HomeMy WebLinkAboutReso 42-24 Compensation-Benefits for Mgmt Employees (FY24-25 - FY26-27)RESOLUTION NO. 42-24
RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF MORRO BAY, CALIFORNIA,
AMENDING AND RESTATING THE PREVIOUSLY ADOPTED
COMPENSATION AND BENEFITS FOR THE UNREPRESENTED MANAGEMENT
DESIGNATED EMPLOYEES OF THE CITY OF MORRO BAY
THE CITY COUNCIL
City of Morro Bay, California
WHEREAS, Section 36506 of the California Government Code requires the City
Council to fix the compensation of all appointive officers and employees by resolution
or ordinance; and
WHEREAS, Morro Bay Municipal Code Section 2.20.020 also provides the
salaries and compensation of officers and employees of the City of Morro Bay ("City")
shall be as fixed and determined by resolution of the City Council, except as
specifically fixed in Chapter 2.20 of the Morro Bay Municipal Code; and
WHEREAS, the City has established a system of classification for all positions
within the City service with descriptive occupational titles, used to identify and
distinguish classifications and/or positions from one another, based on job duties,
essential functions, knowledge, skills, abilities, and minimum requirements; and
WHEREAS, the Meyers-MiIias-Brown Act ("MMBA") (Government Code
sections 3500 et seq.)' governs labor relations between local government employers
and employees and Section 3507.5 thereof permits a public agency to adopt local
rules and regulations providing for the designation of the "management" employees
of the public agencyand restricting such employeesfrom representing anyemployee
organization, which represents other employees of the public agency, on matters
within the scope of representation; and
WHEREAS, the City's Employer -Employee Relations Resolution, Resolution No.
08-17, represents the City's adoption of local rules and regulations for the
administration of employer -employee relations, including, but not limited to, the
designation of "management" employees, summarized in brief from that resolution
as generally defined as meaning those employees who have significant
responsibilities for formulating and administering City policies and programs and the
authority to exercise independent judgment to hire, discipline, promote discharge;
assign, or transfer other employees or who have the responsibility to use independent
judgment to direct such employees, adjust their grievances, or recommend
personnel action; and
WHEREAS, the City has designated such "management" employees as more
fully identified and listed herein below, and
1 Unless otherwise stated, references to Sections will be to the Government Code.
01181.0004/991190.1
Resolution No. 42-24
Page 2 of 15
WHEREAS, the "management" employees identified and listed herein are
"unrepresented," meaning that they are not part of any City Council determined
appropriate bargaining unit nor represented by any recognized employee
organization as defined by the City's Employer -Employee Relations Resolution and
the MMBA; and
WHEREAS, the City Council deems it is in the best interest of the City to adjust
the compensation of the unrepresented management employees, whose titles are
listed herein, by a Cost of Living Adjustment (COLA) salary increase established by City
Council for these employees for FY 2024/25, FY 25/26, and FY 2026/27.
NOW, THEREFORE, BE IT RESOLVED the Morro Bay City Council does hereby
adopt this Resolution, amending and restating the previously adopted and amended
schedule of compensation and benefits for the City of Morro Bay's unrepresented
management employees and superseding and replacing any prior compensation
and benefits resolutions, contracts, agreements or memorandum for such
employees, including, but not limited to, Resolution No. 33-17 as follows:
A. CLASSIFICATION/POSITION LIST
The following is a list of authorized management classifications:
Accounting Manager
Administrative Programs Manager
Assistant to the City Manager/Public Relations Manager
City Clerk
City Engineer
Deputy Chief/Fire Marshal
Human Resources/Risk Manager
Information Technology Manager
Maintenance Division Manager
Management Analyst
Planning Manager
Police Commander
Recreation Services Manager
Senior Civil Engineer
Senior Planner
Support Services Manager
Utility Division Manager
B. NORMAL WORK HOURS
Management employees are expected to work during normal City business
hours and may be required to work longer hours (more than an eight -hour day
and more than five days per week). However, they are not subject to overtime
compensation, as they are considered exempt employees within the definition
of the FLSA. The occasional use of alternative work schedules can be
implemented upon approval of the City Manager.
