HomeMy WebLinkAboutAGENDA REPORT 2015 0902 CCSA REG ITEM 10N ITEM 10.N.
CITY OF MOORPARK,CALIFORNis,
City Council Meeting
MOORPARK CITY COUNCIL of q— g -(20/5
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TO:. Honorable City Council BY: inn . the ..N o- ,
FROM: Deborah S. Traffenstedt, Assistant Citger 05-1
BY: Teri Davis, Senior Management Analy
DATE: August 27, 2015 (CC Regular Meeting of 09/02/15)
SUBJECT: Consider Resolutions Amending Classification Plan and Salary Plan
and Rescinding Resolutions Nos. 2014-3341 and 2015-3426
BACKGROUND
At the June 17, 2015 regular meeting, City Council adopted the Fiscal Year 2015/16
budget which included projected personnel costs including for planned promotions.
Consistent with the current fiscal year budget, amendments to the Classification Plan
and Salary Plan are now proposed to create two new job descriptions, with the position
titles and salary levels as follows:
• Create a Program Manager job description in the Classification Plan and add the
new position title in the Salary Plan under Non-Competitive Service
(Management) Positions, at salary Range 71.
• Create a Solid Waste and Recycling Assistant job description in the Classification
Plan and add the new position title in the Salary Plan under Hourly (part-time and
not overtime exempt) Positions, at salary Range 32.
DISCUSSION
The revisions to the Classification Plan include new job descriptions for Program
Manager and Solid Waste and Recycling Assistant to address changes in
responsibilities and provide flexibility in job assignments. Currently, these new positions
are intended to be filled by promotions.
The new Program Manager position at Range 71, under Non-Competitive Service
Positions, is intended to provide a position equivalent to the Administrative Services
Manager, as distinguished from the Senior Management Analyst position, which
primarily provides administrative support to the department head or a division head. The
Program Manager is intended to exercise more independence and authority in
comparison to the Senior Management Analyst, have responsibility for one or more
specific programs, and report to the department head, Deputy City Manager, Assistant
City Manager, or City Manager. Employees given the position title of Program Manager
could be assigned to any department, based on the essential functions included in the
135
Honorable City Council
City Council Regular Meeting of 9/2/15
Page 2
draft job description, and the new position has more flexibility for use in comparison to
the title of Administrative Services Manager, which tends to infer that the position is
used for the Administrative Services Department.
The new Solid Waste and Recycling Assistant position at Range 32, under Hourly
Positions, is intended to provide a promotional opportunity from the entry-level Intern
position, and the essential functions for the new position will allow for more flexibility in
assignments. No change to the part-time status for the position is proposed.
For the attached draft Classification Plan resolution (Attachment 1), only the two new
revised job descriptions are included, and the final resolution will contain the complete
set of job descriptions.
In the attached draft Salary Plan resolution (Attachment 2), the two new position titles
were added, and edits were also made to the longevity pay language on page 4 of the
resolution to specifically identify that this benefit is only available to employees hired
prior to January 1, 2015. There is no new change to this longevity pay benefit, and the
revised language just clarifies that longevity pay is no longer available to new
employees (as is described in the Memorandum of Understanding with SEIU Local 721
for Competitive Service employees and in the Management Benefits Resolution for
Non-Competitive Service employees).
No changes have been made to the salary schedules attached to the Salary Plan
resolution. . Staff will need to update the Salary Plan in December 2015 to implement
the required January 1, 2016 minimum wage increase for affected Hourly Positions.
FISCAL IMPACT
The revisions to create two new job descriptions to the Classification Plan and add two
new positions to the Salary Plan will not result in a fiscal impact. Funding was already
included in the adopted Fiscal Year 2015-16 budget for anticipated promotions.
Promotion raises would be either 2.5% or 5.0% salary increases. There are no changes
to the salary schedules.
STAFF RECOMMENDATION
1. Adopt Classification Plan Resolution No. 2015- , rescinding Resolution No.
2014-3341; and
2. Adopt Salary Plan Resolution No. 2015- , rescinding Resolution No. 2015-
3426.
