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Home My WebLink About2020-057 - ResolutionRESOLUTION NO.2020-057 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA, CALIFORNIA, APPROVING THE SALARY SCHEDULES FOR FISCAL YEAR 2020-21, INCLUDING A PART-TIME EMPLOYEE BENEFIT SUMMARY. WHEREAS, the City Council of the City of Rancho Cucamonga has determined that it is necessary for the efficient operation and management of the City that policies be established prescribing salary ranges, benefits and holidays and other policies for employees of the City of Rancho Cucamonga; and WHEREAS, the City Council of the City of Rancho Cucamonga has previously adopted salary resolutions establishing salary ranges, benefits and other terms of employment for employees of the City of Rancho Cucamonga; and WHEREAS, the City Council of the City of Rancho Cucamonga recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits and other terms of employment including an outline of State and Federally required benefits afforded to part-time employees; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rancho Cucamonga, California to approve the attached salary schedules for the Executive Management Group, Teamsters Local 1932, Rancho Cucamonga City Employees Association, and Part -Time City positions, including a Part -Time Employee Benefit Summary (Attachments 2-6) effective July 1, 2020. Resolution No. 2020-057 - Page 1 of 2 PASSED, APPROVED and ADOPTED this 17th day of June, 2020. L. Dennis Michael, Mayor ATTEST: STATE OF CALIFORNIA ) COUNTY OF SAN BERNARDINO ) ss CITY OF RANCHO CUCAMONGA ) I, Janice C. Reynolds, City Clerk of the City of Rancho Cucamonga, do hereby certify that the foregoing Resolution was duly passed, approved, and adopted by the City Council of the City of Rancho Cucamonga, at a Regular Meeting of said Council held on the 17th day of June 2020. AYES: Hutchison, Kennedy, Michael, Scott, Spagnolo NOES: None ABSENT: None ABSTAINED: None Executed this 18th day of June, 2020, at Rancho Cucamonga, California. C. Reynolds, City Cie Resolutiq# No. 2020-057 - Page 2 of 2 Resolution No.2020-057 EXECUTIVE MANAGEMENT GROUP ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges effective July 6, 2020 Minimum Control Point Maximum Class Title ;Wp Amount Stop Amount Step Amount Animal Services Director 1604 $9,478 1644 $11,570 1674 $13,427 Assistant City Manager 1672 $13,305 1712 $17,282 1742 $18,863 Building and Safety Services Director 1609 $9,716 1649 $11,863 1679 $13,777 City Clerk Services Director 1594 $9,016 1632 $10,897 1675 $13,505 City Manager 1756 $20,226 1796 $24,693 1826 $28,678 Community Services Director 1627 $10,629 1667 $12,977 1697 $15,070 Deputy City Manager/Administrative Services 1647 $11,744 1687 $14,338 1717 $16,652 Deputy City Manager/Civic & Cultural Services 1647 $11,744 1687 $14,338 1717 $16,652 Deputy City Manager/ Econ. & Comm. Dev. 1647 $11,744 1687 $14,338 1717 $16,652 Eng Svs Director/City Engineer 1628 $10,682 1668 $13,041 1698 $15,145 Finance Director 1629 $10,736 1669 $13,106 1699 $15,222 Human Resources Director 1621 $10,316 .1661 $12,593 1691 $14,627 Innovation and Technology Director 1637 $11,174 1677 $13,640 1697 $15,070 Library Director 1615 $10,012 1 1655 $12,222 1685 $14,195 Planning Director 1621 $10,316 1661 $12,593 1691 $14,627 Public Works Services Director 1609 $9,716 1649 $11,863 1679 $13,777 Fire Chief* A $14,920 G $19,042 * Included for informational purposes only - This is a Fire District Management Employee Group position not a City position Executive Management July 6, 2020 Resolution No.2020-057 PUBLIC WORKS MAINTENANCE EMPLOYEES Represented By THE TEAMSTERS LOCAL 1932 ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 6, 2020 Minimum Control Point Maximum Class Title Step Amount Step Amount Step Amount Electrician 5467 $4,690 5497 $5,726 5517 $6,328 Equipment Operator 5jW5 $3,999 5465 $4,882 5485 $5,394 Inventory Specialist Equipment/Mat 5389 $3,342 5429 $4,079 5449 $4,507 Lead Maintenance Worker 5429 $4,079 5469 $4,980 6489 $5,502 Lead Mechanic $4,310 $5,260 5500 $5,812 Maintenance Coordinator 5452 $4,575 5492 $5,584 5512 $6,171 Maintenance Worker 5391 $3,375 5431 $4,119 5451 $4,550 Mechanic 5430 $4,100 5470 $5,005 5490 $5,530 Senior Maintenance Worker 5401 $3,546 5441 $4,330 5461 $4,785 Signal & Lighting Coordinator 5479 $5,235 5619 $6,390 5539 $7,061 Signal & Lighting Technician W2 $4,575 5492 $5,584 5512 $6,171 Teamsters Local 1932 July 6, 2020 Resolution No. 2020-057 RCCEA COVERED EMPLOYEES IN THE MID MANAGER, SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Class Title Step Amount Step Amount Step Amount Account Clerk 4375 $3,055 4415 $3,730 4435 $4,121 Account Technician 4423 $3,881 4463 $4,737 4483 $5,235 Accountant# 3465 $4,786 3505 $5,842 3625 $6,454 Accounting Manager` 2525 $6,454 2665 $7,878 2585 $8,705 Accounts Payable Supervisor# 3470 $4,906 3510 $5,989 36M $6,618 Administrative Assistant 4349 $2,684 4409 $3,619 4429 $3,999 Administrative Technician 4437 $4,163 4477 $5,081 4497 $5,613 Animal Behavior Specialist 4388 $3,259 4428 $3,979 4448 $4,397 Animal Care Attendant 4349 $2,684 4389 $3,276 4409 $3,619 Animal Care Supervisor# 3416 $3,747 3456 $4,576 3476 $5,054 Animal Caretaker 