step 2
$
173,394
$ 14,449
$ 83.3624
$ 6,668.99
Step 3
$
182,063
$ 15,172
$ 87.5305
$ 7,002.44
Step
$
191,167
$ 15,931
$ 91.9070
$ 7,352.56
Step 5
$
200,725
$ 16,727
$ 96.5024
$ 7,720.19
8060
Utilities Operations Trainee
NE 1
23
Step 1
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 2
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 3
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 4
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 5
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
8031
Utilities Project Coordinator
NE 1
33
Step 1
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 2
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 3
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 4
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 5
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
8130
Associate Electrical Engineer
NE 1
30
Step 1
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 2
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 3
$
106,449
$ 8,871
$ 51,1772
$ 4,094.18
Step 4
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 5
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
8140 Computer Aided Drafting Technician
Step 1
Step 2
Step 3
Step 4
Step 5
NE G 20
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 72,049 $ 6,004 $ 34.6388 $ 2,771.10
Page 13 of 21
8125 Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8112 Principal Electrical Engineer
Step 1
Step 2
Step 3
Step 4
Step 5
8110 Utilities Engineering Manager
Step 1
Step 2
Step 3
Step 4
Step 5
8215 Gas Systems Specialist
Step 1
Step 2
Step 3
Step 4
Step 5
8210 Gas Systems Superintendent
Step 1
Step 2
Step 3
Step 4
Step 5
8220 Gas Systems Technician
Step 1
Step 2
Step 3
Step 4
Step 5
8435 Assistant Resource Scheduler
Step 1
Step 2
Step 3
Step 4
Step 5
8430 Associate Resource Scheduler
Step 1
Step 2
Step 3
Step 4
Step 5
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
NE 1 35
$ 123,228 $ 10,269 $ 59.2441 $ 4,739.52
$ 129,389 $ 10,782 $ 62.2063 $ 4,976.50
$ 135,858 $ 11,322 $ 65.3166 $ 5,225.33
$ 142,651 $ 11,888 $ 68.5824 $ 5,486.59
$ 149,784 $ 12,482 $ 72.0115 $ 5,760.92
E M 38
$ 142,651 $ 11,888 $ 68.5824 $ 5,486.59
$ 149,784 $ 12,482 $ 72.0115 $ 5,760.92
$ 157,273 $ 13,106 $ 75.6121 $ 6,048.97
$ 165,137 $ 13,761 $ 79,3928 $ 6,351.42
$ 173,394 $ 14,449 $ 83.3624 $ 6,668.99
E M 42
$ 173,394
$ 14,449
$ 83.3624
$ 6,668.99
$ 182,063
$ 15,172
$ 87.5305
$ 7,002.44
$ 191,167
$ 15,931
$ 91.9070
$ 7,352.56
$ 200,725
$ 16,727
$ 96.5024
$ 7,720.19
$ 210,761
$ 17,563
$ 101.3275
$ 8,106.20
NE 1 30
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
$ 101,380 $ 8,448 $ 48.7402 $ 3,899.22
$ 106,449 $ 8,871 $ 51.1772 $ 4,094.18
$ 111,771 $ 9,314 $ 53.7361 $ 4,298.89
$ 117,360 $ 9,780 $ 56.4229 $ 4,513.83
E M 36
$ 129,389 $ 10,782 $ 62.2063 $ 4,976.50
$ 135,858 $ 11,322 $ 65.3166 $ 5,225.33
$ 142,651 $ 11,888 $ 68.5824 $ 5,486.59
$ 149,784 $ 12,482 $ 72.0115 $ 5,760.92
$ 157,273 $ 13,106 $ 75.6121 $ 6,048.97
NE 1 26
$ 79,434 $ 6,619 $ 38.1893 $ 3,055.14
$ 83,405 $ 6,950 $ 40.0987 $ 3,207.90
$ 87,576 $ 7,298 $ 42.1036 $ 3,368.29
$ 91,954 $ 7,663 $ 44.2088 $ 3,536.70
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
NE 1 28
$ 87,576 $ 7,298 $ 42.1036 $ 3,368.29
$ 91,954 $ 7,663 $ 44.2088 $ 3,536.70
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
$ 101,380 $ 8,448 $ 48.7402 $ 3,899.22
$ 106,449 $ 8,871 $ 51.1772 $ 4,094.18
NE 1 30
$ 96,552 $ 8,046 $ 46.4192 $ 3,713.54
$ 101,380 $ 8,448 $ 48.7402 $ 3,899.22
$ 106,449 $ 8,871 $ 51.1772 $ 4,094.18
$ 111,771 $ 9,314 $ 53.7361 $ 4,298.89
$ 117,360 $ 9,780 $ 56.4229 $ 4,513.83
Page 14 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
8405
Integrated Resources Manager
E M 42
Step 1
$ 173,394
$ 14,449
$ 83.3624
$
6,668.99
Step 2
$ 182,063
$ 1S,172
$ 87.5305
$
7,002.44
Step 3
$ 191,167
$ 15,931
$ 91.9070
$
7,352.56
Step 4
$ 200,725
$ 16,727
$ 96.5024
$
7,720.19
Step 5
$ 210,761
$ 17,563
$ 101.3275
$
8,106.20
8425
Electric Service Planner