01181.0004/991190.1
Resolution No. 42-24
Page 3of15
C. EXEMPT TIME OFF
As stated in B above, management employees are considered exempt
employees. However, the City provides various leave banks for employees' use,
with accrual and use record -keeping being required to properly maintain the
leave banks.
Time off of less than two continuous hours in a day does not need to be
recorded by exempt employees. Abuses of this exception, such as daily use or
random periods within a day, will not be allowed. This exception is also not
allowed to be combined with any leaves.
D. ADMINISTRATIVE LEAVE
Management employees receive up to seventy-two (72) hours annually in paid
administrative leave in a lump sum accrual at the beginning of each fiscal year.
The City Manager or designee, upon recommendation by the management
employee's Department Head, may grant additional administrative leave to
the management employee. The administrative leave bank may never accrue
more than ninety-six (96) total hours, which may limit the number of hours
credited to the employee's administrative leave bank on Julylst of each year.
New management employees will be provided a pro-rata share of the annual
seventy -two-hour administrative leave bank upon employment.
Administrative leave time must be taken off on an hour -for -hour basis equaling
employee actual time off, regardless of accumulation rates. Administrative
leave is a compensable leave, and any remaining hours in the employee's bank
will be paid out upon separation from City service, at the employee's current
hourly rate of pay.
E. VACATION LEAVE
Management employees accrue vacation, based on the schedule below. The
City Manager shall have the authority to decide service years as the they see fit.
Entitlement in
Service Years
Days
1 thru 2
10
3 thru 4
11
5 thru 6
12
7 thru 8
13
9 thru 10
14
11 thru 12
15
13 thru 14
16
15 thru 16
17
17 thru 18
18
19 thru 20
19
01181.0004/991190.1
Resolution No. 42-24
Page 4 of 15
21 or more 20
Vacation leave time must be taken off on an hour -for -hour basis equaling
employee actual time off, regardless of accumulation rates.
Management employees are subject to a maximum leave accumulation of
three hundred (300) hours. Any hours exceeding the maximum accumulation
as of November 1st of each year will be paid out in the pay period including
December lst
Management employees will be provided an option to convert up to 40 hours
of vacation into compensation per calendar year, subject to meeting the
following requirements, provided that at the time of the conversion request at
least 20 hours of vacation time remains in the employee's vacation bank. To be
eligible for cash out of accrued vacation leave, an employee must pre -elect the
number of vacation hours they will cash out, up to a maximum of 40 hours, by
December 15 of the preceding calendar year. The election will apply only to
vacation hours accrued in the next calendar year. The election to cash out
vacation hours in each designated year is irrevocable. Management employees
who elect to cash out vacation leave hours must cash out the number of
accrued hours pre -designated on the irrevocable election form provided bythe
City. Employees who pre -designate cash out amounts may request a cash out
at any time in the designated calendar year by submitting a cash out request
at least 30 days in advance to Human Resources. Human Resources will
confirm the cash out amount has accrued and is consistent with the amount
the employee pre -designated, then forward to payroll to complete the cash out
request. If the full amount of hours designated for cash out is not available at
the time of cash out request, the maximum available will be paid.
For Management employees who have not requested payment of the elected
cash out amount by November 1 of each year, payroll will automatically cash
out the pre -designated amount in a paycheck issued on or after the payroll
date including November 1. Additionally, the City may, prior to the end of the
calendar year, automatically cash out the vacation leave accrued each pay
period by an employee such that the vacation leave cash out is consistent with
the employee's pre -elected number of vacation leave cash -out hours for that
year.
Employees who do not pre -designate vacation leave cash -out hours or who
decline the cash opt option by the December 15 deadline will be deemed to
have waived the right and will not be eligible to cash out any vacation leave in
that year.
Vacation accrual is a compensable leave, and any hours remaining in the
employee's vacation bank will be paid out upon separation from City service,
at the employee's current hourly rate of pay.
