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HomeMy WebLinkAboutReso 1998-19085 RESOLUTION NO. 19085 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING THE COMPENSATION FOR SENIOR MANAGERS WHEREAS, pursuant to Council direction, staff has developed a management pay/benefit plan which provides for salary and benefit enhancements over the next three years; and WHEREAS, said management pay/benefit plan has been presented to the City Council and has been previously approved by the City Council in closed session. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve the management pay/benefit plan for Senior Managers reflected in Exhibit A. Presented by Approved as to form by Candy Emers~ dT':'~' ) Jo M. Kaheny Human Resources Director ey Resolution 19085 Page 2 Exhibit A COMPENSATION FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, MIDDLE MANAGEMENT AND CONFIDENTIAL GROUPS FISCAL YEARS 1998-99, 1999-2000, 2000-2001 I, EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT.) A. MEMBERSHIP City Manager City Attorney City Clerk Assistant City Manager Chief of Police DeputV City Manager Director of Community Development Director of Finance Director of Library and Recreation Director of Management and Information Services Director of Human Resources Director of Planning Director of Public Works Executive Director, Nature Center Fire Chief Senior Assistant CitV Attorney B. SALARY & WAGES 1. Salary Increases a. Executive Managers will receive a 3% salary increase effective the first pay period beginning on or after January 1, 1999. b. Executive Managers will receive a 4% salary increase effective the first pay period beginning on or after January 1, 2000. c. Executive Managers will receive a 5% salary increase effective the first pay period beginning on or after January 1, 2001. C. BENEFITS 1. Deferred Compensation Plan Employees in the Executive Group may participate in the City's approved deferred compensation plans. 2. Flexible Benefit Plan Effective 7/1/98, Executive Managers will receive ~8,500 annually to be used for the purchase of approved employee benefits. Resolution 19085 Page 3 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 a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Executive Managers except the Chief of Police and Fire Chief for whom the City pays the 9% employee contribution to PERS. b. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. 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 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. Effective July 1, 1999, Executive Managers will have the option of selling back 2 weeks accrued Vacation Leave each 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. 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. Resolution 19085 Page 4 11. Allowance The City Manager may provide, at his/her discretion, an auto allowance of up to $285/month for certain Executive Managers with the allowance contingent upon evidence of adequate auto insurance. 12. Severance Pay In the event a Department Head is terminated without cause, he/she shall receive compensation in a lump sum cash payment equal to six (6) months of their annual salary and health insurance payments. 13. Special Assignment Pay Executive Managers may receive up to 5% additional compensation when assigned by the City Manager to a special project. II, SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT.) A. MEMBERSHIP Assistant Chief of Police Assistant City Attorney Assistant Director of Building & Housing Assistant Director of Community Development Assistant Director of Finance Assistant Director of Human Resources Assistant Director of Planning Assistant Director of Recreation Assistant Library Director Budget Manager Deputy Director of Public Works/City Engineer Deputy Director of Public Works/Operations Fire Marshal Police Captain Public Information Coordinator Purchasing Agent Risk Manager Special Projects Manager Unclassified grant-funded positions 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 B. SALARY & WAGES 1. Salary Increases a. Senior Managers will receive a 3 % salary increase effective the first pay period beginning on or after January 1, 1999. b. Senior Managers will receive a 4% salary increase effective the first pay period beginning on or after January 1, 2000. Resolution 19085 Page 5 c. Senior Managers will receive a 5 % salary increase effective the first pay period beginning on or after January 1, 2001. C. BENEFITS 1. Deferred Compensation Plan Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. 2. Flexible Benefit Plan Effective 7/1/98, the Senior Managers will receive $7,000 annually to be used for the purchase of approved employee benefits. 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 a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Senior Managers except the Assistant Chief of Police, Police Captains, and the Fire Marshal, for whom the City pays the 9% employee contribution to PERS. b. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. 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. Effective 7/1/99, Senior Managers will have the option of selling back 1 week of accrued Vacation Leave. 