HomeMy WebLinkAboutItem 6c. Successor Memorandum of Understanding with San Luis Obispo Police Staff Officers Association (SLOPSOA) Item 6c
Department: Human Resources
Cost Center: 2007
For Agenda of: 7/11/2023
Placement: Consent
Estimated Time: N/A
FROM: Nickole Domini, Human Resources Director
SUBJECT: SUCCESSOR MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF SAN LUIS OBISPO AND THE SAN LUIS OBISPO POLICE
STAFF OFFICERS’ ASSOCIATION
RECOMMENDATION
1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San
Luis Obispo, California, adopting and ratifying the Memorandum of Understanding
between the City of San Luis Obispo and the San Luis Obispo Police Staff Officers
Association for the period of July 1, 2023 to June 30, 2027 ”; and
2. Adopt a Regular and Supplemental Salary Schedule effective July 6, 2023, as
required by California Public Employees Retirement System (CalPERS).
POLICY CONTEXT
The key components of this MOU are in alignment with Council adopted Compensation
Philosophy and Labor Relations Objectives.
DISCUSSION
Background
SLOPSOA represents 17 police management employees in positions that include sworn
Police Sergeants, Police Lieutenants, as well as non -sworn Police Records Supervisor
and Communications Supervisors. Within this group, two classifications historically titled
as Police Captain are being retitled to Deputy Police Chief, aligning with the labor market
and the City’s Classification and Compensation Plan. This title change is only
administrative and consistent with the level and classification of responsibility already
assigned to the Police Captain position and more representative of the titles afforded to
these positions in surrounding agencies. The current compensation and benefits for this
group of employees is established by a MOU, spanning a four-year term from July 1, 2019
through June 30, 2023. This Agreement included modest cost of living increases,
employees paying an increased retirement contribution to CalPERS, and an annual
adjustment to the City’s health contribution through a cost sharing formula.
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Item 6c
This Agreement was aligned with the Council-adopted Fiscal Health Response Plan,1
which was adopted by Council in 2018. One notable aspect of this alignment was that
SLOPSOA agreed to participate in retirement cost-sharing due to the increased pension
costs.
What sets SLOPSOA apart from the other represented bargaining groups at the City is
their approach to negotiations. Rather than hiring outside representation, they rely on
their own members to foster open, constructive, and honest dialogue with City
representatives. This approach is rooted in mutual respect for one another’s perspectives
and the City’s overall Labor Relations Objectives.
At the initial negotiation session on March 28, 2023, SLOPSOA expressed their primary
interests for a successor agreement, focusing on maintaining equity with the relevant
labor market. Market data revealed that a majority of classifications within SLOPSOA
lagged behind the labor market by more than five (5%) percent. Additionally, the salary
differential, commonly referred to as ‘compaction,’ between classifications in the San Luis
Obispo Police Officers’ Association (SLOPOA) and those supervised by SLOPSOA also
lagged the market. Maintaining sufficient compaction between supervisor and
subordinates help to recognize and incentivize employees with strong leadership potential
to step into these critical roles and contributes to the long-term success of the organization
and effectively serving the community.
Over the course of three formal negotiation sessions, SLOPSOA and the City engaged in
a collaborative process and interest based bargaining, resulting in an agreement that
aligns with the City’s Compensation Philosophy. This agreement aims to ensure
competitive compensation for employees, in an effort to attract and retain highly qualified
employees. By maintaining parity with the relevant labor market and addressing
compaction issues among the employees supervised by SLOPSOA staff, the agreement
strives to create a fair and balanced compensation structure that fosters employee
satisfaction and retention.
Recruiting and retaining Police Officers remains a formidable task across the country,
given the dramatic social changes taking place. In light of these circumstances, effective
police managers are of significant importance. Specific to the City’s local labor market,
compensating police management staff with a competitive wage is imperative to the
health and overall stability of our police department.
While, real-time federal data on police employment is generally accessible, a recent small
sample survey of 184 police departments conducted this year revealed some alarming
statistics. The survey found that resignations in 2021 were 43 percent higher than in 2019,
while retirements saw a 24 percent increase. These numbers highlight the recognized
and challenging environment surrounding recruitment and retention of experienced peace
officer professionals.
1 The Fiscal Health Response Plan included operating reductions, new ways of doing business, new
revenues, and employee concessions to close the projected $8.9 million budget gap. The gap resulted from
increased pension costs mandated by the California Public Employees’ Retirement System (CalPERS).
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Item 6c
It is worth noting that most members within the SLOPSOA bargaining unit have dedicated
over 15 years of public service to the City's Police Department. This accumulated
institutional knowledge is instrumental in shaping the future of policing in San Luis Obispo,
particularly in the development of the Department's strategic plan. Probably the most
relevant and important element is the mentoring and nurturing of new peace officer
professionals that are joining the rank as the profession experiences a generational shift
in staffing.
SLOPSOA has been challenged in coordinating all duties around facilitating the strategic
plan thus far. More importantly, once the plan is finalized, it will again be this group’s
responsibility to deliver on each of the action items in the plan and to carry out the vision
of the Chief of Police and that of the community for the next five years and beyond.
SLOPSOA members will lead by example and shape the 21 st century culture of the Police
Department and be thought and action leaders in implementing the strategic plan that is
adopted by the City Council. By retaining these experienced and committed individuals,
the City can benefit from their insights, expertise, and long-term perspective, ultimately
fostering a forward-thinking and community-based approach to policing.
Key Components of the Successor MOU
Key components of the recommended tentative agreement with SLOPSOA resulting in
ongoing costs include:
1. Term of Agreement: A four-year agreement (July 1, 2023 to June 30, 2027).
2. Market Equity Adjustments: Raising all classifications in the SLOPSOA group to
the median of the relevant labor market based on the market compensation study
completed for public safety groups effective following Council adoption:
SLOPSOA Classification Market Equity Adjustment
Police Sergeant 7.00%
Police Lieutenant 15.25%
Deputy Police Chief (formerly Police Captain) 18.50%
Records Supervisor 2.00%
Communications Supervisor 8.00%
3. Cost of Living Adjustments: Provide a three (3%) percent cost-of-living
adjustment (COLA) each year for the next four years so that after an agreement is
reached, compensation scales maintain their competitive position with the labor
market.
4. Retirement Cost-Sharing: This group agrees to continue making their current
contribution of three (3%) percent towards the employers' portion of the retirement
contribution, as part of the City's Fiscal Health Response Plan. The purpose of this
agreement is to help reduce the City's overall retirement contribution.
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Item 6c
5. Uniform Incentive: Increase the annual uniform incentive from $1,000 to $1,300
for sworn personnel, effective the first paycheck in December 2023, to be more
aligned with the uniform incentive in comparison agencies. Note, pursuant to
Resolution No 11316 (2022 Series) the Police Chief will also be eligible for the
increase in uniform allowance as he receives the same uniform allowance as those
he directly supervises.
6. Education Incentive: Increase the education incentive to the following amounts
effective following Council adoption in an effort to keep pace with the education
incentive afforded to the Police Officers’ Association:
a. $250 to $300 per pay period for a bachelor’s degree
b. $350 to $400 per pay period for master’s degree
7. Health Insurance: Continue with medical insurance cost-sharing for the duration
of the successor agreement.
Previous Council or Advisory Body Action
Council provided direction in closed session to City negotiators.
Public Engagement
This report is on the consent agenda for July 11, 2023. The agenda and report will be
posted seven days in advance of the meeting, and the public will have an opportunity to
provide feedback during public comment in advance of the Council voting on the consent
agenda.
CONCURRENCE
On June 14, 2023, the parties’ reached a tentative agreement, subject to Council
approval. On that same day, SLOPSOA notified the City’s negotiating team that the
tentative agreement was ratified by a vote of the membership.
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. 15278.
FISCAL IMPACT
Budgeted: Yes Budget Year: 2023-24 and ongoing
Funding Identified: Yes
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Item 6c
Fiscal Analysis:
Funding
Sources
Total Budget
Available
Current
Funding
Request
Remaining
Balance
Annual
Ongoing
Cost2
General Fund $934,556 $934,556 $0 $934,556
State
Federal
Fees
Other:
Total $934,556 $934,556 $0 $934,556
The cumulative ongoing cost, encompassing all items in the successor MOU, amounts to
approximately $935,000 by year 2026-27. It is important to note that the costing
encompasses the entirety of the agreement, resulting from the negotiated changes. The
annual ongoing costs, or year over year costs, as highlighted in the table below, will
establish a new base cost for subsequent years and will be incorporated into the fiscal
forecast.
The fiscal forecast has allocated adequate budget to cover the costs as part of the 2023-
25 financial plan. Further analysis will be conducted to identify and incorporate the
ongoing increases, starting from FY 2026, into the fiscal forecast.
Total Cost 2023-24 2024-25 2025-26 2026-27
Year Over Year Cost $462,876 $152,638 $168,291 $150,751
Total Cumulative
Ongoing Cost Per Year $462,876 $615,514 $783,805 $934,556
ALTERNATIVES
Do not approve recommended changes to the resolution and MOU. Instead, direct
staff to return to the bargaining table with SLOPSOA. This alternative is not recommended
as the resolution and MOU are consistent with previous Council direction.
ATTACHMENTS
A - Draft Resolution adopting and ratifying the Successor MOU between the City of San
Luis Obispo and the San Luis Obispo Police Staff Officers’ Association
B - Exhibit A to Draft Resolution – Successor MOU with SLOPSOA – Legislative Draft
C - Regular and Contract Employee Salary Schedule effective July 6, 2023
D - Supplemental Employee Salary Schedule effective July 6, 2023
2 The cost is the total cumulative ongoing cost after all items are implemented in accordance with the
successor MOU.
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R ______
RESOLUTION NO. _____ (2023 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN
LUIS OBISPO AND THE CITY OF SAN LUIS OBISPO POLICE STAFF
OFFICERS’ ASSOCIATION FOR THE PERIOD OF JULY 1, 2023 TO
JUNE 30, 2027
WHEREAS, the San Luis Obispo Police Staff Officers’ Association (SLOPSOA) is
committed to providing high quality service to the community; 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 La bor
Relations Objectives and Compensation Philosophy, while also considering the long-term
financial sustainability of changes in compensation.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo hereby revises the San Luis Obispo Police Staff Officers’ Association
compensation as follows:
SECTION 1. The Memorandum of Understanding between the City of San Luis
Obispo and SLOPSOA, attached hereto as Exhibit “A” and incorporated herein by this
reference, is hereby adopted and ratified.
SECTION 2. The Director of Finance shall adjust the appropriate accounts to
reflect the compensation changes.
SECTION 3. The City Clerk shall file and furnish a copy of the resolution and a
copy of the executed Memorandum of Understanding approved by it to Aaron Schafer,
SLOPSOA President, and Nickole Domini, Director of Human Resources.
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Resolution No. _____ (2023 Series) Page 2
R ______
SECTION 4. Amendments to compensation for the San Luis Obispo Police Staff
Officers’ Association do not constitute a “Project” under CEQA Guidelines Sec. 15378.
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
The foregoing resolution was adopted this _____ day of _______________ 20 23.
