HomeMy WebLinkAboutReso 2015-149 RESOLUTION I�'O. 201�-149
RESOLUTION OF THE CITY COLT'CIL OF THE CITY OF
CHiiLA VISTA .APPROVING (1) THE ?.I�4ENDED
COA7PE\iSATION SUMMARY FOR ALL UI�TREPRESEI�TTED
EMPLOY'EES AI�'D ELECTED OFFICIALS. II�'CLUDING
AUTHORIZATION FOR THE M.AI'OR TO EXECUTE A?�TY
NECESSARY CONTRACT AA4END?�4ENTS TO 11�4PLEA�ENT
SAID AMENDED COMPENSATIOI�' SUD4M.ARY (2) AND
CESSATION OF PAYMENT BI' ELECTED OFFICIALS.
EXECUTIVES. AI�TD SEI�TIOR A4ANAGERS. O\' EMPLOYER
SIDE. FOR OPTIONAL BENEFITS AS A RESULT OF
TERMINATION OF EMPLOYER PAID MEMBER
CONTRIBUTION FOR ELECTED OFFICIALS. EXECUTNES.
Ai�TD SE?�TIOR AIANAGERS
��'HEREAS: the Cit�� has set forth the compensation for all unrepresented employees and
elected officials as set forth in a Compensation Summan� via prior resolution; and
V�'HEREAS. the Cit}� desires to amend the Compensation Summary for all unrepresented
and elected officials ("Amended Compensation Summan� ') to, i�a�er alia, reflect correspondin�
salan� and benefit changes as set forth in the Amended Compensation Summan� attached to the
related staff report; and
W�I-IEREAS, the City presently pays 8% (and 9% for public safet��), on emplo}�ee side,
for retirement benefits for Elected Officials. Executives. and Senior Managers. resultin� in
Employer Paid Member Contributions (`EPA4C"); and
��'HEREAS. Elected Officials, Executives. and Senior Managers presentl}� pa��, on the
employer side, 8% (9% for public safet��) for CaIPERS optional benefits: and
WHEREAS, the Cit}�: pursuant to Govemment Code section 20691. �ill cease to paq 8%
(9% for public safet}), on the emplo��ee side, for retirement benefits for Elected Officials,
Executi��es, and Senior Managers, resulting in 8% (9% for public safet}�) pa}�ment by Elected
Officials; Executi��es, and Senior A4anaeer, on the emplo�ee side. for employee contributions for
retirement benefits (�vhich thep had not been required to pa}�) and the cessation of En4PC
(`Termination of EA4PC"): and
V�'HEREAS, in light of the City's "Termination of E�4PC" for Elected Officials,
Eaecutives_ and Senior Managers, Elected Officials, E�ecutives. and Senior Managers
correspondingl�� shall norbe required to pav 8% (9% for public safet}�) for optional benefits.
Resolution No. 2015-149
Page No. 2
NOW; THEREFORE, BE IT RESOLVED by the City Council of the Ciry of Chula
Vista. that it hereby does (1) approve cession of payment by Elected Officials, Executives, and
Senior Managers of 8% (9% for public safety) for optional benefits in light of the "Termination
of EPMC" and (2) also approves the Amended Compensation Summary (Exhibit 1 — Amended
Compensation Summar}�), including authorization far the Mayor to execute any necessary
contract amendments to implement said Amended Compensation Summary, and it shall continue
in full force and effect until subsequent amendment by City Council.
Presented by Approved as to form by
;� �� ,
ary albe len R. Go gins�
City Manager �ty Atto�y
PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista,
California, this 16th day of June 20]5 by the following vote:
AYES: Councilmembers: Aguilar, Bensoussan, McCann, Miesen and Salas
NAYS: Councilmembers: None
ABSEI�'T: Councilmembers: None
, !/`�/
Mary Sa , Mayor
ATTEST:
Donna R. Norris, MC, City Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN DIEGO )
CITY OF CHULA VISTA )
I, Donna R. Norris, City Clerk of Chula Vista, Califomia, do hereby certify t'hat the foregoing
Resolution No. 2015-]49 was duly passed, approved, and adopted by the City Council at a
regular meeting of the Chula Vista City Council held on the 16th day of June 2015.
