HomeMy WebLinkAboutAGENDA REPORT 2020 0115 REG CCSA ITEM 09ECITY OF MOORPARK, CALIFORNIA
City Council Meeting
of January 15, 2020
ACTION Adopted Resolution Nos. 2020-
3872, 2020-3873, and 2020-3874,
Rescinding Resolution Nos. 2019-3796 and
2019-3838. BY B.Garza.
E. Consider Resolution Amending the Classification Plan and Rescinding Resolution
No. 2019-3796, a Resolution Amending the Current Salary Plan to Delete Hourly
Employee Positions and Salary Tables and Rescinding Resolution No. 2019-3838,
and a New Resolution Establishing an Hourly Employees Salary Plan. Staff
Recommendation: 1) Adopt Resolution No. 2020-3872 amending the Classification
Plan and rescinding Resolution No. 2019-3796; and 2) Adopt Resolution No. 2020-
3873, approving a Salary Plan for Non-Competitive Service and Competitive
Service Employees and rescinding Resolution No. 2019-3838; and 3) Adopt
Resolution No. 2020-3874, approving a Salary Plan for Hourly Employees. (ROLL
CALL VOTE REQUIRED) (Staff: Stephanie Anderson)
Item: 9.E.
MOORPARK CITY COUNCIL
AGENDA REPORT
TO: Honorable City Council
FROM: Deborah S. Traffenstedt, Assistant City Manager
PREPARED BY: Stephanie Anderson, Recreation Services Manager
DATE: 01/15/2020 Regular Meeting
SUBJECT: Consider Resolution Amending the Classification Plan and
Rescinding Resolution No. 2019-3796, a Resolution Amending
the Current Salary Plan to Delete Hourly Employee Positions
and Salary Tables and Rescinding Resolution No. 2019-3838,
and a New Resolution Establishing an Hourly Employees
Salary Plan
BACKGROUND
In 2016, the California state legislature passed, and the Governor signed, Senate Bill
(SB) 3, which established a schedule for raising the California minimum wage from
$10.00/hour to $15.00/hour by January 1, 2022 for all employers with 26 or more
employees. As of January 1, 2020, minimum wage in California increased to
$13.00/hour. Minimum wage in California will increase to $14.00/hour in 2021, and
$15.00/hour in 2022.
Currently, some hourly positions start at minimum wage, and all hourly positions fall
within the first 38 ranges of the Salary Plan. With the minimum wage increases, the “A”
step of all positions in Range 22 and below are now less than minimum wage. In 2021,
the “A” step for all positions in Range 25 and below will be less than the minimum wage,
and in 2022, the “A” step for all positions in Range 28 and below will be less than the
minimum wage. These minimum wage increases also create compression in the hourly
wage scale, as the percentage in the pay differential between entry-level, minimum
wage positions and more advanced, experienced positions decreases significantly with
each minimum wage increase.
Item: 9.E.
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DISCUSSION
To address the minimum wage increases and resulting compression in wages, staff
proposes establishing a separate Hourly Employees Salary Plan and making changes
to some of the hourly position job descriptions in the Classification Plan. The proposed
Hourly Employees Salary Plan (see Attachment 1) addresses the mandatory minimum
wage increases for 2020. Prior to January 1, 2021, staff will return to City Council with
another Hourly Employee Salary Plan to address the minimum wage increase for 2021.
The proposed Hourly Employees Salary Plan includes 12 ranges, with each range
including five steps. The steps are 2.5% increases, consistent with how the City’s
current Salary Plan is structured. Range 1 Step A is minimum wage, and in future
Hourly Employee Salary Plans will remain consistent with minimum wage as it
increases. Rather than by a percentage, the A steps of ranges 2-12 increase by flat
rates of $0.50 to $2.00. This will maintain separation between the ranges, without
overly deflating or inflating the changes to the higher ranges in the Hourly Employees
Salary Plan as minimum wage increases every year. Hourly positions were placed in
the proposed Hourly Employees Salary Plan based on the assigned pay range in the
current Salary Plan, job duties and level of responsibility, and training and education
requirements. Salary surveys for Recreation Leader and Clerical positions were also
conducted last year, and are attached to this report.
Current hourly employees will be individually evaluated prior to the effective date of the
resolution to determine their correct range and step placement within the new Hourly
Employee Salary Plan. All employees in the Recreation Aide classification were already
reclassified as Recreation Leader I in December 2019, because all steps within the
current Recreation Aide salary range fall below the 2020 minimum wage. These
employees will remain in the new Recreation Leader I classification, and placed
accordingly in the new Hourly Employee Salary Plan pay range for Recreation Leader I.
Employees who were in the Recreation Leader I classification prior to the
reclassification of the Recreation Aides, and all employees currently in the Recreation
Leader II classification will be placed in the new Recreation Leader II classification.
Current Recreation Leader III positions will be reclassified according to the needs of the
Recreation Division and consistent with the revised Classification Plan and Salary Plan
for Hourly employees. The changes to these positions referenced above in the
classification plan are discussed below. All other hourly positions are retaining the same
job classifications and will receive a salary range consistent with the new Hourly Salary
Plan.
The new Hourly Employee Salary Plan will also affect the performance evaluation
system. For all hourly employees receiving a pay increase of 2.5% or more due to the
new salary ranges and steps on the Hourly Employee Salary Plan, work hours accrued
toward a merit increase will be adjusted to reflect a new performance evaluation time
period starting from the effective date of the new Hourly Salary Plan, with no prior hours
worked carried over. As a related action, staff will revise the performance evaluation
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system for hourly employees to require the completion of 1,000 hours, rather than 900
hours, worked for eligibility for a subsequent merit increase.
Changes to the Classification Plan for part-time recreation employees include
eliminating the Recreation Aide position, revising the Recreation Leader series, and
adding Camp-specific positions. Additionally, the Laborer/Custodian I, II, and III job
description for the position series will be deleted, as these positions are now obsolete.
(New staff are hired in the Parks and Facilities Attendant series, and all current part-
time employees who had been Laborer/Custodians have been reclassified as Parks and
Facilities Attendants.)
Currently, a Recreation Aide is considered the entry level position of the Recreation
Leader series. The current Recreation Leader I and II positions are identical in duties,
differing only in level of experience required for the position. They are described as the
“journey level” and “mid-journey” level positions for the series. As the current
Recreation Leader I and II positions are interchangeable based on having identical
duties, and in light of minimum wage increases and wage compression, it is proposed to
delete the Recreation Aide position and job description, and revise the Recreation
Leader I job description to be a combination of the Recreation Aide and prior Recreation
Leader I job descriptions, while the Recreation Leader II job description has been
revised to more clearly identify the additional training and experience requirements and
job duties. With the increase in pay for the Recreation Leader II position, the job
description has also been revised to include assisting with program planning, which is
currently only included in the Recreation Leader III job description. These changes will
be more consistent with how other agencies use their Recreation Leader or equivalent
positions. The Recreation Leader I and II positions will remain non-supervisory
positions.
Historically, the Recreation Leader III position has served solely in the capacity of camp
director for Camp Moorpark. Over the past year, the position has also been used to
partially assist with some duties of the then vacant Recreation Coordinator I position.
As noted above, assisting with program planning has been added to the Recreation
Leader II position in the revised job description. Rather than maintaining a Recreation
Leader III position, staff proposes eliminating it and adding a Camp Director position, as
described below.
Currently, Recreation Aides and Recreation Leaders I and II serve as camp counselors
for the City’s day camp programs. The Recreation Leader III serves as the camp
director. While the revised Recreation Leader positions would still be able to serve as
camp counselors, staff feels that having camp-specific positions will be beneficial to the
program. The job title itself is very important; those seeking camp jobs will search for
“camp counselor” or “camp director”, not “Recreation Leader”. Changing the job title
should lead to more successful recruitments, as was seen when the part-time
Laborer/Custodian positions were changed to Parks and Facilities Attendant. As noted
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above, deletion of the Laborer/Custodian I, II, and III job description and pay ranges is
effected with the revised Classification Plan and new Hourly Employees Salary Plan.
Another difference between staff hired for camp and the year round part-time staff is
that the staff hired seasonally for camp do not perform the full range of duties that year-
round Recreation Aides and Recreation Leaders do (although it should be noted that
summer camp staff occasionally assist with other programs and work the July 3
Fireworks Extravaganza.) Staff proposes adding two Camp Counselor job descriptions:
Camp Counselor I (entry level), and Camp Counselor II (experienced), with a pay range
lower than the revised Recreation Leader I and II positions. Staff also proposes adding
a Camp Director position, which will be a year-round position, performing camp planning
duties and serving as a lead-worker for camp staff for all four seasons of camp, and an
Assistant Camp Director positon, to assist the Camp Director during the busy summer
season.
