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HomeMy WebLinkAboutAGENDA REPORT 2017 1101 CCSA REG ITEM 09F ITEM 9.F. CITY OF MOORPARK,CALIFORNIA City Council Keating Qf /1-/— 0/1 MOORPARK CITY COUNCIL ACTION; AGENDA REPORT z", , . L,. ,,.__ GD r a0/ - 6 TO: The Honorable City Council yr, � FROM: Steven Kueny, City Manager V Deborah S. Traffenstedt, Assistant City Manager �S DATE: October 26, 2017 (CC Meeting of 11/1/2017) SUBJECT: Consider Reorganization of Certain Departmental and Position Responsibilities and Promotions, Approval of a Revised Salary Plan Resolution, and Approval of a Revised Classification Plan Resolution BACKGROUND The City's staffing levels, reporting relationships, and organization of responsibilities are monitored and adjustments periodically made to address changing workloads, assignments, needs and priorities and to achieve operational improvements. The concern of succession planning and preparing current staff for promotional opportunities and assumption of more difficult and greater responsibilities are also considered. The proposals contained in this report are a result of such analysis with the goal of achieving management and organizational improvements by providing more emphasis on identified priority items. The rationale for these proposals is presented in the Discussion section of this report. A draft revised Salary Plan Resolution and a draft revised Classification Plan Resolution are attached (Attachments 1 and 2) to implement the position title, salary range, and job description recommendations of this report. The Classification Plan Resolution attached to this agenda report only includes the job descriptions proposed to be amended. If the City Council approves the job description amendments, the final Classification Plan Resolution will include all of the City's job descriptions. Minor editorial edits may need to be made to the final Classification Plan Resolution, such as correcting margins, spelling, and punctuation for other job descriptions. The City Manager has the authority to make the transfer of assignments and to generally organize the City's departments. However, because some of the proposed changes involve changes in salary ranges and classification plan essential functions, City Council action is required, including changes to the City's Salary Plan Resolution and Classification Plan Resolution. The proposed actions are described in the following Discussion section of this report. 151 Honorable City Council November 1, 2017 Regular Meeting Page 2 DISCUSSION In the past, the City's workforce has been both increased and decreased to meet changing service needs, although the number of employees has always been less than the optimum number needed to fully address the adopted priorities and objectives due to budgetary concerns. Personnel Changes made since July 1, 2008 include the following: • Senior Management Analyst (RDA) left vacant • Deputy City Manager(Community Development) left vacant • Secretary I (Finance & RDA) left vacant • Assistant City Engineer left vacant • Parks/Landscape Manager left vacant • Management Analyst (Community Development) left vacant • Accountant(Finance) left vacant • Deputy City Manager(Administrative Services) left vacant • Principal Planner(2 full-time equivalent (FTEs) left vacant • Senior Management Analyst (Community Development) left vacant • Economic Development and Housing Manager left vacant The vacant Assistant City Engineer position (at salary range 79) was subsequently filled by a Senior Civil Engineer (at salary range 75), and the Economic Development and Housing Manager position was filled by promoting a Senior Management Analyst to Program Manager to assume the housing responsibilities with the assistance of a new Management Analyst position, and the Economic Development responsibilities were reassigned to the Planning Manager in the Community Development Department. Community Development Department With the elimination of the Economic Development and Housing Manager position in 2015, a combined Economic Development and Planning Manager position was created and filled by the then Planning Manager, who took on additional economic development responsibilities and received a change in salary range at that time from Range 71 to Range 75 and a promotion raise of 5%. Although the incumbent Economic Development and Planning Manager has done a good job of performing economic development responsibilities, other ongoing responsibilities of the Community Development Department have been impacted, including delay of work on the City's General Plan update and some delay on entitlement processing. Additionally, the Community Development Director hasn't been able to delegate some of the department administrative responsibilities that can be performed by the Planning Manager. With this reorganization proposal, the responsibility for economic development is proposed to be transferred back to the City Manager's Office in coordination with. the Administrative Services Department. The Planning Manager job description has been revised (see Attachment 2) to recognize some additional responsibilities that will be performed, including code compliance, and additional administrative and customer service responsibilities. The salary range for the Planking Manager position has been changed 152 Honorable City Council November 1, 2017 Regular Meeting Page 3 from Range 71 to Range 75 (see Attachment 1),.which is the same salary range as listed in the current Salary DevelopmentPlanning Manager. for the Economic and Mana er. There would be no change in salary for the incumbent. City Manager's Office/Administrative Services Department (ASD) The current Administrative Services Manager is proposed to be promoted to Assistant to the City Manager. This position will provide flexibility for assigning a higher level of responsibility in the form of diverse special projects and programs, and economic development, in addition to continued responsibility for public information and legislative relations. For economic development and occasional special projects, the incumbent is expected to report directly to the City Manager (including completion of the solid waste franchise agreements and open space property acquisition from Waste Management currently nearing completion); however, the incumbent will continue to report to the Assistant City Manager for various Administrative Services Department responsibilities, including but not limited to public information, legislative relations, and special projects (including assisting with the City's broadband objective and preparation of a request for proposals). The incumbent has community development, City Manager's office, and administrative experience, and has been functioning as the City's Public Information Officer and legislative relations coordinator, and these responsibilities will continue. He' will also continue his responsibility for implementing the City's new business registration, permitting, and code compliance software and will assist with the implementation of the City's broadband objective. His current Solid Waste/Recycling Division responsibilities will be transferred to the Administrative Services Department Program Manager, who is also experienced in the management of these programs. The City currently has a salary range of 71 for the Assistant to City Manager position, but does not have a current job description, since the position was last used in combination with the City Clerk position. As shown in the attached Classification Plan Resolution amendment (Attachment 2), a job description for Assistant to the City Manager position has been created. The attached draft Salary Plan Resolution (Attachment 1) includes legislative format showing a revision of the salary range for the Assistant to the City Manager from Range 71 to Range 75, which is the same as that established for the Economic Development/Planning Manager position (and is the same as is proposed for the Planning Manager position), and the proposed salary range is generally consistent with the Assistant to the City Manager position salary plan range for the cities of Camarillo, Simi Valley, and Thousand. Oaks. The change in position at the revised salary range will be a promotion, and the incumbent would receive a 5% promotion raise from Range 71 to Range 75 if approved. Parks, Recreation and Community Services Department Over the last several years, there have been several adjustments to the staffing and responsibilities for the Parks, Recreation and Community Services Department. Some further reorganization and adjustments are appropriate due to vacancies or expected 153 Honorable City Council November 1, 2017 Regular Meeting • Page 4 vacancies and the workload. Changes that should be addressed at this time due to vacancies and workload are summarized below. A future agenda report will be presented by the Parks and Recreation Director that addresses more comprehensive organizational changes. Community Services Manager One position change that we recommend should be considered at this time is, the promotion of the current Program Manager to the position of Community Services Manager. At the present time, we need to recognize that the management and administrative demands on the Program Manager are requiring work performance at a higher level than the current position classification. This includes primary responsibility for disposition of former redevelopment properties and related activities, as well as affordable housing management at the same level of responsibility as the former Economic Development and Housing Manager position. In addition to her property management, affordable housing, capital project, and sustainability responsibilities, the incumbent has assumed responsibility for supervising the AnimalNector Control and the Library Divisions, and public art projects (which includes new responsibility for coordinating the agenda process for the- Library Board and Arts Commission). Additionally, the incumbent has recently assumed responsibility for researching and implementing the City's acquisition of street lights from Southern California Edison. Although the Community Services Manager job description already exists and the current Salary Plan includes the range of 75 for this position, some edits need to be made to the job description, which are shown with legislative format in the revised job description included with the draft Classification Plan Resolution (Attachment 2). The change in position will be a promotion for the incumbent, and she will receive a 5% promotion raise from Range 71 to Range 75 if approved. Active Adult Center Coordinator Another recommended change is to consider revising the salary range and job description for the Active Adult Center Coordinator. The City is currently advertising to fill an Active Adult Center vacancy with either an Active Adult Center Supervisor(a Non- Competitive Service position exempt from overtime) or an Active Adult Center Coordinator (a Competitive Service position not exempt from overtime). To be consistent with the salary for the Recreation Coordinator III,position, and to recognize the program management and lead supervisor responsibilities that will be required if the position is filled at the Active Adult Center Coordinator level, staff recommends revising the salary range from 51 to 53 as is shown in the attached draft Salary Plan Resolution (Attachment 1). A revised job description for Active Adult Center Coordinator is included in the attached Classification Plan Resolution (Attachment 2), and the changes are shown with legislative format. Similar edits were made to the Active Adult Center Supervisor job description for consistency, and that job description is also included in the revised Classification Plan Resolution. There will be no fiscal impact from changing 154 Honorable City Council November 1, 2017 Regular Meeting Page 5 the salary range for the Active Adult Center Coordinator position, since the position that is now vacant is currently budgeted at the higher, position level of Active Adult Center Supervisor with a Salary Range of 62. Currently the City is recruiting for the vacancy by advertising both positions in order to maintain flexibility for hiring. Parks and Facilities Attendant I, II, and Ill Both the Recreation and Parks Divisions currently employ part-time hourly Laborer/Custodians to perform a variety of tasks, including opening and locking parks and facilities; monitoring rentals and public use of parks and facilities; cleaning parks and facilities; and setting up and cleaning up for recreational programs and rental uses. The City has been experiencing difficulty in recruiting qualified part-time hourly Laborer/Custodian employees to perform the essential functions required for the Recreation and Parks Divisions. This is thought to be partially attributable to the position job title; therefore, a new position series of.Parks and Facilities Attendants is proposed to be added that is being used successfully by similar agencies that provide parks and recreation services. A new hourly classification series has been created,for Parks and Facilities Attendant I, II, and Ill, and is included in the attached draft Classification Plan Resolution. Adding this new position series also requires amendment to the Salary Plan Resolution. The changes are shown with legislative format in the attached draft Salary Plan Resolution (Attachment _1) and Classification Plan Resolution (Attachment 2). There has been no change in the salary level; therefore, there is no fiscal impact from this change. SUMMARY The proposed changes to the Salary Plan and Classification Plan, and the opportunity for changes to work assignments for the Non-Competitive Service (Management) employees addressed in this report, are intended to assist with the City's succession planning and recognize the increased and more difficult work assignments that have already been assumed, along with new and increasingly more challenging and difficult assignments that will be expected of these employees. The proposed changes will help improve and enhance operations in the City Manager's Office, Administrative Services Department, Community Development Department, and the Parks, Recreation and Community Services Department. A summary of the proposed reorganization actions follows. 