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HomeMy WebLinkAboutReso 2005-302 RESOLUTION NO. 2005-302 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING SALARY AND BENEFIT ENHANCEMENTS FOR THE CHULA VISTA EMPLOYEES ASSOCIATION, THE WESTERN COUNCIL OF ENGINEERS, AND ALL NON-REPRESENTED EMPLOYEES AND APPROPRIATING FUNDS THEREFOR WHEREAS, the Management Negotiation Team representing the City Of Chula Vista, acting for and on behalf of the City Council of the City of Chula Vista, have met and conferred with the Chula Vista Employees Association and the Western Council of Engineers, in accordance with the provisions of the Meyers-Milias Brown Act, California Government Code sections 3500 et seq; and WHEREAS, the Memorandums of Understanding jointly prepared by the parties as a result of meeting and conferring in good faith have been presented to the City Council and have been previously approved in concept by the City Council in closed session; and WHEREAS, the salary and benefit provisions of the Memorandums of Understanding were ratified by a vote of the membership of the Chula Vista Employees Association and the Western Council of Engineers on July 20, 2005 and July 12, 2005 respectively; and WHEREAS, pursuant to Council direction, staff has developed a pay and benefits plan for Executive Managers, Senior Managers, Middle Managers, Confidential Employees, the Mayor and Council, and Unclassified Hourly Employees which provides for salary and benefit enhancements over the next five years; and WHEREAS, said pay and benefit plan has been presented to the City Council and has been previously approved in concept 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 salary and benefit provisions of the Memorandum of Understanding with the Chula Vista Employees Association as reflected in Exhibit A. BE IT FURTHER RESOLVED that the City Council of the City of ChuIa Vista does hereby approve the salary and benefit provisions of the Memorandum of Understanding with the Western Council of Engineers as reflected in Exhibit B. BE IT FURTHER RESOLVED that the City Council of the City Of Chula Vista does hereby approve the pay and benefits plan for Executive Managers, Senior Managers, Middle Managers, Confidential Employees, the Mayor and Council, and Unclassified Hourly Employees as reflected in Exhibit C. Resolution No. 2005-302 Page 2 BE IT FURTHER RESOLVED that the City Council of the City Of Chula Vista does hereby approve additional salary adjustments for Middle Managers, Confidential Employees, and various positions represented by the Chula Vista Employees Association as reflected in Exhibit D. BE IT FURTHER RESOLVED that the personnel services budgets for all departments for Fiscal Years 2006 and 2007 are hereby amended by $1,067,350 and $1,469,355 respectively, based upon unanticipated property tax revenues and vehicle license fees and that funds be appropriated therefore in Fiscal Year 2006. BE IT FURTHER RESOLVED that the Human Resource Department's personnel services budgets for Fiscal Years 2006 and 2007 are hereby amended by $17,550 each year based upon unanticipated property tax revenues and funds appropriated therefore in Fiscal Year 2006. Presented by Approved as to form by id\~~ Edward Van Eenoo Budget and Analysis Director ~~<M~~'f~~ Ann Moore City Attorney Resolution No 2005-302 Page 3 PASSED, APPROVED, and ADOPTED by the City Council of the City ofChula Vista, California, this 13th day of September, 2005, by the following vote: AYES: Councilmembers: Castaneda, McCann, Rindone, and Padilla NAYS: Councilmembers: None ABSENT: Councilmembers: Davis fi~<0iL Stephen C. Padilla, Mayor ATTEST: ~t..0~:&~ Susan Bigelow, MMC, City erk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) CITY OF CHULA VISTA) I, Susan Bigelow, City Clerk of Chula Vista, California, do hereby certify that the foregoing Resolution No. 2005-302 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 13th day of September, 2005. Executed this 13th day of September, 2005. , ~.u 6--L-1.J..e-~ Susan Bigelow, MMC, City rk Resolution No. 2005-302 Page 4 Exhibit A Summary of Proposed Base Salary and Benefit Enhancements for the Chula Vista Em .10 ees Association Unless otherwise noted, all benefit changes will be made retroactive to July 1, 2005. · CVEA employees will receive the following salary increases effective the pay period including January 1: Fiscal year 2006 3% Fiscal year 2007 3% Fiscal year 2008 4% Fiscal year 2009 4% Fiscal year 201 0 4% . Increase City provided life insurance to $50,000 per employee (effective January 1, 2006) · Increase vacation accruals to 4 weeks per year for employees with 10 to 14 years of service and 5 weeks per year for employees with 15 plus years of service. · Establish a retirement health savings account program to be funded by employee contributions of prospective annual leave not to exceed two weeks and/or by a one time contribution of all or a portion of accrued vacation upon separation or retirement, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning of open enrollment. The retirement health savings account program will begin on January 1, 2006 with elections to be made in October 2005 during open enrollment. · Convert Veteran's Day from a floating holiday to a hard holiday · Term of contract is 5 years with a re-opener during the third year to discuss base wages and additional funding mechanisms for the retirement health savings account program. · An increase of $500 for cafeteria plan allotments (effective January 1, 2006) · Equity adjustments, affecting the salary for 271 positions, based on the benchmark positions listed below. A summary of proposed changes are included as Exhibit D. Effective the pay period beginning August 19, 2005. . Equipment Mechanic . Senior Maintenance Worker . Plumber . Police Records Specialist . Public Works Supervisor Resolution No 2005-302 Page 5 Exhibit A . Equity adjustments to the following positions based on the benchmark position of Executive Secretary. A summary of proposed changes are included as Exhibit D. Effective the pay period beginning August 19, 