Summary of Changes to the Classification Plan:
1. Delete the current Recreation Aide job description;
2. Revise the job descriptions for Recreation Leader I and II, and delete the
Recreation Leader III job description;
3. Add new job descriptions for the hourly positions of Assistant Camp Director,
Camp Counselor I and II, and Camp Director;
4. Delete Laborer/Custodian I, II, and III series job description.
Summary of Changes to the Salary Plan:
1. Create two separate Salary Plan Resolutions: One for Non-Competitive Service
and Competitive Service Employees, and a separate resolution for Hourly
Employees.
2. The new Hourly Employees Salary Plan Resolution incorporates the following
revisions discussed in this agenda report:
• California minimum wage increases for 2020 and consolidation of salary
ranges;
• Deletes the Laborer/Custodian I, II, and III, Recreation Aide, and
Recreation Leader III salary ranges;
• Adds salary ranges for the hourly positions of Assistant Camp Director,
Camp Counselor I and II, and Camp Director.
The entire Classification Plan exceeds 400 pages; therefore, the Classification Plan
Resolution attachments included with this agenda report are limited to the new or
revised job descriptions described in this report. The entire draft Classification Plan
resolution will be available on the City’s website, and the final adopted Classification
Plan resolution will include all City job descriptions and will also be available on the
City’s website.
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FISCAL IMPACT
It is projected that the fiscal impacts for the changes to the hourly salaries may be
substantial by the full implementation of the plan in 2022. If the “A” steps of all ranges
of the Hourly Employee Salary Plan are increased by $1.00 with each increase in
minimum wage, hourly staff costs will increase by an estimated $62,000 per year in
2022 (when compared to current costs). It should be noted that due to minimum wage
increases, if no changes were made other than increasing hourly pay rates to comply
with minimum wage, annual hourly staff costs will still increase by approximately
$34,000.
For 2020, the fiscal impact of changes to the hourly pay rates is estimated at $15,234.
It should be noted that the unavoidable costs resulting from compliance with the
minimum wage increase that went into effect on January 1, 2020 total $8,585 for 2020.
Staff has completed a detailed financial analysis to estimate the impact of the salary
changes on the General Fund, which is attached to this report. In summary, $12,729 of
the additional costs are either grant funded, come out of developer fees, or can be
offset by recreation program and rental fees. The remaining $2,505 will directly impact
the general fund.
COUNCIL GOAL COMPLIANCE
This action does not support a current strategic directive.
STAFF RECOMMENDATION (ROLL CALL VOTE REQUIRED)
1. Adopt Resolution No. 2020-____ amending the Classification Plan and
rescinding Resolution No. 2019-3796; and
2. Adopt Resolution No. 2020-____, approving a Salary Plan for Non-Competitive
Service and Competitive Service Employees and rescinding Resolution No.
2019-3838; and
3. Adopt Resolution No. 2020-____, approving a Salary Plan for Hourly Employees.
Attachment 1: Draft Classification Plan Resolution (including revised job descriptions)
Attachment 2: Draft Salary Plan Resolution for Competitive Service and Non-
Competitive Service Employees
Attachment 3: Draft Salary Plan Resolution for Hourly Employees
Attachment 4: Salary Surveys
Attachment 5: Cost Analysis
476
RESOLUTION NO. 2020-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, ESTABLISHING A REVISED
CLASSIFICATION PLAN AND JOB DESCRIPTIONS FOR NON-
COMPETITIVE, COMPETITIVE SERVICE, AND HOURLY
EMPLOYEES AND RESCINDING RESOLUTION NO. 2018-3796
WHEREAS, the City Council adopted Resolution No. 2019-3796 on March 6,
2019, establishing a revised classification plan and job descriptions for Non-
Competitive, Competitive Service, and Hourly employees; and
WHEREAS, at the regular meeting on January 15, 2020, the City Council has
determined that the City’s Classification Plan should be amended to add new job
descriptions for Camp Counselor I and II, Assistant Camp Director, and Camp Director,
delete the job descriptions for Recreation Aide and Recreation Leader III, revise the job
descriptions for Recreation Leader I and II, and delete the job description for the
Laborer/Custodian I, II, and III series.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. All job descriptions attached as Exhibit A to this resolution are
hereby adopted into the City’s Classification Plan.
SECTION 2. The City Manager shall have the authority to make temporary
additions or deletions to the Classification Plan in the interest of efficient and effective
administration of the Plan. Such alterations shall not become an approved part of the
Plan until adoption by City Council resolution.
SECTION 3. For all Classification Plan job descriptions which contain a
reference to City, City of Moorpark, or City Council, such reference may also include
responsibility for other governmental public agencies for which the Moorpark City
Council serves as the governing body or has entered into a joint exercise of powers
agreement, including but not limited to the Successor Agency of the Redevelopment
Agency of the City of Moorpark, Successor Housing Agency of the Redevelopment
Agency of the City of Moorpark, Moorpark Public Financing Authority, Industrial
Development Authority of the City of Moorpark, and Moorpark Watershed, Parks,
Recreation, and Conservation Authority.
SECTION 4. Resolution No. 2018-3796 is rescinded and this resolution shall
become effective upon adoption.
ATTACHMENT 1
477
Resolution No. 2020-___
Page 2
SECTION 5. The City Clerk shall certify to the adoption of this resolution and
shall cause a certified resolution to be filed in the book of original resolutions.
PASSED AND ADOPTED this 15th day of January, 2020.
_________________________________
Janice S. Parvin, Mayor
ATTEST:
__________________________________
Ky Spangler, City Clerk
Exhibit A: Classification Plan and Job Descriptions
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Resolution No. 2020-
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ASSISTANT CAMP DIRECTOR
Class specifications are intended to present a descriptive list of the range of duties
performed by employees in the class. Specifications are not intended to reflect all
duties performed within the job.
DEFINITION
To assist with the development, planning, and administration of day camp programs;
provide lead worker supervision of part-time staff and volunteers; supervise and
manage the recreational activities of children; provide on-site supervision and
implementation of day camp and recreation programs; perform a variety of tasks related
to maintaining safe and healthy camp and recreation program facilities, including setting
up and cleaning up for camp and recreation programs and performing light custodial
duties. This position is hourly, and not overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the program supervisor or manager.
Exercises lead worker supervision over part-time and seasonal recreation staff and
volunteers, and administers contracts and monitors performance.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
1. Assist with the development and planning of developmentally appropriate
recreational activities for children, and organize and lead developmentally
appropriate recreational activities for children.
2. Assist with the development and recommend operating procedures, health and
safety procedures, and emergency preparedness procedures; update staff and
program handbooks and guidelines; conduct emergency drills.
3. Prepare supplies and materials for active and passive games, sports, arts and
crafts, and other program activities; monitor the use of supplies, materials, and
equipment; and guide children in the appropriate use of supplies, materials, and
equipment; monitor inventory; make purchases and/or recommend purchases.
4. Supervise and care for children; enforce rules and provide appropriate guidance
and discipline to ensure safety; assist children with hygiene as necessary;
observe and evaluate health needs of children and take appropriate action.
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5. Open and close facilities; set-up and clean-up for camp and recreational
programs; maintain neat and orderly facilities; perform light custodial duties as
needed.
6. Administer first aid according to prescribed procedures and notify emergency
medical personnel when necessary.
7. Provide information and respond to inquiries from program participants; prepare
written materials such as camp newsletters, flyer, and bulletins; prepare annual
parent handbooks and forms.
8. Participate in parent/camper conferences to address behavioral and other issues
as needed.
9. Attend staff meetings and trainings as scheduled.
10. Provide direction and training to part-time staff and volunteers.
11. Process annual program enrollments; maintain participant files; process program
registrations.
12. Provide responsible staff assistance and support to the assigned supervisor.
Marginal Functions:
1. Assist with a variety of recreation programs and activities.
2. Serve as emergency response worker as necessary.
3. Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Techniques of planning, supervising, and organizing recreation programs.
Principles and practices of recreation and leisure services and program development.
Development, psychology, behavior, and needs of children.
Leadership methods and techniques.
Principals of health and safety.
Proper English usage, grammar, punctuation, and spelling.
Basic first-aid methods and techniques.
Computer software programs including Outlook, Excel, and Word.
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Ability to:
Work independently with little direction.
Design and create appropriate social and physical environments for children.
Develop, plan, and implement recreational activities for children.
Train and supervise staff and volunteers.
Monitor budgets and make budget and purchasing recommendations.
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with children and adults.
Maintain audio/visual acuity sufficient to perform the essential functions of the position.
Maintain mental capacity sufficient to perform the essential functions of the position.
Plan and organize work.
