HomeMy WebLinkAboutAGENDA REPORT 2024 1106 CCSA REG ITEM 09BCITY OF MOORPARK, CALIFORNIA
City Council Meeting
of November 6, 2024
ACTION ADOPTED RESOLUTION NOS.
2024-4279, 2024-4280, AND 2024-4281.
(ROLL CALL VOTE: 4-0,
COUNCILMEMBER CASTRO ABSENT)
BY A. Hurtado.
B. Consider Resolution Amending the Classification Plan Adding the Position of
Senior Planner and Rescinding Resolution No. 2024-4262; Consider Resolution
Amending the Salary Plan for Non-Competitive Service and Competitive Service
Employees Adding the Position of Senior Planner and Rescinding Resolution No.
2024-4263; and Consider Resolution Adopting a Revised Management Benefits
Program Adding the Position of Senior Planner and Rescinding Resolution No.
2023-4264. Staff Recommendation: Prior to a motion to adopt the revised Salary
Plan Resolution and Management Benefits Resolution, the Mayor shall make an
oral summary report for compliance with Section 54953(c)(3) of the Government
Code as follows: "Staff is recommending the City Council approve a revised Salary
Plan Resolution and Management Benefits Resolution that include adding the
position of Senior Planner at Salary Range 62, which is between $82,222.40 and
$110,614.40. All Non-Competitive Service employee positions are consistent with
the local agency executive definition in Section 3511.1(d) of the Government
Code." 1) Adopt Resolution No. 2024-4279 amending the Classification Plan and
rescinding Resolution No. 2024-4262; and 2) Adopt Resolution No. 2024-4280,
amending the Salary Plan for Non-Competitive Service and Competitive Service
Employees and rescinding Resolution No. 2024-4263; and 3) Adopt Resolution
No. 2024-4281, amending the Management Benefits Resolution and rescinding
Resolution No. 2023-4264. (Staff: PJ Gagajena, Assistant City Manager) (ROLL
CALL VOTE REQUIRED)
Item: 9.B.
MOORPARK CITY COUNCIL
AGENDA REPORT
TO: Honorable City Council
FROM: PJ Gagajena, Assistant City Manager
DATE: 11/06/2024 Regular Meeting
SUBJECT: Consider Resolution Amending the Classification Plan Adding the
Position of Senior Planner and Rescinding Resolution No. 2024-4262;
Consider Resolution Amending the Salary Plan for Non-Competitive
Service and Competitive Service Employees Adding the Position of
Senior Planner and Rescinding Resolution No. 2024-4263; and
Consider Resolution Adopting a Revised Management Benefits
Program Adding the Position of Senior Planner and Rescinding
Resolution No. 2023-4264
BACKGROUND/DISCUSSION
On June 19, 2024, the City Council adopted the Operating and Capital Improvement
Budget for Fiscal Year (FY) 2024/25. The budget included the position of Principal
Planner in the Community Development Department to manage complex development
projects and current and advanced planning activities. This position became vacant in
June and was subsequently advertised to be filled. However, this position has
remained vacant due to a number of factors in the labor market, including the very
specialized nature of the position resulting in a limited pool of viable candidates, and
high cost of living in the Ventura County region.
To continue the operations of the Community Development Department, the Principal
Planner position will remain vacant and be replaced with a lower-level position known
as a Senior Planner. This Senior Planner position does not currently exist in the City
and is therefore proposed to be added to the Classification and Salary Plans, and
Management Benefits Resolution. Although the Senior Planner position is lower in
terms of job functions and salary range compared to a Principal Planner, it can still
perform a high level of development and planning work to meet the needs of the
Community Development Department and attract a wider pool of candidates. This new
Senior Planner position will be placed at Salary Range 62 in between the advanced
journey-level Principal Planner position and lower journey-level Associate Planner
classification. The City will save approximately $56,705.20 in salary and benefits for
FY 2024/25 by filling the lower-level position of Senior Planner.
Item: 9.B.
10
Honorable City Council
11/06/2024 Regular Meeting
Page 2
GOVERNMENT CODE SECTION 54953(c)(3) ANNOUNCEMENT
Consistent with Section 54953(c)(3) of the Government Code, the Mayor, Mayor Pro
Tempore, or other presiding officer shall orally report a summary of a recommendation
for a final action on the salaries, salary schedules, or compensation paid in the form of
fringe benefits of a local agency executive, as defined in Section 3511.1(d) of the
Government Code, during the open regular meeting in which the final action is to be
taken and prior to the motion to approve. Department Heads and Management
Employees are considered local agency executives per the State law definition (which
includes a chief executive officer, a deputy and assistant chief executive officer, a
department head, and a position held by an employment contract), therefore an oral
report is required.
The City’s Salary Plan and Management Benefits Resolution are proposed to be
amended to add the position of Senior Planner. The estimated cost savings in salary
and benefits by filling the new Senior Planner position rather than the Principal Planner
position for FY 2024/25 is approximately $56,705.20. Department Heads and
Management Employees are employed pursuant to employment agreements that
contain standard employment terms covering fringe benefits that include medical,
health, retirement, life insurance, leave time, and other benefits as provided in the
Management Benefits Resolution.
ENVIRONMENTAL DETERMINATION
This action is exempt from the California Environmental Quality Act (CEQA) as it does
not constitute a project, as defined by Section 15378 of the State CEQA Guidelines.
Therefore, no environmental review is required.
FISCAL IMPACT
Costs for the Senior Planner will be allocated under the same methodology approved
for the Principal Planner - 85% from fund 2200 (Community Development) and 15%
from fund 2121 Housing. The fiscal impact for adding and filling the new lower-level
Senior Planner position rather than the Principal Planner position is approximately
$56,705.20 in cost savings allocated from Community Development and Housing funds
in salary and benefits for FY 2024/25.
COUNCIL GOAL COMPLIANCE
This action does not support a current strategic directive.
11
Honorable City Council
11/06/2024 Regular Meeting
Page 3
STAFF RECOMMENDATION (ROLL CALL VOTE REQUIRED)
Prior to a motion to adopt the revised Salary Plan Resolution and Management Benefits
Resolution, the Mayor shall make an oral summary report for compliance with Section
54953(c)(3) of the Government Code as follows: “Staff is recommending the City
Council approve a revised Salary Plan Resolution and Management Benefits Resolution
that include adding the position of Senior Planner at Salary Range 62, which is between
$82,222.40 and $110,614.40. All Non-Competitive Service employee positions are
consistent with the local agency executive definition in Section 3511.1(d) of the
Government Code.”
1. Adopt Resolution No. 2024-____ amending the Classification Plan and
rescinding Resolution No. 2024-4262; and
2. Adopt Resolution No. 2024-____, amending the Salary Plan for Non-Competitive
Service and Competitive Service Employees and rescinding Resolution
No. 2024-4263; and
3. Adopt Resolution No. 2024-____, amending the Management Benefits
Resolution and rescinding Resolution No. 2023-4264.
Attachment 1: Draft Classification Plan Resolution No. 2024-___ (including only new
position)
Attachment 2: Draft Salary Plan Resolution No. 2024-____ for Competitive Service
and Non-Competitive Service Employees
Attachment 3: Draft Management Benefits Resolution No. 2024-____
12
RESOLUTION NO. 2024-4262-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, AMENDING THE CLASSIFICATION
PLAN FOR NON-COMPETITIVE AND COMPETITIVE SERVICE
EMPLOYEES ADDING THE POSITION OF RECORDS
SUPERVISORSENIOR PLANNER, AND RESCINDING
RESOLUTION NO. 2024-4262____
WHEREAS, the City Council at its regular meeting on July 17November 6, 2024,
considered and adopted an amended Classification Plan Resolution for Non -Competitive
and Competitive Service employees to add the position of Records SupervisorSenior
Planner; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES
HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The job description attached as Exhibit A to this resolution is
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. 2024-4262 ____ is rescinded and this resolution
shall become effective upon adoption.
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 176th day of JulyNovember, 2024.
ATTACHMENT 1
13
Resolution No. 2024-4262____
Page 2
_________________________________
Chris R. Enegren, Mayor
ATTEST:
__________________________________
Ky Spangler, City Clerk
Exhibit A: Classification Plan and Job Description
14
Resolution No. 2024-4262____
Page 3
EXHIBIT A
City of Moorpark Classification Plan
and
Job Descriptions
15
SENIOR PLANNER
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 perform current and advance planning activities; to work with and assist developers,
the business community and the public on planning, housing, and development related
matters; to work with technical in-house and contract staff responsible for performing
planning activities including current or comprehensive planning projects and special
studies; and to provide responsible staff assistance to higher-level staff. This position is
overtime exempt.
DISTINGUISHING CHARACTERISTICS
This is the entry into the advanced journey level class in the professional planner series.
Positions at this level are distinguished from other classes within the series by the level
of responsibility assumed and the complexity of duties assigned. Employees perform
difficult and responsible types of duties assigned to classes within this series including
general plan amendments, environmental planning, and responsibility for compliance with
most Federal, State, and local regulations. Employees at this level may supervise lower
associate and lower-level staff on occasion and are required to be fully experienced in all
procedures related to assigned areas of responsibility.
SUPERVISION RECEIVED AND EXERCISED
Receives direction from the Community Development Director, Deputy Community
Development Director, Planning Director, Planning Manager or Principal Planner.
May supervise lower associate and lower-level technical and clerical staff, administer
contracts and monitor 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. Responsible for current and comprehensive planning projects and special studies;
provide technical assistance to professional and technical planning and code
compliance staff and consultants.
2. Provide responsible staff assistance and support to higher-level planning staff, as
well as supervise and mentor entry-level staff.
Resolution No. 2024-____
Page 4
Resolution No. 2024-____
Page 4
16
3. Review commercial, industrial and residential development plans to determine
compliance with appropriate conditions of approval regulations and policies;
process administrative and discretionary permits and minor variances.
4. Process General Plan amendments, Zoning Code amendments, and Specific
Plans and related entitlement applications including zone changes, subdivision
maps, planned development permits, and conditional use permits, review and
inspect projects, meet with architects, engineers and construction personnel.
5. Assist consultant preparation of updates to General Plan elements and prepare
yearly General Plan status report; prepare written staff reports and verbal
presentations to City Council, Planning Commission and ad hoc committees, other
agency staff and representatives.
6. Confer with developers, engineers, architects, landscape architects,
environmental and planning consultants, other agency staff, elected officials, the
general public regarding City development policies, standards, and the processing
of development project and entitlement applications.
7. Participate in the environmental review process of proposed development and
prepare initial studies; and review and provide comments on other agency projects
and environmental documents and CEQA compliance.
8. Participate in architectural, site, landscape and other development plan examining
activities.
9. Perform site visits of proposed projects; survey neighborhoods for land uses.
10. Attend and participate in professional group meetings; stay abreast of new trends
and innovations in the field of current or comprehensive planning.
11. Maintain organized and accurate records, files, and databases for entitlement
processing, including key deadlines for action and expiration dates for permits.
12. May prepare professional services agreements and manage the work of
consultants.
13. May participate in the selection of planning staff and consultants; provide or
coordinate staff training; prepare performance evaluations; and work with
employees to correct deficiencies.
Marginal Functions:
1. Serve as emergency response worker as necessary.
2. Perform related duties and responsibilities as required.
Resolution No. 2024-____
Page 5
Resolution No. 2024-____
Page 5
17
QUALIFICATIONS
Knowledge of:
• Advanced principles and practices of urban planning and development.
• Advanced site planning and architectural design techniques and methods.
• Planning theory and social policies.
• Reporting and tracking methods for development applications including
entitlement review and compliance with conditions of approval.
• Methods and techniques of research and analysis related to urban development
and environmental impact assessment.
• Advanced site planning and architectural design techniques and methods.
• Applicable environmental laws and regulations.
• Computer functions and related software.
• Geographic Information System software.
• Technical report writing.
• Modern office procedures, methods, and computer equipment and various
software programs.
• Principles and practices of contract administration.
• Current literature, information sources and research techniques in the field of
urban planning.
• Pertinent Federal, State, and local laws, codes and regulations.
• Principles of supervision, training, and performance evaluation.
• English usage, spelling, grammar, and punctuation.
Ability to:
• Analyze proposed projects for consistency with General Plan and compliance with
City codes and policies.
• Analyze site and building design for compliance with code requirements.
• Analyze appropriate land use including terrain constraints, circulation, compatibility
with adjacent land use, adequacy of services, and potential fiscal impacts.
