HomeMy WebLinkAbout06-209 - Resolutions RESOLUTION NO. 06-209
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO CUCAMONGA, CALIFORNIA APPROVING THE
CERTAIN MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF RANCHO CUCAMONGA AND EXECUTIVE
MANAGEMENT GROUP FOR WAGES, BENEFITS AND OTHER
TERMS AND CONDITIONS OF EMPLOYMENT FOR FISCAL YEAR
2006/2007, 2007/2008 AND 2008/2009
A. RECITALS:
1. Representatives of the Executive Management Group and the City of Rancho
Cucamonga have met and conferred pursuant to the provisions of the Meyers-
Milias-Brown Act (California Government Code Section 3500, et seq.) with
regard to wages, benefits and other terms and conditions of employment.
2. Representatives of the City and Executive Management have agreed upon and
presented to this Council a Memorandum of Understanding effective, July 1,
2006 specifying the results of said meet and confer process.
3. It is necessary from time to time to review and adjust the salary and wages
specified for Executive Management personnel.
4. City desires to amend the existing compensation plan for City personnel.
5. All legal prerequisites to the adoption of this Resolution have occurred.
B. RESOLUTION:
NOW THEREFORE,the City Council of the City of Rancho Cucamonga, California,
does hereby find, determine and resolve as follows:
1. In all respects, as set forth in the Recitals, Part A, of this Resolution.
2. The salary ranges for the classifications specified therein, as set forth in Exhibit
"A"through "F", effective July 1, 2006, attached and incorporated herein by this
reference, hereby are approved.
3. The certain Memorandum of Understanding entered into by and between City
representatives and the Executive Management Group representatives forfiscal
years 2006/2007, 2007/2008 and 2008/2009 effective July 1, 2006 hereby is
approved and ratified by the City Council.
4. The City Clerk shall certify to the adoption of this Resolution.
please see the following page
for formal adoption,certification and signatures
Resolution No. 06-209
Page 2 of 14
PASSED, APPROVED, AND ADOPTED this 2155 day of June 2006.
AYES: Alexander, Gutierrez, Michael, Spagnolo, Williams
NOES: None
ABSENT: None
ABSTAINED: None
2--
William J. exander, ayor
ATTEST:
(yz�-
06bra J. Adam V C, City Clerk
I, DEBRA J.ADAMS, CITY CLERK of the City of Rancho Cucamonga, California, do
hereby certify that the foregoing Resolution was duly passed, approved and adopted by the City
Council of the City of Rancho Cucamonga, California, at a Regular Closed Session Meeting of said
City Council held on the 215`day of June 2006.
Executed this 22nd day of June 2006, at Rancho Cucamonga, California.
Debra J. Adam(50C,C, City Clerk
Resolution No. 06-209
Page 3 of 14
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF RANCHO CUCAMONGA, CALIFORNIA
AND
EXECUTIVE MANAGEMENT
SECTION 1: A. The following job classifications shall receive salary
adjustments as described below:
Class Title
Administrative Services Director
Animal Services Director
Assistant City Manager
-Building & Safety Official
-City Engineer
Fire Chief
-Community Services Director
Deputy City Manager- CommunitDevelopment
Finance Officer
-Library Director
-Planning Director
Records Manager/City Clerk
Redevelopment Director
B. Effective the first payroll period commencing on or after
July 1, 2006, July 1, 2007 and July 1, 2008, there shall be successive three
(3%) percent unadjusted base salary cost of living increases for unit
members employed by the City on the effective dates of the increases.
The parties further agree that subject to the implementation dates and
percent limitations described below in this paragraph, the above unadjusted
base salary increases shall be augmented by equity adjustments as follows:
effective the first payroll period commencing on or after January 1, 2007, an
equity adjustment not to exceed three(3%)percent; effective the first payroll
period commencing on or after January 1, 2008, an equity adjustment not to
exceed two (2%) percent; effective the first payroll period commencing on or
after January 1, 2009, an equity adjustment not to exceed two (2%). The
equity adjustments shall be based upon the salary survey.
SECTION 2: SALARY STRUCTURE
Executive Management employees will be assigned to salary ranges which
are no less than 20% (40 salary code steps) below the control point and no
more than 15% (30 salary code steps) above the control point. Actual salary
within the range is determined by performance, achievement of goals and
objectives, or for recent appointments, growth within the position.