4378 . $3,102 4418 $3,785 4438 $4,182 Animal Center Manager* 2506 $5,872 $7,168 2566 $7,918 Animal License Canvasser 4349 $2,684 430 ' $3,276 4409 $3,619 Animal Rescue Specialist 4388 $3,259 4428 $3,979 4448 $4,397 Animal Services Dispatcher 49 $2,965 $3,619 4429 $3,999 Animal Services Officer 1 4421 $3,843 4461 $4,691 4481 $5,183 Animal Services Officer II 4441 $4,245 4481 $5,183 4501 $5,727 Artistic Producer - Mainstreet Theatre 4450 $4,441 4490 $5,421 4510 $5,989 Assistant Engineer# 3488 $5,366 33528 $6,551 3548 $7,239 Assistant Planner# 3468 $4,858 3508. $5,930 3528 $6,551 Assistant to the City Manager* 2548 $7,239 2a8$ $8,836 26W $9,763 Associate Engineer# .3518 $6,233 35W $7,608 3578 $8,407 Associate Planner# 3487 $5,340 3527 $6,520 3547 $7,203 Box Office Coordinator 4450 $4,441 4490 $5,421 4510 $5,989 Budget Analyst# 3615 $6,140 3655 $7,495 3575 $8,281 Building Inspection Su ervisor#2 3504 $5,812 35" $7,096 3564 $7,840 Buildina Ins ector 12 4444 $4,308 4484 $5,260 4604 $5,812 Building Inspector 112 4464 $4,761 4504 $5,812 4624 $6,422 Building and Safety Manager* 2533 $6,718 2573 $8,199 2593 $9,060 Business License Clerk 4378 $3,102 4418 $3,785 4438 $4,182 Business License Inspector 4418 $3,785 4458 $4,621 4478 $5,106 Business License Program Coordinator# 3432 $4,060 3472 $4,954 3492 $5,474 Business License Program Supervisor# 3470 $4,906 3510 $5,989 3530 $6,618 Business License Technician 4408 $3,602 4448 $4,397 1 4468 $4,858 Rancho Cucamonga City Employee Association July 1, 2020 Resolution No. 2020-057 RCCEA COVERED EMPLOYEES IN THE MID MANAGER, SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum City Clerk Records Management Analyst# 3470 $4,906 3510 $5,989 3530 $6,618 City Planner/Planning Manager* 2583 $8,619 2623 $10,520 2643 $11,625 Community Affairs Coordinator 4450 $4,441 4490 $5,421 4510 $5,989 Community Affairs Manager* 2565 $7,878 2605 $9,619 2625 $10,626 Community Affairs Officer# 3516 $6,140 3555 $7,495 3575 $8,281 Community Affairs Senior Coordinator# 3480 $5,156 3520 $6,296 3540 $6,956 Community Affairs Specialist 4350 $2,696 4390 $3,292 4410 $3,637 Community Affairs Technician 4437 $4,163 4477 $5,081 4497 $5,613 Community Improvement Manager* 2= $6,718 2573 $8,199 2593 $9,060 Community Improvement Officer 1 4421 $3,843 4461 $4,691 4481 $5,183 Community Improvement Officer II 4441 $4,245 4481 $5,183 4501 $5,727 Community Programs Coordinator 4450 $4,441 4490 $5,421 4510 $5,989 Community Programs Specialist 4437 $4,163 4477 $5,081 4497 $5,613 Community Services Coordinator 4450 $4,441 4490 $5,421 4510, $5,989 Community Services Manager* 25M $5,872 2546 $7,168 $7,918 Community Services Project Coordinator# 3 $5,698 S $6,956 750 $7,684 Community Services Specialist 4360 $2,696 $3,292 4410 $3,637 Community Services Superintendent* 236 $6,819 i6 $8,323 2596 $9,196 Community Services Supervisor# w0 $5,156 3520- ` $6,296 31 $6,956 Community Services Technician 4437 $4,163 4477 $5,081 4491 ` $5,613 Community Theater Producer 4450 $4,441 4490 $5,421 4510 $5,989 Cultural Center Manager* 2536 1 $6,819 2576 $8,323 2696 $9,196 Customer Service Representative 4378 $3,102 4418 $3, 785 4.438 $4,182 Deputy City Clerk# 3430 $4,019 3470 $4,906 3490 $5,421 Deputy Director of City Clerk Services* 2535 $6,785 2576 $8,281 2595 $9,150 Deputy Director of Community Services* 2690 $8,925 2630 $10,895 26M $12,039 Deputy Dir. of Engineering/A. City Engineer* 2590 $8,925 2630 $10,895 2650 $12,039 Deputy Dir. of Engineering/Utilities & Enviro.* 2584 $8,662 2624 $10,574 2644 $11,684 Deputy Director of Human Resources* 2590 $8,925 2630 $10,895 2650 $12,039 Deputy Dir. of Innovation and Technology* 2658 $7,608 2598 $9,287 2618 $10,263 Deputy Director of Library Services* 2572 $8,158 2612 $9,959 2632 $11,004 Deputy Director of Public Works* 2590 $8,925 2630 $10,895 2650 $12,039 Engineering Aide 4421 $3,843 4461 $4,691 4481 $5,183 Engineering Technician 4441 $4,245 4481 $5,183 4501 $5,727 Environmental Programs Coordinator# 3503 $5,783 3543 1 $7,061 3563 $7,801 Rancho Cucamonga City Employee Association July 1, 2020 Resolution No. 2020-057 RCCEA COVERED EMPLOYEES IN THE MID MANAGER, SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Environmental Programs Inspector 2 4464 $4,761 4504 $5,812 4524 $6,422 Environmental Programs Manager* 26M $6,922 2579 $8,449 2599 $9,335 Event & Rental Services Coordinator 4460 $4,441 4490 $5,421 4510 $5,989 Executive Assistant II# 3444 $4,308 3484 $5,260 3504 $5,812 Executive Assistant' 4394 $3,359 4464 $4,761 4484 $5,260 Facilities Superintendent* 25M $6,819 2576 $8,323 2596 $9,196 Finance Manager* 2559 $7,646 2599 $9,335 2619 $10,315 Fleet Supervisor#2 3488 $5,366 3528 $6,551 3548 $7,239 Front of House Coordinator 4450 $4,441 4490 $5,421 4510 $5,989 Fund Development Coordinator# 3410 , $4,906 3510 $5,989 3WO $6,618 GIS Analyst# 3505 $5,842 3W $7,132 3565 $7,878 GIS Specialist 4456 $4,576 4496 $5,585 4516 $6,171 GIS Supervisor# 3&% $6,785 3575 $8,281 3596 $9,150 GIS Technician $4,140 4476 $5,054 44% $5,585 Human Resources Clerk 4389 $3,276 4429, $3,999 4449 $4,418 Human Resources Technician 4399 $3,443 44,39 $4,202 4469 $4,645 Information Technology Analyst 1# 35,6. $5,842 3W $7,132 3%5 $7,878 Information Technology