2005. . Administrative Secretary . Administrative Technician . Nature Center Specialist . Salary adjustment for Building Inspector series to align with Public Works Inspector series. Effective the pay period beginning August 19, 2005. . Increase Professional Enrichment fund for CVEA from $57,000 to $71,950 . Requirement for vacation sell back eligibility decreases from 10 years of service to 5 years of service. . Increase uniform cleaning allowance from $75 to $175, and add Animal Control Assistant to list of eligible classifications. . Public Safety Officers will be on call during their lunch hour and will be compensated accordingly; this practice will follow the guidelines established for the Police Dispatchers. Effective the pay period beginning August 19, 2005. . Establish field training officer (FTO) pay at $2 per hour. Effective the pay period beginning August 19, 2005. . Increase safety shoe allowance from $125 to $150; increase safety shoe allowance for logger boots from $150 to $200. . Increase shift differential from $45 to $75 per pay period and reduce eligibility criteria from majority of pay period to majority of workweek. . Increase tool allowance from $425 to $500 annually and establish a tool allowance for Mechanic Assistants of up to $250 annually. . Provide $25 stipend for calls during off duty hours when an employee performs any type of work on behalf of the City. . The limit for special assignment pay will be increased from 5% to 15% Additional changes to working conditions will be brought forward with the adoption of the final Memorandum of Understanding. Resolution No. 2005-302 Page 6 Exhibit B Summary of Proposed Base Salary and Benefit Enhancements for the Western Council of En . ineers Unless otherwise noted, all benefit changes will be made retroactive to July 1, 2005. . WCE employees will receive the following salary increases effective the pay period including January 1 : Fiscal year 2006 3% Fiscal year 2007 3% Fiscal year 2008 4% Fiscal year 2009 4% Fiscalyear2010 4% . Increase City provided life insurance to $50,000 per employee (effective January 1, 2006) . Increase vacation accruals to 4 weeks per year for employees with 10 to 14 years of service and 5 weeks per year for employees with 15 plus years of service. . Establish a retirement health savings account program to be funded by employee contributions of prospective annual leave not to exceed two weeks and/or by a one time contribution of all or a portion of accrued vacation upon separation or retirement, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning of open enrollment. The retirement health savings account program will begin on January 1, 2006 with elections to be made in October 2005 during open enrollment. . Convert Veteran's Day from a floating holiday to a hard holiday. . Term of MOU is 5 years with a re-opener during the third year to discuss base wages and additional funding mechanisms for the retirement health savings account program. . Establish safety shoe allowance at $150. . Increase maximum reimbursement from professional enrichment fund to $1,000 annually. . Membership fees - the City will pay for one membership fee in any professional organization as requested in addition to any department-wide memberships. . Change the following titles: . Assistant Engineer I to Assistant Engineer . Assistant Engineer II to Associate Engineer Resolution No 2005-302 Page 7 Exhibit B . Civil Engineer to Senior Civil Engineer . The limit for special assignment pay will be increased from 5% to 15% Additional changes to working conditions will be brought forward with the adoption of the final Memorandum of Understanding. Resolution No. 2005-302 Page 8 EXHIBIT C COMPENSATION SUMMARY FOR EXECUTIVE MANAGEMENT, SENIOR MANAGEMENT, MIDDLE MANAGEMENT, CONFIDENTIAL, MAYOR AND COUNCIL, AND UNCLASSIFIED HOURLY EMPLOYEES FISCAL YEARS 2006, 2007, 2008, 2009, and 2010 I. EXECUTIVE MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. SALARY & WAGES 1. Salary Increases a. Executive Managers will receive the following salary increases effective the pay period including January 1: (i) FY 2006 3% (Ii) FY 2007 3% (iii) FY 2008 4% (iv) FY 2009 4% (v) FY 2010 4% B. BENEFITS 1. Deferred Compensation Plan a. 457 plan - Employees in the Executive Group may participate in the City'b approved deferred compensation plans. b. 401 (a) plan - Executive Managers, with the exception of the City Manager and City Attorney, will have an amount equal to 5% of their annual base salary deposited in a 401 (a) plan. One twenty-sixth of the calculated amount will be deposited for each full or partial pay period the Executive Manager is employed. There is a matching requirement to participate in the 401 (a) plan; the employee contribution amount is agreed upon by the Executive Management group and can not exceed the City contribution. c. 401 (a) plan - The City Manager will have an amount equal to 200% of the maximum dollar amount allowed under IRC section 457(b)(2)(A) as adjusted for cost of living adjustments described in IRC section 457(e)(15) deposited in a 401 (a) plan. The employee contribution is equal to the maximum dollar amount allowed under IRC section 457(b)(2)(A). d. 401 (a) plan - The City Attorney will have an amount equal to 100% of the maximum dollar amount allowed under IRC section 457(b)(2)(A) as adjusted for cost of living adjustments described in IRC section 457(e)(15) deposited in a 401 (a) plan. The employee contribution is equal to the maximum dollar amount allowed under IRC section 457(b)(2)(A). Resolution No 2005-302 Pag~: Cafeteria Plan a. In calendar year 2005, Executive Managers received $11,546 annually to be used for the purchase of approved employee benefits through the City's cafeteria plan. b. In the event of increases in health care plan premiums, the City will split the cost of the increase 50/50 with the employees. The annual cafeteria plan benefit allotment will be increased by one-half of the average cost increase for full family non-indemnity health plan premiums. The City's share of the increased cost will be added to the beginning cafeteria plan balance of the next available cafeteria plan year. 3. Retirement Health Savings Program a. Employees will be permitted to make an annual irrevocable election to contribute up to 80 hours, in 40-hour increments of prospective annual leave to the Retirement Health Savings program, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning of open enrollment. Efections must be made during the annual open enrollment process. b. Employees will be permitted to make a one-time irrevocable election to contribute all, or any portion of, their accrued annual leave to the Retirement Health Savings Program upon separation or retirement from City services. Elections must be made during open enrollment in the calendar year prior to retirement or separation. 