01181.0004/991190.1
Resolution No. 42-24
Page 5of15
F. HOLIDAYS
The following days are paid holidays for management employees:
New Year's Day
Martin Luther King, Jr. Day
Spring Break Holiday
Washington's Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Floating Holiday
Floating Holiday
January 1st
3rd Monday in January
Observed the Friday before Easter weekend
3rd Monday in February
Last Monday in May
June 19t"
July 4t"
1st Monday in September
November lltn
4t" Thursday in November
Friday after Thanksgiving
December 25tn
Varies
Varies
Any holiday, which falls on a Saturday or Sunday, will be officially designated as
a "HOLIDAY" on the prior Friday (if Saturday) or Monday (if Sunday).
For management employees, one holiday equals eight hours, unless the
employee is working the 9/80 alternative work schedule where one holiday
may equal eight or nine hours depending on the normally scheduled workday
being either an eight- or nine -hour work day for that employee.
Floating holiday hours are recorded in a bank in July of each fiscal year and may
be carried over to the next fiscal year, to a maximum accumulation of forty-
eight (48) hours of holiday time. Hours of holiday time accumulated over forty-
eight (48) hours will be paid out in December. All leave time (vacation, sick
leave, holiday, etc.) will be taken off on an hour -for -hour basis equaling
employee actual time off from work during normal business hours, regardless
of accumulation rates.
Floating holiday pay is a compensable leave, and any remaining hours in the
employee's bank will be paid out upon separation from City service, at the
employee's current hourly rate of pay.
C. SICK LEAVE
All employees accrue ninety-six (96) hours per year in a sick leave bank to be
used for employee illness, forty-eight (48) hours of which may be used to care
for the employee's family member for illness or any other reason mandated by
law. All leave time (vacation, sick leave, holiday, etc.) will be taken off on an
hour -for -hour basis, equaling employee actual time off from work during
normal business hours, regardless of accumulation rates.
01181.0004/991190.1
Resolution No. 42-24
Page 6of15
Upon retirement from City service, remaining unused sick leave converts to
time served under the applicable contract between the City and the California
Public Employees' Retirement System ("CaIPERS"), if any. Sick leave converted
to service credit for CaIPERS purposes cannot be compensated (converted to
dollars).
Based on individual utilization of paid sick leave in the preceding calendar year,
management employees may convert unused accumulated sick leave into
paid vacation leave once per calendar year, pursuant to the formula below:
Sick Leave Sick Leave
Utilization
Maximum
Conversion to
Vacation Leave
0 hours
96 hours
48 hours
.25 to 8 hours
72 hours
36 hours
8.25 to 16 hours
48 hours
24 hours
16.25 to 25 hours
24 hours
12 hours
Over 25 hours
0 hours
0 hours
At least one -hundred sixty (160) accrued hours must remain in the
management employee's sick leave bank for an employee to be eligible for
conversion or for a conversion to be authorized. In addition, the right to convert
does not carry over or rollover from calendar year to calendar year; failure to
request conversion in any calendar year eliminates the right to do so for that
calendar year.
Upon the Service Retirement of a management employee, who has more than
ten years of service with the City, said employee shall be entitled to receive
payment for up to the first seven hundred twenty hours of their accrued sick
leave at thirty-five percent of the employee's rate of pay, as of the date of service
retirement. Service Retirement is defined as service retirement from both the
City and CaIPERS. Voluntary separation or termination actions are excluded
from this benefit.
H. RETIREMENT BENEFITS
All employees, enrolled in the CaIPERS retirement system, bear the risk of
payment of any increases in the employee contribution, above the current
percentage, made by action of CaIPERS, the California Public Employees
Pension Reform Act of 2013 ("PEPRA") or related legislation, and/or the State
Legislature.
All employee CaIPERS contributions are paid to CaIPERS, based upon tax
treatment currently permitted by the State Franchise Tax Board and the
Internal Revenue Service ("IRS").