Maintain records and reports.
Operate and use modern office equipment including computer, printers, and copiers.
Experience and Training Guidelines:
Any combination of experience and training that would likely provide the required
knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
Experience
No less than 1,200 hours experience working in day camps, recreation centers,
after school programs, or closely related work experience.
Training
Equivalent to the completion of the 12th grade. Additional training in recreation,
leisure studies, education, child development, or closely related field is highly
desirable.
License or Certificate:
Possession of a valid first aid certificate and CPR, including pediatric first aid and CPR.
Possession of, or ability to obtain and maintain, a valid California driver's license.
WORKING CONDITIONS
Environmental Conditions:
Indoor and outdoor recreational facilities; exposure to outside atmospheric conditions;
may work in or around water and slippery surfaces; exposure to audio/video equipment
and computer screens.
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Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing, or walking for prolonged periods of time; travel to various locations; medium
lifting, carrying, pushing and pulling; balancing; reaching; handling; use of fingers;
talking; hearing; near visual acuity.
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CAMP COUNSELOR I
CAMP COUNSELOR II
Class specifications are intended to present a descriptive list of the range of duties
performed by employees in the class. Specifications are not intended to reflect all
duties performed within the job.
DEFINITION
Under the direction of the assigned supervisor, assist in the implementation of a day
camp program; supervise and assist in the recreational activities of children; provide on-
site supervision of camp and recreation programs; perform a variety of tasks related to
maintaining safe and healthy recreation program facilities, including setting up and
cleaning up for camp and recreation programs and performing light custodial duties.
This position is hourly, and not overtime exempt.
DISTINGUISHING CHARACTERISTICS
Camp Counselor I – This is the entry level class in the Camp Counselor series. This
class is distinguished from the Camp Counselor II by the performance of the more
routine tasks and duties assigned to positions within the series.
Camp Counselor II – This is the journey level class within the Camp Counselor series.
Employees within this class are distinguished from the Camp Counselor I by the
performance of the full range of duties as assigned. Employees at this level receive only
occasional instruction or assistance as new or unusual situations arise, and are fully
aware of the operating procedures and policies of the work unit. Positions in this class
are flexibly staffed and are normally filled by advancement from the Camp Counselor I
level, or when filled from the outside, applicants must have prior experience.
SUPERVISION RECEIVED AND EXERCISED
Receives immediate supervision from the assigned supervisor.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
1. Lead groups of children in a variety of activities, including sports, games, arts
and crafts, dramatic play, and other camp activities.
2. Prepare supplies and materials for activities; monitor the use of supplies,
materials, and equipment; and guide children in the appropriate use of supplies,
materials, and equipment.
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3. Supervise and care for children; enforce rules and provide appropriate guidance
and discipline to ensure safety; assist children with hygiene and toileting if
necessary.
4. Set-up and clean-up for camp and recreational programs; maintain neat and
orderly facilities; perform light custodial duties as needed.
5. Administer first aid according to prescribed procedures and notify emergency
medical personnel when necessary.
6. Provide information and respond to inquiries from program participants.
7. Attend staff meetings and trainings as scheduled.
8. Provide responsible staff assistance and support to the assigned supervisor.
Camp Counselor II Essential Functions:
In addition to the Essential Functions above:
1. Process annual program enrollments; maintain participant files; process program
registrations.
2. Open and close facilities.
3. Assist with planning, and provide recommendations for, daily camp activities.
Marginal Functions:
1. Assist with a variety of recreation programs and activities.
2.Serve as emergency response worker as necessary.
3. Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Development, behavior, and needs of children.
Principles and practices of camp activities and recreation programs.
Leadership methods and techniques.
Principals of health and safety.
Proper English usage, grammar, punctuation, and spelling.
Basic first-aid methods and techniques.
Ability to:
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
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Establish and maintain effective working relationships with children and adults.
Maintain audio/visual acuity sufficient to perform the essential functions of the position.
Maintain mental capacity sufficient to perform the essential functions of the position.
Plan and organize work.
Maintain records and reports.
Operate and use modern office equipment including copiers.
Experience and Training Guidelines:
Any combination of experience and training that would likely provide the required
knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
Experience
Camp Counselor I: Some experience working with children in day camps, sports,
or other recreation programs is desirable.
Camp Counselor II: No less than six hundred (600) hours paid work experience
in day camps, overnight camps, afterschool programs, or related work
experience.
Training
Camp Counselor I: Equivalent to completion of the tenth grade.
Camp Counselor II: Equivalent to completion of the 12th grade.
License or Certificate:
Possession of, or ability to obtain, a valid first aid and CPR certificate, including
pediatric first aid and CPR.
WORKING CONDITIONS
Environmental Conditions:
Indoor and outdoor recreational facilities; exposure to outside atmospheric conditions;
may work in or around water and slippery surfaces; exposure to audio/video equipment
and computer screens.
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Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing, or walking for prolonged periods of time; travel to various locations; medium
lifting, carrying, pushing, and pulling; balancing; reaching; handling; use of fingers;
talking; hearing; near visual acuity.
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CAMP DIRECTOR
Class specifications are intended to present a descriptive list of the range of duties
performed by employees in the class. Specifications are not intended to reflect all
duties performed within the job.
DEFINITION
To develop, plan, and administer day camp programs; provide lead worker supervision
of part-time staff and volunteers; supervise and manage the recreational activities of
children; provide on-site supervision and implementation of day camp and recreation
programs; perform a variety of tasks related to maintaining safe and healthy camp and
recreation program facilities, including setting up and cleaning up for camp and
recreation programs and performing light custodial duties. This position is hourly, and
not overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the program supervisor or manager.
Exercises lead worker supervision over part-time and seasonal recreation staff and
volunteers, and administers contracts and monitors performance.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
13. Develop, plan, organize, and lead developmentally appropriate recreational
activities for children.
14. Develop and recommend operating procedures, health and safety procedures,
and emergency preparedness procedures; prepare and update staff and program
handbooks and guidelines; conduct emergency drills.
15. Prepare supplies and materials for active and passive games, sports, arts and
crafts, and other program activities; monitor the use of supplies, materials, and
equipment; and guide children in the appropriate use of supplies, materials, and
equipment; monitor inventory; make purchases and/or recommend purchases.
16. Supervise and care for children; enforce rules and provide appropriate guidance
and discipline to ensure safety; assist children with hygiene as necessary;
observe and evaluate health needs of children and take appropriate action.
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17. Open and close facilities; set-up and clean-up for camp and recreational
programs; maintain neat and orderly facilities; perform light custodial duties as
needed.
18. Administer first aid according to prescribed procedures and notify emergency
medical personnel when necessary.
19. Provide information and respond to inquiries from program participants; prepare
written materials such as camp newsletters, flyer, and bulletins; prepare annual
parent handbooks and forms.
20. Participate in parent/camper conferences to address behavioral and other issues
as needed.
21. Attend staff meetings and trainings as scheduled.
22. Provide direction and training to part-time staff and volunteers.
23. Process annual program enrollments; maintain participant files; process program
registrations.
24. Provide responsible staff assistance and support to the assigned supervisor.
Marginal Functions:
1. Assist with a variety of recreation programs and activities.
2. Serve as emergency response worker as necessary.
3. Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Techniques of planning, supervising, and organizing recreation programs.
Principles and practices of recreation and leisure services and program development.
Development, psychology, behavior, and needs of children.
Leadership methods and techniques.
Principals of health and safety.
Proper English usage, grammar, punctuation, and spelling.
Basic first-aid methods and techniques.
Computer software programs including Outlook, Excel, and Word.
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Resolution No. 2020-
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Ability to:
Work independently with little direction.
Design and create appropriate social and physical environments for children.
Develop, plan, and implement recreational activities for children.
Train and supervise staff and volunteers.
Monitor budgets and make budget and purchasing recommendations.
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with children and adults.
Maintain audio/visual acuity sufficient to perform the essential functions of the position.
Maintain mental capacity sufficient to perform the essential functions of the position.
Plan and organize work.
Maintain records and reports.
Operate and use modern office equipment including computer, printers, and copiers.
Experience and Training Guidelines:
Any combination of experience and training that would likely provide the required
knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
Experience
No less than 1,800 hours experience working in day camps, recreation centers,
after school programs, or closely related work experience, and no less than 300
hours lead worker or supervisory experience.
Training
Equivalent to an associate’s degree in recreation, leisure studies, education,
child development, or closely related field.
License or Certificate:
Possession of a valid first aid certificate and CPR, including pediatric first aid and CPR.
Possession of, or ability to obtain and maintain, a valid California driver's license.