Executed this 16th day of June 201�.
�� � ,.��
Dom�a R. Norris, CMC, City Clerk
Resolution No. ?01�-1�9
Paee I�'o. 3
Exhibit 1
COMPENSATION SUMMARY FOR EXECUTIVE MANAGEMENT,
SENIOR MANAGEMENT, UNCLASSIFIED MIDDLE MANAGEMENT/PROFESSIONAL,
CONFIDENTIAL MIDDLE MANAGEMENTIPROFESSIONAL, UNCLASSIFIED
CONFIDENTIAL, CONFIDENTIAL CLASSIFIED, MAYOR, COUNCIL, CITY ATTORNEY AND
UNCLASSIFIED HOURLY EMPLOYEES
FISCAL YEAR 2015-2016 and 2016-2017 (expires June 30, 2017)
I. EXECUTIVE MANAGEMENT GROUP
(ALL EMPLOYEES °ROVlDEQ FO° IN THIS GROUP ARE FLSA-EXEMPT)
A. SALARY 8 WAGES
1. Salary Increases
a. For Fiscal Year 2015-2016 —effective June 20, 2015:
i. All Executive positions except the Chief of Police, shall receive a 1%
salary adjustment.
ii. The Chief o� Police shall receive a 2% salary adjustment.
iii. Effectiv2 Dec2mber 25, 2015, all Executive positions shall receive a
1% salary adjustment.
b. For Fiscal Year 2016-2017
i. Effective June 24, 2016:
1. All Executive positions except the Chief of Police, shall receive a
2°/o salary adjustment.
2. The Chief of Police shall receive a 3% salary adjustment.
B. BENEFITS
1. Deferred Compensation Plan
457 plan - Employees in the Executive Group may participate in the City's
approved deferred compensation plans.
2. Cafeteria Plan
a. In calendar year 2015, Executive Managers will receive 516,300 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 pian
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 caf2teria plan year.
Page 1 of 28
Resolution No. 20]�-149
Page No. 4
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.
d. The Flex Beneft Amount for Employee Only, those with coverage outside of
the City, and those employees covered by another City Employee is fixed at
the amount provided in the calendar year 2013 (�15,162). The flex amount
for Employee+1 and Employee+Family will be adjusted under the current
50/50 cost sharing formula.
3. Short/Long Term Disability Insurance
The City will pay the full cost of the shortllong-term disability insurance premium
for Executive Managers.
4. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering
a blended healthcare rete for employees hired after January 1, 2011.
5. Life Insurance
City pays for a Group Term Life and AD&D insurance policy with coverage in the
amount of�50,000 per employee.
6. Retirement
The City will provide to unrepresented members retirement benefts 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
* Effective 04/22/2011
*' Effective 01/01/2013
Page 2 of 28
Resolution?�'o. 201�-1�9
Pase No. �
Tier 1: Local Miscellaneous 3°/, (a� 60 and Local Safetv 3% (o� 50
Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%,
which will be applied to the employee contribution to CaIPERS.
Local Saf2ty unrepresented employe=s in Tier 1 shall contribute 9%, which will
be applied to the employee contribution to CaIPERS.
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 55,000
J. Prior S=rvice Credit
Tier 2: Local Miscellaneous 2°/, (o� 60 and Local Safetv 3°/, (o� 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°/o, 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 S5,000
J. Prior Service Credit
Tier 3: Local Miscellaneous 2% Ca) 62 and Local Safetv 2.7% (a� 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.
Page 3 of 28
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Resolution No. 2015-149
Paee No. 6
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
beneft will be paid by the City.
E. Militarv SPrvic? 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 Beneft �5,000
J. Prior Service Credit
7. 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
empioyee is disabled, the employee shall not be entitled to use any remaining
sick leave to cover absences beyond their FMLA entitiement. 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.
8. Sick Leave
Sick leave shall accrue and be reimbursed as designated in the Civil Service
Rules.
9. Annual Leave
a. Executive Managers shall earn five weeks (25 days) annuai 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 three (3) weeks
, accrued annual leave each fiscal year.
10.Holidays
a. Executive Managers will be credited 24 hours each flscal 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.