1. Reclassification of Economic Development/Planning Manager back to Planning Manager- Requires some modification to the Planning .Manager job description, and a change to the Salary Plan to revise the Planning Manager salary range from Range 71 to Range 75. Since the incumbent's salary is already at Salary Range 75 for the Economic Development/Planning Manager position, revising the Planning Manager salary range to also be Salary Range 75 will not result in a promotion or a raise. An amendment to the Employment Agreement will be required. 155 • Honorable City Council November 1, 2017 Regular Meeting Page 6 2. Promotion of current ,Administrative Services Manager in the Administrative Services Department to the Assistant to the City Manager position - Includes revising the Assistant to the City Manager salary range from Range 71 to Range 75, and revisions to the job description, including incorporating economic development responsibilities. These changes will result in a promotion and a 5% salary increase. An amendment to the Employment Agreement will be required. 3. Promotion of current Program Manager in the Parks, Recreation and Community Services Department to Community Services Manager - Requires some modifications to the Community Services Manager job description but no change to the Salary Plan. The promotion will result in a 5% salary increase. An amendment to the Employment Agreement will be required. 4. Revision of the Active Adult Center Coordinator salary range and job description — Requires an amendment to the Salary Plan Resolution to change the salary range from Range 51 to Range 53 and an amendment to the Classification Plan Resolution to revise the job description. If the current position vacancy is filled with an Active Adult Center Coordinator at Range 53 versus Active Adult Center Supervisor at Range 62, this should result in a salary savings. 5. Create a new part-time hourly position series for Parks and Facilities Attendant I, II, and III — Requires amendment of the Salary Plan and Classification Plan. These changes will not result in a salary increase for incumbents or new hires and is proposed to assist with recruitment. For the City Council's information, the salary tables that are attached to the draft Salary Plan Resolution have not been modified. Staff will be scheduling a subsequent Salary Plan Resolution revision on the City Council's December 20, 2017 agenda to implement the State minimum wage change from $10.50 per hour to $11.00 per hour as of January 1, 2018. The. Hourly Positions salary tables will need to be revised at the time of the minimum wage adjustment. Only the revised-job descriptions described in this report are included with the attached Classification Plan Resolution. The final resolution will include all of the City's job descriptions. GOVERNMENT CODE SECTION 54953(C)(3) ANNOUNCEMENT Consistent with Section 54953(c)(3) of the Government Code and Section 2.5 of the City Council Rules of Procedure, the Mayor, Mayor Pro Tempore, or other presiding officer shall orally report a summary of a recommendation for a final action on the salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive, as defined in Section 3511.1(d) of the Government Code, during the open regular meeting in which the final action is to be taken and prior to the motion to approve. The City's Non-Competitive Service employees are considered local agency executives per the State law definition (which includes a chief executive officer, a 156 ' Honorable City Council November 1, 2017 Regular Meeting Page 7 deputy and assistant chief executive officer, a department head, and a position held by an employment contract). The City's Non-Competitive Service employees have employment agreements; therefore, prior to a motion to approve the promotions for two Non-Competitive Service employees and to approve the attached Salary Plan Resolution that will amend the salary range for the Assistant to the City Manager and the Planning Manager from Range 71 to Range 75, an announcement to report a summary of the compensation to be paid will need to be provided. FISCAL IMPACT • The two proposed promotions discussed in this report will include a 5% promotion raise, with a total estimated cost of approximately $3,500 each for the current fiscal year 2017-18. Staff will consider any required budget adjustment for the Administrative Services Department at the time of the Mid-Year budget amendment for fiscal year 2017-18. The Parks, Recreation and Community Services Department has salary savings due to vacant positions and no budget amendment will be required to fund the one promotion recommended at this time for that department. The other position and salary changes discussed in this report will not result in increased salary costs. STAFF RECOMMENDATION 1. Prior to a motion to adopt the revised Salary Plan resolution, the Mayor shall make an oral summary report as follows: Staff is recommending the City Council approve a revised Salary Plan Resolution that includes increasing the salary range for Assistant to the City Manager from Range 71 to Range 75, increasing the salary range for Planning Manager from Range 71 to Range 75, and _ approving promotions that will result in a 5% salary increase for two Non- Competitive Service positions that are consistent with the local agency executive definition in Section 3511.1(d) of the Government Code, at a total estimated cost of$7,000 for the current fiscal year; 2. Adopt revised Salary Plan Resolution No. 2017- , rescinding Resolution No. 2017-3611; and 3. Adopt revised Classification Plan Resolution No. 2017- , rescinding Resolution No. 2017-3578. 157 RESOLUTION NO. 2017-3611 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. 2016-3566 WHEREAS,the City Council at its meeting on July 1, 2017, considered and adopted a revised Salary Plan to incorporate - e - °. - e ' • - - - - for all Compctitivc Servicc, Nen-Csm-pctitivc ScMcc (Management), and Hourly Positionsrevisions to the salary ranges for the Non-Competitive Service positions of Assistant to the City Manager and Planning Manager, the salary range for the Competitive Service position of Active Adult Center Coordinator, and to add a new Hourly position series of Parks and Facilities Attendant I, II, and Ill, as described in an agenda report for the July-5November 1, 2017, regular City Council meeting. 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 the City Manager/City Clerk 83 Planning Director 83 Assistant City Engineer 79 Deputy Community Development Director 79 Deputy Finance Director 79 Assistant to the City Manager 75 Budget and Finance Manager 75 Economic Development and Planning Manager 75 Information Systems Manager 75 Parks and Landscape Manager 75 Planning Manager 75 Public Works Manager 75 Community Services Manager 75 Senior Civil Engineer 75 Administrative Services Manager 71 * All Non-Competitive Service Positions are exempt from payment of overtime. 158 • Resolution No. 2017-3611 Page 2 Non-Competitive Service Positions* Salary Range Assistant to City Manager 71 Economic Development and Housing Manager 71 Finance/Accounting Manager 71 Planning Manages 71 Program Manager 71 Recreation Services 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 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 Administrator 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 Active Adult Center Coordinator 53 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. * All Non-Competitive Service Positions are exempt from payment of overtime. 159 Resolution No. 2017-3611 Page 3 Competitive Service Positions Salary Range 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 Code Compliance Technician I 45 Irrigation Specialist 45 Planning Technician 45 Maintenance Worker III 43 Crossing Guard Supervisor 41 Office Assistant III 41 Public Works Technician 41 Recreation Coordinator I 41 Maintenance Worker II 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 Parks and Facilities Attendant Ill 28 Recreation Leader II 22 Records Clerk 20 Laborer/Custodian II18 Parks and Facilities Attendant 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 Parks and Facilities Attendant I 10 Clerical Aide I Recreation Aide 6 160 Resolution No. 2017-3611 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 hourfor 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 hourfor 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: 161 Resolution No. 2017-3611 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. Resolution No. 20167 35663611 is hereby rescinded in its entirety, and this revised Salary Plan shall become effective with the pay period beginning July agNovember 11, 2017. The Salary Tablesincluded as ExhibitA to this resolution have not been revised, and the effective date on the Exhibit A Salary Tables shall remain July 28, 2017. 162 Resolution No. 2017 3611 Page 6 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 gi day of AilyNovember, 2017. Janice S. Parvin, Mayor • ATTEST: Maureen Benson, City Clerk Exhibit A: Salary Schedule Tables (Hourly, Bi-weekly, and Monthly Salary Schedules for Hourly, Competitive Service, and Non-Competitive Service Employees,. effective with pay check dated July 28, 2017) 163 Resolution No. 2017 3611 Page 7 EXHIBIT A --- HOURLY POSITIONS --- CITY OF MOORPARK HOURLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C . STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 6 -- -- - -- - -- - - -- -- 10.73 11.01 11.31 7 -- -- - - -- - -- -- 10.73 11.01 11.31 11.58 8 -- -- - - - -- -- -- 10.73 11.01 11.31 11.58 11.85 9 -- - - -- -- -- - 10.73 11.01 11.31 11.58 11.85 12.18 10 - . -- - -- - - 10.73 11.01 11.31 1158 11.85 12.18 12.47 11 -- -- - - -- 10.73 11.01 11.31 11.58 11.85 12.18 12.47 12.78 12 -- -- -- - 10.73 11.01 11.31 11.58 11.85 12.18 12.47 12.78 13.10 13 -- -- . -- 10.73 11.01 11.31 11.58 11.85 12.18 12.47 12.78 13.10 13.44 14 -- -- 10.73 11.01 11.31 . 11.58 11.85 12.18 12.47 12.78 13.10 13.44 13.77 15 - 10.73 11.01 11.31 11.58 11.85 12.18 12.47 12.78 13.10 13.44 . 13.77 14.11 16 10.73 11.01 11.31 11.58 11.85 12.18 12.47.. 12.78 13.10 13.44 ' 13.77 14.11 14.46. 17 11.01 11.31 11.58. 11.85 12.18 12.47 12.78 13.10 13.44 13.77 14.11 14.46 14.81 18 11.31 11.58 11.85 12.18 12.47 12.78 13.10 " 13.44 13.77 14.11 14.46 14.81 15.19 19 .11.58 11.85 12.18 12.47 12.78 13.10 13.44 13.77 14.11 14.46 14.81 15.19 15.57 20 11.85 12.18 12.47 12.78 13.10 13.44 13.77 14.11 14.46 14.81 15.19 15.57 15.95 21 12.18 12.47 12.78 13.10 13.44 13.77 14.11 . 14.46 14.81 15.19 15.57 15.95 16.36 22 12.47 12.78 13.10 13.44 13.77 14.11 14.46 14.81 15.19 15.57 15.95 16.36 16.77 23 12.78 13.10 13.44 13.77 14.11 14.46 14.81 15.19 15.57 15.95 16.36 16.77 17.19 24 13.10 13.44 13.77 14.11 14.46 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 25 13.44 13.77 14.11 14.46 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 26 13.77 14.11 14.46 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 . 