WORKING CONDITIONS
Environmental Conditions:
Indoor and outdoor recreational facilities; exposure to outside atmospheric conditions;
may work in or around water and slippery surfaces; exposure to audio/video equipment
and computer screens.
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Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing, or walking for prolonged periods of time; travel to various locations; medium
lifting, carrying, pushing and pulling; balancing; reaching; handling; use of fingers;
talking; hearing; near visual acuity.
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RECREATION LEADER I
RECREATION LEADER II
RECREATION LEADER III
Class specifications are intended to present a descriptive list of the range of duties
performed by employees in the class. Specifications are not intended to reflect all
duties performed within the job.
DEFINITION
To assist with the City's recreational programs, including classes, events, day camps,
sports leagues, preschool, and senior/active adult programs; to provide on-site
supervision and implementation of programs; to perform a variety of tasks related to
planning, preparing for, setting up for, and cleaning up for programs and activities; and
to organize supplies and perform facility maintenance. These positions are temporary,
hourly, and not overtime exempt.
DISTINGUISHING CHARACTERISTICS
Recreation Leader I – This is the journey entry level class in the Recreation Leader
series. This class is distinguished from the Recreation Leader II by the performance of
the more routine tasks and duties assigned to positions within the series.
Recreation Leader II – This is the mid-journey level class within the Recreation Leader
series. Employees within this class are distinguished from the Recreation Leader I by
the performance of the full range of duties as assigned. Employees at this level receive
only occasional instruction or assistance as new or unusual situations arise, and are
fully aware of the operating procedures and policies of the work unit. Positions in this
class are flexibly staffed and are normally filled by advancement from the Recreation
Leader I level, or when filled from the outside, applicants must have prior experience.
Recreation Leader III – This is the advanced journey level class in the Recreation
Leader series. Positions at this level are distinguished from other classes within the
series by the level of lead worker supervisory responsibility assumed and the complexity
of duties assigned. Employees perform the most difficult and responsible types of duties
assigned to classes within this series, including lead worker supervision over seasonal
staff and volunteers. Employees at this level are required to be fully trained in all
procedures related to assigned area of responsibility.
SUPERVISION RECEIVED AND EXERCISED
Recreation Leader I, II, and III Receives immediate supervision from the assigned
supervisor.
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Recreation Leader III may exercise lead worker supervision over seasonal recreation
staff and volunteers.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
General Essential Functions:
1. Provide responsible staff assistance and support to the assigned supervisor.
2. Organize, and lead, and promote interest in activities in a variety of recreational
programs and activities including sports leagues, games, arts and crafts, day
camps activities, recreational classes, preschool, and events.
3. Monitor activity of participants in recreation programs and activities; enforce rules
and regulations of recreational programs and activities to maintain discipline and
ensure safety.
4. Set-up and clean-up for recreational programs and activities and rentals;
maintain neat and orderly facilities; perform light custodial duties as needed.
5. Help e Ensure that City recreational programs and activities start and finish in the
prescribed manner and time frames.
6. Prepare supplies and materials for recreation program activities; monitor the use
of supplies, materials, and equipment; and guide participants in the appropriate
use of supplies, materials, and equipment. Issue equipment for recreational
programs and activities.
7. Officiate games and keep score for sports leagues.
8. Administer first aid according to prescribed procedures and notify emergency
medical personnel when necessary.
9. Provide information to recreation participants; explain principles, techniques,
rules, and safety procedures to participants in recreational programs and
activities; demonstrate use of materials and equipment.
10. Assist with administrative tasks including processing program registrations and
facility reservations; maintain attendance and registration records; create and
maintain program files.
11. Monitor facilities and activities of users; unlock, lock, and secure facilities as
required.
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12. Assist in minor maintenance of recreational facilities and equipment including
cleaning and stocking facilities; make recommendations to improve equipment
and facilities.
13. Help assess supplies and equipment needed for recreational programs.
14. Assist with active adult nutrition program, including food preparation and delivery
of meals.
Recreation Leader II I Essential Functions:
In addition to the Essential Functions above:
1. Assist the assigned supervisor to plan, develop, prepare, implement, and
manage recreational eventsprograms.
2. Open and close facilities.
3. Monitor use of facilities by the general public and for rentals.
4. Maintain equipment inventories and make recommendation for supplies and
materials needed for recreational programs.
5. Assist with administrative tasks including processing program registrations and
facility reservations; maintain attendance and registration records; create and
maintain program files.
2. Prepare program packets, flyers, bulletins, newsletters, and advertisements to
promote activities and inform participants.
3. Provide technical and functional supervision over seasonal staff and volunteers.
Marginal Functions:
1. Assist with a variety of administrative reports on activities and operations.
2. Serve as emergency response worker as necessary.
3. May assist with active adult nutrition program, including food preparation and
delivery of meals.
4. Perform related duties and responsibilities as required.
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QUALIFICATIONS
Knowledge of:
Principles and practices of recreation programs and activities.
Fundamental rRules and regulations governing a variety of recreational programs and
activities.
Equipment, materials, and supplies used in various recreational programs and activities.
Basic first aid methods and techniques.
Standard safety precautions.
In Addition Recreation Leader III:
Principles and practices of recreation and leisure services and program development.
Techniques of planning, supervising, and organizing recreation programs.
Publicity techniques.
Principles of supervision, training, and performance evaluation.
Ability to:
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the
course of work children and adults.
Maintain audio/visual acuity sufficient to perform the essential functions of the position.
Maintain mental capacity sufficient to perform the essential functions of the position.
Maintain effective audio/visual discrimination and perception to the degree necessary
for the successful performance of assigned duties.
Maintain mental capacity, which allows for effective interaction and communication with
others.
Apply general rules to specific problems to produce solutions that make sense.
In Addition Recreation Leader II:
Work independently in the absence of supervision.
Prepare and present written and oral reports.
Maintain records and reports.
In Addition Recreation Leader III:
Organize, assign, lead, and oversee the work of volunteers and seasonal staff.
Experience and Training Guidelines:
Any combination of experience and training that would likely provide the required
knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
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Experience
Recreation Leader I: No less than forty (40) hours paid or volunteer work
experience in sports programs, day camps, recreation centers, after school
programs, special events, or related work experience. Six months experience
working in sports programs, day camps, recreation centers, schools, or related
work experience.
Recreation Leader II: No less than one year (12 months)one thousand (1,000)
hours paid work experience working in sports programs, day camps, recreation
centers, schools after school programs, special events, or related work
experience.
Recreation Leader III: No less than two years (24 months) experience working
in sports programs, day camps, recreation centers, schools, or related work
experience. Lead worker supervisory experience is highly desirable.
Training
Recreation Leader I: Equivalent to the completion of the tenth grade.
Recreation Leader II: Equivalent to the completion of the twelfth grade.
License or Certificate:
Possession of, or ability to obtain, an appropriate, valid first aid and CPR
certificate.
Recreation Leader II: Possession of, or ability to obtain and maintain, an
appropriate, valid California driver's license.
WORKING CONDITIONS
Environmental Conditions:
Office and field environment. Indoor and outdoor recreational facilities; exposure to
outside atmospheric conditions; may work in or around water and slippery surfaces;
exposure to audio/visual equipment and computer screens.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing, or walking for prolonged periods of time; travel to various locations; medium
495
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lifting, carrying, pushing and pulling; balancing; reaching; handling; use of fingers;
talking; hearing; near acuity.
496
RESOLUTION NO. 2020-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, REVISING THE SALARY PLAN FOR
NON-COMPETITIVE SERVICE AND COMPETITIVE SERVICE
EMPLOYEES AND RESCINDING RESOLUTION NO. 2019-3838
WHEREAS, the City Council at its regular meeting on January 15, 2020,
considered and adopted an amended Salary Plan Resolution for Non-Competitive
Service and Competitive Service positions, with the Hourly position salary tables
deleted, and adopted a separate Salary Plan Resolution No. 2020-____ for Hourly
positions for the purpose of recognizing minimum wage changes for calendar year
2020; and
WHEREAS, this Salary Plan Resolution does not increase salary rates for Non-
Competitive Service and Competitive Service positions, and there have been no
changes to salary tables for these positions.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Salary Plan of hourly rates is hereby adopted for all of the Non-
Competitive Service and Competitive Service positions herein listed:
Non-Competitive Service Positions* Salary Range
City Manager **
Assistant City Manager 91
Deputy City Manager 89
Administrative Services Director 87
City Engineer/Public Works Director 87
Community Development Director 87
Finance Director 87
Parks and Recreation Director 87
Public Works Director 87
Assistant to the City Manager/City Clerk 83
Planning Director 83
Assistant City Engineer 79
Deputy Community Development Director 79
Deputy Finance Director 79
Assistant to the City Manager 75
Budget and Finance Manager 75
City Clerk 75
Community Services Manager 75
Economic Development and Planning Manager 75
Information Systems Manager 75
Parks and Landscape Manager 75
*All Non-Competitive Service positions are exempt from payment of overtime.