4. Short/Long Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for Executive Managers. 5. Life Insurance City pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. 6. Retirement Retirement benefits are offered in accordance with the agreements established through CalPERS a. The fol/owing applies to aI/ Executive Managers except the Police Chief and Fire Chief who receive the same PERS Benefits as POA and IAFF respectively. The City pays the 8% employee contribution to the Public Employee's Retirement System for all Executive Managers. Benefit formula is based on 3% at 60 NOTE: b. Resolution No. 2005-302 Page 10 c. Sick Leave Credit - Any unused sick leave days will be converted to service credit at the rate of 0.004 years of service for each day of sick leave provided there is less than 120 days between the member' separation date and retirement date d. Military Credit - a member may elect to purchase up to four years of service credit for any continuous active military service prior to employment e. COLA 2% - Beginning the 2nd calendar year after the year of retirement, retirement and survivor allowances will be annually adjusted on a compound basis of 2% maximum. However, the adjustment may not be greater than the change in the Consumer Price Index. f. The City pays-the PERS 1959 Survivors Benefit Fourth Level employee premium cost. g. The final compensation is the average full time monthly pay rate for the highest 12 consecutive months of service h. Employer Paid Member Contributions (EPMC) reported as additional compensation. i. Post-Retirement Survivor Allowance - upon death of a retiree, a monthly allowance will continue to an eligible survivor as set forth under the California Government Code sections regulating the CalPERr benefits j. Death Benefit continues - provides the death benefits being paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry k. Retired Death Benefit $5,000 - upon the death of a retiree, a one-time lump sum payment of $5,000 will be made to the retiree's designated survivor(s), or the retiree's estate I. Prior service credit - This is service rendered by the employee prior to the effective date of the contract with CalPERS 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 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. Resolution No 2005-302 Pag13~ I Sick Leave Reimbursement 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) annual leave per fiscal year. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Executive Managers will have the option of selling back 2 weeks accrued annual leave each fiscal year. 10. Holidays a. Executive Managers will be credited 24 hours each fiscal year for floating holidays (Lincoln's and Washington's Birthdays, and Admission Day). b. The City will be closed on the following hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, the day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 11. Administrative Leave Executive Managers will receive (eighty) 80 hours of Administrative Leave each fiscal year. 12. Auto Allowance The City Manager may provide, at his or her discretion, an auto allowance of up to $550 per month for certain Executive Managers with the allowance contingent upon evidence of adequate auto insurance. The City Manager will receive a car allowance of $1,000 per month. 13. Severance Pay In the event an Executive Manager, except the City Manager and City Attorney, is terminated without cause, he or she shall receive compensation in a lump sum cash payment equal to nine (9) months of his or her annual salary and health insurance payments. In the event the City Manager or City Attorney is terminated without cause, he or she shall receive compensation in a lump sum cash payment equal to twelve (12) months of his or her annual salary and health insurance payments. 14. Special Assignment Pay Executive Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. Resolution No. 2005-302 Page 1215. Educational and Uniform Allowances The Police Chief and Fire Chief will be provided with the uniform allowanc and educational differentials as specified in the POA and IAFF MOU_ respectively. Resolution No 2005-302 Page 13 II. SENIOR MANAGEMENT GROUP (ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT) A. SALARY & WAGES 1. Salary Increases a. Senior Managers will receive the following salary increases effective the pay period including January 1: (i) FY 2006 3% (ii) FY 2007 3% (iii) FY 2008 4% (iv) FY 2009 4% (v) FY 2010 4% B. BENEFITS 1. Deferred Compensation Plan a. 457 plan - Employees in the Senior Management Group may participate in the City's approved deferred compensation plans. b. 401 (a) - Senior Managers will have an amount equal to 2% of their annual base salary deposited in a 401(a) plan. One twenty-sixth of the calculated amount will be deposited for each full or partial pay period the Senior Manager is employed. There is a matching requirement to participate in the 401 (a) plan; the employee contribution amount is agreed upon by the Senior Management group and can not exceed the City contribution. 2. Cafeteria Plan a. In calendar year 2005, Senior Managers received $10,146 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 SO/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. 