NE G 26
Step 1
$ 79,434
$ 6,619
$ 38.1893
$
3,055.14
Step 2
$ 83,405
$ 6,950
$ 40.0987
$
3,207.90
Step 3
$ 87,S76
$ 7,298
$ 42.1036
$
3,368.29
Step 4
$ 91,954
$ 7,663
$ 44.2088
$
3,536.70
Step 5
$ 96,552
$ 8,046
$ 46.4192
$
3,713.54
8411
Principal Resource Planner
E M 37
Step 1
$ 135,858
$ 11,322
$ 65.3166
$
5,225.33
Step 2
$ 142,651
$ 11,888
$ 68.5824
$
5,486.59
Step 3
$ 149,784
$ 12,482
$ 72.0115
$
5,760.92
Step 4
$ 157,273
$ 13,106
$ 75.6121
$
6,048.97
Step 5
$ 165,137
$ 13,761
$ 79.3928
$
6,351.42
8422
Principal Resource Scheduler/Trader
NE 1 34
Step 1
$ 117,360
$ 9,780
$ 56.4229
$
4,513.83
Step 2
$ 123,228
$ 10,269
$ 59.2441
$
4,739.52
Step 3
$ 129,389
$ 10,782
$ 62.2063
$
4,976.50
Step 4
$ 135,8S8
$ 11,322
$ 65.3166
$
5,225.33
Step 5
$ 142,651
$ 11,888
$ 68.5824
$
5,486.59
8415
Resource Planner
NE 1 35
Step 1
$ 123,228
$ 10,269
$ 59.2441
$
4,739.52
Step 2
$ 129,389
$ 10,782
$ 62.2063
$
4,976.50
Step 3
$ 135,858
$ 11,322
$ 65.3166
$
5,225.33
Step 4
$ 142,651
$ 11,888
$ 68.5824
$
5,486.59
Step 5
$ 149,784
$ 12,482
$ 72.0115
$
5,760.92
8420
Resource Scheduler
NE 1 32
Step 1
$ 106,449
$ 8,871
$ 51.1772
$
4,094.18
Step 2
$ 111,771
$ 9,314
$ 53.7361
$
4,298.89
Step 3
$ 117,360
$ 9,780
$ 56.4229
$
4,513.83
Step 4
$ 123,228
$ 10,269
$ 59.2441
$
4,739.52
Step 5
$ 129,389
$ 10,782
$ 62.2063
$
4,976.50
a
7137
Assistant Civil Engineer - Public Utilities
NE G 26
Step 1
$ 79,434
$ 6,619
$ 38.1893
$
3,OSS.14
Step 2
$ 83,405
$ 6,950
$ 40.0987
$
3,207.90
Step 3
$ 87,576
$ 7,298
$ 42.1036
$
3,368.29
Step 4
$ 91,954
$ 7,663
$ 44.2088
$
3,536.70
Step 5
$ 96,552
$ 8,046
$ 46.4192
$
3,713.54
7145
Engineering Aide
NE G 21
Step 1
$ 62,238
$ 5,187
$ 29.9223
$
2,393.78
Step 2
$ 65,350
$ 5,446
$ 31.4184
$
2,513.47
Step 3
$ 68,618
$ 5,718
$ 32.9893
$
2,639.15
Step 4
$ 72,049
$ 6,004
$ 34.6388
$
2,771.10
Step 5
$ 75,651
$ 6,304
$ 36.3707
$
2,909.66
Page 15 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
7935
Meter Reader
NE G
18
Step 1
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 2
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 3
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 5
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
7940
Meter Reader, Lead
NE G
20
Step 1
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 2
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 3
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 4
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 5
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
7905
Water Administrator
E M
36
Step 1
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 2
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 3
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 4
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step S
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
7915
Water Foreman
E M
27
Step 1
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,5S2
$ 8,046
$ 46.4192
$ 3,713.54
Step 5
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
7930
Water Maintenance Worker
NE G
18
Step 1
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 2
$
S6,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 3
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 5
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
7925
Water Maintenance Worker, Senior
NE G
22
Step 1
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 2
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 3
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 4
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 5
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
7920
Water Project Coordinator
E G
30
Step 1
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 2
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 3
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 4
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 5
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
7911
Water Project Specialist
E M
35
Step 1
