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HomeMy WebLinkAboutReso 2001-297 RESOLUTION NO. 2001-297 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING THE COMPENSATION FOR CONFIDENTIAL EMPLOYEES WHEREAS, pursuant to Council direction, staff has developed a management pay/benefit plan which provides for salary and benefit enhancements over the next four years; and WHEREAS, said management pay/benefit plan has been presented to the City Council and has been previously approved by in concept the City Council in closed session. NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chula Vista does hereby approve the management pay/benefit plan for Confidential Employees reflected in Exhibit A. Presented by Approved as to form by Candy Emerson Jo.~. KalKaheny ,~ Human Resources Director C~ty Attorney Resolution 2001-297 -- Page 2 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 28th day of August, 2001, by the following vote: AYES: Councilmembers: Davis, Padilla, Rindone, Salas and Horton NAYS: Councilmembers: None ABSENT: Councilmembers: None Shirley Hort6h, Mayor ATTEST: Susan Bigelow, City Clerk 0 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. 2001-297 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 28th day of August, 2001. Executed this 28th day of August, 2001. S s 'gelow, City Cler~ Exhibit A COMPENSATION FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, MIDDLE MANAGEMENT AND CONFIDENTIAL GROUPS FISCAL YEARS 2001-02, 2002-03, 2003-04, & 2004-05 I. EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT.) A. SALARY & WAGES 1. Salary Increases a. Executive Managers will receive a 3% salary increase effective the pay pedod including January 1,2002. b. If 3% at 60 PERS Retirement benef'~ is available on or before January 1, 2003, the City will contract with PERS to provide executive managers this benefit effective January 2003. If 3% at 60 is implemented the following salary increases will take place each fiscal year to be effective the pay pedod that includes January 1: (i) FY2002-03 - 2% (ii) FY2003-04 - 3% (iii) FY2004-05 - 4% c. If 3% at 60 PERS Retirement benefit is NOT available on January 1,2003 and therefore is not implemented, the following salary increases will take place each fiscal year to be effective the pay pedod that includes January 1: (i) FY2002-03 - 4% (ii) FY2003-04 - 4% (iii) FY2004-05 - 5% B. BENEFITS 1. Deferred Compensation Plan a. Employees in the Executive Group may participate in the City's approved deferred compensation plans. b. Executive Managers, with the exception of the City Manager and City Attorney, will have an amount equal to 5% of their annual base salary deposited in a deferred compensation plan beginning the pay period including January 1, 2002; the City Manager and City Attomey will receive an amount equivalent to the maximum deferred compensation contribution allowed under law in a 457 deferred compensation plan beginning the pay period including January 1,2002. One twenty-sixth of the calculated amount will be deposited for each full or partial pay period the executive manager is employed. 2. Flexible Benefit Plan Effective 1/1/2002, Executive Managers will receive $10,000 annually to be used for the purchase of approved employee benefits. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual flex plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning flex plan balance of the next available flex plan year. 3. Long Term Disability Insurance The City will pay the full cost of the long-term disability insurance premium for Executive Managers. 4. Life Insurance The City will pay for life insurance policy in the amount of $47,000 each. An additional $3,000 group term life insurance policy is provided for under the flexible benefit plan. 5. Retirement NOTE: The following applies to all Executive Managers except the Police Chief and Fire Chief who receive the same PERS Benefits as POA and IAFF _ respectively. a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Executive Managers. If 3% at 60 Retirement Benefit is implemented in January 2003; from that time forward the City will pay the 8% employee contribution to the Public Employee's Retirement System. b. 2% at 55 - If 3% at 60 is available on or before January 1,2003, it will be implemented effective January 2003. c. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. d. Single highest year final compensation. e. Military Credit f. Employer Paid Member Contributions Converted to Payrate (E.P.M.C.) will be provided via resolution beginning the pay period including January 2, 2001. g. PERS Sections 21624, 21626, and 21628 Post-Retirement Survivor Allowance will be implemented effective July 2002. -- 6. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Section 2.02. 