� 11.Administrative Leave
Page 4 of 28
.�-
Resolution?vo. 201�-1�9
Pase tvo. 7
Executive Managers will receive ninety-six (96) hours of Administretive Leave
each fiscal year.
12.Mileag2 Reimbursement
Employees in this unit shall be subject to a mileage reimbursement program
wh=n 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.Saverance 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 insuranc2 payments. The aforementioned
severance pay shall not be reduc2d 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.
14.Special Assignment Pay .
Executive Managers may receive up to 10% additional compensation when
assigned by the City Manager to a special project.
15.Educational and Uniform Allowances
The Chief of Police and Fire Chief will be provided with the uniform allowance
and educational differentials as specified in the POA and IAFF MOUs
respectively.
Paoe 5 0�28
Resolution No. 201�-149
Page No. 8
II. SENIOR MANAGEMENT GROUP
(ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT)
A. SALARY & WAGES
1. Salary Increases
a. For Fiscal Year 2015-2016
i. Effective June 26, 2015:
1. All Senior Managers positions, except Police Captain, shall receive
a 1% salary adj�,stment.
2. Police Captain shall receive a 2% salary adjustment.
ii. Effective December 25, 2015, all Senior Manager positions shall
receive a 1% salary adjustment.
b. For Fiscal Year 2016-2017
i. Effective June 24, 2016:
1. All Senior Manager positions, except Police Captain, shall receive
a 2% salary adjustment.
2. Police Captain shall receive a 3% salary adjustment.
B. BENEFITS
1. Deferred Compensation Plan
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 2015, Senior Managers will receive �14,900 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 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 wili 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 Pian 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
Page 6 of 28
Resolution I�ro. 301�-1�9
Pase No. 9
notified within 30 days that the employee has involuntarily lost the alternative
coverage.
d. The Flex Benefit Amount for Employee Only, those with coveraae outside of
the City, and those employees covered by another City Employee is fixed at
the amount provided in the calendar year 2013 (513,752). The flex amount
for Employee+� and Employee+Family will be adjusted under the current
50/50 cost sharing formula.
3. Short/Long Term Cisabil Y Insurence
The City will pay the full cost of the short/long-term disability insurance premium
for Senior Managers.
4. Retiree Healthcare
The Ciry will no longer provide for subsidized retiree health care rates by offering
a biended healthcare rate for employees hired after January 1, 2011.
5. Life Insurance
City pays for a Group Term Life and AD&A insurance policy with coverage in the
amount of SSO,OOO.per employee.
6. Retirement
The Ciry 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
' Effective 04/22/2011
"Effective 01/01l2013
Tier 1: Local Miscellaneous 3% (a� 60 and Local Safetv 3% Ca? 50
Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%,
which will be applied to the employee contribution to CaIPERS.
Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will
. be applied to the employee contribution to CaIPERS.
The following is a summary of Tier 1 CaIPERS contract provisions:
Page 7 ot 28
Resolution No. 201�-149
Page No. 10
A. One-Year Final Compensation
B. Post-Retirement Survivor Aliowance
C. Credit for Unused Sick Leave
D. 4th Level 1959 Survivor Beneft.
E. Military Service Credit as Prior Service
F. Cost of Living Aliowance (2%)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Beneft for Spouse
I. Retired Death Benefit �5,000
J. Prior Service Credit
Tier 2: Local Miscellaneous 2% (c� 60 and Local Safetv 3% Ca� 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% Co? 62 and Local Safetv 2.7% (a� 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 34Q known as the California Public
Employees' Pension Reform Act of 2013, the foliowing 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.
. Page 8 of 28
- -- .... _ . _ . _
Resolution No. ZOl�-149
Paee No. 1 1
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 S5,000
J. Prior Service Credit
7. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety empioyee for disabili'ry
retirement, or uper. :h° irdependent determination of PERS 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 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.
8. Sick Leave
Sick leave shall accrue and be reimbursed as designated in the Civil Service
Rules
9. 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) annual 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 three (3) weeks of accrued
annual leave each fiscal year.
10.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 Jr.'s Birthday, Cesar Chavez Day,
Memorial Day. �
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 efrect at the time
reimbursement is requested, as permitted by law.