• Effectively manage contracts and evaluate the work of contractors.
• Review the work of lower-level staff.
• Manage multiple projects and comply with processing time limits.
• Perform plan checking activities.
• Conduct site inspections.
• Interpret and explain City policies and procedures.
• Interpret, explain, and enforce local, state, and federal laws and regulations.
• Interpret planning and zoning programs for the general public.
• Analyze and compile technical and statistical information and prepare reports.
• Operate and use modern office equipment including computer, printers and
copiers.
• Communicate clearly and concisely, both orally and in writing.
• Respond to difficult and sensitive public inquiries.
Resolution No. 2024-____
Page 6
Resolution No. 2024-____
Page 6
18
• Establish and maintain effective working relationships with those contacted in the
course of work including City officials and the general public.
• Maintain physical condition appropriate to the performance of assigned duties and
responsibilities.
• Maintain mental capacity, which allows the capability of making sound decisions
and demonstrating intellectual capabilities.
• Maintain effective audio/visual discrimination and perception to the degree
necessary for the successful performance of assigned duties.
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
Four years of responsible professional level urban planning experience in either
current or comprehensive planning, working in municipal, county or regional
government community development/planning department or similar private sector
experience. Supervisory experience is desired but not required.
Training
Equivalent to a Bachelor’s degree from an accredited college or university with
major course work in planning, geography, public administration, business
management or a closely related field. A Master’s Degree in Urban Planning,
Public Administration or a related field is highly desired.
License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
WORKING CONDITIONS
Environmental Conditions:
Office and field environment; travel from site to site; exposure to computer screens;
exposure to outside atmospheric conditions, dust and noise.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting for
prolonged periods of time, standing or walking; travel to various locations; light lifting,
carrying, pushing and pulling; reaching; handling; use of fingers; talking; hearing; near
acuity.
Resolution No. 2024-____
Page 7
Resolution No. 2024-____
Page 7
19
RESOLUTION NO. 2024-4263____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, AMENDING THE SALARY PLAN
FOR NON-COMPETITIVE SERVICE AND COMPETITIVE
SERVICE EMPLOYEES ADDING THE POSITION OF RECORDS
SUPERVISORSENIOR PLANNER, AND RESCINDING
RESOLUTION NO. 2024-4263
WHEREAS, the City Council at its regular meeting on July 17November 6, 2024,
considered and adopted an amended Salary Plan Resolution for Non -Competitive
Service and Competitive Service positions to add the position of Records
SupervisorSenior Planner; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Salary Plan is hereby adopted for all of the Non-Competitive
Service and Competitive Service positions herein listed:
Non-Competitive Service Positions Salary Range
City Manager CM
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
Finance/Administrative Services Director 87
Parks and Recreation Director 87
Public Works Director 87
Assistant to the City Manager/City Clerk 83
City Engineer 83
Planning Director 83
Assistant City Engineer 79
Deputy Community Development Director 79
Deputy Finance Director 79
Deputy Parks and Recreation 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
Planning Manager 75
Public Works Manager 75
Senior Civil Engineer 75
ATTACHMENT 2
20
Resolution No. 2024-____
Page 2
Non-Competitive Service Positions Salary Range
Administrative Services Manager 71
Economic Development and Housing Manager 71
Economic Development Manager 71
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 Administrator 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
Purchasing Analyst 62
Records Supervisor 62
Recreation Supervisor 62
Senior Planner 62
Competitive Service Positions Salary Range
Associate Planner II 59
Human Resources Specialist 59
Recreation Specialist 59
Senior Account Technician II 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 I 53
Account Technician II 51
21
Resolution No. 2024-____
Page 3
Competitive Service Positions Salary Range
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
Administrative Assistant II 48
Community Services Technician 48
Deputy City Clerk I 48
Landscape 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
Recreation Program Specialist 39
Teen Coordinator 39
Account Clerk II 38
Recreation Leader IV 38
Recreation Assistant II 36
Account Clerk I 34
Office Assistant II 34
Recreation Assistant I 32
Maintenance Worker I 31
Office Assistant I 29
SECTION 2. The corresponding salaries for the ranges established in Section 1
of this resolution are attached hereto and incorporated herein as the “Salary Schedule”
Table. The Bi-Weekly Salary for each range is 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 is 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 is calculated by multiplying the
Hourly Salary by two thousand eighty (2,080) hours. The “Salary Schedule” Table and
Classification and Salary Schedule attached to this resolution are for information
purposes only, since calculations are approximate due to rounding differences.
22
Resolution No. 2024-____
Page 4
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
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:
23
Resolution No. 2024-____
Page 5
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 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. 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. 2024-4263 shall be rescinded in its entirety, and this
revised Salary Plan for Non-Competitive Service and Competitive Service Employees
becomes effective retroactively with the first full pay period commencing on or after
July 1, 2024, and with the paycheck dated August 2, 2024, except for the City Manager
whose salary is effective with the paycheck dated March 15, 2024.
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 176th day of JulyNovember, 2024.
Chris R. Enegren, Mayor
ATTEST:
Ky Spangler, City Clerk
Exhibit A: Salary Schedule Tables (Non-Competitive Service and Competitive
Service Employees; and Classification and Salary Schedules).
24
POSITION PERIOD RANGE ------------CM
CITY MANAGER HOURLY CM ------------126.91$
BIWEEKLY ------------10,152.80$
MONTHLY ------------21,997.73$
ANNUALLY ------------263,972.80$
POSITION PERIOD 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
HOURLY 100 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$ 123.11$ 126.24$ 129.36$ 132.61$ 135.92$
BIWEEKLY 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$ 9,848.80$ 10,099.20$ 10,348.80$ 10,608.80$ 10,873.60$
MONTHLY 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$ 21,339.07$ 21,881.60$ 22,422.40$ 22,985.73$ 23,559.47$
ANNUALLY 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$ 256,068.80$ 262,579.20$ 269,068.80$ 275,828.80$ 282,713.60$
HOURLY 99 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$ 123.11$ 126.24$ 129.36$ 132.61$
BIWEEKLY 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$ 9,848.80$ 10,099.20$ 10,348.80$ 10,608.80$
MONTHLY 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$ 21,339.07$ 21,881.60$ 22,422.40$ 22,985.73$
ANNUALLY 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$ 256,068.80$ 262,579.20$ 269,068.80$ 275,828.80$
HOURLY 98 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$ 123.11$ 126.24$ 129.36$
BIWEEKLY 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$ 9,848.80$ 10,099.20$ 10,348.80$
MONTHLY 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$ 21,339.07$ 21,881.60$ 22,422.40$
ANNUALLY 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$ 256,068.80$ 262,579.20$ 269,068.80$
HOURLY 97 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$ 123.11$ 126.24$
BIWEEKLY 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$ 9,848.80$ 10,099.20$
MONTHLY 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$ 21,339.07$ 21,881.60$
ANNUALLY 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$ 256,068.80$ 262,579.20$
HOURLY 96 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$ 123.11$
BIWEEKLY 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$ 9,848.80$
MONTHLY 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$ 21,339.07$
ANNUALLY 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$ 256,068.80$
HOURLY 95 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$ 120.14$
BIWEEKLY 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$ 9,611.20$
MONTHLY 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$ 20,824.27$
ANNUALLY 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$ 249,891.20$
HOURLY 94 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$ 117.16$
BIWEEKLY 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$ 9,372.80$
MONTHLY 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$ 20,307.73$
ANNUALLY 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$ 243,692.80$
HOURLY 93 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$ 114.32$
BIWEEKLY 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$ 9,145.60$
MONTHLY 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$ 19,815.47$
ANNUALLY 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$ 237,785.60$
HOURLY 92 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$ 111.53$
BIWEEKLY 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$ 8,922.40$
MONTHLY 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$ 19,331.87$
ANNUALLY 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$ 231,982.40$
ASSISTANT CITY MANAGER HOURLY 91 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$ 108.83$
BIWEEKLY 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$ 8,706.40$
MONTHLY 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$ 18,863.87$
ANNUALLY 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$ 226,366.40$
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
EFFECTIVE WITH THE PAYCHECK DATED MARCH 15, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
Resolution No. 2024-____
Page 6
25
POSITION PERIOD 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
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
HOURLY 90 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$ 106.16$
BIWEEKLY 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$ 8,492.80$
MONTHLY 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$ 18,401.07$
ANNUALLY 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$ 220,812.80$
DEPUTY CITY MANAGER HOURLY 89 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$ 103.58$
BIWEEKLY 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$ 8,286.40$
MONTHLY 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$ 17,953.87$
ANNUALLY 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$ 215,446.40$
HOURLY 88 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$ 101.05$
BIWEEKLY 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$ 8,084.00$
MONTHLY 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$ 17,515.33$
ANNUALLY 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$ 210,184.00$
ADMINISTRATIVE SERVICES DIRECTOR HOURLY 87 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$ 98.57$
CITY ENGINEER/PUBLIC WORKS DIRECTOR BIWEEKLY 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$ 7,885.60$
COMMUNITY DEVELOPMENT DIRECTOR MONTHLY 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$ 17,085.47$
FINANCE DIRECTOR ANNUALLY 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$ 205,025.60$
FINANCE/ADMINISTRATIVE SERVICES DIRECTOR
PARKS AND RECREATION DIRECTOR
PUBLIC WORKS DIRECTOR
HOURLY 86 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$ 96.18$
BIWEEKLY 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$ 7,694.40$
MONTHLY 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$ 16,671.20$
ANNUALLY 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$ 200,054.40$
HOURLY 85 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$ 93.84$
BIWEEKLY 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$ 7,507.20$
MONTHLY 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$ 16,265.60$
ANNUALLY 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$ 195,187.20$
HOURLY 84 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$ 91.54$
BIWEEKLY 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$ 7,323.20$
MONTHLY 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$ 15,866.93$
ANNUALLY 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$ 190,403.20$
ASSISTANT TO THE CITY MANAGER/CITY CLERK HOURLY 83 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$ 89.31$
CITY ENGINEER BIWEEKLY 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$ 7,144.80$
PLANNING DIRECTOR MONTHLY 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$ 15,480.40$
ANNUALLY 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$ 185,764.80$
HOURLY 82 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$ 87.16$
BIWEEKLY 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$ 6,972.80$
MONTHLY 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$ 15,107.73$
ANNUALLY 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$ 181,292.80$
HOURLY 81 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$ 85.00$
BIWEEKLY 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$ 6,800.00$
MONTHLY 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$ 14,733.33$
ANNUALLY 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$ 176,800.00$
HOURLY 80 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$ 82.96$
BIWEEKLY 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$ 6,636.80$
MONTHLY 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$ 14,379.73$
ANNUALLY 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$ 172,556.80$
Resolution No. 2024-____
Page 7
26
POSITION PERIOD 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
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