7. Vacation a. Executive Managers shall earn four weeks (20 days) vacation per year. An employee may not accumulate more than three times the number of vacation days accrued annually. b. Executive Managers will have the option of selling back 2 weeks accrued Vacation Leave each fiscal year. 8. Holidays a. Executive Managers will be credited 32 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day and Veterans Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 9. Mileage Reimbursement Employees in this unit who do not receive an Auto Allowance under Section 11 shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the iRS rate, in effect at the time reimbursement is requested, as permitted by law. 10. Administrative Leave Executive Managers will receive (eighty) 80 hours of Administrative Leave each fiscal year. 11. Auto Allowance The City Manager may provide, at his/her discretion, an auto allowance of up to $550/month for certain Executive Managers with the allowance contingent upon evidence of adequate auto insurance. 12. Severance Pay In the event a Department Head, except the City Manager and City Attorney, is terminated without cause, he/she shall receive compensation in a lump sum cash payment equal to nine (9) months of their annual salary and health insurance payments. In the event the City Manager or City Attorney is terminated without cause, he/she shall receive compensation in a lump sum cash payment equal to twelve (12) months of their annual salary and health insurance payments. Effective FY02. 13. Special Assignment Pay Executive Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. 14. Uniform Allowances and Educational Differentials The Police Chief and Fire Chief will be provided with the uniform allowance and educational differentials as specified in the POA and IAFF MOUs respectively effective the pay period including January 1,2002. II. SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT) A. SALARY & WAGES 1. Salary Increases a. Senior Managers will receive a 3% salary increase effective the pay period including January 1,2002. b. If 3% at 60 PERS Retirement benefit is available on January 1,2003, the City will contract with PERS to provide Senior Managers this benefit effective January 2003. If 3 % at 60 is implemented the following salary increases will take place each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 - 2% (ii) FY2003-04 - 3% (iii) FY2004-05 - 4% c. If 3% at 60 PERS Retirement benefit is NOT available on January 1,2003 and therefore is not implemented, the following salary increases will take place each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 - 4% (ii) FY2003-04 - 4% (iii) FY2004-05 - 5% B. BENEFITS 1. Deferred Compensation Plan a. Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. b. Senior Managers will have an amount equal to 2% of their annual base salary deposited in a deferred compensation plan beginning the pay pedod including January 1,2002. One twenty-sixth of the calculated amount will be deposited for each full or partial pay pedod the Senior Manager is employed. 2. Flexible Benefit Plan Effective 1/1/2002, Senior Managers will receive $8,500 annually to be used for the purchase of approved employee benefits. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual flex plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning flex plan balance of the next available flex plan year. 3. Long Term Disability Insurance The City will pay the full cost of the long-term disability insurance premium for Senior Managers. 4. Life Insurance City pays for life insurance policy in the amount of $47,000 each. An additional $3,000 group term life insurance policy is provided for under the flexible benefit plan. 5. Retirement NOTE: The following applies to all Senior Managers except the Sworn Public Safety Senior Managers who receive the same PERS Benefits as specified in the applicable public safety MOU. a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Executive Managers. If 3% at 60 Retirement Benefit is implemented in January 2003; from that time forward the City will pay the 8% employee contribution to the Public Employee's Retirement System. b. 2% at 55 - If 3% at 60 is available on or before January 1, 2003, it will be implemented effective January 2003. c. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. d. Single highest year final compensation. e. Military Credit f. Employer Paid Member Contributions Converted to Payrate (E.P.M.C.) will be provided via resolution beginning the pay period including January 2, 2001. g. PERS Sections 21624, 21626, and 21628 Post-Retirement Survivor Allowance will be implemented effective July 2002. 6. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Section 2.02. 7. Vacation a. Senior Managers shall earn a minimum of three weeks (15 days) vacation per year during the first through fifteenth year of continuous service and after completion of fifteen years of continuous service, 20 days per year. An employee may not accumulate more than three times the number of vacation days accrued annually. b. Senior Managers have the option of selling back 1 week of accrued Vacation Leave each fiscal year. 8. Holidays a. Senior Managers will be credited 32 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day and Veterans Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 9. Mileage Reimbursement Employees in this unit, who do not receive Auto Allowance under Section 11, shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law. 10. Administrative Leave Senior Managers will receive (eighty) 80 hours of Administrative Leave each fiscal year. 11. Auto Allowance The City Manager has authorization to provide, at his/her discretion, an auto allowance of up to $400/month for certain Senior Managers, with the allowance contingent upon evidence of adequate auto insurance. 