01181.0004/991190.1
Resolution No. 42-24
Page 7 of 15
The following is descriptive information on City CalPERS-contracted
retirement plans:
CalPERS Miscellaneous Plans
All employees pay 100% of the employee contribution to CaIPERS, which is
currently:
1. Tier 1 Classic members = 8%
2. Tier 2 Classic members = 7%
3. Tier 3 PEPRA members = one-half the normal cost of retirement
(currently 6.75%)
Tier 1: All employees, who were hired prior to December 10, 2011, receive the
following CalPERS retirement formula and optional benefits (existing Tier 1
employees, promoted to another position within the City, will not be considered
new hires, with respect to retirement formulas):
1. 2.7% @ 55 formula (Section 21354.5)
2. Unused Sick Leave Credit (Section 20965)
3. Military Service Credit (Section 21024 & 21027)
4. Final Compensation 1 Year (Section 20042)
5. 1959 Survivor Benefit, Level 4 (Section 21574)
6. Pre -Retirement Option 2W Death Benefit (Section 21548)
Tier 2: All employees who were hired on or after December 10, 2011, but before
January 1, 2013, and those hired on or after January 1, 2013, who meet the
Cal PEPS definition of classic member, as determined by CalPERS under PEPRA
and related legislation, receive the following CalPERS retirement formula and
optional benefits:
1. 2% @ 60 formula (benefit factor increases to 2.418% @ 63+) (Section
21353)
2. Unused Sick Leave Credit (Section 20965)
3. Military Service Credit (Section 21024 & 21027)
4. Final Compensation 3 Years (Section 20037)
S. 1959 Survivor Benefit, Level 4 (Section 21574)
6. Pre -Retirement Option 2W Death Benefit (Section 21548)
Tier 3: All employees, who were hired on or after January 1, 2013, and meet the
definition of new member, as determined by CalPERS under PEPRA and
related legislation, receive the following CalPERS retirement formula and
optional benefits:
1. 2% @ 62 formula (benefit factor increases to 2.5% @ 67+) (Section
7522.20)
2. Final Compensation 3 Years (Section 20037)
01181,0004/991190.1
Resolution No. 42-24
Page 8 of 15
3. Member contribution rate of fifty percent of the expected normal cost
rate, which is currently 13.5% (6.75% is employee's portion)
4. Unused Sick Leave Credit (Section 20965)
S. Military Service Credit (Section 21024 and 21027)
6. 1959 Survivor Benefit, Level 4 (21574)
7. Pre -Retirement Option 2W Death Benefit (Section 21548)
CalPERS Safety Plans
All employees pay 100% of the employee contribution to CaIPEPS, which is
currently:
1. Tier and Tier 2 Classic members= 9%
2. Tier 3 PEPPA members =13.0% (50% of the normal contribution rate)
Tier 1: All employees, who were hired prior to September 17, 2011, receive the
following CalPERS retirement formula and optional benefits (existing Tier I
employees, promoted to another position within the City, will not be
considered new hires, with respect to retirement formulas):
1. 3% @ 50 formula (Section 21362.2)
2. Unused Sick Leave Credit (Section 20965)
3. Military Service Credit (Section 21024 & 21027)
4. Final Compensation 1 Year (Section 20042)
5. 1959 Survivor Benefit, Level 4 (Section 21574)
6. Pre -Retirement Option 2W Death Benefit (Section 21548)
Tier 2: All employees, who were hired on or after September 17, 2011, but before
January 1, 2013, and those hired on or after January 1, 2013, who meet the
definition of classic member, as determined by CalPERS under PEPPA and
related legislation, receive the following CalPERS retirement formula and
optional benefits:
1. 3% @ 55 formula (Section 21363.1)
2. Unused Sick Leave Credit (Section 20965)
3. Military Service Credit (Section 21024 & 21027)
4. Final Compensation 3 Years (Section 20037)
5. 1959 Survivor Benefit, Level 4 (Section 21574)
6. Pre -Retirement Option 2W Death Benefit (Section 21548)
Tier 3: All employees, who were hired on or after January 1, 2013, and meet the
definition of new member, as determined by CalPERS under PEPPA and
related legislation, receive the following CalPERS retirement formula and
optional benefits:
1. 2.7% @ 57 formula
2. Final Compensation 3 Years (Section 20037)
01181.0004/991190.1
Resolution No. 42-24
Page 9 of 15
3. Member contribution rate of fifty percent of the expected normal cost
rate, which is currently 26% (13.0% is employee's portion)
4. Unused Sick Leave Credit (Section 20965)
S. Military Service Credit (Section 21024 and 21027)
6. 1959 Survivor Benefit, Level 4 (21574)
7. Pre -Retirement Option 2W Death Benefit (Section 21548)
Employee Cost Sharing: CaIPERS Classic Member Tier 1 & 2 employees shall
make a 1% cost sharing contribution to the employer's contribution to CaIPERS
effective the first full payroll period after City Council approval of a CaIPERS
Contract Amendment providing for such payment commencing FY 23/24, but
in no event sooner than the pay period including July 1, 2023.
