HomeMy WebLinkAboutReso 2000-016- RESOLUTION NO. 2000-016
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA APPROVING COMPENSATION ADJUSTMENTS
FOR CLASSIFICATIONS REPRESENTED BY CVEA AND WCE,
AND FOR CLASSIFICATIONS INCLUDED IN THE
CATEGORIES OF EXECUTIVE, SENIOR AND MIDDLE
MANAGEMENT, CONFIDENTIAL, AND UNCLASSIFIED
HOURLY TO BE EFFECTIVE WITH THE PAY PERIOD
BEGINNING DECEMBER 31, 1999 AND AMENDiNG THE
FISCAL YEAR 1999/2000 BUDGET BY APPROPRIATiNG THE
NECESSARY FUNDING THEREFOR
WHEREAS, the last citywide classification/compensation study was conducted in 1988 and
since then growth and change have dramatically impacted the classification plan, distorting important
internal alignments and creating equity issues; and
WHEREAS, pursuant to a September, 1998 Side Letter with CVEA, known as Attachment
A, herein incorporated by reference, a copy of which is on file in the office of the City Clerk, a
Classification Committee was convened to facilitate conduct of a comprehensive compensation
review of all management and non-safety classifications, to be followed by a classification study; and
WHEREAS, the City Council approved funding for a consultant to conduct a
classification/compensation study of all management and non-safety classifications in the current year
budget and Shannon Associates was hired to conduct said study in several phases; and
WHEREAS, the first step was development of the Pay Policy, known as Attachment B, herein
incorporated by reference, a copy of which is on file in the office of the City Clerk, which was
adopted by Council on June 8, 1999; and
WHEREAS, subsequent to adoption of the Pay Policy, benchmark classifications were
selected and appropriate labor markets were identified; and
WHEREAS, data was then collected through site visits to agencies within San Diego County
and via mail survey to others and once received, the data was analyzed by the Consultant to ensure
comparability; and
WHEREAS, in formulating the recommended adjustments, consideration was given to both
labor market data and internal relationships; and
WHEREAS, based on market data and/or appropriate internal alignment, the compensation
adjustments set forth in Attachment C, herein incorporated by reference, a copy of which is on file
in the office of the City Clerk, are the end result and final determination of the Shannon study.
NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chula Vista does
hereby approve compensation adjustments for classifications represented by CVEA and WCE, and
for classifications included in the categories of Executive, Senior and Middle Management,
Confidential, and Unclassi~ed Hourly to be efl~i~ctive with the pay period beginning December 31,
Resolution 2000-016 '
Page 2
1999 as set forth in Attachment C, attached hereto and incorporated herein by reference as if set forth
in full.
BE IT FURTHER RESOLVED that the budget for fiscal year 1999/2000 budget is hereby
amended to provide additional funding by appropriating $1,182,458 to the various departments set
forth in Attachment D, herein incorporated herein by reference, a copy of which is on file in the office
of the City Clerk, from the funding sources listed thereon.
Presented by Approved as to form by
Human Resources Director ~ity Attorney · -- '-
PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista,
California, this 11th day of January, 2000, by the following vote:
AYES: Councilmembers: Davis, Moot, Padilia, and Salas
NAYS: Councilmembers: None
ABSENT: Councilmembers: Hotton
Mary Sala~eputy Mayor
ATTEST:
Susan Bigelow, City CIerk
STATE OF CALiFORNIA )
COLrNTY OF SAN DIEGO )
CITY OF CHULA VISTA )
I, Susan Bigelow, City Clerk of Chula Vista, California, do hereby certify that the foregoing
Resolution No. 2000-016 was duly passed, approved, and adopted by the City Council at a regular
meeting of the Chula Vista City Council held on the 111h day of January, 2000.
Executed this 11th day of January, 2000.
