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HomeMy WebLinkAbout2012/12/11 Item 17CITY COUNCIL AGENDA STATEMENT ~,,,,i : cITV of CHULAVISTA DECEMBER 11, 2012, Item I~ ITEM TITLE: A. RESOLUTION OF THE CITY COUNCIL OF T'HE CITY OF CHULA VISTA APPROVING "I'HE AMENDED COMPENSATION SUMMARY FOR ALL UNREPRESENTED EMPLOYEES AND ELECTED OFFICIALS B. RESOLUTION OF THE CITY COUNOIL OF THE CITY OF CHULA VISTA (1) APPROVPVG "fHE RECLASSIFICATION OF VARIOUS POSITIONS; (2) ADDING THE POSITIONS OF HUMAN RESOURCES ANALYST, DEVELOPMENT SERVICES DEPARTMENTf DIRECTOR, AND ASSISTANT TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT1' MANAGER; (3) ELIMINATING AN ASSISTANT CITY MANAGER POSITION AND A REDEVELOPMENT AND HOUSING MANAGER;(4) ADDING THE POSTTION TITLES TO TI-IE CITY'S CLASSIFICATION SCHEDULE AND COMPENSATION PLAN OF DEPUTY CI"fY MANAGER, DEVELOPMENT SERVICES DEPARTMENT DIRECTOR, ASSISTANT TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT MANAGER, ASSISTANT DIRECTOR OF HUMAN RESOURCES. AND ASSISTANT DIRECTOR OF INFORMATION TECHNOLOGY; AND (j) AMENDING, THE BUDGET ACCORDINGLY (4/jT" VOTE) C. ORDINANCE OF THE CITY OF CHULA VISTA AMENDING CHULA VISTA MUNICIPAL CODE SECTION 2.Oj.010 TO ADD THE FOLLOWING POSITIONS INTO THE UNCLASSIFIED SERVICE: (1) ASSISTANT DIRECTOR OF HUMAN RESOURCES, (2) ASSISTANT' DIRECTOR OF INFORMATION TECHNOLOGY, (3) ASSISTANT' TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT MANAGER AND TO MAKE'fITLE CHANGES TO SPECIFIED CBAG POSITIONS (Q/jTH 17-1 DECEMBER 11, 2012, Item Page 2 of 5 VOTE) SUBM[TTEll BY: CITY MANAGER REVIEWED BY: ASSISTANT CITY ANAGER lj 415THS VOTE: YES ~X NO ~, SUMMARY This action would approve the resolution involving compensation and benefit summaries for unrepresented employees in the Confidential Unclassified, Confidential Classified, Confidential Middle Manager/Professional,~Unclassified Middle Manager/Professional, Senior Management, Executive, Mayor, Council, City Attorney and Unclassified Hourly. - _ _ . `Phis action would also approve a resolution and an ordinance involving the creation of thepositions of Deputy City Manager, Development Services Department Director, Assistant to the .City Manager/Continuous Improvement (CI) Manager, Assistant Director of Human Resources, and Assistant Director of Information Technology and add said positions to the City's classification and compensation plan. ENVIRONMENTAL REVIEW ' .This proposed activity has been reviewed for compliance with the California Environmental Quality Act (CEQA) and it has been determined that the activity is not a "Project" as defined rmder .Section 15378 of the State CEQA Guidelines because it will not result in a physical change in the environment; therefore, pursuant to Section 15060(c)(3) "of the State CEQA Guidelines, the activity is not subject to CEQA. Thus, no environmental review is necessary. RECOMMENDATION Council adopt the resolutions and approve the ordinance. BOARDS/COMMISSION RECOMMENDATION Not Applicable., DISCUSSION The City workforce consists of both represented and umepresented employees, The unrepresented employees are in the following employee groups: Confidential Unclassified, ' ~ Confidential .Classified, Confidential Middle Manager/P-rofessional, Unclassified Middle Manager/Professional, Senior Management, Executive, Mayor, Council, City Attorney and Unelassif ed Hourly. It has long been the practice of the City (with few exceptions) to update the coinperisation and benefit summary for all unrepresented employees shortly after the adoption of the represented employees' memorandums of understanding (MOUs). The corresponding represented bargaining units MOUs were approved by the City Council on November 20, 2012. _ Adoption: of Resolution A would update the compensation and benefits of the unrepresented 17-2 DECEMBER 11, 2012, Item f7 Page 3 of 5 employees as well. The unrepresented compensation summary reflects the changes Chat are applicable. The City Manager's intent is to make modifications to the City's organizational structure. The proposal would not add any executive level positions and would down grade one of the two Assistant City Manager positions. The proposal which is general fund cost neutral in the current fiscal year would put the City in the best possible position for success. Adoption of the Resolutions B and C will make the requested changes. The E Step salary. for the positions are as follows: TITLE (Remove) Assistant City Manager Deputy City. Manager Development Services Department Director (Remove) Director~of Human ~Resourees Assistant Director of Human Resources Assistant Director of Information Technology Assistant to the City Manager/CI Manager DECISION MAKER CONFLICT BU BI-WKLY- STEP E EXEC ~ ($7,505.84) EXEC $6,884.61 EXEC , $6,839.60 EXEC ($6,076.6]) SM $5,263.51 SM $5,263.51 SM $4,538.54 Staff has reviewed the decision contemplated by this action and has determined that it is not site specific and consequently the 500-foot rule found in California Code of Regulations section 18704.2(x)(1) is not applicable to this decision. Staff is not independently aware, nor -'has Staffbeen informed ,by any Councilmember, of any other fact that may constitute a basis for a decision maker conflict of interest in this matter. CURRENT YEAR FISCAL IMPACT There is no net fiscal impact projected as a result of approving the Compensation Summary for al] unrepresented employees and elected officials (Resolution A).~ The total estimated cost of the changes to the Compensation Summary for the current fiscal year totals $97,895. These costs will be mitigated by unanticipated savings in flex budgets resulting from lower than expected health care premium increases. No appropriations are requested at this time. Staff may request transfers between departments later i^ the fiscal year to align actual expenditures with budget should the flex savings in a particular department be insufficient to offset the impact of the MOU changes. Not included _in the estimated cost is the addition of 8 hours of management leave for Executives, Senior Managers,-and unrepresented Mid Managers and Professionals; this change is consistent with the additional leave granted to the Chula Vista Mid Managers and Professionals Association. Confidential employees will receive an additional 8 hours of floating holiday leave which is consistent with the additional leave granted to the Chula Vista 17-3 DECEMBER 11, 2012, Item~~ Page 4 of 5 Employees Association. While the City will not incur additional