1. HEALTH/LIFE/VISION/DENTAL INSURANCE
All employees receive the following contribution toward the purchase of
CaIPERS health insurance, which includes the required CaIPERS monthly
contribution:
City will pay an amount equal to 100% of Employee -only premium, 90% of
Employee + one premium, and 89% of Employee + two or more (family
coverage) premium for the lowest -cost PPO plan offered by CalPERS.
For calendar years 2024 and 2025, the City will contribute 100% of the dental
and vision premiums for Employees and their dependents.
The city will pay up to a 5% increase in premiums for the calendar year 2026
and up to a 5% increase for the calendar year 2027 through the end of the 2027
calendar year. Employees will pay for any increase beyond 5%.
Life insurance is provided at $50,000 per employee.
For retired employees, City contributes the required CaIPERS monthly
contribution towards CalPERS health plans, as selected by retiree.
J. LONG-TERM DISABILITY ("LTD") INSURANCE PROGRAM
Management employees do not participate in the California State Disability
Insurance program. City provides LTD to its management employees and pays
the cost for the plan.
K. DEFERRED COMPENSATION PROGRAM
Management employees receive a matching contribution up to $1,500, per
calendar year, paid to employee's deferred compensation plan, or approved
retiree medical savings plan. City matching contributions are paid on a 2:1 basis
(e.g., employee contributes $2, City contributes $1).
01181.0004/991190.1
Resolution No. 42-24
Page 10 of 15
L. LONGEVITY INCENTIVE
Once annually, for employees who have been continuously employed with City
for ten (10) years of full-time employment, City shall contribute to the
employee's deferred compensation plan (Section 457 account) $25 per year for
each whole year of continuous full-time employment with City, plus an
additional $25 peryear for each wholeyear of continuous full-time employment
completed after ten (10) years.
For example:
If an employee has been employed full-time with the City for 10 years, the City
will contribute $250 that year ($25 for each year of continuous full-time
employment).
If an employee has been employed full-time with the City for 14years, the City
will contribute $350 that year ($25 for each year of continuous full-time
employment).
Whole years of full-time employment shall be determined on September 1- of
each year.
Fractions of a year will be rounded down to the nearest whole year.
Deposits into the deferred compensation plan shall be made in one lump sum
no later than the second pay period in September.
M. SPECIAL PAY
Management employees may receive up to $150 reimbursement per fiscal
year, to purchase steel -toed shoes, as required in the performance of their job
duties. Proof of purchase is required, and reimbursement is based on price
paid, not to exceed $150 per fiscal year. Once purchased, footwear must be
worn while working.
N. COMPENSATION ADJUSTMENTS
Annual Cost of Living Adjustments (COLA) and/or equity adjustments may be
given to management employees, as recommended by the City Manager and
approved by the City Council, though neither is guaranteed.
1. Effective the pay period including July 1, 2024, City shall provide a 5% COLA
increase to base salaries for all management employees (see Exhibit A updated
salary table).
2. Effective the pay period including July 1, 2025, City shall provide a 5% COLA
increase to base salaries for all management employees (see Exhibit B updated
salary table).
01181.0004/991190.1
Resolution No. 42-24
Page 11 of 15
3. Effective the pay period including July 1, 2026, the City shall provide a 5% COLA
increase to base salaries for all management employees (see Exhibit C updated
salary table).