Susan Bigelow, City Clerk
Attachment A
CVEA
SIDE LETTER to MOU
CLASS1FICATIOI~ STUDY
.. The City agrees to condue a classi~cation/c~mpensation study of all CV=_A
.~epresented classi~atiDns during FY 98/99. CVEA representatives will
~ . .~,r~b~ on a 5Dmmittee to establish criteria for and assist in consultant
se;e~ion. The ~C~mmittee~ will paniciRate in determining scope of the study
and designing of,an appeal process. The ~Committee" will review, evaluate and,
' provide input to the c9nsuitant regarding study results and recommendations.
The study will evaluate usage of bilingual skills and appPop~iate compensation
and special training/license re;uirements of ce~ain classi~cations.
CVL~, will be cDnsulted on the method fo~ implementation of the study Eesui3s
which will occur in R 99/00.
Candy Emersln
Director of Human Resources CVEA President
D~te
Attachment B
.-- RESOLUTION NO. 19481
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA AMENDING THE EMPLOYER-EMPLOYEE RELATIONS
POLICY TO INCLUDE THE COMPENSATION POLICY AS
APPENDIX A
WHEREAS, the Council recently approved a contract with John Shannon Associates
to conduct a citywide classification/compensation study for all non-safety positions; and
WHEREAS, one of the first steps in the conduct of that study was the development of
a policy confirming the City's compensation policy and the selection of an appropriate labor
market; and
WHEREAS, the proposed compensation policy forrealizes the Council philosophy and
approach to compensation which is to establish and maintain a compensation structure based
on market place norms, internal alignment, and equity among various groups of employees;
and
WHEREAS, structures an~d ranges will be reviewed and updated as necessary based
on an evalu,ation of the City's ability to pay, market place survey data, internal relationships,
and equitylamong various groups of employees; and
WHEREAS, the policy reflects discussions with the C~uncil, E~cecutive Management
staff and the labor representatives to the Classification Study Committee; and
WHEREAS, said policy is designed to support achievement of the Council's strategic
objectives for the community, encourage harmonious labor relations, and meet the needs of
a majority of the workforce; and
WHEREAS, all negotiating groups except Fire and Police have been met with and
i.:onsulted with regarding the proposed policy.
NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chula Vista does
hereby amend the Employer-Employee Relations Policy to include the Compensation Policy as
Appendix A, a copy of which is on file in the office of the City Clerk.
Presented by Approved as to form by
Human Resources Director ~ney
Resolution 19481
Page 2
PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista,
California, this 8~h day of June, 1999, by the following vote:
AYES: Councilmembers: Davis, Moot, Salas and Horton
NAYS: Councilmembers: None
ABSENT: Councilmembers: Padilia
ABSTAIN: Councilmembers: None
Shirley Hortonf~ayor
ATTEST:
i
Susan Bigelow, City Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN DIEGO )
CITY OF CHULA VISTA )
I, Susan Bigelow, City Clerk of Chula Vista, California, do hereby certify that the foregoing
Resolution No. 19481 was duly passed, approved, and adopted by the City Council at a
regular meeting of the Chula Vista City Council held on the 8'h day of June, 1999.
Executed this 8~h day of June, 1999.
Susan 13igelow, City Clerk
APPENDIX A
COMPENSATION POLICY
INTRODUCT]0N
The City's compensation program is designed to support the achievement of the City
Council shategic objectives for the community, enhance harmonions labor relations and
meet the needs of a majority of the wortdorce. It should foster a team concept within the
organization, recognizing the importance of a satisfied, productive, and cohesive
workforce. All Associations and unrepresented groups have had an opportunity to
discuss the compensation policy. Employees represented by the POA and IAFF were not
included in these discussions since compensation goals are included in their current
MOU's. In implementing this program, the following guidelines will be considered
based upon the fmancial capacity of the City.
COMPENSATION PHILOSOPHY
The City's compensation philosophy is to establish and maintain a compensation
structure based on market place norms, internal alignment and equity among various
groups of employees. Structures and ranges will be reviewed and updated as necessary
based on an evaluation of the City's ability to pay, market place sun, ey data, internal
relationships, and equity among various ~oups of employees.