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 2
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
Step 3
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 4
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 5
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Page 16 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
7910 Water Superintendent E M 33
Step 1
Step 2
Step 3
Step 4
Step 5
$ 111,771 $ 9,314 $ 53.7361 $ 4,298.89
$ 117,360 $ 9,780 $ 56.4229 $ 4,513.83
$ 123,228 $ 10,269 $ 59.2441 $ 4,739.52
$ 129,389 $ 10,782 $ 62.2063 $ 4,976.50
$ 135,858 $ 11,322 $ 65.3166 $ 5,225.33
7008
Director of Public Works
E E 44
Step 1
$
191,167
$ 15,931
$ 91.9070
$ 7,352.56
Step 2
$
200,725
$ 16,727
$ 96.5024
$ 7,720.19
Step 3
$
210,761
$ 17,563
$ 101.3275
$ 8,106.20
Step 4
$
221,299
$ 18,442
$ 106.3938
$ 8,511.51
Step 5
$
232,364
$ 19,364
$ 111.7135
$ 8,937.08
7227
Building Inspector
NE G 25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
7215
Building Inspector, Senior
NE G 27
Step 1
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 5
$
101,380
$ 8,448
$ 48,7402
$ 3,899.22
7205
Building and Planning Manager
E M 37
Step 1
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 2
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 3
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step
$
157,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 5
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
7225
Electrical Inspector
NE G 25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
7213
Electrical Inspector, Senior
NE G 27
Step 1
$
83,405
$ 6,950
$ 40,0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 5
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
7250
Permit Technician
NE G 17
Step 1
$
51,204
$ 4,267
$ 24.6171
$ 1,969.37
Step 2
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 3
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 4
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 5
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Page 17 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
M OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
MEECTMOMM,
7220
Assistant Planner
NE
G
22
Step 1
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 2
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 3
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 4
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 5
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
7235
Plumbing and Mechanical Inspector
NE
G
25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,S36.70
7217
Plumbing and Mechanical Inspector, Senior
NE
G
27
Step 1
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step S
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
7140
Assistant Engineer
NE
G
25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
7135
Associate Engineer
NE
G
29
Step 1
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 2
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 3
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 4
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 5
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
7118
Civil Engineer
NE
M
32
Step 1
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 2
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 3
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 4
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
Step 5
$
129,389
$ 10,782
$ 62.2063
$ 4,976.50
7145
Engineering Aide
NE
G
21
Step 1
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 2
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 3
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 4
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 5
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
7115
Principal Civil Engineer
E
M
37
Step 1
$
135,858
$ 11,322
$ 65.3166
$ 5,225.33
Step 2
$
142,651
$ 11,888
$ 68.5824
$ 5,486.59
Step 3
$
149,784
$ 12,482
$ 72.0115
$ 5,760.92
Step 4
$
1S7,273
$ 13,106
