HomeMy WebLinkAboutReso 1992-16514 RESOLUTION NO. 16514
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA APPROVING SPECIAL ADJUSTMENTS FOR CERTAIN MID-
MANAGEMENT AND UNREPRESENTED CLASSIFICATIONS, AMENDING
THE EXECUTIVE, MID-MANAGEMENT AND UNREPRESENTED FRINGE
BENEFIT COMPENSATION RESOLUTION AND INCREASING BAND E-5
OF THE SALARY BANDS FOR EXECUTIVE MANAGEMENT PERSONNEL
FOR FF 91-92
WHEREAS, on July 24, 1990, the City Council approved Resolution 15729 which
established a compensation plan for the Mid-Management employees for fiscal year
90/91 which resolution provided for a comprehensive salary survey for Mid-
Management positions; and,
WHEREAS, as a follow-up to the City Council action, a salary survey
committee referred to as the Mid-Management Compensation Task Force prepared a
request for proposals for the provision of services including conducting the
salary survey and related analysis for the Mid-Management group; and,
WHEREAS, Ralph Andersen and Associates conducted a comprehensive salary
survey and analysis and provided recommendations to the City Manager for further
consideration; and,
WHEREAS, the City Manager and his staff then carefully reviewed the
information provided by the consultant, as well as internal alignment issues,
historical ties, and performance issues which indepth analysis resulted in
modification to some of what the consultant had recommended; and,
WHEREAS, Attachment 2 contains the recommended special adjustments for the
Mid-Management classifications; and,
WHEREAS, the classification of Police Captain is recommended for inclusion
in the Executive Management group; and,
WHEREAS, in addition to evaluating internal relationships in the Mid-
Management group, the City Manager and the Assistant City Manager have analyzed
internal relationships in the Unrepresented group and recommend the increases for
classifications in that group specified in Attachment 5; and,
WHEREAS, it is further recommended that the classification of Police
Captain be placed in Executive Management, Salary Band E-1 which will recognize
the level of duties and responsibilities currently assigned to this class and is
consistent with other classes in this band: Revenue Manager, Budget Manager, and
the Assistant Directors; and,
WHEREAS, in addition to placing the Police Captains in the E-I salary band,
the E-5 band is also recommended to be revised slightly to reflect minor
modifications in the upper limit of the band, from $110,320 a year to $110,700
a year with no other changes recommended for the executive salary bands.
Resolution No. 16514
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NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula
Vista does hereby approve special adjustments for certain Mid-Management
effective June 28, 1991 as set forth in Attachment 2 attached hereto and
incorporated herein by reference as if set forth in full; and for Unrepresented
Classifications effective January 1, 1992 as set forth in Attachment 5, attached
hereto and incorporated herein by reference as if set forth in full.
BE IT FURTHER RESOLVED that the Executive Salary Schedule is amended by
increasing the Maximum Limit from $110,320 to $110,700 as set forth in Attachment
3 attached hereto and incorporated herein by reference as if set forth in full.
BE IT FURTHER RESOLVED that the Executive Middle Management and
Unrepresented Fringe Benefit Compensation is amended by adding Police Captain in
the Executive Group and deleting Police Captain from the Middle Management Group
as shown in Attachment 4 attached hereto and incorporated herein by reference as
if set forth in full, subject to future Council approval of an ordinance placing
the positions in the Unclassified Executive Service.