IMPLEMENTATI ON
The City's compensation propam will be implemented in accordance with the following
guidelines:
1. FISC.ALLY PRUDENT
The City's compensation program shall ensure that it will not jeopardize the fmancial
condition of the City. The City's practice is to compensate employees in accordance
with the City's financial condition. In determining the Ciry's financial condition, the
City will consider competing service priorities, reserves and revenue ~owth.
2. ATTRACT AND RETA/N QUALITY EMPLOYEES
The City's compensation program should ensure that the City has the ability to attract
and retain the quality of person the City needs to implement the City Council's policy
objectives and priorities.
3. LABOR MARKET
the City's practice is to survey government labor markets that include:
A. Local labor market comprised of San Diego County, the 18 cities within the
County and, when appropriate, special purpose agencies and private sector
employers that provide municipal services.
B. Regional market of Orange Count),, Riverside County, and San Bemardino
County cities that are similar to Chula Visa in growth, population, service
structure, and complexity.
C. Statewide market of cities that are similar to Chula Vista in population
growth, service structure, and complexity.
4. COMPETITIVE POSITION
If fiscally prudent it is the City's objective to compensate employees at rates above
the middle of the labor market as measured by the median.
A. For Chula Vim Employee's Association unit, the primary market will include
the local labor market.
B. For Western Council of En~neers, Mid-Managers, and Senior-Managers, and
other selected professional positions the market will include both the local
labor market and the regional market.
C. For Executives, the market will include the local, regional, and the slatewide
market.
D. In addition to the labor market survey data referenced above, in order to
address unique compensation concerns, the City and/or recognized employee
representatives may, at their discretion, collect and present supplemental
market survey data in the context of the meet and coffer process.
5. MEASUREMENT OF COMPETITIVE POSITION
Competitive position will be calculated utilizing total cash compensation which
includes base salary plus cash add-ons to base salary including PERS pick-up,
incentive pay, optional benefit, employer paid deferred compensation, etc. In
addition, the City will also consider health and retirement benefits, leave benefits, and
reimbursement policies.
6. INTERNAL ALIGNMENT
Consideration will be given to both labor market survey data and internal
relationships in establishing salary ranges. When establishing internal relationships,
priorit?' will be given to:
A. Appropriate differential between superior and subordinate classes
B. Appropriate differentials among classes in the same class series
(i.e.technicai/professional)
/
C. Relationships among related class series (e.g. planning, inspection services,
and engineering)
D. Relationships across unrelated class series.
7. MIX OF BASE SALARY, TOTAL CASH AND BENEFITS
The City's practice is to provide a mix of base salary, total cash and benefits that is
generally competitive with the labor market When evaluating benefits, the City will
consider both the cost and the content of the benefits.
8. PAY ADMINISTRATION
Individual compensation adjustments within the salary range will be made in
accordance with the appropriate memorandum of understanding and/or salary
resolution and personnel policies.
9. COLLECTIVE BARGAINING
The City's practice is to honor the integrity of the collective bargaining process
through good faith negotiations. It is understood that these negotiations will take
place exclnsively through the recognized representatives of the City and the
representatives of the appropriate bargaining unit.
10. SHARING OF COMPENSATION SURVEY INFORMATION
Consistent with the City's commitmenl to an open and collaborative relationship with
employees, the compensation survey dam collected pursuant to this program will be
shared with unrepresented employees, or the appropriate recognized employee
representatives.