Resolution No. 06-209
Page 4 of 14
SECTION 3:
Employees designated as Executive Management are not eligible for
overtime pay, or compensatory time for working hours over and above the
normal daily work schedule. Employees so designated shall be entitled to all
benefits provided to general employees and the following:
A. Administrative Leave — One hundred (100) hours per
fiscal year. Days off must be approved by appropriate
supervisor, after successful completion of six months
services within this classification.
B. Life Insurance— Life insurance in the amount of 100% of
the annual base salary plus $75,000.
C. Deferred Compensation — Six percent (6%) of base
salary.
D. Automobile allowance of$500 per month if a City vehicle
is not provided.
SECTION 4: HEALTH INSURANCE
A. EMPLOYEES HIRED BEFORE JULY 1, 1994
The City shall provide employee and family health insurance for elected
officials and all existing full-time continuous salaried employees within the
bargaining groups, subject to the limitation that no such monthly funding by
the City shall
exceed the following:
$845.60 effective July 1, 2006;
$895.60 effective July 1, 2007; and
$945.60 effective July 1, 2008.
B. EMPLOYEES HIRED AFTER JULY 1, 1994
The City shall provide employee and family health insurance for elected
officials and all full-time continuous employees within the bargaining groups
who have been hired on or after July 1, 1994, subject to the limitation that no
such monthly funding by the City shall exceed the following::
$550.00 effective July 1, 2006,
$600.00 effective July 1, 2007; and
$650.00 effective July 1, 2008.
Resolution No. 06-209
Page 5 of 14
SECTION 5: RETIREE MEDICAL
Subject to the conditions stated below, effective upon a service or disability
retirement from City service at or beyond age 55 with 10 consecutive years of
City service at the time of retirement, retirees shall be eligible to 100%
personally fund, without any City contribution, participation in a group health
insurance program(s) which is making group health insurance available to
the City's retirees.
It is agreed and acknowledged by the parties to this MOU, that no
representation is or can be made by the City, that such group retiree health
insurance is available, or if available, will remain available for any specific
future period of time.
If no such group health insurance is reasonably available, or if the private
carrier(s) terminates such coverage as to the retiree group or any individual
group member, the City shall have no obligation/duty to self-fund or
otherwise provide insurance or replacement insurance.
All premiums for the retiree and/or eligible dependents shall be borne by the
retiree. The City shall advance and submit the necessary premiums to the
carrier(s)subject to the retiree reimbursing the City not later than 30 calendar
days after City payment of the premium. Failure to timely reimburse the City
shall result in no further premium payments being made by the City, resulting
in termination of insurance coverage.
The City's duty to advance said premiums shall terminate at age 65 of the
retiree, regardless of whether or not the retiree is eligible for Medicare.
City shall advise the group carrier of the insured's status as a retiree.
Coverage eligibility shall then be solely determined by the group insurance
carrier(s).
It is likely that premium rates for retirees and/or dependents shall be greater
than rates for employees. Regardless, retirees shall pay 100% of said rates.
If at any time, it is determined by any group health insurance carrier that the
City is prohibited from seeking premium reimbursement from a retiree, City
affiliation and retiree enrollment in said group insurance plan shall
immediately terminate upon rendering of the insurance carrier's decision. In
such case, no retiree shall seek reimbursement from the City for any prior
premiums paid by the retiree to the City as and for premium reimbursement.
SECTION 6: DENTAL INSURANCE
The City shall provide a dental insurance plan for all full-time continuous
salaried employees and elected officials. The City agrees to average the
cost of dental insurance for all full time continuous salaried employees and
elected officials through June 30, 2009.
Resolution No. 06-209
Page 6 of 14
SECTION 7: OPTICAL INSURANCE
The City shall provide an optical insurance plan for all full-time continuous
salaried employees and elected officials. The City agrees to average the
cost of optical insurance for all full time continuous salaried employees and
elected officials through June 30, 2009.
SECTION 8: PREMIUM ONLY PLAN UNDER SECTION 125
A. Effective September 1, 2004, the City shall implement Section 125
(Premium Only Plan) that allows pre-tax payroll deductions for
employees' contributions for health benefits.