___________________________
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
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Exhibit “A”
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Exhibit “A”
Table of Contents
ARTICLE 1 - PARTIES TO AGREEMENT ................................................................................................... 1
ARTICLE 2 - RECOGNITION ....................................................................................................................... 2
ARTICLE 3 - CHECK OFF/DUES DEDUCTION .......................................................................................... 3
ARTICLE 4 - EMPLOYEE RIGHTS .............................................................................................................. 4
ARTICLE 5 - MANAGEMENT RIGHTS ........................................................................................................ 5
ARTICLE 6 - REPRESENTATIVE ROLE ..................................................................................................... 6
ARTICLE 7 - RENEGOTIATIONS ................................................................................................................ 7
ARTICLE 8 - SALARY ................................................................................................................................... 8
ARTICLE 9 - OVERTIME ............................................................................................................................ 12
ARTICLE 10 - WORK OUT-OF-CLASSIFICATION AND TEMPORARY ASSIGNMENT PAY .................. 24
ARTICLE 11 - EDUCATION INCENTIVE ................................................................................................... 26
ARTICLE 12 - PAYDAY .............................................................................................................................. 28
ARTICLE 13 - GENERAL PROVISIONS .................................................................................................... 29
ARTICLE 14 - HEALTH CARE INSURANCE ............................................................................................. 30
ARTICLE 15 - RETIREMENT ..................................................................................................................... 35
ARTICLE 16 - UNIFORM ALLOWANCE .................................................................................................... 38
ARTICLE 17 – HOLIDAYS .......................................................................................................................... 39
ARTICLE 18 - VACATION LEAVE .............................................................................................................. 41
ARTICLE 19 - ADMINISTRATIVE LEAVE .................................................................................................. 44
ARTICLE 20 - SICK LEAVE ........................................................................................................................ 45
ARTICLE 21 - FAMILY LEAVE ................................................................................................................... 46
ARTICLE 22 - BEREAVEMENT LEAVE ..................................................................................................... 47
ARTICLE 23 - CATASTROPHIC LEAVE .................................................................................................... 48
ARTICLE 24 - WORKERS' COMPENSATION LEAVE .............................................................................. 49
ARTICLE 25 - JURY DUTY AND MILITARY LEAVES ............................................................................... 50
ARTICLE 26 - GRIEVANCE PROCEDURE ............................................................................................... 51
ARTICLE 27 - DISCIPLINARY ACTION ..................................................................................................... 54
ARTICLE 28 - IMPASSE PROCEDURE ..................................................................................................... 55
ARTICLE 29 - SWAT OPERATOR LUCA BENEDETTI FITNESS INCENTIVE ........................................ 57
ARTICLE 30 - FULL AGREEMENT ............................................................................................................ 58
ARTICLE 31 - SAVINGS CLAUSE ............................................................................................................. 59
ARTICLE 32 - TERM OF AGREEMENT ..................................................................................................... 60
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Exhibit “A”
ARTICLE 33 - AUTHORIZED AGENTS ..................................................................................................... 61
ARTICLE 34 - SIGNATURES ..................................................................................................................... 62
APPENDIX A – SALARY RANGE LISTING ............................................................................................... 63
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Exhibit “A”
1
ARTICLE 1 - PARTIES TO AGREEMENT
This Agreement is made and entered into this, 11th day of July 2023, by and between
the City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo
Police Staff Officers' Association, hereinafter referred to as the Association.
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Exhibit “A”
2
ARTICLE 2 - RECOGNITION
Pursuant to Government Code Section 3500 et seq and City Resolution No. 6620
(1989 Series), the City hereby recognizes the San Luis Obispo Police Staff Officers ’
Association as the exclusive bargaining representative for purposes of representing
regular and probationary employees occupying the position classifications of Police
Sergeant, Police Lieutenant, Deputy Police Chief, Communications Supervisor, and
Police Records Supervisor for the duration of this Agreement.
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Exhibit “A”
3
ARTICLE 3 - CHECK OFF/DUES DEDUCTION
3.1 The City shall deduct dues from City employees and remit said dues to the
Association on a semi-monthly basis for the duration of this Agreement, which
dues shall not include assessments.
3.2 Monthly dues deduction, additions, and/or deletions shall be recorded by the
City's Finance Director, or designee, and a notification of all due’s transactions
shall be sent semi-monthly to the Association President. The Association shall
refund to the City any amount paid to the Association in error, upon presentation
of supporting evidence.
3.3 The Association shall hold the City harmless from any and all claims and will
indemnify it against any unusual costs in implementing these provisions.
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Exhibit “A”
4
ARTICLE 4 - EMPLOYEE RIGHTS
Employees of the City shall have the right to form, join and participate in the activities
of employee organizations of their own choosing for the purpose of representation on
all matters of employer-employee relations including, but not limited to, wages, hours
and other terms and conditions of employment. Employees of the City also shall have
the right to refuse to join or participate in the activities of employee organizations and
shall have the right to represent themselves individually in their employment relations
with the City. No employee shall be interfered with, intimidated, restrained, coerced or
discriminated against because of the exercise of these rights.
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Exhibit “A”
5
ARTICLE 5 - MANAGEMENT RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the
mission of its constituent departments, commissions and boards; set standards of
service; determine the procedures and standards of selection for employment and
promotion; direct its employees; take disciplinary action; relieve its employees from
duty because of lack of work or for other legitimate reasons; maintain the efficiency of
government operations; determine the methods, means and personnel by which
government operations are to be conducted; determine the content of the job
classifications; take all necessary actions to carry out its mission in emergencies; and
exercise complete control and discretion over its organization and the technology for
performing its work.
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Exhibit “A”
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ARTICLE 6 - REPRESENTATIVE ROLE
Members of the Association may, by a reasonable method, select not more than five
employee members to meet and confer with the Municipal Employee Relations Officer
and other management officials (after written certification of such selection is provided
by the Association) on subjects within the scope of representation during regular duty
or work hours without loss of compensation or other benefits. The Association shall,
whenever practicable, submit the name(s) of each employee representative to the
Municipal Employee Relations Officer at least two working days in advance of such
meetings. Provided further:
(1) That no employee representative shall leave his or her duty or workstation
or assignment without specific approval of the Police Chief or other
authorized City management officials. If employee representatives cannot
be released, the date of the meeting will be rescheduled in accordance with
item (2) below.
(2) That any such meeting is subject to scheduling by City management
consistent with operating needs and work schedules. Nothing provided
herein, however, shall limit or restrict City management from scheduling
such meetings before or after regular duty or work hours.
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Exhibit “A”
7
ARTICLE 7 - RENEGOTIATIONS
If at the expiration of the term of this Agreement, either party wishes to make changes
to this Agreement, that party shall serve upon the other its written request to negotia te,
as well as its initial proposals for an amended Agreement. Such notice and proposals
must be submitted to the other party between 15 April and 1 May 2027. If notice is
properly and timely given, negotiations shall commence no later than 15 May.
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Exhibit “A”
8
ARTICLE 8 - SALARY
8.1 Salary Provision for the Term of Agreement
The City strives to maintain a reasonable difference in compensation between top step
police staff officers’ classifications and top step of the classifications supervised. The
difference between top steps of these classifications is targeted at a minimum of 15%,
except between Police Sergeants and Lieutenants which will be a minimum of 20%. If
during the term of this contract the differentiation goes below the target stated above,
the City agrees to re-open negotiations on this topic.
The parties agree to salary increases as set forth below to be effective on the first day
of the first full payroll period in the month listed below:
July 2023 3% All Classifications
July 2024 3% All Classifications
July 2025 3% All Classifications
July 2026 3% All Classifications
The salary ranges for the term of this agreement are listed in Appendix A.
8.2 Market Equity Adjustments
In addition to the above listed salary increases, the following jo b classifications shall
receive market equity adjustments to be effective on the first full pay period of July
2023. These adjustments are based on a salary survey that was collected in 2023 and
are being implemented in an effort to attract and retain well qualified employees.
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Exhibit “A”
9
Job Title
Market Equity
Adjustment
Police Sergeant 7.00%
Police Lieutenant 15.25%
Deputy Police Chief 18.50%
Police Records Supervisor 2.00%
Communications Supervisor 8.00%
8.3 Rules Governing Step Increases:
The following rules shall govern step increases for employees:
1. Each salary range for Police Sergeant, Police Records Supervisor, and
Communications Supervisor consists of six steps (1 through 6). Steps 1 through
5 equal 95% of the next highest step, computed to the nearest one dollar.
Step 5 = 95% of Step 6
Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2
Each across-the-board percentage salary increase shall raise step 6 of the respective
range by that percentage. After all step 6's of salary ranges have been established,
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each step 6 shall be rounded off to the nearest $1.00 (biweekly) and the remaining
steps established in accordance with the above formula.
Effective the first full pay period in July 2023, the existing Step 1 of the Police
Lieutenant and Deputy Police Chief will be removed, making a total of five steps (1
through 5). Steps 1 through 4 equal 95% of the next highest step, computed to the
nearest one dollar.
Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2
Each across-the-board percentage salary increase shall raise step 5 of the respective
range by that percentage. After all step 5's of salary ranges have been established,
each step 5 shall be rounded off to the nearest $1.00 (biweekly) and the remaining
steps established in accordance with the above formula.
2. The time in step progression for employees with satisfactory performance will
be one year per step.
3. An employee may be advanced to the next step in the salary range upon
receiving an overall rating of at least “Meets Performance Standards” on the
employee's annual performance evaluat ion, as approved by the Police Chief
and the Human Resources Director, or their designees. Following completion of
the annual performance evaluation, the employee’s step increase will be
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effective on the first day of the pay period that includes the employee’s position
anniversary date.
4. Employees who are eligible for advancement to the top two steps of the salary
range must receive a "Meets Performance Standards" or better on the overall
rating on their most recent performance evaluation prior to or coincident with
their being eligible for advancement by time in grade.
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Exhibit “A”
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ARTICLE 9 - OVERTIME
SWORN OVERTIME - POLICE SERGEANTS ONLY
9.1 SWORN CONTRACT OVERTIME
A. Contract overtime is defined as all hours worked in excess of their regularly
scheduled shifts.
B. Employees are regularly assigned to work 160 hours in the 28-day work period.
C. All paid leave hours shall be counted as hours worked for purposes calculating
overtime, to include Vacation, Holiday, Sick Leave, IOD (Workers’
Compensation), and Compensatory Time Off (CTO).
D. All contract overtime shall be authorized by the Police Chief, or designee, prior
to being compensated. Contract overtime shall be paid in each pay period.
E. Police Sergeants shall be eligible for overtime pay.
9.2 FLSA/STATUTORY OVERTIME
A. In accordance with section 207(k) of the Fair Labor Standards Act (FLSA), the
City has declared a twenty-eight-day work period for the purpose of calculating
FLSA overtime. The FLSA work period is deemed to commence at 12:0 1 AM
on the first day of the 28-day period and end at 11:59 PM on the 28th day of the
28-day work period and the FLSA overtime threshold for the work period is 171
hours. This declaration is separate and apart from the City’s contractual
overtime obligations set forth in section 9.1 above.
B. For the purpose of complying with the FLSA overtime requirements, the City
has adopted a dual calculation metho d whereby it calculates FLSA overtime in
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accordance with the requirements of FLSA regular rate and more specifically,
29 CFR section 778.109 and 778.110. This requires the payment of FLSA
overtime for all hours actually worked by non-exempt sworn personnel in excess
of 171 in the 28-day work period. To the extent the City’s dual calculation
method determines that FLSA overtime owed for the 28 -day work period
exceeds the amount of contract overtime paid for the same work period, the
difference will be paid to the employee by way of an “FLSA Adjustment” in the
following City pay period.
9.3 COMPENSATION
A. All contract overtime as defined in Section 9.1 of this Article shall be paid in cash
at time and one half (1 1/2) the employee's base rate of pay, plus incentives as
defined in Section 9.4, or in CTO.
B. Separate and apart from the City’s contractual obligation to pay overtime in
accordance with Section 9.1 above, 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
decision applicable to non-exempt sworn members of the Association. This
calculation will be administered with Section 9.1 above.
9.4 Compensatory Time Off (CTO)
A. An employee who earns contract overtime as defined in Section 9.1 above, may
elect compensation in the form of time off (CTO). An employee may be
compensated at the rate of one and one-half (1 1/2) hours for each hour of
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overtime worked. However, no employee shall accumulate and have current
credit for more than 100 hours of CTO.
B. The Association and the City agree that CTO usage is subject to normal time
off approval processes and may be denied if it would result in the need for
overtime overage (except when scheduled in conjunction with approved
vacation).
C. Upon separation from employment or promoting to a position that is not eligible
for CTO, the employee’s accrued CTO will be paid out at the employee’s base
rate of pay.
9.5 PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME
UNDER SECTIONS 9.1 AND 9.2
Education Incentive
Holiday Pay
Standby Pay
Work out of Classification Pay
9.6 SHIFT ADJUSTMENT
In the matter of shift adjustments, it is agreed that the following guidelines will be
followed:
In any situation necessitating a shift adjustment, volunteers will first be sought.
Shift adjustments will not be for more than two hours.
Shift adjustments for special units or assignments are not covered by this
guideline and remain the discretion of the Unit Supervisor or Bureau
Commander.
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Whenever volunteers cannot be located, Sergeants assigned will be chosen
sequentially by seniority.
Generally, no more than two Sergeants per shift should be ordered to adjust
unless a specific event necessitates it.
At least 14 days’ notice will normally be given, but in no event will less than
seven days’ notice be given, for an ordered shift adjustment.
A Sergeant authorized to shift adjust will not suffer loss of briefing pay o r other
normal benefit.
Sergeants will be given at least ten hours between shifts for ordered non -
emergency shift adjustments.