3. Retirement Health Savings Program a. Employees will be permitted to make an annual irrevocable election to contribute up to 80 hours, in 40-hour increments of prospective annual leave to the Retirement Health Savings program, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning Resolution No. 2005-302 Page 14 of open enrollment. enrollment process. Elections must be made during the annual open b. Employees will be permitted to make a one-time irrevocable election to contribute all, or any portion of, their accrued annual leave to the Retirement Health Savings Program upon separation or retirement from City services. Elections must be made during open enrollment in the calendar year prior to retirement or separation. 4. ShortlLong Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for Senior Managers. 5. Life Insurance City pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. 6. Retirement NOTE: Retirement benefits are offered in accordance with the agreements established through CALPERS a. The following applies to all Senior Managers except the Sworn Public Safety Senior Managers who receive the same PERS Benefits a specified in the applicable public safety MOU. The City pays the 8% employee contribution to the Public Employee's Retirement System for all Senior Managers. Benefit formula is based on 3% at 60 Sick Leave Credit - Any unused sick leave days will be converted to service credit at the rate of 0.004 years of service for each day of sick leave provided there is less than 120 days between the member's seperation date and retirement date b. c. d. Military Credit - a member may elect to purchase up to four years of service credit for any continuous active military service prior to employment COLA 2% - Beginning the 2nd calendar year after the year of retirement, retirement and survivor allowances will be annually adjusted on a compound basis of 2% maximum. However, the adjustment may not be greater than the change in the Consumer Price Index. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. The final compensation is the average full time monthly pay rate for th highest 12 consecutive months of service e. f. g. Resolution No 2005-302 Page 15 h. Employer Paid Member Contributions (EPMC) reported as additional compensation i. Post-Retirement Survivor Allowance - upon death of a retiree, a monthly allowance will continue to an eligible survivor as set forth under the Califomia Govemment Code sections regulating the CalPERS benefits j. Death Benefit continues - provides the death benefits being paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry k. Retired Death Benefit $5,000 - upon the death ofa retiree, a one-time lump sum payment of $5,000 will be made to the retiree's designated survivor(s), or the retiree's estate I. Prior service credit - This is service rendered by the employee prior to the effective date of the contract with CalPERS 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 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 Reimbursement 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 2 weeks of accrued annual leave each fiscal year. Resolution No. 2005-302 Page 1610. Holidays a. Senior Managers will be credited 24 hours each fiscal year for floatin 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, who do not receive Auto Allowance under Section 13, 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. Administrative Leave Senior Managers will receive (eighty) 80 hours of Administrative Leave each fiscal year. 13. Auto Allowance The City Manager has authorization to provide, at his/her discretion, an auto allowance of up to $400 per month for certain Senior Managers, with th allowance contingent upon evidence of adequate auto insurance. 14. Special Assignment Pay Senior Managers may receive up to 10% additional compensation when assigned by the City Manager to a special project. 15. Uniform Allowances and Educational Differentials Sworn public safety senior managers will be provided with the uniform allowance and educational differentials as specified in the applicable public safety MOU. Resolution No 2005-302 III.PagerfifDDLE MANAGEMENT GROUP. WITH THE EXCEPTION OF BATTALION CHIEFS ALL EMPLOYEES PROVIDED FOR IN THIS GROUP ARE FLSA-EXEMPT; MIDDLE MANAGERS ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X - GROUP MEMBERSHIP LISTING. A. SALARY & WAGES 1. Salary Increases a. Middle Managers will receive the following salary increases effective the pay period including January 1: (i) FY 2006 3% (ii) FY 2007 3% (Iii) FY 2008 4% (iv) FY 2009 4% (v) FY 2010 4% B. BENEFITS 1. Acting Pay Middle Managers may receive Acting Pay when they are temporarily assigned to a vacant position to perform the duties of a higher paid classification. Acting Pay shall be approved by the City Manager or his 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 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 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's are granted to an employee remaining in their current classification, but performing higher level duties even though no vacancy may exist at the higher 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 Middle Managers, upon recommendation of their Department Head, shall receive $150 towards the purchase of safety shoes. Resolution No. 2005-302 Page 184. Retirement NOTE: Retirement benefits are offered in accordance with the agreements established through CALPERS a. The following applies to all Mid Managers except Sworn Fire Mid- Managers who receive the same PERS Benefits as IAFF. The City pays the 8% employee contribution to the Public Employee's Retirement System for all Mid Managers. Benefit formula is based on 3% at 60 b. c. Sick Leave Credit - Any unused sick leave days will be converted to service credit at the rate of 0.004 years of service for each day of sick leave provided there is less than 120 days between the member's separation date and retirement date d. Military Credit - a member may elect to purchase up to four years of service credit for any continuous active military service prior to employment e. COLA 2% - Beginning the 2nd calendar year after the year of retirement, retirement and survivor allowances