** See separate Non-Competitive Service City Manager Salary Schedule on page 19.
ATTACHMENT 2
497
Resolution No. 2020-____
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Non-Competitive Service Positions* Salary Range
Planning Manager 75
Public Works Manager 75
Senior Civil Engineer 75
Finance/Accounting Manager 71
Human Resources Manager 71
Program Manager 71
Recreation Services Manager 71
Accountant II 67
Associate Civil Engineer 67
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
Public Works Superintendent/Inspector 67
Senior Housing Analyst 67
Senior Human Resources Analyst 67
Senior Information Systems Analyst 67
Senior Management Analyst 67
Accountant I 62
Active Adult Center Supervisor 62
Assistant City Clerk 62
Assistant Engineer 62
Human Resources Analyst 62
Information Systems Administrator 62
Management Analyst 62
Parks and Facilities Supervisor 62
Public Works Supervisor 62
Recreation Supervisor 62
Competitive Service Positions Salary Range
Associate Planner II 59
Human Resources Specialist 59
Recreation Specialist 59
Vector/Animal Control Specialist 59
Associate Planner I 56
Active Adult Center Coordinator 53
Administrative Specialist 53
Deputy City Clerk II 53
Executive Secretary 53
Human Resources Assistant 53
Recreation Coordinator III 53
Senior Account Technician 53
Account Technician II 51
Assistant Planner 51
Code Compliance Technician II 51
Information Systems Technician II 51
Vector/Animal Control Technician II 51
Facilities Technician 49
Landscape Maintenance Inspector 49
* All Non-Competitive Service positions are exempt from payment of overtime. 498
Resolution No. 2020-____
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Competitive Service Positions Salary Range
Administrative Assistant II 48
Community Services Technician 48
Deputy City Clerk I 48
Maintenance Specialist 47
Recreation Coordinator II 47
Senior Maintenance Worker 47
Vector/Animal Control Technician I 47
Account Technician I 46
Information Systems Technician I 46
Administrative Assistant I 45
Code Compliance Technician I 45
Irrigation Specialist 45
Planning Technician 45
Maintenance Worker III 43
Crossing Guard Supervisor 41
Office Assistant III 41
Public Works Technician 41
Recreation Coordinator I 41
Maintenance Worker II 39
Teen Coordinator 39
Account Clerk II 38
Recreation Leader IV 38
Recreation Assistant II 36
Account Clerk I 34
Laborer/Custodian IV 34
Office Assistant II 34
Recreation Assistant I 32
Maintenance Worker I 31
Office Assistant I 29
Hourly Positions Salary Range
Preschool Director 38
Preschool Teacher 32
Recreation Leader III 32
Senior Nutrition Coordinator 32
Solid Waste and Recycling Assistant 32
Intern 30
Laborer/Custodian III 28
Parks and Facilities Attendant III 28
Recreation Leader II 22
Records Clerk 20
Laborer/Custodian II 18
Parks and Facilities Attendant II 18
Clerical Aide/Crossing Guard 18
499
Resolution No. 2020-____
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Hourly Positions Salary Range
Crossing Guard 18
Box Office Cashier 16
Clerical Aide II 16
Preschool Aide 16
Recreation Leader I 16
Laborer/Custodian I 12
Parks and Facilities Attendant I 12
Clerical Aide I 10
Recreation Aide 10
SECTION 2. The corresponding salaries for the ranges established in Section 1
of this resolution are attached hereto and incorporated herein as the “Hourly Salary
Schedule” Table. The Bi-Weekly Salary for each range may be calculated by
multiplying the Hourly Salary by two thousand eighty (2,080) hours and dividing that
calculation by twenty six (26) pay periods. The Monthly Salary for each range may be
calculated by multiplying the Hourly Salary by two thousand eighty (2,080) hours and
dividing that calculation by twelve (12) months. The Annual Salary for each range may
be calculated by multiplying the Hourly Salary by two thousand eighty (2,080) hours.
The “Bi-Weekly Salary Schedules”, “Monthly Salary Schedules”, and City Manager
Annual Salary Schedule attached to this resolution are for information purposes, only,
since calculations are approximate due to rounding differences.
SECTION 3. The Salary Plan is based on ranges of two and one-half percent
(2.5%) and step increases of two and one-half percent (2.5%) with a total of thirteen
(13) steps, not including the City Manager Salary Schedule.
SECTION 4. City shall continue to pay a deferred compensation contribution into
a City approved deferred compensation program, for enrolled regular full-time and
regular part-time employees, and the contribution amount shall be as follows: City
Manager - Four percent (4.0%) of gross base salary, Department Head positions – two
and one-half percent (2.5%) of gross base salary, and all other Management and
Competitive Service regular full-time and regular part-time positions – Two percent
(2.0%) of gross base salary. Gross base salary is defined as wages paid as described
in the Salary Plan Schedule (reference Section 2, herein) and including longevity pay;
and excluding bilingual pay, in-lieu insurance payment, uniform cleaning allowance,
leave cash-out, overtime pay, car and cellular telephone allowances, and deferred
compensation payment. A Retired Annuitant is not eligible for a deferred compensation
contribution.
SECTION 5. Bilingual pay compensation for Spanish language bilingual skills
shall be paid to qualified regular full-time and part-time employees, consistent with the
qualification requirements approved in a Memorandum of Understanding (MOU)
between the City of Moorpark and the Service Employees International Union CTW,
CLC, Local 721, and to qualified non-competitive service employees consistent with a
City Council adopted management benefits resolution. Qualification for bilingual pay
shall be determined by the City Manager at his or her sole discretion. The current rates
per an approved MOU and management benefits resolution are: forty cents ($.40) per
hour for verbal bilingual pay, for all hours actually worked, and including annual leave,
vacation leave, City holidays, and sick leave, but not for disability leave or other unpaid 500
Resolution No. 2020-____
Page 5
leave, for up to forty (40) hours per week; and fifty cents ($.50) per hour for combined
verbal/written bilingual pay, for all hours actually worked, and including annual leave,
vacation leave, City holidays, and sick leave, but not for disability leave or other unpaid
leave, for up to forty (40) hours per week. A Retired Annuitant is not eligible for bilingual
pay compensation.
SECTION 6. Longevity pay compensation shall be paid to qualified regular full-
time employees hired prior to January 1, 2015, consistent with the qualification
requirements approved in a Memorandum of Agreement between the City of Moorpark
and the Service Employees International Union CTW, CLC, Local 721 as follows:
121 to 180 Months of service – one-percent (1%),
181 to 240 Months of service – one and one-half percent (1.5%),
241 to 300 Months of service – two percent (2.0%)
301 or more Months of service – two and one-half percent (2.5%); and
Longevity pay compensation shall be paid to qualified Non-Competitive Service
employees hired prior to January 1, 2015, consistent with the qualification requirements
approved in a City Council adopted Management Benefits Resolution as follows:
Department Heads
61 to 120 Months of service – one percent (1.0%)
121 to 180 Months of service – one and one-half percent (1.5%)
181 to 240 Months of service – two percent (2.0%)
241 to 300 Months of service – two and one-half percent (2.5%)
301 or more Months of service – three percent (3.0%)
Management Employees
121 to 180 Months of service – one percent (1.0%)
181 to 240 Months of service – one and one-half percent (1.5%)
241 to 300 Months of service – two percent (2.0%)
301 or more Months of service – two and one-half percent (2.5%).
Retired Annuitant
Not eligible for longevity pay compensation.
SECTION 7. Implementation of salary adjustments for positions noted in Section
1, herein, shall be limited by the performance reviewevaluation system established by
the City Manager. Employees shall be evaluated prior to their anniversary date, and
approved salary adjustments shall be effective as of the first day of the pay period in
which the anniversary date or revised anniversary date occurs. A Retired Annuitant is
not eligible for merit raise salary adjustments pursuant to a performance review system,
based on the limited term of the Retired Annuitant appointment.
SECTION 8. Resolution No. 2019-3838 shall be rescinded in its entirety, and this
revised Salary Plan for Non-Competitive Service and Competitive Service Employees
shall become effective with the pay period beginning January 18, 2020. 501
Resolution No. 2020-____
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SECTION 9. The City Clerk shall certify to the adoption of this resolution and
shall cause a certified resolution to be filed in the book of original resolutions.
PASSED AND ADOPTED this 15th day of January, 2020.
