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HomeMy WebLinkAboutReso 1980-10185 RESOLUTION NO. 10185 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ESTABLISHING EXECUTIVE AND MIDDLE MANAGEMENT FRINGE BENEFITS FOR FISCAL YEAR 1980-81 The City Council of the City of Chula Vista does hereby resolve as follows: WHEREAS, the City Manager has recommended that a program of executive and middle management fringe benefits be established for fiscal year 1980-81 in accordance with Exhibit "A" attached hereto and incorporated herein by reference as if set forth in full. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve and adopt the Execu- tive and Middle Management Fringe Benefit Compensation for fiscal year 1980-81 as set forth in Exhibit "A" attached hereto. Presented by Approved as to form by /'~' , ~6e .,~C Lane F. Cole, City Manager ,~ " . ,/--"\ ///.....,\ / /. ., / I" /\ " ./'--7 C J i'~/~ ,,/ J A /V.4r'Lc':'J ~0;''-J?-~7 Georg~. Lindberg, City ~ Attorney ADOPTED AND APPROVED by the CITY COUNCIL of the CITY OF CHULA VISTA, CALIFORNIA, this 10th day of July 1980 , by the fOllCMing vote, to-wit: AYE S : Councilmen Hyde, Cox, McCand1iss, Scott, Gi110w NAYES: Councilmen None ABSENT: Councilmen None [,U~"(~ ;Mayor of the City of Chula Vista STA OF CALIFORNIA) COUNTY OF SAN DIEGO) ss. CITY OF CHULA VISTA) I, , City Clerk of the City of Chula Vista, California, DO HEREBY CERTIFY that the above is a full, true and correct copy of Resolution No. and that the same has not been amended or repealed. DATED City Clerk EXECUTIVE & MIDDLE MANAGEMENT Fringe Benefit Compensation I. Executive Group A. r~embershi p Ci ty Attorney City Manager Assistant City Manager Assistant to the City Manager Chief of Police City Clerk City Engineer City L i brari an Deputy City Manager/Development Services Administrator Director of Building and Housing Director of Community Development Director of Finance Director of Parks and Recreation Director of Personnel Director of Planning Director of Policy Analysis & Program Evaluation Director of Public Safety Fi re Chi ef B. Fri nge Benefits 1) All fringe benefits applicable to the full-time Unclassified Service shall apply except as modified below. 2) Deferred Compensation Plans - a. Employees in the Executive Group may participate in the Deferred Compensation Plan with Great Western Savings and Loan Association as designated in Resolution No. 7641. b. Employees in the Executive Group may have the option of applying their normal contribution to the Public Employees' Retirement System as "deferred compensation" which is not subject to tax until withdrawal. Effective the pay period July 14, 1978 - July 27, 1978, said amount will be forwarded by the City to the Public Employees' Retirement System to be credited to the employee's individual account. Employees who select this plan are advised that there may be some question as to the practicability of such a plan and they could, as a result of an adverse I.R.S. or judicial ruling, be ineligible for such a plan and may have to pay taxes and penalties on amounts previously deferred. 3) Education Reimbursement - Executive positions may receive tuition and textbook refunds to a maximum of $200 per year for approved professional and technical courses. In addition, employees in designated Executive Management Classifications will be eligible, with the approval of the appointing authority and the Director of Personnel, to reimbursement of up to a maximum of $50 for professional growth activities such as tuition reimbursement, books, workshops, seminars and conferences. -- !ot~~ FY 1980-81 Exec. & MM -2- 4} Group Health Insurance - The City assumes payment of the full cost of a basic and supplemental health insurance plan for both Executive employees and their dependents. If the City's established program is not desired, the same premium amount will be contributed to a Kaiser Foundation Health Plan as elected. 5) Life Insurance Plan - Executive positions shall receive supplmental individual life insurance policy coverage at a monthly premium rate of twenty-five dollars ($25) per position. 6) Long Term Disability Insurance - The City assumes payment of the full cost of long term disability insurance for Executive positions. 