HomeMy WebLinkAboutAGENDA REPORT 2015 0701 CCSA REG ITEM 10M ITEM 10.M.
CITY OF MOORPARK,CALIFORNIA
City Council Meeting
MOORPARK CITY COUNCIL of 9-/-a4i5
AGENDA REPORT ACTION: _de ARO rife
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TO: Honorable City Council BY: c17, . _
FROM: Deborah S. Traffenstedt, Assistant City Manager J75r
BY: Teri Davis, Senior Management Analyst
DATE: June 23, 2015 (CC Meeting of 7/1/15)
SUBJECT: Consider Resolution Amending the City's Salary Plan and Rescinding
Resolution No. 2014-3342
BACKGROUND AND DISCUSSION
Attached to this report is a draft resolution amending the City's Salary Plan, with changes
shown with the use of legislative format. The amended Salary Plan includes a one percent
(1%)cost-of-living increase for all Non-Competitive Service (Management) and Hourly(part-
time) employees. Because the Memorandum of Understanding (MOU) for all Competitive
Service Positions is still under negotiation, the salary ranges for positions represented in the
MOU by SEIU Local 721 are not revised by the amended Salary Plan. Historically,the Salary
Schedule combined salary ranges for all employee positions. In order to implement the cost-
of-living increase for the Non-Competitive Service and Hourly positions for the new fiscal year
paycheck dated July 17, 2015, and exclude at this time the Competitive Service positions, the
Salary Schedules attached to the Salary Plan Resolution are now divided into three separate
sections for the Hourly Positions, Competitive Service Positions, and Non-Competitive Service
Positions. Each of the three separate sections have a Salary Schedule listing hourly, bi-
weekly, and monthly salaries for each established salary step and range.
In addition to scheduling an update of the Salary Plan following concurrence on a new MOU
for the Competitive Service employees, there will be a change in the minimum wage to $10
per hour effective January 1, 2016, and staff will schedule a revised Salary Plan that
eliminates any salaries below the minimum wage before the end of this calendar year.
The attached draft Salary Plan resolution also incorporates longevity pay language consistent
with the Management Benefits Resolution that was last updated in December 2014. There is
no change to the longevity pay already in effect; the revision has been made so that the
Salary Plan and Management Benefits resolution are consistent.
FISCAL IMPACT
The fiscal impact for the cost-of-living raise was already considered and included with the
adoption of the Fiscal Year 2015-16 Budget, and the overall estimated cost of changes to the
Salary Plan, related to Non-Competitive Service and Hourly employees, is estimated to be
approximately $38,518 ($3,549 for Hourly employees and $34,971 for Non Competitive
Service employees).
567
Honorable City Council
July 1, 2015, Regular Meeting
Page 2
STAFF RECOMMENDATION
Adopt Resolution No. 2015- , rescinding Resolution No. 2014-3342.
Attachment: Draft Salary Plan Resolution including Exhibit A, Salary Schedules
568
RESOLUTION NO. 2015-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, AMENDING THE SALARY PLAN
FOR COMPETITIVE SERVICE, NON-COMPETITIVE SERVICE
AND HOURLY EMPLOYEES, AND RESCINDING RESOLUTION
NO. 2014-333542
WHEREAS, the City Council at its meeting on July 1, 2015, considered and adopted a
revised Salary Plan to incorporate a one percent (1.0%) cost-of-living increase for all Non-
Competitive Service Positions and Hourly Positions in the Salary Schedules, and to also
incorporate a revision to the longevity pay language in Section 6 for consistency with the
Management Benefits Resolution.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES
HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Salary Plan of hourly rates is hereby adopted for all of the positions
herein listed:
Non-Competitive Service Positions* Salary Range
City Manager 100
Assistant City Manager 91
Deputy City Manager 89
Administrative Services Director 87
City Engineer/Public Works Director 87
Community Development Director 87
Public Works Director 87
Parks and Recreation Director 83
Assistant to City Manager/City Clerk 83
Finance Director 83
Planning Director 83
Assistant City Engineer 77
Economic Development and Housing Manager 77
Parks and Landscape Manager 77
Senior Civil Engineer 77
Budget and Finance Manager 75
Planning Manager 73
Administrative Services Manager 71
Assistant to City Manager 71
Finance/Accounting Manager 71
Information Systems Manager 71
Recreation/Community Services Manager 71
Accountant II 67
Associate Civil Engineer 67
City Clerk 67
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
All Non-Competitive Service Positions are exempt from payment of overtime. 569
Resolution No. 2015-
Page 2
Non-Competitive Service Positions* Salary Range
Public Works Superintendent/Inspector 67
Recreation Services Manager 67
Senior Human Resources Analyst 67
Senior Information Systems Analyst 67