i
form y J
Presented by s
John G Is v Bruce M. Boogaard
Ci~ager City Attorney
Resolution No. 16514
Page 3
ATTACHMENT 2
Resolution No. 16514
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Resolution No. 16514
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PROBDSED NEW MONItiLY SAIARY FY 1991 - 1992
CLS CD (1ASS -ll-rml2 A B C D E
2457 BA~FALION CHIEF 4,725.19 4,961.47 5,209.53 5,470.01 5,743.52
7228 BLDG SERV SUPT 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
2625 BUS OFFICE MGR 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
2115 COMPUTER OPER MGR 3,774.10 3,962.81 4,160.94 4,369.00 4,587.46
2051 CONSERVATION COORD 3~335.30 3,502.05 3~677.16 3~861.00 4,054.06
6556 DEPUTY CITY CLK 2,816.97 2,957.81 3,105.71 3,260.99 3,424.05
1653 DEP DIR PARKS 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
1654 DEP DIR RECREATION 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
2566 DEV PROJECTS MGR 4,329.56 4,546.02 41773.34 5,011.99 5,262.60
6228 DISASTER PREP SPEC 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
2050 ENVIRON RES MGR 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
3544 ENVIRON REV COORD 3,835.43 4,027.21 4,228.58 4,440.01 4,662.01
3337 EQUIP MAINT SUPT 4,040.19 4,242.19 4,454.29 4,677.01 4,910.85
3457 FIRE MARSHAL 4,725.19 4,961.45 5,209.53 5,470.01 5,743.52
2664 HOUSING COORD 4,349.56 4,546.02 4,773.34 5,011.99 5,262.60
2485 LANDSCAPE ARCHITECT 3,835.43 4,027.21 4,228.58 4,440.01 4,662.01
2508 LIBRARY AUTO MGR 3,774.10 3,962.81 4,160.94 4,369.00 4,587.46
3115 MICRO COMPUTER SPEC 3,594.43 3,774.14 3,962.86 4,161.00 4,369.04
3998 OPEN SPACE COORD 3,511.49 3,687.07 3,871.43 4,065.00 4,268.25
2918 PARK SUPT 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
2607 POHCE CAPTAIN 5,317.78 5,583.68 5,862.85 6,155.99 6,463.80
2507 PR1N LIBRARIAN 3,835.43 4,027.21 4,228.58 4,440.01 4,662.01
2556 PRIN PLANNER 4,296.71 4,511.56 4,737.14 4,973.99 5,222.69
3938 PW MAINT SUPT 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
1200 PURCHASING AGT 4,010.80 4,211.33 4,421.92 4,643.00 4,875.16
2658 REC SUPERINTENDENT 4,319.19 4,535.15 4,761.91 4,999.99 5,249.99
2564 REDEVLP COORD 4,329.56 4,546.02 4,773.34 5,011.99 5,262.60
2154 RISK MANAGER 4,218.99 4,429.92 4,651.42 4,884.00 5,128.20
2357 SR ACCOUNTANT 3,434.61 3,606.35 3,786.64 3,975.99 4,174.79
8116 SR ANIMAL CONTROL OFF 3,235.07 3,396.83 3,566.67 3,744.99 3,932.24
Resolution No. 16514
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PROPOSED NEW MONTHLY SALARY FY 1991 - 1~92
CLSCDCLASSTITLE A B C D E
2568 SR COMM DEV SPEC 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
4777 SR CRIME ANALYST 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
2506 SR LIBRARIAN 3,335.30 3,S02.05 3,677.16 3,861.00 4,054.06
2054 SR MGMT ASSISTANT 3,335.30 3,S02.05 3,677.16 3,861.00 4,054.06
2155 SR PERSONNEL ANALYST 3,335.30 3,502.05 3,677.16 3,861.00 4,054.06
2555 8R PLANNER 3,835.43 4,027.21 4,228.58 4,440.01 4,662.01
2656 SR RECRFdtTION SUPVR 3,210.01 3,370.523 3,539.04 3,715.99 3,901.79
2114 SYS/PIIOGRAMMING MGR 4,412.48 4,633.11 4,864.76 5,108.00 5,363.39
2415 TRANSIT COORD 4,500.60 4,725.62 4,961.90 5,209.99 5,470.49
Resolution No. 16514
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MID MANAGF. J~F, NT POSITIONS NOT RECEIVING SPECIAL ADJUSTMENTS
Assistant Transit Coordinator
Communications System Manager
Geographic Information Systems Manager
Principal Community Development Specialist
Principal Management Analyst
Principal Management Assistant
Principal Personnel Analyst
Public Information Coordinator
Public Works Coordinator
Senior Civil Engineer
Senior Parks Supervisor
Senior Public Works Supervisor
Supervising Construction Specialist
Supervising Evidence Technician
Traffic Engineer
Volunteer Coordinator
Resolution No. 16514
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ATTACHMENT 3
Febmary 25, 1992
EXECUTIVE SALARY SCHEDULE
Executive Salary Band Minimum Limit Maximum Limit
E-5 $ 6,560/month $ 9,225/month
$78,720/year $110,700/year
Assigned Positions:
Assistant City Manager
Chief of Police
E-4 $ 5,960/month $ 8,510/month
$71,520/year $102,120/year
Assigned Positions:
Assistant City Attorney
Deputy City Manager
Director of Public Works
E-3 $ S,450/month $ 7,840/month
$65,400/year $ 94,080/year
Assigned Positions:
Director of Community Development
Director of Finance
Director of Parks and Recreation