Shift adjustments will not be ordered to deal with court or shift continuation
unless it is necessary to ensure the Sergeant has adequate rest. If court or
another assignment prevents a Sergeant from getting proper rest between
shifts, the Sergeant and the Watch Commander may arrange a shift adjustment
to meet this need. With approval, the Sergeant could opt to use adjusted court
time towards normal work hours instead of overtime, or to adjust shift start time
up to four hours. In cases where the Watch Commander determines an
adjustment is warranted but does not have sufficient staffing, s/he is authorized
to bring in a replacement (on overtime) for up to four hours.
Shift adjustments will not be limited by day or time except as articulated above.
9.7 GUARANTEED MINIMUMS FOR RETURNING TO WORK
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Whenever an employee is required by the department to return to work outside of the
employee's normal work hours, if a minimum applies as found in this article, then the
employee has the choice of taking the minimum or taking the pay for the work actually
performed.
9.8 CALL BACK
Employees called back to work at hours not contiguous to their normally scheduled
shift shall be guaranteed three-hour minimum payment at time and one half.
Unanticipated emergency call-backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel time.
9.9 COURT TIME
A. Employees reporting for court duty shall be guaranteed three hours minimum
payment at time and one-half.
B. Employees required to work through the lunch break while on court duty shall
be credited with time worked.
C. Two or more court cases occurring within the minimum time period shall be
subject to a single minimum payment.
D. Employees placed on standby in anticipation of reporting for court time shall be
compensated three hours straight time when on standby. Each calendar day
starts a new standby period.
E. Standby is that circumstance which requires an employee assigned by the
department to: 1) be ready to respond immediately to a call for service; 2) be
readily available at all hours by telephone or other agreed upon communic ation
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equipment; and 3) refrain from activities which might impair his/her assigned
duties upon call. The parties agree that employees on standby, as defined
above, are "waiting to be engaged."
9.10 ROLL CALL BRIEFING
Employees who are required to attend roll call briefing, and do, shall be paid for such
attendance. Payment shall be considered overtime and paid as such if the hours fall
within the definition of overtime.
9.11 INVESTIGATOR STANDBY
When operationally necessary, Sergeants assigned to the Detective Bureau and SET
can cover investigator standby and be compensated $45 per day Monday through
Friday, and $65 per day for weekends and holidays. Sergeants assigned to investigator
standby must adhere to standby provisions outlined in Section 9.9.E.
9.12 RANGE QUALIFICATION
A. Sworn personnel shall be guaranteed three hours at time and one half when
participating in range qualification training when off duty.
B. Each sworn employee who shoots for qualification shall be provided 100 rounds
of practice ammunition each month upon request.
NON-SWORN COMMUNICATIONS SUPERVISORS
9.13 NON-SWORN CONTRACT OVERTIME
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A. Contract overtime is defined as all hours worked in excess of their regularly
scheduled shifts.
B. Employees are regularly assigned to work 40 hours in the seven-day work
period.
C. All paid leave hours shall be counted as hours worked for purposes of
calculating overtime, to include Vacation, Holiday, Sick Leave, IOD (Workers’
Compensation), and CTO.
D. All contract overtime shall be authorized by the Police Chief, or designee, prior
to being compensated. Contract overtime shall be paid in each pay period.
E. Communication Supervisors shall be eligible for overtime pay.
9.14 FLSA/STATUTORY OVERTIME
A. For the purpose of complying with the FLSA overtime requirements under 29
USC Section 207(a), the City has adopted a dual calculation method whereby
it calculates FLSA overtime based on all hours actually worked by the overtime
eligible employees in excess of 40 hours in a 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/Contract 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.
9.15 COMPENSATION
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A. All contract overtime as defined in Section 9.13 of this Article shall be paid in
cash at time and one half (1 1/2) the employee's base rate of pay, plus
incentives as defined below in Section 9.15, or in CTO.
B. Separate and apart from the City’s contractual obligation to pay overtime in
accordance with Section 9.13 above, the City is obligated to calculate and pay,
at a minimum, FLSA overtime based on the federally defined rate of pay which
includes cash in lieu in compliance with the Flores v. City of San Gabriel
decision applicable to non-exempt non-sworn members of the Association. This
calculation will be administered with Section 9.13 above.
9.16 COMPENSATORY TIME OFF (CTO)
A. An employee who earns contract overtime as defined in Section 9.13 above,
may elect compensation in the form of time off (CTO). An employee may be
compensated at the rate of one and one-half (1 1/2) hours for each hour of
overtime worked. However, no employee shall accumulate and have current
credit for more than 240 hours of CTO.
B. The Association and the City agree that CTO usage is subject to normal time
off approval processes and may be denied if it would result in the need for
overtime overage (except when scheduled in conjunction with approved
vacation).
C. Upon separation from employment or promoting to a position that is not eligible
for CTO , the employee’s accrued CTO will be paid out at the employee’s base
rate of pay.
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9.17 PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME
UNDER SECTION 9.13 AND 9.14
Education Incentive
Holiday Pay
Standby Pay
Work out of Grade Pay
9.18 GUARANTEED MINIMUMS FOR RETURNING TO WORK
Whenever an employee is required by the department to work outside of the
employee’s normal work hours, if a minimum applies as found in this Article, then the
employee has the choice of taking the minimum or taking the pay for the work actually
performed.
9.19 CALL BACK
Employees called back to work at hours not contiguous to their normally scheduled
shift shall be guaranteed a three -hour minimum payment at time and one half.
Unanticipated emergency call-backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel time.
9.20 COURT TIME
A. Employees reporting for court duty shall be guaranteed th ree hours minimum
payment at time and one-half.
B. Employees required to work through the lunch break while on court duty shall
be credited with time worked. Duty free lunch periods shall not be compensable,
to a maximum of thirty (30) minutes.
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C. Two or more court cases occurring within the minimum time period shall be
subject to a single minimum payment.
D. Employees placed on standby as required to fulfill court requirements shall be
compensated three hours straight time when on standby. Each calendar day
starts a new standby period.
E. Standby is that circumstance which requires an employee assigned by the
department to: 1) be ready to respond immediately to a call for service; 2) be
readily available at all hours by telephone or other agreed upon communication
equipment; and 3) refrain from activities which might impair his/her assigned
duties upon call. The parties agree that employees on standby, as defined
above, are "waiting to be engaged."
9.21 ROLL CALL BRIEFING
Employees who are required to attend roll call briefing and do, shall be paid for such
attendance. Payment shall be considered overtime and paid as such if the hours fall
within the definition of overtime.
9.22 NON-SWORN AND SWORN TRAINING
A. Employees that are eligible for overtime and are called back for training
sessions authorized by the Police Chief or designee, shall be guaranteed three-
hour minimum payment at time and one-half.
B. The City shall provide each employee in the membership with paid independent
living hotel/motel accommodation when assigned to a POST reimbursable
training course or City required training course requiring overnight stay. Daily
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meal reimbursement provided shall either be a flat $60 per day subject to the
following maximum amounts if not a full day (unless increased by City Policy).
Breakfast - $15.00 (regardless of whether or not a continental breakfast
is provided)
Lunch - $15.00
Commuter Lunch* - $15.00
Dinner - $30.00
Mileage at the prescribed IRS mileage reimbursement rate.
* Commuter Lunch is defined as providing a lunch for training outside of the
City of SLO limits.
9.23 SWORN AND NON-SWORN CONTRACT OVERTIME REMEDY PROVISION
The City and the Association (hereafter “parties”) acknowledge and agree that they
have met and conferred in good faith in accordance wit h Government Code section
3500 et. seq. concerning the definition, calculation and payment of City/Contract
overtime as set forth in Sections 9.1 and 9.13 of this Agreement.
The parties further acknowledge and agree that the provisions of Sections 9.1 and 9.13
establish the full extent of the City’s contractual obligations to pay overtime for services
rendered within the course and scope of employment by members of the bargaining
unit and that to the extent individual claims for statutory overti me under the FLSA are
asserted by or on behalf of any member of this bargaining unit during the term of this
Agreement, such claims will not present or support a claim for contract overtime under
this Agreement.
9.24 SHIFT COVERAGE STIPEND
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Police Lieutenants are considered exempt and not eligible for overtime payment or any
return-to-work minimum payments, except as specifically described in this section. In
the event a Lieutenant is required to cover the shift of a Police Sergeant, and there is
no other coverage available, and operational needs necessitate the filling of the
position, the Lieutenant shall receive a shift coverage stipend of one and one half times
the base pay for each hour worked in the capacity of Sergeant.
9.25 SPECIAL CIRCUMSTANCE PAY
Exempt sworn members required to work extended hours under special circumstances
may be paid at time and one half (1 1/2) for those extended hours worked. The number
of hours to be paid and determination of special circumstances shall be at the
discretion of the Police Chief. Some examples may include:
SWAT Call Outs
Special Events
Critical Incident
Natural Disasters
Civil Unrest
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ARTICLE 10 - WORK OUT-OF-CLASSIFICATION AND TEMPORARY
ASSIGNMENT PAY
A. Work Out-of-Classification
For the purposed of this Article, an out-of-class assignment is the full-time performance
of all of the significant duties of an available, funded position in one classification by
an individual in a position in another classification. An employee assigned in writing by
management to work-out-of-class in a position that is assigned a higher pay range and
is vacant pending an examination, or is vacant due to an extended l eave of absence,
shall receive one step (5.26%) in addition to their regular base rate commencing on
the eleventh consecutive workday on the out-of-class assignment. In order to receive
the out-of-class pay, an employee must be working in the out-of-class assignment and
may not have a leave of absence longer than two (2) consecutive weeks, unless
otherwise approved.
B. Temporary Assignment.
An appointing authority or designee may temporarily assign an employee to a different
position for a specific period of time not to exceed 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 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 of time not to exceed 90 days, provided the employee has received 24
hours written notice which includes reasons for the assignment. Employees who are
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subject to temporary assignment shall be compensated as if they were working out of
grade as described in Section A above. In order to receive temporary assignment pay,
an employee must be working in the temporary assignment and cannot have a leave
of absence longer than two (2) consecutive weeks, unless approved otherwise.
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ARTICLE 11 - EDUCATION INCENTIVE
BASIC BENEFITS. Education incentive pay shall not begin until one year after
employment with the City of San Luis Obispo, but credit will be given for
approved education obtained prior to that time. The basic benefit will consist of
$300.00 bi-weekly for possession of a B.A. or B.S. from an accredited four-year
college or university and $400.00 bi-weekly for possession of a M.A. or M.S.
from an accredited college or university. Total education incentive shall in no
case exceed $400.00 bi-weekly.
A. JOB RELATED FIELDS. Degrees must be either in directly job-related fields, or
City-approved equivalent.
B. APPLICATION AND APPROVAL. Application for the incentive pay shall be
made by the employee to the Chief of Police at least 30 days before the date
the payment of the incentive pay is to be effective. Approval of the Chief of
Police and the Director of Human Resources shall be required.
C. UNSATISFACTORY PERFORMANCE. To be eligible for compensation under
this program, an employee must receive and maintain at least a “Meets
Performance Standards” rating on their annual evaluation. The Chief of Police,
with the concurrence of the City Manager, may suspend payment of the
incentive pay until such time as the employee's performance comes up to the
standard level, in the opinion of the Chief of Police and in concurrence of the
City Manager.
D. ADDITIONAL PROVISIONS.
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1. The maximum benefit under this article is $400.00 bi-weekly for
possession of a M.A. or M.S. from an accredited college or university.
2. Sworn and non-sworn employees are eligible to participate in the Tuition
Reimbursement program as set forth in City Policy.
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ARTICLE 12 - PAYDAY
Payroll will be disbursed on a bi-weekly schedule. Payday will be every other Thursday.
This disbursement schedule is predicated upon normal wor king conditions and is
subject to adjustment for cause beyond the City's control.
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ARTICLE 13 - GENERAL PROVISIONS
13.1 WORKING CONDITIONS.
An officer's place of residence shall be within a one hour driving radius from the San
Luis Obispo Police Department.
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ARTICLE 14 - HEALTH CARE INSURANCE
14.1 HEALTH FLEX CONTRIBUTION
Employees electing medical coverage in the City’s plans shall receive a health flex
contribution, as defined by the Affordable Care Act (“ACA”), and shall purchase such
coverage through the City’s Section 125 Plan “Cafeteria Plan”. If the health flex
contribution is less than the cost of the medical plan, the employee shall have the
opportunity to pay the difference between the health flex contribution and the premium
cost on a pre-tax basis through the City’s Cafeteria Plan. If the premium cost for
medical coverage is less than the health flex allowance, the employee shall not receive
any unused health flex contribution in the form of cash or purchase additional benefits
under the Cafeteria Plan. Less than full-time employees shall receive a prorated share
of the health flex contribution. The existing 2023 plan year monthly health flex
contribution is:
Level of Coverage 2023 Monthly Rate
Employee Only $ 698
Employee Plus One $ 1,268
Family $ 1,683
Effective for the 2024, 2025, 2026, and 2027 premiums, the health flex contribution shall
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 are available and the year-to-year changes were +10%, +20%, and -6%
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respectively, the health flex contribution would be increased by 4% (10% + 20% + -6% ÷
3 = 8% x 1/2).