costs by granting additional leave there is a corresponding reduction in productive work hours. The table below summarizes the estimated cost of the proposed changes to benefits and compensation by group. ,. "Senior Managers Employees shall receive"aone-time $750 stipend $ 24,000 Total Senior Manager $ 24,000 Unrepresented Middle Managers and Professionals Reinstate professional enrichment $ 4,000 .Remove 'provision allowing .City to withhold 50% of .Kaiser employee-only premium from Cafeteria Plan allotment ofemployees with other medical insurance $ ]6,308 Employees to receive one-time $750 stipend $ 21,750 Total Unrepresented MM/PROF $ 42,058 ConSde ntial Employees to receive one-time $500 stipend $ 15,000 Change to cost sharing formula for FLEX benefits $ 2,976 Increase vacation sell-back from 40 hours to 60 hours $ 13,861 Total Confidential $ 31,837 Total estanated cost for fiscarl year 2012 13~, ~ xUS~ ~a ~ ~ ' r 5uµlr '~; u ' $ ~ ~ 97 895 Note: - 1. The actual cost of some of these proposals will vary depending on theactual number of employees that decide to use these benefits. -' Approval of Resolution B will result in a net increase of 1.O FTE in the General Fund. There is no net fiscal impact anticipated in the General Fund in the current fiscal year. The elimination of the Assistant City Manager position in Development Services. (General Fund) generates sufficient. salary savings to increase the budgets for the Administration and' Human Resources/information Technology Services departments to offset the increased costs of the reorganization and addition of a Human Resources Analyst. Staff is requesting budget transfers to reflect these changes. The Development Services Fund will be amended to reflect the addition of a Development Services Director position. The projected cost in the current fiscal year is approximately $122,700; it is anticipated that these costs will be offset by unanticipated revenue resulting in no net"fiscal irripact to the Development Services Fund. The CV Housing Authority Fund. will be amended to reflect the elimination of the Redevelopment and Housing Manager position. The elimination of this position will reduce the personnel costs in the CV Housing 17-4 DECEMBER 11, 2012, Item Page 5 of 5 Authority fund and help mitigate the loss of Low and Moderate Income Housing revenue related to the dissolution of the Redevelopment Agencies. There is ho fiscal impact resulting from approval of the ordinance. ONGOING.FISCAL IMPACT Resolution A -The proposed Compensation Summary is scheduled to end on June 30, 2013. The impact to futtu'e budgets andforecasts will depend on future negotiations. Resolution B -The proposed staffing changes have an ongoing impact of approximately $86,600 to the General Fund. These costs will need to be incorporated into the proposed fiscal year 2013-14 budget and the new five-year financial forecast. In preparation for the development of the budget. year for fiscal year 2013-14, staff will be updating the five-year forecast in the next few months. The proposed staffing changes result in a positive fiscal impact to the CV Housing Authority Fund of approximately $166,800 on annual basis. The reduced personnel costs in the CV Housing Authority Fund will partially mitigate the impact of losing Low and Moderate Income, Housing revenue related to the dissolution of the Redevelopment Agencies. ' The proposed budget for fiscal year 2013-14 will be updated to include the annualized cost of the addition of a Director of Development Services in the Development Services Fund and an increased offset of the Assistant City Manager. The annualized costs of these changes total approximately $256,700. ATTACHMENTS Compensation Summary for Executive Management, Senior Management, Uhclassified Middle Management/Professional, Confidential Middle Management/Professional, Confidential Unclassified, Confidential Classified, Mayor, City Attorney and Couneil, and Unclassified Hourly Employees Fiscal Year 2013 Prepared by: Irene Mosley, Human Resources Manager, Human Resources/ITS Departments . 17-5 COMPENSATION SUMMARY FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, UNCLASSIFIED MIDDLE MANAGEMENT/PROFESSIONAL, , CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL, UNCLASSIFIED CONFIDENTIAL, CONFIDENTIAL CLASSIFIED, MAYOR, COUNCIL, CITY ATTORNEY AND UNCLASSIFIED HOURLY EMPLOYEES FISCAL YEAR 2013 I.~ EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. '. BENEFITS 1. .Deferred Compensation Plan a, 457 plan -Employees in the Executive Group may participate in the City's • approved deferred compensation plans. 2. Cafeteria Plan a. In calendar year 2013, Executive Managers will receive $15,,162 annually to be. used for the purchase of approved employee benefits through the City's cafeteria plan. 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 cafeteria plan benefit 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 cafeteria plan. balance of the next available cafeteria plan year. ;c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the . employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be arr acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. 3. Short/Long Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for Executive Managers. 4, . Life Insurance 17-6 City pays for a Group Term Life and AD&D insurance policy with coverage in the amount of $50,000 per employee. 5. Retirement - The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1 ~ Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2"' Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 .Tier 3"" Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 CaIPERS members on or before 04/21/2011 " New CaIPERS members on or after 04/22/2011 through 12/31/2012 ""New CaIPERS members on or after 01/01/2013 Tier 1: Local Miscellaneous 3% na. 60 and Local Safety 3% cr. 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will,be applied to the City's contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit. K. Employer Paid Member Contributions reported as earnings ., Page 2 of 27 1 7-7 Tier 2: Local Miscellaneous 2% Co. 60 and Local Safety 3% Co? 