B. The City agrees to provide technical assistance (such as automatic
payroll deduction, etc.) in the event employees decide to expand this
benefit from a "premium only plan" to a "flexible spending account"
provided that employees bear any and all costs incurred in expanding
and maintaining this program.
SECTION 9: BEREAVEMENT LEAVE
When a death occurs in the family of a full time employee, the employee
shall be granted up to five (5) bereavement leave days with pay. A death
certificate or other acceptable evidence may be required by the department
head before leave is allowed. Family members are defined as follows:
employee's spouse or domestic partner, employee's parents, employee's
grandparents, employee's children, employee's siblings, or employee's
grandchildren, employee's spouse or domestic partner's parents,employee's
spouse or domestic partner's grandparents, brother-in-law, sister-in-law,
employee's spouse or domestic partner's children, employee's spouse or
domestic partner's grandchildren, or a blood relative residing with employee.
The department head and the City Manager shall approve such
bereavement leave. (References to domestic partner refer to registered
domestic partners, as defined by California Family Code §297.)
SECTION 10: RETIREE HEALTH SAVINGS ACCOUNT
The City agrees that it shall establish and implement, at no costto the City, a
voluntary form of Retiree Health Savings Account. The City agrees to take
ail actions reasonably necessaryto implementthis program by December 31,
2006.
SECTION 11: PERSONAL LEAVE
Employees can use up to 20 hours of accrued sick leave, vacation,
administrative leave or holiday time as personal leave. This 20 hours can be
used incrementally (i.e., 1 hour, 1/2 hour)throughout the fiscal year. Use of
this time is for situations requiring the employee's attention and needs to be
cleared with their supervisor when using this time. Personal leave can be
taken after six months service.
Resolution No. 06-209
Page 7 of 14
SECTION 12: VACATION
All full-time employees shall, with continuous service, accrue working hours
of vacation monthly according to the following schedule. Vacation can be
taken after six months service.
Length of Service Hours Accrued Annual Hours
in Years Per Pay Period Accrued
1 3.077 80
2 3.461 90
3 3.846 100
4 4.230 110
5 4.615 120
6-8 5.000 130
9 5.384 140
10 5.769 150
11-13 6.153 160
14 6.538 170
15+ 6.923 180
SECTION 13: VACATION BUYBACK
City to provide the cash value of 40 hours of vacation leave annually in
November. Employees must maintain a minimum of 80 hours of accrued
vacation subsequent to any payment of vacation buy back time. Employees
who wish to buy back vacation must request payment of not more than or
less than 40 hours.
SECTION 14: SICK LEAVE
All full-time employees shall, with continuous service, accrue 120 hours of
sick leave annually. Sick leave can be taken after six months service.
SECTION 15: SICK LEAVE BUYBACK
Employees who terminate their city employment after 5 years of continuous
service and have at least 50% of five years' sick leave accrued on the books
upon termination can sell 120 hours back to the City.
SECTION 16: HOLIDAYS
The City Offices shall observe the following 14 holidays. All full time
continuous salaried employees shall be compensated attheir regular rate for
these days.
i'I July 4 Independence Day
(2) First Monday of September Labor Day
Resolution No. 06-209
Page 8 of 14
(3) November 11 Veteran's Day
(4) Last Thursday of November Thanksgiving Day
(5) Day following Thanksgiving (Floater)
(6) December 24 Day preceding Christmas(Floater)
(7) December 25 Christmas Day
(8) January 1 New Years Day
(9) Third Monday of January Martin Luther King's Birthday
(10) Third Monday of February President's Day
(17) Last Monday of May Memorial Day
(12) Three discretionary days may be taken by an employee at
his/her convenience after six months service subject to
approval of the department head. Days may not be
carried over from one fiscal year to the next.
Whenever a holiday falls on a Sunday, the following Monday shall be
observed as a holiday. Whenever a holiday falls on a Friday or Saturday,the
preceding Thursday shall be observed as the holiday. When a holiday
combination occurs (Thanksgiving, Christmas, etc) where two consecutive
days are holidays and it would result in the City Hall being open to serve the
public only 2 days during the week, only one of the holidays will be observed
and the other holiday will become a floating holiday. For example, for
Thanksgiving, Thursday will be observed as the regular holiday, however
Friday will become a floating holiday to be used at a later date. For
Christmas, Wednesday will be observed as the regular holiday, however
Tuesday (the day preceding Christmas)will become a floating holiday to be
used at a later date. In the instance of Thanksgiving, Christmas, or New
Years, employees will have until June 30 to use those floating holidays
accrued between Thanksgiving and New Years. Also, those days will not
accrue as floating holidays until the actual holiday has occurred. Each year
the City will designate which days will be observed and which are floating
holidays.
