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Home My WebLink AboutItem 5e. 2022 Successor Resolution for Unrepresented Management and Confidential Employee Groups Item 5e Department: Human Resources Cost Center: 2007 For Agenda of: 4/19/2022 Placement: Consent Estimated Time: N/A FROM: Nickole Domini, Human Resources Director Prepared By: Brittani Roltgen, Interim Human Resources Manager SUBJECT: 2022 SUCCESSOR RESOLUTION FOR UNREPRESENTED MANAGEMENT AND CONFIDENTIAL EMPLOYEE GROUPS RECOMMENDATION 1. Adopt a Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, amending Management Compensation for Appointed Officials, Department Heads, and Management Employees and superseding previous Resolutions in conflict”; and 2. Adopt a Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, regarding compensation for the Unrepresented Confidential Employees and superseding previous Resolutions in conflict”; and 3. Adopt a revised Recruitment, Referral, and Retention Incentive Program; and 4. Adopt a Regular and Supplemental Employee Salary Schedule Effective April 14, 2022, as required by the California Public Employees Retirement System. REPORT-IN-BRIEF Three of the six employee groups’ resolutions outlining compensation and benefits are set to expire on June 30, 2022. The purpose of this report is to provide an overview of the conversations that have taken place with the Unrepresented Management and Confidential employee groups for successor resolutions. Three-year resolutions are recommended for the unrepresented groups which will provide adjustments to compensation to increase competitiveness in the market and to address recruitment and retention challenges. The increases proposed to compensation and benefits are incorporated into the City’s long-term financial forecast and are consistent with the City Council-adopted Compensation Philosophy. Negotiations are in progress with San Luis Obispo City Employees’ Association (SLOCEA), the third employee group whose agreement is set to expire in June 2022. Upon reaching a tentative agreement with SLOCEA, staff will return to Council with a recommended successor agreemen t. Additionally, the report recommends revisions to the City’s Recruitment, Referral, and Retention Incentive Program to address existing recruitment and retention challenges. Page 55 of 1192 Item 5e DISCUSSION Background The Unrepresented Management and Confidential Resolutions are set to expire on June 30, 2022. At the expiration of a Resolution, the terms and conditions remain status quo pending adoption of a successor Resolution. Below is an overview of the two employee groups: 1. Unrepresented Management Employees. The City’s management group includes 103 employees: two appointed officials (the City Manager and the City Attorney), ten department heads (including the Assistant City Manager), and 91 other management employees. These are professional-level employees, exempt from the overtime provisions of the Federal Labor Standards Act (FLSA) and include first-line supervisors, program managers, senior planners and engineers, analysts, and other professionals. 2. Unrepresented Confidential Employees. The City’s confidential group includes eight employees in City Administration, Finance, Human Resources, and the City Attorney’s Office. These employees are designated as unrepresented in accordance with the Government Code 3507.5 and Employer-Employee Resolution 6620 because they are privy to information that affects employee relations and labor negotiations and therefore being represented could pose a conflict of interest. Management and confidential employees are unrepresented, which means there are no formal negotiations as there are for represented employee groups. Management and confidential employees’ compensation and benefits are set by resolution and adopted by Council. The unrepresented groups met in mid-March to form a recommendation consistent with the City’s fiscal forecast and City Council-adopted Compensation Philosophy. The Compensation Philosophy states the importance of considering: 1) labor market comparability factors, 2) recruitment and retention challenges, 3) the history of salary increases by bargaining unit, 4) financial sustainability, and 5) economic indicators. Page 56 of 1192 Item 5e Labor Market Comparability Factors As part of the Compensation Philosophy, the City periodically evaluates the fairness and competitiveness of its compensation structure. Staff presented the 2021 Benchmark Compensation Study Report (“2021 Report”) to Council on February 1, 2022. The report focused on the three employee groups, SLOCEA, Unrepresented Management, and Unrepresented Confidential, whose resolutions and agreements are expiring in June 2022. The 2021 Report found that, on average, SLOCEA, Unrepresented Management, and Confidential classifications were 7.4% under the median of comparison agencies when considering total compensation. As a general industry standard, classifications that survey within five (5%) percent of the market median are considered competitive. The results showed that just six (6) of the twenty-two (22) classifications surveyed, were considered competitive, with only one (1) classification being paid slightly above the median. Recruitment and Retention Challenges The City is committed to paying fair and competitive salaries to continue attracting and retaining talented, qualified, and experienced team members that provide the high-quality public services our community needs and expects as provided by policy, historic norms, values, etc. The City is facing recruitment challenges that are impacting every department, in part due to the current compensation structure as noted during exit interviews and the overall malaise of the labor market. The City is experiencing qualified candidates dropping out during the process or not showing up to interviews. Some have declined job offers because other agencies’ compensation packages are more attractive. In some cases, highly qualified candidates choose not to apply because of the City’s compensation structure compared to other agencies in similar communities. The City recognizes that salaries are not the only factor to consider when attracting and retaining talented, qualified, and experienced employees. Tota l compensation, nontraditional benefits, flexibility, and diversity, equity, and inclusion are all important considerations. But the City’s Compensation Philosophy states that to attract and retain talented, qualified, and experienced employees, the City will pay fair, competitive salaries that allow the City to provide the high-quality public services our community needs and expects. Additionally, the Public Employees’ Pension Reform Act (PEPRA) that took effect in January 2013 is putting additional pressure on employer salaries to attract and retain employees in the PEPRA retirement tier. History of Salary Increases by Bargaining Unit Since 2010, Unrepresented Confidential employees have received an effective salary increase of seven (7%) percent, while Unrepresented Management employees have received an effective increase of one (1%) percent. These effective salary adjustments are due to a combination of cost-of-living adjustments (COLAs) and equity adjustments, with an offset of a greater employee contribution towards CalPERS retirement. Page 57 of 1192 Item 5e Table 1: Net Increases for all Employee Groups from January 2010 to July 2022 Employee Group Current Term of Contract/ Resolutions Total COLA Total Equity Total PERS Pick Up Net Salary Increase1 Future Negotiated Increases SLOCEA 1/1/19 - 6/30/22 17% 2.6% to 12% (8%) 9% -- Management2 7/1/21 - 6/30/22 12% 5% to 15.7% (11%) 1% -- Confidential 7/1/21 - 6/30/22 18% 0% (11%) 7% -- Police Officers’ Association 7/1/21 - 6/30/24 12% 8% (6%) 14% 5%3 Police Management 7/1/19 - 6/30/23 17% 3.5% to 5% (3%) 13.5% -- Fire 1/1/21 - 12/31/23 19% 11% (12%) 17.5% 4%4 The Police Officers’ Association (POA) and Fire bargaining units are in the middle of multi- year agreements that include both equity adjustments to address market competitiveness and COLAs to keep pace with inflation rates. At present, Unrepresented Management, Unrepresented Confidential, Fire, and Police Management groups are paying an additional 3% of the CalPERS employer cost. POA is currently paying an additional 3-6% of the CalPERS employer cost. Financial Sustainability Council’s adopted Labor Relations Objectives (Attachment H) and the Compensation Philosophy both speak to the City’s adopted policies of paying competitively to attract and retain well qualified employees while ensuring that ongoing increases in employee compensation can be supported by projected and sustainable levels of ongoing revenue. As evidenced in Table 1, above, this approach has necessitated periodic equity adjustments and has resulted in annual salary increases averaging less than an assumed two (2%) percent inflation rate. 1 Net Salary Increase is defined by across-the-board salary increases less the PERS retirement contribution. 2 Equity adjustments were provided to some classifications in Unrepresented Management and SLOCEA that were considered under market as a result of the 2014-2015 Benchmark Compensation Study. Due to the wide range and because not all classifications received adjustments, the equity increase was not included in the Net Salary Increase column for these two groups. 3 POA employees will receive a 5% salary increase in July 2023 which is a combination of COLAs and equity adjustments. 4 Fire employees will receive a 4% increase in July 2023 which is a combination of a COLAs and equity adjustments for sworn employees. Page 58 of 1192 Item 5e Over this time, the COLAs that Unrepresented Confidential and Unrepresented Management groups have been granted or negotiated have not kept pace with the assumed inflation rate. The Unrepresented Management group was granted the lowest percent increase over this time as a result of the group setting an example in times of financial hardship via downward compensation adjustments or CalPERS retirement cost- sharing. Lastly, the Unrepresented Management and Confidential employees are participating in retirement cost-sharing or paying a portion of the employer’s retirement contribution. SLOCEA is the only bargaining unit at the City that did not agree to retirement cost-sharing during the last two rounds of negotiations to achieve Council adopted Labor Relations Objective5 around retirement cost containment and share responsibility. Economic Indicators The Consumer Price Index (CPI) for San Francisco-Oakland-Hayward has averaged an increase of three (3%) percent per year over the past five years. However, CPI averaged 4.2% in 2021 largely due to the reopening of the economy, pent up demand, bouts of pandemic resurgence and extraordinary levels of financial liquidity which led to greater consumer demand and supply chain constraints, driving overall inflation to 7% in December 2021. Whether inflation is brought down to the Federal Reserve target of 2% is unknown and the latest forecasts are that it may take multiple years to smooth out economic factors that have contributed to high inflation. Russia ’s attack on Ukraine certainly contributed to market volatility and uncertainty. Summary of Key Changes in the Successor Resolutions for Unrepresented Management and Confidential Employee Groups: 1. Term of Resolution: April 19, 2022 to June 30, 2025 2. Cost of Living Adjustments (COLAs): COLAs are being provided to all classifications in an effort to keep pace with inflation rates. a. 1.5% COLA the first full pay period of July 2022 b. 3% COLA the first full pay period of July 2023 c. 3% COLA the first full pay period of July 2024 5 Labor Relations Objective #2: “Continue to make progress in the area of long-term systemic pension cost containment and reduction, including reversing the unfunded pension liability trend and other actions consistent with State law.” Page 59 of 1192 Item 5e 3. Market Equity Adjustments: Effective April 14, 2022, provide market equity adjustments for unrepresented confidential, management, department heads, and appointed officials classifications, as outlined in Exhibit “B” of Attachments A and C to help address market competitiveness based on the 2021 Benchmark Compensation Study Report. The market equity adjustments, which vary by classification, will bring classifications in the unrepresented groups to an average of the market median. 4. Health Insurance Cost-Sharing: The City will continue the current formula for health insurance for 2023, 2024, and 2025 calendar years whereby the City’s contribution will be calculated using a cost-sharing arrangement that increases the City’s contribution by 50% of the average percent increase in CalPERS medical premium increases. For example, if the average increase in CalPERS medical premiums increases eight (8%) percent, the City contribution would increase four (4%) percent, while employees absorb the remainder of the increased cost. This balanced cost-sharing model meets the Council’s Labor Relations Objectives. 