Page 9 of 28
Resolution No. 201�-149
Paee No. 12
12.Administrative Leave
Senior Managers will receive (ninety-six) (96) hours of Administrative Leave each
fiscal year.
13.Special Assignment Pay
Senior Managers may receive up to 10% additional compensation when
assigned by the City Manager to a special project.
14.Uniform Allowances and Educational Differentials
Sworn public safety Senior Managers will be provided with the uniform allowance
and educational differentiais as specified in the appiicable public safety MOU.
15.Professional Enrichment
Senior Managers are eligible to participate in the City's Professional Enrichment
Program. The annual Professional Enrichment allocation for Senior Managers of
525,000 is for exclusive use by members of the Senior Management group for
conferences and training. An employee is eligible to receive up to $2,000 per
fiscal year for professional enrichment. Funds may be used at any time during
the fscal year. Fiscal year reimbursements under the City's "Professional
EnrichmenY' will be closed the second Thursday in June. Employees may
request reimbursement for professional enrichment 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 reimbursement.
Reimbursements are on a first come, first serve basis until the funds have been
exhausted.
Page �0 of 28
Resolution No. 201�-1�9
PaEe No. 13
III. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENTI PROFESSIONAL
GROUP — ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT;
CONFIDENTIAL MIDDLE MANAGERS/PROFESSIONALS ARE CLASSIFIED
UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN ATTACHMENT
1 — GROUP MEMBERSHIP LISTING.
A. SALARY & WAGES
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 be 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 remaining in 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. 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
Paae i 1 of 28
_.
Resolution No. 201�-149
Page No. 14
Local Safety 2.7% @ 57
' Effective 04/22l2011
"Effective 01/01/2013
Tier 1: Local Miscellaneous 3°/, (o� 60 and Local Safetv 3% (o) 50
Local Miscellaneous unrepresented employees in Tier 1 shall contribute 8%,
which will be applied to the employee contribution to CaIPERS.
Local Safety unrepresented employees in Tier 1 shall contribute 9%, which will
be applied to the employee contribution to CaIPERS.
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
Tier 2: Local Miscellaneous 2% (a� 60 and Local Safetv 3% (o� 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°/o)
G. Post-Retirement Survivor Allowance Continuance
H. Pre-Retirement Death Benefit for Spouse
I. Retired Death Beneft �5,000 ,
J. Prior Service Credit
Page 12 of 28
Resolution No. 201�-149
Pase No. 1�
Tier 3: Local Miscellaneous 2% (a� 62 and Local Safetv 2.7% (rD 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. Thre�i�cBi �iiici Compensation
B. Post-Retirement Survivor Allowance
C. Credit for Unused Sick Leave
D. 4th Levei 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 55,000
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 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 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 o�cers.
5. 457 Plan — Deferred Compensation Plans
Employees in the Unclassified and Confidential Middle ManagemenUProfessional
Group may participate in the City's approved deferred compensation plans.
6. Cafeteria Plan
a. In calendar year 2015, each Unclassified and Confidential Middle
Manager/Professional will receive S13,900 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- 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.
Page �3 of 28
Resolution I�'o. 201�-]49
Paee No. 16
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 Beneft Pian" contribution
to other available City Flex options. Any employee married to another
benefted 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 enroliment 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.
d. The Flex Benefit Amount for Employee Only, those with coverage outside of
the City, and those employees covered by another City Employee is fixed at
the amount provided in the calendar year 2013 ($12,762). The flex amount
for Employee+� and Employee+Family will be adjusted under the current
50/50 cost sharing formula.
7. Life Insurance
City pays for a group term life insurance policy with coverage in the amount of
�50,000 per employee.
8. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by
offering a blended healthcare rate for employees hired after January 1, 2011.
9. Short/Long Term Disability Insurance
The City will pay the full cost of the short/long-term disability insurance premium
for middle management positions.