The City agrees to continue providing the health flex contribution for two (2) pay periods
in the event that an employee has exhausted all paid time off due to an employee's
catastrophic illness. That is, the employee shall receive regular City health flex
contribution for the first two pay periods following the pay period in which the
employee's accrued vacation and sick leave balances reach zero.
14.2 PERS HEALTH BENEFIT PROGRAM
The City has elected to participate in the PERS 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 Cafeteria Plan provided to employees in their various MO U's. The cost
of the City's participation in PERS will not require the City to expend additional funds
toward health insurance beyond what is already provided for in the various bargaining
agreements. In summary, this cost and any increases will be borne by the employees.
14.3 CONDITIONAL OPT-OUT (Cash-in-Lieu)
Employees who, at initial enrollment or during the annual open enrollment period,
complete an attestation form (as reasonable evidence) that they and all individuals for
whom they expect to claim a personal exemption deduction (“Tax Family”) have
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alternative minimum essential coverage (other than coverage in the individual market
and other than individual coverage through Covered California), , will be allowed to
receive cash-in-lieu of the health flex contribution and medical coverage through the
City’s medical plans for themselves and their qualified dependents (Tax Family). The
monthly conditional opt-out (Cash-in-Lieu) incentive is:
Opt Out $598
The conditional opt-out incentive shall be paid as Cash-in-Lieu (taxable income) to the
employee. The employee must notify the City within 30 days of the loss of alternative
minimum essential coverage. The conditional opt-out payment shall no longer be
payable, if the employee or family members cease to be enrolled in alternative
minimum essential coverage. The City must not and will not pay Cash-in-Lieu if the
City knows or has reason to know that the employee or an individual in the employee’s
Tax Family does not have the required alternative coverage. 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.
14.4 DENTAL AND VISION INSURANCE/DEPENDENT COVERAGE
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Employee’s participation in the City's dental and vision plans is optional. Employees
who elect coverage shall pay the dental and/or vision premium by payroll deductions
on a pre-tax basis through the City’s Cafeteria Plan.
14.5 LONG-TERM DISABILITY INSURANCE (LTD)
Sworn employees are covered for Long-Term Disability Insurance through the
Association and are responsible for premium payments. Non-sworn employees
continue to be covered under the City’s Long-Term Disability Insurance Program.
14.6 LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT
Employees shall have life insurance and Accidental Death and Dismemberment
(AD&D) coverage of Forty-Five Thousand Dollars ($45,000). Twenty Thousand Dollars
($20,000) of life insurance shall be paid by the employees through the City’s Cafeteria
Plan and Twenty-Five Thousand ($25,000) shall be paid by the City. The City pays the
$45,000 of AD&D coverage.
14.7 REPRESENTATION ON A MEDICAL PLAN REVIEW COMMITTEE
The Association shall appoint one voting representative to serve on a Medical Plan
Review Committee. In addition, the Association may appoint one non-voting
representative to provide a wider range of viewpoint for discussion.
A. Duties and Obligations of the Medical Plan Review Committee
The duties and obligations of the Medical Plan Review Committee shall be to:
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1. Review and suggest changes for the City's Cafeteria Plan and the
insurance plan offered under the MOU.
2. Submit to the City and its employee associations recommendations on
proposed changes for the City's Cafeteria plan and the insurance plans
offered under the MOU.
3. Disseminate information and educate employees about the City's
Cafeteria plan and the insurance plans offered under the MOU.
4. Participate in other related assignments requested by the City and its
employee associations.
B. Miscellaneous
1. The actions of the Medical Plan Review Committee shall not preclude
the Association and the City from meeting and conferring.
2. No recommendation of the Medical Plan Review Committee on matters
within the scope of bargaining shall take effect before completion of meet
and confer requirements between the City and the Association, including
Resolution 6620.
3. If changes to the City's Cafeteria plan are subject to meet and confer
requirements, the City and the Association agree to meet and confer in
good faith.
4. In performing its duties, the Medical Plan Review Committee may consult
independent outside experts. The City shall pay any fees incurred for this
consultation, provided that the City has approved the consultation and
fees in advance.
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ARTICLE 15 - RETIREMENT
15.1 PERS Contracts
A. “Classic Members First Tier” sworn and non-sworn members hired before
December 6, 2012.
PERS determines who is a “classic member” within the meaning of the California Public
Employee’ Pension Reform Act (PEPRA). The City agrees to provide the Public
Employees' Retirement System's (PERS) 3% at age 50 plan to all sworn personnel
and 2.7% at age 55 for all non-sworn personnel hired before December 6, 2012. The
3% at age 50 plan includes the following amendments, namely, Post Retirement
Survivor Allowance, the 4th level 1959 Survivor's Benefit, military service credit, one -
year final compensation, conversion of unused sick leave credit to additional retirement
credit, and Pre-Retirement Optional Settlement 2 Death Benefit. The 2.7% at age 55
plan has the following amendments, the 4th level 1959 Survivor's Benefit, one-year
final compensation, military service credit, conversion of unused sick leave credit to
additional retirement credit, and Pre-Retirement Optional Settlement 2 Death Benefit.
B. “Classic Members Second Tier” sworn and non-sworn members hired on or
after December 6, 2012.
Effective December 6, 2012, the City agrees to provide the Public Employee’s
Retirement System’s, 2% at age 50 Full Formula for Local Safety Members using th e
average of the three highest years as final compensation and 2% at age 60 for all non -
sworn personnel using the average of the three highest years as final compensation.
The 2% at age 50 plan includes the following amendments, namely, Post Retirement
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Survivor Allowance, the 4th level 1959 Survivors’ Benefit, military service credit,
conversion of unused sick leave credit to additional retirement credit, and Pre -
Retirement Optional Settlement 2 Death Benefit.
C. “New Members Third Tier” sworn and non-sworn members hired after January
1, 2013.
For all employees who PERS determines are “new members” within the meaning of
the California Public Employees’ Pension Reform Act (PEPRA), the City will provide
the PERS 2.7% at age 57 (PERS Safety Option Plan T wo) retirement plan for sworn
personnel and 2% at age 62 retirement plan for non-sworn personnel, using the highest
three-year average as final compensation.
15.2 Member Contributions
A. “Classic Members – First and Second Tier”
Effective the first full pay period in July 1, 1996, the City discontinued paying the
“classic member” sworn employees’ share of the PERS Contribution (9%) and the
“classic member” non-sworn employees’ share of the PERS Contribution (8%). The
9% and the 8% were added to the employees’ base salaries and reported as
compensation to PERS. Effective December 2012, the “Classic member – second tier”
sworn employees’ share of the PERS Contribution is 9% and the “Classic member –
second tier” non-sworn employees’ share of the PERS contribution is 7%. For
purposes of this Article, employee contributions are based on salary and special
compensation as defined by PERS.
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Effective the first full pay period in July 2019, all sworn and non -sworn employees shall
contribute 1.5% in addition to the emp loyee contribution defined in the paragraph
above. Effective the first full pay period in July 2020, all sworn and non -sworn
employees contribution shall increase an additional 1.5% for a total of 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 the
Internal Revenue Code §414 (h)(2). The employee will be responsible for any and all
tax liability incurred should the IRC provision become invalid.
B. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the total normal cost of
the member contribution, as determined by PERS.
Effective the first full pay period July 2019, all sworn and non -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 sworn and non -sworn new members
contribution shall increase an additional 1.5% for a total of 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 the
Internal Revenue Code §414 (h)(2). The employee will be responsible for any and all
tax liability incurred should the IRC provision become invalid.
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ARTICLE 16 - UNIFORM ALLOWANCE
16.1 Each employee required to wear a uniform shall receive an annual uniform
allowance as provided below and is expected to purchase and maintain in good repair
all required uniform pieces.
16.2 The uniform allowance shall be $1,000 per year, with $500 issued to the
employee with the first paycheck in June and $500 issued to the employee with the
first paycheck in December. New hires will receive a prorated amount on a biweekly
basis.
Effective the first paycheck in December 2023, the uniform allowance shall increase
from $1,000 to $1,300 per year for all sworn members. The allowance for sworn
members will be issued in the amount of $650 on the first paycheck in December and
June. New hires will receive a prorated amount on a biweekly basis.
16.3 All represented employees shall be eligible for uniform allowance without regard
to duty status interruption if in paid status, including 4850 Pay. For “Classic Members”
as defined by CalPERS, uniform allowance shall be reported to CalPERS as special
compensation. Uniform allowance will not be pro-rated upon separation from
employment.
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ARTICLE 17 – HOLIDAYS
17.1 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
September 9 – California Admission Day
Second Monday in October – Columbus Day
November 11 – Veteran’s Day
Fourth Thursday in November – Thanksgiving Day
Friday after Thanksgiving
One-half day before Christmas Day
December 25 – Christmas Day
One-half day before New Year’s Day
17.2 Each employee in this unit shall earn 4 hours of holiday leave bi-weekly, in lieu
of fixed holidays.
Such employees shall receive payment at straight time hourly rate for a portion of their
earned holiday leave two (2) hours each bi-weekly payroll period.
17.3 The remainder of the employee’s annual holiday leave (52 hours) shall be
advanced to the employee effective the first payroll period in January of each year.
Such holiday leave may be taken off by the employee with the approval of the Police
Chief or his/her designee. Annual holiday leave hours shall be prorated on a pay period
basis when an employee is appointed or leaves employment during the calendar year.
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17.4 Each calendar quarter, an employee has the option of receiving payment for
one-fourth (1/4) of his/her advanced holiday leave. The combination of holiday leave
taken off and payment of advanced holiday time may not exceed 52 hours. Any holiday
leave remaining at the end of each calendar year will be paid to the employee at the
straight time rate on the last paycheck in December.
17.5 If an employee terminates for any reason, having taken off hours in excess of
his/her prorated share, the value of the overage will be deducted from the employee’s
final paycheck.
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ARTICLE 18 - VACATION LEAVE
18.1 Each incumbent of a forty (40) hour per week position in the bargaining unit
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.
Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
Less than 5 years 12 days 96 hours
5 to less than 10 years 15 days 120 hours
10 to less than 20 years 18 days 144 hours
20+ years 20 days 160 hours
*One vacation day is equivalent to eight (8) hours for a forty (40) hour per week position
in the bargaining unit.
Employees are eligible for a year-for-year prospective accelerated vacation accrual
based on prior public sector experience and/or military service. 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.18.2 An
incumbent is not eligible to use vacation leave until accrued.
18.3 A regular employee who leaves the City service shall receive payment for any
unused vacation leave.
18.4 Vacation schedules must be reviewed by the Chief or his/her designee prior to
the scheduled vacation. Vacation schedules will be based upon the needs of the City
and then, insofar as possible, upon the wishes of the employee. The department may
not deny an employee's vacation request if such denial will result in the loss of vacation
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accrual by the employee, except that, management may approve a two-month
extension of maximum vacation accrual. However, in no event shall more than one
such extension be granted in any calendar year.
18.5 Any employee who is on approved vacation leave and becomes eligible for sick
leave as defined in Section 2.36.420A of the Personnel Rules & Regulations may have
such time credited as sick leave under the following conditions.
A. A physician's statement certifying that illness, injury or exposure to contagious
disease has occurred is presented to the supervisor upon returning to work.
B. The vacation leave immediately ends and the employee reports to work
following the end of sick leave usage.
18.6 Vacation leave shall be accrued as earned each payroll period, to a maximum
of vacation time not to exceed twice the employee’s annual accrual rate . It shall be the
responsibility of the employee to plan vacations and receive departmental approval in
a timely manner.
18.7 All employees in this unit are eligible, once annually in December, to request
payment for up to 100 hours of unused vacation leave. If an employee reaches the
annual accrual cap before December, the employee will be able to request vacation
payment one additional time during the calendar year, in addition to the December
cash out. However, no more than 100 hours of unused vacation leave will be paid out
in any calendar year.