Employees who are eligible to bank a holiday have until June 30 (end of
fiscal year) to use the banked holiday earned from July 1 through April 30.
Any holiday banked in May and June, employees have until September 30 to
use the banked holiday.
Resolution No. 06-209
Page 9 of 14
SECTION 17: NATAL AND ADOPTION LEAVE WITHOUT PAY
Employees are granted up to four months natal and adoption leave for the
birth or adoption of a child. Employees on this leave of absence without pay
will be responsible for the payment of medical, dental and optical premiums
to keep the coverage in force during the leave of absence.
SECTION 18: NATAL AND ADOPTION LEAVE WITH PAY
Employees are granted up to 2 days natal and adoption leave with pay for
the birth or adoption of a child. Any paid time required beyond this initial 2
days must be charged to sick leave, vacation, compensatory or floating
holiday time.
SECTION 19: WORKER'S COMPENSATION LEAVE
Any employee covered herein who is receiving disability payments underthe
"Worker's Compensation Act of California"for on-the-job injuries sustained
while engaged in the performance of duties of any such City position, shall
receive from the City during the first three months of such disability absence,
payments in an amount equal to the difference between the disability
payments received under Workers Compensation Act and the employee's
full salary. Such payments by the City should be made without any deduction
from accrued sick leave benefits. The City's obligation for such payments
shall commence on the first(1')day of such disability absence. In the event
the employee's disability absence should exceed three months, an employee
shall be allowed to supplement the Worker's Compensation benefit received
under State law with available accrued sick leave, accrued vacation leave,
accrued compensatory time. The total number of leave hours, along with the
Workers Compensation benefit, shall not exceed the employee's base pay
for each day of the leave. For this purpose, accrued leave hours can only be
used in one-hour increments.
SECTION 20: MILITARY LEAVE
Employees required to serve military leave will be compensated pursuant to
the Military and Veterans Code. To qualify for compensation the military
orders must be submitted to the supervisor prior to their tour of duty and
must be attached to the timecard for that pay period.
SECTION 21: MILITARY SERVICE BUY BACK
Employees have the option for military service buy back at the employee's
expense.
SECTION 22: RETIREMENT BENEFIT
The City will provide the employees' contribution for CalPERS 2.5% @ 55
retirement formula and supplemental benefit through PARS Phase II
Retirement System. The new retirement formula and the supplemental plan
shall become effective December 1, 2002.
Resolution No. 06-209
Page 10 of 14
SECTION 23: TUITION REIMBURSEMENT FOR APPROVED COLLEGE AND
UNIVERSITY COURSES
Effective July 1, 2006, (July 1 through and including the following June 30)
reimbursements by the City of the following enumerated college and/or
university course expenses shall not exceed two thousand three hundred
dollars ($2,300.00) during any fiscal years.
Eligibility for said reimbursement in an amount not to exceed $2,300.00 in
any one fiscal year shall be contingent upon a determination by the City
Manager or his designee that all of the following conditions precedent exists:
A. Expenses shall be incurred as regards coursework undertaken at a
college or university that is licensed/accredited by the State of
California.
B. The applicant for reimbursement shall represent to the Personnel
Department documentation prepared by the accredited/licensed
college or university which evidences the applicant's receipt of a
grade of"C" or"pass" in a pass/fail class. As regards each class for
which reimbursement is sought (where an employee is
simultaneously enrolled in multiple approved classes and does not
receive a "C" or "pass' in any one or more of such classes, the
amount of expenses subject to City's reimbursement shall be
reduced and/or as appropriate, pro-rated to reflect no reimbursement
being made for expenses related to classes where the minimal grade
was not received).
C. Eligibility for reimbursement for said expenses shall be confined to
either: 1) those courses that in and of themselves consist of
curriculum which is predominately related to the development of
skills reasonably anticipated by the City to enhance the applicants
job performance (by means of a non-inclusive example only, art
classes would not qualify for reimbursement); or 2) where the
employee has declared a major that is job-related as set forth in this
section C, to those classes which must be completed as a condition
precedent to successful completion of the course of study in the
selected major.