4. Effective the pay period including July 1, 2024, in addition to the COLA above,
City shall provide a 3% Equity Adjustment increase to base salaries for the Chief
Building/Plans Examiner, City Clerk, Information Technology Manager,
Recreation Services Manager, Planning Manager, Human Resources/Risk
Manager, Accounting Manager, Senior Civil Engineer, Deputy Chief/Fire
Marshal, and Police Commander.
5. Effective the pay period including July 1, 2025, in addition to the COLA above,
City shall provide a 2% Equity Adjustment increase to base salaries for the Chief
Building/Plans Examiner, City Clerk, Information Technology Manager,
Recreation Services Manager, Planning Manager, Human Resources/Risk
Manager, Accounting Manager, Senior Civil Engineer, and Police Commander,
and a 1% Equity Adjustment increase to the base salary for the Deputy
Chief/Fire Marshal.
6. Effective the pay period including July 1, 2026, in addition to the COLA above,
City shall provide a 2% Equity Adjustment increase to base salaries for the Chief
Building/Plans Examiner, City Clerk, Information Technology Manager,
Recreation Services Manager, Planning Manager, Human Resources/Risk
Manager, Accounting Manager, Senior Civil Engineer, and Police Commander,
and a 1% Equity Adjustment increase to the base salary for the Deputy
Chief/Fire Marshal.
O. EDUCATION REIMBURSEMENT
City will reimburse its management employees for costs associated with job -
related and job -required certifications, correspondence courses, and/or
licenses (except Class III driver's license), upon successful completion of the
examination or course by the employee. Written authorization, from the
employee's Department Director, is required in advance. Reimbursement
includes application fees, examination fees, and certificate fees. Renewal fees
may be paid in advance by City. This provision does not apply to continuing
education requirements.
City will provide a City vehicle, when available, for required transportation, and
will permit paid time for employee to take examinations, scheduled during
normal working hours. If no City vehicle is available, then City will reimburse
mileage for the use of the management employee's personal vehicle, at
current IRS mileage rates.
01181.0004/991190.1
Resolution No. 42-24
Page 12 of 15
PASSED AND ADOPTED, by the City Council of the City of Morro Bay, at a
regular meeting thereof held on the 25t' day of June 2024, by the following vote:
AYES:
Wixom, Barton, Edwards, Ford, Landrum
NOES:
None
ABSENT:
None
ABSTAIN:
None
RECUSE:
None
�'V 4 a' W
CARLA WIXOM, Mayor
ATTEST:
NA SWANSON,
City Clerk
01181.0004/991190.1
Resolution No. 42-24
Page 13 of 15
ATTACHMENT A
MANAGEMENT PAY SCHEDULE
EFFECTIVE JULY 1, 2024
ANNUAL SALARY
POSITION
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
MANAGEMENT ANALYST
81,619
85,696
89,981
94,474
99,195
POLICE SUPPORT SERVICES MANAGER
81,619
85,696
89,981
94,474
99,195
MAINTENANCE DIVISION MANAGER
95,451
100,214
105,227
110,490
116,022
ADMINISTRATIVE PROGRAMS MANAGER
95,451
100,214
105,227
110,490
116,022
ASSISTANT TO THE CITY MANAGER/PUBLIC
RELATIONS MANAGER
95,451
100,214
105,227
110,490
116,022
SENIOR PLANNER
95,451
100,214
105,227
110,490
116,022
CHIEF BUILDING INSP/PLANS EXAMINER
98,176
103,085
108,222
113,651
119,330
CITY CLERK
98,176
103,085
108,222
113,651
119,330
INFORMATION TECHNOLOGY MANAGER