To request payment for unused vacation leave, employees must submit an irrevocable
election form to Payroll in December of year, prior to the pay period that includes
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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 1 st of the following calendar
year, subject to IRS regulations. Late irrevocable election forms will not be acce pted,
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 the following year.
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ARTICLE 19 - ADMINISTRATIVE LEAVE
19.1 The Lieutenants, Deputy Police Chiefs, and Police Records Supervisor are
exempt from paid overtime except as specifically authorized by the Police Chief due to
extraordinary circumstances. 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.
19.2 In recognition of these requirements and the 24-hour staffing requirements of
Police Departments, all members of this unit who are designated as exempt in Section
19.1 above shall be afforded flexibility in managing their workload and time and are
eligible to take a maximum of 64 hours per calendar year of Administrative Leave.
Such leave may be taken at any time during the year. Administrative leave hours shall
be prorated on a pay period basis when an 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 b e carried over year
to year but can be taken through December 31st of each year.
19.3 Exempt employees understand that the nature of their jobs require that they will
work additional hours outside of their regularly scheduled shifts for such activities as
occasional meetings, paybacks, briefings, shift preparation, etc. Subject to the
approval of the Bureau Commander, exempt employees may shift adjust for such
things as court, administrative assignments, filling shift vacancies, lengthy or frequent
meetings, training, etc.
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ARTICLE 20 - SICK LEAVE
20.1 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. Accumulation of sick
leave days shall be unlimited.
20.2 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. Upon termination of employment by death of the employee, a percentage of
the dollar value of the employee's accumulated sick leave will be paid to the designated
beneficiary or beneficiaries according to the following schedule:
A. Death - 25%
B. Retirement and actual commencement of PERS benefits:
1. After twenty years of continuous employment - 20%
2. After twenty-five years of continuous employment – 25%
3. After thirty years of continuous employment – 30%
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ARTICLE 21 - FAMILY LEAVE
21.1 An employee may take up to 48 hours of sick leave per year if required to be
away from the job to personally care for a member of his/her immediate family. This
applies regardless of whether an employee is eligible for the Family/Medical leave
described below.
21.2 An employee may take up to 56 hours of sick leave per year if that family
member is part of the employee's household and is hospitalized. The employee shall
submit written verification of such hospitalization. This applies regardless of whether
an employee is eligible for the Family/Medical leave described below.
21.3 For purposes of this article, immediate fam ily is defined as: spouse/registered
domestic partner; child; brother; sister; parent; parent-in-law; stepparent; stepbrother;
stepsister; grandparent; grandchild; any other relative living in the same household; a
designated person as defined in the City’s Family and Medical Leave Policy; or any
other relative as defined by Labor Code 233 and/or Assembly Bill 1522.
21.4 The amounts shown in 21.1 and 21.2 above are annual maximums, not
maximums per qualifying family member.
21.5 In conjunction with existing leave benefits, unit employees with one year of City
service who have worked at least 1 ,250 hours in the last 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 holiday prior to receiving unpaid Family/Medical Leave. Further details on
Family/Medical Leave are available in the City’s Family and Medical Leave Policy.
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ARTICLE 22 - BEREAVEMENT LEAVE
At each employee's option, up to five days of sick leave may be used to be absent from
duty due to the death of a member of the employee's immediate family, defined as:
spouse/registered domestic partner; child; brother; sister; parent; parent-in-law;
stepparent; stepbrother; stepsister; grandparent; grandchild; any other relative living in
the same household; a designated person as defined in the City’s Family and Medical
Leave Policy.
The employee may be required to submit proof of relative's death within 30 days of the
first day of bereavement leave taken. False information concerning the death or
relationship shall be cause for discharge. The five days of leave is per qualifying family
member and must be used within three months following the relative’s death.
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ARTICLE 23 - CATASTROPHIC LEAVE
Employees may participate in the Catastrophic Leave program in accordance with the
City’s Catastrophic Leave Policy.
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ARTICLE 24 - WORKERS' COMPENSATION LEAVE
Any 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 90 business days
of such disability absence.
Page 78 of 465
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ARTICLE 25 - JURY DUTY AND MILITARY LEAVES
25.1 JURY DUTY
Any regular or probationary City employee, when duly called to serve on any jury, and
when not excluded there from, or when subpoenaed to appear as a witness at any trial,
shall be compensated for the time required to be spent under the jurisdiction of the
court by an amount equal to the difference between the pay they received as a juror
and his/her regular daily rate received from the City. The difference between the time
required to be spent on jury duty and the normal workday of the employee shall be
spent performing the employee’s regular job assignments unless the department head,
upon approval of the Director of Human Resources, determines this not to be practical.
25.2 MILITARY LEAVE
Any line-item employee shall receive normal salary and fringe benefits during the first
thirty days of any period of temporary military leave. Such compensation shall not
exceed thirty calendar days in any one fiscal year. Any temporary military leave in
excess of thirty days in one fiscal year shall be taken as va cation leave or leave of
absence without pay.
Page 79 of 465
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ARTICLE 26 - GRIEVANCE PROCEDURE
26.1 A grievance is defined as an alleged violation, misinterpretation or
misapplication of the personnel rules and regulations or of any Memorandum of
Understanding, excluding disciplinary matters, or any existing written policy or
procedure relating to wages, hours or other terms and conditions of employment
excluding disciplinary matters.
26.2 Each grievance shall be handled in the following manner:
A. The employee who is dissatisfied with the response of the immediate supervisor
shall discuss the grievance with the supervisor's immediate superior. The
employee shall have the right to choose a representative to accompany them at
each step of the process. If the matter can be resolved at that level to the
satisfaction of the employee, the grievance shall be considered terminated.
B. If still dissatisfied, the employee may immediately submit the grievance in
writing to the Police Chief for consideration, stating the f acts on which it was
based, including the provision of the rules, regulations, or agreement said to be
violated, and the proposed remedy. This action must take place within 15
business days of the occurrence of the grievance. The Police Chief shall
promptly consider the grievance and render a decision in writing within 15
business days of receiving the written grievance. If the employee accepts the
Police Chief's decision, the grievance shall be considered terminated.
C. If the employee is dissatisfied with the Police Chief's decision, the employee
may immediately submit the grievance in writing to the Human Resources
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52
Director within five business days of receiving the Police Chief's decision. The
Human Resources Director shall confer with the employee and the Police Chief
and any other interested parties and shall conduct such other investigations as
may be advisable.
D. The results or findings of such conferences and investigations shall be
submitted to the City Manager in writing within fifteen (15) business days of
receiving the employee's written request. The City Manager will meet with the
employee if the employee so desires before rendering a decision with respect
to the complaint. The City Manager’s decision shall be in writing and given to
the employee within fifteen (15) business days of receiving the Human
Resources Director's results and findings. Such decision shall be final unless
the employee desires the Personnel Board to review the decision. If such is the
case, the employee will have five (5) business days following receipt of the City
Manager’s decision to submit a written request to the Personnel Board through
the Human Resources Director for a review of the decision. The Personnel
Board within thirty (30) business days shall review the record and either (1)
issue an advisory opinion to the City Manager; or (2) conduct a hearing on the
matter. If a hearing is held, an advisory opinion shall be rendered by the Board
within ten (10) business days of the close of such hearing. If an opinion signed
by at least three (3) members of the Personnel Board recommends overruling
or modifying the City Manager’s decision, the City Manager shall comply or
appeal this recommendation to the City Council. Such appeal shall be filed with
the City Clerk within three (3) business days of the Board's action. If appealed,
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the City Council shall review the case on the record and render a final decision
within fifteen (15) business days of submittal.
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ARTICLE 27 - DISCIPLINARY ACTION
Except in cases of disciplinary suspensions of less than one work week, the standards
for the discipline of exempt employees shall generally be consistent with the standards
for discipline of non-exempt employees. Thus, such exempt employees may be subject
to termination, demotion or reduction in compensation for any of the reasons set forth
in Section 2.36.320 of the Personnel Rules and Regulations. In conformity with the Fair
Labor Standards Act, a disciplinary suspension of less than one week may be imposed
only for a violation of City safety rules of major significance. Minor violations of rules
and regulations may result in lesser disciplinary actions, such as oral or written
reprimands, counseling, or special training, etc.
Page 83 of 465
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ARTICLE 28 - IMPASSE PROCEDURE
28.1 MEDIATION
A. Mediation may be requested only after the possibility of settlement by direct
discussion (meet and confer) has been exhausted. Mediation may be requested
by scheduling a meeting with the Employee Relations Officer (City Manager).
1. The Employee Relations Officer shall convene a meeting between the
chief negotiator for the Association, one other representative of the
Association, the Employee Relations Officer and one other
representative of the City:
a. To review the position of the parties in a final effort to reach
agreement or reduce the points of disagreement; and
b. If agreement is not reached, to make arrangements for
mediation.
B. Following the meeting with the Employee Relations Officer, only the disputed
issues shall be submitted to mediation. The mediator shall be selected from the
State Mediation and Conciliation Service by mutual consent. All mediation
proceedings shall be private and confidential, and the mediator shall make no
public recommendation nor take any public position at any time concerning the
issue. Any fees or expenses of mediation shall be shared equally by the City
and the Association.
C. Mediation shall be terminated if agreement has not been reached in 30 days
unless extended by mutual agreement.
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28.2 FACT-FINDING
A. If mediation fails to resolve all issues, the unresolved issues shall be referred to
"fact-finding." The factfinder shall be selected by mutual consent.
B. The City and the Association shall submit its position on each unresolved issue
and its last offer of settlement to the factfinder. After due consideration, the
factfinder shall recommend on each issue using factors traditionally taken into
consideration in determination of wages, hours and other terms and conditions
of employment in the public sector.
C. Within ten (10) days of commencing fact-finding, recommendations of the
factfinder shall be reported in writing at a meeting of representatives of the City
and the Association. Each party shall accept, reject or propose alternatives to
the fact-finder's recommendations. Any recommendations or alternatives not
accepted by both parties within fifteen (15) days of receiving the fact-finder's
recommendations will be presented to the City Council.
D. After a hearing where the chief negotiator for the Association, one other
representative of the Association, the Employee Relations Officer and one other
representative of the City have presented their position on the fact -finder's
recommendations, the City Council may accept or reject any recommendation.
All proceedings and recommendations of fact-finding shall be private and
confidential. Any fees or expenses shall be equally shared by the City and the
Association.
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ARTICLE 29 - SWAT OPERATOR LUCA BENEDETTI FITNESS INCENTIVE
SWAT team members are required to maintain a higher standard of physical fitness
than the normal employee. The City will reimburse each SWAT team member who
purchases personal exercise equipment or who voluntarily joins a physical fitness gym
for the cost of the membership and monthly charges up to a maximum fiscal year
amount of $575.00 per member. To request reimbursement, the SWAT team member
completes a memo requesting the reimbursement, attaches the receipt, and submits
the documentation to the SWAT Team Command for approval. That memo is then
forwarded to the Department Fiscal Officer and to Finance for processing. A purchase
that meets the criteria to be eligible for reimbursement and is above the annual
reimbursement limit, may be submitted in up to two additional consecutive years.
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ARTICLE 30 - FULL AGREEMENT
This Agreement represents a complete and final understanding on all negotiable
issues between the City and the Association. This Agreement supersedes all previous
Memoranda of Understanding or Memoranda of Agreement between the City and the
Association except as specifically referred to in this Agreement. In the event any new
practice or subject matter arises during the term of thi s Agreement and an action is
proposed by the City, the Association will be afforded notice and shall have the right
to meet and confer upon request.
Page 87 of 465
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ARTICLE 31 - SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any
court of competent jurisdiction, or if compliance with or enforcement of any provision
should be restrained by any tribunal, the remainder of this Agreement shall not be
affected thereby, and the parties shall enter into a meet and confer session for the sole
purpose of arriving at a mutually satisfactory replacement for such provision within a
30 day work period. If no agreement has been reached, the parties agree to invoke the
provision of impasse under Section 13 of City Resolution No. 6620.
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ARTICLE 32 - TERM OF AGREEMENT
This Agreement shall become effective as of July 1, 2023, except that those provisions
which have specific implementation dates shall be implemented on those dates and
shall remain in full force and effect until midnight June 30, 2027.
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ARTICLE 33 - AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of the Agreement:
A. The Association's principal authorized agent shall be the President (address:
1042 Walnut Street, San Luis Obispo, California 93401; telephone: (805) 781-
7313).
B. Management's principal authorized agent shall be the Human Resources
Director or their duly authorized representative (address: 990 Palm Street, San
Luis Obispo, California 93401; telephone: (805) 781 -7250).