$ 75.6121
$ 6,048.97
Step 5
$
165,137
$ 13,761
$ 79.3928
$ 6,351.42
Page 18 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
7120
Project Engineer
NE G
31
Step 1
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 2
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
Step 3
$
111,771
$ 9,314
$ 53.7361
$ 4,298.89
Step 4
$
117,360
$ 9,780
$ 56.4229
$ 4,513.83
Step 5
$
123,228
$ 10,269
$ 59.2441
$ 4,739.52
7125
Stormwater and Special Projects Analyst
NE G
28
Step 1
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 2
$
91,954
$ 7,663
$ 44,2088
$ 3,536.70
Step 3
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 4
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Step 5
$
106,449
$ 8,871
$ 51.1772
$ 4,094.18
7720
Facilities Maintenance Worker
NE G
18
Step 1
$
53,764
$ 4,480
$ 25.8479
$ 2,067.84
Step 2
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 3
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 5
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
7735
Facilities Maintenance Worker, Lead
NE G
23
Step 1
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 2
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 3
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 4
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 5
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
7730
Facilities Maintenance Worker, Senior
NE G
20
Step 1
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 2
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 3
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 4
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 5
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
7530 Mechanic
NE G 19
Step 1
$
56,452
$ 4,704
$ 27.1404
$ 2,171.23
Step 2
$
59,275
$ 4,940
$ 28.4974
$ 2,279.79
Step 3
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 4
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 5
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
7520 Mechanic, Lead
NE G 25
Step 1
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Step 2
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 3
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 4
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 5
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
7525 Mechanic, Senior
NE G 21
Step 1
$
62,238
$ 5,187
$ 29.9223
$ 2,393.78
Step 2
$
65,350
$ 5,446
$ 31.4184
$ 2,513.47
Step 3
$
68,618
$ 5,718
$ 32.9893
$ 2,639.15
Step 4
$
72,049
$ 6,004
$ 34.6388
$ 2,771.10
Step 5
$
75,651
$ 6,304
$ 36.3707
$ 2,909.66
Page 19 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
7430
Street Maintenance Worker
NE
G
15
Step 1
Step 2
Step 3
Step 4
Step 5
7427
Street Maintenance Worker, Lead
NE
G
23
Step 1
Step 2
Step 3
Step 4
Step 5
7425
Street Maintenance Worker, Senior
NE
G
19
Step 1
Step 2
Step 3
Step 4
Step 5
7630
Warehouse Worker
NE
G
16
Step 1
Step 2
Step 3
Step 4
Step 5
7620
Warehouse Worker, Lead
NE
G
21
Step 1
Step 2
Step 3
Step 4
Step 5
7625
Warehouse Worker, Senior
NE
G
18
Step 1
Step 2
Step 3
Step 4
Step 5
$ 46,443 $ 3,870 $ 22.3284 $ 1,786.27
$ 48,765 $ 4,064 $ 23.4448 $ 1,875.59
$ 51,204 $ 4,267 $ 24.6171 $ 1,969.37
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 72,049 $ 6,004 $ 34.6388 $ 2,771.10
$ 75,651 $ 6,304 $ 36.3707 $ 2,909.66
$ 79,434 $ 6,619 $ 38.1893 $ 3,055.14
$ 83,405 $ 6,950 $ 40.0987 $ 3,207.90
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 48,765 $ 4,064 $ 23.4448 $ 1,875.59
$ 51,204 $ 4,267 $ 24.6171 $ 1,969.37
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
$ 68,618 $ 5,718 $ 32.9893 $ 2,639.15
$ 72,049 $ 6,004 $ 34.6388 $ 2,771.10
$ 75,651 $ 6,304 $ 36.3707 $ 2,909.66
$ 53,764 $ 4,480 $ 25.8479 $ 2,067.84
$ 56,452 $ 4,704 $ 27.1404 $ 2,171.23
$ 59,275 $ 4,940 $ 28.4974 $ 2,279.79
$ 62,238 $ 5,187 $ 29.9223 $ 2,393.78
$ 65,350 $ 5,446 $ 31.4184 $ 2,513.47
7307 Facilities Maintenance Supervisor
E M 26
Step 1
$
79,434
$ 6,619
$ 38.1893
$ 3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