5. Additional Tier of Administrative Leave for Identified Management Classifications: Provide management classifications who are expected to regularly attend off-schedule meetings in addition to their scheduled workweek an additional sixteen (16) hours of administrative leave per year. 6. Bilingual Pay: Provide Unrepresented Management and Confidential employee groups a bilingual pay incentive equivalent to SLOCEA and Fire employee groups. The City is in contract negotiations with SLOCEA, whose contract is set to expire on June 30, 2022, and most SLOCEA employees are supervised by employees in the Unrepresented Management group. The City strives to maintain a reasonable difference in compensation between the top end of the salary range for management classifications and the top step of the classifications supervised. The difference is targeted at 10% but may be as low as 5%. The proposed equity adjustments recommended to management classifications take into consideration the optimal differentials, so it is unlikely this will need to be addressed. However, if SLOCEA negotiates wage increases that provide less than a 5% differential, staff agrees to re-open on this topic. Page 60 of 1192 Item 5e Recruitment, Referral, and Retention Incentive Program Updates The City’s Relocation and Hiring Incentive Program was last updated in 2019. Given the significant recruitment and retention challenges impacting all depa rtments as described in further detail above, the City Manager authorized an Emergency Recruitment and Hiring Incentive Program, with a sunset date of June 30, 2022. The revised Program has been enhanced to establish guidelines and procedures for the eligibility, approval, and processing of relocation, retention, and referral incentives for employees. Additions include providing one-time lump sum payments for positions deemed hard to fill by the Director of Human Resources and to provide a year-for-year accelerated vacation accrual for completed public sector years of service. Related to recruitment and retention challenges, staff plans to further assess housing assistance for department head classifications and will return to Council in open session at a fu ture meeting to request approval to amend the Management Resolution. Policy Context Recommendations to unrepresented groups compensation are supported by the Compensation Philosophy that acknowledges the need for well-qualified employees who exemplify the organizational values to provide the services and programs the community requires. Public Engagement The 2021 Benchmark Compensation Study was presented to City Council on February 1, 2022. The Study is posted on the City’s website, and the public had an opportunity to engage with the results of the Study at the February 1, 2022, meeting. Public comment on this item can be provided through written correspondence prior to the meeting and through public testimony at the meeting. Environmental Review The California Environmental Quality Act does not apply to the recommended action in this report, because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378. Page 61 of 1192 Item 5e Fiscal Impact Budgeted: No Budget Year: 2022-25 Funding Identified: Yes Unrepresented Management and Confidential Successor Resolutions Funding Sources 2022-23 Ongoing Cost 2023-2024 Ongoing Cost 2024-25 Ongoing Cost Confidential General Fund $64,880 $90,324 $108,454 Management General Fund $1,345,533 $1,504,352 $1,648,540 Tourism Fund $11,402 $15,716 $18,825 Water Fund $129,622 $172,585 $188,695 Sewer Fund $102,654 $135,428 $146,406 Parking Fund $32,075 $38,878 $42,590 Transit Fund $7,219 $12,237 $15,972 Whale Rock $32,348 $42,176 $47,207 Total $1,725,734 $2,011,695 $2,216,689 Recruitment, Referral, and Retention Incentive Program The funding for this program will come from existing salary savings due to vacancies. In the event a department does not have available salary savings, the City Manager has authority to move other funding as needed to support this program. ALTERNATIVES 1. Do not approve recommended changes to the resolutions. Instead, direct staff to have further conversations with unrepresented staff. This alternative is not recommended as the resolutions are consistent with previous Council direction and are within projected fiscal forecasts. 2. Do not approve the revised Recruitment, Referral, and Retention Incentive Program. Staff does not recommend this alternative as the City is facing unprecedented recruitment and retention challenges for c ritical positions across the organization. Page 62 of 1192 Item 5e ATTACHMENTS A - Draft Resolution amending Management Compensation, Appointed Officials, Department Heads, and Management Employees B - Unrepresented Management Resolution Exhibit A & B – Legislative Draft C - Draft Resolution amending compensation for Confidential Employees D - Unrepresented Confidential Resolution Exhibit A & B – Legislative Draft E - Revised Recruitment, Hiring, Retention, and Referral Incentive Program F - Regular and Contract Employee Salary Schedule Effective April 14, 2022 G - Supplemental Employee Salary Schedule Effective April 14, 2022 H - 2018 Council Adopted Labor Relations Objectives Page 63 of 1192 Page 64 of 1192 R ______ RESOLUTION NO. _______ (2022 SERIES) A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN LUIS OBISPO, CALIFORNIA, AMENDING MANAGEMENT COMPENSATION FOR APPOINTED OFFICIALS, DEPARTMENT HEADS, AND MANAGEMENT EMPLOYEES AND SUPERSEDING PREVIOUS RESOLUTIONS IN CONFLICT WHEREAS, the unrepresented management employees (Appointed Officials, Department Heads, and Management Employees) of the City of San Luis Obispo have remained committed to providing high quality service to the community; and WHEREAS, to achieve our service standards, the City must attract and retain highly qualified employees who exemplify our organizational values; and WHEREAS, fostering an environment attractive to such employees depends upon many factors, including a competitive compensation program; and WHEREAS, the City of San Luis Obispo has experienced challenges recruiting and retaining employees in the unrepresented management group; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy while also considering the long-term fiscal sustainability of changes in compensation. NOW, THEREFORE, BE IT RESOLVED, that the Council of the City of San Luis Obispo hereby revises unrepresented management compensation as follows: SECTION 1. The City agrees to increase the salaries of unrepresented management employees with a cost-of-living adjustment (COLA) effective on the following dates: 1.5% COLA the first full pay period of July 2022, a 3% COLA the first full pay period of July 2023, and a 3% COLA effective the first full pay period of July 2024 . SECTION 2. The City shall continue to provide employees certain fringe benefits as set forth in Exhibit “A”, fully incorporated by reference. SECTION 3. The City agrees to implementation of the market equity adjustments for specified classifications as set forth in Exhibit “B” effective the first full pay period of April 2022, fully incorporated by reference. SECTION 4. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes. Page 65 of 1192 Resolution No. _____ (2022 Series) Page 2 R ______ SECTION 5. This resolution shall be in effect from April 19, 2022 through June 30, 2025. SECTION 6. Amendments to compensation for unrepresented management employees do not constitute a “Project” under CEQA Guidelines Sec. 15378. Upon motion of Council Member ___________________________, seconded by Council Member ________________________, and on the following vote: AYES: NOES: ABSENT: The foregoing resolution was adopted this _____ day of __________ 2022. _______________________________ Mayor Erica A. Stewart ATTEST: ____________________________ Teresa Purrington City Clerk APPROVED AS TO FORM: __________________________________ J. Christine Dietrick City Attorney IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ____________________________. _________________________________ Teresa Purrington City Clerk Page 66 of 1192 Unrepresented Management Resolution Exhibit A & B Table of Contents Exhibit A Sections Section A Medical, Dental, Vision .................................................................................. 1 Section B Health Flex Allowance ................................................................................... 2 Section C Life and Disability Insurance .......................................................................... 3 Section D Retirement ..................................................................................................... 4 Section E Supplemental Retirement .............................................................................. 5 Section F Pay for Performance ...................................................................................... 6 Section G Vacation ........................................................................................................ 6 Section H Administrative Leave ..................................................................................... 7 Section I Holidays ......................................................................................................... 8 Section J Sick Leave ..................................................................................................... 9 Section K Workers’ Compensation Leave.................................................................... 10 Section L Work Out-of-Classification ........................................................................... 10 Section M Temporary Assignment ............................................................................... 10 Section N Bilingual Pay ................................................................................................ 11 Section O Vehicle Assignment ..................................................................................... 11 Section P Uniform Allowance ....................................................................................... 11 Section Q Appointed Officials ....................................................................................... 11 Exhibit “B” Equity Adjustments for Unrepresented Management Employee Classifications .............................................................................................................. 12 Page 67 of 1192 EXHIBIT “A” Page 1 Section A Medical, Dental, Vision The City shall establish and maintain medical, dental and vision insurance plans for appointed officials, department heads, management employees and their dependents. The City reserves the right to choose the method of insuring and plans to be offered. PERS Health Benefit Program The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance. In summary, this cost and any increases will be borne by the employees. Health Insurance Benefits for Domestic Partners The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA). Conditional Opt Out In order to receive the conditional, opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (tax family) upon initial enrollment and annually thereafter. Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan. The monthly conditional opt-out incentives are: Opt Out $200 “Legacy” Opt Out $790 (hired before September 1, 2008) The conditional opt-out incentive shall be paid in cash (taxable income) to the employee. The employee must notify the City within 30 days of the loss of other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage. Employees on an unpaid leave of absence, will not be eligible to receive the conditional opt out payment. Page 68 of 1192 EXHIBIT “A” Page 2 Employees receiving the conditional opt-out amount will also be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits. Dental and Vision Insurance/Dependent Coverage Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye premium by payroll deductions on a pre - tax basis through the City’s Cafeteria Plan. Section B Health Flex Allowance Employees electing medical coverage in the City’s plans shall receive a health flex allowance, as defined by the Affordable Care Act (ACA) and shall purchase such coverage through the City’s Cafeteria Plan. If the health flex allowance is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex allowance and the premium cost on a pre -tax basis through the City’s Cafeteria Plan. In order to be eligible for the health flex allowance in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on a protected leave. If the premium cost for medical coverage is less than the health flex allowance, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits under the Cafeteria Plan. The monthly health flex allowance amount for regular, full-time employees is outlined below. Less than full-time employees shall receive a prorated share of the City’s contribution. Level of Coverage 2022 Monthly Rate Employee Only $600 Employee Only “Legacy” $790 Employee Plus One $1,187 Family $1,607 Employees hired prior to September 1, 2008 that elect employee only medical coverage will receive the health flex allowance listed above for employee only “legacy” coverage. As of January 1, 2015, if an employee that is receiving Employee Only or Opt Out “legacy” coverage changes their level of coverage, they will be eligible to return to the “legacy” coverage in a future year. If the premium cost for medical coverage is less than the health flex allowance, the employee shall no longer receive any unused health flex in the form of cash. Page 69 of 1192 EXHIBIT “A” Page 3 Effective for the 2023, 2024, and 2025 premiums, the City’s total health flex allowance for group medical coverage shall be modified by an amount equal to one-half of the average percentage increase for family coverage in the PERS health plans available in San Luis Obispo County. For example: if three plans were available and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% (10% + 20% + -6% ÷ 3 = 8% x 1/2). The employee only “legacy” amount will not adjust. The City agrees to continue its contribution to the health flex allowance for two (2) pay periods in the event that an employee has exhausted all paid time off or leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness. That is, the employee shall receive regular City health flex allowance for the first two (2) pay periods following the pay period in which the employee’s accrued leave balances reach zero (0) or FMLA/CFRA benefits have been exhausted. Section C Life and Disability Insurance The City shall provide the following special insurance benefits: 1. Long-term disability insurance providing 66 2/3% of gross salary (maximum benefit $11,250 per month) to age 65 for any sickness or accident, subject to the exclusions in the long-term disability policy, after a 30-day waiting period. Note: The City is researching the option of enrolling in State Disability Insurance. If approved by a majority vote of management employees, the City will implement the program as soon as administratively possible. 2. In addition to $4,000 term life insurance purchased by the employee, the City provides a $100,000 term life insurance including accidental death and dismemberment through the City’s Cafeteria Plan. Page 70 of 1192 EXHIBIT “A” Page 4 Section D Retirement A. PERS Contracts 1. “Classic Members First Tier” non-sworn and sworn employees hired before December 6, 2012. The City agrees to provide the Public Employees' Retirement System’s (PERS) 2.7% at age 55 plan to all non -sworn employees and the 3% at 50 plan to all sworn employees. The 2.7% at 55 plan includes the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, one-year final compensation, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. The 3% at age 50 plan includes the following amendments: Post-Retirement Survivor Allowance, conversion of unused sick leave credit to additional retirement credit, 1959 Survivor’s Benefit- Level Four, one-year final compensation, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. 