10.Professional Enrichment
The Unclassified and Confidential Middle Managers/Professionals are eligible to
participate in the City's Professional Enrichment Progrem. The annual
Professional Enrichment Fund allocation for Unclassified and Confidential
Professional Enrichment Fund of $15,600 is for exclusive use by members of the
Unclassifed and Confidential Middle ManagemenUProfessional group for
conferences and training. An employee is eligible to receive up to �1,000 per
fscal year for professional enrichment. Funds may be used at any time during
the fscal year. Fiscal year reimbursements under the City's "Professional
EnrichmenY' will be closed the second Thursday in June. Employees may
request reimbursement for professional enrichment expenses in accordance with
Internal Revenue Code Section 132, or any other applicable state and federal
law. Employees must receive approval from their Appointing Authoriry and the
City Manager's designee before funds ma,y be claimed for reimbursement.
Reimbursements are on a first come, first serve basis until the funds have been
� exhausted.
Page 14 of 28
Resolution tvo. 201�-149
Paee I�'o. 17
11.Sick Leave Reimbursement
Sick leave shall accrue and be reimbursed as designated in the Civil Service
Rules.
12.Annual Leave
a. Unclassified and Confidentiai Middle Managers/Professionals will earn hvo
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
nfth through ninth year of continuous service, four weeks annual leave (20
days) per year ir� t��a tar�ih 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 hours of accrued annual leave two times per fiscal year in
40 hour increments.
13.Administretive Leave
Unclassified and Confidential Middle Managers/Professionals, will receive eighty-
eighty (88) hours of Administrative Leave each fiscal year.
14.Holidays
a. Unclassified and Confidential Middle Managers/Professionals will receive 24
hours each fiscal year for floating holidays (Lincoln's and Washington's
Birthdays, and Admission Day).
b. The City wiil be closed on the following hard holidays: Independence Day,
Labor Day, Veterans Day, Thanksgiving, Day After Thanksgiving, Christmas,
New Year's Day, MaRin Luther King Jr.'s Birthday, Cesar Chavez Day,
Memorial Day.
15.Mileage Reimbursement
Unclassified and Confidential Middle Managers/Professionals shail 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 iaw.
16.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.
17.Bilingual Pay
Those Unciassified and Confidential Middle Managers/Professionals who, upon
_ recommendation of their Department Head, approval of the Director of Human
Resources, and successful completion of a bilingual performance evaluation will
receive S100 per month in addition to their regular pay on the condition that they
Page 15 of 28
_ ..
Resolution No. 201�-]49
Page No. 18
continuously utilize their bilingual skilis in the performance of their duties effective
the first full pay period after adoption.
18.Special Assignment Pay
Unclassifed and Confdentiai Middle Managers/Professionals may receive up to
10% additional compensation when assigned by the City Manager to a special
project.
Page �6 of 28
Resolution No. 201�-1�9
Pase I�'o. 19
IV. CONFIDENTIAL GROUP — ARE CLASSIFIED UNREPRESENTED EMPLOYEES
UNLESS OTHERWISE NOTED IN ATTACHMENT 1 — GROUP MEMBERSHIP
LISTING.
A. SALARY 8 WAGES
B. BENEFITS
1. Retirement
The Ciry 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 foliowing 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°/o @ 57
' Effective 04l22/2011
"Effective 01/01/2013
Tier 1: Local Miscellaneous 3% Ca? 60 and Local SafeN 3% Ca? 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 shali 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 55,000
Page 17 of 28
_... . . __ _ .
Resolution No. 2015-149
Pa�e No. 20
J. Prior Service Credit
K. Employer Paid Member Contributions reported as earnings
Tier 2: Local Miscellaneous 2% Ca) 60 and Local Safetv 3% lo� 55
Local Miscellaneous unrepresented employees in Tier 2 shall contribute 7%,
which will be applied to the employee contribution to CaIPERS.
Local Safety unrepresznted 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% (a� 62 and Local Safetv 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 Beneft �5,000
Page 16 of 28
Resolution No. 201�-149
Paee I�'o. 21
J. Prior Service Credit
2. Termination of Sick Leave Balances
Upon either acceptance of an application by a Safety employee for disabiliry
retirement, or upon the independent determination of CaIPERS that a non-safety
employee is disabled, the empioyee 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 !he employee's righ;s 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 2015, each Confidential Employee will received 513,524 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 annuai 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 Pian aliotment wiil 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.
d. The Flex Benefit Amount for Employee Only, those with coverage outside of
the City, and those employees covered by another City Employee is fixed at
the amount provided in the calendar year 2013 (512,386). The flex amount
for Employee+l and Employee+Famity will be adjusted under the current
50/50 cost sharing formula.