18.06 18.51 27 14.11 14.46 . 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 28 14.46 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 29 14.81. 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 30 15.19 15.57 15.95 16.36 16.77 17.19 ' 17.62 18.06 18.51 18.97 19.45 19.93 20.42 31 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 32 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 rn .p. Resolution No. 2017-3611 Page 8 EXHIBIT A --- HOURLY POSITIONS --- CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 6 -- -- -- -- -- -- -- -- -- 858.40 880.80 904.80 7 _ _. .. __ .. .. .. -- 858.40 880.80 904.80 926.40 8 -- _- - _ _ _ _- - 858.40 880.80 904.80 926.40 948.00 9 -- -- -- -- - - -- 858.40 880.80 904.80 926.40 948.00 974.40 10 -- -- -- -- -- -- 858.40 880.80 904.80 926.40 948.00 974.40 997.60 11 -- -- -- 0 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 12 -- -- -- -- 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 1,048.00 13 -- -- - 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 1,048.00 1,075.20 14 -- -- 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 15 -- 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 16 858.40 880.80 904.80 926.40 948.00 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 17 . 880.80 904.80 926.40 948.00 974.40 997.6Q 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 18 904.80 926.40 948.00 . 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 19 926.40 948.00. 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 20 948.00 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 21 974.40 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 22 997.60 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 23 1,022.40 1,048.00 1,075.20 1,101.60 1,128.80- 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 24 1,048.00 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 25 1,075.20 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 26 . 1,101.60 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 27 1,128.80 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 28 1,156.80 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 29 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,48 0.80 1,517.60 1,556.00 1,594.40 30 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 31 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 .1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 32 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 a.) Resolution No. 2017-3611 Page 9 EXHIBIT A --- HOURLY POSITIONS --- CITY OF MOORPARK MONTHLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 6 .. -. - -- -- -- -- -- -- -- 1,859.87 1,908.40 1,960.40 7 - -_ - __ - - _- - - 1,859.87 1,908.40 1,960.40 2,007.20 8 __ .. .. _. - __ .. - 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 9 _. ._ __ - __ -_ - 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 10 -- •- - -- -- -- 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 11 -- -- a -- -- 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 12 -- - - -- 1,859.87 1,908.40 1,960.40 2,007.20. 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 13 -- -- -- 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 14 -- - 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 15 - 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 16 1,859.87 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 17 1,908.40 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 18 1,960.40 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 19 2,007.20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 20 2,054.00 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 21 2,111.20 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 22 2,161.47 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 23 2,215.20 2,270.67 2,329.60 2,386.80 2,445.73 . 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 24 2,270.67 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 25 2,329.60 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 26 2,386.80 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 27 2,445.73 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 28 2,506.40 2,567.07 2,632.93 2,698.80 2,764.67 ' 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 29 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 .3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 30 2,632.93 2,698.80 2,764.67 2;835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 31 2;698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 32 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 rn rn Resolution No. 2017-3611 Page 10 EXHIBIT A --- COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK HOURLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 29 14.81 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 30 15.19 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 31 15.57 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 32 15.95 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 33 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 34 16.77 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 35 17.19 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 36 17.62 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 37 18.06 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 38 18.51 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 24.88 39 18.97 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 24.88 25.51 40 19.45 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 . 24.88 25.51 26.14 41 19.93 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 24.88 25.51 26.14 26.81 42 20.42 20.94 21.46 21.99 22.54 23.12 23.70 24.28 24.88 25.51 26.14 26.81 27.48. 43 20.94 21.46 21.99 22.54 23.12 23.70 24.28 24.88 25.51 26.14 26.81 27.48 28.16 44 21.46 21.99 22.54 23.12 23.70 24.28 24.88 25.51 26.14 26.81 27.48 28.16 28.87 45 21.99 22.54 23.12 23.70 24.28 24.88 25.51 26.14 26.81 27.48 28.16 28.87 29.59 46 22.54 23.12 23.70 24.28 24.88 .25.51 26.14 26.81 27.48 28.16 28.87 29.59 30.31 47 23.12 23.70 . 24.28 24.88 25.51 26.14 26.81 27.48 28.16 28.87. 29.59 30.31 31.09 48 23.70 24.28 24.88 25.51 26.14 26.81 27.48 28.16 28.87 29.59 30.31 31.09 31.86 49 24.28 24.88 25.51 26.14 26.81 27.48 28.16 28.87 29.59 30.31 31.09 31.86 32.66 50 24.88 25.51 26.14 26.81 27.48 28.16 . 28.87 29.59 30.31 31.09 31.86 32.66 33.47 51 25.51 26.14' 26.81 27.48 28.16 28.87 29.59 30.31 31.09 . 31.86 32.66 33.47 34.30 52 26.14 26.81 27.48 28.16 28.87 29.59 30.31 31.09 31.86 32.66 33.47 34.30 35.16 53 26.81 27.48 28.16 28.87 29.59 3031 31.09 31.86 32.66 33.47 34.30 35.16 36.06 54 27.48 28.16 28.87 29.59 30.31 31.09 31.86 32.66 33.47 34.30 35.16 36.06 36.95 55 28.16 28.87 29.59 30.31 31.09 31.86 32.66 33.47 34.30 35.16 36.06 36.95 37.87 56. 28.87 29.59 30.31 31.09 31.86 32.66 33.47 34.30 35,16 36.06 36.95 37.87 38.83 57 29.59 30.31 31.09 31.86 32.66 33.47 34.30 35.16 36.06 36.95 37.87 38.83 39.79 58 30.31 31.09 31.86 32.66 33.47 34.30 35.16 36.06 36.95 37.87 38.83 39.79 40.79 59 31.09 31.86 32.66 33.47 . 34.30 , 35.16 36.06 36.95 37.87 38.83 39.79 40.79 41.80 rn • Resolution No. 2017-3611 Page 11 EXHIBIT A --- COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H. STEP I STEP J STEP K STEP L STEP M 29 1,184.80 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517:60 1,556.00 1,594.40 30 1,215.20 1,245.60 1,276.00 1,308.80 1,341.60 1;375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 31 1,245.60 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 32 1,276.00 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60. 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 33 1,308.80 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 34 1,341.60 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,694.40 1,633.60 1,675.20 1,716.80 1,769.20 1,803.20 35 1,375.20 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716:80 1,759.20 1,803.20 1,849.60 36 1,409.60 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 37 1,444.80 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 38 1,480.80 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 39 1,517.60 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 40 1,556.00 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 41 1,594.40 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 42 1,633.60 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 43 1,675.20 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 44 1,716.80 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 45 1,759.20 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 46 1,803.20 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 47 1,849.60 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 . 2,309.60 2,367.20 2,424.80 2,487.20 48 1,896.00 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 49 1,942.40 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 50 1,990.40 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 51 2,040.80 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 52 2,091.20 2,144.80 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 53 2,144.80 2,198.40 2,252.80 Z309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812:80 2,884.80 54 2,198.40 2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612:80 2,677.60 2,744.00 2,812.80 . 2,884.80 2,956.00 55 .2,252.80 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 56 2,309.60 2,367.20 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 57 2,367.20 2,424.80 . 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 58 2,424.80 2,487.20 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 59 2,487.20 2,548.80 2;612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 corn Resolution No. 2017-3611 Page 12 EXHIBIT A --- COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK MONTHLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M • 29 2,567.07 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 30 2,632.93 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 .3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 31 2,698.80 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 32 2,764.67 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 33 • 2,835.73 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 .3,539.47 3,629.60 3,719.73 3,811.60 34 2,906.80 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 35 2,979.60 3,054.13 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 36 3,054.13 3,130.40 3,208.40. 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 37 3,130.40 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 38 3,208.40 3,288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 • 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 39 3;288.13 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 40 3,371.33 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 41 3,454.53 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 42 3,539.47 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93. 4,647.07 4,763.20 43 3,629.60 3,719.73 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 _ 4,647.07 4,763.20 4,881.07 44 3,719.73 3,81.1.60 3;906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 45 3,811.60 3,906.93 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 46 3,906.93 4,007.47 4,108.00 4,208.53 •4,31153 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 47 4,007.47 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 48 4,108.00 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 49 4,208.53 4,312.53 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 50 4,312.53 • 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 . 5,004.13 5,128.93 .5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 51 4,421.73 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 52 4,530.93 4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 53 ,4,647.07 4,763.20 4,881.07 5,004.13 5,128.93 .5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 54 4,763.20 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 55 4,881.07 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 56 5,004.13 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 57 5,128.93 5,253.73 5,388.93 5,522.40 5,661.07 5,801.47 •5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 58 5,253.73 5,388.93 1,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 59 5,388.93 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 rn co . • Resolution No. 2017-3611 Page 13 EXHIBIT A --- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK HOURLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP.M 60 . 31.86 32.66 33.47 34.30 35.16 36.06 36.95 37.87 . 