Janice S. Parvin, Mayor
ATTEST:
Ky Spangler, City Clerk
Exhibit A: Salary Schedule Tables (Hourly, Bi-Weekly, and Monthly Salary
Schedules for Hourly, Competitive Service, and Non-Competitive Service
Employees; and Hourly and Annual Salary Schedule Table for the City
Manager position.)
502
Resolution No. 2020-____
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EXHIBIT A
--- HOURLY POSITIONS ---
CITY OF MOORPARK HOURLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
7 -- -- -- -- -- -- -- -- -- -- -- -- --
8 -- -- -- -- -- -- -- -- -- -- -- -- 12.21
9 -- -- -- -- -- -- -- -- -- -- -- 12.21 12.54
10 -- -- -- -- -- -- -- -- -- -- 12.21 12.54 12.85
11 -- -- -- -- -- -- -- -- -- 12.21 12.54 12.85 13.17
12 -- -- -- -- -- -- -- -- 12.21 12.54 12.85 13.17 13.49
13 -- -- -- -- -- -- -- 12.21 12.54 12.85 13.17 13.49 13.85
14 -- -- -- -- -- -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19
15 -- -- -- -- -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53
16 -- -- -- -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90
17 -- -- -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26
18 -- -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64
19 -- 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04
20 12.21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43
21 12.54 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86
22 12.85 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28
23 13.17 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71
24 13.49 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15
25 13.85 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60
26 14.19 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07
27 14.53 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54
28 14.90 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04
29 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53
30 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04
31 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57
32 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11
33 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65
34 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22
35 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82
36 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41
37 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02
38 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63
503
Resolution No. 2020-____
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EXHIBIT A
--- HOURLY POSITIONS ---
CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
7 -- -- -- -- -- -- -- -- -- -- -- -- --
8 -- -- -- -- -- -- -- -- -- -- -- -- 976.80
9 -- -- -- -- -- -- -- -- -- -- -- 976.80 1,003.20
10 -- -- -- -- -- -- -- -- -- -- 976.80 1,003.20 1,028.00
11 -- -- -- -- -- -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60
12 -- -- -- -- -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20
13 -- -- -- -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00
14 -- -- -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20
15 -- -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40
16 -- -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00
17 -- -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80
18 -- -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20
19 -- 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20
20 976.80 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40
21 1,003.20 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80
22 1,028.00 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40
23 1,053.60 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80
24 1,079.20 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00
25 1,108.00 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00
26 1,135.20 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60
27 1,162.40 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20
28 1,192.00 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20
29 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40
30 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20
31 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60
32 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80
33 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00
34 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60
35 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60
36 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80
37 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60
38 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40
504
Resolution No. 2020-____
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EXHIBIT A
--- HOURLY POSITIONS ---
CITY OF MOORPARK MONTHLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
7 -- -- -- -- -- -- -- -- -- -- -- -- --
8 -- -- -- -- -- -- -- -- -- -- -- -- 2,116.40
9 -- -- -- -- -- -- -- -- -- -- -- 2,116.40 2,173.60
10 -- -- -- -- -- -- -- -- -- -- 2,116.40 2,173.60 2,227.33
11 -- -- -- -- -- -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80
12 -- -- -- -- -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27
13 -- -- -- -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67
14 -- -- -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60
15 -- -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53
16 -- -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67
17 -- -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07
18 -- -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93
19 -- 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27
20 2,116.40 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87
21 2,173.60 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40
22 2,227.33 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20
23 2,282.80 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73
24 2,338.27 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00
25 2,400.67 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00
26 2,459.60 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47
27 2,518.53 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93
28 2,582.67 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60
29 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53
30 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93
31 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80
32 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40
33 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00
34 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80
35 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80
36 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07
37 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80
38 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 505
Resolution No. 2020-____
Page 10
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK HOURLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
29 15.26 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53
30 15.64 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04
31 16.04 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57
32 16.43 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11
33 16.86 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65
34 17.28 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22
35 17.71 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82
36 18.15 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41
37 18.60 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02
38 19.07 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63
39 19.54 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28
40 20.04 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93
41 20.53 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62
42 21.04 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31
43 21.57 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01
44 22.11 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74
45 22.65 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48
46 23.22 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23
47 23.82 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03
48 24.41 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82
49 25.02 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64
50 25.63 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48
51 26.28 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34
52 26.93 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22
53 27.62 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15
54 28.31 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07
55 29.01 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02
56 29.74 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01
57 30.48 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00
58 31.23 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03
59 32.03 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07
506
Resolution No. 2020-____
Page 11
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
29 1,220.80 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40
30 1,251.20 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20
31 1,283.20 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60
32 1,314.40 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80
33 1,348.80 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00
34 1,382.40 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60
35 1,416.80 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60
36 1,452.00 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80
37 1,488.00 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60
38 1,525.60 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40
39 1,563.20 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40
40 1,603.20 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40
41 1,642.40 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60
42 1,683.20 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80
43 1,725.60 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80
44 1,768.80 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20
45 1,812.00 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40
46 1,857.60 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40
47 1,905.60 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40
48 1,952.80 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60
49 2,001.60 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20
50 2,050.40 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40
51 2,102.40 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20
52 2,154.40 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60
53 2,209.60 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00
54 2,264.80 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60
55 2,320.80 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60
56 2,379.20 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80
57 2,438.40 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00
58 2,498.40 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40
59 2,562.40 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60
507
Resolution No. 2020-____
Page 12
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK MONTHLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
29 2,645.07 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53
30 2,710.93 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93
31 2,780.27 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80
32 2,847.87 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40
33 2,922.40 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00
34 2,995.20 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80
35 3,069.73 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80
36 3,146.00 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07
37 3,224.00 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80
38 3,305.47 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53
39 3,386.93 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20
40 3,473.60 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87
41 3,558.53 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47
42 3,646.93 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07
43 3,738.80 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40
44 3,832.40 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93
45 3,926.00 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20
46 4,024.80 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20
47 4,128.80 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87
48 4,231.07 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80
49 4,336.80 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93
50 4,442.53 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53
51 4,555.20 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60
52 4,667.87 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13
53 4,787.47 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33
54 4,907.07 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80
55 5,028.40 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47
56 5,154.93 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07
57 5,283.20 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67
58 5,413.20 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20
59 5,551.87 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47
508
Resolution No. 2020-____
Page 13
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK HOURLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
60 32.82 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14
61 33.64 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24
62 34.48 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37
63 35.34 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53
64 36.22 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73
65 37.15 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94
66 38.07 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17
67 39.02 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47
68 40.01 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77
69 41.00 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12
70 42.03 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51
71 43.07 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92
72 44.14 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36
73 45.24 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85
74 46.37 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37
75 47.53 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93
76 48.73 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54
77 49.94 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16
78 51.17 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85
79 52.47 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56
80 53.77 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34
81 55.12 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13
82 56.51 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01
83 57.92 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89
84 59.36 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83
85 60.85 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84
86 62.37 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88
87 63.93 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97
509
Resolution No. 2020-____
Page 14
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK HOURLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
88 65.54 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13
89 67.16 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33
90 68.85 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59
91 70.56 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91
92 72.34 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27
93 74.13 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71
94 76.01 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19
95 77.89 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77
96 79.83 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77 107.36
97 81.84 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77 107.36 110.09
98 83.88 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77 107.36 110.09 112.81
99 85.97 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77 107.36 110.09 112.81 115.66
100 88.13 90.33 92.59 94.91 97.27 99.71 102.19 104.77 107.36 110.09 112.81 115.66 118.54
510
Resolution No. 2020-____
Page 15
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
60 2,625.60 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20
61 2,691.20 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20
62 2,758.40 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60
63 2,827.20 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40
64 2,897.60 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40
65 2,972.00 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20
66 3,045.60 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60
67 3,121.60 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60
68 3,200.80 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60
69 3,280.00 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60
70 3,362.40 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80
71 3,445.60 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60
72 3,531.20 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80
73 3,619.20 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00
74 3,709.60 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60
75 3,802.40 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40
76 3,898.40 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20
77 3,995.20 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80
78 4,093.60 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00
79 4,197.60 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80
80 4,301.60 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20
81 4,409.60 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40
82 4,520.80 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80
83 4,633.60 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20
84 4,748.80 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40
85 4,868.00 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20
86 4,989.60 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40
87 5,114.40 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60
511
Resolution No. 2020-____
Page 16
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
88 5,243.20 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40
89 5,372.80 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40
90 5,508.00 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20
91 5,644.80 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80
92 5,787.20 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60
93 5,930.40 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80
94 6,080.80 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20
95 6,231.20 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60
96 6,386.40 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60 8,588.80
97 6,547.20 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60 8,588.80 8,807.20
98 6,710.40 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60 8,588.80 8,807.20 9,024.80
99 6,877.60 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60 8,588.80 8,807.20 9,024.80 9,252.80
100 7,050.40 7,226.40 7,407.20 7,592.80 7,781.60 7,976.80 8,175.20 8,381.60 8,588.80 8,807.20 9,024.80 9,252.80 9,483.20
512
Resolution No. 2020-____
Page 17
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK MONTHLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
60 5,688.80 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93
61 5,830.93 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60
62 5,976.53 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47
63 6,125.60 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53
64 6,278.13 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53
65 6,439.33 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27
66 6,598.80 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47
67 6,763.47 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80
68 6,935.07 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13
69 7,106.67 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13
70 7,285.20 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07
71 7,465.47 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47
72 7,650.93 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07
73 7,841.60 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33
74 8,037.47 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80
75 8,238.53 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20
76 8,446.53 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27
77 8,656.27 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07
78 8,869.47 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00
79 9,094.80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40
80 9,320.13 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93
81 9,554.13 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20
82 9,795.07 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07
83 10,039.47 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93
84 10,289.07 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20
85 10,547.33 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60
86 10,810.80 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20
87 11,081.20 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47
513
Resolution No. 2020-____
Page 18
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK MONTHLY SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M
88 11,360.27 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87
89 11,641.07 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20
90 11,934.00 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93
91 12,230.40 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07
92 12,538.93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13
93 12,849.20 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07
94 13,175.07 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93
95 13,500.93 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13
96 13,837.20 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13 18,609.07
97 14,185.60 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13 18,609.07 19,082.27
98 14,539.20 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13 18,609.07 19,082.27 19,553.73
99 14,901.47 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13 18,609.07 19,082.27 19,553.73 20,047.73
100 15,275.87 15,657.20 16,048.93 16,451.07 16,860.13 17,283.07 17,712.93 18,160.13 18,609.07 19,082.27 19,553.73 20,047.73 20,546.93
514
Resolution No. 2020-____
Page 19
EXHIBIT A
--- NON-COMPETITIVE SERVICE CITY MANAGER POSITION ---
CITY OF MOORPARK CITY MANAGER SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED JULY 26, 2019
RANGE HOURLY RATE ANNUAL SALARY*
CM 107.36 223,308.80
*Annual Salary is based on 2080 Hours (40 Hours/Week, 52 Weeks/Year)
515
RESOLUTION NO. 2020-____
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF MOORPARK, CALIFORNIA, ADOPTING A
SALARY PLAN FOR HOURLY EMPLOYEES
WHEREAS, the City Council at its regular meeting on January 15, 2020, considered
and adopted a Salary Plan for hourly employees with salary tables for calendar year 2020,
to address the increase in the California minimum wage.