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. Retiree Healthcare
Page 19 of 28
Resolution No. 2015-149 �
Page No. 22
The City will no longer provide for subsidized retiree health care rates by offering
a blended healthcare rate for employees hired after January 1, 2011.
7. Professional Enrichment
The Confidential Empioyees Professional Enrichment Fund of �6,250 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 EnrichmenY' will be closed the
second Thursday in June. Employees may request reimbursement for
professional enrichmen? 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 reimbursement. Reimbursements are on a first
come, first serve basis until the funds have been exhausted.
8. Life Insurance
City pays for a Group Term Life and AD&D insurance policy with coverage in the
amount of�50,000 per employee.
9. Sick Leave
Sick leave shall accrue and be reimbursed as designated in the Civil Service
Rules.
10.Annual Leave
a. Employees will accrue 80-hours during the frst through fourth years of
service (cumulative to a total leave balance of 240-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 360-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 480-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 600-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.
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.
Page 20 of 28
Resolution No. 201�-1�9
Pase No. 23
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 shali 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 actuai time not
worked to the nearest quarter hour. Absences may not be charged to
vacation not already accumuiated.
11.Holidays
a. Confidential employees will receive 24 hours each fiscai 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, Memoriaf Day.
12.Administration Leave
Confidential employees will receive forry (40) hours oi Adminisirative Leave each
fiscal year.
13.Mileage Reimbursement
Employees in this unit shall be subject to a miieage 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.
14.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 continuousiy use their
bilingual skilis in the performance of their duties, wiil receive 5100 per month in
addition to their regular pay effective the first full pay period after adoption.
Page 2� of 28
_ _ . _
Resolution No. 201�-149
Page No. 24
15.Special Assignment Pay
Confdential 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."
16.Out-of-Class Assignment
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% abo�e 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.
17.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.
Page 22 of 28
Resolution?�'o. 201�-149
Pase No. 2�
V. MAYOR, COUNCIL AND CITY ATTORNEY
A. SALARY 8 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 pians will be set at the Ievel 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 Ciry 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.
The Flex Benefit Amount for Employee Only, those with coverege outside of the
City, and those employees covered by another City Employee is fixed at the
amount provided in the calendar year 2013 (515,162). The flex amount for
Employee+l and Employee+Family will be adjusted under the current 50/50 cost
sharing formula.
2. Retiree Healthcare
The City will no longer provide for subsidized retiree health care rates by offering
a blended healthcare rate for employees hired after January 1, 2011.
3. Auto Allowance
' The Mayor may elect to receive a monthly auto allowance up to 51,000. Council
members may elect to receive a monthly auto allowance of up to 5550. The
allowance is contingent upon evidence of adequate auto insurance.
4. Travel Reimbursements
The Mayor and Councii 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.
Page 23 of 28
Resolution No. 201�-149
Page No. 26
5. Stipends
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.
Page 24 of 28 -
Resolution\o. 201�-149
Paee ?�o. 27
VI. UNCLASSIFIED HOURLY EMPLOYEES
A. SALARY 8 WAGES
1. Salary Increase
a. Starting July 12, 2013, those UCHR position titles that match a bargaining
unit classification title shall receive a salary adjustment equivalent to the
position it matches.
B. BENEFITS
1. Retirement
a. UCHR employees are enrolled in the Public Agency Retirement System
Alternate Retirement Systems (PARS-ARS)
b. The City pays 3.75% of the employee's salary into the employee's PARS-
ARS account.
c. Eech pay period 3.75% will be deducted from the employee's salary and
deposited to the employee's PARS-ARS account.
2. Sick Leave
Sick Leave shall accrue pursuant to the Health Workplace, Health Family Act of
2014 (AB 1522).
ATTACHMENTS:
1. GROUP MEMBERSHIP LISTING
Page 25 of 28
_ .
Resolution No. 2015-149
Page No. 28
ATTACHMENT 1 — GROUP MEMBERSHIP LISTING
The following shows the classifications assigned to each group as of June 2015.