will be annually adjusted on a compound basis of 2% maximum. However, the adjustment may not be greater than the change in the Consumer Price Index. The City pays the PERS 1959 Survivors Benefit Fourth Level employe premium cost. The final compensation is the average full time monthly pay rate for the highest 12 consecutive months of service Employer Paid Member Contributions (EPMC) reported as additional compensation Post-Retirement Survivor Allowance - upon death of a retiree, a monthly allowance will continue to an eligible survivor as set forth under the Califomia Govemment Code sections regulating the CalPERS benefits Death Benefit continues - provides the death benefits being paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry Retired Death Benefit $5,000 - upon the death of a retiree, a one-time lump sum payment of $5,000 will be made to the retiree's designated survivor(s), or the retiree's estate f. g. h. i. j. k. I. Prior service credit - This is service rendered by the employee prior to the effective date of the contract with CalPERS Resolution No 2005-302 Pag%~9 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 P~RS service credit. An application for industrial disability retirement, either employee or employer initiated, shall not affect the employee's rights under Workers Compensation laws, such as any otherwise existing right to Temporary Disability benefits for safety officers. 6. 457 plan - Deferred Compensation Plans Employees in the Middle Management approved deferred compensation plans. \ Group may participate in the City's 7. Cafeteria Plan a. In calendar year 2005, each Middle Manager received $9,146 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. 8. Retirement Health Savings Program a. Employees will be permitted to make an annual irrevocable election to contribute up to 80 hours, in 40-hour increments of prospective annual leave to the Retirement Health Savings program, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning of open enrollment. Elections must be made during the annual open enrollment process. b. Employees will be permitted to make a one-time irrevocable election to contribute all, or any portion of, their accrued annual leave to the Retirement Health Savings Program upon separation or retirement from City services. Elections must be made during open enrollment in the calendar year prior to retirement or separation. 9. Life Insurance City pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. Resolution No. 2005-302 Page 20 10. ShorULong Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premiur for middle management positions. 11. Professional Enrichment The Middle Managers Professional Enrichment Fund of $32,500 is for exclusive use by members of the Middle Management group for conferences and training. Employees may receive up to a maximum of $1 ,000 per fiscal year. 12. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules 13. Annual Leave a. Middle Managers will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth year of continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Middle Managers may sell back 1 week of accrued annual leave each . fiscal year. 14. Administrative Leave Middle Managers, with the exception of Battalion Chiefs, will receive 72 hours of Administrative Leave each fiscal year. 15. Holidays a. Middle Managers will receive 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. 16. 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 tim( reimbursement is requested, as permitted by law. Resolution No 2005-302 Pag,r.! Uniform Allowances & Educational Differentials Sworn public safety Middle Managers will be provided with the uniform allowances and educational differentials as specified in the applicable public safety MOU. 18. Bilingual Pay Those Middle Managers who, upon recommendation of their Department Head, approval of the Director of Human Resources, and successful completion of a bilingual performance evaluation will receive $100 per month in addition to their regular pay on the condition that they continuously utilize their bilingual skills in the performance of their duties effective the first full pay period after adoption. Sworn public safety Middle Managers will receive bilingual pay as specified in the applicable public safety MOU. 19. Special Assignment Pay Middle Managers may receive up to 10% 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 overtime compensation under the same terms and conditions as represented sworn fire personnel. 3. Sick leave and annual leave 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 annual leave accrual will be three times the amount accrued annually. Resolution No. 2005-302 -\We 22CONFIDENTIAL GROUP - ARE CLASSIFIED UNREPRESENTED EMPLOYEES UNLESS OTHERWISE NOTED IN EXHIBIT X - GROUP MEMBERSHIP LISTING. A. SALARY & WAGES 1. Salary Increases a. The Confidential Group will receive the following salary increases effective the pay period including January 1: (i) FY 2006 3% (ii) FY 2007 3% (Hi) FY 2008 4% (iv) FY 2009 4% (v) FY 2010 4% B. BENEFITS 1 . Retirement Retirement benefits are offered in accordance with the agreements established through CALPERS a. The City pays the 8% employee contribution to the Public Employee's Retirement System for all Confidential employees. b. Benefit fonmula is based on 3% at 60 c. Sick Leave Credit - Any unused sick leave days will be converted to service credit at the rate of 0.004 years of service for each day of sick leave provided there is less than 120 days between the member's separation date and retirement date d. Military Credit - a member may elect to purchase up to four years of service credit for any continuous active military service prior to employment e. COLA 2% - Beginning the 2nd calendar year after the year of retirement, retirement and survivor allowances will be annually adjusted on a compound basis of 2% maximum. However, the adjustment may not be greater than the change in the Consumer Price Index. f. The City pays the PERS 1959 Survivors Benefit Fourth Level employee premium cost. g. The final compensation is the average full