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). Resolution 19085 Page 6 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. Day, Memorial Day. 9. Mileage Reimbursement Employees in this unit, who do not receive Auto Allowance under Section 12, 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 InS rate, in effect at the time reimbursement is requested, as permitted by law. 10. Administrative Leave Senior Managers will receive sixty-four (64) 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 ~285/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. III. MIDDLE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR HEREIN ARE FLSA-EXEMPT.) A. MEMBERSHIP Animal Control Manager Assistant to Mayor and City Council (UC) Assistant Transit Coordinator Battalion Chief Building Projects Supervisor Building Services Superintendent Business Office Manager Code Enforcement Manager Communications Systems Manager Computer Operations Manager Conservation Coordinator Construction Repair Supervisor Crime Analysis Manager Crime Laboratory Manager Cultural Arts Coordinator Deputy CitV Attorney I (UC) Deputy City Attorney II (UC) Deputy City Attorney Ill (UC) Deputy City Clerk Deputy Director of Parks Economic Development Manager (UC) Educational Services Manager Emergency Management Coordinator Environmental Projects Manager Environmental Resource Manager Resolution 19085 Page 7 Environmental Review Coordinator Fleet Manager Geographic information Systems Manager Housing Coordinator (UC) Intergovernmental Affairs Coordinator Landscape Architect Library Automation Manager Literacy Team Coordinator Micro Computer Specialist Open Space Coordinator Personnel Analyst Principal Community Development Specialist Principal Librarian Principal Management Assistant Principal Personnel Analyst Principal Planner Principal Revenue Analyst Public Works Coordinator Public Works Maintenance Superintendent Redevelopment Coordinator (UC) Revenue and Recovery Manager Risk Analyst Senior Accountant Senior Civil Engineer Senior Community Development Specialist Senior Crime Analyst Senior Economic Development Specialist Senior Librarian Senior Management Assistant Senior Park Supervisor Senior Personnel Analyst Senior Planner Senior Public Works Supervisor Senior Recreation Supervisor Traffic Engineer (UC) Training Coordinator Transit Coordinator (UC) Volunteer Coordinator (NIC) Waste Water Collection Supervisor Unclassified, grant-funded positions The following Unclassified, grant-funded positions receive the benefit package detailed herein for Middle Managers. No salary adjustments are provided for in this resolution. Border Environmental Business Cluster Manager (BEBC) Border Environmental Commerce Alliance (BECA) Director CBAG Operation/Intelligence Coordinator B. SALARY & WAGES 1. Salary Increases a. Middle Managers will receive a 3% salary ~ncrease effective the first pay period beginning on or after January 1, 1999. b. Middle Managers will receive a 4% salary increase effective the first pay period beginning on or after January 1, 2000. Resolution 19085 Page 8 c. Middle Managers will receive a 5% salary increase effective the first pay period beginning on or after January 1, 2001. C. 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 percent above current salary rate up to a maximum of 20 percent, 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 percent 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 OCA 's are granted to an employee remaining ~7 their current classification, but performing higher level duties even though no vacancy may exist at the higher level 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 3100 towards the purchase of safety shoes. 4. Retirement a. The City pays the 7% employee contribution to the Public Employee's Retirement System for all Middle Managers. For Safety classification represented by CVMMA, the City pays the 9% employee contribution. b. The City pays the PERS 1959 Survivor Benefit Fourth Level employee premium cost. 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. Resolution 19085 Page 9 6. Deferred Compensation Plans Employees in the Middle Management Group may participate in the City's approved deferred compensation plans. 7. Flexible Benefit Plan Effective July 1, 1998, each Middle Manager will receive $6,500 per year to be used solely for 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. 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 $20,000 will be established to be used exclusively by Middle Managers for conferences and training up to a maximum of $800 per employee per fiscal year. One- half ($10,000) of the funds will be available for reimbursement for eligible activities which occur between July 1, and December 31. The remaining half ($10,000) will be reserved and available for reimbursement of eligible activities which occur between January 1 and June 30. 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 (1 O) 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 7/1/99, Middle Managers may sell back 1 week of accrued Vacation Leave. 13. Administrative Leave Middle Managers will receive 56 hours of Administrative Leave each fiscal year, Resolution 19085 Page 10 14. Holidays Middle Managers will receive 32 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, Admission Day, and Veterans Day). 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. 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. 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 $45 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties. 17. 