38.83 39.79 40.79 41.80 42.84 61 32.66 33.47 34.30 35.16 36.06 36.95 37.87 38.83 39.79 40.79 41.80 42,84 43.91 62 33.47 34.30 35.16 36.06 36.95 37.87 38.83 39.79 40.79 41.80 42.84 43.91 45.01 63 34.30 35.16 36.06 36.95 37.87 38.83 39.79 40.79 41.80 42.84 43.91 45.01 46.14 64 35.16 36.06 36.95 . 37.87 38.83 39.79 40.79 . 41.80 42.84 43.91 . 45.01 46.14 47.30 65 36.06 36.95 37.87 38.83 39.79 40.79 41.80 42.84 43.91 45.01 46.14 47.30 48.48 66 36.95 37.87 38.83 39.79 40.79 41.80 42.84 43.91 45.01. 46.14 47.30 • 48.48 49.67 67 37.87 38.83 39.79 40.79 41.80 42.84 43.91 45.01 46.14 47.30 , 48.48 . 49.67 50.93 68 38.83 39.79 40.79 41.80 42.84 43.91 45.01 46.14 47.30 48.48 49.67 50.93 52.20 69 39.79 40.79 41.80 42.84 43.91 45.01 46.14 47.30 48.48 49.67 50.93 52.20 53.50 70 40.79 41.80 42.84 43.91 45.01 46.14 47.30 48.48 49.67 50.93 52.20 53.50 54.85 • 71 41.80 42.84 43.91 45.01 46.14 47.30 48.48 49.67 50.93 52.20 53.50 54.85 56.23 72 42.84 43.91 45.01 46.14 47.30 . 48.48 49.67 50.93 52.20 53.50 54.85 56.23 57.62 73 43.91 45.01' 46.14 . 47.30 48.48 49.67 50.93 52.20 53.50 54.85 56.23 57.62 59.07 74 45.01 46.14 47.30 48.48 49.67 50.93 52.20 53.50 54.85 56.23 57.62 59.07 60.54 75 46.14 47.30 48.48 49.67 50.93 ' 52.20 53.50 54.85 56.23 57.62 59.07 60.54 62.06 76 47.30 48.48 49.67 50.93 52.20 53:50 54.85 56.23 57.62 59.07 60.54 62.06 63.62 77 48.48 49.67 50.93 52.20 53.50 54.85 56.23 57.62 59.07 60.54 62.06 63.62 65.20 78 49.67 50.93 52.20 53.50 54.85 56.23 57.62 59.07 60.54 62.06 63.62 65.20 66.83 79 50.93 52.20 53.50 54.85 56.23 57.62 59.07 60.54 62.06 63.62 65.20 66.83 68.49 80 52.20 53.50 54.85 56.23 57.62 59.07 60.54 62.06 63.62 65.20 66.83 68.49 70.22 81 53.50 54.85 ' 56.23 57.62 59.07 60.54 62.06 63.62 65.20 66.83 68.49 70.22 71.96 82 54.85 56.23 57.62 59.07 60.54 .62.06 63.62 65.20 66.83 .68.49 70.22 71.96 73.78 83 56.23 57.62 59.07 60.54 62.06 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 • 84 57.62 59.07 60.54 62.06 . 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 85 59.07 60.54 62.06 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 86 60.54 62.06 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 87 62.06 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 0 Resolution No. 2017-3611 Page 14 EXHIBIT A --- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK HOURLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F . STEP G STEP H STEP I STEP J STEP K STEP L STEP M 88 63.62 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 89 65.20 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 90 66.83 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 91 68.49 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 92 70.22 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 93 71.96 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 94 73.78 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 95 75.61 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 96 77.49 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 104.22 97 79.44 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 104.22 106.86 98 81.42 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 104.22 106.86 109.50 99 83.45 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 104.22 106.86 109.50 112.26 100 85.55 87.69 89.87 92.13 94.42 96.78 99.20 101.70 104.22 106.86 109.50 112.26 115.07 v Resolution No. 2017 3611 Page 15 • • EXHIBIT A --- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 60 2,548.80 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 61 2,612.80 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40. 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 62 2,677.60 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 63 2,744.00 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 64 2,812.80 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 65 2,884.80 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 66 2,956.00 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 67 3,029.60 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 68 3,106.40 3,183.20 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 69 3,183.20 3,263.20 3,344.00 3,427.20 3,51.2.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 70 3,263.20 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 71 3,344.00 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 72 3,427.20 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 73 3,512.80 3,600.80 3,691.20 3,784.00 3,878.40 "3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 74 3,600.80 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 75 3,691.20 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 76 3,784.00 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 77 3,878.40 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 78 3,973.60 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 79 • 4,074.40 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00. .5,346.40 5,479.20 80 4,176.00 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 81 4,280.00 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 82 4,388.00 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 83 4,498.40 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 84 4,609.60 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 85 4,725.60 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 86 4,843.20 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 87 4,964.80 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 Resolution No. 2017 3611 Page 16 EXHIBIT A --- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK BIWEEKLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 88 5,089.60 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80, 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 _6,844.00 89 5,216.00 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 90 5,346.40 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 91 5,479.20 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 92 5,617.60 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 93 5,756.80 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00:. 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 94 5,902.40 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 95 6,048.80 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 96 6,199.20 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 8,337.60 97 6,355.20 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 8,337.60 8,548.80 98 6,513.60 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 8,337.60 8,548.80 8,760.00 99 6,676.00 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 8,337.60 8,548.80 8,760.00 8,980.80 100 6,844.00 7,015.20 7,189.60 7,370.40 7,553.60 7,742.40 7,936.00 8,136.00 8,337.60 8,548.80 8,760.00 8,980.80 9,205.60 w Resolution No. 2017 3611 Page 17 • EXHIBIT A --- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF.MOORPARK MONTHLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J STEP K STEP L STEP M 60 5,522.40 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40. 6,404.67 6,564.13 .6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 61 5,661.07 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 . 62 5,801.47 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 63 5,945.33 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 1,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 64 6,094.40 6,250.40 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 65, 6,250.40 6,404.67 6,564.13 . 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 66 6,404.67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60. 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 67 6,564.13 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 68 6,730.53 6,896.93 7,070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 69 6,896.93 7;070.27 7,245.33 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 70 7,070.27 7,245.33 . 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 71 . 7,245.33 7,425.60. 7,611.07 7,801.73 7,997.60 . 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 72 7,425.60 7,611.07 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 73 7,611.07 . 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273,33 9,507.33 9,746.53 9,987.47 10,238.80 74 7,801.73 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 75 7,997.60 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 76 8,198.67 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 .9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 77 8,403.20 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 78 8,609.47 8,827.87 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 . 11,027.47 11,301.33 11,583.87 79 8,827.87 9,048.00 9,273.33 • 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 80 9,048.00 9,273.33 9,507.33 9,746.53 9,987.47 . 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 81 9,273.33 9,507.33 9,746.53 9,987.47 10,238.80. 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 82 9,507.33 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 83 9,746.53 9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 84 9,987.47 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431,60 85 10,238.80 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 S6 10,493.60 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 87 10,757.07 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 Resolution No. 2017 3611 Page 18 • EXHIBIT A -- NON-COMPETITIVE SERVICE POSITIONS --- CITY OF MOORPARK MONTHLY SALARY SCHEDULE EFFECTIVE WITH PAYCHECK DATED JULY 28, 2017 RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEPH STEP I STEP J STEP K STEP L STEP M 88 11,027.47 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 89 11,301.33 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 90 11,583.87 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 91 11,871.60 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 92 12,171.47 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 93 12,473.07 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 94 12,788.53 13,105.73 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 95 13,105.73 13,431.60 13,769.60 . 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 17,628.00 96 13,431.60 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 17;628.00 18,064.80 97 13,769.60 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 17,628.00 18,064.80 18,522.40 98 14,112.80 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 11,628.00 18,064.80 18,522.40 18,980.00 99 14,464.67 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 17,628.00 18,064.80 18,522.40 18,980.00 19,458.40 100 14,828.67 15,199.60 15,577.47 15,969.20 16,366.13 16,775.20 17,194.67 17,628.00 18,064.80 18,522.40 18,980.00 19,458.40 19,945.47 RESOLUTION NO. 2017-3578 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. 20157- 34693578 WHEREAS, the City Council adopted Resolution No. 20157-34693578 on December 16February 15, 20157, establishing a revised classification plan and job descriptions for Non-Competitive and Competitive Service employees. WHEREAS, at the regular meeting on February 15November 1, 2017, the Council has determined that the City's Classification Plan should be amended to revise create a new iob description for a Non-Competitive Service position of Assistant to the City Manager and for a part-time hourly position series for Parks and Facilities Attendant I, II, and III, and to revise the Active Adult Center Coordinator, Active Adult . Center Supervisor, Community Services Manager, and Planning Manager iob descriptions, and make minor editorial corrections to other iob descriptionsfivc Non -- - - - - - - - - .e .e - , • .e•-e - e e • e • - e Systems Analyst to Information Systems Administrator and Recreation/Community Services Manager to Community Services Manager with related revisions to these job descriptions, and additionally incorporating edits into the job descriptions for Administrative Services Manager, Program Manager, and Recreation Services Manager; and A - A e-- - - - - - - - - .- • 1/e"ee e. A - "^:, . . - - • l 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 or has entered into a joint exercise of powers agreement, including but not limited to the Successor Agency of the Redevelopment Agency of the City of Moorpark, Successor Housing Agency of the Redevelopment 176 I Resolution No. 2017-3578 Page 2 Agency of the City of Moorpark, Moorpark Public Financing Authority, Industrial Development Authority of the City of Moorpark, and Moorpark Watershed, Parks, Recreation, and Conservation Authority. Y SECTION 4. Resolution No. 20157-34833578 is rescinded and this resolution shall become effective upon adoption. 