Analyst II# 36W $6,296 3560 $7,684 $8,489 Information Technology Specialist I `4455 $4,576 4496 $5,585 451E $6,171 Information Technology Specialist 11 4471 $4,931 4511 $6,019 4531 $6,650 Information Technology Technician 4411 $3,655 4451 $4,461 4471 $4,931 Librarian 1# 3435 $4,121 3475 $5,031 3495 $5,558 Librarian II# 3457 $4,598 3497 $5,613 3517 $6,203 Library Assistant I# 3373 $3,023 3413 $3,691 3433 $4,079 Library Assistant 11# 3414 $3,711 3454 $4,530 3474 $5,005 Library Clerk 4356 $2,778 43M $3,392 4416 $3,747 Library Page 4314 $2,255 4314 $2,255 4314 $2,255 Library Page 11 4314 $2,255 4333 $2,478 4353 $2,737 Library Services Manager* 2506 $5,872 2W $7,168 2566 $7,918 Library Technician 4393 $3,341 4433 $4,079 4453 $4,507 Maintenance Supervisor#2 3488 $5,366 3528 $6,551 350 $7,239 Management Aide 4440 $4,225 4480 $5,156 4500 $5,698 Management Analyst 1# 3476 $4,906 3510 $5,989 3530 $6,618 Management Analyst II# 349$ $5,641 3538 $6,888 3558 $7,608 Management Analyst III# 3515 $6,140 3555 $7,495 3575 $8,281 Rancho Cucamonga City Employee Association July 1, 2020 Resolution No. 2020-057 RCCEA COVERED EMPLOYEES IN THE MID MANAGER, SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Office Services Clerk 4369 $2,965 4409 $3,619 4429 $3,999 Park/Landscape Maintenance Su t*2 2636 $6,819 2576 $8,323 2596 $9,196 Patron & Events Supervisor# 3480 $5,156 3520 $6,296 3540 $6,956 Payroll Supervisor# 3470 $4,906 3510 $5,989 3530 $6,618 Plan Check & Inspection Manager* 2533 $6,718 2573 $8,199 2595 $9,150 Planning Specialist 4443 $4,287 4483 $5,235 4503 $5,783 Planning Technician 4423 $3,881 4463 $4,737 4483 $5,235 Plans Examiner 1 4474 $5,005 4514 $6,110 4534 $6,751 Plans Examiner II# 3488 $5,366 3528 $6,551 3548 $7,239 Principal Accountant* 2532 $6,684 2572 $8,158 2692 $9,014 Principal Engineer* 2567 $7,958 2607 $9,713 2627 $10,732 Principal Librarian* 2495 $5,558 2535 $6,785 2555 $7,495 Principal Management Analyst* 2543 $7,061 2583 $8,619 2603 $9,523 Principal Planner* 2537 $6,853 2577 $8,365 2597 $9,241 Procurement & Contracts Analyst# 3433 $4,079 3473 $4,980 3M, $5,503 Procurement Clerk 4374 $3,040 4414 $3,711 4434 $4,100 Procurement Manager* 2530 $6,618 2570 $8,078 �590 $8,925 Procurement Technician 4411 $3,655 4451 $4,461 4471 $4,931 Public Services Technician 1 4413 $3,691 4453 $4,507 4473 $4,980 Public Services Technician II 4423 $3,881 4463 $4,737 4483 $5,235 Public Services Technician III 4443 $4,287 4483 $5,235 4503 $5,783 Public Works Inspector 12 4444 $4,308 4484 $5,260 4504 $5,812 Public Works Inspector 112 4464 $4,761 4504 $5,812 4624 $6,422 Public Works Maintenance Manager* 2W6 $7,918 2606 $9,666 2626 $10,679 Public Works Safety Coordinator #2 3468 $4,858 36N $5,930 3528 $6,551 Records Clerk 4358 $2,806 43N $3,426 4418 $3,785 Records Coordinator 4386 $3,226 4426 $3,940 4446 $4,352 Revenue Manager* 2532 $6,684 2572 $8,158 2692 $9,014 Risk Analyst# 3433 $4,079 3473 $4,980 3493 $5,503 Risk Management Coordinator# 3470 $4,906 3510 $5,989 3530 $6,618 Senior Account Clerk 4395 $3,375 4435 $4,121 4455 $4,552 Senior Account Technician 4446 $4,352 4486 $5,314 4506 $5,872 Senior Accountant# 3498 $5,641 3538 $6,888 1 3558 $7,608 Senior Animal Services Officer# 3461 $4,691 3501 $5,727 3521 $6,327 Senior Building Inspector#2 3484 $5,260 3524 $6,422 3544 $7,096 Rancho Cucamonga City Employee Association July 1, 2020 Resolution No. 2020-057 RCCEA COVERED EMPLOYEES IN THE MID MANAGER, SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Monthly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Senior Business License Clerk 4398 $3,426 4438 $4,182 4458 $4,621 Senior Civil Engineer* 2547 $7,203 2587 $8,792 2607 $9,713 Senior Community Improvement Officer# 3461 $4,691 3501 $5,727 3521 $6,327 Senior Electrician # 3485 $5,288 3525 $6,454 3645 $7,132 Senior Executive Assistant* 2460 $4,668 2500 $5,698 2520 $6,296 Senior GIS Analyst # 3520 $6,296 30 $7,684 3580 $8,489 Senior Information Technology Analyst# 3535 $6,785 3575 $8,281 35995 $9,150 Senior Information Technology Specialist 4493 $5,503 4533 $6,718 4553 $7,422 Senior Librarian# 3468 $4,858 35W $5,930 3528 $6,551 Senior Park Planner# 3500 $5,698 3540 $6,956 3560 $7,684 Senior Planner* 2617 $6,203 2557 $7,570 2577 $8,365 Senior Plans Examiner# 3503 $5,783 3543 $7,061 3563 $7,801 Senior Procurement Technician# 3463 $4,737 3503 $5,783 3523 $6,390 Senior Risk Management Analyst# 3515 $6,140 3555 $7,495 3575 $8,281 Senior Veterinary Technician# 3461 $4,691 3501 $5,727 3521 $6,327 Special Districts Analyst# 3498. $5,641 3538 $6,888 $7,608 Street/Storm Drain Maintenance Supt*2 2536' $6,819 2576 $8,323 2696 $9,196 Supervising Public Works Ins ector#2 3494 $5,529 3534 $6,751 3&% $7,458 Theater Production Coordinator 4460 $4,668 4500 $5,698 4520 $6,296 Theater Production Supervisor# 3480 $5,156 3520 $6,296 3640 $6,956 Theatre Technician III 4423 $3,881 4463 $4,737 4483 $5,235 Traffic Engineer* 29 $8,038 2609 $9,811 2629 $10,842 Utilities Operations Manager* 2624 $6,422 2564 $7,840 2584 $8,662 Utilities Operation Supervisor# 3515 $6,140 3556 1 $7,495 3575 $8,281 Veterinarian* 2579 $8,449 2619 $10,315 2639 $11,395 Veterinary Assistant 4407 $3,583 4447 $4,375 4467 $4,833 Veterinary Technician 4437 $4,163 4477 $5,081 4497 $5,613 When acting as Clerk to Commissions $50 paid per night or weekend day meeting. Compensatory time off Refer to MOU for provision of boot # Denotes Supervisory/Professional Class * Denotes Management Class Rancho Cucamonga City Employee Association July 1, 2020 Resolution No. 2020-057 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Part Time Positions Stop Amount Stop Amount Stop Amount Account Clerk 15.87 19.37 20.36 Account Technician $20.88 25.49 26.79 Accountant $25.75 $31.43 33.04 Administrative Assistant $13.25 16.19 18.80 Administrative Intern 13.00 15.24 16.03 Animal Behavior S ecialist 17 $21.41 22.50 Animal Care Attendant 14.43 17.62 18.52 Animal Caretaker $16.69 20.38 21.42 Animal License Canvasser 13.00 13.00 13.00 Animal Rescue S ecialist $17.54 21.41 22.50 Animal Services Dis atcher $15.95 6409.1 $19.47 $20.46 Animal Services Officer $22.84 A 1. $27.88 $29.31 Assistant En ineer $28.88 $35.25 37.05 Assistant Planner $26.13 $31.90 $33.54 Associate En ineer $33.53 40.94 43.03 Associate Planner $28.73 35.07 36.86 Box Office Assistant $13.00 $13.13 13.81 Box Office Specialist 13.00 14.58 15.33 Bud et Analyst $37.05 38.95 Building Inspector $25.61 660.4 $31.27 6514, $32.87 Business License Clerk $16.69 20.38 $21.42 Business License Technician $19.37 $23.65 25.49 Community Improvement Officer I 20.67 25.34 26.53 Community Improvement Officer II 22.84 27.88 29.31 Community Pro rams Coordinator 23.89 $29.16 30.66 Communitv Pro rams S ecialist $22.39 27.33 28.73 Community Services Coordinator $23.89 $29.16 30.66 Community Services Specialist $14.51 $17.71 $18.62 Community Services Su ervisor 27.75 1 1 33.87 $35.60 Community Services Technician $22.39 27.33 $28.73 De artment Director 42.17 $51.50 86.92 De artment Mana er S. $34.73 42.60 59.81 Deputy City Clerk $21.62 26.40 27.75 Division Su ervisor 20.16 6457 24.74 40.13 Electrician 24.74 30.20 31.75 Eneray Efficiency Coordinator 16.19 19.77 $20.78 26.53 En ineerin Aide 20.67 25.24 Enaineerina Intern 6328 113.00 15.24 16.03 Enaineerina Technician 22.84 27.88 29.31 Environmental Resources Intern 13.00 $13.00 $13.13 E ui ment Operator 21.09 25.75 27.06 GIS Intern 13.00 15.24 6370 16.03 GIS Pro rammer/Anal st 24.61 30.05 31.58 GIS Technician 22.28 27.20 28.59 Health Cities Coordinator 16.19 19.77 20.78 City Part -Time Hourly Pay Ranges July 1, 2020 Resolution No.2020-057 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Part Time Positions Stop Amount Stop Amount Stop Amount Human Resources Clerk 17.62 21.51 22.61 Human Resources Technician 18.52 22.61 23.77 Lead Mechanic 22.73 27.75 $29.16 Librarian I 21.95 26.79 $28.16 Library Aide $13.00 13.00 13.00 Library Assistant I 15.41 18.81 19.77 Library Assistant II 64a. $18.99 23.20 24.37 Library Clerk 14.22 17.37 $18.25 Library Director/SIF Trainer $50.48 $61.63 $64.78 Library Pa a 13. $13.00 13.00 Library Pa a II 13.00 $13.00 13.13 Library Technician $17.98 21.95 23.07 Maintenance Technician $13.008 $13.00 $13.13 Mana ement Aide 6440.1 $22.73 $27.75 $29.16 Mana ement Analyst I 26.40 $32.22 33.87 Mana ement Analyst II 30.35 $37.05 38.95 Mechanic 2' $26.40 $27.75 Meter Technician 28.73 $35.07 36.86 Office Services Clerk 15.95 $19.41 $20.47 Office Specialist I $13.25 $16.19 $17.02 Office Specialist II 14.65 $17.89 $18.80 Outreach Technician 13.00 $14.58 $15.33 Park Ran er 14.65 $17.89 $18.80 Plannina Aide 13.00 $15.24 $16.03 Plannina Mana er $46.37 $56.62 $59.51 Plans Examiner I $26.92 $32.87 $36.32 Pla school Instructor $13.00 14.58 $15.33 Principal En ineer 42.82 52.7 $54.95 Pro ram S ecialist 13.00 $14.58 6361, $15.33 Public Services Technician .6413-1 $19.86 $24.25.4 PublicServices Technician II 2 8 $25.49 26.79 Public Services Technician III 23.07 28.16 $29.60 Public Works Inspector 1 6444 $23.19 6484 $28.31 $29.75 Public Works Inspector II 6464 $25.62 6504 $31.27 6514 $32.87 Purchasinq Clerk 6368 $15.87 6408 $19.37 6418 $20.37 Receptionist 6342 $13.94 6382 $17.02 6 $17.89 Records Clerk 14.08 6384.. $17.19 18.08 Records Coordinator 637`2 $16.19 6412 19.77 6422 $20.78 Recreation Attendant 13.00 13.00 13.00 Recreation Leader I 13.00 13.00 13.00 Recreation Leader II 13.00 13.13 13.81 Secretary18.07 22.06 23.18 Senior Accountant 30.35 37.05 38.95 Senior Civil En ineer 37.99 46.37 48.75 City Part -Time Hourly Pay Ranges July 1, 2020 Resolution No. 2020-057 PART-TIME CITY POSITIONS ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES Hourly Pay Ranges Effective July 1, 2020 Minimum Control Point Maximum Part Time Positions Stop I Amount Stop Amount Stop Amount Sianal and Liahtina Technician 24.12 29.46 30.96 Sports Official 13.00 14.58 15.33 Theatre Technician 1 13.00 14.58 15.33 Theatre Technician II 16.19 6412.1 $19.77 6422. $20.78 Veterinarian 45.46 55.50 66291 58.33 Veterinary Assistant 1 64071 $19.27 64471 $23.52 4.74Veterina Technician 6437 $22.40 6�477 27.33 NEf 8.73 City Part -Time Hourly Pay Ranges July 1, 2020 PART-TIME EMPLOYEE BENEFITS The following benefits are approved via resolution by the City Council of the City of Rancho Cucamonga effective the first full pay period in July 2020. All part-time employees are employed "at -will" and serve at the pleasure of the appointing authority. As such, their services can