Senior Management Analyst 67
Accountant I 62
Active Adult Center Supervisor 62
Assistant City Clerk 62
Assistant Engineer 62
Human Resources Analyst 62
Information Systems Analyst 62
Management Analyst 62
Parks and Facilities Supervisor 62
Public Works Supervisor 62
Recreation Supervisor 62
Competitive Service Positions Salary Range
Associate Planner II 59
Human Resources Specialist 59
Recreation Specialist 59
Vector/Animal Control Specialist 59
Associate Planner I 56
Administrative Specialist 53
Deputy City Clerk II 53
Executive Secretary 53
Human Resources Assistant 53
Recreation Coordinator III 53
Senior Account Technician 53
Account Technician II 51
Active Adult Center Coordinator 51
Assistant Planner 51
Code Compliance Technician II 51
Information Systems Technician II 51
Vector/Animal Control Technician II 51
Facilities Technician 49
Administrative Assistant II 48
Community Services Technician 48
Deputy City Clerk I 48
Maintenance Specialist 47
Recreation Coordinator II 47
Senior Maintenance Worker 47
Vector/Animal Control Technician I 47
Account Technician I 46
Information Systems Technician I 46
Administrative Assistant I 45
Community Development Technician 45
Irrigation Specialist 45
* All Non-Competitive Service Positions are exempt from payment of overtime. 5 7 0
Resolution No. 2015-
Page 3
Competitive Service Positions Salary Range
Code Compliance Technician I 43
Maintenance Worker III 43
Crossing Guard Supervisor 41
Office Assistant III 41
Public Works Technician 41
Maintenance Worker II 39
Recreation Coordinator I 39
Teen Coordinator 39
Account Clerk II 38
Account Clerk I 34
Laborer/Custodian IV 34
Recreation Leader IV 34
Office Assistant II 34
Recreation Assistant 32
Maintenance Worker I 31
Office Assistant I 29
Hourly Positions** Salary Range
Recreation Leader III 32
Senior Nutrition Coordinator 32
Intern 30
Laborer/Custodian III 28
Recreation Leader II 22
Records Clerk 20
Laborer/Custodian II 18
Clerical Aide/Crossing Guard 18
Crossing Guard 18
Box Office Cashier 14
Clerical Aide II 14
Recreation Leader I 14
Laborer/Custodian I 10
Clerical Aide I 6
Recreation Aide 6
SECTION 2. The corresponding salaries for the ranges established in Section 1 of
this resolution are attached hereto and incorporated herein as the "Hourly Salary Schedule"
Table. The Bi-Weekly Salary for each range may be calculated by multiplying the Hourly
Salary by two thousand eighty (2,080) hours and dividing that calculation by twenty six (26)
pay periods. The Monthly Salary for each range may be calculated by multiplying the Hourly
Salary by two thousand eighty (2,080) hours and dividing that calculation by twelve (12)
months. The Annual Salary for each range may be calculated by multiplying the Hourly
Salary by two thousand eighty(2,080) hours. The "Bi-Weekly Salary Schedule"and "Monthly
Salary Schedule" attached to this resolution are for information purposes, only, since
calculations are approximate due to rounding differences.
** An employee in a designated hourly position may be hired as regular part-time, consistent with the
definition in the City's Personnel Rules.
571
Resolution No. 2015-
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.
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 - Three
percent (3.0%) 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.
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 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.
SECTION 6. Longevity pay compensation shall be paid to qualified regular full-time
and part-time employees, 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
consistent with the qualification requirements approved in a City Council adopted
management benefits resolution as follows:
Department Heads and City Manager
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%)
572
Resolution No. 2015-
Page 5
City Manager
361 or more Months of service — three and one-half percent (3.5%)
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 7. Implementation of salary adjustments for positions noted in Section 1,
herein, shall be limited by the performance review system. Employees shall be evaluated prior
to their anniversary date, and salary adjustments shall be effective as of the first day of the
pay period in which the anniversary date occurs.
SECTION 8. The implementation of this Salary Plan shall be effective beginning with
the paycheck dated December 19, 2014 July 17, 2015.
SECTION 9. Resolution No. 20145-333542 is hereby rescinded in its entirety upon
the effective pay period for this revised Salary Plan (paycheck dated December 1-9;-2044July
17, 2015).
SECTION 10. 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 3rd-1st day of DecemberJuly, 20145.
Janice S. Parvin, Mayor
ATTEST:
Maureen Benson, City Clerk
Exhibit A: Salary Schedules
(Hourly, Bi-weekly, and Monthly Salary Schedules for Hourly, Competitive Service, and
Non-Competitive Service Employees)
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