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 15thst day of FebruaryNovember, 2017. Janice S. Parvin, Mayor ATTEST: Maureen Benson, City Clerk Exhibit A: Classification Plan and Job Descriptions 177 I Resolution No. 2017-3578 Page 20 ACTIVE ADULT CENTER COORDINATOR 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 plan, prioritize, supervise, assign, supervise, and review and participate in the work of staff responsible for providing services for active adults/senior citizens; to provide on- . site supervision and coordination, scheduling, implementation, and promotion of the Moorpark Active Adult Center programs; to assist with the management of the Active Adult Center facilities; and to perform a variety of technical tasks relative to assigned area of responsibility. This position is not overtime exempt. The City has the discretion to make occasional adjustments of the work week, work day or hours for this position to serve the interest of the City's operation and mission. SUPERVISION RECEIVED AND EXERCISED Receives direction from the division manager or Parks and Recreation Director. I Exercises direct and primary supervision over recreation and clerical staff, and volunteers, 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. Develop, Pplan, coordinate, and evaluate and prioritize activities related to Wig-active adult/senior citizen services and programs including educational and recreational programs or activities, information and referrals regarding housing, transportation, and programs, special events and other related services. 2. Provide essential staff assistance and support to the Parks and Recreation Director and assigned supervisor. I 3. Participate in the selection of part time staff; provide or coordinate staff training; work with employees tocorrect deficiencies; implement discipline procedures; write, review, and evaluate staff training manuals; recruit volunteers; conduct quarterly volunteer training and supervise volunteers on a daily basis. 178 I Resolution No. 2017-3578 Page 21 4. Recommend and assist in the implementation of division goals and objectives; establish schedules and methods for providing active adult/senior citizen programs; implement policies and procedures. 5. Participate in the preparation and administration of the Active Adult Center budget; submit budget recommendations; monitor expenditures. 6. Prepare grant reports and program evaluations for Parks and Recreation Director's approval; attend meetings with staff, the Director, Advisory Committee and subcommittee, volunteers,. and-Area Agency on Aging, and other applicable organizations. 7. Promote the Active Adult Center within the community with flyers, schedules of events, pamphlets and brochures, presentations to organizations, press releases, and announcements on the City's website and government Wchannel; write monthly newsletter. 8. Organize, schedule and implement Active Adult Center activities; propose purchases of approved supplies., ate---materials, and equipment; coordinate facility needs with program and 'activity leaders; assist with oversight of maintenance and repair needs for the Active Adult Center facilities and equipment. 9. Promote Active Adult Center Advisory Committee, planprepare agendas, represent City at monthly-meetings; take minutes of meetings. 10. Seek grants and write grant proposals; network with provider agencies, community groups and media. 11. Write monthly newsletter; edit and prepare for mail. Manage and coordinate the Senior Nutrition Program, including supervise staff and volunteers; assess effectiveness of program, and represent City on Senior Nutrition Action Council or similar organization. 12. Monitor program compliance with applicable laws, rules and regulations. 13. . Maintain awareness of new developments in the field of active adult/senior citizen services; incorporate new developments as appropriate into programs. Marginal Functions: 1. Serve as emergency response worker as necessary. 2. Perform related duties and responsibilities as required. 179 I Resolution No. 2017-3578 Page 22 QUALIFICATIONS Knowledge of: Operations, services and activities of a recreational and educational program for active adult/senior citizens. Principles of supervision, training and performance evaluation. Services available to seniors who live in Ventura County. Basic procedures, methods and techniques of budget preparation and control. Recent developments, current literature and information related to active adult/senior citizen services and activities. Application of marketing theories, principles and practices and their application to program promotion. Modern office procedures, methods and equipment. Pertinent Federal, State, and local laws, codes and safety regulations. English usage, spelling, grammar and punctuation. Ability to: Supervise, organize, train and evaluate the work of technical and clerical personnel. Coordinate and direct social service programs suited to active adults/senior citizens. Recommend and implement goals and objectives for providing active adult/senior citizen services. Elicit community and organizational support for active adult/senior citizen programs. Interpret and explain City policies and procedures. Prepare and administer complex program budgets. Allocate limited resources in a cost-effective manner. Operate and use modern office equipment including computer, printers and copiers. Enter data on a computer at a speed necessary for successful job performance. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work including the general public. Maintain physical condition appropriate to the performance of assigned duties and responsibilities. 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. 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 180 Resolution No. 2017-3578 Page 23 Four years of increasingly responsible experience in educational and recreational programs and activities, including one year of supervisory responsibility. Training Equivalent to the completion of the twelfth grade supplemented by college level course work in geriatrics, senior activities, recreation or a related field. An Associate's Degree or Bachelor's Degree from an accredited college or university is desirable. License or Certificate: Possession of or ability to obtain and maintain an appropriate, valid California driver's license. WORKING CONDITIONS Environmental Conditions: Recreation Center facility; exposure to computer screens; may involve irregular work hours. Physical Conditions: Essential functions may require maintaining physical condition necessary for sitting, standing or walking for prolonged periods of time; travel to various locations; medium lifting, carrying, pushing and pulling; reaching; handling; use of fingers; talking; hearing; near acuity. • 181 I Resolution No. 2017-3578 Page 24 ACTIVE ADULT CENTER SUPERVISOR 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 plan, prioritize,supervise, assign, supervise, and review and participate in the work of staff responsible for providing services for active adults/senior citizens; to provide on- site supervision and coordination, scheduling, implementation, and promotion of the Moorpark Active Adult Center programs; to assist with the management of the Active Adult Center facilities; to assist with citywide cultural arts and performing arts programs and events; and to perform a variety of technical tasks relative to assigned area of responsibility. This position is overtime exempt. SUPERVISION RECEIVED AND EXERCISED Receives general direction from a division manager or Parks and Recreation Director. Exercises direct and primary supervision over professional, technical and clerical staff and volunteers, 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. Develop, Rplan, coordinate, and evaluate e ' ' - - ' - - - - e e - - active adult/senior citizen services and programs including educational and recreational programs or activities, information and referrals regarding housing, transportation, and programs, special events and other related services. 2. Provide essential staff assistance and support to the Parks and Recreation Director and assigned supervisor. , 1 3. Participate in the selection of part time staff; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline procedures; write, review, and evaluate staff training manuals; recruit volunteers; conduct quarterly volunteer training and supervise volunteers on a daily basis. 4. Recommend and assist in the implementation of division goals and objectives; establish schedules and methods for providing senior programs; implement policies and procedures. 182 I Resolution No. 2017-3578 Page 25 5. Participate in the preparation and administration of the Active Adult Center budget; submit budget recommendations; monitor expenditures. 6. Prepare grant reports and program evaluations for Parks and Recreation Director's approval; attend meetings with staff, the Director, Advisory Committee and subcommittee, volunteers,. and-Area Agency on Aging, and other applicable organizations. 7. Promote the Active Adult Center within the community with flyers, schedules of events, pamphlets and brochures, presentations to organizations, press releases, and announcements on the City's website and government Plchannel. 8. Organize, schedule and implement Active Adult Center activities; prepese purchases of approved supplies,. and--materials, and equipment; coordinate facility needs with program and activity leaders; assist with oversight of maintenance and repair needs for the Active Adult Center facilities and equipment. 9. Serve as staff to Active Adult Center Advisory Committee; planprepare agendas; represent City at meetings; and take minutes of meetings. 10. Seek grants and write grant proposals; network with provider agencies, community groups and media. • I 11. Write a thl-yActive Adult Center newsletter. 12. Monitor program compliance with applicable laws, rules and regulations. 13. Maintain awareness of new developments inthe field of active adult/senior citizen services; incorporate new developments as appropriate into programs. 14. Assume responsibility for all operations associated with the Senior Nutrition Program, including all compliance and training requirements.Manage and coordinate the Senior Nutrition Program, including supervise staff and volunteers; assess effectiveness of program, and represent City on Senior Nutrition Action Council or similar organization. 15. Conduct in-home interviews with senior citizens interested in home delivered meals and make determination on eligibility. 16. Serve as the City's liaison with the Area Agency on Aging on all matters including grants. 17. Assist with citywide cultural arts and performing arts programs and events. 183 I Resolution No. 2017-3578 Page 26 18. Serve as the City's liaison to the Ventura County Arts Council and with other regional arts organizations. 19. May assist the Moorpark Arts Commission with Art in Public Places Program and with art grant applications. Marginal Functions: 1. Serve as emergency response worker as necessary. 2. Perform related duties and responsibilities as required. QUALIFICATIONS Knowledge of: • Operations, services and activities of a recreational and educational program for active adult/senior citizens. Principles of supervision, training and performance evaluation. Services available to seniors who live in Ventura County. Basic procedures, methods and techniques of budget preparation and control. Recent developments, current literature and information related to active adult/senior citizen services and activities. Application of marketing theories, principles and practices and their application to program promotion. Principles and practices of budget administration. Principles and practices of contract administration. Methods of research, program analysis, and report preparation. Policies and procedures of the assigned department. Public relations techniques. English usage, spelling, grammar, and punctuation. Modern office procedures, methods and equipment. Pertinent Federal, State, and local laws, codes and_safety regulations. Ability to: Supervise, organize, train and evaluate the work of technical and clerical personnel. Coordinate and direct social service programs suited to active adults/senior citizens. Recommend and implement goals and objectives for providing active adult/senior citizen services. Elicit community and organizational support for active adult/senior citizen programs. Interpret and apply administrative and departmental policies and procedures. Perform complex administrative and analytical activities for assigned programs. Prepare and administer complex program budgets. 