HomeMy WebLinkAboutAGENDA REPORT 2016 0706 CCSA REG JNT DC ITEM 10X ITEM 10.X.
city OF MOORPAR7t,CALIFORNIA
City Council Meeting
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AGENDA REPORT ACTION: (2,44.u. ire/ Maim tttc .
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/two •oto jog —,P,01.TO: Honorable City Council BY: - i� a. .
FROM: Deborah S. Traffenstedt, Assistant City Manager
Teri Davis, Program Manager
DATE: June 28, 2016 (CC Meeting of 7/06/16)
SUBJECT: Consider Resolution Amending the City's Salary Plan and Rescinding
Resolution No. 2016-3527
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 Competitive Service employees. On June 15, 2016, City
Council approved a 1% cost-of-living increase for Non-Competitive Service (Management)
and Hourly (part-time) employees, excluding Competitive Service employees, because the
Memorandum of Understanding (MOU) for Competitive Service Positions was still being
negotiated at that time. There is a separate agenda report on the July 6 City Council meeting
recommending approval of the MOU for Fiscal Year 2016-17, which includes a 1% cost-of-
living increase for all Competitive Service employees to be effective with the paycheck dated
July 29, 2016.
Additional changes proposed at this time for the Salary Plan Resolution include a range
change for three Competitive Service positions that are recommended based on a Salary
Survey that was completed by staff for Competitive Service positions in March 2016. The
proposed range changes for the three positions are shown with legislative format in the
attached draft resolution and include revising the Code Compliance Technician I from Range
43 to Range 45, Planning Technician from Range 43 to Range 45, and Recreation
Coordinator I from Range 39 to Range 41.
Staff will be scheduling a subsequent Salary Plan Resolution revision on the City Council's
agenda before the end of the current calendar year to address the change in the minimum
wage to $10.50 per hour effective January 1, 2017 (which does not affect any of the
Competitive Service positions).
FISCAL IMPACT
The fiscal impact for the cost-of-living raise was already considered and included with the
adoption of the Fiscal Year 2016-17 Budget, and the overall estimated cost of changes to the
Salary Plan, related to Competitive Service, is estimated to be approximately $20,000. The
proposed range changes for three positions will only result in a pay raise for an employee
261
Honorable City Council
June 15, 2016, Regular Meeting
Page 2
already at the top step of the salary range, if approved for a merit raise at the time of their
next performance evaluation, and a budget amendment is not required.
STAFF RECOMMENDATION
Adopt Resolution No. 2016- , rescinding Resolution No. 2016-3527.
Attachment: Draft Salary Plan Resolution including Attachment A, Salary Schedules
262
ATTACHMENT
RESOLUTION NO. 2016-
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.
2016-3471527
WHEREAS, the City Council at its meeting on June-July 64-5, 2016, considered and
adopted a revised Salary Plan to incorporate a one percent (1.0%) cost-of-living increase
for all Nen-Competitive Service Positions in the Salary Schedules,
and to also incorporate a range change for Code Compliance Technician I from Range 43
to Range 45, Planning Technician from Range 43 to Range 45, and Recreation
Coordinator I from Range 39 to Range 41.
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
Finance Director 87
Parks and Recreation Director 87
Public Works Director 87
Assistant to City Manager/City Clerk 83
Planning Director 83
Assistant City Engineer 79
Deputy Community Development Director 79
Deputy Finance Director 79
Budget and Finance Manager 75
Economic Development and Planning Manager 75
Information Systems Manager 75
Parks and Landscape Manager 75
Public Works Manager 75
Recreation/Community Services Manager 75
Senior Civil Engineer 75
Administrative Services Manager 71
Assistant to City Manager 71
Economic Development and Housing Manager 71
Finance/Accounting Manager 71
All Non-Competitive Service Positions are exempt from payment of overtime. 263
Resolution No. 2016-
Page 2
Non-Competitive Service Positions* Salary Range
Planning 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
Recreation Services Manager 67
Senior Housing Analyst 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
+ All Non-Competitive Service Positions are exempt from payment of overtime. 264
Resolution No. 2016-
Page 3
Competitive Service Positions Salary Range
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
Code Compliance Technician I 43
Maintenance Worker III 43
Planning Technician 43
Crossing Guard Supervisor 41
Office Assistant III 41
Public Works Technician 41
Recreation Coordinator I 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
** An employee in a designated hourly position may be hired as regular part-time, consistent with the definition in the
City's Personnel Rules.
265
Resolution No. 2016-
Page 4
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.
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:
266
Resolution No. 2016-
Page 5
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%)
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 approved 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. Implementation of this Salary Plan shall be effective beginning with the
paycheck dated July 1-529, 2016.
SECTION 9. Resolution No. 2016-3471527 is hereby rescinded in its entirety upon
the effective pay period for this revised Salary Plan, with the paycheck dated July 4-529,
2016.
267
Resolution No. 2016-
Page 6
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 4-56th day of JuncJuly, 2016.
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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