2. “Classic Members Second Tier” non-sworn and sworn employees hired on or after December 6, 2012. The City agrees to provide the PERS 2% at 60 plan for non-sworn employees using the highest three-year average as final compensation. The second-tier formula for non-sworn employees will include the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. Employees hired under this plan will pay the full member contribution required under the plan, presently seven percent (7%). For sworn “Classic Members” hired on or after December 6, 2012, the City will provide the PERS 3% at 55 plan for sworn Fire employees and 2% at 50 plan for sworn Police employees using the highest three -year average as final compensation. The second-tier formula for sworn employees will include the following amendments: Post Retirement Survivor Allowance, conversion of unused sick leave to additional retirement credit, the 1959 Survivor’s Benefit – Level Four, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. 3. “New Members Third Tier” non-sworn and sworn employees hired after January 1, 2013. PERS determines who are “New Members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA). The City will provide the PERS 2% at 62 plan for non -sworn employees and 2.7% at 57 plan for sworn employees, using the highest three-year average as final compensation. Page 71 of 1192 EXHIBIT “A” Page 5 B. Member Contributions 1. “Classic Members First and Second Tier” Effective the first pay period in January 2012, employees began paying the full member contribution required under the plan for first and second tier sworn (9%) and non-sworn (8% and 7% respectively) employees and the City discontinued their payment of the member contribution. For purposes of this Section, employee contributions are based on salary and special compensation as defined by PERS. Effective the first full pay period in July 2019, all non -sworn and sworn employees shall contribute 1.5% in addit ion to the employee contribution defined in the paragraph above. Effective the first full pay period in July 2020, all non-sworn and sworn employees’ additional contribution shall increase to 3%, in addition to the employee contribution defined in the para graph above. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516. All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2). 2. “New Members Third Tier” Effective on their date of hire, new members will pay 50% of the normal cost, as determined by PERS. Effective the first full pay period in July 2019, all non -sworn and sworn new members shall contribute 1.5% in addition to the employee paying 50% of the normal cost. Effective the first full pay period in July 2020, all non -sworn and sworn new members contribution shall increase to 3%, in addition to the employee paying 50% of the normal cost. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516. All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2). Section E Supplemental Retirement The City shall contribute 1% of salary for department heads to a defined contribution supplemental retirement plan established in accordance with sec tions 401 (a) and 501 (a) of the Internal Revenue Code of 1986 and California Government Code sections 53215-53224. Page 72 of 1192 EXHIBIT “A” Page 6 Section F Pay for Performance In 1996 the City Council established the Management Pay for Performance System for department heads and management employees. The system is designed to recognize and reward excellent performance by department heads and managers and to provide an incentive for continuous improvement and sustained high performance. Instead of step increases, the department heads and management employees move through their salary range solely according to accomplishment of objectives and job-related behavior. Further information about the Management Pay for Performance System is found in the Management Pay for Performance System Guide. Section G Vacation Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may be taken after the completion of the sixth calendar month of service from the benefit date or earlier with department head or designee authorization. Each employee shall accrue vacation leave at the following rates for completed years of service with the City. Part - time employees will accrue a prorated amount of vacation leave. Management Employees Years of Completed Service Annual Vacation Accrual Days* Annual Vacation Accrual Hours 0 to 4 years 12 days 96 hours 5 to 9 years 15 days 120 hours 10 to 19 years 18 days 144 hours 20+ years 20 days 160 hours Appointed Officials & Department Heads Years of Service Annual Vacation Accrual Days* Annual Vacation Accrual Hours 0 to 9 years 15 days 120 hours 10 to 19 years 18 days 144 hours 20+ years 20 days 160 hours *One day is equivalent to eight (8) hours for a 40 -hour per week line-item position. Effective as soon as administratively possible following Council adoption, employees will be eligible for a year-for-year prospective accelerated vacation accrual based on prior public sector experience. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual will be advanced by ten (10) years. Page 73 of 1192 EXHIBIT “A” Page 7 Vacation leave shall be accrued as earned biweekly provided that not more than twice the annual rate may be carried over to a new calendar year. Management employees vacation time shall not exceed twice the annual rate. If an employee reaches the cap at any time throughout the year, the employee will stop accruing vacation leave. Vacation schedules for management employees shall be based upon the needs of the City and then, insofar as possible, upon the wishes of the employee. Appointed officials, department heads, and management employees are eligible, once annually in December, to request payment for up to 40 hours of unused vacation leave. Payment for unused vacation leave is subject to the availability of budgeted funds. To request payment for unused vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remaining unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year. Section H Administrative Leave Appointed officials and department heads shall earn 80 hours of administrative leave the pay period that January 1st falls into. Deputy Directors and other management positions required to regularly work night meetings shall earn an additional 64 hours of administrative leave the pay period that January 1st falls into. This additional band of administrative leave will be effective the pay period starting on June 23, 2022 and will be prorated for 2022. Management employees shall earn 48 hours of administrative leave the pay period that January 1st falls into. Administrative leave hours shall be pro-rated on a pay period basis when a department head or management employee is appointed or leaves employment during the calendar year. The employee’s final check will be adjusted to reflect the pro-rated hours, however there is no provision to receive cash payment for unused administrative hours. Unused administration leave will not be carried over year to year but can be taken thr ough December 31st of each year. Page 74 of 1192 EXHIBIT “A” Page 8 Appointed officials, department heads, and management employees are considered exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and not eligible for overtime payment. In general, management employees are expected to work the hours necessary to successfully carry out their duties and frequently must return to work or attend meetings and events outside their normal working hours. However, in the event a state of emergency is called for the City of San Luis Obispo by the City Council, County of San Luis Obispo, State of California, or Federal Government, employees can be paid at the rate of time and one-half for the hours worked in excess of forty (40) hours per week on activities related to disaster management and recovery that are reimbursable by state or federal funding. Approved employees can be similarly compensated when rendering aid to other agencies in an emergency declaration situation where overtime is reimbursable by the requesting agency upon approval by their Department Head or designee. Section I Holidays Appointed officials, department heads, and management employees shall receive eleven (11) fixed plus two (2) floating holidays per year. The following days of each year are designated as paid holidays:  January 1 – New Year’s Day  Third Monday in January – Martin Luther King Jr. Birthday  Third Monday in February – Presidents’ Day  Last Monday in May – Memorial Day  July 4 – Independence Day  First Monday in September – Labor Day  November 11 – Veteran’s Day  Fourth Thursday in November – Thanksgiving Day  Friday after Thanksgiving  December 25 – Christmas  One half day before Christmas  One half day before New Year’s Day When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. A holiday shall be defined as eight (8) hours of paid time off for regular full-time employees. When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, the City reserves the right to close non-essential City services and offices on Monday or Friday (the day adjacent to the observed holiday). Essential City services are determined at the discretion of the department head. Employees scheduled to work in non-essential functions on the days adjacent to the paid holidays would be required to use appropriate personal leave. The City would notify employees of closure of non -essential City services and offices no later than October 31st of the same year in order to provide employees with ample time to plan accordingly. Page 75 of 1192 EXHIBIT “A” Page 9 The two floating holidays (16 hours) will be provided in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year to year but can be taken through December 31st of each year. If an employee terminates for any reason, the employee’s final check will be adjusted to reflect the prorated hours calculated on a pay period basis; however, there is no provision to receive cash payment for unused floating holiday hours. Section J Sick Leave Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee shall accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent per year of continuous service since the benefit date. An employee may take up to 48 hours per calendar year of sick leave if required to be away from the job to personally care for a member of their immediate family as defined in Section 2.36.420, Labor Code 233 and/or Assembly Bill 1522. This may be extended to 56 hours if a household family member is hospitalized, and the employee submits written verification of such hospitalization. In conjunction with existing leave benefits, appointed officials, department heads, and management employees with one year of City service who have worked at least 1,250 hours in the previous year may be eligible for up to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for Family/Medical Leave, employees must use all available sick, vacation, compensatory time off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the City’s Family and Medical Leave Policy. Sick leave may be used to be absent from duty due to the death of a member of the employee’s immediate family as defined in Section 2.36.420, provided such leave shall not exceed forty working hours for each incident. The employee may be required to submit proof of relative’s death before being granted sick leave pay. False information concerning the death or relationship shall be cause for discharge. Upon retirement the employee may choose: 1) a payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule, 2) to convert a portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations, or, 3) a combination of these two options. (A) Death – 25% (B) Retirement and actual commencement of PERS benefits: (1) After ten years of continuous employment – 10% (2) After twenty years of continuous employment – 15% Page 76 of 1192 EXHIBIT “A” Page 10 Section K Workers’ Compensation Leave An employee who is absent from duty because of on -the-job injury in accordance with State workers’ compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by workers’ compensation law during the first ninety (90) business days of such temporary disability absence. Eligibility for workers’ compensation leave requires an accepted workers’ compensation claim. If an employee is eligible for Total Temporary Disability benefits after exhausting 4850 or salary continuation as defined in the paragraph above, the employee will receive such payment directly from the City’s workers’ compensation administrator and will only be able to supplement one-third pay with accrued sick leave. Section L Work Out-of-Classification An out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position of another classification. An employee assigned in writing by management to work out-of-class in a position that is assigned a higher pay range which is vacant pending an examination or is vacant due to an extended sick or disability leave, shall receive no less than five percent (5%), but in no case more than the top salary of the highe r range, in addition to their regular base rate commencing on the eleventh consecutive workday of the out -of-class assignment. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absen ce longer than two (2) consecutive weeks, unless approved otherwise. Section M Temporary Assignment An appointing authority or designee may temporarily assign an employee to a different position for a specific period not to exceed ninety (90) days, after which the employee returns to their regular duties and position from which they were regularly assigned. The temporary assignment may be extended past ninety (90) days if agreed to by the employee in writing. Such action shall have the prior approval of the Human Resources Director or designee. An appointing authority may assign an employee to a different position for a period not to exceed ninety (90) days, provided the employee has received twenty-four (24) hours written notice which includes reasons for the assignment. Employees who are subject to temporary assignment shall be compensated in accordance with Section L. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise. Page 77 of 1192 EXHIBIT “A” Page 11 Section N Bilingual Pay Employees certified as bilingual in Spanish through a testing process and certified as being required to regularly use their Spanish speaking skills shall receive a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this incentive the first full pay period following qualification. Additional languages may be approved by the City based upon demonstrated need. Regardless of certification and payment, all employees shall use any language skills they possess to the best of their ability. Section O Vehicle Assignment The Fire Chief and Police Chief will be provided a City vehicle for emergency response during off-duty time. All other department heads shall receive a car allowance of $236 per month, paid semi-monthly. The use of a personal automobile for City business will be eligible for mileage reimbursement in accordance with standard City policy. Section P Uniform Allowance Employees required to wear a uniform, including the Fire Chief, Deputy Fire Chief, Fire Marshal and Police Chief, shall receive the same uniform allowance as those they directly supervise. For “Classic Members” as defined by PERS, uniform allowance shall be reported to PERS as special compensation. Uniform allowance will not be pro-rated upon separation from employment. Section Q Appointed Officials The benefits outlined in this exhibit for department heads apply to appointed officials, except where they have been modified by council resolution. Page 78 of 1192 EXHIBIT “B” Page 12 Exhibit “B” Equity Adjustments for Unrepresented Management Employee Classifications Job Title Barg. Unit1 Current Grade Future Grade Current Biweekly Max Proposed Biweekly Max Actual % Increase Accountant MME 305 300 $ 3,302 $ 3,712 12.4% Accounting Manager MME 347 340 $ 4,972 $ 5,485 10.3% Active Transportation Manager MME 325 318 $ 4,013 $ 4,424 10.2% Administrative Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Assistant City Attorney I MME 353 346 $ 5,290 $ 5,815 9.9% Assistant City Attorney II MME 253 360 $ 6,083 $ 6,691 10.0% Assistant City Manager DPH 282 225 $ 8,084 $ 9,135 13.0% Assistant to The City Manager MME 335 328 $ 4,424 $ 4,877 10.2% Building Permit Services Supervisor MME 320 313 $ 3,821 $ 4,213 10.3% Business Manager MME 330 323 $ 4,213 $ 4,645 10.3% Business Services and Administrative Manager MME 347 340 $ 4,972 $ 5,485 10.3% Capital Improvement Plan Process Improvement Manager MME-C 244 353 $ 5,660 $ 6,226 10.0% City Attorney APO 210 200 $ 8,941 $ 10,103 13.0% City Biologist MME 325 318 $ 4,013 $ 4,424 10.2% City Clerk MME 340 333 $ 4,645 $ 5,121 10.2% City Manager APO 220 206 $ 9,450 $ 10,679 13.0% Code Enforcement Supervisor MME 320 313 $ 3,821 $ 4,213 10.3% Construction Engineering Manager MME 340 333 $ 4,645 $ 5,121 10.2% Data Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Deputy Building Official MME 347 340 $ 4,972 $ 5,485 10.3% Deputy City Manager DPH 267 210 $ 7,028 $ 7,942 13.0% Deputy Director of Community Development/City Planner MME 244 353 $ 5,660 $ 6,226 10.0% 1 MME: Management, MME-C: Management Contract, DPH: Department Heads, APO: Appointed Officials Page 79 of 1192 EXHIBIT “B” Page 13 Job Title Barg. Unit1 Current Grade Future Grade Current Biweekly Max Proposed Biweekly Max Actual % Increase Deputy Director of Public Works/City Engineer MME 249 358 $ 5,944 $ 6,538 10.0% Deputy Director of Public Works/Maintenance Operations MME 244 353 $ 5,660 $ 6,226 10.0% Deputy Director of Utilities - Engineering And Planning MME 244 353 $ 5,660 $ 6,226 10.0% Deputy Director of Utilities - Wastewater MME 244 353 $ 5,660 $ 6,226 10.0% Deputy Director of Utilities - Water MME 244 353 $ 5,660 $ 6,226 10.0% Deputy Fire Chief MME 257 369 $ 6,405 $ 7,302 14.0% Director of Community Development DPH 267 210 $ 7,028 $ 7,942 13.0% Director of Finance DPH 267 210 $ 7,028 $ 7,942 13.0% Director of Human Resources DPH 267 210 $ 7,028 $ 7,942 13.0% Director of Parks And Recreation DPH 267 210 $ 7,028 $ 7,942 13.0% Director of Public Works DPH 267 210 $ 7,028 $ 7,942 13.0% Director of Utilities DPH 267 210 $ 7,028 $ 7,942 13.0% Diversity Equity and Inclusion Manager MME 347 340 $ 4,972 $ 5,485 10.3% Economic Development Manager MME 340 333 $ 4,645 $ 5,121 10.2% Environmental Programs Manager MME 325 323 $ 4,013 $ 4,645 15.7% Facilities Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% Financial Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Fire Chief DPH 272 216 $ 7,361 $ 8,392 14.0% Fire Marshal Chief Building Official MME 353 346 $ 5,290 $ 5,815 9.9% Fleet Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% Homelessness Response Manager MME-C 325 318 $ 4,013 $ 4,424 10.2% Housing Policy and Programs Manager MME 330 323 $ 4,213 $ 4,645 10.3% Human Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Human Resources Manager MME 347 340 $ 4,972 $ 5,485 10.3% Information Services Supervisor MME 325 326 $ 4,013 $ 4,784 19.2% Information Technology Manager MME 353 354 $ 5,290 $ 6,287 18.8% Page 80 of 1192 EXHIBIT “B” Page 14 Job Title Barg. Unit1 Current Grade Future Grade Current Biweekly Max Proposed Biweekly Max Actual % Increase Laboratory Manager MME 330 323 $ 4,213 $ 4,645 10.3% Legal Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Neighborhood Outreach Manager MME 320 313 $ 3,821 $ 4,213 10.3% Network Services Supervisor MME 330 331 $ 4,213 $ 5,024 19.2% Parking Program Manager MME 330 323 $ 4,213 $ 4,645 10.3% Parking Services Supervisor MME 305 300 $ 3,302 $ 3,712 12.4% Parks Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% Police Chief DPH 279 230 $ 8,393 $ 9,568 14.0% Principal Budget Analyst MME 330 323 $ 4,213 $ 4,645 10.3% Public Communications Manager MME 325 318 $ 4,013 $ 4,424 10.2% Recreation Manager MME 320 313 $ 3,821 $ 4,213 10.3% Recreation Supervisor MME 305 300 $ 3,302 $ 3,712 12.4% Safety and Technical Training Engineer MME 320 313 $ 3,821 $ 4,213 10.3% Senior Accountant MME 315 310 $ 3,639 $ 4,093 12.5% Senior Administrative Analyst MME 315 310 $ 3,639 $ 4,093 12.5% Senior Civil Engineer MME 330 323 $ 4,213 $ 4,645 10.3% Senior Financial Analyst MME 315 310 $ 3,639 $ 4,093 12.5% Senior Human Resources Analyst MME 315 310 $ 3,639 $ 4,093 12.5% Senior Legal Analyst MME 315 310 $ 3,639 $ 4,093 12.5% Senior Planner MME 330 323 $ 4,213 $ 4,645 10.3% Special Projects Manager MME-C 325 318 $ 4,013 $ 4,424 10.2% Streets Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% Supervising Building Inspector MME 320 313 $ 3,821 $ 4,213 10.3% Supervising Civil Engineer MME 340 333 $ 4,645 $ 5,121 10.2% Supervising Parking Enforcement Officer MME 305 300 $ 3,302 $ 3,712 12.4% Sustainability and Natural Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4% Page 81 of 1192 EXHIBIT “B” Page 15 Job Title Barg. Unit1 Current Grade Future Grade Current Biweekly Max Proposed Biweekly Max Actual % Increase Sustainability and Natural Resources Official MME 347 340 $ 4,972 $ 5,485 10.3% Sustainability Manager MME 325 318 $ 4,013 $ 4,424 10.2% Technology Project Manager MME 325 326 $ 4,013 $ 4,784 19.2% Tourism Manager MME 320 313 $ 3,821 $ 4,213 10.3% Transit Manager MME 330 323 $ 4,213 $ 4,645 10.3% Transportation Manager MME 340 333 $ 4,645 $ 5,121 10.2% Urban Forest Supervisor/City Arborist MME 315 300 $ 3,639 $ 3,712 2.0% Utilities Engineer MME 330 323 $ 4,213 $ 4,645 10.3% Utilities Special Projects Manager MME 330 323 $ 4,213 $ 4,645 10.3% Wastewater Collection System Supervisor MME 325 323 $ 4,013 $ 4,645 15.7% Water Distribution Supervisor MME 325 323 $ 4,013 $ 4,645 15.7% Water Resource Program Manager MME 325 323 $ 4,013 $ 4,645 15.7% Water Resource Recovery Facility Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8% Water Treatment Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8% Whale Rock Reservoir Supervisor MME 325 323 $ 4,013 $ 4,645 15.7% Page 82 of 1192 R ______ RESOLUTION NO. _______ (2022 SERIES) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS OBISPO, CALIFORNIA, REGARDING COMPENSATION FOR THE UNREPRESENTED CONFIDENTIAL EMPLOYEES AND SUPERSEDING PREVIOUS RESOLUTIONS IN CONFLICT WHEREAS, the City has designated classifications in City Administration, Finance, Human Resources, and the City Attorney’s Office as confidential employees pursuant to the Government Code 3507.5 and Employer-Employee Resolution 6620; and WHEREAS, confidential employees are precluded from collective bargaining due to their proximity to labor negotiations, and therefore are not governed by a collective bargaining agreement; and WHEREAS, the unrepresented confidential employees have remained committed to providing high quality service to the community; and WHEREAS, to achieve our service standards, the City must attract and retain highly qualified employees who exemplify our organizational values; and WHEREAS, fostering an environment attractive to such employees depends upon many factors, including a competitive compensation program; and WHEREAS, the City of San Luis Obispo has experienced challenges recruiting and retaining employees in the unrepresented confidential group; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy while also considering the long-term fiscal sustainability of changes in compensation. NOW, THEREFORE, BE IT RESOLVED, that the Council of the City of San Luis Obispo hereby revises unrepresented confidential compensation as follows: SECTION 1. The City agrees to increase the salaries of unrepresen ted confidential employees with a cost-of-living adjustment (COLA) effective on the following dates: 1.5% COLA the first full pay period of July 2022, a 3% COLA the first full pay period of July 2023, and a 3% COLA effective the first full pay period of J uly 2024. SECTION 2. The City shall continue to provide employees certain fringe benefits as set forth in Exhibit “A”, fully incorporated by reference. Page 83 of 1192 Resolution No. _____ (2022 Series) Page 2 R ______ SECTION 3. The City agrees to implementation of the market equity adjustments for specified classifications as set forth in Exhibit “B”, effective the first full pay period of April 2022, fully incorporated by reference. SECTION 4. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes. SECTION 5. This resolution shall be in effect from April 19, 2022 through June 30, 2025. SECTION 6. Amendments to compensation for unrepresented confidential employees do not constitute a “Project” under CEQA Guidelines Sec. 15378. Upon motion of Council Member ___________________________, seconded by Council Member ________________________, and on the following vote: AYES: NOES: ABSENT: The foregoing resolution was adopted this _____ day of __________ 2022. ______________________________ Mayor Erica A. Stewart ATTEST: ___________________________ Teresa Purrington City Clerk APPROVED AS TO FORM: ___________________________ J. Christine Dietrick City Attorney IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ____________________________. ______________________________ Teresa Purrington City Clerk Page 84 of 1192 Unrepresented Confidentials Resolution Exhibit A & B Table of Contents Exhibit A Sections Section A Medical, Dental, Vision .............................................................................. 1 Section B Health Flex Allowance ............................................................................... 2 Section C Life and Disability Insurance ...................................................................... 3 Section D Retirement ................................................................................................. 3 Section E Vacation ..................................................................................................... 5 Section F Administrative Leave.................................................................................. 6 Section G Holidays ..................................................................................................... 6 Section H Sick Leave ................................................................................................. 7 Section I Workers’ Compensation Leave .................................................................. 8 Section J Overtime .................................................................................................... 8 Section K Work Out-of-Classification ......................................................................... 9 Section L Temporary Assignment ............................................................................ 10 Section M Bilingual Pay ............................................................................................ 10 Exhibit “B” Equity Adjustments for Unrepresented Confidential Employee Classifications ............................................................................................................... 11 Page 85 of 1192 EXHIBIT “A” Page 1 Section A Medical, Dental, Vision The City shall establish and maintain medical, dental and vision insurance plans for confidential employees and their dependents. The City reserves the right to choose the method of insuring and plans to be offered. PERS Health Benefit Program The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribu tion toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance. In summary, this cost and any increases will be borne by the employees. Health Insurance Benefits for Domestic Partners The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA). Conditional Opt Out In order to receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (tax family) upon initial enrollment and annually thereafter. Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan. The monthly conditional opt-out incentive is $200. The conditional opt-out incentive shall be paid in cash (taxable income) to the employee. The employee must notify the City within 30 days of the loss of other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage. Employees on an unpaid leave of absence, will not be eligible to receive the conditional opt out payment. Page 86 of 1192 EXHIBIT “A” Page 2 Employees receiving the conditional opt-out amount will also be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits. Dental and Vision Insurance/Dependent Coverage Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye premium by payroll deductions on a pre - tax basis through the City’s Cafeteria Plan. Section B Health Flex Allowance Employees electing medical coverage in the City’s plans shall receive a health flex allowance, as defined by the Affordable Care Act (ACA) and shall purchase such coverage through the City’s Cafeteria Plan. If the health flex allowance is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex allowance and the premium cost on a pre -tax basis through the City’s Cafeteria Plan. In order to be eligible for the health flex allowance in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on a protected leave. If the premium cost for medical coverage is less than the health flex allowance, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits under the Cafeteria Plan. The monthly health flex allowance amounts for regular, full-time employees is outlined below. Less than full-time employees shall receive a prorated share of the City’s contribution. Level of Coverage 2022 Monthly Rate Employee Only $600 Employee Plus One $1,187 Family $1,607 Effective for the 2023, 2024, and 2025 premiums, the City’s total health flex allowance for group medical coverage will be modified by an amount equal to one -half of the average percentage change for family coverage in the PERS health plans available in San Luis Obispo County. For example: if three plans were available and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% (10% + 20% + -6% ÷ 3 = 8% x 1/2). Page 87 of 1192 EXHIBIT “A” Page 3 The City agrees to continue its contribution to the health flex allowance for two (2) pay periods in the event that an employee has exhausted all paid time off or leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness. That is, the employee shall receive regular City health flex allowance for the first two (2) pay periods following the pay period in which the employee’s accrued leave balances reach zero (0) or FMLA/CFRA benefits have been exhausted. Section C Life and Disability Insurance The City shall provide the following special insurance benefits: 1. Long-term disability insurance providing 66 2/3% of gross salary (maximum benefit $5,000 per month) to age 65 for any sickness or accident, subject to the exclusions in the long-term disability policy, after a 30-day waiting period. Note: The City is researching the option of enrolling in State Disability Insurance. If approved by a majority vote of confidential employees, the City will implement the program as soon as administratively possible. 