Page 90 of 465
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ARTICLE 34 - SIGNATURES
1. Classifications covered by this Agreement and included within this unit are
Police Sergeant, Police Lieutenant, Deputy Police Chief, Communications
Supervisor, and Police Records Supervisor.
2. This Agreement does not apply to Temporary Employees or Part -time
Employees.
This Agreement was executed on July 11, 2023, by the following parties:
CITY OF SAN LUIS OBISPO
SAN LUIS OBISPO POLICE OFFICERS’
ASSOCIATION
Nickole Domini, Human Resources Director
Aaron Schafer, SLOPSOA President
Chad Pfarr, SLOPSOA Vice President
Other City Negotiating Team Members
Other SLOPSOA Negotiating Team Members
Brittani Roltgen, Human Resources Manager
Caleb Kemp
Jeff Andrews, Human Resources Analyst
Jason Dickel
Page 91 of 465
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APPENDIX A – SALARY RANGE LISTING
Salary Range Listing - July 2023 to June 2027
July 2023
Summary of Changes: 3% COLA all classifications, and the following market equity adjustments: 7% Sergeant, 15.25% Lieutenant
18.5% Deputy Police Chief, 2% Police Records Supervisor, 8% Communications Supervisor
Title Job Grade Annual
Step 1
Annual
Step 2
Annual
Step 3
Annual
Step 4
Annual
Step 5
Annual
Step 6
Police Sergeant 74500 800 122,174$ 128,596$ 135,356$ 142,480$ 149,968$ 157,872$
Police Lieutenant 75500 805 158,964$ 167,336$ 176,150$ 185,432$ 195,182$ -$
Deputy Police Chief 76100 810 187,876$ 197,756$ 208,156$ 219,102$ 230,620$ -$
Police Records Supervisor 75201 850 77,038$ 81,094$ 85,358$ 89,856$ 94,588$ 99,554$
Communications Supervisor 75200 855 92,222$ 97,084$ 102,180$ 107,562$ 113,230$ 119,184$
July 2024
Summary of Changes: 3% COLA all classifications
Title Job Grade Annual
Step 1
Annual
Step 2
Annual
Step 3
Annual
Step 4
Annual
Step 5
Annual
Step 6
Police Sergeant 74500 800 125,814$ 132,444$ 139,412$ 146,744$ 154,466$ 162,604$
Police Lieutenant 75500 805 163,748$ 172,354$ 181,428$ 190,970$ 201,032$ -$
Deputy Police Chief 76100 810 193,466$ 203,658$ 214,370$ 225,654$ 237,536$ -$
Police Records Supervisor 75201 850 79,352$ 83,538$ 87,932$ 92,560$ 97,422$ 102,544$
Communications Supervisor 75200 855 95,030$ 100,022$ 105,274$ 110,812$ 116,636$ 122,772$
July 2025
Summary of Changes: 3% COLA all classifications
Title Job Grade Annual
Step 1
Annual
Step 2
Annual
Step 3
Annual
Step 4
Annual
Step 5
Annual
Step 6
Police Sergeant 74500 800 129,610$ 136,422$ 143,598$ 151,164$ 159,120$ 167,492$
Police Lieutenant 75500 805 168,688$ 177,554$ 186,888$ 196,716$ 207,064$ -$
Deputy Police Chief 76100 810 199,290$ 209,768$ 220,818$ 232,440$ 244,660$ -$
Police Records Supervisor 75201 850 81,744$ 86,034$ 90,558$ 95,316$ 100,334$ 105,612$
Communications Supervisor 75200 855 97,864$ 103,012$ 108,446$ 114,140$ 120,146$ 126,464$
July 2026
Summary of Changes: 3% COLA all classifications
Title Job Grade Annual
Step 1
Annual
Step 2
Annual
Step 3
Annual
Step 4
Annual
Step 5
Annual
Step 6
Police Sergeant 74500 800 133,510$ 140,530$ 147,914$ 155,688$ 163,878$ 172,510$
Police Lieutenant 75500 805 173,706$ 182,858$ 192,478$ 202,618$ 213,278$ -$
Deputy Police Chief 76100 810 205,270$ 216,060$ 227,422$ 239,382$ 251,992$ -$
Police Records Supervisor 75201 850 84,188$ 88,608$ 93,262$ 98,176$ 103,350$ 108,784$
Communications Supervisor 75200 855 100,802$ 106,106$ 111,696$ 117,572$ 123,760$ 130,260$
Page 92 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ ACCOUNTING ASSISTANT I 41400 400 CEA 1,796$ 1,890$ 1,989$ 2,094$ 2,204$ -$ -$ -$ -$ ACCOUNTING ASSISTANT II 42400 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ ACCOUNTING ASSISTANT III 43400 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ ACCOUNTING MANAGER 26200 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ ACTIVE TRANSPORTATION MANAGER 22301 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ ADMINISTRATION EXECUTIVE ASSISTANT 33100257 CNF 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ -$ -$ -$ -$ ADMINISTRATIVE ANALYST 22302 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT I 41700 400 CEA 1,796$ 1,890$ 1,989$ 2,094$ 2,204$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT II 42700 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT III 43700 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ ADMINISTRATIVE SPECIALIST 44700 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ AQUATICS COORDINATOR 44601 412 CEA 2,452$ 2,581$ 2,717$ 2,860$ 3,010$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY I 25100 346MME 4,863$ 4,863$ 4,863$ 4,863$ 6,078$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY II 25102 360 MME 5,596$ 5,596$ 5,596$ 5,596$ 6,995$ -$ -$ -$ -$ ASSISTANT CITY MANAGER COMMUNITY SERVICES 27100 225 DPH 7,641$ 7,641$ 7,641$ 7,641$ 9,550$ -$ -$ -$ -$ ASSISTANT PLANNER 42402 417 CEA 2,790$ 2,937$ 3,092$ 3,255$ 3,426$ -$ -$ -$ -$ ASSISTANT TO THE CITY MANAGER 25101 328 MME 4,078$ 4,078$ 4,078$ 4,078$ 5,096$ -$ -$ -$ -$ ASSOCIATE PLANNER 43300 422 CEA 3,177$ 3,344$ 3,520$ 3,705$ 3,900$ -$ -$ -$ -$ BEAUTIFICATION GARDENER 42914 411 CEA 2,387$ 2,513$ 2,645$ 2,784$ 2,931$ -$ -$ -$ -$ BUILDING INSPECTOR I 41500 415 CEA2,650$ 2,789$ 2,936$ 3,091$ 3,254$ -$ -$ -$ -$ BUILDING INSPECTOR II 44500 418 CEA 2,864$ 3,015$ 3,174$ 3,341$ 3,517$ -$ -$ -$ -$ BUILDING PERMIT SERVICES SUPERVISOR 24200 313 MME 3,526$ 3,526$ 3,526$ 3,526$ 4,406$ -$ -$ -$ -$ BUSINESS MANAGER 26111 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ BUSINESS SERVICES AND ADMINISTRATIVE MANAGER 26100 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ CANNABIS BUSINESS COORDINATOR 44408 422 CEA 3,177$ 3,344$ 3,520$ 3,705$ 3,900$ -$ -$ -$ -$ CAPITAL IMPROVEMENT PROGRAM ADMINISTRATIVE MANAGER 26117 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER I 41302 417 CEA 2,790$ 2,937$ 3,092$ 3,255$ 3,426$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER II 42304 421 CEA 3,096$ 3,259$ 3,431$ 3,612$ 3,802$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER III 43303 424 CEA 3,348$ 3,524$ 3,709$ 3,904$ 4,109$ -$ -$ -$ -$ CITY ATTORNEY 28000 200 APO 10,563$ -$ -$ -$ -$ -$ -$ -$ -$ CITY BIOLOGIST 22304 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ Page 1 of 8Page 93 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 CITY CLERK26000 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ CITY COUNCIL MEMBER 18000 104 CCM 987$ -$ -$ -$ -$ -$ -$ -$ -$ CITY MANAGER 28001 206 APO 11,164$ -$ -$ -$ -$ -$ -$ -$ -$ CODE ENFORCEMENT OFFICER I 41501 416 CEA 2,718$ 2,861$ 3,012$ 3,171$ 3,338$ -$ -$ -$ -$ CODE ENFORCEMENT OFFICER II 44501 419 CEA 2,940$ 3,095$ 3,258$ 3,429$ 3,609$ -$ -$ -$ -$ CODE ENFORCEMENT SUPERVISOR 25300 313 MME 3,526$ 3,526$ 3,526$ 3,526$ 4,406$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN I 41502 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN II42500 407 CEA 2,153$ 2,266$ 2,385$ 2,511$ 2,643$ -$ -$ -$ -$ COMMUNICATIONS COORDINATOR 42703 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ COMMUNICATIONS SUPERVISOR 75200 855 PSO 3,547$ 3,734$ 3,930$ 4,137$ 4,355$ 4,584$ -$ -$ -$ COMMUNICATIONS TECHNICIAN 62500 712 POA 2,771$ 2,917$ 3,071$ 3,233$ 3,403$ 3,582$ 3,771$ -$ -$ CONSTRUCTION ENGINEERING MANAGER 26202 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ CONTROL SYSTEMS ADMINISTRATOR 44400 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ DATA ANALYST 22311 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY I 21101316 MME 3,632$ 3,632$ 3,632$ 3,632$ 4,538$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY II 22101 326 MME 4,001$ 4,001$ 4,001$ 4,001$ 5,001$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY III 23101 336 MME 4,413$ 4,413$ 4,413$ 4,413$ 5,517$ -$ -$ -$ -$ DEPUTY CITY CLERK I 41701 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ DEPUTY CITY CLERK II 42701 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ DEPUTY CITY MANAGER 26112 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT CHIEF BUILDING OFFICIAL 26120 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT CITY PLANNER 26115 353MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS CITY ENGINEER 26104 358 MME 5,468$ 5,468$ 5,468$ 5,468$ 6,835$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS MAINTENANCE OPERATIONS 26103 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS MOBILITY SERVICES 26119 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES ENGINEERING AND PLANNING 26113 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES WASTEWATER 26105 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES WATER 26106 353 MME 5,208$ 5,208$ 5,208$ 5,208$ 6,509$ -$ -$ -$ -$ DEPUTY FIRE CHIEF 26107 369 MME6,107$ 6,107$ 6,107$ 6,107$ 7,634$ -$ -$ -$ -$ DEPUTY POLICE CHIEF 76100 810 PSO 7,226$ 7,606$ 8,006$ 8,427$ 8,870$ -$ -$ -$ -$ DIRECTOR OF COMMUNITY DEVELOPMENT 27000 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DIRECTOR OF FINANCE 27001 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ Page 2 of 8Page 94 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 DIRECTOR OF HUMAN RESOURCES 27002 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DIRECTOR OF PARKS AND RECREATION 27003 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DIRECTOR OF PUBLIC WORKS 27004 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DIRECTOR OF UTILITIES 27005 210 DPH 6,641$ 6,641$ 6,641$ 6,641$ 8,303$ -$ -$ -$ -$ DIVERSITY EQUITY AND INCLUSION MANAGER 26002 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ ECONOMIC DEVELOPMENT MANAGER 26108 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ EMERGENCY MANAGER 22500 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ ENGINEER I41300 419 CEA 2,940$ 3,095$ 3,258$ 3,429$ 3,609$ -$ -$ -$ -$ ENGINEER II 42300 423 CEA 3,262$ 3,434$ 3,615$ 3,805$ 4,005$ -$ -$ -$ -$ ENGINEER III 43301 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ ENGINEERING INSPECTOR I 41401 414 CEA 2,582$ 2,718$ 2,861$ 3,012$ 3,170$ -$ -$ -$ -$ ENGINEERING INSPECTOR II 42404 417 CEA 2,790$ 2,937$ 3,092$ 3,255$ 3,426$ -$ -$ -$ -$ ENGINEERING INSPECTOR III 43401 423 CEA 3,262$ 3,434$ 3,615$ 3,805$ 4,005$ -$ -$ -$ -$ ENGINEERING INSPECTOR IV 44402 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ ENGINEERING TECHNICIAN I 41402407 CEA 2,153$ 2,266$ 2,385$ 2,511$ 2,643$ -$ -$ -$ -$ ENGINEERING TECHNICIAN II 42405 409 CEA 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ -$ -$ -$ -$ ENGINEERING TECHNICIAN III 43402 414 CEA 2,582$ 2,718$ 2,861$ 3,012$ 3,170$ -$ -$ -$ -$ ENTERPRISE SYSTEM DATABASE ADMINISTRATOR 44401 