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. The following is a summary of Tier 2 CaIPERS contract provisions: -, A. Three-Year Final Compensation _ B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. . E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance . H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% aC~ 62 and Local Safety 2.7% ~ 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Cevel 1959 Survivor Benefit. The monthly member cost for this - benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 ' Page 3 of 27 ~ 7_8 J. Prior Service Credit 6. Termination. of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that anon- safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA'entitlement. Sick leave balances may be applied to applicable CaIPERS 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. ' 7. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 8. Annual leave a. Executive Managers shall earn five weeks (25 days) annual leave per fiscal year accrued at 7.69 hours per pay period. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Executive Managers will have the option of selling back 2 weeks accrued annual leave each fiscal year. 9. Holidays a. Executive Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, the day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 10. Administrative Leave Executive Managers will receive (eighty-eight) 88 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. 17-9 Page 4 of 27 12. Severance Pay In the event an Executive Manager is terminated without cause, he or she. . shall receive compensation in a lump sum cash payment equal to nine (9) .months of his or her annual salary and health insurance payments. The aforementioned severance pay shall not be reduced during the term of their employment. Notwithstanding the aforementioned severance terms, if an Executive Manager has an employment contract their severance payment shall be as set forth in their employment contract. 13. Special Assignment Pay ' Executive Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. 14. Educational and. Uniform Allowances • 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. Page 5 of 27 1 7-1 0 II. SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. SALARY.& WAGES 1. One-time Stipend Senior Management employees shall receive aone-time stipend in the amount of $750 by the end of January 2013. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the California Code of Regulations 571(a) and therefore is not a reportable compensation to CaIPERS. - B. BENEFITS 1. Deferred Compensation Plan a. 457 plan -Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. 2. Cafeteria Plan a. In calendar year 2013, Senior Managers will receive $13,762 annually to be used for the purchase of 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 cafeteria plari 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. cafeteria plan balance of the next available cafeteria plan year: c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is irrevocable during a plan year unless the City is notified within 30 days that the employee has .involuntarily lost the alternative coverage. 3". -Short/Long Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for Senior Managers. Page 6 of 27 1 7-1 ~ 4. Life Insurance City pays for a Group Term Life and AD&A insurance policy with. coverage in the amount of $50,000 per employee. • 5. Retirement The City will provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as set forth -in the California Government Code. The City will provide the following defined benefit formulas: Tier 1` Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 • Tier 2"" Local Miscellaneous 2% @ 60 -- Local Safety 3% @ 55 Tier 3"*" Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 CaIPERS members on or before 04/21/2011 "" `New CaIPERS members on or after 04/22/2011 through 12/31/2012 ""New CaIPERS members on or after 01/01/2013 Tier 1: Local Miscellaneous 3% Cad 60 and .Local Safety 3% na. 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the City's contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Fina! Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Page 7 of 27 1 7-1 2 Tier 2: Local Miscellaneous 2% Cad 60 and Local Safety 3% ~ 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which wili be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which wip be applied to the employee contribution to CaIPERS: The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. - E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance ~ H. Pre-Retirement Death Benefit for Spouse I. ,Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% ~ 62 and Local Safety 2.7% aC~. 57 Local-Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the CafPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G . Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit 6. Termination of Sick Leave Balances Page 8 of 27 17-1 3 Upon. either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of PERS that anon-safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave • balance may 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. 7. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service • Rules 8. Annual Leave a. Senior Managers shall -earn a minimum of three weeks (15 days) annual leave per year during the first through ninth year of continuous service, four weeks (20 days) anhiaal leave after completion of tenth through fourteenth year of continuous service, and five weeks (25 days) annual leave for fifteen or more years of continuous service: An employee may not accumulate more than three times the number of annual .leave days accrued annually. b. Senior Managers have the option of selling- back 2 weeks of accrued annual leave each fiscal year. 9. Holidays a. Senior Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, day after Thanksgiving, Christmas, New Year's Day, Martin Luther King JY.'s Birthday, Cesar Chavez Day, Memorial Day. 10. 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. 11. Administrative Leave Senior Managers will receive (eighty-eight) 88 hours of Administrative Leave each fiscal year. Page 9 of 27 17-1 4 12. Special Assignment Pay Senior. Managers may receive up to 10% 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. ' Page 10 of 27 1 7-1 5 III. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP -ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT; .CONFIDENTIAL MIDDLE MANAGERS/PROFESSIONALS ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X - GROUP MEMBERSHIP LISTING. A. .SALARY & WAGES 1. One-time Stipend Unclassified and Confidential Middle Management employees shall receive a one- time stipend in the amount of $750 by the end of January 2013. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the. California Code of Regulations 571(a) and therefore is not a reportable compensation to CaIPERS. B. BENEFITS 1. Acting Pay Unclassified and Confidential Middle Managers/Professionals 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 6e approved by the City Manager or his or 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 percent above current salary rate up to a maximum of 20 percent, effective the next full pay period. 2 Out of Class Assignment Unclassified and Confidential Middle Managers/Professionals 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 or her designee and the employee may be compensated with a minimum of 5 percent - above current salary rate up to a maximum of 20 percent, effective the next full pay period. NOTE.' For clarification, OCA is differentiated from Acting Pay in that OCA is granted to an employee rem ` Page 11 of 27 1 7-1 6 The City will provide the following defined benefit formulas: Tier 1* Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2"" Locaf Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3'"" Local Miscellaneous 2% @ 62 LocaLSafety 2.7% @ 57 CaIPERS members on or before 04/21/2011 "` New CaIPERS members on or after 04/22/2011 through 12/31/2012 *"New CaIPERS members on or after 01/01/2013 Tier 1: Locat Miscellaneous 3% Cod 60 and Local Safety 3% ~ 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied tb the City's. contribution to CaIPERS for optional benefits. Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS foi optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Tier 2: Local Miscellaneous 2% ~ 60 and Local Safety 3% (c~ 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee cdntribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. Page 12 of 27 1 7-1 7 The following is a summary of Tier 2 CaIPERS contract provisions: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave ' D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%} G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local Miscellaneous 2% Cad 62 and Local Safety 2.7% Ca? 57. Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shall be responsible for the full employee contribution, which will be applied to the . CaIPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: A. Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthly member cost for this benefit will be paid by the City. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit 4. 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 anon-safety employee is disabled, the employee shall not be entitled to use anyremaining sick leave to cover absences beyond their fMLA entitlement. Sick leave balance may 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.., Page 13 of 27 ~ ~-~ 8 5. 457 plan -Deferred Compensation Plans Employees in the Unclassified and Confidential Middle Management/Professional, Group may participate in the City's approved deferred compensation plans. 6. Cafeteria Plan a. Ih calendar year 2013, each Unclassified and Confidential Middle Manager/Professional will receive $12,762 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 cafeteria 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 cafeteria plan balance of the next available cafeteria plan year. c. From the Cafeteria Plan allotment, each represented employee must select coverage for him or herself under one of the City sponsored medical plans. However, if the employee has group medical insurance from another reliable source that is acceptable to the City of Chula Vista Department of ' Human Resources, the employee may elect to decline medical insurance from a City provider and apply the value, of the City's "Flexible Benefit Plan° contribution to other available City Flex options. Any employee married to another benefited City employee who is covered under his or her spouse's plan ,may waive coverage under the Cafeteria Plan and will receive full credit. Any employee who declines medical insurance coverage may enroll in the City medical plan prior to the next open enrollment only if the employee involuntarily loses the coverage. Enrollment application must be received in Human Resources within 30 days from loss of coverage. The employee, through payroll deductions, will pay any premium. cost in excess of the Cafeteria Plan Allotment. 7. Life Insurance City. pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. 8. Short/Long Term Disability Insurance The City wilt pay fhe full cost of the short/long-term disability insurance premium for middle management positions. 9. Professional Enrichment The Unclassified and Confidential Middle Managers/Professionals are eligible to participate in the City's Professional Enrichment Program. The annual Professional Enrichment Fund allocation for Unclassified and Confidential Professional Enrichment Fund of $4,000 is for exclusive use by members of the Page 14 of 27 1 7-1 9 Unclassified and Confidential Middle Management/Professional group for .conferences and training: An employee is eligible to receive up to $250 per fiscal year for professional enrichment. Funds may be used at any time during the fiscal year. Fiscal year reimbursements under the City's "Professional - Enrichment" will be closed the second Thursday in June. Employees may .request reimbursement for professional ehrichment expenses in accordance with Internal Revenue Code Section 132, or any other applicable state and ' federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for 7eimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 10. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules. 11. Annual Leave a. Unclassified and Confidential Middle Managers/Professionals will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth year of continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. ' Unclassified and Confidential Middle Managers/Professionals who have completed at least five (5) years of service shall have the option of selling back a total of 80 hoursof accrued annual leave two times per fiscal year in 40 hour increments. 12. Administrative Leave Unclassified and Confidential Middle Managers/Professionals, will receive 88 hours of Administrative Leave each fiscal year. 13. Holidays a. Unclassified and Confidential Middle Managers/Professionals will receive 24 hours each fiscal year for floating holidays (Lihcoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, labor Day, Veterans Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 14. Mileage Reimbursement Page 15 of 27 1 ~-20 Unclassified and Confidential Middle Managers/Professionals 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. 