Attachment 1: Draft Classification Plan Resolution (draft resolution includes only
revised and new job descriptions; final resolution will include all job
descriptions) -
Attachment 2: Draft Salary Plan Resolution
136
RESOLUTION NO. 2015-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, ESTABLISHING A REVISED
CLASSIFICATION PLAN AND JOB DESCRIPTIONS FOR NON-
COMPETITIVE, COMPETITIVE SERVICE, AND HOURLY
EMPLOYEES AND RESCINDING RESOLUTION NO. 2014-3341
WHEREAS, the City Council adopted Resolution No. 2014-3341 on December 3,
2014, establishing a revised classification plan and job descriptions for Non-Competitive
and Competitive Service employees; and
WHEREAS, the Council has determined that the City's Classification Plan should
be further amended to create job descriptions for Program Manager, an overtime
exempt Management position, and for Solid Waste and Recycling Assistant, a
temporary, hourly, and not overtime exempt position.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. All job descriptions attached as Exhibit A to this resolution are
hereby adopted into the City's Classification Plan.
SECTION 2. The City Manager shall have the authority to make temporary
additions or deletions to the Classification Plan in the interest of efficient and effective
administration of the Plan. Such alterations shall not become an approved part of the
Plan until adoption by City Council resolution.
SECTION 3. For all Classification Plan job descriptions which contain a
reference to City, City of Moorpark, or City Council, such reference may also include
responsibility for other governmental public agencies for which the Moorpark City
Council serves as the governing body, 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, and Industrial Development Authority of the City of Moorpark.
SECTION 4. Resolution No. 2014-3341 is rescinded and this resolution shall
become effective upon adoption.
137
Resolution No. 2015-
Page 2
SECTION 5. The City Clerk shall certify to the adoption of this resolution and
shall cause a certified resolution to be filed in the book of original resolutions.
PASSED AND ADOPTED this 2nd day of September, 2015.
Janice S. Pan/in, Mayor
ATTEST:
Maureen Benson, City Clerk
Exhibit A: Classification Plan and Job Descriptions
138
Resolution No. 2015-
Page 275
PROGRAM MANAGER
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 direct, manage, supervise, and coordinate the programs, services and activities
within an assigned department at a division supervisor level; to coordinate assigned
programs and activities with other City departments, divisions, and outside agencies;
and to provide highly responsible and complex administrative support to the Department
Head. This position is overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
Receives direction from Department Head, Deputy City Manager, Assistant City
Manager and City Manager. Exercises direct and primary supervision over technical,
professional and clerical staff, administers contracts and monitors performance.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
1. Provide responsible staff assistance and support to assigned Department Head,
Deputy City Manager, Assistant City Manager or City Manager.
2. Assume direct responsibility for administering and monitoring assigned
programs, projects, services, and activities of one or more department divisions,
including contract administration, grant management, time accounting,
purchasing, budgetpreparation, and supervision.
3. Plan and coordinate the work plan for the assigned program, division, and/or
department.
4. Participate in employee selection and supervise, train, motivate and evaluate
assigned personnel; prioritize work activities and proiects and review work of
assigned personnel for accuracy; work with employees to correct deficiencies
implement discipline in accordance with City rules.
5. Prepare agreements; oversee and administer contracts and direct the work of
consultants and contractors.
6. Monitor legislative developments related to areas of responsibility. _
139
Resolution No. 2015-
Page 276
7. Participate in the development and administration of annual operating budget for
program and division areas of responsibility, including the forecast of funds
needed for staffing, equipment, materials, and supplies; monitor and recommend
approval of expenditures within approved limits.
8. Monitor and evaluate the efficiency and effectiveness of service delivery methods
and procedures; recommend, within departmental and City policy, appropriate
service and staffing levels.
9. Draft goals, objectives, policies, procedures, and priorities for assigned
programs; implement and administer the approved goals, objectives, policies,
procedures, and priorities for assigned programs.
10. Receive and respond to difficult and sensitive inquiries and complaints from the
public, press, or other agencies.
11. Prepare and present staff reports, ordinances, resolutions, and other supporting
documentation for City Council and appointed commissions and boards; may be
assigned responsibility for a commission or board, including agenda process and
completion of legislative records.
12. Prepare and monitor program grants and related documentation required to
retain grant eligibility and funding.
13. Conduct a variety of organizational and operational studies and investigations;
recommend modifications to City or department programs, policies, procedures
and fees as appropriate.
14. Attend and participate in professional group meetings; stay abreast of new trends
and innovations in the areas of reponsibility; represent City at local and regional
meetings.
15. Prepare press releases, newspaper articles, public service announcements and
newsletters; respond to press inquiries.
16. May conduct confidential investigations.
17. May assist with development monitoring and condition compliance.
18. May serve as liaison for the assigned department with other City divisions and
departments, outside agencies, public and private organizations, and community
groups; make presentations as required; negotiate and resolve sensitive and
controversial issues.
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Resolution No. 2015-
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Marginal Functions:
1. Serve as emergency response worker as necessary.
2. Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Operational characteristics, services and activities of a municipal service delivery
program.
