HomeMy WebLinkAboutAGENDA REPORT 2013 1218 CCSA REG ITEM 10O ITEM 10.0.
MOORPARK CITY COUNCIL a - -aal3
AGENDA REPORT
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TO: Honorable City Council Lih.
FROM: Deborah S. Traffenstedt, Deputy City Manager DT
BY: Jennifer Mellon, Administrative Services Managelr
DATE: December 12, 2013 (CC Meeting of 12/18/13) �(N��
SUBJECT: Consider Resolution Amending the Salary Plan for Competitive Service,
Non-Competitive Service, and Hourly Employees and Rescinding
Resolution No. 2013-3210
BACKGROUND AND DISCUSSION
Attached to this report is a draft resolution amending the City's Salary Plan, with corrections
shown with the use of legislative format. An Economic Development and Housing Manager
position has been added at Range 77, a Non-Competitive Service (Management) position,
and a Maintenance Specialist position has been added at Range 47, a Competitive Service
position. The Economic Development and Housing Manager replaces the Redevelopment
Manager position, which is shown as deleted. The Competitive Service Maintenance
Specialist position was approved by the City Council on March 20, 2013, and is included in
the Memorandum of Understanding with SEIU Local 721 for the current fiscal year. In
addition, both of the positions added to the Salary Plan are included in the Fiscal Year 2013-
14 adopted budget.
An update to job descriptions in the City's Classification Plan is a separate but related agenda
item for the December 18 regular meeting and includes the new positions and other
amendments to achieve consistency between the Salary and Classification Plans. The hourly
position of Program Director at Salary Range 32 has been deleted from the Salary Plan,
because there is no corresponding job description in the Classification Plan, and this position
is no longer used by the Recreation Division.
FISCAL IMPACT
There is no fiscal impact.
STAFF RECOMMENDATION
Adopt Resolution No. 2013-
Attachment: Draft Salary Plan Resolution including Exhibit A, Salary Schedules
314
RESOLUTION NO. 2013-
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. 2013-3210
WHEREAS, the City Council at its meeting on December 18, 2013, adopted an
updated Class Plan Resolution to incorporate a new position titled Maintenance Specialist,
to remove the Redevelopment Manager position and replace that removed position with a
renamed Economic Development and Housing Manager position and to remove the
position of Program Director which is no longer used.
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 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 Development and Housing Manager 77
Parks and Landscape Manager 77
Planning Manager 77
Redevelopment Manager 77
Senior Civil Engineer 77
Budget and Finance Manager 75
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
* All Non-Competitive Service Positions are exempt from payment of overtime.
315
Resolution No. 2013-
Page 2
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
Non-Competitive Service Positions* Salary Range
Public Works Superintendent/Inspector 67
Recreation Superintendent 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 59
Human Resources Specialist 59
Recreation Specialist 59
Vector/Animal Control Specialist 59
Assistant Planner II 56
Administrative Specialist 53
Executive Secretary 53
Human Resources Assistant 53
Recreation Coordinator III 53
Senior Account Technician 53
Code Compliance Technician II 51
Account Technician II 51
Active Adult Center Coordinator 51
Assistant Planner I 51
Deputy City Clerk II 51
Information Systems Technician II 51
Facilities Technician 49
Administrative Assistant 48
Community Services Technician 48
Deputy City Clerk I 48
Vector/Animal Control Technician 48
Maintenance Specialist 47
Recreation Coordinator II 47
Senior Maintenance Worker 47
Account Technician I 46
Information Systems Technician I 46
Administrative Secretary 45
* All Non-Competitive Service Positions are exempt from payment of overtime.
316
Resolution No. 2013-
Page 3
Community Development Technician 45
Code Compliance Technician I 43
Maintenance Worker III 43
Crossing Guard Supervisor 41
Records Clerk 41
Secretary II 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
Secretary I 33
Recreation Assistant 32
Maintenance Worker I 31
Receptionist 31
Office Assistant III 29
Office Assistant II 24
Hourly Positions** Salary Range
Program Director 32
Recreation Leader III 32
Senior Nutrition Coordinator 32
Intern 30
Laborer/Custodian III 28
Recreation Leader II 22
Office Assistant I 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
** An employee in a designated hourly position may be hired as regular part-time, consistent with the
definition in the City's Personnel Rules.
317
Resolution No. 2013-
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:
318
Resolution No. 2013-
Page 5
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%)
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%).
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 January 17, 2014.
SECTION 9. Resolution No. 2013-3210 is hereby rescinded in its entirety upon the
effective pay period for this revised Salary Plan (paycheck dated January 17, 2014).
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 18th day of December, 2013.
Janice S. Parvin, Mayor
ATTEST:
Maureen Benson, City Clerk
Exhibit A: Salary Schedules
(Hourly, Bi-weekly, and Monthly)
319
Resolution No. 2013-
Page 6
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325
SUPPLEMENTAL TO
AGENDA ITEM
ITEM 10.0.
MOORPARK CITY COUNCIL
MEMORANDUM
TO: Honorable City Council
FROM: Deborah S. Traffenstedt, Deputy City Manager
BY: Jennifer Mellon, Administrative Services Manag
DATE: December 16, 2013 (CC Meeting of 12/18/13)
SUBJECT: Memorandum Clarifying Addition of a Missing Line of Text
This memorandum and the corrected page 5 of the Salary Plan Resolution (attachment) are
being distributed to you prior to the Regular City Council Meeting of December 18, 2013 due
to an error that was identified in the document.
Under the Department Heads and City Manager category, line 3 was inadvertently deleted at
some point in the recent past. Staff has re-inserted the line as it was previously approved by
the City Council which corrects this error.
Resolution No. 2013-
Page 5
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 — 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%).
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 January 17, 2014.
SECTION 9. Resolution No. 2013-3210 is hereby rescinded in its entirety upon the
effective pay period for this revised Salary Plan (paycheck dated January 17, 2014).
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 18th day of December, 2013.
Janice S. Parvin, Mayor
ATTEST:
Maureen Benson, City Clerk
Exhibit A: Salary Schedules
(Hourly, Bi-weekly, and Monthly)