15. Uniform Allowances & Educational Differentials Sworn public safety Unclassified and Confidential Middle Managers/Professionals will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU. 16. Bilingual Pay Those Unclassified. and Confidential Middle Managers/Professionals who, upon recommendatioh of their 'Department Head, approval of the Director of Human Resources, and successful completion of .a bilingual performance evaluation will receive $100 per month ih 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. 17. Special Assignment Pay Unclassified and Confidential Middle Managers/Professionals may receive up to 10% additional compensation when assigned by the City Manager to a special project. 17-21 .I Page 16 of 27 i IV. CONFIDENTIAL GROUP -ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X -GROUP MEMBERSHIP LISTING. A. SALARY & WAGES 1. One-time Stipend. Employees shall receive cone-time stipend in the amount of $500 by the end of January,. 201.3. This one-time stipend is not intended to and does not meet the definition of special compensation outlined in the California Code of Regulations 571 (a) and therefore is not a reportable compensation to CaIPERS. B. BENEFITS 1. Retirement The City will,provide to unrepresented members retirement benefits via contract with the California Public Employees Retirement System (CaIPERS) as sef forth in the California Government Code. The City will provide the following defined benefit formulas: Tier 1* Local Miscellaneous 3% @ 60 Local Safety 3% @ 50 Tier 2** Local Miscellaneous 2% @ 60 Local Safety 3% @ 55 Tier 3*** Local Miscellaneous 2% @ 62 Local Safety 2.7% @ 57 " CaIPERS members on or before 04/21/2011 ** New CaIPERS members on or after 04/22/2011 through 12/31/2012 ***New CaIPERS members on or after 01/01/2013 Tier 1: Local Miscellaneous 3% Co. 60 and Local Safety 3% (~ 50 Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%, which will be applied to the City's contribution to CaIPERS for optional benefits. • Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will be applied to the City's contribution to CaIPERS for optional benefits. The following is a summary of Tier 1 CaIPERS contract provisions: A. One-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Levef 1959 Survivor Benefit. Page 17 of 27 17-22 E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit K. Employer Paid Member Contributions reported as earnings Tier 2: Local Miscellaneous 2% to'~. 60 and Local Safety 3% ~ 55 Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%, which will be applied to the employee contribution to CaIPERS. Local Safety unrepresented employees in Tier 2 shall contribute 9%, which will be applied to the employee contribution to CaIPERS. The following is a summary of Tier 2 CaIPERS contract provisions: A: Three-Year Final Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. E. Military Service Credit as Prior Service F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit Tier 3: Local: Miscellaneous 2% (cil 62 and Local Safety 2.7% o(~. 57 Local Miscellaneous and Local Safety unrepresented employees in Tier 3 shah be responsible for the full employee contribution, which will be applied to the CaIPERS employee contribution. To the extent permitted by Assembly Bill 340, known as the California Public - Employees' Pension Reform Act of 2013, the following is a summary of Tier 3 benefits: ' A. Three-Year Finai Compensation B. Post-Retirement Survivor Allowance C. Credit for Unused Sick Leave D. 4th Level 1959 Survivor Benefit. The monthly member cost for this. benefit will be paid by the City. E. Military Service Credit as Prior Service Page 18 of 27 1 7-23 F. Cost of Living Allowance (2%) G. Post-Retirement Survivor Allowance Continuance H. Pre-Retirement Death Benefit for Spouse I. Retired Death Benefit $5,000 J. Prior Service Credit 2. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of CaIPERS that a non- safety employee is disabled, the employee shall not be entitled to use any remaining sick leave to cover absences beyond their FMLA entitlement. Sick leave balances may be applied to applicable CaIPERS 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. 3. Deferred' Compensation Plans ' 457 plan -Employees in the Confidential Group may participate in the City's approved deferred compensation plans. 4. Cafeteria Plan a. In calendar year 201.3, each Confidential Employee will received $12,262 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 cafeteria 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 cafeteria plan balance ` of the next available cafeteria plan year. c. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so.long as the .alternative plan is deemed to bean acceptable plan by the City. When waivirig coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of coverage is ' irrevocable during a plan year unless the City is notified within 30 days that the employee has involuntarily lost the alternative coverage. Page 19 of 27 ~ ~-24 5. Short/Long Term Disability Insurance The City will-pay the full cost of the short/long-term disability insurance premium for the Confidential employees. 6. Professional Enrichment The Confidential Employees Professional Enrichment Fund of $5,470 is for exclusive use by members of the Confidential Employees .for conferences and training. Employees may receive up to a maximum of $1,000 per fiscal year. Funds may be used at any time during the fiscal year: Fiscal year reimbursements under the City's "Professional Enrichment" will be closed the second Thursday in June. Employees may request reimbursement for professional enrichment expenses iri accordance with Internal Revenue Code Section 132, or any other applicable state and federal law. Employees must receive approval from their Appointing Authority and the City Manager's designee before funds may be claimed for reimbursement. Reimbursements are on a first come, first serve basis until the funds have been exhausted. 7. Life Insurance City pays for a Group Term Life and AD&D insurance policy with coverage in the amount of $50,000 per employee. 