7) Physical Examination - Executive positions shall receive reimbursement to a total of $200 for a voluntary, biennial physical examination. 8) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as designated in the Civil Service Rules, Chapter 2.00, Section 2.02. 9) Vacation - Executive positions shall earn a minimum of three (3) weeks vacation per year. Effective June 26, 1973, such positions shall be required to use all but one week (40 hours) of their annual earned vacation each year as determined by their employment anniversary date. The remain- ing one-week carryover may be accumulated to a maximum of six weeks (240 hours) for those incumbents earning three weeks annual vacation, and eight weeks (320 hours) for those earning four weeks annual vacation. Thereafter, new individuals in these positions and those current incumbents whose annua 1 vacation increases from three weeks to four weeks will be limited to a maximum accumulation of six weeks (240 hours) regardless of their annual vacation earning rate. FY 1980- 81 Exec. and MM ./ !D/~0 -3- II. Middle Management Group A. Membership Assistant City Attorney . Assistant Street Maintenance Superlntendent Battalion Chief (not eligible for benefit package) Building Maintenance Supervisor Chief Accountant Chief Building Inspector Deputy City Clerk . Equipment Maintenance Superlntendent. Fire Marshal (not eligible for beneflt package) Housing Coordinator Park Maintenance Supervisor II Park Superintendent Personnel Assistant Police Captain Principal Administrative Analyst .. Principal Community Development Specla11st Principal Librarian . P1 ) Principal Planner (formerly Current P1annlng Supervisor & Senior anner Public Works Supervisor II Purchasing Agent Recreation Superintendent Redevelopment Coordinator Senior Administrative Analyst Senior Civil Engineer . . Senior Community Development Specla11st Senior Personnel Analyst Senior Recreation Supervisor Street Maintenance Superintendent Traffic Engineer Transit Coordinator B. Fringe Benefits 1) All fringe benefits applicable to the full-time Classified Service shall apply except as modified below. 2) Deferred Compensation Plans _ a. Employees in the Middle Management Group may participate in the Deferred Compensation Plan with Great Western Savings and Loan Association as designated in Resolution No. 7641. b. Employees in the Middle Management Group may have the option of applying their normal contribution to the Public Employees' Retirement System as "deferred compensation" which is not subject to tax until withdrawal. Effective the pay period July 14~ 1978 - July 27~ 1978~ said amount will be forwarded by the City to the Public Employees' Retirement System to be credited to the employee's individual account. Employees who select this plan are advised that there may be some ./ JOl~G FY 1980-81 Exec. & MM -4- question as to the practicability of such a plan and they could, as a result of an adverse I.R.S. or judicial ruling, be ineligible for such a plan and may have to pay taxes and penalties on amounts previously deferred. 3) Education Reimbursement - Middle Management positions may receive tuition and textbook refunds to a maximum of $200 per year for approved professional and technical courses. In addition, employees in designated Middle Management Classifications will be eligible, with the approval of the appointing authority and the Director of Personnel, to reimbursement of up to a maximum of $50 for professional growth activities such as tuition reimbursement, books, workshops, seminars and conferences. 4) Group Health Insurance - The City assumes payment of the full cost of a basic and supplemental health insurance plan for Middle Management employees. In addition, 50% of the cost of the above plan shall be paid for their dependents. If the City's established program is not desired, the same premium amount will be contributed to a Kaiser Foundation Health Plan as elected. 