98,176
103,085
108,222
113,651
119,330
RECREATION SERVICES MANAGER
98,176
103,085
108,222
113,651
119,330
PLANNING MANAGER
107,994
113,402
119,059
125,008
131,248
HUMAN RESOURCES/RISK MANAGER
107,994
113,402
119,059
125,008
131,248
ACCOUNTING MANAGER
107,994
113,402
119,059
125,008
131,248
SENIOR CIVIL ENGINEER
107,994
113,402
119,059
125,008
131,248
CITY ENGINEER
123,739
129,917
136,406
143,250
150,405
UTILITY DIVISION MANAGER
123,739
129,917
136,406
143,250
150,405
DEPUTY CHIEF / FIRE MARSHAL
131,186
137,758
144,622
151,861
159,453
POLICE COMMANDER
142,896
150,030
157,539
165,402
173,701
01181.0004/991190.1
Resolution No. 42-24
Page 14 of 15
ATTACHMENT B
MANAGEMENT PAY SCHEDULE
EFFECTIVE JULY 1, 2025
ANNUAL SALARY
POSITION
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
MANAGEMENT ANALYST
85,696
89,981
94,474
99,195
104,146
POLICE SUPPORT SERVICES MANAGER
85,696
89,981
94,474
99,195
104,146
MAINTENANCE DIVISION MANAGER
100,214
105,227
110,490
116,022
121,826
ADMINISTRATIVE PROGRAMS MANAGER
100,214
105,227
110,490
116,022
121,826
ASSISTANTTOTHE CITY MANAGER/PUBLIC
RELATIONS MANAGER
100,214
105,227
110,490
116,022
121,826
SENIOR PLANNER
100,214
105,227
110,490
116,022
121,826
CHIEF BUILDING INSP/PLANS EXAMINER
105,040
110,302
115,794
121,597
127,691
CITY CLERK
105,040
110,302
115,794
121,597
127,691
INFORMATION TECHNOLOGY MANAGER
105,040
110,302
115,794
121,597
127,691
RECREATION SERVICES MANAGER
105,040
110,302
115,794
121,597
127,691
PLANNING MANAGER
115,544
121,347
127,400
133,765
140,442
HUMAN RESOURCES/RISK MANAGER
115,544
121,347
127,400
133,765
140,442
ACCOUNTING MANAGER
115,544
121,347
127,400
133,765
140,442
SENIOR CIVIL ENGINEER
115,544
121,347
127,400
133,765
140,442
CITY ENGINEER
129,917
136,406
143,229
150,405
157,934
UTILITY DIVISION MANAGER
129,917
136,406
143,229
150,405
157,934
DEPUTY CHIEF / FIRE MARSHAL
139,048
146,016
153,296
160,971
169,021
POLICE COMMANDER
152,901
160,534
1168,563
176,987
118S,869
01181.0004/991190.1
Resolution No. 42-24
Page 15 of 15
ATTACHMENT C
MANAGEMENT PAY SCHEDULE
EFFECTIVE JULY 1, 2026
ANNUAL SALARY
POSITION
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
MANAGEMENT ANALYST
89,981
94,474
99,195
104,146
109,346
POLICE SUPPORT SERVICES MANAGER
89,981
94,474
99,195
104,146
109,346
MAINTENANCE DIVISION MANAGER
105,227
110,490
116,022
121,826
127,920
ADMINISTRATIVE PROGRAMS MANAGER
105,227
110,490
116,022
121,826
127,920
ASSISTANTTO THE CITY MANAGER/PUBLIC
RELATIONS MANAGER
105,227
110,490
116,022
121,826
127,920
SENIOR PLANNER
105,227
110,490
116,022
121,826
127,920
CHIEF BUILDING INSP/PLANS EXAMINER
112,403
118,019
123,906
130,104
136,635
CITY CLERK
112,403
118,019
123,906
130,104
136,635
INFORMATION TECHNOLOGY MANAGER
112,403
118,019
123,906
130,104
136,635
RECREATION SERVICES MANAGER
112,403
118,019
123,906
130,104
136,635
PLANNING MANAGER
123,635
129,834
136,323
143,125
150,280
HUMAN RESOURCES/RISK MANAGER
123,635
129,834
136,323
143,125
150,280
ACCOUNTING MANAGER
123,635
129,834
136,323
143,125
150,280
SENIOR CIVIL ENGINEER
123,635
129,834
136,323
143,125
150,280
CITY ENGINEER
136,406
143,229
150,384
157,934
165,838
UTILITY DIVISION MANAGER
136,406
143,229
150,384
157,934
165,838
DEPUTY CHIEF / FIRE MARSHAL
147,389
154,773
162,490
170,622
179,171
POLICE COMMANDER
163,613
171,766
180,357
189,384
198,890
01181.0004/991190.1