8. Sick Leave Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules 9. Annual Leave a. Employees will accrue 80-hours during the first through fourth years of service (cumulative to a total leave balance of 180-hours). This benefit will be accumulated at the rate of 3.07 working hours for each full biweekly pay period of service performed. b. Employees will accrue and be eligible to receive 120-hours (cumulative. to a total leave balance of 260-hours) during the fifth through ninth year of service. The benefits will be accumulated at the rate of 4.60 working- hours for each full biweekly pay period of service performed. c. Employees will accrue and be eligible to receive 160-hours (cumulative to a total leave balance of 340-hours) during the tenth through fourteenth years of service. This benefit will be accumulated at the rate of 6.14 working hours for each full biweekly pay period of service performed. d. Employees will .accrue and be eligible to receive 200-hours (cumulative to a total leave balance of 420-hours) during, the fifteenth and succeeding. years of service. This benefit will be .accumulated at the rate of 7.70 working hours for each full biweekly pay period of service performed. Page 20 of 27 1 7-25 e. Vacation accrual rate changes will become effective at the beginning of the pay period closest to the actual date which includes the employee anniversary date of benefited status. f. Vacation sell back -All confidential unrepresented classifications who have completed at least five (5) years of service shall have the option of selling up to 60-hours of said vacation back to the City one time per fiscal year. The accumulated vacation balance will be reduced accordingly. g. Each part time confidential unrepresented employee paid at a biweekly rate shall be entitled to vacation with pay. The number of working days of such vacation shall be computed on the basis set forth in subsection (a), (b), (c), or (d) and shall be in the proportion that such part time employment bears to full time employment. h. Employees separated from City service, ,whether voluntarily or involuntarily, shall be granted all of the unused vacation to which they are entitled based upon continuous service computed on the basis set forth in subsection (a), (b), (c), or (d). Payment shall be made hour-for-hour with any portion of an hour being considered a full hour. i. Vacation Use: Vacation leave balances shall be reduced for actual time not worked to the nearest quarter hour. Absences may not be charged to vacation not already accumulated. 10. Holidays a. Confidential employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, and Admissions Day). b. The City will be .closed on the .following paid hard holidays: Independence Day; Labor Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 11. Administrative Leave Confidential employees will receive 40 hours of Administrative Leave each fiscal year. 12, 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. 13. 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 Page 21 of 27 1 7-26 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. 14. Special Assignment Pay Confidential employees may be eligible to receive a maximum of 15% above their base pay when assigned by the Appointing Authority or designee and approved by the City Manager and the Director of Human Resources to a "Special Project." 15. Out-of-Class Assighment When an employee is assigned to perform duties of a higher paid classification, immediately- upon assignment, the employee shall be compensated with a ' minimum of 7.5% above the employee's current salary rate up to a maximum of 15% effective the first day of the out-of-class assignment. If the out of class assignment lasts for duration of 6 months the employee will receive an additional 5% compensation. Increases greater than 5% must be approved by the Director of Human Resources. Requests for out-of-class compensation shall be submitted by the Appointing Authority on a "Payroll Change Notice" form as percentage amounts only. 16. Notice of Change in Work Schedule The City will strive to give at least fourteen calendar day (14 calendar days) notice to employees when management initiates a change in an employee's work schedule except in cases of emergencies. 17. Additional Floating Holiday Confidential employees will receive one additonal °Floating Holiday" for fiscal year 2013 only. Page 22 of 27 1 7-27 V.. .MAYOR, COUNCIL AND CITY ATTORNEY A. SALARY & WAGES 1. Salary Increases 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. The four Council members shall receive 40% of the salary of the Mayor. Salary adjustments will occur at the same time and be effective on the same date as the Superior Court Judges. 2. The City Attorney shall receive an annual salary as set forth by resolution. B. BENEFITS 1. Cafeteria Plan Cafeteria plans will be set at the level specified for Executive Managers. The - cafeteria plan is to be used solely for approved employee benefits. From the annual Cafeteria Plan allotment, each employee must elect medical coverage under one of the City sponsored plans, unless the employee has group medical insurance from another source including coverage under their City employee spouse's plan in which case they may waive coverage so long as the alternative ,plan is deemed to be an acceptable plan by the City. When waiving coverage the full value of the Cafeteria Plan allotment will be available to purchase any of the other options available under the Cafeteria Plan. Waiver of .coverage is irrevocable during a plan year unless the; City is notified within 30 days that the employee has involuntarily lost the alternative coverage. 2. Auto Allowance - The Mayor .may elect to receive a monthly auto allowance up to $1,000. Council members may elect to receive a monthly auto allowance of up to $550. The allowance is contingent upon evidence of adequate auto - insurance. ? 3. Tavel Reimbursements The Mayor and Council members shall receive reimbursement on order of the City Council for Council-authorized travel and other expenses when on official duty outside of the City. 4. Stipends a. The Mayor and Council members will receive $50 stipend for attending Housing Authority meetings. No member shall receive compensation for attending more than four meetings of the Housing Authority during any calendar month. I Page 23 of 2T 17-28 VI. UNCLASSIFIED HOURLY EMPLOYEES A. ~ BENEFITS 1. Retirement a. UCHR employees are enrolled in the Public Agency Retirement System Alternate Retirement System (PARS-ARS) ' , b. The City pays 3.75% of the employee's. salary into the employee's PARS- ARS account c. Each pay period 3.75% will be deducted from the employee's salary and deposited to the employee's PARS-ARS account Page 24 of 27 1 7 - 2 9 X. GROUP MEMBERSHIP LISTING The following shows the classifications assigned to each"group as of December, 2012. A. EXECUTIVE MANAGEMENT GROUP City