7515 Fleet Supervisor
E M 27
Step 1
$
83,405
$ 6,950
$ 40.0987
$ 3,207.90
Step 2
$
87,576
$ 7,298
$ 42.1036
$ 3,368.29
Step 3
$
91,954
$ 7,663
$ 44.2088
$ 3,536.70
Step 4
$
96,552
$ 8,046
$ 46.4192
$ 3,713.54
Step 5
$
101,380
$ 8,448
$ 48.7402
$ 3,899.22
Page 20 of 21
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2018-2019
Adopted June 18, 2019
=OCCUPATIONAL JOB FAMILIES AND JOB CLASSES
7308 Street Maintenance Supervisor
E M 26
Step 1
$
79,434
$ 6,619
$ 38.1893
$
3,055.14
Step 2
$
83,405
$ 6,950
$ 40.0987
$
3,207.90
Step 3
$
87,576
$ 7,298
$ 42.1036
$
3,368.29
Step 4
$
91,954
$ 7,663
$ 44.2088
$
3,536.70
Step 5
$
96,552
$ 8,046
$ 46.4192
$
3,713.54
7300 Public Works Superintendent
E M 32
Step 1
$
106,449
$ 8,871
$ 51.1772
$
4,094.18
Step 2
$
111,771
$ 9,314
$ 53.7361
$
4,298.89
Step 3
$
117,360
$ 9,780
$ 56.4229
$
4,513.83
Step
$
123,228
$ 10,269
$ 59.2441
$
4,739.52
Step 5
$
129,389
$ 10,782
$ 62.2063
$
4,976.50
7130 Public Works Project Coordinator
NE G 30
Step 1
$
96,552
$ 8,046
$ 46.4192
$
3,713.54
Step 2
$
101,380
$ 8,448
$ 48.7402
$
3,899.22
Step 3
$
106,449
$ 8,871
$ 51.1772
$
4,094.18
Step 4
$
111,771
$ 9,314
$ 53.7361
$
4,298.89
Step 5
$
117,360
$ 9,780
$ 56.4229
$
4,513.83
{a) - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.
Page 21 of 21
STAFF REPORT
City Council Agenda Item Report
Agenda Item No. COV-247-2019
Submitted by: Lisette Grizzelle
Submitting Department: Human Resources
Meeting Date: June 18, 2019
SUBJECT
06/18/19, MEA
A Resolution Adopting an Amended and Restated Citywide Fringe Benefits and Salary Resolution in Accordance with
Government Code Section 20636(b)(1) and Repealing All Resolutions in Conflict Therewith
Recommendation:
A. Find that approval of the attached resolution in this staff report is exempt from California Environmental Quality Act
(CEQA) review, because it is an administrative activity that will not result in direct or indirect physical changes in the
environment and therefore does not constitute a "project" as defined by CEQA Guidelines Section 15378; and
B. Adopt the attached resolution amending and restating the Citywide Fringe Benefits and Salary Resolution, to reflect
the following provisions:
1) Amend Exhibit A, Classification and Compensation Plan adopting the following revised job descriptions effective
June 18, 2019:
-Utilities Operations Manager
2) Amend Exhibit A, Classification and Compensation Plan adopting the correction of employee group designation for
the following classification effective June 18, 2019:
-Assistant Fire Marshal FM Grade 29 to Assistant Fire Marshal M Grade 29
3) Approve the recommended reclassification of incumbents in certain classifications effective July 21, 2019, as follows:
-Current Classification and Salary Grade & Reclassification Recommendation and Salary Grade
Administrative Assistant Confidential (Grade 13) to Administrative Secretary (Grade 20)
Two (2) Associate Engineers (Grade 29) to Project Engineers (Grade 31)
Information Technology Technician (Grade 22) to Information Technology Analyst (Grade 26)
4) Amend Section 11: Automobile Allowance and Reimbursement for Expenses of the Fringe Benefits and Salary
Resolution effective June 18, 2019, as follows:
-Add the classification title of Environmental Health Program Administrator, to be eligible for a $400/month automobile
allowance;
-Correct the classification title of Finance Director to Director ofFinance/City Treasurer;
-Correct the classification title of Health Director to Director of Health and Environmental Control
Page 527 of 607
AGENDA ITEM APPROVED
06/18/19, MEA
Background:
As part of the annual classification review process, the Human Resources Department conducted a review of five
reclassification requests. As a result, staff is recommending City Council approval of four (4) reclassifications. The
Department also received a job description revision request and staff is recommending City Council approval of this
revised job description.