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ ENVIRONMENTAL COMPLIANCE INSPECTOR (SBP) 44403 484 CEA 2,627$ 2,765$ 2,911$ 3,064$ 3,225$ 3,395$ 3,574$ 3,762$ 3,960$ ENVIRONMENTAL PROGRAMS MANAGER 26203 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ EVIDENCE TECHNICIAN 62300 715 POA 3,629$ 3,820$ 4,021$ 4,233$ 4,456$ 4,690$ 4,937$ -$ -$ FACILITIES MAINTENANCE SUPERVISOR 25201 300MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ FACILITIES MAINTENANCE TECHNICIAN (SBP) 42900 473 CEA 2,088$ 2,198$ 2,314$ 2,436$ 2,564$ 2,699$ 2,841$ 2,991$ 3,148$ FINANCIAL ANALYST 22310 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ FINANCIAL SPECIALIST 42412 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ FIRE BATTALION CHIEF 55200 505 FBC 5,006$ 5,269$ 5,546$ 5,838$ 6,145$ 6,468$ -$ -$ -$ FIRE CAPTAIN 54500 621 FFA 4,017$ 4,228$ 4,451$ 4,685$ 4,932$ -$ -$ -$ -$ FIRE CHIEF27006 216 DPH 7,018$ 7,018$ 7,018$ 7,018$ 8,774$ -$ -$ -$ -$ FIRE ENGINEER 53500 615 FFA3,438$ 3,619$ 3,809$ 4,009$ 4,220$ -$ -$ -$ -$ FIRE INSPECTOR I 51400 626 FFA 2,700$ 2,842$ 2,992$ 3,149$ 3,315$ -$ -$ -$ -$ FIRE INSPECTOR II 52400 630 FFA 2,996$ 3,154$ 3,320$ 3,495$ 3,679$ -$ -$ -$ -$ FIRE INSPECTOR III 53400 633 FFA 3,238$ 3,408$ 3,587$ 3,776$ 3,975$ -$ -$ -$ -$ Page 3 of 8Page 95 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 MARSHAL 25202 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ FIREFIGHTER EMT 52500 612 FFA 2,857$ 3,174$ 3,341$ 3,517$ 3,702$ 3,897$ -$ -$ -$ FIREFIGHTER PARAMEDIC 52502 613 FFA 3,200$ 3,556$ 3,743$ 3,940$ 4,147$ 4,365$ -$ -$ -$ FLEET MAINTENANCE SUPERVISOR 25203 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ FLEET SERVICES SPECIALIST 42414 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ GIS SPECIALIST I 42406 420 CEA 3,017$ 3,176$ 3,343$ 3,519$ 3,704$ -$ -$ -$ -$ GIS SPECIALIST II 44404 424 CEA 3,348$ 3,524$ 3,709$ 3,904$ 4,109$ -$ -$ -$ -$ GOLF MAINTENANCE CREW COORDINATOR44900 409 CEA 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ -$ -$ -$ -$ GOLF SUPERVISOR 25218 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ HAZARDOUS MATERIALS COORDINATOR 54501 617 FFA 3,872$ 4,076$ 4,290$ 4,516$ 4,754$ -$ -$ -$ -$ HEAVY EQUIPMENT MECHANIC 42800 411 CEA 2,387$ 2,513$ 2,645$ 2,784$ 2,931$ -$ -$ -$ -$ HOMELESSNESS RESPONSE MANAGER 26304 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ HOUSING COORDINATOR 44300 422 CEA 3,177$ 3,344$ 3,520$ 3,705$ 3,900$ -$ -$ -$ -$ HOUSING POLICY AND PROGRAMS MANAGER 25301 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT I 31700240 CNF 2,001$ 2,106$ 2,217$ 2,334$ 2,457$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT II 32700 245 CNF 2,106$ 2,217$ 2,334$ 2,457$ 2,586$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT III 33700 257 CNF 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ -$ -$ -$ -$ HUMAN RESOURCES ANALYST 21300 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ HUMAN RESOURCES INFORMATION SYSTEM TECHNICIAN 32402 245 CNF 2,106$ 2,217$ 2,334$ 2,457$ 2,586$ -$ -$ -$ -$ HUMAN RESOURCES MANAGER 26301 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ HUMAN RESOURCES SPECIALIST 32401 261 CNF 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ -$ -$ -$ -$ INFORMATION SERVICES SUPERVISOR 25204 326MME 4,001$ 4,001$ 4,001$ 4,001$ 5,001$ -$ -$ -$ -$ INFORMATION TECHNOLOGY ASSISTANT 42407 410 CEA 2,327$ 2,449$ 2,578$ 2,714$ 2,857$ -$ -$ -$ -$ INFORMATION TECHNOLOGY MANAGER 26001 354 MME 5,256$ 5,256$ 5,256$ 5,256$ 6,570$ -$ -$ -$ -$ INFORMATION TECHNOLOGY SECURITY ENGINEER 42413 428 CEA 3,713$ 3,908$ 4,114$ 4,331$ 4,559$ -$ -$ -$ -$ INFORMATION TECHNOLOGY SYSTEM ENGINEER 42408 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ LABORATORY ANALYST (SBP) 42301 484 CEA 2,627$ 2,765$ 2,911$ 3,064$ 3,225$ 3,395$ 3,574$ 3,762$ 3,960$ LABORATORY MANAGER 26204 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ LEAD POLICE RECORDS CLERK 64700 706 POA2,514$ 2,646$ 2,785$ 2,932$ 3,086$ 3,248$ 3,419$ -$ -$ LEAD PROPERTY AND EVIDENCE TECHNICIAN 62400 713 POA 2,758$ 2,903$ 3,056$ 3,217$ 3,386$ 3,564$ 3,752$ -$ -$ LEGAL ANALYST 23314 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ LEGAL ASSISTANT I 31701 240 CNF 2,001$ 2,106$ 2,217$ 2,334$ 2,457$ -$ -$ -$ -$ Page 4 of 8Page 96 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 II 32701 245 CNF 2,106$ 2,217$ 2,334$ 2,457$ 2,586$ -$ -$ -$ -$ MAINTENANCE CONTRACT COORDINATOR 42303 414 CEA 2,582$ 2,718$ 2,861$ 3,012$ 3,170$ -$ -$ -$ -$ MAINTENANCE CREW COORDINATOR 43902 409 CEA 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ -$ -$ -$ -$ MAINTENANCE SUPERVISOR 26211 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ MAINTENANCE WORKER I 41900 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ MAINTENANCE WORKER II 42913 404 CEA 1,991$ 2,096$ 2,206$ 2,322$ 2,444$ -$ -$ -$ -$ MAINTENANCE WORKER II - PARKS 42901 404 CEA 1,991$ 2,096$ 2,206$ 2,322$ 2,444$ -$ -$ -$ -$ MAINTENANCE WORKER III43901 406 CEA 2,100$ 2,210$ 2,326$ 2,448$ 2,577$ -$ -$ -$ -$ MAINTENANCE WORKER III - PARKS 43900 406 CEA 2,100$ 2,210$ 2,326$ 2,448$ 2,577$ -$ -$ -$ -$ MANAGEMENT FELLOW 36300 252 CNF-C 2,264$ 2,383$ 2,508$ 2,640$ 2,779$ -$ -$ -$ -$ MAYOR18001 110 CCM 1,244$ -$ -$ -$ -$ -$ -$ -$ -$ MECHANIC HELPER 41800 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ MOBILITY SERVICES BUSINESS MANAGER 26303 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ NETWORK SERVICES SUPERVISOR 25206 331 MME 4,200$ 4,200$ 4,200$ 4,200$ 5,250$ -$ -$ -$ -$ PARALEGAL I 31702261 CNF 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ -$ -$ -$ -$ PARALEGAL II 32702 266 CNF 2,601$ 2,738$ 2,882$ 3,034$ 3,194$ -$ -$ -$ -$ PARKING COORDINATOR 44200 411 CEA 2,387$ 2,513$ 2,645$ 2,784$ 2,931$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER I 41403 405 CEA 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER II 44405 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ PARKING METER REPAIR WORKER 42801 407 CEA 2,153$ 2,266$ 2,385$ 2,511$ 2,643$ -$ -$ -$ -$ PARKING PROGRAM MANAGER 26205 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ PARKING SERVICES SUPERVISOR 25207 300MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ PARKS CREW COORDINATOR 44901 471 CEA 2,650$ 2,789$ 2,936$ 3,091$ 3,254$ -$ -$ -$ -$ PARKS MAINTENANCE SPECIALIST (SBP) 42902 470 CEA 1,944$ 2,046$ 2,154$ 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ 2,929$ PARKS MAINTENANCE SUPERVISOR 25208 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ PAYROLL ANALYST 22315 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ PAYROLL SPECIALIST 32404 261 CNF 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ -$ -$ -$ -$ PERMIT TECHNICIAN I 41404 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ PERMIT TECHNICIAN II 42409 405 CEA2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ PERMIT TECHNICIAN III 43405 409 CEA 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ -$ -$ -$ -$ PLANNING TECHNICIAN 41405 407 CEA 2,153$ 2,266$ 2,385$ 2,511$ 2,643$ -$ -$ -$ -$ PLANS EXAMINER 43403 420 CEA 3,017$ 3,176$ 3,343$ 3,519$ 3,704$ -$ -$ -$ -$ Page 5 of 8Page 97 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 3,334$ -$ -$ -$ -$ -$ -$ -$ -$ POLICE CHIEF 27007 230 DPH 8,002$ 8,002$ 8,002$ 8,002$ 10,003$ -$ -$ -$ -$ POLICE COMMUNITY SERVICE OFFICER 62501 709 POA 2,652$ 2,792$ 2,939$ 3,094$ 3,257$ 3,428$ 3,608$ -$ -$ POLICE LIEUTENANT 75500 805 PSO 6,114$ 6,436$ 6,775$ 7,132$ 7,507$ -$ -$ -$ -$ POLICE OFFICER 62502 720 POA 3,706$ 3,901$ 4,106$ 4,322$ 4,549$ 4,788$ 5,040$ -$ -$ POLICE PUBLIC AFFAIRS MANAGER 26600 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ POLICE RECORDS CLERK I 61700 700 POA 2,039$ 2,146$ 2,259$ 2,378$ 2,503$ 2,635$ 2,774$ -$ -$ POLICE RECORDS CLERK II62700 703 POA 2,258$ 2,377$ 2,502$ 2,634$ 2,773$ 2,919$ 3,073$ -$ -$ POLICE RECORDS SUPERVISOR 75201 850 PSO 2,963$ 3,119$ 3,283$ 3,456$ 3,638$ 3,829$ -$ -$ -$ POLICE SERGEANT 74500 800 PSO 4,699$ 4,946$ 5,206$ 5,480$ 5,768$ 6,072$ -$ -$ -$ PRINCIPAL BUDGET ANALYST 26201 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ PROPERTY AND EVIDENCE TECHNICIAN 62503 706 POA 2,514$ 2,646$ 2,785$ 2,932$ 3,086$ 3,248$ 3,419$ -$ -$ PUBLIC COMMUNICATIONS MANAGER 26114 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ RANGER SERVICE WORKER (SBP) 42903 470 CEA 1,944$ 2,046$ 2,154$ 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ 2,929$ RECREATION COORDINATOR 44600408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ RECREATION MANAGER 26206 313 MME 3,526$ 3,526$ 3,526$ 3,526$ 4,406$ -$ -$ -$ -$ RECREATION SUPERVISOR 25209 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ RISK MANAGER 26306 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ SAFETY MANAGER 23300 313 MME 3,526$ 3,526$ 3,526$ 3,526$ 4,406$ -$ -$ -$ -$ SENIOR ACCOUNTANT 24300 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR ADMINISTRATIVE ANALYST 24301 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR CIVIL ENGINEER 24302 323MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ SENIOR FINANCIAL ANALYST 24304 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR HUMAN RESOURCES ANALYST 22305 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR LEGAL ANALYST 24306 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR PAYROLL ANALYST 23301 310 MME 3,424$ 3,424$ 3,424$ 3,424$ 4,280$ -$ -$ -$ -$ SENIOR PLANNER 24303 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ SIGNAL AND STREET LIGHTING TECHNICIAN 42802 416 CEA 2,718$ 2,861$ 3,012$ 3,171$ 3,338$ -$ -$ -$ -$ SOLID WASTE AND RECYCLING COORDINATOR 44301 421 CEA3,096$ 3,259$ 3,431$ 3,612$ 3,802$ -$ -$ -$ -$ SOLID WASTE AND RECYCLING PROGRAM MANAGER 26118 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ STORMWATER CODE ENFORCEMENT OFFICER 44502 419 CEA-C 2,940$ 3,095$ 3,258$ 3,429$ 3,609$ -$ -$ -$ -$ STREETS CREW COORDINATOR 44902 471 CEA 2,650$ 2,789$ 2,936$ 3,091$ 3,254$ -$ -$ -$ -$ Page 6 of 8Page 98 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 STREETS MAINTENANCE OPERATOR (SBP) 42904 470 CEA 1,944$ 2,046$ 2,154$ 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ 2,929$ STREETS MAINTENANCE SUPERVISOR 25210 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ SUPERVISING ACCOUNTING ASSISTANT 45200 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ SUPERVISING ADMINISTRATIVE ASSISTANT 45201 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ SUPERVISING BUILDING INSPECTOR 25200 313 MME 3,526$ 3,526$ 3,526$ 3,526$ 4,406$ -$ -$ -$ -$ SUPERVISING CIVIL ENGINEER 25211 