ASSISTANT CITY ENGINEER HOURLY 79 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$ 80.91$
DEPUTY COMMUNITY DEVELOPMENT DIRECTOR BIWEEKLY 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$ 6,472.80$
DEPUTY FINANCE DIRECTOR MONTHLY 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$ 14,024.40$
DEPUTY PARKS AND RECREATION DIRECTOR ANNUALLY 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$ 168,292.80$
HOURLY 78 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$ 78.94$
BIWEEKLY 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$ 6,315.20$
MONTHLY 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$ 13,682.93$
ANNUALLY 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$ 164,195.20$
HOURLY 77 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$ 77.00$
BIWEEKLY 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$ 6,160.00$
MONTHLY 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$ 13,346.67$
ANNUALLY 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$ 160,160.00$
HOURLY 76 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$ 75.15$
BIWEEKLY 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$ 6,012.00$
MONTHLY 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$ 13,026.00$
ANNUALLY 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$ 156,312.00$
ASSISTANT TO THE CITY MANAGER HOURLY 75 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$ 73.31$
BUDGET AND FINANCE MANAGER BIWEEKLY 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$ 5,864.80$
CITY CLERK MONTHLY 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$ 12,707.07$
COMMUNITY SERVICES MANAGER ANNUALLY 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$ 152,484.80$
ECONOMIC DEVELOPMENT AND PLANNING MANAGER
INFORMATION SYSTEMS MANAGER
PARKS AND LANDSCAPE MANAGER
PLANNING MANAGER
PUBLIC WORKS MANAGER
SENIOR CIVIL ENGINEER
HOURLY 74 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$ 71.51$
BIWEEKLY 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$ 5,720.80$
MONTHLY 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$ 12,395.07$
ANNUALLY 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$ 148,740.80$
HOURLY 73 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$ 69.77$
BIWEEKLY 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$ 5,581.60$
MONTHLY 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$ 12,093.47$
ANNUALLY 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$ 145,121.60$
HOURLY 72 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$ 68.06$
BIWEEKLY 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$ 5,444.80$
MONTHLY 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$ 11,797.07$
ANNUALLY 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$ 141,564.80$
ADMINISTRATIVE SERVICES MANAGER HOURLY 71 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$ 66.41$
ECONOMIC DEVELPOMENT AND HOUSNG MANAGER BIWEEKLY 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$ 5,312.80$
ECONOMIC DEVELOPMENT MANAGER MONTHLY 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$ 11,511.07$
FINANCE/ACCOUNTING MANAGER ANNUALLY 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$ 138,132.80$
HUMAN RESOURCES MANAGER
PROGRAM MANAGER
RECREATION SERVICES MANAGER
HOURLY 70 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$ 64.80$
BIWEEKLY 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$ 5,184.00$
MONTHLY 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$ 11,232.00$
ANNUALLY 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$ 134,784.00$
Resolution No. 2024-____
Page 8
27
POSITION PERIOD 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
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
HOURLY 69 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$ 63.19$
BIWEEKLY 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$ 5,055.20$
MONTHLY 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$ 10,952.93$
ANNUALLY 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$ 131,435.20$
HOURLY 68 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$ 61.67$
BIWEEKLY 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$ 4,933.60$
MONTHLY 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$ 10,689.47$
ANNUALLY 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$ 128,273.60$
ACCOUNTANT II HOURLY 67 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$ 60.16$
ASSOCIATE CIVIL ENGINEER BIWEEKLY 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$ 4,812.80$
LANDSCAPE/PARKS MAINTENANCE SUPERINTENDENT MONTHLY 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$ 10,427.73$
PRINCIPAL PLANNER ANNUALLY 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$ 125,132.80$
PUBLIC WORKS SUPERINTENDENT/INSPECTOR
SENIOR HOUSING ANALYST
SENIOR HUMAN RESOURCES ANALYST
SENIOR INFORMATION SYSTEMS ADMINISTRATOR
SENIOR MANAGEMENT ANALYST
HOURLY 66 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$ 58.67$
BIWEEKLY 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$ 4,693.60$
MONTHLY 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$ 10,169.47$
ANNUALLY 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$ 122,033.60$
HOURLY 65 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$ 57.27$
BIWEEKLY 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$ 4,581.60$
MONTHLY 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$ 9,926.80$
ANNUALLY 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$ 119,121.60$
HOURLY 64 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$ 55.87$
BIWEEKLY 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$ 4,469.60$
MONTHLY 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$ 9,684.13$
ANNUALLY 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$ 116,209.60$
HOURLY 63 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$ 54.50$
BIWEEKLY 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$ 4,360.00$
MONTHLY 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$ 9,446.67$
ANNUALLY 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$ 113,360.00$
ACCOUNTANT I HOURLY 62 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$ 53.18$
ACTIVE ADULT CENTER SUPERVISOR BIWEEKLY 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$ 4,254.40$
ASSISTANT CITY CLERK MONTHLY 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$ 9,217.87$
ASSISTANT ENGINEER ANNUALLY 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$ 110,614.40$
HUMAN RESOURCES ANALYST
INFORMATION SYSTEMS ADMINISTRATOR
MANAGEMENT ANALYST
PARKS AND FACILITIES SUPERVISOR
PUBLIC WORKS SUPERVISOR
PURCHASING ANALYST
RECORDS SUPERVISOR
RECREATION SUPERVISOR
SENIOR PLANNER
HOURLY 61 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$ 51.86$
BIWEEKLY 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$ 4,148.80$
MONTHLY 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$ 8,989.07$
ANNUALLY 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$ 107,868.80$
Resolution No. 2024-____
Page 9
28
POSITION PERIOD 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
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
--- NON-COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
HOURLY 60 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$ 50.60$
BIWEEKLY 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$ 4,048.00$
MONTHLY 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$ 8,770.67$
ANNUALLY 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$ 105,248.00$
Resolution No. 2024-____
Page 10
29
POSITION PERIOD 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
ASSOCIATE PLANNER II HOURLY 59 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$ 49.39$
HUMAN RESOURCES SPECIALIST BIWEEKLY 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$ 3,951.20$
RECREATION SPECIALIST MONTHLY 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$ 8,560.93$
SENIOR ACCOUNT TECHNICIAN II ANNUALLY 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$ 102,731.20$
VECTOR/ANIMAL CONTROL SPECIALIST
HOURLY 58 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$ 48.19$
BIWEEKLY 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$ 3,855.20$
MONTHLY 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$ 8,352.93$
ANNUALLY 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$ 100,235.20$
HOURLY 57 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$ 47.02$
BIWEEKLY 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$ 3,761.60$
MONTHLY 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$ 8,150.13$
ANNUALLY 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$ 97,801.60$
ASSOCIATE PLANNER I HOURLY 56 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$ 45.88$
BIWEEKLY 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$ 3,670.40$
MONTHLY 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$ 7,952.53$
ANNUALLY 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$ 95,430.40$
HOURLY 55 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$ 44.74$
BIWEEKLY 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$ 3,579.20$
MONTHLY 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$ 7,754.93$
ANNUALLY 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$ 93,059.20$
HOURLY 54 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$ 43.65$
BIWEEKLY 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$ 3,492.00$
MONTHLY 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$ 7,566.00$
ANNUALLY 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$ 90,792.00$
ACTIVE ADULT CENTER COORDINATOR HOURLY 53 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$ 42.60$
ADMINISTRATIVE SPECIALIST BIWEEKLY 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$ 3,408.00$
DEPUTY CITY CLERK II MONTHLY 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$ 7,384.00$
EXECUTIVE SECRETARY ANNUALLY 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$ 88,608.00$
HUMAN RESOURCES ASSISTANT
RECREATION COORDINATOR III
SENIOR ACCOUNT TECHNICIAN I
HOURLY 52 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$ 41.53$
BIWEEKLY 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$ 3,322.40$
MONTHLY 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$ 7,198.53$
ANNUALLY 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$ 86,382.40$
ACCOUNT TECHNICIAN II HOURLY 51 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$ 40.52$
ASSISTANT PLANNER BIWEEKLY 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$ 3,241.60$
CODE COMPLIANCE TECHNICIAN II MONTHLY 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$ 7,023.47$
INFORMATION SYSTEMS TECHNICIAN II ANNUALLY 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$ 84,281.60$
VECTOR/ANIMAL CONTROL TECHNICIAN II
HOURLY 50 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$ 39.53$
BIWEEKLY 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$ 3,162.40$
MONTHLY 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$ 6,851.87$
ANNUALLY 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$ 82,222.40$
FACILITIES TECHNICIAN HOURLY 49 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$ 38.57$
LANDSCAPE MAINTENANCE INSPECTOR BIWEEKLY 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$ 3,085.60$
MONTHLY 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$ 6,685.47$
ANNUALLY 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$ 80,225.60$
ADMINISTRATIVE ASSISTANT II HOURLY 48 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$ 37.64$
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
Resolution No. 2024-____
Page 11
30
POSITION PERIOD 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
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
COMMUNITY SERVICES TECHNICIAN BIWEEKLY 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$ 3,011.20$
DEPUTY CITY CLERK I MONTHLY 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$ 6,524.27$
ANNUALLY 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$ 78,291.20$
LANDSCAPE MAINTENANCE SPECIALIST HOURLY 47 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$ 36.72$
RECREATION COORDINATOR II BIWEEKLY 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$ 2,937.60$
SENIOR MAINTENANCE WORKER MONTHLY 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$ 6,364.80$
VECTOR/ANIMAL CONTROL TECHNICIAN I ANNUALLY 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$ 76,377.60$
ACCOUNT TECHNICIAN I HOURLY 46 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$ 35.80$
INFORMATION SYSTEMS TECHNICIAN I BIWEEKLY 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$ 2,864.00$
MONTHLY 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$ 6,205.33$
ANNUALLY 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$ 74,464.00$
ADMINISTRATIVE ASSISTANT I HOURLY 45 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$ 34.95$
CODE COMPLIANCE TECHNICIAN I BIWEEKLY 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$ 2,796.00$
IRRIGATION SPECIALIST MONTHLY 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$ 6,058.00$
PLANNING TECHNICIAN ANNUALLY 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$ 72,696.00$
HOURLY 44 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$ 34.10$
BIWEEKLY 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$ 2,728.00$
MONTHLY 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$ 5,910.67$
ANNUALLY 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$ 70,928.00$
MAINTENANCE WORKER III HOURLY 43 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$ 33.26$
BIWEEKLY 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$ 2,660.80$
MONTHLY 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$ 5,765.07$
ANNUALLY 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$ 69,180.80$
HOURLY 42 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$ 32.47$
BIWEEKLY 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$ 2,597.60$
MONTHLY 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$ 5,628.13$
ANNUALLY 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$ 67,537.60$
CROSSING GUARD SUPERVISOR HOURLY 41 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$ 31.66$
OFFICE ASSISTANT III BIWEEKLY 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$ 2,532.80$
PUBLIC WORKS TECHNICIAN MONTHLY 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$ 5,487.73$