be discontinued without cause or right of appeal. Each Department determines the number of part-time employees required in order to meet their needs depending on their approved budget for part-time employees and the approval of the City Manager In general, part-time employees are only eligible for mandated State and Federal benefits except for specifically designated Work Life Balance Part-time employees as outlined below under the "Work -life Balance Section." Defmition — PART-TIME EMPLOYEE: A person serving in a budgeted position of less than forty (40) hours per week, and typically less than 1,040 hours per year as further defined under City of Rancho Cucamonga Personnel Rules and Regulations Rule XIV (Part -Time, Seasonal and Temporary Employees). Part-time employees are at -will and may be terminated without cause or right of appeal. Retirement Benefits — The City either provides access to retirement benefits through the Accumulation Program for Part -Time Limited -service Employees (APPLE) or the California Public Employees Retirement System (CalPERS) as outlined below. APPLE — Part-time employees who work less than 1,000 hours in a fiscal year, are not a current CalPERS Member or who otherwise do not qualify for CalPERS retirement benefits under State law or CalPERS regulations must contribute 7.5% of base pay to APPLE — a required alternative retirement system. CalPERS — Part-time employees who work 1,000 hours or more in a fiscal year, are hired to work more than 20 hours per week on average, are current CalPERS Members or who otherwise would qualify for CalPERS retirement benefits under State law or CalPERS regulations must contribute the full employee member contribution towards their CalPERS retirement benefits and "New Members" as defined by CalPERS must pay half the normal rate. The CalPERS retirement benefits available for qualifying part-time employees depend on the date the employee qualified for CalPERS benefits. Tier 1 Part-time Employees who qualified for CalPERS benefits Before July 3, 2011 § 21354.4 2.5% at 55 Full Formula § 21574 4th Level 1959 Survivor § 20042 1 Year Final Compensation Tier 2 Part-time Employees who qualified for CalPERS benefits On or After July 4, 2011 and before January 1, 2013 § 21354 2% @ 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Tier 3 Part-time Employees not considered "New Members" by CalPERS who qualified for CalPERS benefits on or After January 1, 2013 § 21354 2% @ 55 Full Formula § 21574 4th Level 1959 Survivor § 20037 3 Year Final Compensation Tier 4 Part-time Employees meeting the CalPERS definition of "New Members" who qualified for CalPERS benefits on or After January 1, 2013 § 7522.20 2% @ 62 Full Formula § 7522.32 36 Consecutive Months § 7522.10 Based on Pensionable Compensation Unit members hired on and after January 1, 2013, deemed to be a "new member" as defined in Government Code § 7522.04, shall individually pay an initial Member CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan in which said "new member" is enrolled, rounded to the nearest quarter of 1 %, or the current contribution rate of similarly situated employees, whichever is greater. This rate can increase based on CalPERS regulations. The City does not participate in Social Security except for the mandatory Medicare Program. Medical Insurance Benefits — The City provides access to medical insurance for part-time employees who qualify for the Affordable Care Act (ACA) under the City's policy. In general, employees who work 30 or more hours per week on average per year would qualify, but the City's policy and the federal law determine who specifically qualifies for these benefits. For those part- time employees who qualify for this benefit, the City contributes the cost of the lowest cost self only coverage minus 9.78% of the Federal Poverty Line towards the cost of medical insurance. For example: In 2020, the FPL was $1040.83 per month, and 9.78% of that is $101.79/month. In 2020, the lowest cost self -only coverage cost was Kaiser Dual Coverage costing $439.89.00 per month. Following the policy, the City would pay $338.10 towards any health care plan the ACA eligible part-time employee chooses and the employee would pay the difference, which for the lowest cost self -only coverage would be $101.79. WORK -LIFE BALANCE PART-TIME EMPLOYEES BENEFITS FOR SPECIFICALLY DESIGNATED POSITION Specifically designated Part-time employees in specific management, supervisory, professional and/or confidential positions, as designated by the City Manager, who are scheduled to work 32 hours per week on a year-round basis, are referred to as work -life balance part-time employees. The City Manager will review and if appropriate amend the list of designated positions at least once per year as part of his/her budget review process. Work -life balance part-time employees participate in the State and Federally required benefits as enumerated above and shall receive the following additional benefits: Medical Insurance: In accordance with the City's ACA policy, work -life balance part-time employees are eligible to participate in the City's medical plan. The City will pay the higher of the ACA policy contribution or 80% of the