Director of Planning
Fire Chief
Library Director
E-2 $ 4,940/month $ 7,160/month
$59,280/year $ 85,920/year
Assigned Positions:
Assistant to the City Manager
Director of Building and Housing
Director of Management Services and Information Services
Director of Personnel
Deputy Director of Public Works
City Engineer
Executive Director, Nature Interpretire Center
E-1 $ 4,430/month $ 6,680/month
$53,160/year $ 80,160/year
Assigned Positions:
Budget Manager
Revenue Manager
Assistant Director of Finance
Assistant Director of Building and Housing
Assistant Director of Planning
Assistant Library Director
Assistant Director of Community Development
Assistant Director of Management and Information Services
Assistant Director of Personnel
Police Captain
Resolution No. 16514
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ATTACHMENT 4
EXECUTIVE, MIDDLE MANAGEMENT AND UNREPRESENTED
Fringe Benefit Compensation
I. Executive Group
A. Membership
City Manager*
City Attorney*
City Clerk*
Assistant City Attorney*
Assistant City Attorney/Chief Litigator*
Assistant City Manager*
Assistant to the City Manager*
Assistant Director of Building & Housing*
Assistant Director of Community Development*
Assistant Director of Finance*
Assistant Director of Management and Information Services*
Assistant Director of Personnel*
Assistant Director of Planning*
Assistant Library Director*
Budget Manager*
Chief of Police**
Deputy City Manager*
Deputy Director of Engineering*
Deputy Director of Public Works Operations*
Director of Building & Housing*
Director of Community Development*
Director of Finance*
Director of Management and Information Services*
Director of Parks and Recreation*
Director of Personnel*
Director of Planning*
Director of Public Works*
Executive Director, Nature Interpretive Center*
Fire Chief*
Library Director*
Revenue Manager*
B. Fringe Benefits
1) Deferred Compensation Plans -
a. Employees in the Executive Group may participate in the City's approved deferred
compensation plans.
* City pays 7% of employee contribution to Public Employees Retirement System.
**City pays 9% of employee contribution to Public Employees Retirement System.
Resolution No. 16514
Page 10
b. There will be a cap of 25% of the adjusted flex plan balance which may be used for
deferred compensation, provided the employee has contributed a like amount
during the fiscal year.
2) Flexible Benefit Plan
Effective 7/1/91, the Executive Group, with the exception of the City Clerk, CityAttorney
and the City Manager, will receive $5,755 each annually to be used for the purchase of
employee benefits as specified in the CVEA Memorandum of Understanding for FY 1990-
93, and any additional uses approved by City Council.
3) Long Term Disability Insurance - The City assumes payment of the full cost of long-term
disability insurance for executive positions.
4) City pays for life insurance policy in the amount of $47,000 each.
5) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
6) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Service Rules, Chapter 2.00, Section 2.02.
7) Vacation - Executive positions shall earn a minimum of three weeks (1S days) vacation
per year during the first through fifteenth year of continuous service. After completion
of fifteen years of continuous service, 20 days per year. No more than three years of
vacation leave may remain on the books by the end of the last pay period in the
calendar year, and any time in excess of the three year limitation as of the cutoff date
will be lost.
8) Holidays - The executive group will be credited 32 hours annually for floating holidays
(Lincoln's and Washington's Birthdays, Admission Day and Veterans Day), and the City
will be closed on the following holidays: Independence Day, Labor Day, Thanksgiving,
Day after Thanksgiving, Christmas, New Year's Day, Memorial Day.
9) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
10) Administrative Leave - The executive group, including the City Manager, City Attorney
and City Clerk, will receive 56 hours of administrative leave each fiscal year.
Administrative leave may not be accumulated from year to year.
11) Auto Allowance - The City Manager will have authorization to provide, at his discretion,
an automobile or auto allowance of up to $285/month for certain executive staff with
the allowance contingent on evidence of adequate auto insurance.