RECREATION COORDINATOR I ANNUALLY 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$ 65,852.80$
HOURLY 40 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$ 30.88$
BIWEEKLY 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$ 2,470.40$
MONTHLY 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$ 5,352.53$
ANNUALLY 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$ 64,230.40$
MAINTENANCE WORKER II HOURLY 39 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$ 30.14$
RECREATION PROGRAM SPECIALIST BIWEEKLY 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$ 2,411.20$
TEEN COORDINATOR MONTHLY 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$ 5,224.27$
ANNUALLY 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$ 62,691.20$
ACCOUNT CLERK II HOURLY 38 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$ 29.39$
RECREATION LEADER IV BIWEEKLY 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$ 2,351.20$
MONTHLY 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$ 5,094.27$
ANNUALLY 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$ 61,131.20$
HOURLY 37 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$ 28.69$
BIWEEKLY 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$ 2,295.20$
MONTHLY 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$ 4,972.93$
ANNUALLY 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$ 59,675.20$
RECREATION ASSISTANT II HOURLY 36 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$ 28.00$
BIWEEKLY 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$ 2,240.00$
MONTHLY 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$ 4,853.33$
Resolution No. 2024-____
Page 12
31
POSITION PERIOD 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
EXHIBIT A
--- COMPETITIVE SERVICE POSITIONS ---
CITY OF MOORPARK SALARY SCHEDULE
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
ANNUALLY 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$ 58,240.00$
HOURLY 35 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$ 27.33$
BIWEEKLY 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$ 2,186.40$
MONTHLY 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$ 4,737.20$
ANNUALLY 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$ 56,846.40$
ACCOUNT CLERK I HOURLY 34 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$ 26.62$
OFFICE ASSISTANT II BIWEEKLY 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$ 2,129.60$
MONTHLY 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$ 4,614.13$
ANNUALLY 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$ 55,369.60$
HOURLY 33 19.33$ 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$ 25.97$
BIWEEKLY 1,546.40$ 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$ 2,077.60$
MONTHLY 3,350.53$ 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$ 4,501.47$
ANNUALLY 40,206.40$ 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$ 54,017.60$
RECREATION ASSISTANT I HOURLY 32 18.85$ 19.33$ 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$ 25.35$
BIWEEKLY 1,508.00$ 1,546.40$ 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$ 2,028.00$
MONTHLY 3,267.33$ 3,350.53$ 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$ 4,394.00$
ANNUALLY 39,208.00$ 40,206.40$ 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$ 52,728.00$
MAINTENANCE WORKER I HOURLY 31 18.40$ 18.85$ 19.33$ 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$ 24.73$
BIWEEKLY 1,472.00$ 1,508.00$ 1,546.40$ 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$ 1,978.40$
MONTHLY 3,189.33$ 3,267.33$ 3,350.53$ 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$ 4,286.53$
ANNUALLY 38,272.00$ 39,208.00$ 40,206.40$ 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$ 51,438.40$
HOURLY 30 17.93$ 18.40$ 18.85$ 19.33$ 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$ 24.12$
BIWEEKLY 1,434.40$ 1,472.00$ 1,508.00$ 1,546.40$ 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$ 1,929.60$
MONTHLY 3,107.87$ 3,189.33$ 3,267.33$ 3,350.53$ 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$ 4,180.80$
ANNUALLY 37,294.40$ 38,272.00$ 39,208.00$ 40,206.40$ 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$ 50,169.60$
OFFICE ASSISTANT HOURLY 29 17.50$ 17.93$ 18.40$ 18.85$ 19.33$ 19.82$ 20.30$ 20.81$ 21.32$ 21.87$ 22.40$ 22.98$ 23.55$
BIWEEKLY 1,400.00$ 1,434.40$ 1,472.00$ 1,508.00$ 1,546.40$ 1,585.60$ 1,624.00$ 1,664.80$ 1,705.60$ 1,749.60$ 1,792.00$ 1,838.40$ 1,884.00$
MONTHLY 3,033.33$ 3,107.87$ 3,189.33$ 3,267.33$ 3,350.53$ 3,435.47$ 3,518.67$ 3,607.07$ 3,695.47$ 3,790.80$ 3,882.67$ 3,983.20$ 4,082.00$
ANNUALLY 36,400.00$ 37,294.40$ 38,272.00$ 39,208.00$ 40,206.40$ 41,225.60$ 42,224.00$ 43,284.80$ 44,345.60$ 45,489.60$ 46,592.00$ 47,798.40$ 48,984.00$
Resolution No. 2024-____
Page 13
32
Title Type Range Min Max
City Manager Non-Competitive CM 263,972.80$ 263,972.80$
Title Type Range Min Max
Assistant City Manager Non-Competitive 91 168,292.80$ 226,366.40$
Deputy City Manager Non-Competitive 89 160,160.00$ 215,446.40$
Administrative Services Director Non-Competitive 87 152,484.80$ 205,025.60$
City Engineer/Public Works Director Non-Competitive 87 152,484.80$ 205,025.60$
Community Development Director Non-Competitive 87 152,484.80$ 205,025.60$
Finance Director Non-Competitive 87 152,484.80$ 205,025.60$
Finance/Administrative Services Director Non-Competitive 87 152,484.80$ 205,025.60$
Parks and Recreation Director Non-Competitive 87 152,484.80$ 205,025.60$
Public Works Director Non-Competitive 87 152,484.80$ 205,025.60$
Assistant to the City Manager/City Clerk Non-Competitive 83 138,132.80$ 185,764.80$
City Engineer Non-Competitive 83 138,132.80$ 185,764.80$
Planning Director Non-Competitive 83 138,132.80$ 185,764.80$
Assistant City Engineer Non-Competitive 79 125,132.80$ 168,292.80$
Deputy Community Development Director Non-Competitive 79 125,132.80$ 168,292.80$
Deputy Finance Director Non-Competitive 79 125,132.80$ 168,292.80$
Deputy Parks and Recreation Director Non-Competitive 79 125,132.80$ 168,292.80$
Assistant to the City Manager Non-Competitive 75 113,360.00$ 152,484.80$
Budget and Finance Manager Non-Competitive 75 113,360.00$ 152,484.80$
City Clerk Non-Competitive 75 113,360.00$ 152,484.80$
Community Services Manager Non-Competitive 75 113,360.00$ 152,484.80$
Economic Development and Planning Mgr.Non-Competitive 75 113,360.00$ 152,484.80$
Information Systems Manager Non-Competitive 75 113,360.00$ 152,484.80$
Parks and Landscape Manager Non-Competitive 75 113,360.00$ 152,484.80$
Planning Manager Non-Competitive 75 113,360.00$ 152,484.80$
Public Works Manager Non-Competitive 75 113,360.00$ 152,484.80$
Senior Civil Engineer Non-Competitive 75 113,360.00$ 152,484.80$
Administrative Services Manager Non-Competitive 71 102,731.20$ 138,132.80$
Economic Development and Housing Mgr Non-Competitive 71 102,731.20$ 138,132.80$
Economic Development Manager Non-Competitive 71 102,731.20$ 138,132.80$
Finance/Accounting Manager Non-Competitive 71 102,731.20$ 138,132.80$
Human Resources Manager Non-Competitive 71 102,731.20$ 138,132.80$
Program Manager Non-Competitive 71 102,731.20$ 138,132.80$
Recreation Services Manager Non-Competitive 71 102,731.20$ 138,132.80$
Accountant II Non-Competitive 67 93,059.20$ 125,132.80$
Associate Civil Engineer Non-Competitive 67 93,059.20$ 125,132.80$
Landscape/Parks Maintenance Supt.Non-Competitive 67 93,059.20$ 125,132.80$
Principal Planner Non-Competitive 67 93,059.20$ 125,132.80$
Public Works Superintendent/Inspector Non-Competitive 67 93,059.20$ 125,132.80$
Senior Housing Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Senior Human Resources Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Senior Information Systems Administrator Non-Competitive 67 93,059.20$ 125,132.80$
Senior Management Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Accountant I Non-Competitive 62 82,222.40$ 110,614.40$
Active Adult Center Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY SALARY RANGE
EFFECTIVE WITH PAYCHECK DATED MARCH 15, 2024
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY SALARY RANGE
Resolution No. 2024-____
Page 14
33
Title Type Range Min Max
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY SALARY RANGE
Assistant City Clerk Non-Competitive 62 82,222.40$ 110,614.40$
Assistant Engineer Non-Competitive 62 82,222.40$ 110,614.40$
Human Resources Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Information Systems Administrator Non-Competitive 62 82,222.40$ 110,614.40$
Management Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Parks and Facilities Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Public Works Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Purchasing Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Records Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Recreation Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Senior Planner Non-Competitive 62 82,222.40$ 110,614.40$
Associate Planner II Competitive 59 76,377.60$ 102,731.20$
Human Resources Specialist Competitive 59 76,377.60$ 102,731.20$
Recreation Specialist Competitive 59 76,377.60$ 102,731.20$
Senior Account Technician II Competitive 59 76,377.60$ 102,731.20$
Vector/Animal Control Specialist Competitive 59 76,377.60$ 102,731.20$
Associate Planner I Competitive 56 70,928.00$ 95,430.40$
Active Adult Center Coordinator Competitive 53 65,852.80$ 88,608.00$
Administrative Specialist Competitive 53 65,852.80$ 88,608.00$
Deputy City Clerk II Competitive 53 65,852.80$ 88,608.00$
Executive Secretary Competitive 53 65,852.80$ 88,608.00$
Human Resources Assistant Competitive 53 65,852.80$ 88,608.00$
Recreation Coordinator III Competitive 53 65,852.80$ 88,608.00$
Senior Account Technician I Competitive 53 65,852.80$ 88,608.00$
Account Technician II Competitive 51 62,691.20$ 84,281.60$
Assistant Planner Competitive 51 62,691.20$ 84,281.60$
Code Compliance Technician II Competitive 51 62,691.20$ 84,281.60$
Information Systems Technician II Competitive 51 62,691.20$ 84,281.60$
Vector/Animal Control Technician II Competitive 51 62,691.20$ 84,281.60$
Facilities Technician Competitive 49 59,675.20$ 80,225.60$
Landscape Maintenance Inspector Competitive 49 59,675.20$ 80,225.60$
Administrative Assistant II Competitive 48 58,240.00$ 78,291.20$
Community Services Technician Competitive 48 58,240.00$ 78,291.20$
Deputy City Clerk I Competitive 48 58,240.00$ 78,291.20$
Landscape Maintenance Specialist Competitive 47 56,846.40$ 76,377.60$
Recreation Coordinator II Competitive 47 56,846.40$ 76,377.60$
Senior Maintenance Worker Competitive 47 56,846.40$ 76,377.60$
Vector/Animal Control Technician I Competitive 47 56,846.40$ 76,377.60$
Account Technician I Competitive 46 55,369.60$ 74,464.00$
Information Systems Technician I Competitive 46 55,369.60$ 74,464.00$
Administrative Assistant I Competitive 45 54,017.60$ 72,696.00$
Code Compliance Technician I Competitive 45 54,017.60$ 72,696.00$
Irrigation Specialist Competitive 45 54,017.60$ 72,696.00$
Planning Technician Competitive 45 54,017.60$ 72,696.00$
Maintenance Worker III Competitive 43 51,438.40$ 69,180.80$
Crossing Guard Supervisor Competitive 41 48,984.00$ 65,852.80$
Office Assistant III Competitive 41 48,984.00$ 65,852.80$
Public Works Technician Competitive 41 48,984.00$ 65,852.80$
Recreation Coordinator I Competitive 41 48,984.00$ 65,852.80$
Maintenance Worker II Competitive 39 46,592.00$ 62,691.20$
Recreation Program Specialist Competitive 39 46,592.00$ 62,691.20$
Resolution No. 2024-____
Page 15
34
Title Type Range Min Max
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY SALARY RANGE
Teen Coordinator Competitive 39 46,592.00$ 62,691.20$
Account Clerk II Competitive 38 45,489.60$ 61,131.20$
Recreation Leader IV Competitive 38 45,489.60$ 61,131.20$
Recreation Assistant II Competitive 36 43,284.80$ 58,240.00$
Account Clerk I Competitive 34 41,225.60$ 55,369.60$
Office Assistant II Competitive 34 41,225.60$ 55,369.60$
Recreation Assistant I Competitive 32 39,208.00$ 52,728.00$
Maintenance Worker I Competitive 31 38,272.00$ 51,438.40$
Office Assistant I Competitive 29 36,400.00$ 48,984.00$
Resolution No. 2024-____
Page 16
35
Title Type Range Min Max
City Manager Non-Competitive CM 263,972.80$ 263,972.80$
Title Type Range Min Max
Account Clerk I Competitive 34 41,225.60$ 55,369.60$
Account Clerk II Competitive 38 45,489.60$ 61,131.20$
Account Technician I Competitive 46 55,369.60$ 74,464.00$
Account Technician II Competitive 51 62,691.20$ 84,281.60$
Accountant I Non-Competitive 62 82,222.40$ 110,614.40$
Accountant II Non-Competitive 67 93,059.20$ 125,132.80$
Active Adult Center Coordinator Competitive 53 65,852.80$ 88,608.00$
Active Adult Center Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Administrative Assistant I Competitive 45 54,017.60$ 72,696.00$
Administrative Assistant II Competitive 48 58,240.00$ 78,291.20$
Administrative Services Director Non-Competitive 87 152,484.80$ 205,025.60$
Administrative Services Manager Non-Competitive 71 102,731.20$ 138,132.80$
Administrative Specialist Competitive 53 65,852.80$ 88,608.00$
Assistant City Clerk Non-Competitive 62 82,222.40$ 110,614.40$
Assistant City Engineer Non-Competitive 79 125,132.80$ 168,292.80$
Assistant City Manager Non-Competitive 91 168,292.80$ 226,366.40$
Assistant Engineer Non-Competitive 62 82,222.40$ 110,614.40$
Assistant Planner Competitive 51 62,691.20$ 84,281.60$
Assistant to the City Manager Non-Competitive 75 113,360.00$ 152,484.80$
Assistant to the City Manager/City Clerk Non-Competitive 83 138,132.80$ 185,764.80$
Associate Civil Engineer Non-Competitive 67 93,059.20$ 125,132.80$
Associate Planner I Competitive 56 70,928.00$ 95,430.40$
Associate Planner II Competitive 59 76,377.60$ 102,731.20$
Budget and Finance Manager Non-Competitive 75 113,360.00$ 152,484.80$
City Clerk Non-Competitive 75 113,360.00$ 152,484.80$
City Engineer Non-Competitive 83 138,132.80$ 185,764.80$
City Engineer/Public Works Director Non-Competitive 87 152,484.80$ 205,025.60$
Code Compliance Technician I Competitive 45 54,017.60$ 72,696.00$
Code Compliance Technician II Competitive 51 62,691.20$ 84,281.60$
Community Development Director Non-Competitive 87 152,484.80$ 205,025.60$
Community Services Manager Non-Competitive 75 113,360.00$ 152,484.80$