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ SUPERVISING FIRE VEHICLE MECHANIC 52800 614 FFA 3,376$ 3,554$ 3,741$ 3,938$ 4,145$ -$ -$ -$ -$ SUPERVISING PARKING ENFORCEMENT OFFICER25400 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ SUPERVISING UTILITY BILLING ASSISTANT 45202 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES ANALYST 22313 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES OFFICIAL 26110 340 MME 4,587$ 4,587$ 4,587$ 4,587$ 5,733$ -$ -$ -$ -$ SUSTAINABILITY MANAGER 25302 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ SWEEPER OPERATOR 42905 406 CEA 2,100$ 2,210$ 2,326$ 2,448$ 2,577$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST 42401 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST CONFIDENTIAL 32403299 CNF 3,862$ 4,065$ 4,279$ 4,504$ 4,741$ -$ -$ -$ -$ TECHNOLOGY PROJECT MANAGER 22308 326 MME 4,001$ 4,001$ 4,001$ 4,001$ 5,001$ -$ -$ -$ -$ TOURISM ANALYST 23302 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ TOURISM MANAGER 25303 318 MME 3,699$ 3,699$ 3,699$ 3,699$ 4,623$ -$ -$ -$ -$ TRANSIT COORDINATOR 44406 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ TRANSPORTATION MANAGER 26207 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER I 41301 419 CEA 2,940$ 3,095$ 3,258$ 3,429$ 3,609$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER II 42302 423CEA 3,262$ 3,434$ 3,615$ 3,805$ 4,005$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER III 43302 426 CEA 3,525$ 3,711$ 3,906$ 4,112$ 4,328$ -$ -$ -$ -$ UNDERGROUND UTILITIES LOCATOR 42803 409 CEA 2,267$ 2,386$ 2,512$ 2,644$ 2,783$ -$ -$ -$ -$ URBAN FOREST SUPERVISOR/CITY ARBORIST 25212 300 MME 3,104$ 3,104$ 3,104$ 3,104$ 3,880$ -$ -$ -$ -$ URBAN FORESTER (SBP) 42906 473 CEA 2,088$ 2,198$ 2,314$ 2,436$ 2,564$ 2,699$ 2,841$ 2,991$ 3,148$ UTILITIES ENGINEER 22309 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ UTILITIES SPECIAL PROJECTS MANAGER 25304 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ UTILITY BILLING ASSISTANT 42702 402 CEA1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ VOLUNTEER COORDINATOR 44603 408 CEA 2,209$ 2,325$ 2,447$ 2,576$ 2,712$ -$ -$ -$ -$ WASTEWATER COLLECTION SYSTEM OPERATOR (SBP) 42907 480 CEA 2,389$ 2,515$ 2,647$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ WASTEWATER COLLECTION SYSTEM SUPERVISOR 25213 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ Page 7 of 8Page 99 of 465
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEEffective July 06, 2023 Title Job Code GradeBargaining 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 WATER DISTRIBUTION CHIEF OPERATOR 44903 423 CEA 3,262$ 3,434$ 3,615$ 3,805$ 4,005$ -$ -$ -$ -$ WATER DISTRIBUTION SUPERVISOR 25214 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ WATER DISTRIBUTION SYSTEM OPERATOR (SBP) 42908 480 CEA 2,389$ 2,515$ 2,647$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ WATER RESOURCE RECOVERY FACILITY CHIEF MAINTENANCE TECHNICIAN 44904 425 CEA 3,435$ 3,616$ 3,806$ 4,006$ 4,217$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY CHIEF OPERATOR 44905 427 CEA 3,619$ 3,809$ 4,009$ 4,220$ 4,442$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY MAINTENANCE TECHNICIAN (SBP) 42909 485 CEA 2,725$ 2,868$ 3,019$ 3,178$ 3,345$ 3,521$ 3,706$ 3,901$ 4,106$ WATER RESOURCE RECOVERY FACILITY OPERATOR (SBP) 42910 485 CEA 2,725$ 2,868$ 3,019$ 3,178$ 3,345$ 3,521$ 3,706$ 3,901$ 4,106$ WATER RESOURCE RECOVERY FACILITY PLANT SUPERVISOR25215 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ WATER RESOURCES ASSISTANT 42704 405 CEA-C 2,043$ 2,151$ 2,264$ 2,383$ 2,508$ -$ -$ -$ -$ WATER RESOURCES PROGRAM MANAGER 26208 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ WATER RESOURCES TECHNICIAN 42411 415 CEA 2,650$ 2,789$ 2,936$ 3,091$ 3,254$ -$ -$ -$ -$ WATER SUPPLY OPERATOR (SBP) 42911 480 CEA 2,389$ 2,515$ 2,647$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ WATER TREATMENT PLANT CHIEF MAINTENANCE TECHNICIAN 44906 425 CEA 3,435$ 3,616$ 3,806$ 4,006$ 4,217$ -$ -$ -$ -$ WATER TREATMENT PLANT CHIEF OPERATOR 44907 427 CEA 3,619$ 3,809$ 4,009$ 4,220$ 4,442$ -$ -$ -$ -$ WATER TREATMENT PLANT OPERATOR (SBP) 42912485 CEA 2,725$ 2,868$ 3,019$ 3,178$ 3,345$ 3,521$ 3,706$ 3,901$ 4,106$ WATER TREATMENT PLANT SUPERVISOR 25216 333 MME 4,284$ 4,284$ 4,284$ 4,284$ 5,356$ -$ -$ -$ -$ WHALE ROCK RESERVOIR SUPERVISOR 25217 323 MME 3,883$ 3,883$ 3,883$ 3,883$ 4,854$ -$ -$ -$ -$ YOUTH SERVICES COORDINATOR 44602 412 CEA 2,452$ 2,581$ 2,717$ 2,860$ 3,010$ -$ -$ -$ -$ YOUTH SERVICES PROGRAM ASSISTANT 42200 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ YOUTH SERVICES PROGRAM SPECIALIST 42600 402 CEA 1,891$ 1,991$ 2,096$ 2,206$ 2,322$ -$ -$ -$ -$ Page 8 of 8Page 100 of 465
Supplemental Employee Salary ScheduleClassificationEEO CategoryEEO FunctionClass Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9Accessibility and Process Improvement Manager 1 2 9933 333 53.55$ 53.55$ 53.55$ 53.55$ 66.95$ -$ -$ -$ -$ Accounting Asssistant I 6 1 941400 400 22.45$ 23.63$ 24.86$ 26.18$ 27.55$ Accounting Asssistant II 6 1 9234402 23.64$ 24.89$ 26.20$ 27.58$ 29.03$ -$ -$ -$ -$ Administrative Aide I 5 1 9172 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Administrative Aide II 6 1 9371 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Administrative Assistant III 6 1 943700 405 25.54$ 26.89$ 28.30$ 29.79$ 31.35$ -$ -$ -$ -$ Administrative Specialist5 1 9472 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Adult Sports Official5 6 9265 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Aquatics Specialist*5 6 9461 908 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$ Assistant City Attorney 2 1 9473 997 78.13$ -$ -$ -$ -$ -$ -$ -$ -$ Childcare Aide Emergency Sub Afternoon*5 6 91615 970 #REF! #REF! 20.36$ 20.88$ 21.40$ 21.94$ 22.49$ 23.05$ 23.63$ Childcare Aide Emergency Sub Morning*5 6 91619 971 #REF! #REF! 24.44$ 25.05$ 25.68$ 26.33$ 26.99$ 27.66$ 28.35$ Childcare Aide*5 6 9161 900 #REF! #REF! 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Childcare Teacher Emergency Sub Afternoon*5 6 92625 972 21.88$ 22.43$ 22.99$ 23.56$ 24.15$ 24.75$ 25.38$ 26.01$ 26.66$ Childcare Teacher Emergency Sub Morning*5 6 92629 973 26.25$ 26.91$ 27.59$ 28.28$ 28.98$ 29.70$ 30.45$ 31.22$ 32.00$ Childcare Teacher*5 6 9262 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Commissioner 6 109861 990 80.00$ -$ -$ -$ -$ -$ -$ -$ -$ 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 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Facilities Aide Pool 8 6 9293 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Facilities Assistant 56926490216.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Facilities Specialist5 6 9463 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Facility Host5 6 9162 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Fire Intern 3 5 9151 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Flood Control Technician 8 2 9287 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ GIS Technician 3 2 9231 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ 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 24.38$ 24.99$ 25.61$ 26.25$ 26.91$ 27.59$ 28.28$ 28.99$ 29.71$ Head Childcare Teacher Emergency Sub Morning*5 6 93609 975 29.25$ 29.99$ 30.74$ 31.50$ 32.30$ 33.11$ 33.93$ 34.79$ 35.66$ Head Childcare Teacher*5 6 9360 908 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$ Head Lifeguard*5 6 9351 904 #REF! 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Human Resources Manager 2 1 926301 340 57.34$ 57.34$ 57.34$ 57.34$ 71.66$ -$ -$ -$ -$ Human Resources Specialist 5 1 932401 261 30.84$ 32.46$ 34.18$ 35.98$ 37.86$ -$ -$ -$ -$ Intern I 5 1 9111 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Intern II 5 1 9211 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Intern III 5 1 9311 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Intern IV 6 1 9411 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ IT Assistant Help Desk 5 1 9232 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ Landscape Inspector 3 2 9282 914 22.50$ 23.06$ 23.64$ 24.23$ 24.84$ 25.46$ 26.10$ 26.75$ 27.42$ Lead Parking Attendant 8 2 9471 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Laboratory Analyst (SBP) 3 13 942301 48432.84$ 34.56$ 36.39$ 38.30$ 40.31$ 42.44$ 44.68$ 47.03$ 49.50$ Lifeguard Dock Pay*5 6 92519 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Lifeguard*5 6 9251 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Open Space Technician 8 6 9289 902 #REF! 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ KeyBlue = P&R Positions * = Classifications that work with children (AB 218 doesn't apply) Page 101 of 465
Supplemental Employee Salary ScheduleClassificationEEO CategoryEEO FunctionClass Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9KeyBlue = P&R Positions * = Classifications that work with children (AB 218 doesn't apply) Parking Ambassador 8 2 9271 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Parking Enforcement Officer 3 2 9266 405 25.54$ 26.89$ 28.30$ 29.79$ 31.35$ -$ -$ -$ -$ Parks Maintenance Aide I 8 2 9182 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Parks Maintenance Aide II 8 2 9281 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Rec Cashier*5 6 9171 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Recording Secretary 6 10 9272 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Recreation Services Leader I 5 6 91600 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ Recreation Services Leader II 5 6 92600 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Skate Park Ambassador 8 6 9290 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ SNAP 3 4 9352 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ Special Swim Instructor*5 6 9369 906 #REF! #REF! 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Swim Instructor*5 6 9263 904 #REF! 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Transit Coordinator 6 2 944406 408 27.61$ 29.06$ 30.59$ 32.20$ 33.90$ -$ -$ -$ -$ Tree Care Specialist I 8 2 9192 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Tree Care Specialist II 8 2 9294 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Water Quality Lab Aide 3 13 9141 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Youth Sports Official*5 6 9261 900 15.50$ 15.89$ 16.29$ 16.70$ 17.12$ 17.55$ 17.99$ 18.44$ 18.90$ ** CalPERS Retired Annuitants will be paid in accordance with the Regular and Contract Salary Schedule per CalPERS Rules and RegulationsEffective 07/06/2023Page 102 of 465