time monthly pay rate for the highest 12 consecutive months of service h. Employer Paid Member Contributions (EPMC) reported as additional compensation Resolution No 2005-302 Page 23 i. Post-Retirement Survivor Allowance - upon death of a retiree, a monthly allowance will continue to an eligible survivor as set forth under the California Government Code sections regulating the CalPERS benefits j. Death Benefit continues - provides the death benefits being paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry k. Retired Death Benefit $5,000 - upon the death of a retiree, a one-time lump sum payment of $5,000 will be made to the retiree's designated survivor(s), or the retiree's estate I. Prior service credit - This is service rendered by the employee prior to the effective date of the contract with CalPERS 2. Termination of Sick Leave Balances Upon either acceptance of an application by a Safety employee for disability retirement, or upon the independent determination of 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. 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 2005, each Confidential Employee received $8,646 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. Resolution No. 2005-302 Page 24 5. Retirement Health Savings Program a. Employees will be permitted to make an annual irrevocable election ' contribute up to 80 hours, in 40-hour increments of prospective annualleav,- to the Retirement Health Savings program, provided the employee has a combined annual leave and sick leave balance of 480 hours at the beginning of open enrollment. Elections must be made during the annual open enrollment process. b. Employees will be permitted to make a one-time irrevocable election to contribute all, or any portion of, their accrued annual leave to the Retirement Health Savings Program upon separation or retirement from City services. Elections must be made during open enrollment in the calendar year prior to retirement or separation. 6. Short/Long Term Disability Insurance The City will pay the full cost of the short/long-term disability insurance premium for the Confidential employees. 7. Professional Enrichment The Confidential Employees Professional Enrichment Fund of $5,470 is for exclusive use by members of the Confidential Employees for conferences and training. Employees may receive up to a maximum of $1 ,000 per fiscal year. 8. Life Insurance City pays for a group term life insurance policy with coverage in the amount of $50,000 per employee. 9. Sick Leave Reimbursement Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules 10. Annual Leave a. Confidential employees will earn two weeks (10 days) annual leave per year in the first through fourth year of continuous employment, three weeks (15 days) annual leave per year in the fifth through ninth year of continuous service, four weeks annual leave (20 days) per year in the tenth through fourteenth year of continuous service, and five weeks annual leave (25 days) for fifteen or more years of continuous service. An employee may not accumulate more than three times the number of annual leave days accrued annually. b. Confidential employees with a minimum of five years full-time employment have the option of selling back 40 hours of accumulate" annual leave per fiscal year. Annual leave must be sold in 40-hOl increments. Resolution No 2005-302 Page 25 11. Holidays a. Confidential employees will receive 24 hours each fiscal year for floating holidays (Lincoln's and Washington Birthday's, and Admissions Day). b. The City will be closed on the following paid hard holidays: Independence Day, Labor Day, Veterans Day, Thanksgiving, Day after Thanksgiving, Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, Cesar Chavez Day, Memorial Day. 12. Administrative Leave Confidential employees will receive 40 hours of Administrative Leave each fiscal year. 13. 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. 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 continuously use their bilingual skills in the performance of their duties, will receive $100 per month in addition to their regular pay effective the first full pay period after adoption. 15. Special Assignment Pay Confidential employees may receive up to 10% additional compensation when assigned by the City Manager to a special project. \~esol~,Q.9it)3eiouNCIL l>'age 26'~ . ~" , A. SALARY & WAGES 1. Salary Increases The Mayor shall receive an annual salary equivalent to 66% of the salary of a Judge of the Superior Court of the State of California. The four Council members shall receive 40% of the salary of the Mayor. Salary adjustments will occur at the same time and be effective on the same date as the Superior Court Judges. B. BENEFITS 1. Cafeteria Plan Cafeteria plans will be set at the level specified for Executive Managers. The cafeteria plan is to be used solely for approved employee benefits. 2. Auto Allowance The Mayor will be provided with a monthly auto allowance equal to the City Manager per Resolution 2004-208. Council members will be provided with a monthly auto allowance of $550. The allowance is contingent upon evidence of adequate auto insurance. 3. Expense Allowance The Mayor will be provided with a monthly expense allowance of $1,000 anr' Council members will be provided with a monthly expense allowance of $500. 4. Travel Reimbursements The Mayor and Council members shall receive reimbursement on order of the City Council for Council-authorized travel and other expenses when on official duty out of the City. 5. Stipends a. The Mayor and Council members will receive a $30 stipend for attending Redevelopment Agency meetings. b. 