NOW , THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES
HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Salary Plan of hourly rates is hereby adopted for all of the
positions herein listed:
Hourly Positions Salary Range
Preschool Director 12
Preschool Teacher 11
Camp Director 10
Senior Nutrition Coordinator 10
Solid Waste & Recycling Assistant 10
Assistant Camp Director 8
Parks & Facilities Attendant III 7
Intern 7
Records Clerk 6
Recreation Leader II 5
Parks & Facilities Attendant II 4
Camp Counselor II 4
Clerical Aide/Crossing Guard 4
Preschool Aide 4
Crossing Guard 3
Clerical Aide II 3
Recreation Leader I 2
Parks & Facilities Attendant I 2
Camp Counselor I 1
Clerical Aide I 1
SECTION 2. The corresponding salaries for the ranges established in Section 1 of
this resolution are attached hereto and incorporated herein as the “Hourly Employees
Salary Schedules” Table.
SECTION 3. The Salary Plan is based on ranges with increases from $0.50 to
$2.00 and step increases of two and one-half percent (2.5%) with a total of five (5) steps.
SECTION 4. Overtime: When in the best interest of the City, the City Manager or a
department head or his/her designee may require an employee to work more hours than
are typically scheduled. Overtime that can be anticipated or scheduled shall require the
prior approval of the department head based on budget limits. No more than ten (10)
hours of overtime may be worked in any one work week without prior written approval of
the City Manager. Credit for overtime shall not begin until an employee has worked forty
ATTACHMENT 3
516
Resolution No. 2020-
Page 2
(40) hours for that work week. All overtime shall be computed in increments of one quarter
(1/4) hour and shall be credited at one and one-half (1 ½) times the overtime worked.
Calculation of overtime pay shall be based on an employee’s regular pay rate.
Compensation for authorized overtime shall be included in the paycheck for the pay period.
SECTION 5. Implementation of salary adjustments for positions noted in Section 1,
herein, shall be limited by the performance evaluation system established by the City
Manager. Employees shall be evaluated prior to their anniversary date, and approved
salary adjustments shall be effective as of the first day of the pay period in which the
anniversary date or revised anniversary date occurs.
SECTION 6. This Salary Plan shall become effective with the pay period beginning
January 18, 2020.
SECTION 7. The City Clerk shall certify to the adoption of this resolution and shall
cause a certified resolution to be filed in the book of original resolutions.
PASSED AND ADOPTED this 15th day of January, 2020.
Janice S. Parvin, Mayor
ATTEST:
Ky Spangler, City Clerk
Exhibit A: Salary Schedule Tables for Hourly Employees
517
Resolution No. 2020-
Page 3
EXHIBIT A
Calendar Year 2020 (Minimum Wage $13/hour)
Effective Pay Period Beginning 01/18/20
A B C D E
1 13.00$ 13.33$ 13.66$ 14.00$ 14.35$
2 13.50$ 13.84$ 14.18$ 14.54$ 14.90$
3 14.00$ 14.35$ 14.71$ 15.08$ 15.45$
4 14.50$ 14.86$ 15.23$ 15.61$ 16.01$
5 15.00$ 15.38$ 15.76$ 16.15$ 16.56$
6 15.50$ 15.89$ 16.28$ 16.69$ 17.11$
7 16.00$ 16.40$ 16.81$ 17.23$ 17.66$
8 16.50$ 16.91$ 17.34$ 17.77$ 18.21$
9 17.00$ 17.43$ 17.86$ 18.31$ 18.76$
10 18.00$ 18.45$ 18.91$ 19.38$ 19.87$
11 20.00$ 20.50$ 21.01$ 21.54$ 22.08$
12 22.00$ 22.55$ 23.11$ 23.69$ 24.28$
HOURLY EMPLOYEE SALARY SCHEDULE
518
City of Ventura City of Oxnard City of Santa
Clarita
Conejo Valley
Recreation and
Park District
Pleasant Valley
Recreation and
Park District
Rancho Simi
Recreation and
Park District
City of
Moorpark
Current
City of
Moorpark
Proposed
(Starting
January 2020)
Position
Title
Recreation
Leader I
Recreation
Leader I
Recreation
Leader I Recreation Aide N/A Recreation
Aide
Recreation
Aide
Recreation
Leader I
Low Step $12.00 $13.77 $12.64 $12.00 N/A $12.00 $12.21 $13.50
High Step $14.50 $21.36 $13.41 $12.00 N/A $12.24 $12.85 $14.90
Position
Title
Recreation
Leader II Recreation Leader II Recreation
Leader II
Recreation
Leader
Recreation
Leader
Recreation
Specialist I
Recreation
Leader I or II
Recreation
Leader II
Low Step $13.00 $15.30 $14.23 $13.61 $12.00 $12.85 $12.21 $15.00
High Step $15.85 $23.74 $15.09 $18.81 $14.03 $13.84 $17.28 $16.56
Position
Title N/A Recreation
Leader III
Recreation
Leader III
Recreation
Specialist PT Senior Leader
Recreation
Specialist II or Site
Coordinator
Recreation
Leader III Camp Director
Low Step N/A $17.09 $16.85 $15.39 $12.60 $14.19 $16.43 $18.00
High Step N/A $26.51 $17.88 $20.64 $18.30 $15.29 $22.11 $19.87
Recreation
Leader III
Recreation Leader Wage Comparison 2019
Positions listed are City of Moorpark positions approximated to similar positions at other agencies based on job requirements and duties. Only wage is
included in calculations; benefits are not considered. Minimum wage increases to $13.00/hour on January 1, 2020.