Attachment C
Page 1
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Accountant $1,948.49 $2,135.55
Accounting Assistant I $1,022.55 $1,079.38
Accounting Assistant II $1,125.44 $1,187.15
Accounting Assistant III $1,204.21 $1,305.86
Admin Secretary/City Clerk's Office $1,391.14 $1,499.57
Administrative Analyst I $1,386.66 $1,679.96
Administrative Analyst II $1,604.96 $1,848.18
Administrative Office Assistant I $907.15 $1,024.19
Administrative Office Assistant II $1,035.97 $1,126.69
Administrative Office Assistant III $1,189.84 $1,239.27
Administrative Office Specialist $1,189.84 $1,239.27
Administrative Secretary $1,391.14 $1,499.57
Administrative Services Manager $2,817.51 $3,031.56
Administrative Technician $1,391.14 $1,499.57
Animal Control Manager $2,021.96 $2,298.75
Animal Control Officer $1,216.68 $1,405.12
Aquatic Coordinator $1,629.11 $1,805.32
Assist Directo~Building Official $3,311.70 $3,608.31
Assistant Chief of Police $3,515.27 $4,091.76
Assistant City Manager $4,864.69 $5,155.98
Assistant Director of Comm Dev $2,817.51 $3,608.31
Assistant Director of Finance $3,311.70 $3,690.23
Assistant Director of Recreation $2,817.51 $3,290.02
Assistant Engineer I $1,941.84 $2,050.13
Assistant Engineer II $2,247.77 $2,357.64
Assisf~,~f 1.ibrar,/Director $2,817.51 $3,290.02
Attachment C
Page 2
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Assistant Planner $1,723.04 $1,841.17
Assistant Planning Director ' $3,311.74 $3,608.31
Assistant Surveyor I $1,810.25 $1,863.75
Assistant Surveyor II $1,936.86 $2,050.13
Assistant to Mayor and Council $2,084.45 $2,296.75
Assistant Transit Coordinator $2,397.04 $2,598.07
Associate Planner $1,945.80 $2,117.15
Asst Director of Human Resources $2,817.51 $3,558.37
Avian Specialist $1,216.02 $1,405.12
B&H Inspect/Code Enf Officer I $1,363.41 $1,618.83
B&H Inspect/Code Enf Officer II $1,719.46 $1,780.72
B&H Inspect/Code Enf Officer Ill $1,805.44 $1,958.57
Battalion Chief $2,953.13 $3,194.34
Benefits Manager $2,540.84 $2,690.46
Benefits Technician $1,385.77 $1,499.57
Bookstore Manager (Nature Center $990.35 $1,079.38
__.Bu_j!.d!ng .~rojects Supervisor $1,866.53 $2,357.64
Building Services Superintendent $2,699.37 $2,834.25
Business Office Manager $2,084.45 $2,296.75
Chief of Police $4,599.64 $4,982.79
Circulation Assistant $1,035.97 $1,113.55
Circulation Supervisor $1,451.59 $1,536.54
City Arborist $2,021.96 $2,203.21
City Attorney $5,329.83 $5,349.16
City Clerk $2,763.61 $3,278.01
~i_ty_Map.~g~ .......... $5,724.64 $5,929.15
Attachment C
Page 3
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Civil Engineer $2,607.81 $2,711.16
Code Enforcement Manager $2,397,12 $2,540.32
Collections Supervisor $2,021.96 $2,329.61
Communications Operator I $1,237.27 $1,425.62
Communications Operator If $1,458.24 $1,568.18
Community Dev Specialist I $1,736.46 $1,825.40
Community Dev Specialist II $1,867.08 $2,008.07
Community Resource Coordinator $2,084.45 $2,296.75
Community Service Officer $1,144.22 $1,277.39
Computer Opalrations Manager $2,358.71 $2,438.25
Computer Programmer $1,766.88 $1,927.47
Computer/Programmer Analyst $1,966.38 $2,120.21
Conf Admin Office Specialist $1,189.84 $1,239.36
Conf Secty to City Manager's Ofc $1,492.24 $1,499.57
Conf Secty to Mayor and Council $1,757.44 $1,774.16
Confidential Admin Secretary $1,391.14 $1,499.57
Confidential Bilingual Secretary $1,189.84 $1,239.27