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. c. The Mayor and Council members will receive a stipend, to be set by resolution, for serving as the Chula Vista Redevelopment Board. Resolution No 2005-302 VI.PageuNCLASSIFIED HOURLY EMPLOYEES A. SALARY & WAGES 1. Salary Increases a. Unclassified Hourly employees will receive the following salary increases effective the pay period including January 1: (i) FY 2006 3% (ii) FY 2007 3% (iii) FY 2008 4% (iv) FY 2009 4% (v) FY 2010 4% B. BENEFITS 1. Retirement a. UCHR employees are enrolled in the Public Agency Retirement System Altemate Retirement System (PARS-ARS) b. The City pays 3.75% of the employees salary into the employee's PARS- ARS account c. Each pay period 3.75% will be deducted from the employee's salary and deposited to the employee's PARS-ARS account C. SCHOOL SITE COORDINATORS - STRETCH PROGRAM 1. School Site Coordinators in the STRETCH program shall receive the following benefits equivalent to the CVEA bargaining group a. Cafeteria Plan b. Short/long term disability insurance c. Basic life insurance coverage Resolution No. 2005-302 Page 28 X. GROUP MEMBERSHIP LISTING The following shows the classifications assigned to each group as of July 1, 2005. A. EXECUTIVE MANAGEMENT GROUP City Manager City Attorney City Clerk Assistant City Manager Chief of Police Director of Budget and Analysis Director of Communications Director of Community Development Director of Conservation & Environmental Services Director of Employee Development Director of General Services Director of Human Resources Director of Management and Information Services Director of Planning and Building Director of Public Works Operations Director of Engineering Director of Finance Director of Recreation Director of the Nature Center Fire Chief Senior Assistant City Attorney B. SENIOR MANAGEMENT GROUP' Administrative Services Manager Advanced Planning Manager Animal Control Manager Assistant Chief of Police Assistant City Attorney Assistant City Clerk Assistant Director Building and Housing Assistant Director Community Development Assistant Director Human Resources Assistant Director of Budget and Analysis Assistant Director of Finance Assistant Director Planning Assistant Director of Recreation Assistant Library Director Assistant Director of Public Works Operations Building Services Manager 1 The City of Chula Vista serves as a pass through agency for the Califomia Border Alliance Group (CBAG); the CBAG Deputy Executive Director shall receive the benefit package detailed for Senior Managers but no saiary adjustments are provided for in this resolution. Resolution No 2005-302 Page 29 CBAG Deputy Executive Director Chief Learning Officer Chief of Staff Communications Manager Community Relations Manager Cultural Arts and Fund Development Manager Deputy Director of General Services Deputy Building Official Deputy City Attorney III Deputy Director of Engineering Deputy Director of Redevelopment Deputy Fire Chief Development Planning Manager Economic Development Manager Energy Services Manager Fiscal Operations Manager Grants Development Manager Housing Manager Human Resources Operations Manager Parks and Open Space Manager Planning and Housing Manager Police Captain Purchasing Agent Redevelopment Projects Manager Risk Manager Treasury Manager C. MIDDLE MANAGEMENT GROUP2 Applications Support Manager Assistant Transit Coordinator Avian Specialist Battalion Chief Benefits Manager CBAG Budget Manager CBAG Meth Strike Force Coordinator CBAG Network Manager CBAG Network Administrator I CBAG Program Analyst CBAG Program Manager City Arborist Code Enforcement Manager Collections Supervisor Communications Specialist Conservation Coordinator Unclassified Unclassified Unclassified Unclassified Unclassified Unclassified 2 The City of Chula Vista serves as a pass through agency for the California Border Alliance Group (CBAG); CBAG positions shall receive the benefit package detailed for Middle Managers but no salary adjustments are provided for in this resolution. All CBAG positions are unclassified. Resolution No. 2005-302 Page 30Constituent Services Manager Construction and Repair Manager Cultural Arts Coordinator Custodial and Facilities Manager Deputy City Attorney I Deputy City Attorney II Deputy City Clerk Design Specialist Disaster Preparedness Manager Educational Services Manager Environmental Project Manager Environmental Resource Manager Environmental Redevelopment Coordinator Equipment Maintenance Manager Fire Communications Manager Fire Marshal Fiscal and Management Analyst Fleet Manager Human Resources Analyst Informix Database Administrator Intergovernmental Affairs Coordinator Landscape Architect Lead Programmer/Analyst Library Automation Specialist Library Public Services Manager Literacy Team Coordinator Micro Computer Specialist Microcomputer Support Manager Nature Center Program Manager Open Space Manager Operations and Telecommunications Manager Parks Manager Plan Check Supervisor Police Support Services Manager Principal Civil Engineer Principal Community Development Specialist Principal Human Resources Analyst Principal Librarian Principal Management Analyst Principal Management Assistant Principal Planner Principal Recreation Manager Public Information Officer (Police Department) Public Works Manager Real Property Manager Records Manager Risk Management Specialist Senior Accountant Senior Building Project Supervisor Unclassified Unclassified Unclassified Unclassified Unclassified Resolution No 2005-302 Page 31. . . Senior Community Development Specialist Senior Deputy City Clerk Senior Employee Development Specialist Senior Human Resources Analyst Senior Librarian Senior Management Analyst Senior Management Assistant Senior Micro Computer Specialist Senior Planner Senior Procurement Specialist Senior Public Safety Analyst Senior Recreation Supervisor Senior Risk Management Specialist Transit Coordinator Unix System Administrator Veterinarian Wastewater Collections Manager Unclassified Unclassified D. CONFIDENTIAL GROUP' Accountant Administrative Secretary Associate Accountant Benefits Technician CBAG Analyst CBAG Executive Assistant CBAG Graphic DesignerlWebmaster CBAG Management Assistant CBAG RCFL Network Engineer Executive Secretary Legal Assistant Senior Benefits Technician Senior Council Assistant Senior Fiscal Office Specialist Senior Legal Assistant Senior Secretary Senior Administrative Secretary Unclassified Unclassified Unclassified Unclassified Unclassified Unclassified Unclassified , The City of Chula Vista serves as a pass through agency for the California Border Alliance Group (CBAG); CBAG positions shall receive the benefit package detailed for the Confidential group but no salary adjustments are provided for in this resolution. All CBAG positions are unclassified. Resolution No. 2005-302 ~~Y ADJUSTMENTS BY BARGAINING GROUP Exhibit D POSITION'JITitE ' "':~1>!"';,":;~iir'-" CURRENT' '/' PROPoSED:""; INCREASE ~ . .". "'"'1.