cost the City would pay for a full-time employee in the same position towards medical insurance premium costs. In 2020, the maximum the City would pay for medical insurance would be $1100 for a full-time employee, so following this policy a work -life balance part-time employee would receive $880 towards the cost of the medical coverage that they choose. Dental Insurance: City paid Vision: City Paid Life Insurance: City Paid $30,000 base coverage Vacation: Work -life balance part-time employees accrue vacation hours at 80% of the rate of full- time employees in the same position. Work -life balance part-time employees can accumulate vacation hours up to two times their annual accrual rate. Once they reach their maximum accrual rate they stop earning vacation hours until they bring their vacation hours below the maximum accrual rate. Work -life balance employees may only cash out vacation hours upon separation from the City. Work -life balance part-time employees transitioning from a full-time position with the City of Rancho Cucamonga may either cash out their vacation per their MOU or carry over their accrued vacation balance to their work -life balance part-time position. Sick Leave: Work -life balance part-time employees accrue 8 hours of sick leave per month. No cash out or buyback of sick leave is provided to work -life balance part-time employees. Work - life balance part-time employees transitioning from a full-time position with the City of Rancho Cucamonga may either cash out their sick leave per their MOU or carry over their accrued sick leave balance to their work -life balance part-time position. Holidays: Work -life balance part-time employees will be compensated for normally scheduled working hours, which fall on official City holidays. The City observes 11 holidays per year: Independence Day, Labor Day, Veteran's Day, Thanksgiving Day and the day following, Christmas Eve, Christmas Day, New Year's Day, Martin Luther King's Birthday, President's Day and Memorial Day. Deferred Compensation Plans: Work -life balance part-time employees are eligible to participate in the City's deferred compensation plans. The City does not contribute. ADDITIONAL INFORMATION REGARDING ALL PART-TIME POSITIONS All Part -Time employees are employed "at -will" and serve at the pleasure of the appointing authority. As such, their services can be discontinued without cause or right of appeal. Social Security: The City does not participate in Social Security except for the mandatory Medicare Program. Medicare: Employees hired after 1/l/86, are required to contribute 1.45% of their earnings. All Part -Time employees are subject to specific provisions of the City of Rancho Cucamonga Personnel Rules and Regulations (Rule XIV) and specific provisions of the Policy and Procedures Manual (Policy 200-01) that apply to them. CITY OF RANCHO CUCAMONGA PERSONNEL RULES AND REGULATIONS RULE I SECTION 7 DEFINITIONS 33. PART-TIME EMPLOYEE: A person serving in a budgeted position of less than forty (40) hours per week, and typically less than 1,040 hours per year as further defined under Rule XIV (Part -Time, Seasonal and Temporary Employees). Part-time employees are at -will and may be terminated without cause or right of appeal. RULE XIV PART-TIME, SEASONAL AND TEMPORARY EMPLOYEES SECTION 1 Compensation Part-time Employees: Part-time employees hold a budgeted position, and work less than forty (40) hours per week and typically less than 1,040 hours per year. Part time employees shall be paid the hourly rate established by the salary resolution. Seasonal Employees: Seasonal employees shall be paid the hourly rate established by the salary resolution and are employed part-time throughout various seasons. Seasonal employee shall not work more than 1,040 hours per year. Temporary Employees: Temporary employees shall be paid the hourly rate established by the salary resolution and are hired to perform duties for a period of time not to exceed six (6) months of continuous full-time employment. Temporary employees shall not work more than 1,040 hours per year. SECTION 2 Participation in Benefit Programs No part-time, seasonal or temporary employee shall be eligible for participation in any benefit program established by the City, except as required by State and/or Federal law or as may be specifically approved by the City Manager and/or City Council. SECTION 3 Schedules, Position Control, Wage Rates Part-time, seasonal and temporary employees shall work on a prearranged schedule beneficial to both the employee and the City. Part-time, seasonal and temporary positions may be abolished and/or replaced with full-time positions by the City Council. Wage rates for part-time, seasonal and temporary employees shall be established by the City Council. SECTION 4 Merit Increases Part-time, seasonal and temporary employees are eligible for merit increases as provided in Policy Number 200-01 of the Policy and Procedures Manual. SECTION 5 Performance Evaluation No part-time, seasonal or temporary employee shall be eligible for a salary adjustment except as approved by the Personnel Officer upon the recommendation of the department head contained in a Performance Evaluation Report, or such