Confidential Secretary $1,189.84 $1,239.27
Const Specialist II (Carp/LKSM) $1,533.93 $1,601.73
Construction Specialist II (Elec) $1,647.90 $1,681.81
Construction Specialist II (HVAC) $1.647.90 $1,681.81
Construction Specialist II (Paint) $1,426.92 $1,456.11
Construction Specialist II (Plumb) $1,570.06 $1,601.73
Crime Analysis Manager $2,084.45 $2,296.75
Crime Analyst $1,749.88 $1,913.96
..... ?i_m_.e..~F_~e~__M_ulti Housing Coord $1,463.22 $1,499.57
Attachment C
Page 4
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Crime Lab Manager $2,321.56 $2,526.43
Criminal Info Systems Specialist $1,323.15 $1,499.57
Cultural Arts Coordinator $1,629.11 $2,153.51
Custodial Services Supervisor $2,021.96 $2,203.21
Custodian I $971.55 $1,147.28
Custodian II $1,068.77 $1,262.05
Customer Service Representative $1,189.84 $1,305.86
Data Entry Operator II $1,039.55 $1,126.69
Delivery Driver $770.27 $956.50
Deputy Building Official $3,104.73 $3,137.66
Deputy City Manager-Admin Svcs. $4,561.31 $4,910.66
Deputy City Manager-Org. Dev. $4,407.99 $4,752.96
Deputy Director of Parks $2,699.37 $2,926.25
Deputy Pub Wks Dir/Operations $3,311.67 $3,723.96
Deputy Pub Works Dir/City Eng $3,311.67 $3,723.96
Development Services Technician $1,414.40 $1,465.31
Dir of Community Development $3,871.36 $4,330.23
Dir of Mgmt and I nfo Services $3,515.27 $4,174.28
Director of Budget & Analysis $3,311.70 $3,690.23
Director of Finance $4,216.34 $4,428.53
Director of Human Resources $3,806.70 $4,270.22
Director of Planning and Building $3,948.03 $4,330.23
Director of Public Works $3,948.03 $4,468.66
Economic Development Manager $2,705.85 $3,183.69
Educational Services Manager $2,397.04 $2,476.80
Electronics Technician $1,798.00 $1,849.99
Attachment C
Page 5
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Engineering Aide $1,306.15 $1,350.54
Engineering Technician I $1,454.66 $1,485.60
Engineering Technician II $1,759.72 $1,782.72
Engineering Technician III $1,961.01 $2,050.13
Environmental Project Manager $2,397.04 $2,540.32
Environmental Review Coord $2,541.19 $3,032.08
Equipment Mechanic I $1,402.77 $1,415.81
Equil ~ment Mechanic II $1,506.54 $1,557.31
Equipment Operator $1,642.52 $1,665.95
Evidence Control Assistant $1,160.32 $1,277.39
Evidence Technician $1,736.46 $1,913.96
Exec Assistant to City Manager $1,842.36 $1,879.72
Extended School Day Supervisor $1,629.11 $1,641.20
Fire Apparatus Mechanic $1,582.59 $1,713.04
Fire Chief $3,948.03 $4,649.58
Fire Inspector l $1,719.46 $1,780.72
Fire Marshall $3,193.13 $3,874.65
Fiscal Operations Manager $2,817.51 $3,208.89
Fleet Manager $2,524.98 $2,724.30
Gardener I $1,115.59 $1,147.28
Gardener II $1,196.11 $1,262.05
GIS Info Services Specialist $1,759.82 $1,927.47
Housing Coordinator $2,705.85 $3,032.08
Housing Rehab Specialist $1,719.46 $1,760.72
Human Services Coordinator $1,629.11 $1,641.20
Info. Services Tech. $1,437.66 $1,499.57
Attachment C
Page 6
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Info. Technology Coordinator $2,397.04 $2,526.30
Information Systems Technician $1,437.66 $1,499.57
Intel Analyst $1,749.88 $1,913.96
Intergov't Affairs Coordinator $2,397.04 $2,526.30
Kennel Attendants $1,008.24 $1,170.94
Land Surveyor $2,607.81 $2,711.16
Landscape Architect $2,397.04 $2,540.32
Landscape Inspector $1,759.72 $1,863.75
Landscape PI a n ner $1,943.12 $2,117.15