Recreation
Aide
Recreation
Leader I/II
ATTACHMENT 4
519
City of Ventura City of Oxnard City of Santa
Clarita
City of
Thousand Oaks
City of
Camarillo
City of Simi
Valley
City of
Moorpark
Current
City of
Moorpark
Proposed
(Starting
January 2020)
Position
Title N/A Office Assistant
I N/A N/A N/A N/A Clerical Aide I Clerical Aide I
Low Step N/A $13.77 N/A N/A N/A N/A $12.21 $13.00
High Step N/A $21.37 N/A N/A N/A N/A $12.85 $14.35
Position
Title Office Aide Office Assistant
II Office Clerk N/A Staff Assistant
I N/A Clerical Aide II Clerical Aide II
Low Step $12.00 $15.43 $12.00 N/A $16.90 N/A $12.21 $14.00
High Step $14.50 $23.94 $16.36 N/A $22.80 N/A $14.90 $15.45
Position
Title
Office Assistant
I
Data Entry
Operator I
Office / Admin
Support
Administrative
Clerk I
Staff Assistant
II
Office
Assistant II Records Clerk Records Clerk
Low Step $16.73 $15.31 $16.48 $19.42 $19.24 $16.84 $12.21 $15.00
High Step $20.39 $23.75 $43.80 $26.03 $25.95 $21.39 $16.43 $16.56
Records Clerk
Part-time Clerical Wage Comparison 2019
Positions listed are City of Moorpark positions approximated to similar positions at other agencies based on job requirements and duties. Only
wage is included in calculations; benefits are not considered. Minimum wage increases to $13.00/hour on 1/1/2020.
Clerical Aide I
Clerical Aide
II
520
Page 1 of 2
Primary Title Range Step Rate Range Step Rate
INTERN 30 B $ 16.04 7 B 16.40$ 0.36$ 990 15,879.60$ 16,236.00$ 356.40$
SENIOR NUTRITION COORDINATOR 32 G $ 19.07 10 D 19.38$ 0.31$ 990 18,879.30$ 19,186.20$ 306.90$
34,758.90$ 35,422.20$ 663.30$
PARKS AND FACILITIES ATTENDANT I 12 L $ 13.17 2 A 13.50$ 0.33$ 500 6,585.00$ 6,750.00$ 165.00$
PARKS AND FACILITIES ATTENDANT II 18 J $ 14.53 4 B 14.86$ 0.33$ 500 7,265.00$ 7,430.00$ 165.00$
PARKS AND FACILITIES ATTENDANT III 28 G $ 17.28 7 E 17.66$ 0.38$ 800 13,824.00$ 14,128.00$ 304.00$
PARKS AND FACILITIES ATTENDANT III 28 H $ 17.71 7 Y 17.71$ -$ 500 8,855.00$ 8,855.00$ -$
PARKS AND FACILITIES ATTENDANT III 28 C $ 15.64 7 A 16.00$ 0.36$ 350 5,474.00$ 5,600.00$ 126.00$
42,003.00$ 42,763.00$ 760.00$
CLERICAL AIDE/CROSSING GUARD 18 M $ 15.64 4 E 16.01$ 0.37$ 1400 21,896.00$ 22,414.00$ 518.00$
21,896.00$ 22,414.00$ 518.00$
PRESCHOOL AIDE 16 H $ 13.17 4 A 14.50$ 1.33$ 900 11,853.00$ 13,050.00$ 1,197.00$
PRESCHOOL AIDE 16 H $ 13.17 4 A 14.50$ 1.33$ 900 11,853.00$ 13,050.00$ 1,197.00$
PRESCHOOL DIRECTOR 38 K $ 24.41 12 Y 24.41$ -$ 996 24,312.36$ 24,312.36$ -$
PRESCHOOL TEACHER 32 J $ 20.53 11 C 21.01$ 0.48$ 588 12,071.64$ 12,353.88$ 282.24$
PRESCHOOL TEACHER 32 C $ 17.28 11 A 20.00$ 2.72$ 144 2,488.32$ 2,880.00$ 391.68$
PRESCHOOL TEACHER 32 J $ 20.53 11 C 21.01$ 0.48$ 612 12,564.36$ 12,858.12$ 293.76$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION AIDE 16 H $ 13.17 2 A 13.50$ 0.33$ 400 5,268.00$ 5,400.00$ 132.00$
RECREATION LEADER I 16 H $ 13.17 5 A 15.00$ 1.83$ 500 6,585.00$ 7,500.00$ 915.00$
RECREATION LEADER I 16 H $ 13.17 5 A 15.00$ 1.83$ 500 6,585.00$ 7,500.00$ 915.00$
WORK RELATED TO RECRETION PROGRAMMING, OFFSET BY RECREATION FEES
TOTAL CROSSING GUARD FUND
GENERAL FUND IMPACT ANALYSIS P/T SALARY INCREASES Calendar Year 2020
CURRENT 2020 PROPOSED 2020 DIFFERENCE
(FROM 2019
CURRENT)
ANNUAL
HOURS
ANNUAL COST
CURRENT
ANNUAL COST
PROPOSED 2020
ADDITIONAL
ANNUAL COSTS
2020
GRANT FUNDED OR REIMBURSED - NO IMPACT ON GENERAL FUND
TOTAL GRANT FUNDED
PARKS COVERAGE - PARKS & FACILITIES ATTENDANTS: PARKS MAINTENANCE DISTRICT (2390)
TOTAL PARKS MAINT DISTRICTS
CROSSING GUARD FUND (2003)
ATTACHMENT 5
521
Page 2 of 2
RECREATION LEADER II 22 D $ 13.85 5 A 15.00$ 1.15$ 600 8,310.00$ 9,000.00$ 690.00$
RECREATION LEADER II 22 C $ 13.49 5 A 15.00$ 1.51$ 600 8,094.00$ 9,000.00$ 906.00$
RECREATION LEADER II 22 E $ 14.19 5 A 15.00$ 0.81$ 600 8,514.00$ 9,000.00$ 486.00$
RECREATION LEADER III 32 B $ 16.86 10 A 18.00$ 1.14$ 0 -$ -$ -$
RECREATION LEADER III 32 A $ 16.43 10 A 18.00$ 1.57$ 760 12,486.80$ 13,680.00$ 1,193.20$
RECREATION AIDE / CAMP COUNSELOR I 16 H $ 13.17 1 A 13.00$ (0.17)$ 906 11,932.02$ 11,778.00$ (154.02)$
RECREATION LEADER I / CAMP COUNSELOR II 16 H $ 13.17 4 A 14.50$ 1.33$ 906 11,932.02$ 13,137.00$ 1,204.98$
RECREATION LEADER II / CAMP COUNSELOR II 22 C $ 13.49 4 A 14.50$ 1.01$ 906 12,221.94$ 13,137.00$ 915.06$
RECREATION LEADER III / ASST CAMP DIRECTOR 32 A $ 16.43 8 A 16.50$ 0.07$ 350 5,750.50$ 5,775.00$ 24.50$
199,161.96$ 210,411.36$ 11,249.40$
PARKS AND FACILITIES ATTENDANT II 18 J $ 14.53 4 B 14.86$ 0.33$ 500 7,265.00$ 7,430.00$ 165.00$
PARKS AND FACILITIES ATTENDANT III 28 C $ 15.64 7 A 16.00$ 0.36$ 500 7,820.00$ 8,000.00$ 180.00$
PARKS AND FACILITIES ATTENDANT III 28 C $ 15.64 7 A 16.00$ 0.36$ 500 7,820.00$ 8,000.00$ 180.00$
PARKS AND FACILITIES ATTENDANT III 28 G $ 17.28 7 E 17.66$ 0.38$ 800 13,824.00$ 14,128.00$ 304.00$
TOTAL RECREATION PFAs 36,729.00$ 37,558.00$ 829.00$
TOTAL GENERAL FUND IMPACT 23,506.56$ 24,037.12$ 530.56$
TOTAL OFFSET BY RENTAL FEES 13,222.44$ 13,520.88$ 298.44$
RECORDS CLERK 20 F $ 13.85 6 A 15.50$ 1.65$ 394 5,456.90$ 6,107.00$ 650.10$
RECORDS CLERK 20 M $ 16.43 6 D 16.69$ 0.26$ 884 14,524.12$ 14,753.96$ 229.84$
RECORDS CLERK 20 K $ 15.64 6 B 15.89$ 0.25$ 1340 20,957.60$ 21,292.60$ 335.00$
40,938.62$ 42,153.56$ 1,214.94$
375,487.48$ 390,722.12$ 15,234.64$
247,143.30$ 259,354.44$ 12,211.14$
21,896.00$ 22,414.00$ 518.00$
106,448.18$ 108,953.68$ 2,505.50$
GRANT FUNDED OR OFFSET BY FEES
CROSSING GUARD FUND (DEVELOPER FEES)
GENERAL FUND DIRECT IMPACT (Includes Parks Fund)
TOTAL RECREATION GENERAL FUND OFFSET
RECREATION PARKS & FACILITIES ATTENDANTS
CMO - RECORDS CLERKS: GENERAL FUND IMPACT
TOTAL RECORDS CLERKS GENERAL FUND IMPACT
TOTAL 2020 PART-TIME STAFF COSTS
522