other form as may be required by the Personnel Officer. Said Performance Evaluation Report shall be completed in accordance with the procedures for the completion of Performance Evaluation Reports for full-time employees. POLICY NUMBER 200-01 OF THE POLICY AND PROCEDURES MANUAL MERIT INCREASES — PART TIME EMPLOYEES POLICY PURPOSE: This policy is designed to provide general guidance for the provisions of merit increases for part time employees. Consistency and uniformity in its application are the responsibility of the Human Resources Director. Part time employees are defined in the Personnel Rules and Regulations of the City of Rancho Cucamonga, Rule XIV, Part Time, Seasonal and Temporary Employees. This policy pertains to all three designations of part time employees. Pursuant to Section 5, Performance Evaluation the following is enacted. Merit Pay Criteria: Effective January 1, 2016, all newly hired part-time employees will be eligible to receive a performance review and a merit increase of up to five percent in any twelve-month period from the date of hire. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a part-time employee promotes to a higher classification, his/her promotional date will become the new anniversary date. These employees will be eligible to receive a performance review and a merit increase of up to five percent in a twelve-month period from the date of promotion. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a current part-time employee has received a performance evaluation and/or merit increase in calendar year 2015, the date of the most recent merit increase shall be used as their anniversary date. They will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. If a current part-time employee did not reach 1,000 hours in any given fiscal year and therefore did not receive a performance review or merit increase in calendar year 2015, then their performance evaluation and merit increase shall be due on their original hire date or date of promotion, whichever is applicable. Thereafter, they will be eligible for a performance evaluation and merit increase on their anniversary date until they reach the top end of their salary scale. All merit adjustments shall be discretionary on the part of the Department Head and could result in no increase. Each adjustment shall be accompanied by an employee evaluation which justifies any increase in pay. Effective July 6, 2020, all part-time merit increases will be reviewed annually in March of each of each year. Anyone employed and with hours between the first full pay -period of the current fiscal year and the end of March of the same fiscal year would be eligible for a 3% merit increase if they are not at the top step of their hourly salary range. This increase would become effective the first full pay period in July of the subsequent fiscal year. Employees may request an evaluation, or a supervisor can complete an evaluation for the benefit of the employee and their growth. Any employees hired after March 31 of the current fiscal year would not be eligible for a merit increase until the following fiscal year in conformance with this policy. Employees in positions with one pay range, would not be eligible for merit increases as there is only one hourly pay range for their positions. These positions could be adjusted by the City through the adoption of the budget and hourly salary ranges. When these ranges are adopted these employees would automatically receive the new hourly salary range. If a position with an hourly salary range is changed to a single hourly salary range, those employees with hourly salary ranges below the new hourly rate would move up to the new hourly rate and those employees above the new single hourly rate would be y-rated at their current hourly rate. If a position with a current single hourly salary range has the rate lowered, as a result of an action by the City Council, then all employees in that position would have their hourly rate lowered. RANCHO CUCAMONGA FIRE PROTECTION DISTRICT PERSONNEL RULES AND REGULATIONS SECTION I DEFINITION OF TERMS 11 (c) Part-time — Any employee working a fraction of the normal workday or week whose hours may be regular or irregular. No employee benefits will accrue to part-time employees POLICY NUMBER 200-24 OF THE POLICY AND PROCEDURES MANUAL PART TIME, SEASONAL & TEMPORARY EMPLOYEES PAID SICK LEAVE POLICY PURPOSE: To establish a policy for Part -Time, Seasonal and Temporary (PST) City employees regarding accrual of and use of paid sick leave in accordance with the Healthy Workplaces, Healthy Families Act of 2014 that provides up to three (3) days of paid sick leave per year for eligible employees beginning July 1, 2015. I. PAID SICK TIME A. Accrual of Paid Sick Time: Sick time is accrued at the rate of one (1) hour of sick time for every thirty (30) hours worked. 1. PST employees become eligible to accrue sick leave on July 1, 2015, or on the first day of employment if hired after July 1, 2015. 2. PST employees qualify for paid sick leave by working at least thirty (30) days within one year on or after January 1, 2015. 3. PST employees may begin to use their accrued sick time after completing 90 days of employment. PST employees who work less than 90 days are not entitled to take any paid sick leave. 