Management skills to analyze programs, policies and operational needs.
Principles of supervision, training and performance evaluation.
Principles and practices of municipal budget preparation and administration.
Principles and practices of contract administration.
Principles and practices of program development and administration.
Principles of conducting a workplace investigation.
Purchasing procedures and practices.
Methods of research, program analysis, and report preparation.
Modern office procedures, methods and equipment.
English usage, spelling, grammar and punctuation.
Principles of mathematics and statistics.
Pertinent Federal, State and local laws, codes and regulations.
Ability to:
Oversee and direct the operations, services and activities of one or more
comprehensive municipal programs.
Perform complex administrative and analytical activities for assigned programs.
Understand the organization and operation of the assigned department as necessary to
perform assigned responsibilities.
Manage, direct and coordinate the work of support staff.
Select, supervise, train and evaluate staff.
Prepare and administer division and/or department budgets.
Interpret and apply Federal, State, and local laws, regulations, policies and procedures.
Develop and administer division or department goals, objectives, policies, and
procedures.
Effectively manage contracts and evaluate the work of contractors.
Perform responsible and difficult administrative work involving the use of independent
judgment and personal initiative.
Analyze problems, identify alternative solutions, project consequences of proposed
actions and implement recommendations in support of goals and objectives.
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Resolution No. 2015-
Page 278
Research, develop and prepare ordinances, resolutions, contracts, and technical
reports and associated summary data for presentation to City Council and others.
Prepare and present clear and concise administrative and financial reports to a variety
of City officials and the public.
Respond tactfully, clearly, concisely and appropriately to inquiries from the public, press
or other agencies on sensitive issues in area of responsibility.
Research, analyze, and evaluate new service delivery methods and techniques.
Research and prepare effective grant proposals.
Independently prepare correspondence and memoranda.
Communicate clearly and concisely, both orally and in writing.
Operate and use modern office equipment including computer, printers and copiers.
Enter data on a computer at a speed necessary for successful job performance.
Establish and maintain effective working relationships with those contacted in the
course of work.
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.
Maintain physical condition appropriate to the performance of assigned duties and
responsibilities.
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
Five years of increasingly responsible administrative and analytical experience
for a municipal government agency, including two years of supervisory
responsibility.
Training
Equivalent to a Bachelors degree from an accredited college or university with
major course work in public administration, business administration, urban
studies, economics, or a related field. A Masters degree is desirable.
License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
142
Resolution No. 2015-
Page 279
WORKING CONDITIONS
Environmental Conditions:
Office environment; exposure to computer screens; occasional field environment.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting for
prolonged periods of time; light lifting, carrying, pushing and pulling; reaching; handling;
use of fingers; talking; hearing; near acuity.
143
Resolution No. 2015-
Page 365
SOLID WASTE AND RECYCLING ASSISTANT
Class specifications are intended to present a descriptive list of the range of duties
performed by employees in the class. Specifications are not intended to reflect all
duties performed within the job.
DEFINITION
To assist with a variety of administrative and field tasks and related activities in support
of the full range of solid waste and recycling activities. This position is temporary, hourly
and not overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from assigned supervisor.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS — Essential and other
important responsibilities and duties may include but are not limited to, the following.:
Essential Functions:
1 . Provide responsible staff assistance and support to the assigned supervisor.
2. Assist with solid waste and recycling activities including but not limited to used oil
recycling, household hazardous waste, compost and organic waste, battery
collection, electronic waste, universal waste, and neighborhood enhancement
programs and special events.
3. Assist with research and analysis pertaining to solid waste and recycling
programs and regulations; prepare written reports to summarize findings; may
make recommendations to supervisor as to appropriate action needed.
4. Assist with managing grants and grant reporting, and monitoring grant budgets.
5. May provide technical and administrative assistance to resolve citizen inquiries or
complaints; may prepare correspondence in the performance of assigned tasks
under direction.
6. Perform file maintenance and data entry, and generate reports using computer
software programs.
7. Draft, type, and proofread a variety of correspondence, forms, tables, and other
documents; prepare and maintain computerized databases and records.
144
Resolution No. 2015-
Page 366
8. Assist with placement and removal of barricades and signs at community solid
waste and recycling events; and may assist with directing traffic onsite at the
event location.
9. May transport solid waste and recycling materials to disposal facilities or to
events using City-owned vehicles.
10. May assist in obtaining informal bids and price quotes and may research
specifications for purchase of supplies, materials, and equipment.