Manager ." (Contract) _ .City Clerk (Contract) Assistant City Mahager Chief of Police CBAG Executive Director Deputy City Manager' Director of Conservation and Environmental Services " Director of Economic Development Director of Human Resources Director of Information Technology Services Director of Public Works -- Director of Engineering . Director of Finance Director of Library Director of Recreation Director of Redevelopment & Housing ' Fire Chief Senior Assistant City Attorney B. SENIOR MANAGEMENT GROUP' Administrative Services Manager Advanced Planning Manager Assistant Chief of Police Assistant Director of Development Services Assistant City Attorney Assistant City Clerk Assistant Director of Engineering Assistant Director of Finance - Assistant Director of Recreation Assistant Director of Public Works Budget and Analysis Manager Building Official/Code Enforcement Manager CBAG Deputy Executive Director CBAG Director- IV LECC CBAG Director-SD LECC CBAG Deputy Executive Director CBAG Program Manager Chief Service Officer City Engineer Deputy City Attorney III Page 25 of 27 17-30 Deputy Fire Chief, Development Planning Manager Fiscal Operations Manager Human Resources Operations Manager Information Technology Manager Police Captain 'Purchasing Agent Redevelopment and Housing. Manager Risk Manager Treasury Manager C. ~ UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL GROUP' Benefits Manager MM-Confidential CBAG Budget Manager MM-Unclassified CBAG Microcomputer~Specialist Professional-Unclassified CBAG Meth Strike Force Coordinator Professional-Unclassified CBAG Network Manager MM-Unclassified CBAG Network Administrator i Professional-Unclassified CBAG Network Administrator II Professional-Unclassified CBAG Program Analyst Professional-Unclassified CBAG Program Manager Professional-Unclassified CBAG Senior Public Safety Analyst Professional-Unclassified Constituent Services Manager Professional Unclassified Deputy City Attorney I Professional-Unclassified Deputy City Attorney II Professional-Unclassified Deputy City Clerk I Professional-Unclassified .Fire Division Chief MM-Unclassified Fiscal and Management Analyst Professional-Confidential Human Resources Analyst Professional Confidential Law Office Manager MM-Unclassified Marketing & Communications Manager MM-Unclassified Principal Humari Resources Analyst Professional-Confidential. Real Property Manager MM-Unclassified Senior Accountant MM-Confidential Senior Deputy City Clerk Professional-Unclassified Senior Human Resources Analyst Professional-Confidential Special Events Coordinator Professional-Unclassified Transit Coordinator Professional-Unclassified Transit Manager MM-Unclassified D. CONFIDENTIAL GROUP Accountant Accounting Technician (Finance/Payroll) Administrative Secretary Administrative Technician (Communications) Administrative Analyst II .Associate Accountant Page 26 of 27 1 7-31 Benefits Technician CBAG Analyst Confidential-Unclassified .CBAG Accounting Technician Confidential-Unclassified CBAG Administrative Analyst I Confidential-Unclassified CBAG Administrative Analyst II Confidential-Unclassified CBAG Executive Assistant Confidential-Unclassified CBAG Graphic Designer/Webmaster Confidential-Unclassified CBAG Management Assistant Confidential-Unclassified CBAG Public Safety Analyst Cohfidential-Unclassified CBAG RCFL Network Engineer Confidential-Unclassified Executive Secretary Confidential-Unclassified Human Resources Technician Legal Assistant Public Information Specialist Senior Benefits Technician Senior Council Assistant Confidential-Unclassified Senior Legal Assistant Senior Administrative Secretary Senior Human Resources Technician 'The City of Chula Vista serves as a pass through agency for the California Border Alliance Group (CBAG); CBAG positions shall receive the beneft package detailed for the Executive, Senior, Middle ManagemenUProfessional Unclassified, and Confdential group in which the CBAG classification is designated. All CBAG positions are unclassified. Page 27 of 27 1 7-32 RESOLUTION NO. - RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING THE AMENDED COMPENSATION SUMMARY FOR ALL UNREPRESENTED• EMPLOYEES AND ELECTED OFFICIALS WHEREAS, the City of Chula Vista has set forth the compensation for all umepresented employees and elected officials in a Compensation Summary via prior resolution; and WHEREAS, the City of Chula Vista during this last year has negotiated in good faith, as required by the Meyers Milias Brown Act (MMBA), terms and conditions of employment with bargaining units (SEIU/CVEA, SEIU MM/PA, and WCE) representing various city employee classifications and has reached agreements with those bargaining units; and WHEREAS, the City Council has approved the aforementioned agreements with SEIU/CVEA, SEIU MM/PA, and WCE; and WHEREAS, the City of Chula Vista, correspondingly, desires to amend the Compensation Summary for all umepresented employees and elected officials ("Amended Compensation Summary") to, inter alia, reflect corresponding benefil changes and to reflect changes in the law with regard to AB 340 [Pension Reform] as set forth in the Amended Compensation Summary attached to the related staff report as Attachment I ;and NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve the Amended Compensation Summary and it shall continue in full force and effect until subsequent amendment by City Council. Presented by: James Sandoval City Manager Approved as to form by: Glen R. Goggins City Attorney 17-33 COUNCIL RESOLUTION NO. RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA (1) APPROVING THE RECLASSIFICATION OF VARIOUS POSITIONS; (2) ADDING THE POSITIONS -OF HUMAN RESOURCES ANALYST, DEVELOPMENT SERVICES DEPARTMENT DIRECTOR, AND ASSISTANT TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT MANAGER; (3) ELIMINATING AN ASSISTANT CITY MANAGER POSITION AND A REDEVELOPMENT AND HOUSING MANAGER;(4) ADDING THE POSITION TITLES TO THE CITY'S CLASSIFICATION SCHEDULE AND COMPENSATION PLAN -OF DEPUTY CITY MANAGER, DEVELOPMENT SERVICES DEPARTMENT DIRECTOR, ASSISTANT TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT MANAGER, ASSISTANT DIRECTOR OF-HUMAN RESOURCES, AND ASSISTANT DIRECTOR OF INFORMATION TECHNOLOGY; AND {5) AMENDING THE BUDGET ACCORDINGLY WHEREAS, the City Manager, pursuant to Charter section 501, has conducted a reorganization of various positions within the City's management to reflect current and new management and supervisory duties; and WHEREAS, to effectuate such reorganization, changes