12. Special Assignment Pay Senior Managers may receive up to 5% additional compensation when assigned by the City Manager to a special project. 13. Uniform Allowances and Educational Differentials Sworn public safety senior managers will be provided with the uniform allowance and educational differentials as specified in the applicable public safety MOU effective the pay period including January 1, 2002. III. IVlZDDLE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT.) - A. SALARY & WAGES 1. Salary Increases a. Middle Managers will receive a 3% salary increase effective the pay period including January 1, 2002. b. If 3% at 60 PERS Retirement benefit is available on or before January 1, 2003, the City will contract with PERS to provide Middle Managers this benefit effective January 2003. if 3 % at 60 is implemented, the following salary increases will take place each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 2% (ii) FY2003-04 3% (iii) FY2004-05 4% 2. If 3% at 60 PERS Retirement benefit is NOT available on January 1,2003 and therefore is not implemented, the following salary increases will take place each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 4% (ii) FY2003-04 4% (iii) FY2004-05 5% B. BENEFITS 1. Acting Pay Middle Managers may receive Acting Pay when they are temporarily assigned to a vacant position to perform the duties of a higher paid classification. Acting Pay shall be approved by the City Manager or his/her designee prior to the assignment. The assignment shall be for a period of more than 10 consecutive work days, and the employee may be compensated with a minimum of 5 pement above current salary rate up to a maximum of 20 pement, effective the first day of the next pay period. 2. Out of Class Assignment Middle Managers may receive Out of Class Assignment (OCA) pay in the event that they are assigned duties of a higher level classification for a period of more than 10 consecutive work days. The assignment must be approved in advance by the City Manager or his/her designee and the employee may be compensated with a minimum of 5 pement above current salary rate up to a maximum of 20 percent, effective the first day of the next pay period. NOTE: For clarification, OCA is differentiated from Acting Pay in that OCR's are granted to an employee remaining in their current classification, but performing higher level duties even though no vacancy may exist at the higher/eve/. Acting Pay is granted to employees assuming the duties of a vacant, higher level position for a period of time. 3. Safety Equipment, Protective Clothing and Tool Allowance Employees in the classifications of Fleet Manager, Open Space Coordinator, Building Services Superintendent, Construction Repair Supervisor, Specialist, Building Projects Supervisor, Public Works Maintenance Superintendent, Senior Parks Supervisor, Senior Public Works Supervisor and Waste Water Collection Manager shall receive $100 towards the pumhase of safety shoes. 4. Retirement NOTE: The following applies to all Mid Managers except Sworn Fire Mid- Managers who receive the same PERS Bene§ts as IAFF. a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Mid Managers. If 3% at 60 Retirement Benefit is implemented in January 2003; from that time forward the City will pay the 8% employee contribution to the Public Employee's Retirement System. b. 2% at 55 - If 3% at 60 is available on or before January 1, 2003, it will be implemented effective January 2003. c. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. d. Single highest year final compensation. e. Military Credit f. Employer Paid Member Contributions Converted to Payrate (E.P.M.C.) will be provided via resolution beginning the pay period including January 2, 2001. g. PERS Sections 21624, 21626, and 21628 Post-Retirement Survivor Allowance will be implemented effective July 2002. 5. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that a non-safety employee is disabled, the employee shall not be entitled to use any remaining sick leave, except that which can be applied to applicable PERS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers. 6. Deferred Compensation Plans Employees in the Middle Management Group may participate in the City's approved deferred compensation plans. 7. Flexible Benefit Plan a. Effective January 1,2002, each Middle Manager will receive $7,500 per year to be used solely for approved employee benefits. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual flex plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning flex plan balance of the next available flex plan year. 8. Life Insurance City pays for a group term life insurance policy in the amount of $47,000 per employee. An additional $3,000 group term life insurance policy is included in the flexible benefits plan. 9. Long Term Disability Insurance The City will pay the full cost of the long-term disability insurance premium for -- middle management positions. 10. Professional Enrichment A fund of $32,500 will be established to be used exclusively by Middle Managers for conferences and training up to a maximum of $1000 per employee per fiscal year. 11. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Section 2.02. 12. Vacation a. Middle Managers will earn ten (10) days vacation per year in the first through fourth year of continuous employment, fifteen (15) days vacation per year in the fifth through fifteenth year of continuous service, and twenty (20) days per year after completion of fifteen years of continuous service. An employee may not accumulate more than three times the number of vacation days accrued annually. b. Middle Managers may sell back 1 week of accrued Vacation Leave each fiscal year. 13. Administrative Leave Middle Managers will receive 64 hours of Administrative Leave each fiscal year. 14. Holidays a. Middle Managers will receive 32 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day, and Veterans Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 15. Mileage Reimbursement Middle Managers shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate, in effect at the time reimbursement is requested, as permitted by law. 16. Uniform Allowances & Educational Differentials Sworn public safety Middle Managers will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU effective the pay period including January 1, 2002. 17. Bilingual Pay Those Middle Managers who, upon recommendation of their Department Head, approval of the Director of Human Resources, and successful completion of a bilingual performance evaluation will receive $100 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties effective the first full pay period after adoption. 18. Special Assignment Pay Middle Managers may receive up to 5% additional compensation when assigned by the City Manager to a special project. Exceptions to the sections detailed above apply to Suppression Battalion Chiefs, as follows: 1. Suppression Battalion Chiefs will receive holiday pay equivalent to two week's salary in lieu of all floating and hard holidays. Non-Suppression Battalion Chiefs will receive the same floating and hard holidays benefits as other Middle Managers. 2. Suppression Battalion Chiefs will earn extra compensation equivalent to straight time pay only when they fill in for an absent Battalion Chief as Shift Commander or when they are assigned to a strike team or multiple - alarm incident for command duty that is beyond their normal work schedule. Non-Suppression - Battalion Chiefs will earn the same extra compensation when filling in for a Suppression BattaLion Chief as Shift Commander on holidays or weekends. 3. Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in accordance with the current Memorandum of Understanding with the International Association of Firefighters Local 2180, except that the maximum vacation accrual will be three times the amount accrued annually. IV. CONFIDENTIAL GROUP A. SALARY & WAGES 1. Salary Increases a. The Confidential Group will receive a 3% salary increase effective the pay pedod including January 1,2002. b. If 3% at 60 PERS Retirement benef~ is available on or before January 1, 2003, the City will contract with PERS to provide the Confidential Group this benefit effective January 2003. If 3 % at 60 is implemented, the following salary increases will take place each fiscal year to be effective the pay pedod that includes January 1: (i) FY2002-03 - 2% (ii) FY2003-04 - 3% (iii) FY2004-05 - 4% 2. If 3% at 60 PERS Retirement benefit is NOT available on January 1,2003 and therefore is not implemented, the following salary increases will take place each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 - 4% (ii) FY2003-04 - 4% (iii) FY2004-05 - 5% B. BENEFITS 1. Retirement a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Confidential employees. If 3% at 60 Retirement Benefit is implemented in January 2003; from that time forward the City will pay the 8% employee contribution to the Public Employee's Retirement System. b. 2% at 55 - If 3% at 60 is available on or before January 1, 2003, it will be implemented effective January 2003. c. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. d. Single highest year final compensation. e. Military Credit f. Employer Paid Member Contributions Converted to Payrate (E.P.M.C.) will be provided via resolution beginning the pay period including January 2, 2001. g. PERS Sections 21624, 21626, and 21628 Post-Retirement Survivor Allowance will be implemented effective July 2002. 2. Deferred Compensation Plans a.Effective January 1,2002, each Confidential Employee will receive $7,000 per year to be used solely for approved employee benefits. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual flex plan allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning flex plan balance of the next available flex plan year. 3. Flexible Benefit Plan Employees in the Confidential Group may participate in the City's approved deferred compensation plans. 4. Long Term Disability Insurance The City will pay the full cost of the long term disability insurance premium for the Confidential employees. 5. Professional Enrichment A fund of $2,870 will be established to be used exclusively by Confidential Employees for conferences and training up to a maximum of $800 per employee per fiscal year. 6. Life Insurance City pays for life insurance policy in the amount of $17,000 each. An additional $3,000 group term life insurance policy is included in the flexible benefits plan. 7. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Section 2.02. 8. Vacation a. Confidential employees earn ten (10) days vacation per year in the first through fourth year of continuous employment, fifteen (15) days vacation per year in the fifth through fifteenth year of continuous service, and twenty (20) days per year after completion of fifteen years of continuous service. An employee may not accumulate more than three times the number of vacation days accrued annually. b. Effective July 1,2002, Confidential employees with a minimum of 10 years full-time employment have the option of selling back 40 hours of accumulated vacation leave per fiscal year. Vacation leave must be sold in 40 hour increments. 9. Holidays c. Confidential employees will receive 32 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, Admissions Day, and Veterans Day). d. The City will be closed on the following paid hard holidays: Independence Day, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 10. Administrative Leave Confidential employees will receive 32 hours of Administrative Leave each fiscal year. 11. Mileage Reimbursement Employees in this unit shall be subject to a mileage reimbursement program when required to use their private automobile for authorized City business. Reimbursement rate will be tied to the IRS rate in effect at the time reimbursement is requested, as permitted by law. 12. Bilingual Pay Those employees who, upon recommendation of the Department Head, approval of the Director of Human Resources Department, and successful completion of a Bilingual Performance Evaluation, and who are required to continuously use their bilingual skills in the performance of their duties, will receive $100 per month in addition to their regular pay effective the first full pay period after adoption. 13. Special Assignment Pay Confidential employees may receive up to 5% additional compensation when assigned by the City Manager to a special project. V. MAYOR AND COUNCIL A. SALARY & WAGES 1. Salary Increases The Mayor and Council will receive a 3% wage increase effective the pay period including January 1, 2002 provided the 3% increase does not exceed the All Urban Consumers/All Items Components of the San Diego Metropolitan Area U (Broader Base) Consumer Price Index. In subsequent years (FY03-FY05) the Mayor and City Council salary will be adjusted the pay period including January 1 according to Proposition A that was adopted by the electorate on March 7, 2000 and becomes effective December 2, 2002 which specifies that the Mayor shall receive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California and that Council members annual salary will be equivalent to 40% of the Mayor's. B. BENEFITS 1. Flexible Benefit Plan Effective each January 1, FY02-FY05 the Mayor's flex plan will be set at the level specified for Executive Managers. The Council flex plans will be set at two-thirds that of the Mayor. The flex plan is to be used solely for approved employee benefits. _ 2. Auto Allowance Effective the pay period including January 1,2002 the Mayor will be provided with a monthly auto allowance of $750 and Council members will be provided with a monthly auto allowance of $100. The allowance is contingent upon evidence of adequate auto insurance. 3. Expense Allowance Effective the pay period including January 1,2002 the Mayor will be provided with a monthly expense allowance of $600 and Council members will be provided with a monthly expense allowance of $300. VI. UNCLASSIFIED HOURLY EMPLOYEES A. SALARY & WAGES 1. Salary Increases a. Unclassified Houdy employees will receive a 3% salary increase effective the pay period including January 1, 2002. b. If 3% at 60 PERS Retirement benefit provided to miscellaneous members in January 2003 unclassified houdy employees will receive the following salary increases each fiscal year to be effective the pay period that includes January 1: (i) FY2002-03 - 2% (ii) FY2003-04 - 3% (iii) FY2004-05 - 4% c. If the 3% at 60 PERS Retirement benefit is not provided to miscellaneous members in January 2003 unclassified houdy employees will receive the following salary increases