Resolution No. 16514
Page 11
II, MIDDLE MANAGEMENT GROUP
Membership
Assistant Fire Chief
Assistant Transit Coordinator
Battalion Chief
Building Services Superintendent
Business Office Manager
Communications System Manager
Computer Operations Manager
Conservation Coordinator
Deputy City Attorney
Deputy City Clerk
Deputy Director of Parks
Deputy Director of Recreation
Disaster Preparedness Coordinator
Economic Development Manager
Environmental Resource Manager
Environmental Review Coordinator
Equipment Maintenance Superintendent
Fire Marshal
Geographic Information Systems Manager
Housing Coordinator
Landscape Architect
Library Automation Manager
Microcomputer Specialist
Open Space Coordinator
Police Captain
Principal Librarian
Principal Management Analyst
Principal Management Assistant
Principal Personnel Analyst
Principal Planner
Principal Community Development Specialist
Public Information Coordinator
Public Works Maintenance Superintendent
Public Works Coordinator
Purchasing Agent*
Redevelopment Coordinator
Risk Manager
Senior Accountant
Senior Animal Control Officer
Senior Civil Engineer
Senior Community Development Specialist
Senior Crime Analyst
Senior Librarian
Senior Management Assistant
Senior Park Supervisor
*Incumbent receives executive management fringe benefits.
Resolution No. 16514
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Senior Personnel Analyst
Senior Planner
Senior Public Works Supervisor
Senior Recreation Supervisor
Supervising Construction Specialist
Supervising Evidence Technician
Systems and Program Manager
Traffic Engineer
Transit Coordinator
Volunteer Coordinator (NIC)
B. Fringe Benefits
1) The City will pay the full 7% of the employee's contribution to the Public Employees
Retirement System.
2) Deferred Compensation Plans -
a. Employees in the Middle Management Group may participate in the City's approved
deferred compensation plans.
b. There will be a cap of 25% of the adjusted flex plan balance which may be used for
deferred compensation, provided the employee has contributed a like amount
during the fiscal year.
3) Flexible Benefit Plan
Effective 7/1/91, the Middle Management Group will receive $5,215 each annually to
be used for the purchase of employee benefits as specified in the CVEA Memorandum
of Understanding for FY 1990-93, and any additional uses approved by City Council.
4) Long Term Disability Insurance or PORAC - The City assumes payment of the full cost
of long-term disability insurance for middle management positions.
5) Professional Enrichment
$17,000 will be sent aside, outside the flex plan, for professional enrichment, such as
extra conferences and training, for the exclusive use of middle managers.
6) City pays for life insurance policy in the amount of $47,000 each.
7) The PEILS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
8) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Service Rules, Chapter 2.00, Section 2.02.
9) Vacation - Middle Management positions will earn ten days vacation per year in the first
through fourth year of continuous employment, fifteen days vacation per year in the fifth
through fifteenth year of continuous service, and twenty days per year after completion
of fifteen years of continuous service. No more than three years vacation may remain
Resolution No. 16514
Page 13
on the books by the end of the last pay period in the calendar year, and any time in
excess of the three year limitation as of the cutoff date will be lost.
10) Administrative Leave - The Middle Management Group will receive 40 hours
administrative leave each fiscal year. Administrative leave may be accumulated from
year to year. At the discretion of the department head, certain middle managers may
be recommended by their department head for up to an additional 16 hours
administrative leave, subject to the approval of the City Manager.
11) Holidays - The Middle Management Group will be credited 32 hours annually for
floating holidays. The City will be closed on the following holidays: Independence Day,
Labor Day, Thanksgiving, DayAfter Thanksgiving, Christmas, NewYear's Days, Memorial
Day.
12) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
13) Bilingual Pay - $35 per month if eligible.
Exceptions to the above apply to certain Middle Managers, as follows:
1) Suppression Battalion Chiefs will receive 96 hours holiday pay in lieu of all holidays.
Fire Marshal and Non-Suppression Battalion Chiefs will receive the same floating and
hard holiday benefits as other middle managers.
2) Overtime - Suppression Battalion Chiefs will earn straight time for actual overtime
worked. The Non-Suppression Battalion Chiefs will earn straight time for overtime
worked when filling in for a Suppression Battalion Chief on holidays or weekends.