Community Services Technician Competitive 48 58,240.00$ 78,291.20$
Crossing Guard Supervisor Competitive 41 48,984.00$ 65,852.80$
Deputy City Clerk I Competitive 48 58,240.00$ 78,291.20$
Deputy City Clerk II Competitive 53 65,852.80$ 88,608.00$
Deputy City Manager Non-Competitive 89 160,160.00$ 215,446.40$
Deputy Community Development Director Non-Competitive 79 125,132.80$ 168,292.80$
Deputy Finance Director Non-Competitive 79 125,132.80$ 168,292.80$
Deputy Parks and Recreation Director Non-Competitive 79 125,132.80$ 168,292.80$
Economic Development and Housing Mgr Non-Competitive 71 102,731.20$ 138,132.80$
Economic Development and Planning Mgr.Non-Competitive 75 113,360.00$ 152,484.80$
Economic Development Manager Non-Competitive 71 102,731.20$ 138,132.80$
Executive Secretary Competitive 53 65,852.80$ 88,608.00$
Facilities Technician Competitive 49 59,675.20$ 80,225.60$
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY POSITION TITLE
EFFECTIVE WITH PAYCHECK DATED MARCH 15, 2024
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY POSITION TITLE
Resolution No. 2024-____
Page 17
36
Title Type Range Min Max
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY POSITION TITLE
Finance Director Non-Competitive 87 152,484.80$ 205,025.60$
Finance/Accounting Manager Non-Competitive 71 102,731.20$ 138,132.80$
Finance/Administrative Services Director Non-Competitive 87 152,484.80$ 205,025.60$
Human Resources Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Human Resources Assistant Competitive 53 65,852.80$ 88,608.00$
Human Resources Manager Non-Competitive 71 102,731.20$ 138,132.80$
Human Resources Specialist Competitive 59 76,377.60$ 102,731.20$
Information Systems Administrator Non-Competitive 62 82,222.40$ 110,614.40$
Information Systems Manager Non-Competitive 75 113,360.00$ 152,484.80$
Information Systems Technician I Competitive 46 55,369.60$ 74,464.00$
Information Systems Technician II Competitive 51 62,691.20$ 84,281.60$
Irrigation Specialist Competitive 45 54,017.60$ 72,696.00$
Landscape Maintenance Inspector Competitive 49 59,675.20$ 80,225.60$
Landscape Maintenance Specialist Competitive 47 56,846.40$ 76,377.60$
Landscape/Parks Maintenance Supt.Non-Competitive 67 93,059.20$ 125,132.80$
Maintenance Worker I Competitive 31 38,272.00$ 51,438.40$
Maintenance Worker II Competitive 39 46,592.00$ 62,691.20$
Maintenance Worker III Competitive 43 51,438.40$ 69,180.80$
Management Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Office Assistant I Competitive 29 36,400.00$ 48,984.00$
Office Assistant II Competitive 34 41,225.60$ 55,369.60$
Office Assistant III Competitive 41 48,984.00$ 65,852.80$
Parks and Facilities Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Parks and Landscape Manager Non-Competitive 75 113,360.00$ 152,484.80$
Parks and Recreation Director Non-Competitive 87 152,484.80$ 205,025.60$
Planning Director Non-Competitive 83 138,132.80$ 185,764.80$
Planning Manager Non-Competitive 75 113,360.00$ 152,484.80$
Planning Technician Competitive 45 54,017.60$ 72,696.00$
Principal Planner Non-Competitive 67 93,059.20$ 125,132.80$
Program Manager Non-Competitive 71 102,731.20$ 138,132.80$
Public Works Director Non-Competitive 87 152,484.80$ 205,025.60$
Public Works Manager Non-Competitive 75 113,360.00$ 152,484.80$
Public Works Superintendent/Inspector Non-Competitive 67 93,059.20$ 125,132.80$
Public Works Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Public Works Technician Competitive 41 48,984.00$ 65,852.80$
Purchasing Analyst Non-Competitive 62 82,222.40$ 110,614.40$
Records Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Recreation Assistant I Competitive 32 39,208.00$ 52,728.00$
Recreation Assistant II Competitive 36 43,284.80$ 58,240.00$
Recreation Coordinator I Competitive 41 48,984.00$ 65,852.80$
Recreation Coordinator II Competitive 47 56,846.40$ 76,377.60$
Recreation Coordinator III Competitive 53 65,852.80$ 88,608.00$
Recreation Leader IV Competitive 38 45,489.60$ 61,131.20$
Recreation Program Specialist Competitive 39 46,592.00$ 62,691.20$
Recreation Services Manager Non-Competitive 71 102,731.20$ 138,132.80$
Recreation Specialist Competitive 59 76,377.60$ 102,731.20$
Recreation Supervisor Non-Competitive 62 82,222.40$ 110,614.40$
Senior Account Technician I Competitive 53 65,852.80$ 88,608.00$
Senior Account Technician II Competitive 59 76,377.60$ 102,731.20$
Senior Civil Engineer Non-Competitive 75 113,360.00$ 152,484.80$
Senior Housing Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Resolution No. 2024-____
Page 18
37
Title Type Range Min Max
EFFECTIVE WITH PAYCHECK DATED AUGUST 2, 2024
EXHIBIT A
CITY OF MOORPARK
CLASSIFICATION & SALARY SCHEDULE BY SORTED BY POSITION TITLE
Senior Human Resources Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Senior Information Systems Administrator Non-Competitive 67 93,059.20$ 125,132.80$
Senior Maintenance Worker Competitive 47 56,846.40$ 76,377.60$
Senior Management Analyst Non-Competitive 67 93,059.20$ 125,132.80$
Senior Planner Non-Competitive 62 82,222.40$ 110,614.40$
Teen Coordinator Competitive 39 46,592.00$ 62,691.20$
Vector/Animal Control Specialist Competitive 59 76,377.60$ 102,731.20$
Vector/Animal Control Technician I Competitive 47 56,846.40$ 76,377.60$
Vector/Animal Control Technician II Competitive 51 62,691.20$ 84,281.60$
Resolution No. 2024-____
Page 19
38
RESOLUTION NO. 2024-4264___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF MOORPARK, CALIFORNIA, ADOPTING A REVISED
MANAGEMENT BENEFITS PROGRAM ADDING THE
POSITION OF RECORDS SUPERVISORSENIOR
PLANNER, AND RESCINDING RESOLUTION NO. 2024-
4264
WHEREAS, the City Council recognizes that the management employees of the
City are required to perform additional services to the City within the scope of their
assignments; and
WHEREAS, in recognition of the additional time management employees devote
in their service to the City without additional compensation, the City Council finds that it
is appropriate to provide management employees benefits in addition to those provided
to the competitive service employees of the City; and
WHEREAS, the City Council at its regular meeting on July 17, 2024, considered
and adopted an amended Management Benefits Resolution to add the position of
Records SupervisorSenior Planner.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. DEPARTMENT HEAD DEFINITION. When used in this
Resolution, the term “Department Head" shall include the classification positions of
Administrative Services Director; Assistant City Manager; Assistant to the City
Manager/City Clerk; City Engineer/Public Works Director; Community Development
Director; Deputy City Manager; Finance Director; Finance/Administrative Services
Director; Parks and Recreation Director; Planning Director; Public Works Director; and
such other classifications as the City Council may from time to time designate by
resolution as being department head positions.
SECTION 2. MANAGEMENT EMPLOYEE DEFINITION. When used in this
Resolution, the term “Management Employee" shall include the classification positions
of Accountant I and II, Active Adult Center Supervisor, Assistant City Clerk, Assistant
City Engineer, Assistant Engineer, Assistant to the City Manager, Administrative
Services Manager, Associate Civil Engineer, Budget and Finance Manager, City Clerk,
City Engineer, Community Services Manager, Deputy Community Development
Director, Deputy Finance Director, Deputy Parks and Recreation Director, Economic
Development and Housing Manager, Economic Development and Planning Manager,
Economic Development Manager, Finance/Accounting Manager, Human Resources
Analyst, Human Resources Manager, Information Systems Manager, Information
Systems Administrator, Landscape/Parks Maintenance Superintendent, Management
Analyst, Parks and Facilities Supervisor, Parks and Landscape Manager, Planning
Manager, Principal Planner, Program Manager, Public Works Manager, Public Works
ATTACHMENT ATTACHMENT 3
39
Resolution No. 2024-____
Page 2
Superintendent/Inspector, Public Works Supervisor, Purchasing Analyst, Records
Supervisor, Recreation Services Manager, Recreation Supervisor, Senior Civil
Engineer, Senior Housing Analyst, Senior Human Resources Analyst, Senior
Information Systems Administrator, Senior Management Analyst, Senior Planner and
such other classifications as the City Council may from time to time designate by
resolution as being Management Employee positions.
SECTION 3. ADMINISTRATIVE LEAVE. The Department Heads and the
Management Employees of the City shall be entitled to the following Administrative
Leave benefits:
Department Heads: Department Heads shall be granted Administrative Leave at the
rate of 4.46 hours per pay period (approximately 116 hours per year). The amount of
Administrative Leave earned will be prorated if service is less than one year.
Administrative Leave must be taken by the end of the calendar year ending
December 31. Any unused, accumulated Administrative Leave totaling sixteen (16)
hours or less at the end of a calendar year will be automatically converted to Annual
Leave. Any accumulated Administrative Leave exceeding sixteen (16) hours at the end
of a calendar year will not be carried over, and all Administrative Leave balances will be
zero (0) at the beginning of each new calendar year , with the exception of the permitted
leave carryover or during unusual or emergency conditions. It is the responsibility of the
Department Head to not permit the accumulated Administrative Leave exceeding
sixteen (16) hours to remain after December 31 of any calendar year. Department
Heads who terminate employment shall be paid for accumulated Administrative Leave
as of their termination of employment date based upon their then regular rate of pay.
During unusual or emergency conditions where the use of Administrative Leave has
been delayed, a Department Head will be eligible to carry over any unused,
accumulated Administrative Leave exceeding sixteen (16) hours to the new calendar
year.
Management Employees: Management Employees at salary range 67 or higher shall
be granted Administrative Leave at the rate of 2.62 hours per pay period (approximately
68 hours per year). Management Employees at a salary range lower than range 67
shall be granted Administrative Leave at the rate of 1.70 hours per pay period
(approximately 44 hours per year). The City Manager may approve the Recreation
Supervisor position at Range 62 to receive Administrative Leave at the rate of 2.62
hours per pay period (approximately 68 hours per year), if the Recreation/Community
Services Manager position is vacant and there is no Recreation Services Manager. The
amount of Administrative Leave earned will be prorated if service is less than one year.
Administrative Leave must be taken by the end of the calendar year ending
December 31. Any unused, accumulated Administrative Leave totaling eight (8) hours
or less at the end of a calendar year will be automatically converted to Annual Leave.
Any accumulated Administrative Leave exceeding eight (8) hours at the end of a
40
Resolution No. 2024-____
Page 3
calendar year will not be carried over, and all Administrative Leave balances will be zero
(0) at the beginning of each new calendar year, with the exception of the permitted
leave carryover or during unusual or emergency conditions. It is the responsibility of the
Management Employee to not permit the accumulated Administrative Leave exceeding
eight (8) hours to remain after December 31 of any calendar year. Management
Employees who terminate employment shall be paid for accumulated Administrative
Leave as of their termination of employment date based upon their then regular rate of
pay.
During unusual or emergency conditions where the use of Administrative Leave has
been delayed, a Management Employee will be eligible to carry over any unused,
accumulated Administrative Leave exceeding eight (8) hours to the new calendar year.
SECTION 4. ANNUAL LEAVE. Department Heads and Management
Employees shall accrue Annual Leave in accordance with the accrual rates given in this
Section. The dates for using Annual Leave may be selected by an employee, but shall
be approved by the supervisor, department head, or City Manager, who shall consider
the wishes of the employee and the service needs of the City. In the event that one or
more municipal holidays fall within the requested Annual Leave time period, such
holiday equivalent to eight hours shall not be charged as Annual Leave. Employees who
terminate employment shall be paid for accumulated Annual Leave based upon their
then current rate of pay. The estate of a deceased employee shall be paid the amount
of that person’s accumulated Annual Leave.
The dates for using Annual Leave may be selected by an employee, but shall be
approved by the City Manager or his/her designee, who shall consider the wishes of the
employee and the service needs of the City. Generally, use of Annual Leave shall
require a minimum of one (1) pay period advance approval for use of Annual Leave,
with the exception that two work days may be taken as Annual Leave in any calendar
year with only two (2) work days advance approval. Employees would be allowed to
use in a calendar year the equivalent of the amount of Annual Leave that would be
accrued during six (6) months at the employee’s then current rate of entitlement to
attend to an illness of a child, parent, spouse, or domestic partner of the employee,
consistent with the “Kin Care Law” (Labor Code Sections 233-234), and up to a
maximum of three (3) days or twenty-four (24) hours of that same six (6) months accrual
of Annual Leave for “Kin Care” may be used as permitted by the “Paid Sick Leave Law”
(Labor Code Sections 245-249). This section does not extend the maximum period of
leave to which an employee is entitled under Section 12945.2 of the Government Code
or under the federal Family and Medical Leave Act. For any unscheduled Annual
Leave that exceeds three (3) consecutive work days, a supervisor may require a
physician’s written certificate, when in the judgment of the supervisor, the employee’s
reasons for being absent, because of alleged sickness or emergency, are inadequate.