Revised Job Description
Revisions to the existing job description for Utilities Operation Manager are being recommended to include coordination
across all public utility enterprises, not exclusivity to electric utilities (as currently written).
Classification and Compensation Plan Correction
Upon recent review of the Classification and Compensation Plan, a needed correction was identified. The Assistant
Fire Marshal Classification was originally approved and adopted as a non -safety management position. However, when
the Classification and Compensation Plan was revised and adopted with various recommended changes during the City
Council meeting of July 19, 2016, the management designation was inadvertently changed to Fire Management (FM).
Staff is recommending a correction in the classification designation to reflect the original designation of non -safety
management (M).
Reclassifications
Human Resources staff received requests for reclassifications from seven (7) employees in seven separate
classifications. Following thorough review, a total of four (4) have been recommended for approval. Consistent with
the City's Reclassification Policy, reclassification is defined as the reallocation of position in one classification to a
different classification as a result of significant change in the duties, responsbilities, and/or qualification requirements of
the position. Employees requesting reclassification completed a position description questionnaire which outlines the
duties they perform. The request is routed through the appropriate Department Director who concurs or provides any
additional clarification prior to submitting the information to Human Resources for review and analysis. A
reclassification is typically recommended when the incumbent employee has been performing significantly different work
or work at a different level of responsibility or complexity than is reflected in their current job description in excess of
one year. Following review by Human Resources, recommendations are sent to the City Administrator for approval.
As specified above, staff is recommending the following reclassifications:
One Administrative Assistant (Confidential) to Administrative Secretary
Two Associate Engineers to Project Engineers
One Information Technology Technician to Information Technology Analyst
Section 11 Amendment
Staff recommends that City Council approve the following amendment to the Automobile Allowance and
Reimbursement for Expenses of the Fringe Benefits and Salary Resolution: Add Environmental Health Program
Administrator to be eligible for a $400/month automobile allowance. Additionally, staff is recommending the correction
of classification titles for the Director ofFinance/City Treasurer and Director of Health and Environmental Control to
reflect their accurate titles.
Page 528 of 607
AGENDA ITEM APPROVED
06/18/19, MEA
Fiscal Impact:
The additional estimated annual cost of the recommended reclassifications is $29,859 including salary and salary related
benefits. Adequate funds are to be included in the 2019/2020 fiscal year budget to cover the additional costs
associated with all of the reclassification recommendations included above.
Approval of the recommended changes to the Automobile Allowance and Reimbursement of Expenses section ofthe
Fringe Benefits and Salary Resolution will result in an additional cost of approximately $4,800 per year with the addition
of the Environmental Health Program Administrator as a classification to receive a monthly auto allowance. Adequate
funds are available in the Health and Environmental Control Department budget to cover this additional cost.
ATTACHMENTS
1. Resolution - Amended and Restated Citywide Fringe Benefits and Salary Resolution
2. Job Description - Utilities Operations Manager
Page 529 of 607
AGENDA ITEM APPROVED
06/18/19, MEA
w° 4 v'
JOB DESCRIPTION
Utilities Operations Manager
Date Prepared: March 2014 Class Code: 8015
Date Revised June 2019
SUMMARY: Under general supervision, manages day to day operation, maintenance, and repair of the City's
electrical power, transmission and distribution systems to maintain a high degree of system reliability and ensure
compliance with established policies, procedures, regulations and objectives.
ESSENTIAL FUNCTIONS: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following
representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class;
employees maybe assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does
not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include,
but are not limited to, the following:
• Manages electrical power generation, transmission and distribution systems to maintain a high degree of
system reliability in compliance with City policies, regulatory requirements, and safety and quality standards.
Performs duties within scope of authority and training,-
• L-eads—alad-motivates -mairitenanGe slaffi -Integrates, facilitates and coordinates
activities of staff worki�_directly with the in-service utility systems.
1
Formatted: Font: (Default)Anal, 11 pt, Font color: Auto,
• Leads, motivates, _plans, prioritizes, and assigns tasks and projects; monitors work, develops skills, and
Condensed by 0.1 pt
evaluates performance; oversees and approves rotating shift and standby schedules; approves time off
requests, shift trades, and payroll; administers discipline; generates incident reports; leads accident
investigation and reporting.