184 I Resolution No. 2017-35-78 Page 27 Allocate limited resources in a cost-effective manner. Independently perform administrative and analytical activities in the area of work assigned. Understand the organization and operation of the assigned department and outside agencies as necessary to assume assigned responsibilities. Effectively manage contracts and evaluate the work of contractors. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. Research, analyze, and evaluate programs, policies, and procedures. Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Research, develop, and prepare resolutions, contracts, and technical reports and associated summary data for presentation to City Council and others. Prepare clear and concise reports. Operate and use modern office equipment including computer, printers and copiers. Enter data on a computer at a speed necessary for successful job performance. Communicate clearly and concisely, both orally and in writing. 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 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. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. 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 Four years of increasingly responsible experience in educational and recreational programs and activities, at least two years of which shall involve provision of services for active adults/senior citizens, and including two years of supervisory responsibility. Training Equivalent to a Bachelor's degree from an accredited college or university with major course work in recreation, art, public administration, business administration, or a related field, with college level course work in geriatrics and 185 I Resolution No. 2017-3578 Page 28 senior activities preferred. One year of the education requirement may be substituted with two years of responsible administrative and analytical work experience. License or Certificate: Possession of or ability to obtain and maintain an appropriate, valid California driver's license. WORKING CONDITIONS Environmental Conditions: Recreation Center facility; exposure to computer screens; may involve irregular work hours. Physical Conditions: Essential functions may require maintaining physical condition necessary for sitting, standing or walking for prolonged periods of time; travel to various locations; medium lifting, carrying, pushing and pulling; reaching; handling; use of fingers; talking; hearing; near acuity. 186 I Resolution No. 2017-3578 Page 74 ASSISTANT TO THE CITY 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 lob. DEFINITION To direct, plan, manage, supervise, and coordinate a full range of complex, responsible, and varied professional, analytical, administrative, public information, legislative relations, economic development and related duties and activities within the City Manager's Office and Administrative Services Department; manage diverse and responsible special projects or programs; provide sound, professional recommendations for policies, procedures, work methods, and budget development and implementation as assigned; coordinate assigned projects and activities with other City divisions and departments, other governmental agencies, and the general public; and as directed assist with overseeing the general office support functions of the City Manager's Office and Administrative Services Department. This position is overtime exempt. SUPERVISION RECEIVED AND EXERCISED Receives general direction from the City Manager, Assistant City Manager, Deputy City Manager, or other Department Head. Exercises direct and primary supervision over 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. Plan, organize, coordinate, direct, and/or conduct complex administrative and/or management studies and investigations for the City Manager's Office and Administrative Services Department; conduct surveys, research, and analysis on administrative, fiscal, and operational issues; determine analytical techniques and information-gathering processes and obtain required information and data; analyze findings and prepare reports recommending alternatives and solutions; oversee and assist in the implementation of recommendations to resolve sensitive, difficult, and complex operational and administration problems, including implementation of software and technology advancement strategies. 2. Provide responsible staff assistance and support to the City Manager, Assistant City Manager, Deputy City Manager, and/or other assigned Department Head. 187 I Resolution No. 2017-3578 Page 75 3. Respond to media inquiries; oversee the execution of strategic social media networking to promote City programs and events; may serve as Public Information Officer and manage City's website and government channel. 4. Respond to and resolve difficult and sensitive citizen inquiries and complaints. 5. Administer the City's legislative program and other governmental activities impacting the community at large; monitor, analyze, and report on legislation. 6. Participate on and provide staff support to committees, commissions, and boards; prepare and present staff reports and other correspondence and studies. 7. Perform the full range of duties involved in the identification, planning, development, and implementation of new and/or modified programs and projects that would promote and enhance the mission, goals, and objectives of the City; oversee or perform the necessary research and analysis to justify the appropriateness of implementing the proposed program or project; prepare presentation materials and related documentation; monitor program and project. effectiveness. 8. Assume responsibility for assigned programs, services and activities, including contract administration and negotiation, grant management, purchasing, information systems, department or City fixed assets; budget process; time accounting, and tracking deposits and expenditures. 9. May be assigned to administer the City's economic development activities and programs, including coordination with other City departments and public agencies, Chamber of Commerce, economic development collaborative, 'and similar organizations. 10. Conduct a variety of organizational and operational studies and investigations; recommend modifications to City or department programs, policies, procedures and fees as appropriate. 11. Manage and participate in the development and implementation of goals, objectives, policies, . and priorities for assigned programs; recommend and administer policies and procedures. 12. Monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; recommend, within departmental and City policy, appropriate service and staffing levels. 188 No. 2 I Resolution 17-3578 0 Page 76 • 13. Supervise, train, motivate and evaluate assigned personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures. 14. Plan, direct, coordinate, and review the work plan for an assigned division or program; assign work activities and projects to subordinate staff; review and evaluate work products, methods and procedures; meet with staff to identify and resolve problems. 15. Participate in the development and administration of an assigned division or department's budget; direct the forecast of funds needed for staffing, equipment, materials, and supplies; monitor and approve expenditures within approved limits; implement adjustments. 16. May serve as liaison for the City Manager's Office and/or assigned department with other City departments, divisions and outside agencies; negotiate and resolve sensitive and controversial issues. 17. Attend and participate in professional group meetings; stay abreast of new trends • and innovations in the field of municipal administration. 18. May assist with human resources, risk management, information systems, and solid waste and recycling responsibilities. 19. May assist with city clerk responsibilities and perform all of the essential functions of a Deputy City Clerk if appointed consistent with Section 40813 of the Government Code. 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, and including operations, services and activities for public information, legislative relations, and economic development. Entitlement processing procedures and requirements for land development. Management skills to analyze programs, policies and operational needs. Principles and practices of contract administration. • 189 I Resolution No. 2017-3578 Page 77 Purchasing procedures and practices. Modern office procedures, methods and equipment. Principles and practices of program development and administration. Principles and practices of municipal budget preparation and administration. Methods of research, program analysis, and report preparation. Customer service and public relations methods and techniques. Communication techniques used to gather, evaluate and transmit information. English usage, spelling, grammar, and punctuation. Principles of supervision, training and performance evaluation. Pertinent Federal, State, and local laws, codes and regulations. • Ability to: Plan, organize, and carry out a full range of administrative and analytical assignments with minimal supervision and direction. Perform difficult and complex analysis and research on a variety of administrative topics, identify alternative solutions and consequences of proposed actions, and implement recommendations. Manage, direct and coordinate the work of support staff. Select, supervise, train and evaluate staff. Oversee and direct the operations, services and activities of one or more comprehensive municipal programs. Effectively manage contracts and evaluate the work of contractors. Develop and administer division or department goals, objectives and procedures. Prepare and administer large and complex budgets. Prepare and present clear and concise administrative and financial reports to a variety of City officials and the public. Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Research, develop and prepare ordinances, resolutions, contracts, and technical reports and associated summary data for presentation to City Council and others. Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, press or other agencies on sensitive issues in area of responsibility. Operate and use modern office equipment including computer, printers and copiers. Enter data on a computer at a speed necessary for successful job performance. Research, analyze, and evaluate new service delivery methods and techniques. Interpret and apply Federal, State and local policies, laws and regulations. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Maintain physical condition appropriate to performance of assigned duties and responsibilities. Maintain mental capacity, which allows the capability of making sound decisions and demonstrating intellectual capabilities. 190 I Resolution No. 2017-3578 Page 78 Maintain effective audio/visual discrimination and perception to the degree necessary for the successful performance of assigned duties. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. Experience and TrainingGuidelines: A 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 • Six years of increasingly responsible administrative and analytical experience within a local government environment, including two years of supervisory responsibility. Experience in a municipal government setting providing administrative support to the City Manager's Office and elected officials is highly desirable. Training Equivalent to a.Bachelor's degree from an accredited college or university with major course work in public administration, business administration, economics, or a related field. License or Certificate: Possession of or ability to obtain and maintain an appropriate, valid California driver's license. WORKING CONDITIONS Environmental Conditions: Office environment; exposure to computer screens, some travel to different locations. 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. 191 Resolution No. 2017-3578 Page 135 COMMUNITY SERVICES 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 plan, implement., and—administer, and manage parks, recreation, and community services activities, classes, programs, and events for all age groups, including for youth, adults, and seniors; to manage all or most of the following:for areas of assigned responsibility, which may include the library, arts center, recreation center, public art and arts center, active adult/senior center, and public arts animal and vector control, sustainability, affordable housing, active adults/seniors, and recreation events as assigned; to supervise and manage the City's parks, recreation, and community services properties, facilities and buildings and facilities as assigned, which may include maintenance activities and management of construction and improvement projects as assigned; to supervise and oversee staff, contractors, and volunteers; and-to administer professional services and construction contracts; 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 the Parks and Recreation Director or other assigned supervisor. Exercises direct and primary supervision over supervisory, professional, technical, recreation and clerical support staff including volunteers; 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. Assume responsibility for assigned administrative and management activities of the Parks, Recreation and Community Services Department, including contract administration and negotiation, and grant management. 