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. MEMBERSHIP Benefits Technician Confidential Administrative Office Specialist Confidential Administrative Secretary Confidential Bilingual Secretary Resolution 19085 Page 11 Confidential Secretary Executive Assistant to the City Manager Legal Assistant Personnel Technician Payroll Technician Receptionist/Mayor and Council Assistant Secretary to the Assistant City Manager Secretary to the City Attorney Secretary to the City Manager's Office Secretary to the Mayor and Council Secretary to the Planning Commission Secretary to the Reclevelopment Agency Unclassified, grant-funded positions The following Unclassified, grant-funded posiitons receive the benefit package detailed herein for Confidential group. No salary adjustments are provided for in this resolution. Border Environmental Business Cluster (BEBC) Administrative Assistant California Border Alliance Group (CBAG) Analyst California Border Alliance Group (CBAG} Secretary B. SALARY & WAGES 1. Salary Increases a. Confidential employees will receive a 3% salary increase effective the first pay period beginning on or after January 1, 1999. b, Confidential employees will receive a 4% salary increase effective the first pay period beginning on or after January 1, 2000. c. Confidential employees will receive a 5% salary increase effective the first pay period beginning on or after January 1, 2001. C. BENEFITS 1. Retirement a. The City pays the 7% employee's contribution to the Public Employees Retirement System. b. The City pays the PERS 1959 Survivors Benefits Fourth Level employee premium cost. 2. Deferred Compensation Plans Employees in the Confidential Group may participate in the City's approved deferred compensation plans. 3. Flexible Benefit Plan Effective July 1, 1998, each Confidential Employee will receive $6,000 per year to be used solely for approved employee benefits. Resolution 19085 Page 12 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 total of $2,250 will be set aside for conferences and training. An individual may use no more than $250 during each half of the fiscal year. 6. Life Insurance City pays for life insurance policy in the amount of 517,000 each. An additional 53,000 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 Confidential employees earn ten ( 1 O) 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. 9. Holidays Confidential employees will receive 32 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, Admissions Day, and Veterans Day). 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. 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 540 per month in addition to their regular pay. Resolution 19085 Page 13 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 3% Salary increase January 1, 1999 Flex Plan increase to 35,695 for Council; SB,EO0 for Mayor VI. Unclassified Hourly 3% Salary increase in January 1, 1999 VII. Western Council of Engineers (WCE) 3% salary increase January 1, 1999 4% salary increase in January, 2000 5% salary increase in January, 2001 $750 increase in Professional Enrichment fund Martin Luther King, Jr. Day as an additional hard holiday Mileage reimbursement at IRS maximum Special Assignment Pay up to 5% VIII. Chula Vista Employees Association (CVEA) 3% salary increase January 1, 1999 4% salary increase in January, 2000 5% salary increase in January, 2001 Uniform Allowance increase from $50/yr to $75/yr Martin Luther King, Jr. Day as an additional hard holiday Mileage reimbursement at IRS maximum Special Assignment Pay up to 5% IX. International Association of Fire Fighters (IAFF) 3% salary increase January 1, 1999 4% salary increase in January, 2000 5% salary increase in January, 2001 Constant Minimum staffing of 22 Fire Suppression personnei per shift Health coverage cost increase to be split between employee and City 50/50 (Any additional cost to be subject to mid*year appropriation following final negotiations on revised insurance premiums.) Sunday limited duty language deleted Martin Luther King, Jr. Day as an additional hard holiday Mileage reimbursement at IRS maximum Special Assignment Pay up to 5% Implementation of the optional PERS benefit "Employer Paid Member Contributions Converted to Payrate During the Final Compensation Period" in July, 2001. Resolution 19085 Page 14 X. Additional Adjustments Establishing new positions 1. Special Projects Manager (Administration); salary $83,882 Temporary Staff Support $34,300 Freeze Principal Management Assistant 2. Part-time Hourly Aquarist (NIC) Upgrade to .75 benefitted position; salary range -~2,526.05 - ~3,070.43 (monthly) 3. Reclassify one Senior Public Works Supervisor (Sewer division) to Waste Water Collection Supervisor; salary range $5,078.72 - ~6, 172.73 (monthly) 4. Reclassify Administrative Analyst II (Administration) to Intergovernmental Affairs Coordinator; salary range $3,619.70 - 4,399.77 (monthly) 5. New Position - Educational Services Manager (Library); salary range ~4,162.53 - $5,059.56 (monthly) 6. Upgrade .75 Administrative Office Assistant II (Library) to 1.00 Administrative Office Specialist. 7. Salary adjustments for certain classifications. Senior and Executive Managers are provided for in the attached appropriation resolution and are within the City Manager's authority to effectuate. Resolution 19085 Page 15 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 14th day of July, 1998, by the following vote: AYES: Councilmembers: Moot, Padilia, Rindone, Salas and Horton NAYES: Councilmembers: None ABSENT: Councilmembers: None ABSTAIN: Councilmembers: None Shi~M~ayo~r ATTEST: Be~vedy~A Auth~let, City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) CITY OF CHULA VISTA ) I, Beverly A. Authelet, City Clerk of Chula Vista, California, do hereby certify that the foregoing Resolution No. 19085 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 14th day of July, 1998. Executed this 14th day of July, 1998. h City Clerk