Latent Print Examiner $1,984.27 $2,201.06
Lead Communication Operator $1,672.04 $1,803.40
Legal Assistant $1,580.80 $1,591.48
Librarian I $1,534.28 $1,547.67
Librarian II $1,604.96 $1,702.30
Librarian III $1,814.12 $1,872.71
Library Associate $1,358.94 $1,407.05
Library Automation Manager $2,358.71 $2,476.80
Library Technical Assistant $1,035.97 $1,113.55
Library Volunteer Coordinator $1,055.62 $1,280.45
Lifeguard I $726.40 $991.06
Lifeguard I1 $868.80 $1,090.17
Literacy Team Coordinator $2,084.45 $2,153.51
Mainframe Computer Operator $1,368.77 $1,499.57
Maintenance Worker I $1,115.59 $1,147.28
Maintenance Worker II $1,196.11 $1,262.05
..... _M.g_r_gf Training and Development $2,817.51 $3,094.02
7-/7
Attachment C
Page 7
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Micro Computer Specialist $2,246.42 $2,332.24
Nature Center Director $3,311.74 $3,589.12
Nature Center Maint Specialist $1,008.24 $1,147.28
Open Space Coordinator $2,194.58 $2,313.37
Open Space Inspector $1,759.72 $1,863.75
Paint Striping Operator $1,642.52 $1,665.95
Park Ranger Supervisor $1,629.11 $1,741.67
Parking Control Officer $1,051.18 $1,161.26
Parking Operations Officer $1,185.37 $1,277.39
Parks Supervisor $1,800.90 $1,915.84
payroll Technician $1,456.94 $1,567.03
Permits Processing Coordinator $1,961.01 $2,117.15
Personnel Analyst $1,692.63 $1,997.12
Personnel Technician $1,385.87 $1,499.57
Plan Check Engineer $2,608.00 $2,711.16
Planning and Env Manager $2,705.85 $3,032.08
Planning Technician I $1,221.16 $1,274.32
Planning Technician II $1,414.40 $1,465.31
Planning Technician Ill $1,562.01 $1,612.06
Plans Examiner $2,043.44 $2,357.64
Police Captain $3,104.76 $3,558.05
Police Records Assistant I I $1,109.33 $1,126.69
Police Report Transcriptionist $1,109.33 $1,126.69
Police Services Officer $1,285.53 $1,405.30
Police Training Coordinator $1,325.82 $1,499.57
__~P_O_o~l Manager $1,050.28 $1,504.43
Attachment C
Page 8
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Principal Comm Dev Specialist $2,397.04 $2,540.32
Principal Librarian $2,397.04 $2,476.80
Principal Management Analyst $2,397.04 $2,526.30
Principal Management Assistant $2,397.04 $2,526.30
Principal Planner $2,685.33 $3,032.08
Principal Recreation Manager $2,397.04 $2,415.03
Property Control Clerk $1,109.33 $1,126.69
Pub Works Maint Superintendent $2,699.37 $3,117.68
Public Information Officer $2,396.80 $2,526.30
Public Works inspector I $1,759.72 $1,863.75
Public Works Inspector II $1,961.01 $2,050.13
Public Works Supervisor $1,800.88 $1,915.84
Public Works Technician I $1,285.53 $1,350.54
Public Works Technician II $1,368.34 $1,485.60
Public Works Technician ill $1,533.93 $1,782.72
Pump Mechanic $1,561.12 $1,635.28
Purchasing Agent $2,817.51 $2,952.09
Range Master $1,285.53 $1,405.30
Recep-Mayor/Council $1,189.93 $1,239.27
Records Manager $1,391.12 $1,499.57
Recreation Supervisor l $1,392.03 $1,492.00
Recreation Supervisor II $1,629.11 $1,641.20
Redevelopment Coordinator $2,705.85 $3,032.08
Risk Management. Specialist $1,692.63 $1,997.12
Risk Manager $2,817.51 $3,094.02
Secretary $1,189.84 $1,239.27
Attachment C
Page 9
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Secretary to the City Attorney $1,788.91 $1,879.72
Senior Accountant $2,358.71 $2,562.66
Senior Accounting Assistant $1,384.78 $1,501.74
Senior Building Inspector $1,978.00 $2,252.36
