HomeMy WebLinkAboutAGENDA REPORT 2015 1007 CCSA REG ITEM 10L ITEM 10.L.
CITY OF MOORPARK,CALIFORNIA
City Council Meeting
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MOORPARK CITY COUNCIL ACTION: d
AGENDA REPORT X0ze'4` �iJZl-f�U '/
BY: X7.7 �Si' 1
TO: Honorable City Council
FROM: Deborah S. Traffenstedt, Assistant City Manager "DST
DATE: October 2, 2015 (CC Regular Meeting of 10/07/15)
SUBJECT: Consider Adoption of a Resolution Amending the Salary Plan and
Rescinding Resolution No. 2015-3435 and Authorize the City
Manager to Appoint a Retired Annuitant Licensed Civil Engineer
BACKGROUND AND DISCUSSION
As previously authorized by the City Council, the City Manager has executed an
agreement with Ralph Anderson & Associates to conduct a recruitment to fill the current
vacancy for the City's Public Works Department Head position (most recently filled by a
combined City Engineer/Public Works Director position). Since incorporation, the City
has utilized various contract engineering companies for the provision of municipal
engineering and city engineer services. In order to obtain licensed civil engineer
services and also obtain municipal engineering and city engineer services that include
the opportunity for supervision of subordinate staff, the City Manager is proposing to
hire a Retired Annuitant Licensed Civil Engineer during the time period that the
recruitment is being conducted, and potentially continuing on an interim basis during the
transition period after hiring is completed for the regular position to help accomplish
priority projects. The Retired Annuitant Licensed Civil Engineer will be expected to do
engineering work normally performed by contracted licensed civil engineers, in addition
to performing some of the responsibilities performed by the City Engineer/Public Works
Director position, including supervision.
California retirement law and federal tax law provide specific employment restrictions for
retirees who, without reinstating from retirement, return to work with an employer in the
same public retirement system from which they receive a benefit. Government Code
(GC) 21221(h) permits an interim Retired Annuitant appointment, and GC 21224
permits an extra help exception, because the retired person has specialized skills
needed in performing work of limited duration, both of which are applicable to the
proposed hire of a Retired Annuitant Licensed Civil Engineer. All California Public
Employees Retirement System (CaIPERS) retirees are permitted to work as an
employee of a CaIPERS employer as a Retired Annuitant, without reinstatement from
retirement, subject to the employment requirements established by State law. One of
the employment requirements is that the maximum number of hours a Retired Annuitant
may work is 960 hours in a fiscal year for employment with all CaIPERS employers
178
Honorable City Council
City Council Regular Meeting of 10/7/15
Page 2
combined. For example, if a Retired Annuitant works a full-time schedule of 40 hours
per week for one public agency in a fiscal year, the maximum term of employment
would be 24 weeks. The City Manager will execute an employment agreement with the
selected Retired Annuitant Licensed Civil Engineer, which will include the employment
requirements and the scope of work.
Attached to this report is a draft Salary Plan Resolution, which includes a new Non-
Competitive Service Position title of Retired Annuitant Licensed Civil Engineer at Salary
Range 99. The draft Salary Plan resolution also includes edits to the benefit pay
language throughout the resolution to specifically clarify the benefit compensation not
applicable to a Retired Annuitant position. A Retired Annuitant cannot receive any
benefit, incentive, compensation in lieu of benefits, or other form of compensation in
addition to the hourly pay rate. No retirement contributions are made by the employer
or member for a Retired Annuitant.
Additionally, the salary range for the Non-Competitive Service position of Economic
Development and Housing Manager has been revised from Range 77 to Range 73, to
be consistent with the Planning Manager salary range, in order to achieve more salary
consistency for positions of similar authority and responsibilities.
No changes have been made to the salary schedules attached to the Salary Plan
resolution.
FISCAL IMPACT
No fiscal impact is anticipated. Sufficient salary and contract engineering services
funding is included in the current 2015-16 Fiscal Year Budget.
STAFF RECOMMENDATION
1. Adopt Salary Plan Resolution No. 2015- , rescinding Resolution No. 2015-
3435; and
2. Authorize the City Manager to hire a Retired Annuitant Licensed Civil Engineer,
as described in the agenda report, including execution of an employment
agreement.
Attachment: Draft Salary Plan Resolution
179
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. 2015-3435
WHEREAS, the City Council at its meeting on October 7, 2015, considered and
adopted a revised Salary Plan to add one Non-Competitive Service Position title of Retired
Annuitant Licensed Civil Engineer at Salary Range 99 and to revise the salary range for the
Non-Competitive Service position of Economic Development and Housing Manager from
Range 77 to Range 73.
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
Retired Annuitant Licensed Civil Engineer 99
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 Devolopmont and Housing Manager 77
Parks and Landscape Manager 77
Senior.Civil Engineer 77
Budget and Finance Manager 75
Economic Development and Housing Manager 73
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
* All Non-Competitive Service Positions are exempt from payment of overtime.
180
Resolution No. 2015-
Page 2
Non-Competitive Service Positions* Salary Range
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
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!! 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
All Non-Competitive Service Positions are exempt from payment of overtime.
181
Resolution No. 2015-
Page 3
Competitive Service Positions Salary Range
Community Development Technician 45
Irrigation Specialist 45
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
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
** An employee in a designated hourly position may be hired as regular part-time, consistent with the
definition in the City's Personnel Rules.
182
Resolution No. 2015-
Page 4
Salary Schedule" attached to this resolution are for information purposes, only, since
calculations are approximate due to rounding differences.
SECTION 3. The Salary Plan is based on ranges of two and one-half percent(2.5%)
and step increases of two and one-half percent (2.5%) with a total of thirteen (13) steps.
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. 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 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
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%)
183
Resolution No. 2015-
Page 5
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%)
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%).
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 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. 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. 2015-3435 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 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 7th day of October, 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)
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