Unscheduled Annual Leave that exceeds the cumulative work days permitted by the
“Kin Care Law” and the “Paid Sick Leave Law” in any calendar year may result in
disciplinary action.
41
Resolution No. 2024-____
Page 4
When Annual Leave has not been approved in advance, an employee shall at a
minimum: 1) Provide their supervisor with a telephone message prior to or within one -
half hour after the time set for the employee’s work shift to begin; and 2) the employee
shall speak to their supervisor, or if not available speak to the person designated by the
department head or City Manager to receive such verbal notice, prior to or within two
hours after the time set for the employee’s work shift to begin. When Annual Leave is
used without pre-approval for the purposes of a medical emergency, the employee shall
be expected to remain at home during the hours for which Annual Leave is to be
charged, with the exception of the time an employee needs to leave their residence for
the purposes of a medical appointment, medical treatment, and/or related activities, and
for the purpose of providing transportation (such as transportation to and from school or
childcare) for their dependents, including a child, parent, spouse, or domestic partner of
the employee.
Annual Leave shall be accrued per pay period on a pro -rata basis, with the exception of
any unpaid leave of absence time, in accordance with the following accrual rates and
maximum accrual amounts.
Department Heads: Annual Leave accrual rates for Department Heads shall be as
follows:
1 to 60 Months – 7.70 hours per pay period (equivalent to approximately 25
eight-hour days per year);
61 to 72 Months – 8.00 hours per pay period (equivalent to 26 eight -hour days
per year);
73 to 84 Months – 8.31 hours per pay period (equivalent to approximately 27
eight-hour days per year);
85 to 96 Months – 8.62 hours per pay period (equivalent to approximately 28
eight-hour days per year);
97 to 108 Months – 8.93 hours per pay period (equivalent to approximately 29
eight-hour days per year);
109 to 120 Months – 9.24 hours per pay period (equivalent to approximately 30
eight-hour days per year);
121 to 132 Months – 9.54 hours per pay period (equivalent to approximately 31
eight-hour days per year);
133 and above Months – 9.85 hours per pay period (equivalent to approximately
32 eight-hour days per year, the maximum accrual rate).
42
Resolution No. 2024-____
Page 5
In the event a Department Head was employed by another public agency (city, county,
or special district) at the time or within one year of his/her appointment with the City, the
Department Head may be offered at the time of appointment an Annual Leave accrual
rate that is subject to the following restrictions: The Annual Leave rate must be at
generally the same rate he/she was accruing Annual Leave at the other agency, or will
be based on annual Vacation Leave accrual combined with 60 percent (60%) of annual
Sick Leave accrual at the time he/she left that prior position, not to exceed the accrual
rates listed herein above, and not to exceed a maximum of 9.24 hours per pay period
(equivalent to approximately 30 eight-hour days per year), but in no event less than 7.70
hours per pay period (equivalent to the City’s beginning accrual rate of approximately 25
eight-hour days per year). He/she will continue to accrue Annual Leave at that rate until
such time as he/she would be eligible for the next increase in accrual rate based on
cumulative years of service with the City of Moorpark, consistent with rates listed herein
above. All accrual rates shall be calculated based on an eight -hour day, consistent with
the above leave accrual table. The minimum increment of Annual Leave that may be
used is one quarter hour (15 minutes).
Department Heads receiving Annual Leave may accrue up to a maximum accumulated
Annual Leave balance of four hundred eighty (480) hours of Annual Leave. When a
Department Head’s accumulated Annual Leave balance reaches the stated maximum
number of hours, accrual of Annual Leave shall cease. The Department Head shall not
accrue further Annual Leave until such time as their accumulated Annual Leave balance
again falls below the maximum. The City Manager may approve in writing the accrual of
up to an additional one hundred twenty (120) hours of Annual Leave based on City
needs. The City Manager may once in any fiscal year restore any Annual Leave not
accrued as a result of exceeding the maximum accumulated Annual Leave balance if
the use of Annual Leave has been delayed by the City due to unusual or emergency
conditions as determined by the City Manager, so long as such restoration does not
result in a total accumulated Annual Leave balance exceeding six hundred (600) hours
of Annual Leave at any time.
After no less than three years (36 months) of employment with the City of Moorpark for
a new Department Head and no less than two years (24 months) of employment as a
Department Head following promotion from a City Management Employee position, the
Department Head may cash out up to eighty (80) hours of accumulated Annual Leave at
any time during the period of January 1 through June 15 of each year, if the Department
Head has taken no less than fifteen (15) days of paid leave time within the prior twelve
(12)-month period.
The City Council may unilaterally restrict the lump-sum cash out for any single fiscal
year. In such case, the maximum accumulated Annual Leave for the Department Heads
shall be increased by the eighty (80) hours until such time as said restriction is lifted.
Unless the restriction is retroactively lifted, the maximum accumulated Annual Leave for
the Department Heads shall remain at the new maximum accumulated rate. If the
restriction is retroactively lifted, the maximum accumulated balance shall revert to the
maximum number of hours specified in this resolution. Should the Council impose a
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restriction for more than one consecutive year, and less than the full term of the
restriction is lifted, the maximum accumulated leave balance shall be reduced only by
that amount of time for which the restriction is lifted.
A Department Head will also be eligible for a one -time cash out of up to eighty (80)
hours of Annual Leave for the first pay period beginning in November or first pay period
beginning in March, and provided that sufficient funding is available in any particular
fiscal year per the City Manager’s determination and the requesting Department Head’s
accumulated Annual Leave balance is not less than sixty (60) hours before cash out.
Management Employees: Annual Leave accrual rates for Management Employees
shall be as follows:
1 to 60 Months – 6.77 hours per pay period (equivalent to approximately 22
eight-hour days per year);
61 to 72 Months – 8.00 hours per pay period (equivalent to 26 eight -hour days
per year);
73 to 84 Months – 8.31 hours per pay period (equivalent to approximately 27
eight-hour days per year);
85 to 96 Months – 8.62 hours per pay period (equivalent to approximately 28
eight-hour days per year);
97 to 108 Months – 8.93 hours per pay period (equivalent to approximately 29
eight-hour days per year);
109 to 120 Months – 9.24 hours per pay period (equivalent to approximately 30
eight-hour days per year);
121 to 132 Months – 9.54 hours per pay period (equivalent to approximately 31
eight-hour days per year);
133 and above Months – 9.85 hours per pay period (equivalent to approximately
32 eight-hour days per year, the maximum accrual rate).
In the event a Management Employee was employed by another public agency (city,
county, or special district) at the time or within one year of his/her appointment with the
City, the Management Employee may be offered at the time of appointment an Annual
Leave accrual rate that is subject to the following restrictions: The Annual Leave rate
must be at generally the same rate he/she was accruing Annual Leave at the other
agency, or will be based on annual Vacation Leave accrual combined with 60 percent
(60%) of annual Sick Leave accrual at the time he/she left that prior position, not to
exceed a maximum of 8.00 hours per pay period (equivalent to 26 eight-hour days per
year), but in no event less than 6.77 hours per pay period (equivalent to the City’s
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beginning accrual rate of approximately 22 eight-hour days per year). He/she will
continue to accrue Annual Leave at that rate until such time as he/she would be eligible
for the next increase in accrual rate based on cumulative years of service with the City
of Moorpark, consistent with rates listed herein above. All accrual rates shall be
calculated based on an eight-hour day, consistent with the above leave accrual table.
The minimum increment of Annual Leave that may be used is one quarter hour (15
minutes).
Management Employees receiving Annual Leave may accrue up to a maximum
accumulated Annual Leave balance of three hundred sixty (360) hours of Annual Leave.
When a Management Employee’s accumulated Annual Leave balance reaches the
stated maximum number of hours, accrual of Annual Leave shall cease. The
Management Employee shall not accrue further Annual Leave until such time as their
accumulated Annual Leave balance again falls below the maximum. The City Manager
may approve in writing the accrual of up to an additional one hundred and twenty (120)
hours of Annual Leave based on City needs. The City Manager may once in any fiscal
year restore any Annual Leave not accrued as a result of exceeding the maximum
accumulated Annual Leave balance if the use of Annual Leave has been delayed by the
City due to unusual or emergency conditions as determined by the City Manager, so
long as such restoration does not result in a total accumulated Annual Leave balance
exceeding four hundred eighty (480) hours of Annual Leave at any time.
A Management Employee will also be eligible for a one -time cash out of up to eighty
(80) hours of Annual Leave for either the first pay period beginning in November or first
pay period beginning in March, and provided that sufficient funding is available in any
particular fiscal year per the City Manager’s determination and the requesting
Management Employee’s accumulated Annual Leave balance is not less than sixty (60)
hours before cash out.
SECTION 5. OTHER LEAVE BENEFITS. Department Heads and
Management Employees are entitled to receive the same leave of absence, military
leave, holidays, jury duty, bereavement leave, pregnancy disability leave, family and
medical leave, and California Family Rights Act leave benefits provided to Competitive
Service employees, as described in the City’s adopted Personnel Rules and as required
by applicable law.
SECTION 6. SALARY. The Department Heads and the Management
Employees of the City shall be entitled to the following Salary benefits:
Department Heads and Management Employees shall be subject to the Salary Plan
adopted by City Council resolution for Competitive Service and Non-Competitive
Service employees. Department Heads and Management Employees shall be eligible
for the same “cost-of-living" adjustments and Spanish language bilingual pay as may be
granted from time to time by the City Council to Competitive Service employees.
Nothing herein shall preclude the City Council from granting Department Heads and
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Management Employees salary adjustments and bilingual pay above those granted to
the Competitive Service employees.
Department Heads and Management Employees may be considered annually for a
merit raise increase in salary according to the following provisions:
A. Any salary increase or denial of salary increase shall require the specific
recommendation of the employee’s department head and/or immediate
supervisor and the approval of the City Manager following completion of a written
performance evaluation.
B. The City Manager shall have authority to establish and modify written
performance evaluation procedures, including the evaluation form(s) to be used ,
the minimum overall score required to obtain a merit raise, and the merit raise
percentage. The written procedures shall be applied consistently to all
Department Head and Management Employees. The maximum annual merit
raise is five percent (5%), not to exceed the highest step of the applicable salary
range.
C. Any salary increase granted pursuant to this Section shall be effective as of the
first calendar day of the pay period in which the anniversary date occurs, unless
a merit raise is not approved or is deferred, as recommended by the Department
Head, and as determined by the City Manager based on performance or
discipline, and may also be deferred based on unpaid leave . Salary range
advancement shall not be automatic.
Payment for Spanish language bilingual pay shall be consistent with the City’s adopted
Salary Plan, subject to qualification as determined by the City Manager at his or her
sole discretion.
SECTION 7. INSURANCE AND HEALTH BENEFITS. Department Heads and
Management Employees of the City shall be entitled to the following insurance and
health benefits:
A. Dental and Vision Insurance
The City shall continue to pay one hundred percent (100%) of premiums for
Department Head and Management Employees and eligible dependents’
coverage for the dental and vision insurance programs, consistent with that
coverage provided to Competitive Service employees provided that sufficient
funding is available in any particular fiscal year per the City Manager’s
determination. City reserves the right to change the benefit provider, but agrees
to maintain generally the same level of dental and vision insurance coverage for
employee and dependents, although the specific benefits may vary to some
extent based on the package of benefits offered and the approved provider
network for dental and vision insurance.
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B. Medical Insurance and Health Benefits
The City’s obligation for medical insurance and health benefits for Department
Heads shall be as follows:
Department Heads:
1. Medical Insurance Cafeteria Plan
All Department Heads employed by the City shall continue a cafeteria plan
(Section 125 Premium-Only Plan) for medical insurance, and the City’s
contribution for each employee shall consist of a medical insurance
allowance of up to one hundred percent (100%) of the PERS Platinum
insurance Preferred Provider Organization (PPO) plan family rate, and
such contribution shall be inclusive of the minimum CalPERS medical
insurance payment amount as specified in Section 22892 et seq. of the
Government Code.