3) Sick Leave and Vacation Accruals for the Suppression Battalion Chiefs will be in
accordance with the 1990-93 Memorandum of Understanding with the International
Association of Firefighters Local 2180.
C. Miscellaneous - The following provisions of the FY 1990~93 CVEA Memorandum of
Understanding shall apply to the Middle Management Group:
Section 2.01B - Acting pay
Section 2.01C - Job Sharing
Resolution No. 16514
Page 14
III. UNREPRESENTED GROUP
A. Membership
Secretary to the Mayor/City Council
Secretary to the City Attorney
Executive Assistant to the City Manager
Secretary to the City Managers Office
Confidential Administrative Secretary
QWL/Training Coordinator
Personnel Analyst
Risk Analyst
Personnel Technician
Secretary to the Redevelopment Agency
Secretary to the Planning Commission
B. Fringe Benefits
1) The City will pay the full 7% of the employee's contribution to the Public Employees
Retirement System.
2) Flexible Benefit Plan
Effective 7/1/91, the Unrepresented Group will receive $4,985 each annually to be used
for the purchase of employee benefits as specified in the CVEA Memorandum of
Understanding for FY 1990-93, and any additional uses approved by City Council.
3) Professional Enrichment
A total of $2,250 will be set aside, outside the flex plan, for professional enrichment.
4) City pays for life insurance policy un the amount of $17,000 each. An additional $3,000
group term life insurance policy is included in the flexible benefits plan.
5) The PERS 1959 Survivors Benefit employee premium cost per month will be paid by the
City.
6) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in
the Civil Senrice Rules, Chapter 2.00, Section 2.02.
7) Vacation - Unrepresented positions will earn ten days vacation per year in the first
through fourth year of continuous employment, fifteen days vacation per year in the fifth
through fifteenth year of continuous service, and twenty days per year after completion
of fifteen years of continuous service. No more than three years vacation may remain
on the books by the end of the last pay period in the calendar year, and any time in
excess of the three year limitation as of the cutoff date will be lost.
8) Holidays - The Unrepresented Group will be credited 32 hours annually for floating
holidays. The City will be closed on the following holidays: Independence Day, Labor
Day, Thanksgiving, Day After Thanksgiving, Christmas, New Year's Day, Memorial Day.
9) Mileage Reimbursement - as specified in CVEA Memorandum of Understanding.
Resolution No. 16514
Page 15
10) Bilingual Pay - $35 per month if eligible.
11) Deferred Compensation Plans -
a. Employees in the Unrepresented Group may participate in the City's approved
deferred compensation plans.
b. There will be a cap of 25% of the adjusted flex plan balance which may be used for
deferred compensation, provided the employee has contributed a like amount
during the fiscal year.
12) Long Term Disability Insurance or PORAC - The City assumes payment of the full cost
of long-term disability insurance for the unrepresented positions.
13) Miscellaneous - The following provisions of the FY 1990-93 CVF)t Memorandum of
Understanding shall apply to the Unrepresented Group:
Section 2.01B - Acting Pay
Section 2.01C - Job Sharing
Section 2.22 - Career Advancement
Resolution No. 16514
Page 16
ATTACHMENT 5
Effective 1/1/92
Classification Percentage Increase
Executive Assistant to City Manager 1%
Secretary to City Attorney 1%
Secretary to Planning Commission 1%
Secretary to Redevelopment Agency 1%
Secretary to City Manager's Office 3.9%
Resolution No. 16514
Page 17
PASSED, APPROVED and ADOPTED by the City Council of the City of Chula
Vista, California, this 25th day of February, 1992, by the following vote:
YES: Councilmembers: Grasser Horton, Malcolm, Moore,
Rindone, Nader
NOES: Councilmembers: None
ABSENT: Councilmembers: None
ABSTAIN: Councilmembers: None
Tim Nader,~ l(a'yor
ATTEST:
everly }(. ~uth~let, cit9 Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN DIEGO ) ss.
CITY OF CHULA VISTA )
I, Beverly A. Authelet, City Clerk of the City of Chula Vista, California, do
hereby certify that the foregoing Resolution No. 16514 was duly passed, approved,
and adopted by the City Council held on the 25th day of February, 1992.
Executed this 25th day of February, 1992.
Beverly A4'.Authelet, City Clerk