HomeMy WebLinkAboutReso 18-25 Amending Management Salary and Benefits 2024-27 - signed0181.0004/.1
RESOLUTION NO. 18-25
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
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-Milias-Brown Act (“MMBA”) (Government Code sections 3500 et seq.)1
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 agency and restricting such employees from representing any
employee 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
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
1 Unless otherwise stated, references to Sections will be to the Government Code.
Resolution No. 18-25
Page 2 of 14
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
Harbor Business Manager
Human Resources/Risk Manager
Information Technology Manager
Maintenance Division Manager
Management Analyst
Planning Manager
Police Commander
Police Support Services Manager
Recreation Services Manager
Senior Civil Engineer
Senior Planner
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.
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.
Resolution No. 18-25
Page 3 of 14
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 July 1st 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.
Service Years Entitlement in 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
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 1st.
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
Resolution No. 18-25
Page 4 of 14
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 by the 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.
F. HOLIDAYS
The following days are paid holidays for management employees:
New Year's Day January 1st
Martin Luther King, Jr. Day 3rd Monday in January
Spring Break Holiday Observed the Friday before Easter weekend
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day 1st Monday in September
Veteran's Day November 11th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Day December 25th
Floating Holiday Varies
Floating Holiday Varies
Resolution No. 18-25
Page 5 of 14
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.
G. 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.
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
(“CalPERS”), if any. Sick leave converted to service credit for CalPERS 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 Utilization
Sick Leave
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;
Resolution No. 18-25
Page 6 of 14
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 CalPERS. Voluntary separation or termination actions are excluded from this benefit.
H. RETIREMENT BENEFITS
All employees, enrolled in the CalPERS retirement system, bear the risk of payment of any
increases in the employee contribution, above the current percentage, made by action of CalPERS,
the California Public Employees Pension Reform Act of 2013 (“PEPRA”) or related legislation,
and/or the State Legislature.
All employee CalPERS contributions are paid to CalPERS, based upon tax treatment currently
permitted by the State Franchise Tax Board and the Internal Revenue Service (“IRS”).
The following is descriptive information on City CalPERS-contracted retirement plans:
CalPERS Miscellaneous Plans
All employees pay 100% of the employee contribution to CalPERS, 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 CalPERS 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)
Resolution No. 18-25
Page 7 of 14
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 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)
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)
5. 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 CalPERS, which is currently:
1. Tier 1 and Tier 2 Classic members = 9%
2. Tier 3 PEPRA 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 1 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 PEPRA 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)
Resolution No. 18-25
Page 8 of 14
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. 2.7% @ 57 formula
2. Final Compensation 3 Years (Section 20037)
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)
5. 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: CalPERS Classic Member Tier 1 & 2 employees shall make a 1% cost
sharing contribution to the employer’s contribution to CalPERS effective the first full payroll
period after City Council approval of a CalPERS Contract Amendment providing for such payment
commencing FY 23/24, but in no event sooner than the pay period including July 1, 2023.
I. HEALTH/LIFE/VISION/DENTAL INSURANCE
All employees receive the following contribution toward the purchase of CalPERS health
insurance, which includes the required CalPERS 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 CalPERS 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
Resolution No. 18-25
Page 9 of 14
matching contributions are paid on a 2:1 basis (e.g., employee contributes $2, City contributes
$1).
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 per year for each whole year 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 14 years, 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 1st 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).
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,
Resolution No. 18-25
Page 10 of 14
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.
Resolution No. 18-25
Page 11 of 14
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.
PASSED AND ADOPTED, by the City Council of the City of Morro Bay, at a regular meeting thereof
held on the 8th day of April 2025, by the following vote:
AYES: Wixom, Eckles, Edwards, Landrum, Luffee
NOES: None
ABSENT: None
ABSTAIN: None
RECUSE: None
______________________________________
CARLA WIXOM, Mayor
ATTEST:
______________________________
DANA SWANSON, City Clerk
Carla Wixom (Apr 9, 2025 12:08 PDT)
Carla Wixom
Resolution No. 18-25
Page 12 of 14
ATTACHMENT A
MANAGEMENT PAY SCHEDULE
EFFECTIVE APRIL 8, 2025
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 95,451 100,214 105,227 110,490 116,022
HARBOR BUSINESS MANAGER 95,451 100,214 105,227 110,490 116,022
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
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 100,214 105,227 110,490 116,022
121,826
HARBOR BUSINESS MANAGER 100,214 105,227 110,490 116,022
121,826
Resolution No. 18-25
Page 13 of 14
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
ASSISTANT TO THE 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 152,901 160,534 168,563 176,987
185,869
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
105,227
110,490
116,022
121,826
127,920
HARBOR BUSINESS MANAGER
105,227
110,490
116,022
121,826
127,920
Resolution No. 18-25
Page 14 of 14
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
ASSISTANT TO 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
Reso 18-25 Amending Management Salary and
Benefits 2024-27
Final Audit Report 2025-04-09
Created:2025-04-09
By:Heather Goodwin (hgoodwin@morrobayca.gov)
Status:Signed
Transaction ID:CBJCHBCAABAAdHb_zyxqfsyjRq1V21lnorKpxdN_8GIe
"Reso 18-25 Amending Management Salary and Benefits 2024-
27" History
Document created by Heather Goodwin (hgoodwin@morrobayca.gov)
2025-04-09 - 6:51:22 PM GMT
Document emailed to cwixom@morrobayca.gov for signature
2025-04-09 - 6:52:27 PM GMT
Email viewed by cwixom@morrobayca.gov
2025-04-09 - 7:07:53 PM GMT
Signer cwixom@morrobayca.gov entered name at signing as Carla Wixom
2025-04-09 - 7:08:29 PM GMT
Document e-signed by Carla Wixom (cwixom@morrobayca.gov)
Signature Date: 2025-04-09 - 7:08:31 PM GMT - Time Source: server
Document emailed to Dana Swanson (dswanson@morrobayca.gov) for signature
2025-04-09 - 7:09:01 PM GMT
Email viewed by Dana Swanson (dswanson@morrobayca.gov)
2025-04-09 - 7:12:01 PM GMT
Document e-signed by Dana Swanson (dswanson@morrobayca.gov)
Signature Date: 2025-04-09 - 7:12:40 PM GMT - Time Source: server
Agreement completed.
2025-04-09 - 7:12:40 PM GMT