The medical insurance cafeteria plan contribution, as specified above, is
intended to pay for medical insurance for the employee and eligible
dependents. An employee may convert up to a maximum of $300.00 of
the medical insurance cafeteria plan allowance to cash or a deferred
compensation payment each month, if not used for payment of CalPERS
medical insurance costs for employee and/or eligible dependents
(hereinafter referred to as in-lieu payment). The in-lieu payment shall be
prorated over twenty-four (24) pay periods in a calendar year; and upon
termination of employment, the in-lieu payment shall be prorated for the
final paycheck, based on actual days worked, including any use of paid
accumulated leave or holiday pay in that final pay period.
For employees electing to waive medical insurance coverage for
themselves and eligible dependents, proof of alternative medical
insurance coverage shall be provided at the time of open enrollment each
year, and the employee shall certify he/she will continue such alternative
coverage so long as he/she receives an in-lieu payment. City agrees to
provide this in-lieu payment option only so long as provider does not
object and this action is consistent with applicable federal and state laws ,
including the Affordable Care Act or any successor thereto. Once the
employee has selected an option for insurance coverage and/or in -lieu
payment that would begin January 1 of the calendar year, he/she may not
change his/her selected option until the next open enrollment date of the
medical insurance plan, except as is permitted by law. All medical
insurance costs that exceed the City’s maximum allowance for the
calendar year shall be paid by the employee through payroll deduction.
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2. Comprehensive Physical Examination: After completion of the first
year of service with the City, all Department Heads are eligible for a City -
paid comprehensive physical examination every two (2) years prior to age
50, and every year after age 50, with a maximum, cumulative City
contribution of nine hundred dollars ($900.00) for each pre -approved
comprehensive physical examination, as a supplement for costs not
covered or funded by medical insurance (including any specialized
examinations, tests, follow-up tests, and laboratory costs). To be eligible
for the benefit, the Department Head shall obtain the prior written approval
of the City Manager.
Management Employees:
Management Employees shall be eligible to participate in the same medical
programs as are made available to Competitive Service employees with the
same contributions from the City toward the program premiums as provided to
Competitive Service employees.
C. Life Insurance
Department Heads: Department Heads shall be provided term life insurance
policies at one hundred fifty-thousand-dollar ($150,000) face value. Life
insurance coverage for dependents of Department Heads shall be the same as
that provided for Competitive Service employees.
Management Employees: Management Employees shall be provided life
insurance policies at seventy-five thousand dollar ($75,000) face value. Life
insurance coverage for dependents of Management Employees shall be the
same as that provided for Competitive Service employees.
SECTION 8. SEPARATION BENEFITS. The Department Heads and the
Management Employees of the City shall be entitled to the following Separation
benefits:
Department Heads
A. Involuntary Separation without Cause.
1. Paid Severance. Department Heads shall be eligible to receive the
following paid severance benefits at his/her then current salary rate, for
cumulative months of service with the City of Moorpark (unpaid leave of
absence time shall be deducted), if involuntarily separated from service
with the City of Moorpark for any reason other than if separated from
service due to cause, including but not limited to conviction of any
misdemeanor concerning an act related to their official duties or moral
turpitude or convicted of any felony:
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0 to 12 Months of service - 4 weeks of paid severance
13 to 24 Months of service - 6 weeks of paid severance
25 to 36 Months of service - 9 weeks of paid severance
37 to 48 Months of service - 12 weeks of paid severance
49 to 60 Months of service - 14 weeks of paid severance
61 to 72 Months of service - 16 weeks of paid severance
73 to 84 Months of service - 18 weeks of paid severance
85 to 96 Months of service - 22 weeks of paid severance
97 to 240 Months of service - 24 weeks of paid severance
241 or more Months of service - 25 weeks of paid severance
2. Retirement Health Savings Benefit for Employees Hired Prior to
January 1, 2014. In the case of involuntary separation after no less than
fifteen (15) years (180 months) of cumulative service with the City of
Moorpark, the City shall pay a retirement health savings benefit payment
of $75.00 for each full month of service into the Department Head’s 457
and/or 401(a) deferred compensation accounts , and/or retirement health
savings plan account at the time of separation of employment; and after
no less than twenty (20) years (240 months) of cumulative service with the
City of Moorpark, the City shall pay $100.00 for each full month of service
into the Employee’s 457 and/or 401(a) deferred compensation account(s),
and/or retirement health savings plan account at the time of separation of
employment for CalPERS retirement. All full months of service for full-time
employees will be calculated on a cumulative basis consistent with the full -
time equivalent eligibility schedule of 2,080 hours in a 12 -month period
(calculated by multiplying 52 weeks in a year times 40 hours in a work
week), and eligible service credit hours will not include unpaid leave of
absence. The payment would be made upon City verification of the
submittal of a California Public Employees Retirement System (CalPERS)
retirement application and following the eligible employee’s last day of
employment with the City.
If the Department Head elects to not participate in the City’s voluntary
retirement health savings plan and has already reached the maximum
contribution limit for the year in their deferred compensation plan
account(s), including catch-up provision, he/she may elect to receive the
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retirement health savings benefit payment in cash upon written approval of
the City Manager. The retirement health savings benefit shall be paid to
any qualified beneficiaries, based on the eligibility established for a
voluntary separation, if the separation occurs prior to retirement due to the
death of the employee. This retirement benefit applies only to employees
hired prior to January 1, 2014.
B. Voluntary Separation.
1. No Eligibility for Severance Pay. In cases of voluntary separation from
service with the City, including retirement under the City’s retirement
system (“Service Retirement”), or death of the employee, Department
Heads shall not be eligible for the Involuntary Separation without Cause
paid severance for Department Heads described in Section 8.A.1 of this
resolution.
2. Retirement Health Savings Benefit for Employees Hired Prior to
January 1, 2014. In the case of voluntary separation for retirement under
the City’s retirement system (“Service Retirement”), and a fter no less than
ten (10) years (120 months) of cumulative service with the City of
Moorpark, the City shall pay a retirement health savings benefit payment
of $75.00 for each full month of service into the Department Head’s 457
and/or 401(a) deferred compensation accounts , and/or retirement health
savings plan account, and after no less than fifteen (15) years (180
months) of cumulative service with the City of Moorpark, the City shall pay
$100.00 for each full month of service into the Employee’s 457 and/or
401(a) deferred compensation account(s), and/or retirement health
savings plan account. All full months of service for full-time employees will
be calculated on a cumulative basis consistent with the full -time equivalent
eligibility schedule of 2,080 hours in a 12 -month period (calculated by
multiplying 52 weeks in a year times 40 hours in a work week), and
eligible service credit hours will not include unpaid leave of absence time.
The payment would be made upon City verification of the submittal of a
California Public Employees Retirement System (CalPERS) retirement
application and following the eligible employee’s last day of employment
with the City.
If the retiring Department Head elects to not participate in the City’s
voluntary retirement health savings plan and has already reached the
maximum contribution limit for the year in their deferred compensation
plan account(s), including catch-up provision, he/she may elect to receive
the retirement health savings benefit payment in cash upon written
approval of the City Manager. The retirement health savings benefit shall
be paid to any qualified beneficiaries, based on the eligibility established
for a voluntary separation, if the separation occurs prior to retirement due
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to the death of the employee. This retirement benefit applies only to
employees hired prior to January 1, 2014.
Management Employees
A. Involuntary Separation without Cause.
1. Paid Severance. Management Employees who sign an employment
agreement with the City at the time of hire, promotion, or reclassification,
shall be eligible to receive the following paid severance benefit at his/her
then current salary rate, for cumulative months of service with the City of
Moorpark (unpaid leave of absence time shall be deducted), if involuntarily
separated from service with the City of Moorpark for any reason other than
if separated from service due to cause, including but not limited to
conviction of any misdemeanor concerning an act related to their official
duties or moral turpitude or convicted of any felony:
0 to 12 Months of service – 3 weeks of paid severance
13 to 24 Months of service – 5 weeks of paid severance
25 to 36 Months of service – 7 weeks of paid severance
37 to 48 Months of service – 9 weeks of paid severance
49 to 60 Months of service – 10 weeks of paid severance
61 to 72 Months of service – 11 weeks of paid severance
73 to 84 Months of service – 12 weeks of paid severance
85 to 96 Months of service – 13 weeks of paid severance
97 or more Months of service – 14 weeks of paid severance
2. Retirement Health Savings Benefit for Employees Hired Prior to
January 1, 2014. In the case of involuntary separation after no less than
twenty (20) years (240 months) of cumulative service with the City of
Moorpark, the City shall pay a retirement health savings benefit payment
of $75.00 for each full month of service into the Management Employee’s
457 deferred compensation account and/or retirement health savings plan
account at the time of separation of employment; and after no less than
twenty-five (25) years (300 months) of cumulative service with the City of
Moorpark, the City shall pay $100.00 for each full month of service into the
Employee’s 457 deferred compensation account and/or retirement health
savings plan account at the time of separation of employment. All full
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months of service for full-time employees will be calculated on a
cumulative basis consistent with the full-time equivalent eligibility schedule
of 2,080 hours in a 12-month period (calculated by multiplying 52 weeks in
a year times 40 hours in a work week), and eligible service credit hours
will not include unpaid leave of absence time. The payment would be
made upon City verification of the submittal of a California Public
Employees Retirement System (CalPERS) retirement application and
following the eligible employee’s last day of employment with the City.
If the Management Employee elects to not participate in the City’s
voluntary retirement health savings plan and has already reached the
maximum contribution limit for the year in their deferred compensation
plan account, including catch-up provision, he/she may elect to receive the
retirement health savings benefit payment in cash upon written approval of
the City Manager. The retirement health savings benefit shall be paid to
any qualified beneficiaries, based on the eligibility established for a
voluntary separation, if the separation occurs prior to retirement due to the
death of the employee. This retirement benefit applies only to employees
hired prior to January 1, 2014.
B. Voluntary Separation.
1. No Eligibility for Severance Pay. In cases of voluntary separation from
service with the City, including retirement under the City’s retirement
system (“Service Retirement”), or death of the employee, Management
Employees are not eligible for the Involuntary Separation without Cause
paid severance for Management Employees described in Section 8.A.1 of
this resolution.
2. Retirement Health Savings Benefit for Employees Hired Prior to
January 1, 2014. In the case of voluntary separation for retirement under
the City’s retirement system (“Service Retirement”), and a fter no less than
fifteen (15) years (180 months) of cumulative service with the City of
Moorpark, the City shall pay a retirement health savings benefit payment
of $75.00 for each full month of service into the Management Employee’s
457 deferred compensation account and/or retirement health savings plan
account, and after no less than twenty (20) years (240 months) of
cumulative service with the City of Moorpark, the City shall pay $100.00
for each full month of service into the Employee’s 457 deferred
compensation account and/or retirement health savings plan account. All
full months of service for full-time employees will be calculated on a
cumulative basis consistent with the full-time equivalent eligibility schedule
of 2,080 hours in a 12-month period (calculated by multiplying 52 weeks in
a year times 40 hours in a work week), and eligible service credit hours
will not include unpaid leave of absence time. The payment would be
made upon City verification of the submittal of a California Public
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Employees Retirement System (CalPERS) retirement application and
following the eligible employee’s last day of employment with the City.
If the retiring Management Employee elects to not participate in the City’s
voluntary retirement health savings plan and has already reached the
maximum contribution limit for the year in their deferred compensation
plan account(s), including catch-up provision, he/she may elect to receive
the retirement health savings benefit payment in cash upon written
approval of the City Manager. The retirement health savings benefit shall
be paid to any qualified beneficiaries, based on the eligibility established
for a voluntary separation, if the separation occurs prior to retirement due
to the death of the employee. This retirement benefit applies only to
employees hired prior to January 1, 2014.
SECTION 9. TUITION REIMBURSEMENT. The Department Heads and the
Management Employees of the City shall be entitled to the following Tuition
Reimbursement benefits:
Department Heads and Management Employees shall be eligible to receive tuition
reimbursement for courses pre-approved by the City Manager and consistent with the
rules, including tuition reimbursement rates, approved by the City Council for
Competitive Service employees.