2. Plan, direct, coordinate, and prioritize through subordinate level staff, the Parks, _e • •• _ • — . • Department's work plan for the assigned divisions of responsibility. 23. Provide responsible staff assistance and support to the Parks and Recreation Director or other assigned supervisor. 192 I Resolution No. 2017-3578 Page 136 34. Supervise, train, schedule and delegate duties to staff and contractors responsible for planning and implementing parks and recreation, community services, and related programs and special events. I 45. Administer parks and recreation and community services programs and events as assigned; develop and manage contracts; schedule usage of facilities and approve park and facility rental permits; prepare property lease agreements, oversee and process class registrations, payments, insurance policies, deposits, warrants and refunds; prepare policies and procedures and instruction manuals; and order required materials and supplies. I 56. Manage city service contracts, including contract development, coordination, and review of services and processing of invoices; may oversee maintenance and repair of parks, recreation and community services facilities and equipment, work with contractors and vendors on building repairs and park and community services facility improvements, and inspect facilities and grounds. 67. Assist in the management, coordination, inspection, and progress of assigned projects, including capital projects, and ensure conformance with agreements and contract plans and specifications; make recommendations on approval of progress payments and change orders, prepare progress reports on projects. under construction, and maintain project files. 78. Participate in the selection and evaluation of staff; conduct staff interviews; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline procedures. I 39. Prepare and administer program and division budgets, submit budget recommendations, monitor expenditures, perform accounting for each program area as necessary, prepare various financial reports as required. I 6.10. Schedule, implement, promote and publicize a variety of parks and recreation and community services programs and special events; design, layout, edit, proofread and write brochures and newsletters; sell advertising, write press releases and public service announcements, prepare special event publicity flyers; oversee the execution of strategic social media networking to promote programs and events. 10. May manage contracted services for City Library and Arts Center. 11. Prepare status reports to Parks and Recreation Director and City Manager, and prepare agenda reports to Parks and Recreation Commission, Arts Commission, Library Board, and City Council. May be directed to act as staff for Arts Commission, Parks and Recreation Commission, and Library Board. 193 Resolution No. 2017-3578 Page 137 12. Develop and implement departmental, operational, administrative, program, and other policies, procedures, and forms. 13. Collect, compile, and analyze complex information from various sources on a variety of specialized topics related to assigned programs; prepare reports which present and interpret data, and identify alternatives; make and justify recommendations. 14. Prepare ordinances, resolutions and other supporting program documents; prepare and monitor program grants and related proposals. 15. Administer maintenance and service contracts; develop requests for proposals; conduct research on specifications. 16. Participate in the drafting and implementation of division goals, policies and • procedures. 17. Receive and respond to complaints and questions from the general public; review problems and recommend corrective actions; prepare summary reports as required. 18. Make oral and written presentations to the City Council, Commissions and Boards, staff, the public and professional groups. 19. Participate in various committees; attend and participate in professional group meetings. 20. May manage contracted services for City Library and Arts Center. 21. May manage affordable housing and sustainability programs and projects. 22. May receive direction from and provide staff assistance and support to the City Manager's Office and Community Development Department for special projects including affordable housing projects. Marginal Functions: 1. Serve as emergency response worker as necessary. 2. Perform related duties and responsibilities as required. QUALIFICATIONS Knowledge of: 194 Resolution No. 2017-3578 Page 138 Operations, services and activities of City parks, recreation and community services programs. Recreation and educational program planning for youth, teen, adult, senior and other targeted populations. Library services planning. Principles and practices of construction/capital improvement project management, administration, and coordination. Principles and practices of facility maintenance and management Principles of supervision, training, and performance evaluation. Principles and practices of contract management. Principles and practices of program development and administration. Principles and practices of public relations. Desktop publishing software and other types of software. City forms, procedure, and policies. Modern office procedures, methods, and equipment. Marketing standards and practices. Purchasing procedures and practices. Principles and practices of recreation services and youth camp administration. Pertinent Federal,State, and local laws, codes and regulations. Prepare clear and concise reports. Lead and instruct groups and individuals. English usage, spelling, grammar, and punctuation. Ability to: Supervise, organize, and review the work of lower level staff. Select, supervise, train and evaluate staff. Interpret and explain City policies and procedures. Develop and maintain financially self-supporting activities and programs. Communicate clearly and concisely, both orally and in writing. Plan and schedule multiple recreational and educational programs and events. Operate and use modern office equipment including computer, printers and copiers. • Enterdata on a computer at a speed necessary for successful job performance. Produce publications through desktop publishing. Recruit, motivate, and encourage volunteers. Respond tactfully, clearly, concisely and appropriately to inquiries from the public, press or other agencies on sensitive issues.in area of responsibility. Establish and maintain effective working relationships with those contacted in the course of work including City officials and the general public. Maintain physical condition appropriate to the performance of assigned duties and responsibilities. Maintain mental capacity, which allows the capability of making sound decisions and demonstrating intellectual capabilities. 195 I Resolution No. 2017-3578 Page 139 Maintain effective audio/visual discrimination and perception to the degree necessary for the successful performance of assigned duties. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. 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 Six years of increasingly responsible experience in parks and recreation and community services planning, including threetwo years of supervisory or lead responsibility. Desirable experience includes public project construction and facility management experience. Training Equivalent to a Bachelor's degree from an accredited college or university with major course work in recreation, leisure studies, sociology, public administration, communications, landscape architecture, architecture, or a related field. A Master's degree is desirable. License or Certificate: Possession of or ability to obtain and maintain an appropriate, valid California driver's license. Possession of or ability to obtain, an appropriate, valid CPR and basic first aid certificate. WORKING CONDITIONS Environmental Conditions: Primarily °office environment with somear4 field environment exposure; travel from site to site; field environment exposure to outside atmospheric conditions, dust and noise; may work in or around water and slippery or uneven surfaces and indoor and outdoor recreational facilities; irregular work hours; exposure to computer screens. Physical Conditions: Essential functions may require maintaining physical condition necessary for sitting, standing or walking for prolonged periods of time; travel to various locations; light to medium lifting, carrying, pushing and pulling; balancing; reaching; handling; use of fingers; talking; hearing; near acuity. 196 I Resolution No. 2017-3578 Page 272 PARKS AND FACILITIES ATTENDANT I PARKS AND FACILITIES ATTENDANT II PARKS AND FACILITIES ATTENDANT III 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 iob. DEFINITION To attend to and perform custodian duties associated with use of the City's parks and facilities, and to perform minor maintenance and repairs to City streets, buildings, and facilities. These positions are temporary, hourly, and not overtime exempt. DISTINGUISHING CHARACTERISTICS Parks and Facilities Attendant I — This is the entry-level class in the Parks and Facilities Attendant series. This class is distinguished from the Parks and Facilities Attendant II by the absence of directly related work experience.. Parks and Facilities Attendant ll — This is the journey level class in the Parks and Facilities Attendant series. This class is distinguished from the Parks and Facilities Attendant III by the performance of the more routine tasks and duties assigned to positions within the series. Employees in this class have related work experience. Parks and Facilities Attendant III — This is the advanced journey level class within the Parks and Facilities Attendant series. Employees within this class are distinguished from the Parks and Facilities Attendant II by the performance of the full range of duties as assigned including the more difficult customer service, maintenance, and custodial tasks. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Positions in this class are flexibly staffed and are normally filled by advancement from the II level, or when filled from the outside, applicants must have prior related experience. SUPERVISION RECEIVED AND EXERCISED Parks and Facilities Attendant I and II Receives immediate supervision from supervisory, management, or higher-level staff. Parks and Facilities Attendant III Receives general supervision from supervisory, management, or higher-level staff. 197 I Resolution No. 2017-3578 Page 273 ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other important responsibilities and duties may include, but are not limited to, the following: Parks and Facilities Attendant I, ll and III Essential Functions: 1. Provide responsible staff assistance and support to the supervisor and/or lead worker as assigned. 2. Work weekends, evenings, and holidays as assigned. 3. Monitor park users' compliance with City park rules and regulations and monitor park rentals for compliance with park rental agreements. 4. Monitor indoor facility users for compliance with City rules and regulations and monitor indoor facility rentals for compliance with facility rental agreements. 5. Set-up tables, chairs, and other equipment for daily activities and programs; move and arrange furniture and equipment for special events, rentals, and other programs and projects. 6. Unlock, lock, and secure City parks and facilities. 7. Perform security checks of buildings and facilities; observe and report unauthorized persons or activities at City parks and facilities; monitor City parks, streetscapes, streets, buildings, and facilities for hazardous conditionsand remedy or report any hazardous conditions found. 8. Interact with the public in a courteous manner and respond to the public's questions, requests, and concerns. 