A. EXECUTIVE MANAGEMENT GROUP'
City Manager (Contract)
City Clerk (Contract)
Assistant City Manager
Chief of Police
CBAG Executive Director
Deputy Ciry Manager
Development Services Department Director
Director of Economic Development
Director of Finance
Director of Human Resources
Director of Information Technology Services
Director of Library
Director of Public Works
Director of Recreation
Fire Chief
Senior Assistant City Attorney
B. SENIOR MANAGEMENT GROUP�
Administrative Services Manager
Animal Care Facility Administrator
Assistant City Attorney
Assistant City Clerk
Assistant Director of Development Services
Assistant Director of Engineering
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works
Budget and Analysis Manager
Building Offcial/Code Enforcement Manager
CBAG Deputy Director-SD LECC
CBAG Deputy Executive Director
CBAG Director- IV LECC
CBAG Director-SD LECC
Deputy City Attorney III
Deputy Fire Chief
FA Director of SD LECC
FA Program Manager
Finance and Purchasing Manager
Housing Manager
. Human Resources Operations Manager
Information Technology Manager
Marketing and Communications Manager
Page 26 of 28
Resolution 1�'0. 201�-149
Paae No. 29
Performance and Organizational Dev>lopment Manager
Planning Manager
Police Administrative Services Administrator
Police Captain
Risk Manager
Treasury and Business Manager
C. UNCLASSIFIED AND CONFIDENTIAL MIDDLE MANAGEMENT/PROFESSIONAL
GROUP'
Benefits Manager MM-Confidential
Chief of Staff MM-Unclassified
Constituent Services Manager Professional-Unciassified
Deputy City Attorney I Professional-Unclassified
Deputy City Attorney II Professional-Unclassified
Deputy City Clerk I Professional-Unciassified
Deputy City Clerk II Professional-Unclassified
FA Geospatial Intel Analyst Professional-Unclassified
FA Microcomputer Specialist . Professional-Unclassified
FA NeN✓ork Administrator I Professional-Unclassified
FA Network Administrator II Professional-Unclassified
FA Program Analyst Professional-Unclassified
FA Information Security Program Manager MM-Unclassified
FA LECC IT Manager MM-Unclassified
FA Senior Intelligence Analyst Professional-Unclassified
FA Supervisory Intelligence Analyst Professional-Unclassified
Fire Division Chief MM-Unclassified
Fiscal and Management Malyst Professional-Confidential
Human Resources Analyst Professional-Confidential
Law O�fice Manager MM-Unciassified
Policy Aide Professional-Unclassified
Principal Human Resources Analyst Professional-Confidentiai
Principal Management Analyst (Budget) 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 Professionai-Uncfassified
D. CONFIDENTIAL GROUP'
Accountant
Accounting Technician (Finance/Payroll)
Administrative Secretary
Administrative Secretary (Mayor's O�ce/At-Will) Confidential-Unclassified
Associate Accountant
. Executive Secretary Confidential-Unclassified
FA Accounting Technician Confidential-Unclassified
FA Administrative Analyst I Confidential-Unclassified
Page 27 oi 28
, .
Resolution No. 201�-149
Page No. 30
FA Administrative Analyst II Confdential-Unclassified
FA Analyst Confidential-Unclassified
FA Executive Assistant Confdential-Unclassifed
FA Graphic DesignerNVebmaster Confdential-Unclassified
FA Intelligence Analyst Confidential-Undassified
FA Management Assistant Confdential-Unclassified
FA Program Assistant Confidential-Unclassified
FA RCFL Network Engineer Confidential-Unclassified
FA Senior Secretary Confidential-Unclassified
Huma^ RBSOUfCBS TOChnir.ian
Legal Assistant
Public Information Specialist
Senior Council AssistaM Confidential-Unclassified
Senior Legal Assistant
Senior Human Resources Technician
Senior Legal Assistant
' The City of Chula Vista�serves as a pass through�agency for the San Diego and Imperial Counties High Intensity Drug
Trafficking Area (HIDTA); HIDTA positions(with the"CBAG"or"FA"tlesignation)shall receive the benefit package detailed for -
the Executive, Senlor, Midtlle ManagemenUProfessional Unclassified, and Confidential group in which the CBAG or FA
classifcation is designated. All HIDTA positions are unclassified.
Page 28 of 28