5) Floating Holidays - Middle Management positions shall receive two (2) additional floating holidays which results in a total of six (6) regular holidays and seven (7) floating holidays. Time off shall be administered in accordance with Resolution No. 7073 except that the two (2) additional holidays will accrue each July fi rst. 6) Life Insurance Plan - Middle Management positions shall receive supplemental individual life insurance policy coverage at a monthly premium rate of fifteen dollars ($15) per position. At the employee1s option, the premium amount may be used to defray the cost of Group Health Insurance. 7) Long Term Disability Insurance - The City assumes payment of the full cost of long term disability insurance for Middle Management positions. 8) Physical Examination - Middle Management positions shall receive reimbursement to a total of $200 for a voluntary, biennial physical examination. 9) Sick Leave Reimbursement - Sick leave shall accrue and be reimbursed as desig- nated in Civil Service Rules, Chapter 2.00, Section 2.02. --- [9rt ~ FY 1980-81 Exec. and ~1M ARTHUR YOUNG &. COMPANY 1\0 WEST A STREET- SUITE \400 SAN DIEGO. CALIFORNIA 9210, May 8, 1980 Honorable Mayor Will T. Hyde and Members of the City Council 276 Fourth Avenue Chula Vista, CA 92010 Gentlemen: We have completed our study of the methods by which to establish salary levels for the City Manager, City Attorney and City Clerk. Pursuant to our meeting of December 6, 1979, we have selected an appropriate sample of municipalities and gathered the necessary data to support the recommendations in the attached report. We would like to thank you for the opportunity to have served the City of Chula Vista and would also like to thank Ms. Signe Thorsen, Director of Personnel, and her staff for their able assistance during the study. We also appreciated the time made available to us by Mr. Cole, Mr. Lindberg and 11s. Fulasz. We hope this information serves your needs. We are available to discuss it at your convenience. Very truly yours, Cmk '-~\ ~\4: I Of g 1) A. BACKGROUND Salaries for the City Manager, City Attorney and City Clerk are flat rates set by the City Council, with yearly increases made in accordance with increases in other City salaries. Apparently, however, no formal procedure has been used to ensure that the salaries for these three positions remain competitive with the external labor market. As part of a City-wide salary and classification study, the City Council requested that Arthur Young & Company suggest alternative methods for determining appropriate salaries for the City Manager, City Attorney and City Clerk and collect the data needed for the Council to decide on salaries -for the coming year. Among the methods discussed with the City Council on December 6, 1979 were the following: · Use the average percent increase experienced in other City salaries as a result of annual salary surveys or general cost-of-living adjustments. It was noted that this method is similar to the one currently in use and would not insure competitive salaries for the three positions in question as no direct survey data would be obtained for them. · Identify a group of comparable agencies to be surveyed specifically for the three positions. · Utilize a method which would tie salary increases to the attainment of established goals and objectives or to expected levels of performance. It was jointly decided that the first method was inadequate for the reasons stated above and that the third method was too cumbersome for the City Council to maintain. The second method (performing a salary survey specifically for the three positions), was chosen, and the City Council requested that Arthur Young & Company select an appropriate survey sample and obtain the necessary salary information. /ol8~ B. METHODOLOGY The cities to be surveyed were selected from an original list of 38 California municipalities. Comparability of the surveyed cities was determined on the basis of several criteria including population, budget size, number of employees, services offered, and overall organizational structure. Data on these factors was collected with the able assistance of the Chula Vista Personnel Department. A list of the cities used in the final sample appears in Appendix I, along with current informa- tion on each City's population, number of employees and budget size. It should be noted that the same subset of cities was not used for all three positions. Other job-specific factors were considered in narrowing down the survey list for each job. For example, we eliminated from the City Clerk list those cities where the incumbents were elected, and for all three positions, we took into account the presence of deputies or assistants in each incumbent's office. C. RESULTS were as follows: City Manager $4183 per month '3703 City Attorney $3528 per month 33o\J... City Clerk $2 119 per month I cA .., /r; , ' ...