11. Provide customer service to the public; respond to standard inquiries of a limited
nature within the area of assignment, and provide information within prescribed
policies and procedures; assist with resolving complaints in an efficient and
timely manner.
12. May assist with public outreach efforts to provide information and literature
regarding solid waste and recycling programs and events.
13. Assist with the preparation of brochures and other solid waste and recycling
publications, development of educational displays or presentations, and
promotion of events; may be asked to assist with youth outreach and school
presentations.
Marginal Functions:
1. Serve as emergency response worker as necessary.
2. Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Equipment and tools used in the area of work assigned.
Modern office procedures, methods and equipment.
Basic letter writing and basic report preparation techniques.
Principles and procedures of record keeping.
Methods of research and report preparation.
English usage, spelling, grammar and punctuation.
145
Resolution No. 2015-
Page 367
Proper lifting and carrying techniques.
Occupational hazards and standard safety practices.
Safety rules when working events.
Ability to:,
Understand and follow oral and written instructions.
Communicate clearly and concisely; both orally and in writing.
Maintain records and prepare correspondence and reports.
Manage a variety of assignments.
Perform a variety of manual tasks for extended periods of time.
Perform medium lifting and carrying.
Operate and use modern office equipment including computers, printers and copiers.
Enter data into a computer at a speed necessary for successful job performance.
Establish and maintain effective working relationships with those contacted in the
course of work.
Maintain physical condition appropriate to the performance of assigned duties and
responsibilities.
Maintain effective audio/visual discrimination and perception to the degree necessary
for successful performance of assigned duties.
Maintain mental capacity which allows for effective interaction and communication with
others.
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
One year of experience at an intern level performing solid waste, recycling or
environmental program work or related activities including administrative office
experience. Experience working in a local government or public agency
• environment is desirable.
Training
•
Equivalent to the completion of twelfth grade supplemented by specialized
computer and software training. College level work in environmental studies
public administration, business administration or related field is desirable.
146
Resolution No. 2015-
Page 368
License of Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
WORKING CONDITIONS
Environmental Conditions:
Office and field environment; exposure to outside atmospheric conditions; exposure to
noise, dust, solid waste and recycling program wastes, and universal and electronic
wastes; exposure to traffic and moving vehicles; exposure to computer screens; work
on slippery or uneven surfaces.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing, or walking for prolonged periods of time; travel to various locations; operating
motorized vehicles; medium lifting, carrying, pushing and pulling; climbing; balancing
stooping; kneeling; crouching; crawling; reaching; handling; use of fingers; talking
hearing; near and far acuity; depth perception.
147
Hrtacnment z
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, 2015-3426
WHEREAS, the City Council at its meeting on September 2, 2015, considered and
adopted a revised Salary Plan to add one Non-Competitive Service Position title of Program
Manager at Salary Range 71 and one Hourly Position title of Solid Waste and Recycling
Assistant at Salary Range 32 in the Salary Schedules.
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
Program Manager 71
Accountant II 67
Associate Civil Engineer 67
City Clerk 67
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
Public Works Superintendent/Inspector 67
* All Non-Competitive Service Positions are exempt from payment of overtime. 14 8
Resolution No. 2015-
Page 2
Non-Competitive Service Positions* Salary Range
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
Code Compliance Technician I 43
*
14 9
All Non-Competitive Service Positions are exempt from payment of overtime.
Resolution No. 2015-
Page 3
Competitive Service Positions Salary Range
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
Solid Waste and Recycling Assistant 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.
•t An employee in a designated hourly position may be hired as regular part-time, consistent with the
definition in the City's Personnel Rules. 150
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
I and part-time employees hired prior to January 1, 2015, consistent with the qualification
requirements approved in a Memorandum of Agreement between the City of Moorpark and
the Service Employees International Union CTW, CLC, Local 721 as follows:
121 to 180 Months of service — one-percent (1%),
181 to 240 Months of service — one and one-half percent (1.5%),
241 to 300 Months of service — two percent (2.0%)
301 or more Months of service —two and one-half percent (2.5%); and
Longevity pay compensation shall be paid to qualified Non-Competitive Service employees
hired prior to January 1, 2015, consistent with the qualification requirements approved in a
City Council adopted management benefits resolution as follows:
Department Heads 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%)
151
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 beginning with the
paycheck dated September 25, 2015.
SECTION 9. Resolution No. 2015-3426 is hereby rescinded in its entirety and this
resolution is effective upon adoption. The effective dates of the Salary Schedules are
included on the attached Exhibit A Salary Schedules.
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 2nd day of September, 2015.
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)
152
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