2. In addition to $4,000 term life insurance purchased by the employee, the City provides $25,000 term life insurance, including $29,000 for accidental death and dismemberment through the City’s Cafeteria Plan. Section D Retirement A. PERS Contracts 1. “Classic Members First Tier” employees hired before December 6, 2012. The City agrees to provide the Public Employees' Retirement System’s (PERS) 2.7% at age 55 plan to all eligible employees. The 2.7% at 55 plan includes the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, one-year final compensation, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. 2. “Classic Members Second Tier” employees hired on or after December 6, 2012. The City agrees to provide the PERS 2% at 60 plan using the highest three -year average as final compensation. The second-tier formula will include the following amendments: conversion of unused sick leave to additional retirement credit, the 1959 Survivor's Benefit – Level Four, Military Service Credit option, and Pre - Retirement Option Settlement 2 Death Benefit. Employees hired under this plan will pay the full member contribution required under the plan, presently seven percent (7%). CalPERS determines who is a “classic member” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA). Page 88 of 1192 EXHIBIT “A” Page 4 3. “New Members Third Tier” employees hired after January 1, 2013. PERS determines are “New Members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA). The City will provide the PERS 2% at 62 plan using the highest three-year average as final compensation. B. Member Contributions 1. “Classic Members First and Second Tier” Effective June 2012, confidential employees began paying the full member contribution required under the plan for first and second tier employees (8% and 7% respectively) and the City discontinued their payment of the member contribution. For purposes of this Section, employee contributions are based on salary and special compensation as defined by PERS. Effective the first full pay period in July 2019, all employees shall contribute 1.5% in addition to the employee contribution defined in the paragraph a bove. Effective the first full pay period in July 2020, all employees’ additional contribution shall increase to 3%, in addition to the employee contribution defined in the paragraph above. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516. All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2). 2. “New Members Third Tier” Effective on their date of hire, new members will pay 50% of the normal cost, as determined by PERS. Effective the first full pay period in July 2019, all new members shall contribute 1.5% in addition to the employee paying 50% of the normal cost. Effective the first full pay period in July 2020, all new members contribution shall increase to 3%, in addition to the employee paying 50% of the normal cost. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516. All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2). Page 89 of 1192 EXHIBIT “A” Page 5 Section E Vacation Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may be taken after the completion of the sixth calendar month of service from the benefit date or earlier with department head or designee authorization. Each employee sh all accrue vacation leave at the following rates for completed years of service with the City. Part - time employees will accrue a prorated amount of vacation leave. Years of Completed Service Annual Vacation Accrual Days* Annual Vacation Accrual Hours 0 to 4 years 12 days 96 hours 5 to 9 years 15 days 120 hours 10 to 19 years 18 days 144 hours 20+ years 20 days 160 hours *One day is equivalent to eight (8) hours for a 40 -hour per week line-item position. Effective as soon as administratively possible following Council adoption, employees will be eligible for a year-for-year accelerated vacation accrual based on prior public sector experience. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual will be advanced by ten (10) years. Vacation leave shall be accrued as earned biweekly provided that not more than twice the annual rate may be carried over to a new calendar year. Confidential employees vacation time shall not exceed twice the annual rate. If an employee reaches the cap at any time throughout the year, the employee will stop accruing vacation leave. Vacation schedules for confidential employees shall be based upon the needs of the Ci ty and then, insofar as possible, upon the wishes of the employee. Confidential employees are eligible, once annually in December, to request payment for up to 40 hours of unused vacation leave. Payment for unused vacation leave is subject to the availability of budgeted funds. To request payment for unused vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remainin g unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year. Page 90 of 1192 EXHIBIT “A” Page 6 Section F Administrative Leave Confidential employees shall earn twelve (12) hours of administrative leave on January 1st of each year. Administrative leave hours shall be pro-rated on a pay period basis when a confidential employee is appointed or leaves employment during the calendar year. The employee’s final check will be adjusted to reflect the pro-rated hours, however there is no provision to receive cash payment for unused administrative hours. Unused administration leave will not be carried over year to year but can be taken through December 31st of each year. Section G Holidays Confidential employees shall receive eleven (11) fixed plus two (2) floating holidays per year. The following days of each year are designated as paid holidays:  January 1 – New Year’s Day  Third Monday in January – Martin Luther King Jr. Birthday  Third Monday in February – Presidents’ Day  Last Monday in May – Memorial Day  July 4 – Independence Day  First Monday in September – Labor Day  November 11 – Veteran’s Day  Fourth Thursday in November – Thanksgiving Day  Friday after Thanksgiving  December 25 – Christmas  One half day before Christmas  One half day before New Year’s Day When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. A holiday shal l be defined as eight (8) hours of paid time off for regular full-time employees. When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, the City reserves the right to close non-essential City services and offices on Monday or Friday (the da y adjacent to the observed holiday). Essential City services are determined at the discretion of the Department Head. Employees scheduled to work in non -essential functions on the days adjacent to the paid holidays would be required to use appropriate personal leave or take the days as non-pay. The City would notify employees of closure of non-essential City services and offices no later than October 31st of the same year in order to provide employees with ample time to plan accordingly. Page 91 of 1192 EXHIBIT “A” Page 7 The two floating holidays (16 hours) will be provided in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year to year but can be taken through December 31 st of each year. If an employee terminates for any reason, the employee’s final paycheck will be adjusted to reflect the prorated hours calculated on a pay period basis; however, there is no provision to receive cash payment for unused floating holiday hours. Section H Sick Leave Sick leave is governed by Section 2.36.420 of the Municipal Cod e. An employee shall accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent per year of continuous service since the benefit date. An employee may take up to 48 hours per calendar year of sick leave if required to be away from the job to personally care for a member of their immediate family as defined in Section 2.36.420, Labor Code 233 and/or Assembly Bill 1522. This may be extended to 56 hours if a household family member is hospitalized, and the employee submits written verification of such hospitalization. In conjunction with existing leave benefits, confidential employees with one year of City service who have worked at least 1,250 hours in the previous year may be eligible for up to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for Family/Medical Leave, employees must use all available sick, vacation, compensatory time off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the City’s Family and Medical Leave Policy. Sick leave may be used to be absent from duty due to the death of a member of the employee’s immediate family as defined in Section 2.36.420, provided such leave shall not exceed forty working hours for each incident. The employee may be required to submit proof of relative’s death before being granted sick leave pay. False information concerning the death or relationship shall be cause for discharge. Upon retirement the employee may choose: 1) a payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule, 2) to convert a portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations, or 3) a combination of these two options. (A) Death – 25% (B) Retirement and actual commencement of PERS benefits: (1) After ten years of continuous employment – 10% (2) After twenty years of continuous employment – 15% (3) After twenty-five years of continuous employment – 20% (4) After thirty years of continuous employment – 25% Page 92 of 1192 EXHIBIT “A” Page 8 Section I Workers’ Compensation Leave An employee who is absent from duty because of an on -the-job injury in accordance with State workers’ compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by workers’ compensation law during the first ninety (90) business days of such temporary disability absence. Eligibility for workers’ compensation leave requires an accepted workers’ compensation claim. If an employee is eligible for Total Temporary Disability benefits after their salary continuation as defined in the paragraph above, the employee will receive such payment directly from the City’s workers’ compensation administrator and will only be able to supplement one-third pay with accrued sick leave. Section J Overtime City Overtime Definition Overtime is defined as all hours preauthorized by management and worked by the employee in excess of forty (40) hours worked in a work week. An employee’s failure to have overtime preauthorized may be subject to discipline up to and including termination. All paid leave hours shall be counted as hours worked for purposes of calculating overtime to include Vacation, Holiday, Sick Leave, and Compensatory Time Off (CTO). All overtime shall be authorized by the department head or designee prior to being compensated. FLSA/Statutory Overtime For the purpose of complying with the Fair Labor Standards Act (FLSA) overtime requirements under 29 USC section 207(a), the City has adopted a dual calculatio n method whereby it calculates FLSA overtime based on all hours actually worked by overtime eligible employees in excess of forty (40) hours in the seven-day work period. To the extent the City’s dual calculation method determines that FLSA overtime owed for the seven-day work period exceeds the amount of City overtime paid for the same seven - day work period, the difference will be paid to the employee by way of an “FLSA Adjustment” in the following City pay period. Compensation All overtime as defined in this Section shall be paid in cash at one and one half (1 1/2) the employee's base rate of pay, plus incentives as defined below, or in time off (CTO) at the rate of one and one-half (1 1/2) hours for each hour of overtime worked. All overtime shall be compensated to the nearest five (5) minutes worked. Separate and apart from the City's contractual obligation to pay overtime in accordance with this Section, the City is obligated to calculate and pay, at a minimum, FLSA overtime based on the federally defined regular rate of pay which includes cash in lieu in compliance with the Flores v. City of San Gabriel. This calculation will be administered in accordance with the FLSA/Statutory Overtime’ section above. Page 93 of 1192 EXHIBIT “A” Page 9 Compensatory Time Off (CTO) A confidential employee eligible for overtime compensation as defined in this Section may elect compensation in the form of time off (CTO). An employee may not be compensated in CTO for more than sixty (60) hours of overtime worked in the calendar year. Accumulated CTO may be taken through December 31st of each calendar year. Accumulated CTO not taken by midnight December 31st shall be compensated in cash at straight time. Such compensation shall be paid in January of the following year. Work Week for Calculation of Overtime For all confidential employees working a regular 5/40 work schedule or a 4/10 alternative work schedule, the work week for the purpose of calculating overtime as defined in this Section shall be seven consecutive days, beginning at 12:00 am Thursd ay and ending at 11:59 pm Wednesday. For all confidential employees working a 9/80 alternative work schedule, the work week for the purpose of calculating overtime as defined in this Section shall be seven consecutive days, beginning exactly four hours into their eight-hour shift on the day of the week which constitutes their alternative regular day off. Pay Incentives to be Included in the Base Rate for Overtime  Bilingual Pay  Work out of Classification Pay  Temporary Assignment Pay Section K Work Out-of-Classification An out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position of another classification. An employee assigned in writing by management to work out-of-class in a position that is assigned a higher pay range which is vacant pending an examination or is vacant due to an extended sick or disability leave, shall receive no less than five percent (5%), but in no case more than the top salar y of the higher range, in addition to their regular base rate commencing on the eleventh consecutive workday of the out -of-class assignment. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise. Page 94 of 1192 EXHIBIT “A” Page 10 Section L Temporary Assignment An appointing authority or designee may temporarily assign an employee to a different position for a specific period not to exceed ninety (90) days, after which the employee returns to their regular duties and position from which they were regularly assign ed. The temporary assignment may be extended past ninety (90) days if agreed to by the employee in writing. Such action shall have the prior approval of the Human Resources Director or designee. An appointing authority may assign an employee to a different position for a period not to exceed ninety (90) days, provided the employee has received twenty-four (24) hours written notice which includes reasons for the assignment. Employees who are subject to temporary assignment shall be compensated in accordance with Section K. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise. Section M Bilingual Pay Employees certified as bilingual in Spanish through a testing process and certified as being required to regularly use their Spanish speaking skills shall receive a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this incentive the first full pay period following qualification. Additional languages may be approved by the City based upon demonstrated need. Regardless of certification and payment, all employees shall use any language skills they possess to the best of their ability. Page 95 of 1192 EXHIBIT “B” Page 11 Exhibit “B” Equity Adjustments for Unrepresented Confidential Employee Classifications Job Title Barg Unit Current Grade Future Grade Current Biweekly Max Proposed Biweekly Max Actual % Increase Administration Executive Assistant CNF 365 257 $ 2,593 $ 2,800 8.0% Application System Specialist Confidential CNF 385 299 $ 3,843 $ 4,535 18.0% Human Resources Administrative Assistant I CNF 360 240 $ 2,176 $ 2,350 8.0% Human Resources Administrative Assistant II CNF 363 245 $ 2,291 $ 2,474 8.0% Human Resources Administrative Assistant III CNF 365 257 $ 2,593 $ 2,800 8.0% Human Resources Information System Technician CNF 363 245 $ 2,291 $ 2,474 8.0% Human Resources Specialist CNF 368 261 $ 2,683 $ 2,898 8.0% Legal Assistant I CNF 363 245 $ 2,291 $ 2,474 8.0% Legal Assistant II CNF 369 266 $ 2,829 $ 3,055 8.0% Management Fellow CNF -C 300 252 $ 2,531 $ 2,658 5.0% Payroll Specialist CNF 368 261 $ 2,683 $ 2,898 8.0% Page 96 of 1192 RECRUITMENT, REFERRAL, AND RETENTION INCENTIVE PROGRAM PURPOSE The purpose of the Recruitment, Referral, and Retention Incentive Program is to establish guidelines and procedures for the eligibility, approval, and processing of recruitment, hiring, referral, and retention incentives for applicants and employees. POLICY Pursuant to the City’s Compensation Philosophy, it is the policy of the City of San Luis Obispo to recruit and retain well-qualified employees who exemplify the City’s organizational values. To assist in recruitment and retention efforts, the following incentives have been identified as described in further detail below. I. ACCELERATED VACATION ACCRUAL Provide a year-for-year (1:1) accelerated vacation accrual for completed public sector years of service. For example, if an individual is extended a job offer after having five (5) years of public sector service, they will begin accruing vacation leave with the City of San Luis Obispo as if they have five (5) years of service. To be eligible for service credit towards accelerated vacation accrual, the individual must: 1. Accept employment with the City of San Luis Obispo, and; 2. Fill a regular or contract position that is eligible for vacation accrual, and; 3. Have prior public sector work experience, and; 4. Provide details of prior public sector experience to Human Resources staff. II. LUMP SUM HIRING INCENTIVE Lump sum hiring incentives can be extended for regular or contract positions that are deemed hard to fill by the Director of Human Resources. The maximum value of the lump sum hiring incentives is $5,000 for all regular and contract positions, with the exception of Lateral Police Officers and Lateral Communications Technicians (Dispatchers) in the Police Department, as described in further detail below. To be eligible for the lump sum hiring incentive, the following shall apply: 1. The hiring manager shall seek approval from the Director of Human Resources in advance of extending a job offer, and; 2. The individual must be filling a regular or contract position that is deemed difficult to fill by the Director of Human Resources, and; 3. The individual must be a selected candidate through the Employment Opportunity Program (EOP) or through an external recruitment. Page 97 of 1192 Recruitment, Referral, and Retention Incentive Program 2 Due to the current and significant recruitment challenges for well-qualified employees in our Police Department, the hiring incentive specified below is designed in an effort to attract and retain the best Police Officers and Dispatchers possible to serve the San Luis Obispo community. Lateral Police Officer Lump Sum Hiring Incentive Offer a lateral police officer a signing incentive of up to $16,000 payable as follows:  Up to $5,000 upon hire.  Up to $1,000 upon successful completion of the Field Training Program.  Up to $5,000 upon successful completion of the 12-month probationary period.  Up to $5,000 paid upon successful completion of the third-year anniversary.  Grant up to forty (40) hours of vacation upon completion of the first six-months of employment. Note: A lateral candidate is someone who has a minimum of one year of recent law enforcement experience and meets the minimum requirements of the position. Lateral Communications Technician (Dispatcher) Lump Sum Hiring Incentive Offer a lateral dispatcher a signing incentive of up to $10,000 payable as follows:  Up to $5,000 upon hire.  Up to $1,000 upon successful completion of the Field Training Program.  Up to $2,000 upon successful completion of the 12-month probationary period.  Up to $2,000 paid upon successful completion of the third-year anniversary.  Grant up to forty (40) hours of vacation upon completion of the first six-months of employment. Note: A lateral candidate is someone who has a minimum of two years of experience in dispatching for a Public Safety Agency and meets the minimum requirements of the position. The lump sum hiring incentives will be provided to all eligible employees on their first paycheck, or as specified for the police positions above. There will be no clawback provision, meaning that an employee will not be required to pay back the City if they leave within the first few years of employment after receiving the payment. III. REFERRAL INCENTIVES FOR EXISTING EMPLOYEES To encourage employees to actively engage in the recruitment process, the City will pay a referral fee to existing employees who recruit a candidate for the City of San Luis Obispo employment in a regular or contract position who is ultimately hired for the position. Page 98 of 1192 Recruitment, Referral, and Retention Incentive Program 3 Exclusions 1. In order to avoid a conflict of interest, the following exclusions apply: a. Appointed Officials and Department Heads are excluded from receiving a referral fee for any position. b. Appointing authorities or supervisors who participate in the hiring decision are excluded from receiving a referral fee when referring applicants to the position for which they are recruiting. c. Anyone who screens applications, serves on an interview panel, or otherwise participates in the selection and background investigation process are excluded from receiving a referral fee for the positions they were involved in recruiting. d. Human Resources Department employees directly assigned to recruiting are excluded from receiving a referral fee. 2. Referring a current City employee will not result in a referral fee. This includes supplemental and contract employees who are hired into a regular position, or an employee in a regular position who is promoted or transferred to another position through the EOP. Referral Fee Application Submittal and Deadline 1. The Referral Fee Application is available in the Forms and Policies section on SharePoint. 2. Referral Fee Applications must be submitted no later than one week (five business days) after the new employee’s hire date. It is the responsibility of the employee to ensure that the application is submitted by the deadline. Referral fee applications will be submitted to the Human Resources Department, which is charged with administering the program. 3. The Human Resources Department will track each application submitted. Application Certification The new employee will be contacted by Human Resources to certify that a City of San Luis Obispo employee recruited them. If more than one employee indicates they referred the same new employee; the Human Resources Director shall determine to whom the referral fee shall be paid based on the applicant's indication of which employee actively recruited them. Prior to approving the Referral Fee Application, Human Resources staff will ensure none of the exclusions above apply. Page 99 of 1192 Recruitment, Referral, and Retention Incentive Program 4 Referral Fee Amount After the referral fee application is approved, and the new employee has started work, the referring employee shall receive $500 (or up to $1,500 for employees who refer a lateral police officer or dispatcher), less applicable taxes. Payments will be processed along with the regular payroll check and will be reported as taxable income. The fee is not reported to CalPERS as special compensation. Employees may make multiple referrals within the same calendar year. The second and subsequent approved referrals made by an employee in one calendar year will be paid at the amount of $1,000 less applicable taxes. Exception: Referrals for lateral police officer or dispatcher will remain at $1,500 for each referral. All other sections of this policy apply as described above. Dispute Resolution Any disputes arising from the Referral Fee section of this program may be appealed to the City Manager whose decision shall be final. IV. RELOCATION REIMBURSEMENT Relocation reimbursement is provided in an effort to ease the burden for candidates who accept employment with the City from out of the area and therefore face costs associated with the need to relocate. The City can reimburse relocation costs that are directly related to an employee’s relocation of 50 miles or more to San Luis Obispo County. Eligibility Requirements To be eligible for the relocation incentive the applicant must: 1. Accept employment with the City of San Luis Obispo, and; 2. Relocate their primary residence to San Luis Obispo County, and; 3. Relocate a distance of 50 miles or more, and; 4. Fill a regular or contract position that is deemed difficult to fill by the Director of Human Resources. Relocation Reimbursement Amount 1. Department Head positions. Total relocation benefits up to $15,000 (subject to applicable taxes). 2. All other regular or contract positions. Total relocation benefits up to $10,000 (subject to applicable taxes). The reimbursement amount for each position will be determined by the hiring department and Human Resources and will be included in the new employee offer letter. Page 100 of 1192 Recruitment, Referral, and Retention Incentive Program 5 Eligible Expenses Eligible expenses are those incurred in the movement and relocation of a personal place of residence meeting the eligibility requirements outlined above including the following: 1. Movement of household goods. The costs associated with packing, loading, transporting, and unloading personal household goods. 2. In-transit expenses. Gas, food, lodging during the actual move from the employee’s home at time of hire to their new temporary or permanent home in San Luis Obispo County. 3. Temporary living expenses. Hotel or motel, or other temporary lodging such as Airbnb or short-term rentals, necessary to allow the employee to start work. 4. First month rent and/or deposits. Costs associated with securing a residence in San Luis Obispo County such as the first month rent and security deposits for the new residence and costs associated with terminating a lease or rental agreement. 5. Closing costs. Costs associated with the sale of the employee’s primary residence or purchase of a home in San Luis Obispo County. 