4. The PST employee's paystub will display the number of paid sick hours the employee has accrued. 5. The City will not "lend" sick leave to a PST employee before it has been accrued. 6. Paid sick leave will not be considered hours worked for purposes of overtime calculation. 7. Paid sick leave will not be considered hours worked for purposes of earning paid sick leave. B. Annual Sick Time Use and Accrual limits: PST employees may use up to a maximum of 30 hours (3 days) of accrued leave during a fiscal year and may accrue up to a cap of 60 hours (6 days) of sick time during a fiscal year (e.g., July 1, 2015 to June 30, 2016). 1. This Policy shall be amended beginning March 16, 2020, to allow for PST employees to use all of their accrued hours, up to the cap of 60 hours in a fiscal year in order to address any family related COVID-19 issues such as school closures, or to care for an immediate family member (child (includes any age or dependency status, or for whom the employee is a legal ward or stands in loco parentis), parent (includes person who stood in loco parentis of the employee as a child), parent -in-law, spouse, registered domestic partner, grandparent, grandparent -in-law, great-grandparent, great -grandparent -in-law, grandchild, greatgrandchild, or sibling) for any COVID-19 related issues. This temporary amendment will end December 31, 2020. C. Sick Time Rate of Pay: PST employees shall be compensated for sick time at their regular rate of pay. D. Accrued Sick Time Carry -Over: Unused sick time may be carried over from fiscal year to fiscal year. The maximum number of hours that may be carried over into the following fiscal year is 30 hours. E. Minimum Sick Time Use: The minimum amount of sick leave time a PST employee may use is at least in one -hour increments. F. Use of Sick Time: Upon the verbal or written request of a PST employee, the City shall permit the employee to utilize up to a maximum of 30 hours of paid sick leave each fiscal year (i.e., July 1 to June 30) for the following purposes: 1. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee's eligible family member including: o Child (including a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis) o Spouse or Registered Domestic Partner o Parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.) o Grandparent, Grandparent -in-law, Great -Grandparent, and Great -Grandparent -in- law o Grandchild and great-grandchild o Sibling. 2. For PST employees who are victims of domestic violence, sexual assault, or stalking, for the purposes described in subdivision(c) of Section 230 and subdivision (a) of Section 230.1 including: o A temporary restraining order or restraining order. o Other injunctive relief to help ensure the health, safety or welfare of themselves or their children. o To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking. o To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking. o To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking. o To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation. G. PST Employee Responsibility: 1. PST employees are not responsible for finding other employees to cover shifts due to their use of sick time. 2. PST employees are required to contact their immediate supervisor as soon as practicable when they are unexpectedly unable to work for purposes described in this policy. Whenever feasible, PST employees shall provide 5 days advance notice of pre - scheduled medical examinations for which they will require sick time. 4. PST employees who used or are planning to use paid sick time will complete a leave request form as soon as practicable as required by their Department. H. Inappropriate use of Sick Time: Inability to work due to intemperance is not an authorized reason for the usage of sick leave. I. Unused Sick Time: No PST employee shall be compensated for, or allowed to exhaust any accrued sick leave upon resignation, including retirement, termination, layoff, or death. J. Sick Leave Accrual Upon Termination of Employment: Unused accrued sick leave at termination shall be reinstated upon return to active status occurring within no more than 12 months of termination. K. Sick Leave Accrual Upon Promotion to Regular Benefited Status: Sick leave accrued while in PST status shall remain intact upon promotion to a regular position, and will thereafter be subject to all rules and policies governing sick leave for regular employees L. Rehire within one Year: If an employee separates from Agency employment and is re -hired by the Agency within one year of the date of separation, previously accrued and unused paid sick leave hours shall be reinstated to the extent required by law. However, if a rehired employee had not yet worked the requisite 90 days of employment to use paid sick leave at the time of separation, the employee must still satisfy the 90 days of employment requirement collectively over the periods of employment with the Agency before any paid sick leave can be used. Leave under this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA) if the employee and the reason for the absence is eligible for these regulations.