D. Eligibility for reimbursement upon completion of coursework shall be
predicated upon the City Manager or his designee, making a written
determination prior to the affected employee's enrollment in the
course(s) for which reimbursement is later sought, that the
coursework is offered by an accredited college or university and that
the above-described job nexus does exist. The determination of the
City Manager or his designee in such regards, shall be final.
Resolution No. 06-209
Page 11 of 14
E. The costs which shall be subject to reimbursement are limited to the
following: 1) tuition, 2) books, 3) supplies, 4) parking, and 5)
laboratory. In addition to all other conditions precedent to
reimbursement set forth in this section, priorto reimbursement being
approved, written receipts shall be provided to the Personnel
Department and shall evidence each expenditure for which
reimbursement is sought.
SECTION 24: 4/10 WORK WEEK
The City will operate on a 4/10 work week, hours 7 am to 6 pm, Monday
through Thursday.
SECTION 25: BI-LINGUAL PAY
Employees who qualify for bi-lingual paywill be provided at$50.00 per month.
SECTION 26: CITY COUNCIL
CalPERS and PARS Supplemental Retirement Plan
The mayor and City council members have the option to join CaIPERS
Retirement and PARS Supplemental Retirement Plan.
SECTION 27: EFFECTIVE DATE
The provisions of this resolution are effective July 1, 2006 and shall continue
for a three-year period, ending June 30, 2009..
CITY EXECUTIVE MANAGEMENT
Jack Lam Lawrence I. Temple
City Manager Administrative Services Director
Approved by action of the City Council on the 21" day of June, 2006.
EXHIBIT A Resolution No. 06-209
Page 12 of 14
SECTION 1: Salary Ranges Effective July 2006
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step, Amount Step Amount
Administrative Services Director 1604 8,496 1644 10,372 1674 12,046
Animal Services Director 1562 6,890 1602 8,412 1632. _ 9,769
Assistant City Manager 1633 9,818 1673 11,986 1763 13,921
Building & Safety Official 1573 7,279 1613 8,886 1643`, 10,320
City Engineer 1594 8,083 1 1634 9,867 1 1664 11,460
Community Services Director 1590 7,923 1630 9,672 1660; 11,234
Deputy City Mana er/Comm.Dev. 1615 8,975 1655 10,957 1685, 12,725
Finance Officer 1577 7,426 1617 9,065 1647 10,528
Library Director 1578 7,463 1618 9,111 1648 10,581
Planning Director 1589 7,884 1629 9,624 1659 11,178
Records Manager/City Manager/CityClerk 1545 6,330 1585 7,728 1615 8,975
Redevelopment Director 1598 8,246 1638 10,066 1668 11,691
Fire Chief A 10,409.48 E 12,652.79
EXHIBIT B
SECTION 1: Salary Ranges Effective January 2007
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step Amount Step Amount
Administrative Services Director 1608 8,667 1648 10,581 1678 12,289
Animal Services Director 1562 6,890 1602 8,412 1632 _ 9,769
Assistant City Manager 1637 10,016 1677_ 12,228 1707 14,201
Building & Safety Official 1577 7,426 1617 9,065 1647 10,528
City Engineer 1596 8,164 1 1636 9,966 1666 11,575
Community Services Director 1595 8,123 1635 9,917 1665. 11,517
Deputy City Mana er/Comm.Dev. 1615 8,975 1655 10,957 1,685 12,725
Finance Officer 1581 7,575 1621 9,248 1651 10,740
Library Director 1579 7,500 1619 9,156 1649 10,634
Planning Director 1.589 7,884 1629 9,624 1659 11,178
Records Manager/City Manager/CityClerk 1551 6,523 1591 7,963 1621 91248
Redevelopment Director 1604 1 8,496 1 1644 10,372 1 1674 12,046
Fire Chief A 110,721.771 1 E 13,032.37
EXHIBIT C Resolution No. 06-209
Page 13 of 14
SECTION 1: Salary Ranges Effective July 2007