6. Other eligible expenses as defined by the Internal Revenue Service (IRS) for Form 3903, Moving Expenses. Continued Service Requirement Failure to continue in the City service for three years, due to voluntary resignation, will result in the need to repay a proportional amount of the relocation reimbursement, on a pay period basis. For example, if an employee resigns after one (1) year of employment with the City, they will be responsible for repaying approximately two thirds (2/3) of the reimbursed moving expenses. The employee will sign an acknowledgment agreeing that the Finance Department is authorized to make a deduction from the employee's final payroll check for the appropriate amount of relocation reimbursement to be repaid. If the final payroll check is not adequate to cover the amount owed, the City will invoice the employee under its standard accounts receivable process and full range of collection options, if needed, according to Section 631 of the City’s Financial Management Manual. Employees who are terminated, released from probation, or discontinue employment due to death or permanent disability will not be required to repay the relocation reimbursement, and may not submit reimbursement requests after separating from employment. Relocation Reimbursement Procedures All authorized amounts described above will be documented in a new employee offer letter and the employee will sign acknowledging the benefits, potential tax consequences, and repayment requirements prior to starting work for the City. The City will not pay vendors directly for moving and relocation expenses. Page 101 of 1192 Recruitment, Referral, and Retention Incentive Program 6 The employee has up to one year after their hire date to use and claim their relocation reimbursement. If moving expenses are spread over several months, the employee may submit receipts in up to three separate requests, with a total of all requests not to exceed the authorized amount in the offer letter. Once determined, the employee shall submit a completed Moving Expense Request Form with itemized receipts and a copy of their offer letter to their Department Head for approval. The Department Head will forward the approved documents to Payroll or disapproval to the Director of Human Resources, within five working days. When the Department Head and/or the Director of Human Resources do not approve a submitted expense, an appeal may be made to the City Manager for a final decision. All relocation reimbursements are considered taxable income for Federal income tax purposes. Moving and relocation expense reimbursements may or may not be considered taxable income for California income tax purposes depending on whether they are considered qualified or non-qualified, as prescribed by IRS tax code. Following submission of expense claims, Payroll Services will issue payment and deduct taxes accordingly. V. STARTING SICK LEAVE BANK The City Manager may authorize a one-time starting sick leave bank of up to 48 hours upon hire of a new Department Head. This will be documented in the new employee offer letter. FUNDING SOURCE AND FUTURE CHANGES TO PROGRAM Authorize the City Manager to make future administrative changes to this program in an effort to successfully attract and retain well-qualified employees. If there is a change to a monetary incentive, the department will be expected to cover the cost within departmental salary savings, or the City Manager can choose to move other funding as needed to support this program. Page 102 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 ACCOUNTANT 22300 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ ACCOUNTING ASSISTANT I 41400 417 CEA 1,671$ 1,759$ 1,852$ 1,949$ 2,052$ -$ -$ -$ -$ ACCOUNTING ASSISTANT II 42400 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ ACCOUNTING ASSISTANT III 43400 421 CEA 1,853$ 1,951$ 2,054$ 2,162$ 2,276$ -$ -$ -$ -$ ACCOUNTING MANAGER 26200 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ ACTIVE TRANSPORTATION MANAGER 22301 318 MME 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ ADMINISTRATION EXECUTIVE ASSISTANT 33100 257 CNF 2,281$ 2,401$ 2,527$ 2,660$ 2,800$ -$ -$ -$ -$ ADMINISTRATIVE ANALYST 22302 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT I 41700 417 CEA 1,671$ 1,759$ 1,852$ 1,949$ 2,052$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT II 42700 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT III 43700 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY I 25100 346 MME 4,651$ 4,651$ 4,651$ 4,651$ 5,814$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY II 25102 360 MME 5,353$ 5,353$ 5,353$ 5,353$ 6,691$ -$ -$ -$ -$ ASSISTANT CITY MANAGER 27100 225 DPH 7,308$ 7,308$ 7,308$ 7,308$ 9,135$ -$ -$ -$ -$ ASSISTANT PLANNER 42402 432 CEA 2,466$ 2,596$ 2,733$ 2,877$ 3,028$ -$ -$ -$ -$ ASSISTANT TO THE CITY MANAGER 25101 328 MME 3,900$ 3,900$ 3,900$ 3,900$ 4,875$ -$ -$ -$ -$ ASSOCIATE PLANNER 43300 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ BUILDING INSPECTOR I 41500 432 CEA 2,466$ 2,596$ 2,733$ 2,877$ 3,028$ -$ -$ -$ -$ BUILDING INSPECTOR II 44500 435 CEA 2,666$ 2,806$ 2,954$ 3,109$ 3,273$ -$ -$ -$ -$ BUILDING PERMIT SERVICES SUPERVISOR 24200 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ BUSINESS MANAGER 26111 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ BUSINESS SERVICES AND ADMINISTRATIVE MANAGER 26100 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ CANNABIS BUSINESS COORDINATOR 44408 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ CAPITAL IMPROVEMENT PLAN PROCESS IMPROVEMENT MANAGER 26116 353 MME-C 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ CITY ATTORNEY 28000 200 APO 10,103$ 10,103$ 10,103$ 10,103$ 10,103$ -$ -$ -$ -$ CITY BIOLOGIST 22304 318 MME 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ CITY CLERK 26000 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ CITY COUNCIL MEMBER 18000 104 CCM 918$ -$ -$ -$ -$ -$ -$ -$ -$ CITY MANAGER 28001 206 APO 10,679$ 10,679$ 10,679$ 10,679$ 10,679$ -$ -$ -$ -$ Page 1 of 8 Page 103 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 CODE ENFORCEMENT OFFICER I 41501 432 CEA 2,466$ 2,596$ 2,733$ 2,877$ 3,028$ -$ -$ -$ -$ CODE ENFORCEMENT OFFICER II 44501 435 CEA 2,666$ 2,806$ 2,954$ 3,109$ 3,273$ -$ -$ -$ -$ CODE ENFORCEMENT SUPERVISOR 25300 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN I 41502 421 CEA 1,853$ 1,951$ 2,054$ 2,162$ 2,276$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN II 42500 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ COMMUNICATIONS COORDINATOR 42703 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ COMMUNICATIONS MANAGER 76000 856 PSO 3,526$ 3,712$ 3,907$ 4,113$ 4,329$ 4,557$ -$ -$ -$ COMMUNICATIONS SUPERVISOR 75200 855 PSO 3,043$ 3,203$ 3,372$ 3,549$ 3,736$ 3,933$ -$ -$ -$ COMMUNICATIONS TECHNICIAN 62500 712 POA 2,515$ 2,647$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ -$ -$ CONSTRUCTION ENGINEERING MANAGER 26202 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ CONTROL SYSTEMS ADMINISTRATOR 44400 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ DATA ANALYST 22311 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ DEPUTY BUILDING OFFICIAL 26305 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ DEPUTY CITY CLERK I 41701 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ DEPUTY CITY CLERK II 42701 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ DEPUTY CITY MANAGER 26112 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT/CITY PLANNER 26115 353 MME 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER 26104 358 MME 5,231$ 5,231$ 5,231$ 5,231$ 6,538$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS/MAINTENANCE OPERATIONS 26103 353 MME 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES - ENGINEERING AND PLANNING 26113 353 MME 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES - WASTEWATER 26105 353 MME 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES - WATER 26106 353 MME 4,981$ 4,981$ 4,981$ 4,981$ 6,226$ -$ -$ -$ -$ DEPUTY FIRE CHIEF 26107 369 MME 5,841$ 5,841$ 5,841$ 5,841$ 7,302$ -$ -$ -$ -$ DIRECTOR OF COMMUNITY DEVELOPMENT 27000 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DIRECTOR OF FINANCE 27001 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DIRECTOR OF HUMAN RESOURCES 27002 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DIRECTOR OF PARKS AND RECREATION 27003 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DIRECTOR OF PUBLIC WORKS 27004 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ DIRECTOR OF UTILITIES 27005 210 DPH 6,353$ 6,353$ 6,353$ 6,353$ 7,942$ -$ -$ -$ -$ Page 2 of 8 Page 104 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 DIVERSITY EQUITY AND INCLUSION MANAGER 26002 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ ECONOMIC DEVELOPMENT MANAGER 26108 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ EMERGENCY MEDICAL TECHNICIAN 52501 610 FFA-C 1,721$ 1,812$ 1,907$ 2,007$ 2,113$ -$ -$ -$ -$ ENGINEER I 41300 435 CEA 2,666$ 2,806$ 2,954$ 3,109$ 3,273$ -$ -$ -$ -$ ENGINEER II 42300 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ ENGINEER III 43301 442 CEA 3,199$ 3,367$ 3,544$ 3,730$ 3,926$ -$ -$ -$ -$ ENGINEERING INSPECTOR I 41401 430 CEA 2,341$ 2,464$ 2,594$ 2,730$ 2,874$ -$ -$ -$ -$ ENGINEERING INSPECTOR II 42404 433 CEA 2,532$ 2,665$ 2,805$ 2,953$ 3,108$ -$ -$ -$ -$ ENGINEERING INSPECTOR III 43401 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ ENGINEERING INSPECTOR IV 44402 442 CEA 3,199$ 3,367$ 3,544$ 3,730$ 3,926$ -$ -$ -$ -$ ENGINEERING TECHNICIAN I 41402 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ ENGINEERING TECHNICIAN II 42405 425 CEA 2,058$ 2,166$ 2,280$ 2,400$ 2,526$ -$ -$ -$ -$ ENGINEERING TECHNICIAN III 43402 430 CEA 2,341$ 2,464$ 2,594$ 2,730$ 2,874$ -$ -$ -$ -$ ENTERPRISE SYSTEM DATABASE ADMINISTRATOR 44401 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ ENVIRONMENTAL COMPLIANCE INSPECTOR 44403 432 CEA 2,466$ 2,596$ 2,733$ 2,877$ 3,028$ -$ -$ -$ -$ ENVIRONMENTAL PROGRAMS MANAGER 26203 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ EQUIPMENT OPERATOR 42804 422 CEA 1,902$ 2,002$ 2,107$ 2,218$ 2,335$ -$ -$ -$ -$ EVIDENCE TECHNICIAN 62300 715 POA 3,292$ 3,465$ 3,647$ 3,839$ 4,041$ 4,254$ 4,478$ -$ -$ FACILITIES MAINTENANCE SUPERVISOR 25201 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ FACILITIES MAINTENANCE TECHNICIAN (SBP)42900 450 CEA 1,861$ 1,959$ 2,062$ 2,171$ 2,285$ 2,405$ 2,532$ 2,665$ 2,805$ FINANCIAL ANALYST 22310 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ FINANCIAL SPECIALIST 42412 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ FIRE BATTALION CHIEF 55200 505 FBC 4,627$ 4,871$ 5,127$ 5,397$ 5,681$ 5,980$ -$ -$ -$ FIRE CAPTAIN 54500 621 FFA 3,714$ 3,909$ 4,115$ 4,332$ 4,560$ -$ -$ -$ -$ FIRE CHIEF 27006 216 DPH 6,713$ 6,713$ 6,713$ 6,713$ 8,392$ -$ -$ -$ -$ FIRE ENGINEER 53500 615 FFA 3,179$ 3,346$ 3,522$ 3,707$ 3,902$ -$ -$ -$ -$ FIRE FIGHTER 52500 612 FFA 2,642$ 2,935$ 3,089$ 3,252$ 3,423$ 3,603$ -$ -$ -$ FIRE INSPECTOR I 51400 626 FFA 2,570$ 2,705$ 2,847$ 2,997$ 3,155$ -$ -$ -$ -$ FIRE INSPECTOR II 52400 630 FFA 2,852$ 3,002$ 3,160$ 3,326$ 3,501$ -$ -$ -$ -$ Page 3 of 8 Page 105 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 FIRE INSPECTOR III 53400 633 FFA 3,081$ 3,243$ 3,414$ 3,594$ 3,783$ -$ -$ -$ -$ FIRE MARSHAL CHIEF BUILDING OFFICIAL 25202 346 MME 4,651$ 4,651$ 4,651$ 4,651$ 5,814$ -$ -$ -$ -$ FIRE VEHICLE MECHANIC 52800 616 FFA 3,135$ 3,300$ 3,474$ 3,657$ 3,849$ -$ -$ -$ -$ FLEET MAINTENANCE SUPERVISOR 25203 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ GIS SPECIALIST I 42406 433 CEA 2,532$ 2,665$ 2,805$ 2,953$ 3,108$ -$ -$ -$ -$ GIS SPECIALIST II 44404 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ GOLF MAINTENANCE CREW COORDINATOR 44900 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ HAZARDOUS MATERIALS COORDINATOR 54501 617 FFA 3,686$ 3,880$ 4,084$ 4,299$ 4,525$ -$ -$ -$ -$ HEAVY EQUIPMENT MECHANIC 42800 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ HOMELESSNESS RESPONSE MANAGER 26304 318 MME-C 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ HOUSING COORDINATOR 44300 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ HOUSING POLICY AND PROGRAMS MANAGER 25301 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT I 31700 240 CNF 1,914$ 2,015$ 2,121$ 2,233$ 2,350$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT II 32700 245 CNF 2,015$ 2,121$ 2,233$ 2,350$ 2,474$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT III 33700 257 CNF 2,281$ 2,401$ 2,527$ 2,660$ 2,800$ -$ -$ -$ -$ HUMAN RESOURCES ANALYST 21300 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ HUMAN RESOURCES INFORMATION SYSTEM TECHNICIAN 32402 245 CNF 2,015$ 2,121$ 2,233$ 2,350$ 2,474$ -$ -$ -$ -$ HUMAN RESOURCES MANAGER 26301 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ HUMAN RESOURCES SPECIALIST 32401 261 CNF 2,360$ 2,484$ 2,615$ 2,753$ 2,898$ -$ -$ -$ -$ INFORMATION SERVICES SUPERVISOR 25204 326 MME 3,827$ 3,827$ 3,827$ 3,827$ 4,783$ -$ -$ -$ -$ INFORMATION TECHNOLOGY ASSISTANT 42407 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ INFORMATION TECHNOLOGY MANAGER 26001 354 MME 5,028$ 5,028$ 5,028$ 5,028$ 6,285$ -$ -$ -$ -$ INFORMATION TECHNOLOGY SECURITY ENGINEER 42413 441 CEA 3,114$ 3,278$ 3,451$ 3,633$ 3,824$ -$ -$ -$ -$ INFORMATION TECHNOLOGY SYSTEM ENGINEER 42408 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ LABORATORY ANALYST (SBP)42301 456 CEA 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ LABORATORY MANAGER 26204 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ LEAD POLICE RECORDS CLERK 64700 706 POA 2,280$ 2,400$ 2,526$ 2,659$ 2,799$ 2,946$ 3,101$ -$ -$ LEAD PROPERTY AND EVIDENCE TECHNICIAN 62400 713 POA 2,500$ 2,632$ 2,771$ 2,917$ 3,071$ 3,233$ 3,403$ -$ -$ LEGAL ANALYST 23314 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ Page 4 of 8 Page 106 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 LEGAL ASSISTANT I 31701 245 CNF 2,015$ 2,121$ 2,233$ 2,350$ 2,474$ -$ -$ -$ -$ LEGAL ASSISTANT II 32701 266 CNF 2,488$ 2,619$ 2,757$ 2,902$ 3,055$ -$ -$ -$ -$ MAINTENANCE CONTRACT COORDINATOR 42303 430 CEA 2,341$ 2,464$ 2,594$ 2,730$ 2,874$ -$ -$ -$ -$ MAINTENANCE WORKER - PARKING FACILITIES 42913 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ MAINTENANCE WORKER I - PARKS 41900 417 CEA 1,671$ 1,759$ 1,852$ 1,949$ 2,052$ -$ -$ -$ -$ MAINTENANCE WORKER II - PARKS 42901 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ MAINTENANCE WORKER III - PARKS 43900 421 CEA 1,853$ 1,951$ 2,054$ 2,162$ 2,276$ -$ -$ -$ -$ MANAGEMENT FELLOW 36300 252 CNF-C 2,165$ 2,279$ 2,399$ 2,525$ 2,658$ -$ -$ -$ -$ MAYOR 18001 110 CCM 1,158$ -$ -$ -$ -$ -$ -$ -$ -$ MECHANIC HELPER 41800 417 CEA 1,671$ 1,759$ 1,852$ 1,949$ 2,052$ -$ -$ -$ -$ NEIGHBORHOOD OUTREACH MANAGER 26600 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ NETWORK SERVICES SUPERVISOR 25206 331 MME 4,018$ 4,018$ 4,018$ 4,018$ 5,022$ -$ -$ -$ -$ PARALEGAL I 31702 261 CNF 2,360$ 2,484$ 2,615$ 2,753$ 2,898$ -$ -$ -$ -$ PARALEGAL II 32702 266 CNF 2,488$ 2,619$ 2,757$ 2,902$ 3,055$ -$ -$ -$ -$ PARKING COORDINATOR 44200 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER I 41403 420 CEA 1,806$ 1,901$ 2,001$ 2,106$ 2,217$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER II 44405 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ PARKING METER REPAIR WORKER 42801 421 CEA 1,853$ 1,951$ 2,054$ 2,162$ 2,276$ -$ -$ -$ -$ PARKING PROGRAM MANAGER 26205 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ PARKING SERVICES SUPERVISOR 25207 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ PARKS CREW COORDINATOR 44901 451 CEA 2,285$ 2,405$ 2,532$ 2,665$ 2,805$ -$ -$ -$ -$ PARKS MAINTENANCE SPECIALIST (SBP)42902 446 CEA 1,674$ 1,762$ 1,855$ 1,953$ 2,056$ 2,164$ 2,278$ 2,398$ 2,524$ PARKS MAINTENANCE SUPERVISOR 25208 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ PAYROLL SPECIALIST 32404 261 CNF 2,360$ 2,484$ 2,615$ 2,753$ 2,898$ -$ -$ -$ -$ PERMIT TECHNICIAN I 41404 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ PERMIT TECHNICIAN II 42409 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ PERMIT TECHNICIAN III 43405 427 CEA 2,166$ 2,280$ 2,400$ 2,526$ 2,659$ -$ -$ -$ -$ PLANNING TECHNICIAN 41405 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ PLANS EXAMINER 43403 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ Page 5 of 8 Page 107 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 POLICE CADET 61500 714 POA 3,024$ -$ -$ -$ -$ -$ -$ -$ -$ POLICE CAPTAIN 76100 810 PSO 5,439$ 5,725$ 6,026$ 6,343$ 6,677$ 7,028$ -$ -$ -$ POLICE CHIEF 27007 230 DPH 7,654$ 7,654$ 7,654$ 7,654$ 9,568$ -$ -$ -$ -$ POLICE FIELD SERVICES TECHNICIAN 62501 709 POA 2,405$ 2,532$ 2,665$ 2,805$ 2,953$ 3,108$ 3,272$ -$ -$ POLICE LIEUTENANT 75500 805 PSO 4,727$ 4,976$ 5,238$ 5,514$ 5,804$ 6,109$ -$ -$ -$ POLICE OFFICER 62502 720 POA 3,360$ 3,537$ 3,723$ 3,919$ 4,125$ 4,342$ 4,571$ -$ -$ POLICE RECORDS CLERK I 61700 700 POA 1,850$ 1,947$ 2,049$ 2,157$ 2,271$ 2,390$ 2,516$ -$ -$ POLICE RECORDS CLERK II 62700 703 POA 2,049$ 2,157$ 2,271$ 2,391$ 2,517$ 2,649$ 2,788$ -$ -$ POLICE RECORDS SUPERVISOR 75201 850 PSO 2,740$ 2,884$ 3,036$ 3,196$ 3,364$ 3,541$ -$ -$ -$ POLICE SERGEANT 74500 800 PSO 4,109$ 4,325$ 4,553$ 4,793$ 5,045$ 5,311$ -$ -$ -$ PRINCIPAL BUDGET ANALYST 26201 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ PROPERTY AND EVIDENCE TECHNICIAN 62503 706 POA 2,280$ 2,400$ 2,526$ 2,659$ 2,799$ 2,946$ 3,101$ -$ -$ PUBLIC COMMINICATIONS MANAGER 26114 318 MME 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ RANGER MAINTENANCE WORKER I 41901 415 CEA 1,588$ 1,672$ 1,760$ 1,853$ 1,950$ -$ -$ -$ -$ RANGER MAINTENANCE WORKER II 42903 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ RECREATION COORDINATOR 44600 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ RECREATION MANAGER 26206 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ RECREATION SUPERVISOR 25209 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ SAFETY AND TECHNICAL TRAINING ENGINEER 23300 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ SENIOR ACCOUNTANT 24300 310 MME 3,275$ 3,275$ 3,275$ 3,275$ 4,094$ -$ -$ -$ -$ SENIOR ADMINISTRATIVE ANALYST 24301 310 MME 3,275$ 3,275$ 3,275$ 3,275$ 4,094$ -$ -$ -$ -$ SENIOR CIVIL ENGINEER 24302 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ SENIOR FINANCIAL ANALYST 24304 310 MME 3,275$ 3,275$ 3,275$ 3,275$ 4,094$ -$ -$ -$ -$ SENIOR HUMAN RESOURCES ANALYST 22305 310 MME 3,275$ 3,275$ 3,275$ 3,275$ 4,094$ -$ -$ -$ -$ SENIOR LEGAL ANALYST 24306 310 MME 3,275$ 3,275$ 3,275$ 3,275$ 4,094$ -$ -$ -$ -$ SENIOR PLANNER 24303 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ SIGNAL AND STREETLIGHT TECHNICIAN 42802 430 CEA 2,341$ 2,464$ 2,594$ 2,730$ 2,874$ -$ -$ -$ -$ SOLID WASTE AND RECYCLING COORDINATOR 44301 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ SPECIAL PROJECTS MANAGER 25305 318 MME-C 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ Page 6 of 8 Page 108 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 STORMWATER CODE ENFORCEMENT OFFICER 44502 435 CEA-C 2,666$ 2,806$ 2,954$ 3,109$ 3,273$ -$ -$ -$ -$ STREETS CREW COORDINATOR 44902 451 CEA 2,285$ 2,405$ 2,532$ 2,665$ 2,805$ -$ -$ -$ -$ STREETS MAINTENANCE OPERATOR (SBP)42904 446 CEA 1,674$ 1,762$ 1,855$ 1,953$ 2,056$ 2,164$ 2,278$ 2,398$ 2,524$ STREETS MAINTENANCE SUPERVISOR 25210 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ SUPERVISING ACCOUNTING ASSISTANT 45200 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ SUPERVISING ADMINISTRATIVE ASSISTANT 45201 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ SUPERVISING BUILDING INSPECTOR 25200 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ SUPERVISING CIVIL ENGINEER 25211 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ SUPERVISING PARKING ENFORCEMENT OFFICER 25400 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ SUPERVISING UTILITY BILLING ASSISTANT 45202 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES ANALYST 22313 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES OFFICIAL 26110 340 MME 4,387$ 4,387$ 4,387$ 4,387$ 5,484$ -$ -$ -$ -$ SUSTAINABILITY MANAGER 25302 318 MME 3,538$ 3,538$ 3,538$ 3,538$ 4,422$ -$ -$ -$ -$ SWEEPER OPERATOR 42905 422 CEA 1,902$ 2,002$ 2,107$ 2,218$ 2,335$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST 42401 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST CONFIDENTIAL 32403 299 CNF 3,694$ 3,888$ 4,093$ 4,308$ 4,535$ -$ -$ -$ -$ SYSTEMS INTEGRATION ADMINISTRATOR 42410 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ TECHNOLOGY PROJECT MANAGER 22308 326 MME 3,827$ 3,827$ 3,827$ 3,827$ 4,783$ -$ -$ -$ -$ TOURISM COORDINATOR 43404 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ TOURISM MANAGER 25303 313 MME 3,372$ 3,372$ 3,372$ 3,372$ 4,215$ -$ -$ -$ -$ TRANSIT ASSISTANT 41702 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ TRANSIT COORDINATOR 44406 426 CEA 2,110$ 2,221$ 2,338$ 2,461$ 2,591$ -$ -$ -$ -$ TRANSIT MANAGER 26303 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ TRANSPORTATION MANAGER 26207 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER I 41301 435 CEA 2,666$ 2,806$ 2,954$ 3,109$ 3,273$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER II 42302 439 CEA 2,957$ 3,113$ 3,277$ 3,449$ 3,631$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER III 43302 442 CEA 3,199$ 3,367$ 3,544$ 3,730$ 3,926$ -$ -$ -$ -$ UNDERGROUND UTILITIES LOCATOR 42803 423 CEA 1,951$ 2,054$ 2,162$ 2,276$ 2,396$ -$ -$ -$ -$ URBAN FOREST SUPERVISOR/CITY ARBORIST 25212 300 MME 2,969$ 2,969$ 2,969$ 2,969$ 3,711$ -$ -$ -$ -$ Page 7 of 8 Page 109 of 1192 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective 04/14/2022 Title Job Code Grade Bargaining Unit Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 URBAN FORESTER (SBP)42906 450 CEA 1,861$ 1,959$ 2,062$ 2,171$ 2,285$ 2,405$ 2,532$ 2,665$ 2,805$ UTILITIES ENGINEER 22309 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ UTILITIES SPECIAL PROJECTS MANAGER 25304 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ UTILITY BILLING ASSISTANT 42702 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ WASTEWATER COLLECTION SYSTEM OPERATOR (SBP)42907 452 CEA 2,090$ 2,200$ 2,316$ 2,438$ 2,566$ 2,701$ 2,843$ 2,993$ 3,151$ WASTEWATER COLLECTION SYSTEM SUPERVISOR 25213 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ WATER DISTRIBUTION CHIEF OPERATOR 44903 437 CEA 2,808$ 2,956$ 3,112$ 3,276$ 3,448$ -$ -$ -$ -$ WATER DISTRIBUTION SUPERVISOR 25214 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ WATER DISTRIBUTION SYSTEM OPTERATOR (SBP)42908 452 CEA 2,090$ 2,200$ 2,316$ 2,438$ 2,566$ 2,701$ 2,843$ 2,993$ 3,151$ WATER RESOURCE PROGRAM MANAGER 26208 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY CHIEF MAINTENANCE TECHNICIAN 44904 444 CEA 2,995$ 3,153$ 3,319$ 3,494$ 3,678$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY CHIEF OPERATOR 44905 445 CEA 3,156$ 3,322$ 3,497$ 3,681$ 3,875$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY MAINTENANCE TECHNICIAN (SBP)42909 456 CEA 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ WATER RESOURCE RECOVERY FACILITY OPERATOR (SBP)42910 456 CEA 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ WATER RESOURCE RECOVERY FACILITY PLANT SUPERVISOR 25215 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ WATER RESOURCES TECHNICIAN 42411 430 CEA 2,341$ 2,464$ 2,594$ 2,730$ 2,874$ -$ -$ -$ -$ WATER SUPPLY OPERATOR (SBP)42911 452 CEA 2,090$ 2,200$ 2,316$ 2,438$ 2,566$ 2,701$ 2,843$ 2,993$ 3,151$ WATER TREATMENT PLANT CHIEF MAINTENANCE TECHNICIAN 44906 444 CEA 2,995$ 3,153$ 3,319$ 3,494$ 3,678$ -$ -$ -$ -$ WATER TREATMENT PLANT CHIEF OPERATOR 44907 445 CEA 3,156$ 3,322$ 3,497$ 3,681$ 3,875$ -$ -$ -$ -$ WATER TREATMENT PLANT OPERATOR (SBP)42912 456 CEA 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ WATER TREATMENT PLANT SUPERVISOR 25216 333 MME 4,098$ 4,098$ 4,098$ 4,098$ 5,123$ -$ -$ -$ -$ WHALE ROCK RESERVOIR SUPERVISOR 25217 323 MME 3,714$ 3,714$ 3,714$ 3,714$ 4,643$ -$ -$ -$ -$ YOUTH SERVICES PROGRAM ASSSISTANT 42200 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ YOUTH SERVICES PROGRAM SPECIALIST 42600 419 CEA 1,760$ 1,853$ 1,950$ 2,053$ 2,161$ -$ -$ -$ -$ Page 8 of 8 Page 110 of 1192 Supplemental Employee Salary Schedule Classification EEO Category EEO Function Class Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Accessibility & Process Improvement Manager 1 2 9933 9340 44.21$ 46.97$ 49.74$ 52.50$ 55.27$ -$ -$ -$ -$ Administrative Aide I 5 1 9172 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Administrative Aide II 6 1 9371 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Administrative Specialist 5 1 9472 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Adult Sports Official 5 6 9265 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Application System Specialist 3 1 942401 9439 36.06$ 37.96$ 39.96$ 42.06$ 44.28$ ---- Aquatics Specialist*5 6 9461 908 19.00$ 19.48$ 19.96$ 20.46$ 20.97$ 21.50$ 22.03$ 22.59$ 23.15$ Assistant City Attorney 2 1 9473 997 78.13$ -------- Childcare Aide Emergency Sub Afternoon*5 6 91615 970 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ Childcare Aide Emergency Sub Morning*5 6 91619 971 24.00$ 24.60$ 25.22$ 25.85$ 26.49$ 27.15$ 27.83$ 28.53$ 29.24$ Childcare Aide*5 6 9161 900 15.00$ 15.38$ 15.76$ 16.15$ 16.56$ 16.97$ 17.40$ 17.83$ 18.28$ Childcare Teacher Emergency Sub Afternoon*5 6 92625 972 21.25$ 21.78$ 22.33$ 22.88$ 23.46$ 24.04$ 24.64$ 25.26$ 25.89$ Childcare Teacher Emergency Sub Morning*5 6 92629 973 25.50$ 26.14$ 26.79$ 27.46$ 28.15$ 28.85$ 29.57$ 30.31$ 31.07$ Childcare Teacher*5 6 9262 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Commissioner 6 10 9861 990 75.00$ -------- Community Services Specialist 5 6 9462 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Engineering Consultant 3 2 9332 980 50.00$ 51.56$ 55.00$ 65.00$ 75.00$ ---- Facilities Aide Farmer's Market 8 2 9292 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Facilities Aide Pool 8 6 9293 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Facilities Assistant 5 6 9264 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Facilities Specialist 5 6 9463 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Facility Host 5 6 9162 900 15.00$ 15.38$ 15.76$ 16.15$ 16.56$ 16.97$ 17.40$ 17.83$ 18.28$ Financial Specialist 5 1 942412 423 24.39$ 25.68$ 27.03$ 28.45$ 29.95$ -$ -$ -$ -$ Fire Intern 3 5 9151 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Flood Control Technician 8 2 9287 910 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ GIS Technician 3 2 9231 910 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ Hazardous Materials Team Business Manager 3 5 9651 996 28.00$ 29.00$ 30.00$ ------ Head Childcare Teacher Emergency Sub Afternoon*5 6 93605 974 23.75$ 24.34$ 24.95$ 25.58$ 26.22$ 26.87$ 27.54$ 28.23$ 28.94$ Head Childcare Teacher Emergency Sub Morning*5 6 93609 975 28.50$ 29.21$ 29.94$ 30.69$ 31.46$ 32.25$ 33.05$ 33.88$ 34.72$ Head Childcare Teacher*5 6 9360 908 19.00$ 19.48$ 19.96$ 20.46$ 20.97$ 21.50$ 22.03$ 22.59$ 23.15$ Head Lifeguard*5 6 9351 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Intern I 5 1 9111 900 15.00$ 15.38$ 15.76$ 16.15$ 16.56$ 16.97$ 17.40$ 17.83$ 18.28$ Intern II 5 1 9211 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Intern III 5 1 9311 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Intern IV 6 1 9411 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ IT Assistant Help Desk 5 1 9232 910 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ Landscape Inspector 3 2 9282 914 22.00$ 22.55$ 23.11$ 23.69$ 24.28$ 24.89$ 25.51$ 26.15$ 26.80$ Lead Parking Attendant 8 2 9471 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Legal Assistant I 5 1 9131 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Legal Assistant II 5 1 9233 910 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ Lifeguard Dock Pay*5 6 92519 900 15.00$ -------- Lifeguard*5 6 9251 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Open Space Technician 8 6 9289 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Key Blue = P&R Positions * = Classifications that work with children (AB 218 doesn't apply) Page 111 of 1192 Parking Ambassador 8 2 9271 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Parking Enforcement Officer 3 2 9266 9420 22.58$ 23.76$ 25.01$ 26.33$ 27.71$ ---- Parks Maintenance Aide I 8 2 9182 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Parks Maintenance Aide II 8 2 9281 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Ranger Services Worker 8 6 9181 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Rec Cashier*5 6 9171 900 15.00$ 15.38$ 15.76$ 16.15$ 16.56$ 16.97$ 17.40$ 17.83$ 18.28$ Recording Secretary 6 10 9272 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Skate Park Ambassador 8 6 9283 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ SNAP 3 4 9352 910 20.00$ 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.77$ 24.37$ Special Swim Instructor*5 6 9369 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Swim Instructor*5 6 9263 904 17.00$ 17.43$ 17.86$ 18.31$ 18.76$ 19.23$ 19.71$ 20.21$ 20.71$ Tree Care Specialist I 8 2 9192 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ Tree Care Specialist II 8 2 9294 906 18.00$ 18.45$ 18.91$ 19.38$ 19.87$ 20.37$ 20.87$ 21.40$ 21.93$ Water Quality Lab Aide 3 13 9141 902 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.56$ 19.02$ 19.49$ WRRF Operator 7 13 9285 9456 29.81$ 31.38$ 33.03$ 34.76$ 36.59$ 38.51$ 40.54$ 42.68$ 44.93$ Youth Sports Official*5 6 9261 900 15.00$ 15.38$ 15.76$ 16.15$ 16.56$ 16.97$ 17.40$ 17.83$ 18.28$ * CalPERS Retired Annuitants will be paid in accordance with the Regular and Contract Salary Schedule per CalPERS Rules and Regulations Effective 4/14/2022 Page 112 of 1192 Labor Relations Objectives Adopted by Council September 23, 2014 Revised by Council March 20, 2018 1. Maintain fiscal responsibility by ensuring that fair and responsible employee compensation expenditures are supported by on-going revenues. (Theme – Fiscal Responsibility) 2. Continue to make progress in the area of long-term systemic pension cost containment and reduction, including reversing the unfunded pension liability trend and other actions consistent with State law. (Theme – Cost Containment/Reduction) 3. Continue to effectively manage escalating health benefit costs through balanced cost sharing and other means while maintaining comprehensive health care coverage for all eligible employees. (Theme – Cost Containment) 4. As necessary to attract and retain well qualified employees at all levels of the organization, provide competitive compensation as articulated in the City’s Compensation Philosophy, including relevant local, statewide or national labor markets. (Theme – Recruitment and Retention) 5. Employee labor agreements will be negotiated in good faith, in a timely manner that avoids retroactivity provisions unless there is a compelling need. (Theme – Cost Containment) 6. Contract provisions shall take into consideration the City’s ability to effectively and efficiently implement and administer them using the City’s financial and human resources systems to ensure accuracy and compliance with federal, state, and local laws. (Theme – Best Practices and Compliance) Page 113 of 1192 Page 114 of 1192