are required to the City of Chula ' Vista's'authorized position count, Classification and Compensation plan,'and City Budget.' NOW; THEREFORE, BE IT RESOLVED by the City Council of the City of Chula Vista, that it does hereby approve the following changes to the authorized position count of the identified department/fund: :~ d f 1 Assistant City Manager (1.0) Development Services (General Fund) Assistant to the City Manager/Continuous Improvement Manager 1.0 Administration Deputy City Manager 1.0 .Human Resources Drector of Human Resources & IT Services (1.0) Human Resources Human Resources Operations Manager (l.0) Human Resources Assistant Drector of Human Resources 1.0 Human Resources Human Resources Analyst 1.0 Human Resources Information Technology Manager (L0) Information Technology Services Assistant Director of Information Technology 1.0 Information Technology Services Total Geueral Fund 1.0 Other Funds: Directorof Development Services Redevelopment & Housing Manager 1.0 Development Services Fund (1.0) CV Housing Authority 17-34 Resolution No. Page 2 BE IT FiJRTHER RESOLVED by the City Council of the City of Chula Vista, that it does hereby approve the addition of the following position titles to the City's Classification Schedule and Compensation Plant Deputy City Manager, Development Services Department Director, Assistant to the City Manager/Continuous Improvement Manager, Assistant Director of Human Resources, and Assistant Director of Information Technology. ' BE IT FURTHER RESOLVED by the City Council of the City of Chula Vista, that it does hereby approve the following budget amendments: Development Services (General Fund) PersonnelServices $ (125,955) $ - $ (125,955) Administration Personnel Services $ 83,386 $ - $ 83,386 Human Resources Personnel Services $ 29,767 $ - $ 29,767 . Information Technolo~Services Personnel Services $ ]2,802 $ - $ 12,802 'Total General Fund $ - ~ - $ - Othe r Fuuds: .Development Services Fund Personnel Services $ .122,704 $ 122,704 $ - CV Housing Authority ~ ~ Personnel Services $ (83,386) $ - $ (83,386) , Presented by Approved as to fot m by James D. Sandoval Glen R. Googins City Manager City Attorney 77-35 ORDINANCE NO. ORDINANCE OF THE CITY OF CHULA VISTA AMENDING CHULA VISTA MUNICIPAL CODE SECTION 2.05.010 TO ADD THE FOLLOWING POSITIONS INTO THE UNCLASSIFIED SERVICE: (1) ASSISTANT DIRECTOR OF HUMAN RESOURCES, (2) ASSISTANT DIRECTOR OF 'INFORMATION TECHNOLOGY, (3) ASSISTANT TO THE CITY MANAGER/CONTINUOUS IMPROVEMENT MANAGER AND TO MAKE TITLE CHANGES TO SPECIFIED CBAG POSITIONS. WHEREAS, the City Manager, pursuant to Charter section 501, has conducted a reorganization of various positions within the City's management to reflect current and new management and supervisory duties and has added Assistant Director and Assistant to City Manager positions; and WHEREAS, such positions specifically include: (1) Assistant Director of Human Resources; (2) Assistant Director of Information Technology; and (3) Assistant to the City Manager/Continuous Improvement Manager; and WHEREAS, there have been title changes to certain CBGA positions to now make them FA positions, as reflected below; and WHEREAS, Charter section 701 provides that the City of Chula Vista may place assistant department heads and assistants into the unclassified service by 4/Sths vote of the City Council. NOW THEREFORE the City Council of the City of Chula Vista does ordain as follows: Section I. That Section 2.05.010 of the Chula Vista Municipal Code is hereby amended to read as follows:. 2.05.10 Unclassified positions established. In addition to those unclassified positions specifically delineated in Section 500 of the Charter of the City, there are established the unclassified positions entitled: Administrative Services Manager, Advanced Planning Manager, Animal Care Facility Manager, Assistant Chief of Police, Assistant Director of Development Services, Assistant Director of Engineering, Assistant Director Of Human Resources and Assistant Director Of Information Technology> Assistant Director of Finance, Assistant Director of Publtc Works, Assistant Director of Recreation; Assistant To The Citv Manager/Continuous Improvement Manager, Budget and Analysis Manager, Building Official/Code Enforcement Mariager, California Border Alliance Group (CBAG) Deputy Executive Director; CBAG Director - IV LECC, CBAG Director - SD LECC; .. iT' nB n r n -..~.,..« I`u n R P ~„r•.,.. n....:..+...,« C$AG Executive Director, ~'Q ^c~a- ~P ~~ ,_ 17-36 Ordinance Page 2 Service Officer, Fire Chief, De Director of Con: -Division Chief, City Engineer, Constituent Services and . n..~.n,, c..a .. n.,,,i.,~. Chief Deputy City Manager, Deputy velonment, Planning Manager, of Economic Development, Fire FA Operations Manager, Human Resources Operati Law Office Manager, Office Specialist (Mayo Real Property Manager, Redevelopment and H. Assistant, Traffic Engineer, Transit Coordinator, Section II. Severability ms Manager, Information Technology Manager, -'s Office), Police Captain, Purchasing Agent, . fusing Manager, Risk Manager, Senior Council Transit Manager, and Treasury Manager. If any portion of this Ordinance, or its application to any person or circumstance, is for any reason held to be invalid, unenforceable or unconstitutional, by -a court of competent jurisdiction, that portion shall be deemed severable, and such invalidity, unenforceability or unconstitutionality shall not affect the validity or enforceability of the remaining portions of the Ordinance, or its. application to any other person or circumstance. The City Council of the City-of Chula Vista hereby declares that it would have adopted each section, sentence, clause or phrase of this Ordinance, irrespective of the fact that any one or more other sections, sentences, clauses or phrases of the Ordinance be declared invalid, unenforceable or unconstitutional. Section III. Construction The City Council of the City of Chula Vista intends this Ordinance to supplement, not to duplicate or contradict, applicable state and federal law and this Ordinance shall be construed in light of that intent. Section IV. Effective Date This Ordinance-shall take effect and be in force on the thirtieth day after its final passage. Section V. Publication The City Clerk'shall certify to the passage and adoption of this Ordinance and shall cause the same to be published or posted according to law. Presented By: James Sandoval City Manager Approved as to form by: //lI n nA /r oogins City Attorney 17-37