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step Amount Step Amount
Administrative Services Director 1608 8,927 1648 10,898 1678 12,657
Animal Services Director 1562 7,097 1602 8,664 1632, 10,062
Assistant City Manager 1637 10,317 1677 12,594 17,07 14,627
Building & Safety Official 1577 7,648 1617 9,337 1647 10,844
City Engineer 1596 8,409 1 1636_ 10,265 1 1666 11,922
Community Services Director 1595 8,367 1 163510,214 1 1665` 11,863
Deputy City Mana er/Comm.Dev. 1615 9,244 1 1655_ 11,286 1685 13,107
Finance Officer 1581 7,803 1621 9,525 1651 11,063
Library Director 1579 7,725 1619 9,431 1649 10,953
Planning Director 1589 8,120 1629 9,913 `1659 11,513
Records Manager/City Manager/CityClerk 1551 6,718 1591" 8,202 1621 9,525
Redevelopment Director 1604 8,751 1644 10,683 1674 1 12,407
Fire Chief A 11,043.42 E 113,423.341
EXHIBIT D
SECTION 1: Salary Ranges Effective January 2008
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step Amount Step Amount
Administrative Services Director 1608 8,927 1648 10,898 1678 12,657
Animal Services Director 1562 7,097 1602 8,664 1632 10,062
Assistant City Manager 1637 10,317 1677 12,594 1707 14,627
Building & Safety Official 1577 7,648 1617 9,337 1647 _ 10,844
City En ineer 1596 8,409 1 1636 10,265 1666, 11,922
Community Services Director 1595 8,367 1635 10,214 1665 11,863
Deputy City Mana er/Comm.Dev. 1615 9,244 1655 11,286 1685 13,107
Finance Officer 1581 . 7,803 1621 9,525 1651 11,063
Library Director 1579 7,725 1619 9,431 1649 10,953
Planning Director 1589 8,120 1629 9,913 1659 11,513
Records Manaqer/City Clerk 1555 6,854 1595 8,367 1625. 9,717
Redevelo ment Director 1608 8,927 1648 10,898 1 1678 1 12,657
Fire Chief A 11,264.29 1 E 13,691.81
EXHIBIT E Resolution No. 06-209
Page 14 of 14
SECTION 1: Salary Ranges Effective July 2008
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step Amount Step Amount
Administrative Services Director 1608 9,195 1648 11,225 1678 13,037
Animal Services Director 1562 7,310 1602 8,924 1632 10,364
Assistant City Manager 1637 10,626 1677 12,972 1707 15,066
Buildina & Safetv Official 1577 7,878 1617 9,617 1647 11,169
City Engineer 1596 8,661 1 1636 10,573 1666 12,280
Community Services Director 1595 8,618 1635 10,521 1665 12,219
Deputy City Mana er/Comm.Dev. 1615 9,522 1655. _ 11,624 9665_ 13,500
Finance Officer 1581 8,037 1621 9,811 1651 11,395
Library Director 1579 7,957 1619 9,714 1649 11,281
Planning Director 1589 8,364 1629 10,210 1659 11,858
Records Manager/City Manager/CityClerk 1555 7,059 1595 8,618 1625 1 10,009
Redevelopment Director 1608 9,195 1648 11,225 1678 1 13,037
Fire Chief A 11,602.22 E 114,102.57
EXHIBIT F
SECTION 1: Salary Ranges Effective January 2009
ASSIGNMENTS OF EXECUTIVE CLASSIFICATIONS TO PAY RANGES
Minimum Control Point Maximum
Class Title Step Amount Step _ Amount Step Amount
Administrative Services Director 1608 9,195 1648 11,225 1678 13,037
Animal Services Director 1562 7,310 1602 8,924 1632 10,364
Assistant City Manager 1637 10,626 1677 12,972 1707 15,066
Building & Safety Official 1577 7,878 1617 9,617 1647 11,169
City Engineer 1596 8,661 1636 10,573 1666 12,280
Community Services Director 1595 8,618 1635 10,521 1 1665 12,219
Deputy City Mana er/Comm.Dev. 1615 9,522 1655 11,624 1685 13,500
Finance Officer 1581 8,037 1621 9,811 1651 11,395
Library Director 1579 7,957 1619 9,714 1649. 11,281
Planning Director 1589 8,364 1629 10,210 1659 11,858
Records Manager/City Manager/CityClerk 1557 7,130 1597 8,704 1627 1 10,109
Redevelopment Director 1612 9,380 1652 11,452 1682 1 13,300
Fire Chief A 12,530.39 E 115,230.771