Senior Ciroulation Assistant $1,189.84 $1,280.45
Senior Civil Engineer $2,895.37 $3,117.68
Senior Community Dev Specialist $2,084.45 $2,209.14
Senior Electronics Techn ician $1,999.00 $2,127.49
Senior Equipment Mechanic $1,656.84 $1,713,04
Senior Gardener $1,485.06 $1,514.38
Senior Librarian $2,084.45 $2,153.51
Senior Library Technical Assistant $1,189.84 $1280.45
Senior Lifeguard $935.57 $1,253.70
Senior Maintenance Worker $1,485.08 $1,514.38
Senior Management Analyst $2,084.45 $2,296.75
Senior Management Assistant $2,084.45 $2,296.75
Senior Park Supervisor $2,021.96 $2,203.21
Senior Personnel Analyst $2,084.45 $2,296.75
Senior Planner $2,397.04 $2,540.32
Senior Public Works Inspector $2,021.92 $2,357.64
Senior Public Works Supervisor $2,02'1.96 $2,203.21
Senior Recreation Supervisor $2,021.96 $2,100.06
Senior Risk Management Specialist $2,084.45 $2,296.75
Senior Storekeeper $1,443.83 $1,514.38
Senior Tree Trimmer $1,642.52 $1,665.95
Shop__T~chnician $1,426.92 $1,528.92
Attachment C
Page 10
RECOMMENDED COMPENSATION ADJUSTMENTS
Current Recommended
Classification Title Biweekly Salary Biweekly Salary
Signal Systems Engineer $2,063.86 $2,357.64
Special Operations Manager $3,311.70 $3,334.71
Sports Coordinator $1,392.03 $1,641.20
Sr Administrative Office Specialist $1,310.64 $1,363.25
Storekeeper II $1,256.94 $1,262.05
Supervisor Construction Specialist $2,021.96 $2,203.21
Supervisor Pump Mechanic $1,800.88 $1,915.84
Survey Technician I $1,454.66 $1,485.60
Survey Technician II $1,759.72 $1,782.72
Town Gardener $1,196.11 $1,262.05
Traffic Devices Tech Supervisor $2,065.85 $2,127.49
Traffic Devices Technician $1,796.40 $1,849.99
Training & Dev. Tech $1,385.77 $1,499.57
Training &Development Coord. $2,084.45 $2,296.75
Transit Coordinator $2,812.73 $3,117.68
Treasury Manager $2,817.51 $2,952.09
Tree Trimmer $1,349.99 $I ,388.65
Volunteer Coordinator $1,501.51 $1,724.51
Wastewater Collection Supervisor $2,411.17 $2,643.86
Youth Coordinator $1,392.03 $1,641.20
ATTACHMENT D
BUDGET AMENDMENTS BY DEPARTMENT
Department Amount
City Council $4,168
City Clerk $11,689
City Attorney $1,968
Administration $30,721
MIS $33,433
Human Resources $66,859
Finance $64,847
Non-Departmental -$22,548
Community Develop~nent $59,987
Planning & Building $159,671
Police $213,321
Fire $40,515
Public Works $328,752
Library &Recreation $152,730
Parking Meter $7,788
Central Garage $9,755
BCT $17,469
BCT Bookstore $1,333
Total $1,182,458
This cost will be offset by approximately $522,776 in unanticipated revenue from the sources
enumerated in the following table, with the remainder ($659,682) to be funded from the
Available Fund Balance in the General Fund.
ESTIMATED FUNDING SOURCES
Fundin~ Source Amount
Charges for Current Services $264,999
Public Facilities DIF Reimbursements $7,976
Capital Improvement Project Reimburse~nents $25,049
Transportation DIF Reimbursements $4~090
RDA Bayfront/Town Center I Reimbursements* $50,981
RDA Town Center 1I Reimbursements $6,210
RDA Otay Valley Reimbursements $9,028
RDA Southwest Reimbursements $13,660
RDA Housing Reimbursements $16,970
CDBG Reimbursements $929
Open Space District Fund Reimbursements $9,783
Transit Reimbursements $14,039
Storm Drain Revenue Fund Reimbursements $3,389
Sewer Service Revenue Fund Reimbursements $95,673
Total $522~776
* $18,802.40 is to reimburse NIC fimds