SECTION 10. LONGEVITY PAY FOR EMPLOYEES HIRED PRIOR TO
JANUARY 1, 2015. Only Department Head and Management employees hired by the
City of Moorpark prior to January 1, 2015, will be eligible for longevity pay as a
grandfathered benefit, subject to reaching the required cumulative and complete months
of service as follows: For Department Heads, the minimum cumulative months of
service is sixty (60), and for Management Employees, the required minimum cumulative
and complete months of service is one hundred twenty (120), and all unpaid leave of
absence time shall be deducted. Longevity pay for Department Head and Management
Employees employed by the City prior to January 1, 2015, shall be calculated based on
cumulative and complete months of service as follows (and unpaid leave of absence
time shall be deducted):
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%)
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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%)
SECTION 11. SUPPLEMENTAL LEAVE. Within the first 36 months of
employment with the City, a Department Head may receive thirty (30) days of
supplemental leave, which may be used only for a catastrophic illness or injury to the
employee. The leave provided by this Section shall have no cash value at the time of
separation of service from the City. Use of this leave shall be at the City Manager’s sole
discretion and shall be used to supplement short-term disability insurance benefits, and
only after exhaustion of all accumulated Administrative Leave and Annual Leave, until
the Department Head is eligible for the City’s long-term disability benefits or is
terminated from City employment, whichever comes first.
SECTION 12. CAR ALLOWANCE. A monthly car allowance shall be provided
for the positions listed and for the amount listed as follows:
Assistant City Manager $310.00
City Engineer/Public Works Director $310.00
Community Development Director $310.00
Deputy City Manager $310.00
Finance Director $310.00
Finance/Administrative Services Director $310.00
Parks and Recreation Director $310.00
Public Works Director $310.00
Assistant City Engineer $200.00
City Engineer $200.00
Parks and Landscape Manager $200.00
Planning Director $200.00
Assistant to the City Manager $150.00
Economic Development and Housing Manager $150.00
Economic Development and Planning Manager $150.00
Economic Development Manager $150.00
Information Systems Manager $150.00
Receipt of a car allowance is dependent upon Employee maintaining a valid California
automobile driver’s license and also providing proof of automobile insurance for
Employee’s private vehicle used for City business in compliance with all related City
Manager administrative procedures and City Council policies. In addition, Employee
receiving the car allowance shall operate any vehicle used in connection with the
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performance of his/her duties in a safe manner and in observance of all established
traffic safety laws. The City Manager shall suspend the car allowance if Employee is
not permitted to drive on City business for any reason.
An Employee receiving a car allowance is required to drive and use their personal
vehicle for all City work activities that require driving a vehicle, and are also required to
obtain a substitute vehicle, such as a rental car, if the ir personal vehicle will be
unavailable for more than two work days in a calendar month, such as when the vehicle
is being repaired. An Employee receiving a car allowance may not drive a City pool
vehicle, unless City Manager advance written approval has been obtained. An
Employee receiving a car allowance is not permitted to substitute a motorcycle in lieu of
a car.
The monthly car allowance shall be continued through any approved and paid leave of
absence not exceeding twelve weeks in any twelve-month period. The monthly car
allowance shall be discontinued or suspended for an unpaid leave of absence for which
an employee has no remaining accumulated leave.
SECTION 13. DEFERRED COMPENSATION AND RETIREMENT.
A. Deferred Compensation. The Department Heads and Management Employees
shall be entitled to the following deferred compensation payment:
The Department Heads and Management Employees shall be entitled to a
deferred compensation contribution made by the City into an approved deferred
compensation program, as follows: Department Head positions – Two and one-
half percent (2.5%) of gross base salary, and Management Employees – Two
percent (2.0%) of gross base salary.
To the extent permitted by the City’s 457 and 401A deferred compensation plans,
a Department Head with at least 24 months of service with the City and 240
hours of accumulated Annual Leave may elect, with the concurrence of the City
Manager and consistent with Section 4 of this Resolution, to have the Annual
Leave cash-out, as described in this Resolution, deposited to his/her 457 or 401A
deferred compensation plan(s), so long as the maximum contribution for the year
is not exceeded.
B. CalPERS Retirement.
Classic Member Benefit. For Department Head and Management Employees
defined by the California Public Employees Retirement System (CalPERS) as a
“Classic Member”, the City shall pay the employee CalPERS contribution, not to
exceed seven percent (7%) of base salary and maintain the current level of
benefits, which includes the following, subject to the City’s Agreement with
CalPERS:
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Section 20938 – The provisions of Section 20938 apply to limit prior
service to members employed on CalPERS contract date.
Section 21354 - Local Miscellaneous Member 2 percent (2%) at age 55
CalPERS retirement benefit.
Section 21548 - Optional Pre-Retirement Settlement 2 death benefit.
Section 21574 - Fourth Level of 1959 Survivor Benefits.
Section 21623.5 - $5,000 Retired Death Benefit.
The City shall report the value of Employer Paid Member Contributions
(EPMC) to CalPERS as additional compensation pursuant to Government
Code Section 20636(c) and California Code of Regulations Section
571(a)(1).
New Member Benefit: For City Department Head and Management Employees
hired on or after January 1, 2013, the CalPERS retirement benefit shall comply
with the requirements of Assembly Bill 340 approved by the Governor on
September 12, 2012 (Public Employees Pension Reform Act), Government Code
Sections 7522 – 7522.74, and as may be subsequently amended.
SECTION 14. CELLULAR TELEPHONE ALLOWANCE.
A monthly cellular telephone (cell phone) allowance of $70.00 shall be provided for each
Department Head position. The City Manager may approve a monthly cell phone
allowance of $45.00 for a Management Employee whose duties, as determined by the
City Manager, necessitate access to a cell phone. Employees receiving a cell phone
allowance shall be subject to compliance with cell phone standards to be approved by
the City Manager. Such standards shall include, but not be limited to, the cell phone
company to be used, the service area, and voice mail and texting capabilities. As a
condition of receiving the cell phone allowance, the Department Head or Management
Employee must sign an agreement form to provide to the City all City business related
cell phone electronic communication records that may be requested by City, in full
compliance with the Public Records Act. A Department Head or designated
Management Employee who chooses to use a City-issued cell phone shall waive the
monthly cell phone allowance.
In addition to the monthly allowance, the City shall reimburse Department Heads, and
designated Management Employees up to a maximum of $325.00 every two years upon
submittal of an invoice showing proof of payment for a new cell phone that is either paid
in full or through an installment plan, and is in compliance with the City Manager’s
established cell phone standards. Cell phone purchases made through an installment
plan must show a total cost of $325.00 over a two -year period to qualify for full
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reimbursement. A Department Head or designated Management Employee who
chooses to use a City-issued cell phone shall waive the reimbursement benefit.
City Manager written approval is required prior to an employee receiving the monthly
cell phone allowance and prior to cell phone acquisition to verify compliance with
established standards. Additionally, prior to the purchase of a cell phone, written
approval must be received from the Finance/Administrative Services Director to confirm
that the cell phone is compatible with Microsoft Outlook software.
The monthly cell phone allowance shall be continued through any approved and paid
leave of absence, not exceeding twelve weeks for Family and Medical leave in any
twelve-month period. The monthly cell phone allowance shall be discontinued or
suspended for an unpaid leave of absence for which an employee has no remaining
accumulated leave. The City Manager at his/her sole discretion may approve
continuance of a cell phone allowance for a paid or unpaid leave of absence beyond the
restrictions described in this section, if continuing cell phone communication with the
employee is required during the leave of absence for the benefit of the City.
SECTION 15. INCONSISTENT ACTIVITIES AND OUTSIDE EMPLOYMENT.
Department Head and Management employees shall not engage in regular outside
employment, activity or enterprise for compensation ("outside employment") without the
express written approval of the City Manager. In making a determination as to the
consistency or inconsistency of outside employment, activity, or compensation (“outside
employment”), the City Manager shall consider the potential for a conflict of interest and
the provisions of Government Code Section 1126, including whether the employment
involves:
A. The use for private gain or advantage of City time, facilities, equipment and
supplies, or
B. Receipt or acceptance by the employee of any money or other consideration
from anyone other than the City for the performance of an act which the
employee, if not performing such act, would be required or expected to render in
the regular course or hours of his/her employment with the City or as a part of
his/her duties as a City employee, or
C. The performance of an act in other than his/her capacity as a City employee
which act may later subject directly or indirectly to the control, inspection, review,
audit, or enforcement of any other officer or employee of the City, or
D. Such time demand as would render performance of his/her duties as a City
employee less efficient.
Employees may be allowed to engage in outside employment if such secondary
employment meets the following standards, as determined by the City Manager at
his/her sole discretion:
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A. The outside employment is not inconsistent with the employee's employment with
the City and will not result in a conflict of interest;
B. The employee certifies that they will not contract with nor perform any services
directly or indirectly with a developer, property owner, firm, partnership, and/or
public agency(ies) owning property and/or processing an entitlement application
for property in the City or its Area of Interest while employed by the City of
Moorpark unless written consent is obtained from the City Manager;
C. The employee certifies that he/she will not provide any services whether for
remuneration or not to any person or organization for any land use entitlement or
public or private improvement to real property including civil and structural
engineering services, or appear before any elected body or appointed
commission, committee or board of a general purpose government (city or
county) or special district located within the County of Ventura, on behalf of any
person or entity except the City of Moorpark.
D. The outside employment will not be demanding on the employee or carry over
into his/her regular duties;
E. The outside employment is such that no problem will arise as to the City's
responsibility for injury incurred on the outside job;
F. The outside employment will never be allowed to interfere with the policy that the
employee is always readily accessible in case of emergencies;
G. Employee would be required to notify the outside employer that he/she may need
to return to his/her regular duties immediately upon call;
H. The basis for approval by the City Manager is:
1. The employee is required to sign a waiver in regard to injuries occurring in
outside employment. This waiver shall specifically waive any rights
he/she would have against the City or any retirement system which the
City might adopt as to disability which would be caused from, or arising
out of, the outside employment for which the request is made. The
employee shall also waive any rights to Worker's Compensation benefits
or City paid leave because of injury or sickness caused by, or arising out
of, his/her outside employment.
2. An employee whose leave record indicates excessive absenteeism or
excessive tardiness, as determined by the City Manager at his/her sole
discretion, will not be allowed to continue outside employment.
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I. The City Manager shall notify the employee of either the approval of the outside
employment request or denial based on a determination not to allow the
requested outside employment and the grounds therefore. The decision of the
City Manager shall be final.
SECTION 16. CITY MANAGER. Severance Pay for a City Manager shall be
consistent with the provisions of Section 2.12.100 of the Moorpark Municipal Code. All
benefits to be provided to the City Manager shall be as described in a City Manager
employment agreement to be approved by resolution of the City Council.
SECTION 17. EMERGENCY CALL-OUT MILEAGE REIMBURSEMENT. For a
Department Head or Management Employee that does not receive a car allowance, the
City will reimburse for private vehicle use round trip mileage for the home to work site
and the return work site to home trip, not to exceed a total of 60 miles for the round trip,
for an emergency call-out that occurs outside of the regular work schedule. An
emergency call-out shall not include reporting to work as a result of activation of the
City’s Emergency Operations Center. In addition, this reimbursement shall not apply to
a pre-planned work assignment outside of the regular work schedule, for which the
home to work site and return trip would not be reimbursed, except as permitted by City
Council policy. This reimbursement shall be limited to four (4) times per month. The
mileage expense reimbursement for the use of a personal vehicle for travel shall be at
the rate currently allowed by the Internal Revenue Service, and as verified by the
Finance/Administrative Services Director annually. The City Manager may terminate
this reimbursement at any time with 30 days’ notice to affected employees.
SECTION 18. REQUIREMENTS FOR BENEFIT REIMBURSEMENT FOR
CONVICTION OF A CRIME INVOLVING AN ABUSE OF OFFICE OR POSITION. On
or after January 1, 2012, any contract of employment executed or renewed between a
Department Head or Management Employee and the City shall include the language
required by Government Code Sections 53243 – 53243.4, providing that the employee
fully reimburse the City for certain payments in the event that the employee is convicted
of a crime involving the abuse of his or her office or position (which as of the effective
date of this resolution would require full reimbursement for paid leave salary offered by
the City to an employee pending an investigation, for payment of the legal criminal
defense of an employee, and for cash settlement related to the termination of
employment). On or after January 1, 2012, in the absence of a contractual obligation
for any of the applicable payments described in Government Code Sections 53243 –
53243.4, a Department Head or Management Employee receiving any payments
provided for those purposes shall be required to fully reimburse the City in the event
that the employee is convicted of a crime involving the abuse of his or her office or
position, consistent with Government Code Section 53243.3.
SECTION 19. RESCIND PRIOR RESOLUTION AND IMPLEMENTATION.
Resolution No. 2023-4202 4264 shall be rescinded, and this resolution shall become
effective the full pay period beginning on after July 1, 2024.
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SECTION 20. CERTIFICATION. 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 17th 6th day of JulyNovember, 2024.
Chris R. Enegren, Mayor
ATTEST:
Ky Spangler, City Clerk
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