-, A summary of the survey results appears in Appendix II. The medians of the maximum rates paid by the surveyed agencies 37=>3 "( i'..) ~ Ll ...... 01( TO ,--" "'<. '" )...r ) " A It should be noted that, with the exception of Costa Mesa ~ and San Leandro, the cities surveyed for the City Manager and City Attorney reported flat rates of pay, that is, actual dollar /' ,'" (' A ..... amounts being paid to incumbents. The majority of cities ~' \ Ci _' surveyed for the City Clerk used a salary range for that position. I '_~ We did not obtain information on actual salaries paid for the .-<--::,-~ \ ~ City Clerk position, because for any given city the incumbent's ~~ \ placement within the salary range is likely to be affected by such factors as length of time in job and level of performance. .-" I 01 ~i:> D. RECOMMENDATIONS The City Council has the final responsibility for setting the salaries to be paid the City Manager, City Attorney and City Clerk. The survey data above ~s offered as a guide in determining what competitive salaries for those jobs would be. The decision to set the salaries above, below or at the survey median, must be made based on the Council's evaluation of the incumbents. We recommend that an annual survey be conducted in order to maintain the desired relationship with the external market. Prior to initiating future surveys, the City should review the survey methodology and sample used in this report to ensure that they remain valid and up-to-date. J:; -' l /. \ O~O . ~ c )p, ,{l ,/" IOI'6S APPEND I X. I SURVEY PARTICIPANTS BUDGET NUMBER OF ROUNDED TO AGENCY POPULATION EMPLOYEES NEAREST MILLION [J, JJ < CI!lpt..CVL[': u/( I CC'Q t"-c;p<.Jl.A J,e. Alameda 74,500 470 $22 Z C3()/;~oo Alhambra 65,000 330 25 2 .!.-. c S' Buena Park 63,000 362 15 b S,71 Costa Mesa 78,000 510 25 q &., Si( Downey 91 ,000 394 19 -, Lt, ~ 2- t!- El Monte 70,000 370 14 .c;'~ ~-, 2 ,:" , Escondido 63,000 450 21 " i 7, ;-1' , , Pomona 88,000 735 22 J :' 2 ;.. 1'- '-..' San Leandro 70,000 464 22 !O /,- " '~, iC'.:'" San Mateo 80,000 503 27 '7 I - ,', '...~~.". . Santa Monica 93,000 950 28 ; t;~ IO,'?..Z Ventura 70,000 530 20 /"2- ,. /~ . . I ..... Westminster 70,000 286 20 ~'''' .. " C. I:- -- 20 "-. .' Chula Vista 81,000 448 c- .....;; t............ ..... .-/ 1 () \ ~ S APPENDIX yr SALARY SURVEY DATA CITY MANAGER Agency Salary Range Al ameda . . . . . . . . . . . . . . . . . .. 3626 Alhambra . . . . . . . . . . . . . . . . 4287 Costa Mesa . . . . . . . . . . . . . . . . . . . . . 3441-4183 Downey . . . . . . . . . . . . . . . . . . . . . .. 4227 El Monte . . . . . . . . 3537 Escondida . ....... ... ... 4049 San Leandro . . . . . . . . . . . . . . . . .. . 4068-4943 San Mateo ... . . .. ....... 3946 Ventura . . . .. ................ 4345 Median of maximums Chu1a Vista - Present $4183 $3703 CITY ATTORNEY Agency Salary Range Alameda Costa Mesa El Monte Escondida . . Pomona . . . San Leandro . San Ma t eo. . Ventura . . . . . . . . . . . . . . .. 3532 . . . . .. ........ . 2900-3525 . . . . . . . . . . . . . . . . .. 3483 . .. ... . . . . 2800 . . . . .. ...... 3591 . . . . . . . . . . . .. ..... 3430-4171 . . . . . . . . . . . . . . . . 3528 . .. .... ... .... 3671 Median of maximums Chu1a Vista - Present $3530 $3304 CITY CLERK Agency Salary Range Alameda . . . . . . .. ........ . 1386-1685 Alhambra . . . . .. .... 1800-2182 Buena Park.. .......... . 1411-1948 Costa Mesa . . . . . . . . . . . . . . . 1939-2358 Downey . . . . .. .... . . . 2383 San Leandro . . .. ...... . 2055-2501 San Mateo .. .................. 1984 Santa Monica. . . . . . . . . . . . . . . . . . . . . 2020-2494 Ventura . . . . . .. .......... 1576-2055 Westminster . . . . . 1685-2047 Median of maximums Chu1a Vista - Present $2119 $1927 ...-' lo{~t;