• Oversees high -voltage switching operations, -maintenance and testing activities.
• Investigates utili electrical -system failures and issues to determine cause and facilitates measures and
engine{s--improvements to prevent recurrence; troubleshoots and resolves real-time bulk power and
water distribution issues.
• Ensures adherence to City standards, procedures, and safety policies.
• Develops and implements short-term and long-range asset management aad-reliability improvement
plans and equipment strategies including coordination between operations, maintenance -and
en ineerinq.
• Ensua_wo.rk grotl,t) collaboration throudh...facllltatio,.n.-and project management,
Formatted: Space Before: Auto, After Auto_
Formatted:
• Develops, submits and manages annual budget for area of responsibility.
Font: (Default) Verdana, 10.5 pt, Font color:: j
• Compiles, calculates and prepares monthly, annual, and ad hoc reports on system failures, emergencies,
Black
and other routine and non -routine operating conditions and actions; prepares Council reports/updates.
• Coordinates construction and maintenance activities with outside contractors.
• Supports the relationship between the City of Vernon and the general public by demonstrating courteous
and cooperative behavior when interacting with visitors and City staff; maintains confidentiality of work -
related issues and City information; performs other duties as required or assigned.
MINIMUM QUALIFICATIONS:
Education, Training and Experience Guidelines:
Bachelor's Degree in Business, Civil Electrical or a closely related field; AND five years of public utility
experience, including three years of supervisory experience.
Utilities Operations Manager Vernon CA 1 of 2
Page 597 of 607
AGENDA ITEM APPROVED
06/18/19, MEA
Knowledge of:
• City organization, operations, policies, and procedures.
• Electric and bulk power utility operating concepts.
• Electrical principles, procedures and components, power system operations including power plant
operations; fundamentals of alternating current circuits, and electrical safety policies and procedures.
• Management principles and practices including personnel rules, procurement, contract management, risk
management, and employee supervision.
• Occupational hazards and safety precautions applicable to the work.
• Personal computer operations.
• Record keeping and file maintenance principles and procedures.
• Customer service standards and protocols.
• Outage s_c.heduling development of checking of switching programs and schedules.
• Occupational hazards and safety precautions applicable to the work.
Skill in:
• Analyzing problems, defining complex issues, identifying alternative solutions, projecting consequences
of proposed actions, and implementing recommendations to support goals and build the organization.
• Assessing and prioritizing multiple tasks, projects and demands.
• Building relationships and fostering teamwork.
• Communicating effectively, both oa atly-verbally and in writing.
• Effectively managing and leading staff, and delegating tasks and authority.
• Establishing and maintaining cooperative working relationships with managers, fellow employees, other
divisions and departrnents_.contractors, representatives of other utilities, regulatory agencies, outside
consultants and the public.
• Keeping records as required by City policy and regulatory agencies.
• Operating personal computers and specialized software applications.
• _Reading, interpreting, understanding and applying operating standards and procedures, applicable
federal and state rules and regulations, and City policies and procedures.
• A„dl.ninlstet-ring staff_ training _�and fa-c-1,1itatuag an effective ancj- .fficlent_wlorkflow.-
• Remaining calm under stress or emergency conditions.
LICENSE AND CERTIFICATION REQUIREMENTS:
A valid California State Driver's License is required.
A valid State of California Grade II Water Distribution License is desirable.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT:
• Work is performed in an office environment and in the field; may to be exposed to energized equipment.
Utilities Operations Manager
Vernon CA
2 of2
....... -.._�_ - - ._._...-
Formatted: Left, Space Before: Auto, After: Auto, Allow
hanging punctuation, Adjust space between Latin and Asian
text, Adjust space between Asian text and numbers, Font
Alignment: Auto
Formatted:. Font: Verdana 10.5 pt, Font color: Black
Formatted: Font (Default) Verdana, 10.5 pt, Font color:
Black
Formatted: Left, Space Before: Auto, After:. Auto, Adjust j
space between Latin and Asian text, Adjust space between
Asian text and numbers
Page 598 of 607