9. Perform custodial duties including but not limited to: Emptying and cleaning trash and recycle receptacles; sweeping, mopping, and scrubbing floors; vacuuming, spot cleaning, and shampooing carpets; dusting, polishing, washing, and cleaning furniture, shelves, cabinets, woodwork, doors, and building fixtures; hosing down ramps, stairwells, and breezeways; cleaning interior and exterior windows, window treatments, and glass doors; cleaning, disinfecting, and polishing drinking fountains, counter tops, and other stainless steel fixtures; cleaning, scrubbing, and disinfecting break room and bathroom sinks, floors, walls, appliances, lavatory fixtures, showers, and door handles. 10. Locate and remove graffiti from City property. 11. Perform minor maintenance and repairs to streets, buildings, and park facilities. 198 I Resolution No. 2017-3578 Page 274 12. Prepare written activity logs and report forms. 13. Remove unauthorized signs from City properties. Marginal Functions: 1. Serve as emergency response worker as necessary. 2. Perform related duties and responsibilities as required. 3. Perform recreational duties including keeping score for sports leagues, monitoring City sports leagues, and assisting at City events as assigned. 4. Serve as Crossing Guard. QUALIFICATIONS Parks and Facilities Attendant I and II Knowledge of: General security procedures for City parks, buildings, and facilities. General safety procedures for City parks, streets, buildings, and facilities. Equipment and tools used in the area of work assigned. Proper lifting and carrying techniques and practices. Occupational hazards and standard safety practices. Proper cleaning methods and techniques. English usage, spelling, grammar and punctuation. Ability to: Communicate clearly and concisely, both orally and in writing. Understand and follow oral and written instructions. Interact professionally and effectively with members of the public. Perform medium to heavy lifting and carrying. Maintain effective audio/visual discrimination and perception to the degree necessary for the successful performance of assigned duties. Maintain mental capacity, which allows for effective interaction and communication with others. 199 Resolution No. 2017-3578 Page 275 Parks and Facilities Attendant III In addition to the qualifications for Parks and Facilities Attendant I and II: Knowledge of: Working knowledge of methods, materials, equipment, and tools used in custodial work. Standard safety practices necessary in the maintenance of buildings and facilities. Operational characteristics of custodial cleaning equipment. Safe use and storage of cleaning chemicals. 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: Parks and Facilities Attendant I Experience Some experience performing facility attendant, laborer, or custodial work is desirable. Training Equivalent to the completion of the tenth grade. Parks and Facilities Attendant II Experience No less than 1,800 hours of related work experience performing facility attendant, laborer, or custodial work. Training Equivalent to completion of the twelfth grade. Parks and Facilities Attendant Ill Experience No less than 2,700 hours of related work experience performing facility attendant, laborer, and/or custodial work. 200 I Resolution No. 2017 3578 Page 276 Training Equivalent to completion of the twelfth grade. License or Certificate: Possession of or ability to obtain and maintain an appropriate, valid California driver's license. WORKING CONDITIONS Parks and Facilities Attendant I, II and III Environmental Conditions: Field environment; frequent exposure to outside atmospheric conditions; exposure to noise, dust, grease, smoke, fumes, gases, or other atmospheric conditions that may affect the respiratory system, eyes or skin; work around moving mechanical parts of equipment, tools or machinery; work in high, exposed places; 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; operating motorized vehicles; medium to heavy lifting, carrying, pushing and pulling; climbing; balancing; stooping; kneeling; crouching; crawling; reaching; handling; use of fingers; talking; hearing; near and far acuity; depth perception; exposure to heat, noise, outdoors, vibration, confined work space, chemicals, dust, explosive materials, mechanical hazards, and electrical hazards. 201 Resolution No. 2017-3578 Page 297 PLANNING 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 dutiesperformed within the job. DEFINITION To direct, manage and coordinate the activities and operations of various Divisions of the Community Development Department. To coordinate assigned activities with other City departments and outside agencies; and to provide responsible and administrative support to the Community Development Director or Planning Director. This position is overtime exempt. SUPERVISION RECEIVED AND EXERCISED Receives general direction from the Community Development Director or Planning Director. • Exercises direct and primary supervision over supervisory, professional, technical and clerical staff; administers contracts and monitors performance. ESSENTIAL FUNCTION STATEMENTS--Essential responsibilities and duties may include, but are not limited to, the following: Essential Functions: 1. As assigned by the Department Head, Aassume management and administrative responsibility for specific services and activities of the Planning and Codc Compliance Division of the Community Development Department and related contracted services; recommend and administer policies and procedures. 2. Provide responsible staff assistance and support to the Community Development Director or Planning Director, including administrative and customer service responsibilities. 3. Manage and participate in the development and implementation of Planning and Code Compliance goals, objectives, policies, and priorities for each assigned Community Development Department service area. 4. Manage and participate in the development and implementation of external and internal customer service goals, objectives, policies, and priorities for each assigned service area. 202 Resolution No. 2017-3578 Page 298 5. Manage the planning, development and code compliance public counter response to ensure appropriate customer service is provided. 6. Provide staff support to assigned boards, commissions, and committees. 47. Recommend, within Departmental policy, appropriate service and staffing levels; monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; allocate resources accordingly. 88. Plan, direct and coordinate the work plan of any assigned Divisions of the Community Development Department; assign projects; review and evaluatework, methods and procedures; meet with staff to identify and resolve problems. I 69. Assess and monitor work load, administrative and support systems, and internal reporting relationships; identify opportunities for improvement; direct and implement changes. I 710. Train and evaluate department personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures. 811. Participate in the development and administration of assigned Community Development Department Division budget and management of cost recovery and time accounting and general departments. 912. Explain and interpret Community Development Department programs, policies, and activities; negotiate and resolve sensitive and controversial issues. 13. Assist with community outreach and coordination with other City departments, and other public agencies and organizations. 194. Respond to and resolve difficult and sensitive citizen inquiries and complaints. 11-5. Provide expertise in application and inter retation of the General Plan and P PP P Municipal Code, including Zoning Code. 126. Provide regular reports to the department head and City Manager on the status of development applications and code compliance activities. 187. Maintain organized and accurate records, files, and databases for entitlement processing, including key deadlines for action and expiration dates for permits. 18. May be assigned primary responsibility for code compliance program, department budget, and related financial oversight for cost accounting of developer deposits and staff time charges. 203 Resolution No. 2017-3578 Page 299 Marginal Functions: 1. Attend and participate in professional group meetings, stay abreast of new trends and innovations in the field of current or comprehensive planning. 2. Serve as emergency response worker as necessary. 3. Perform related duties and responsibilities as required. QUALIFICATIONS Knowledge of: Operations, services and activities of a comprehensive municipal planning, building and safety, and code compliance program. Reporting and tracking methods for development applications including entitlement review and compliance with conditions of approval. Reporting and tracking methods for code compliance activities. Management skills to analyze programs, policies and operational needs. Negotiation strategies. Principles and practices of organizational systems. Principles and practices of contract administration. Principles and practices of program development and administration. Principles and practices of municipal budget preparation and administration. Principles and practices of customer service. Modern office procedures, methods and equipment. Principles of supervision, training and performance evaluation. Advanced site planning and architectural design techniques and methods. Civil engineering principles and practices. Geographic information system software. Planning theory and social policies. Methods and techniques of research and analysis related to urban development and environmental impact assessment. Computer functions and related software. Technical report writing. Current literature, information sources and research techniques in the field of urban planning. Pertinent Federal, State, and local laws, codes and regulations including California Environmental Quality Act (CEQA). English usage, spelling, grammar, and punctuation. Ability to: Oversee and participate in the management of the Community Development Department activities, including management of the Planning Division and other 203 a Resolution No. 2017-3578 Page 300 divisions of the Community Development Department as assigned, including responsibility for administration, development review, long-range and regional planning, environmental review, code compliance, and entitlement processing for development projects. Plan, organize, direct and coordinate the work of lower level staff. Select, supervise, train and evaluate staff. Effectively manage contracts and evaluate the work of contractors. Delegate authority and responsibility. Lead and direct the operations, services and activities of assigned areas of responsibilities including one or more divisions of the Department. Develop and administer division goals, objectives, and procedures. Prepare reports that provide essential management information on the status of development applications and code compliance activities. Prepare clear and concise administrative and financial reports. Prepare and administer large and complex budgets. Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. Operate and use modern office equipment including computer, printers and copiers. Research, analyze, and evaluate new service delivery methods and techniques. Interpret and apply Federal, State and local policies, laws and regulations. Communicate clearly and concisely, both orally and in writing. Research, develop and prepare ordinances, resolutions, contracts, and technical reports and associated summary data for presentation to City Council and others. Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, press, or other agencies on sensitive issues in area of responsibility. 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 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. Perform responsible and difficult administrative work involving the use of independent judgment and personal initiative. 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 and professional urban planning experience, including two years of administrative and supervisory responsibility. 203 b I Resolution No. 2017-3578 Page 301 Training Equivalent to a Bachelor's degree from an accredited college or university with major course work in urban planning, engineering, business administration, public administration or a related field. A Master's degree is desirable. License or 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 computer screens; exposure to outside atmospheric conditions. Physical Conditions: Essential functions may require maintaining physical condition necessary for sitting for prolonged periods of time, standing or walking; travel to various locations; light lifting, carrying, pushing and pulling; reaching; handling; use of fingers; talking; hearing; near acuity. 203 c