each fiscal year to be effective the pay pedod that includes January 1: (i) FY2002-03 - 4% (ii) FY2003-04 - 4% (iii) FY2004-05 - 5% X. ADDITIONAL ADJUSTMENTS A. Change Deputy City Manager/Director of Finance to Assistant City Manager/Director of Finance. B. Increase the pay scale for the Fire Apparatus Mechanic by 12.82%, making it equivalent to Fire Engineer. XI. GROUP MEMBERSHIP LISTING The following shows the classifications assigned to each group as of August 28, 2001. A. EXECUTIVE MANAGEMENT GROUP City Manager City Attorney City Clerk Assistant City Manager Chief of Police Deputy City Manager Director of Community Development Director of Finance Director of Human Resources Director of Library Director of Management and Information Services Director of Nature Center Director of Parks and Recreation Director of Planning and Building Director of Public Works Director of Budget and Analysis Fire Chief Senior Assistant City Attorney B. SENIOR MANAGEMENT GROUP Administrative Services Manager Assistant Chief of Police Assistant City Attorney Assistant Director of Building & Housing Assistant Director of Community Development Assistant Director of Finance Assistant Fire Chief Assistant Director of Human Resources Assistant Director of Planning Assistant Director of Recreation Assistant Library Director Deputy Building Official Deputy Director of Public Works/City Engineer Deputy Director of Public Works/Operations Fiscal Operations Manager General Plan Project Manager Manager of Organizational Development and Training Police Captain Public Information Coordinator Purchasing Agent Risk Manager Special Operations Manager Treasury Manager Unclassified grant-funded positionst C. MIDDLE MANAGEMENT GROUP Animal Control Manager Applications Support Manager Assistant City Clerk Assistant to Mayor and City Council (UC) Assistant Transit Coordinator Avian Specialist Battalion Chief Benefits Manager Building Projects Supervisor Building Services Superintendent Business Office Manager City Arborist Code Enforcement/Permit Manager Collections Supervisor Crime Analysis Manager Crime Laboratory Manager Cultural Arts Coordinator Custodial Services Supervisor Deputy City Attorney I (UC) Deputy City Attorney II (UC) Deputy City Clerk Deputy Director of Parks Economic Development Manager (UC) Educational Services Manager Environmental Projects Manager Environmental Resource Manager Environmental Review Coordinator Fleet Manager Housing Coordinator (UC) HR Operations Manager Informix Database Administrator Intergovernmental Affairs Coordinator Landscape Architect t The following Unclassified, grant-funded positions receive the benefit package detailed herein for Senior Managers. No salary adjustments are provided for in this resolution. California Border Alliance Group (CBAG) Executive Director California Border Alliance Group (CBAG) Deputy Executive Director Lead Programmer/Analyst Literacy Team Coordinator Micro Computer Specialist Micro Computer Support Manager OD & T Specialist Open Space Coordinator Operations and Telecom Manager Permits Processing Coordinator Personnel Analyst Planning and Environmental Manager Principal Community Development Specialist Principal Landscape Architect Principal Librarian Principal Management Analyst Principal Management Assistant Principal Planner Principal Recreation Manager Redevelopment Coordinator (UC) Senior Accountant Senior Building Project Supervisor Senior Classification Analyst Senior Civil Engineer Senior Community Development Specialist Senior Librarian Senior Management Analyst Senior Management Assistant Senior Park Supervisor Senior Personnel Analyst Senior Planner Senior Public Works Supervisor Senior Recreation Supervisor Senior Risk Management Specialist Supervising Construction Specialist Transit Coordinator Unix System Administrator Volunteer Coordinator (BCT) Volunteer Coordinator Citywide Waste Water Collection Supervisor Unclassified, grant-funded positionstt tt The following Unclassified, grant-funded positions receive the benefit package detailed herein for Middle Managers. No salary adjustments are provided for in this resolution. CBAG Audit Coordinator CBAG Network Administrator CBAG Program Analyst CBAG Operation/intelligence Coordinator D. CONFIDENTIAL GROUP Confidential Benefits Technician Confidential Administrative Secretary Confidential Administrative Technician Confidential Executive Secretary Confidential Fiscal Office Specialist Confidential OD&T Technician Confidential Risk Management Specialist Confidential Senior Administrative Secretary Confidential Senior Office Specialist Confidential Senior Secretary Executive Secretary Legal Assistant Payroll Technician Unclassified, grant-funded positionsm ttt The following Unclassified, grant-funded positions receive the benefit package detailed herein for Confidential group. No salary adjustments are provided for in this resolution. California Border Alliance Group (CRAG) Analyst California Border Alliance Group (CBAG) Secretary California Border Alliance Group (CBAG) Management Assistant