~ .....'"~ , H ~ . " ," . \, ,\-,,'h't. . SENIOR MANAGERS. EFFECTIVE THE PAY PERIOD INCLUDING 1/1/2006 Animal Control Manager' $ 3,559.81 $ 4,620.94 29.81 % MIDDLE MANAGERS - EFFECTIVE THE PAY PERIOD INCLUDING 1/1/2006 Avian Specialist $ 1,900.73 $ 2,292.25 20.60% Battalion Chief (112 Hr) $ 3,926.11 $ 4,240.20 8.00% Benefits Manager $ 3,317.78 $ 3,498.27 5.44% City Arborist $ 2,978.92 $ 3,168.08 6.35% Conservation Coordinator $ 2,833.17 $ 3,216.93 13.55% Constituent Services Manager $ 2,220.27 $ 2,416.14 8.82% Construction & Repair Manager $ 3,187.34 $ 3,332.36 4.55% Crime Laboratory Manager $ 3,105.08 $ 3,838.45 23.62% Custodial & Facility Manager $ 2,978.92 $ 3,332.36 11.86% Educational Services Manager $ 3,725.60 $ 4,023.65 8.00% Environmental Resource Manager $ 3,415.99 $ 3,216.93 -5.83% Equipment Maintenance Manager $ 2,978.92 $ 3,168.08 6.35% Fire Marshal $ 3,925.85 $ 4,239.92 8.00% Fiscal and Management Analyst $ 3,415.99 $ 3,601.82 5.44% Human Resources Analyst $ 2,454.60 $ 2,588.13 5.44% Intergovernmental Affairs Coordinator $ 2,822.98 $ 3,056.94 8.29% Lib Public Services Manager $ 3,725.60 $ 4,023.65 8.00% Open Space Manager $ 2,978.92 $ 3,168.08 6.35% Parks Manager $ 2,978.92 $ 3,168.08 6.35% Principal Human Resources Analyst $ 3,105.08 $ 3,274.00 5.44% Principal Management Analyst $ 3,105.08 $ 3,274.00 5.44% Principal Management Assistant $ 3,105.08 $ 3,274.00 5.44% Principal Recreation Manager $ 2,967.90 $ 3,168.23 6.75% Public Works Manager $ 2,978.92 $ 3,168.08 6.35% Risk Management Specialist $ 2,454.60 $ 2,588.13 5.44% Records Manager $ 2,345.77 $ 2,726.97 16.25% Senior Human Resources Analyst $ 2,822.79 $ 2,976.35 5.44% Senior Management Analyst $ 2,822.79 $ 2,976.35 5.44% Senior Management Assistant $ 2,822.79 $ 2,976.35 5.44% Senior Recreation Supervisor $ 2,581.48 $ 2,755.73 6.75% Senior Risk Management Specialist $ 2,822.79 $ 2,976.35 5.44% CVEA - EFFECTIVE THE PAY PERIOD BEGINNING 8/19/2005 Administrative Secretary $ 1,947.77 $ 1,984.19 1.87% Administrative Technician $ 1,947.77 $ 1,984.19 1.87% Building Inspector I $ 2,082.91 $ 2,291.20 10.00% Building Inspector 11 $ 2,291.21 $ 2,520.33 10.00% Building Inspector 111 $ 2,520.33 $ 2,772.36 10.00% S4~~~}~Jtlg~:wtBY BARGAINING GROUP Exhibit D POSITIQN TJTLE ' , , : ' ,;',' '~~i, " CURRENT'- ,',: RROPOSED ' INCREASE ~ - ,>A- _ Equipment Mechanic $ 1,914,59 $ 1,981,03 3,47% Senior Equipment Mechanic $ 2,201,78 $ 2,278,18 3.47% Pump Maintenance Technician $ 2,010,14 $ 2,079,89 3,47% Pump Maintenance Supervisor $ 2,355,68 $ 2,437,42 3,47% Senior Maintenance Worker $ 1,862,20 $ 1,916,76 2,93% Maintenance Worker I $ 1,410,75 $ 1,452,08 2,93% Maintenance Worker II $ 1,551,83 $ 1,597,30 2,93% Equipment Operator $ 2,048,41 $ 2,108,43 2,93% Gardener (Seasonal) $ 1,410,75 $ 1 ,452,08 2,93% Gardener I $ 1,410,75 $ 1,452,08 2,93% Gardener II $ 1,551,83 $ 1,597,30 2.93% Senior Gardener $ 1,862.20 $ 1,916.76 2.93% Senior Park Ranger $ 1,551.83 $ 1,597.30 2.93% Nature Center Maintenance Specialist $ 1,862.20 $ 1,916.76 2.93% Nature Center Grounds Maintenance Worker $ 1,410.75 $ 1,452.08 2.93% Custodian $ 1,410.75 $ 1 ,452.08 2.93% Lead Custodian $ 1,551.83 $ 1,597.30 2.93% Senior Custodian $ 1,784.60 $ 1,836.89 2.93% Storekeeper $ 1,551.83 $ 1,597.30 2.93% Storekeeper Supervisor $ 1,862.20 $ 1,916.76 2.93% Delivery Driver $ 1,239.19 $ 1,275.50 2.93% Tree Trimmer $ 1,707.01 $ 1,757.03 2.93% Senior Tree Trimmer $ 2,048,41 $ 2,108,43 2.93% Tree Trimmer Supervisor $ 2,355.68 $ 2,424.70 2.93% Plumber $ 1,968.84 $ 1,999.36 1.55% Painter $ 1,789.86 $ 1,817.60 1.55% Carpenter $ 1,968.84 $ 1,999.36 1.55% Locksmith $ 1,968.84 $ 1,999.36 1.55% Senior HVAC Technician $ 2,377.38 $ 2,414.23 1.55% HVAC Technician $ 2,067.29 $ 2,099.33 1.55% Electrician $ 2,067.29 $ 2,099.33 1.55% Senior Electrician $ 2,377.38 $ 2,414.23 1.55% Electronics/Equipment Installer $ 1,879.35 $ 1,908.48 1.55% Electronics Technician $ 2,274.06 $ 2,309.31 1.55% Electronics Technician Supv $ 2,615.17 $ 2,655.71 1.55% Traffic Devices Technician $ 2,274.06 $ 2,309.31 1.55% Traffic Devices Tech Supv $ 2,615.17 $ 2,655.71 1.55% Police Records Specialist $ 1,386.75 $ 1,412.68 1.87% Office Specialist $ 1,386.75 $ 1,412.68 1.87% Senior Office Specialist $ 1,525,43 $ 1,553.96 1.87% Fiscal Office Specialist $ . 1,456.09 $ 1,483.32 1.87% Senior Fiscal Office Specialist $ 1,601.70 $ 1,631.65 1.87% Police Records Transcriptionist $ 1,386.75 $ 1,412.68 1.87% Police Data Specialist $ 1,386.75 $ 1,412.68 1.87% Senior Police Data Specialist $ 1,594.77 $ 1,624.59 1.87% ~~~'~AifJ~w.,,~S BY BARGAINING GROUP Exhibit D PPSITION TITLE . ".~-, " CURRENT.'" ,i~PROPOSED", IN~REASE Records Technician $ 1,525.43 $ 1,553.96 1.87% ..:JCIIIUI ~'C:;'\...UI U~ I C\.oIIlIH...lc:lll $ 1,754.24 $ 1,787.04 1.87% I........... ....1___:.&:__"':__\ Secretary $ 1,525.43 $ 1,553.96 1.87% Senior Secretary $ 1,677.97 $ 1,709.35 1.87% Public Works Supervisor $ 2,355.68 $ 2,434.60 3.35% Parks Supervisor $ 2,355.68 $ 2,434.60 3.35% Signing and Striping Supervisor $ 2,355.68 $ 2,434.60 3.35% CONFIDENTIAL - EFFECTIVE THE PAY PERIOD BEGINNING 8/19/2005 Administrative Secretary $ 1,947.77 $ 1,984.19 Administrative Technician $ 1,947.77 $ 1,984.19 Benefits Technician $ 1,843.62 $ 1,878.10 Executive Secretary $ 2,356.80 $ 2,400.87 Legal Assistant $ 1,947.77 $ 1,984.19 Senior Administrative Secretary $ 2,142.55 $ 2,182.62 Senior Benefits Technician $ 2,095.23 $ 2,134.41 Senior Fiscal Office Specialist $ 1,601.70 $ 1,631.65 Senior Legal Assistant $ 2,142.55 $ 2,182.62 Senior Secretary $ 1,677.97 $ 1,709.35 <This position was previously classified as a Middle Manager. NOTE: ALL SALARIES REPRESENT THE BI-WEEKL Y E STEP RATE 1.87% 1.87% 1.87% 1.87% 1.87% 1.87% 1.87% 1.87% 1.87% 1.87%