HomeMy WebLinkAbout07-28 - Revising Executive Compensation Plan and Salary ScheduleRESOLUTION NO. 07-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF COSTA MESA, CALIFORNIA, REVISING THE
EXECUTIVE COMPENSATION PLAN AND EXECUTIVE
SALARY SCHEDULE TO REFLECT CHANGES IN THE
ESTABLISHED LABOR MARKETPLACE.
THE CITY COUNCIL OF THE CITY OF COSTA MESA DOES HEREBY
RESOLVES AS FOLLOWS:
SECTION 1. The Costa Mesa City Council previously established the Executive
Compensation Plan to: 1) promote maximum commitment by City executives to
objectives and standards of the City Council and City Manager; 2) establish a system in
which compensation serves as an effective device for promoting better job
performance; 3) foster the identification of an executive employee group and recognize
the distinct character of executive jobs; and, 4) improve the City's ability to attract and
retain outstanding executives.
The Human Resources Division annually conducts a survey of the total
compensation paid to comparable executive positions in the defined labor marketplace
using the most current information available. Historically, the elements of total
compensation used in the comparisons are as follows: top step base salary; employer -
paid member retirement contribution; 125 cafeteria accounts or individual premiums for
health, dental, life and disability insurances at the family rate; deferred compensation
contributions paid by the employer; auto allowance; the value of enhanced retirement
plans greater than the PERS 2%000 (nonsworn) or PERS 2%(@-50 (safety) formulas;
other elements prevalent within the marketplace that the City Manager considers
appropriate and that may influence the City's ability to retain and recruit executive
employees or remain competitive.
SECTION 2. The following job classifications, placed under the Executive
Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates
of pay specified, effective the pay period beginning August 20, 2006. The rate of
pay for individual executives may be anywhere within the monthly minimum and
maximum salary steps. In addition, for non -sworn classifications, the City pays the
employees' 7% retirement contribution to the California Public Employees'
Retirement System (CalPERS), and for sworn classifications, the City pays the
employees' 9% retirement contribution to CalPERS. The job classification of City
Clerk is hereby established and placed under the Executive Compensation Plan and
Salary Schedule, effective August 20, 2006, at the pay range and monthly rate of
pay shown.
Class
$11,032
1
2
3
4
5
6
7
Code
Class Title
$145,943
$153,239
$160,907
$168,947
Annual
$60.61
$63.64
APPOINTED AT -WILL EXECUTIVES
075 Assistant City Manager $10,506
$11,032
$11,583
$12,162
$12,770
$13,409
$14,079
Monthly
$126,078
$132,381
$138,994
$145,943
$153,239
$160,907
$168,947
Annual
$60.61
$63.64
$66.82
$70.16
$73.67
$77.36
$81.22
Hourly
076 City Manager $13,126
$13,782
$14,471
$15,195
$15,955
$16,752
$17,589
Monthly
$157,507
$165,386
$173,650
$182,336
$191,455
$201,022
$211,072
Annual
$75.72
$79.51
$83.49
$87.66
$92.05
$96.65
$101.48
Hourly
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
223 Fire Chief $11,112 $11,670 $12,253 $12,866 $13,509 $14,184 $14,893 Monthly
$133,344 $140,040 $147,036 $154,392 $162,108 $170,208 $178,716 Annual
$64.11 $67.33 $70.69 $74.23 $77.94 $81.83 $85.92 Hourly
207 Police Chief $11,390 $11,961 $12,559 $13,187 $13,846 $14,538 $15,265 Monthly
$136,680 $143,532 $150,708 $158,244 $166,152 $174,456 $183,180 Annual
$65.71 $69.01 $72.46 $76.08 $79.88 $83.87 $88.07 Hourly
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APPOINTED AT -WILL DEPARTMENT DIRECTORS
091 Administrative Services $9,639
$10,120
$10,627
$11,158
$11,716
$12,301
$12,916
Monthly
Director $115,665
$121,443
$127,521
$133,898
$140,587
$147,613
$154,989
Annual
$55.61
$58.39
$61.31
$64.37
$67.59
$70.97
$74.51
Hourly
069 Finance Director $9,119
$9,575
$10,054
$10,556
$11,083
$11,638
$12,220
Monthly
$109,426
$114,898
$120,643
$126,673
$133,001
$139,652
$146,638
Annual
$52.61
$55.24
$58.00
$60.90
$63.94
$67.14
$70.50
Hourly
DEPARTMENT DIRECTORS IN THE CLASSIFIED SERVICE
$8,588
155 Development Services $10,301
$9,468
$9,942
$10,439
$10,961
$11,509
Monthly
$10,818 $11,358
$11,926
$12,523
$13,149
$13,807
Monthly
Director $123,608
$129,812 $136,302
$143,114
$150,273
$157,793
$165,684
Annual
$59.43
$62.41 $65.53
$68.80
$72.25
$75.86
$79.66
Hourly
117 Public Services Director $10,246
$10,757 $11,295
$11,860
$12,453
$13,075
$13,729
Monthly
$122,950
$129,088 $135,544
$142,317
$149,433
$156,906
$164,747
Annual
$59.11
$62.06 $65.17
$68.42
$71.84
$75.44
$79.21
Hourly
SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
205 Police Captain
$8,588
$9,018
$9,468
$9,942
$10,439
$10,961
$11,509
Monthly
$10,478
$103,061
$108,210
$113,616
$119,304
$125,268
$131,532
$138,108
Annual
$125,730
$49.55
$52.02
$54.62
$57.36
$60.23
$63.24
$66.40
Hourly
214 Battalion Chief
$7,612
$7,992
$8,392
$8,812
$9,253
$9,716
$10,202
Monthly
$9,836
$91,344
$95,904
$100,704
$105,744
$111,036
$116,592
$122,424
Annual
$118,037
$43.92
$46.11
$48.42
$50.84
$53.38
$56.05
$58.86
Hourly
220 Deputy Fire Chief-
$9,288
$9,753
$10,241
$10,753
$11,291
$11,856
$12,449
Monthly
(Operations)
$111,456
$117,036
$122,892
$129,036
$135,492
$142,272
$149,388
Annual
(Prevention/Fire Marshal)
$53.58
$56.27
$59.08
$62.04
$65.14
$68.40
$71.82
Hourly
219 Fire Division Chief
$8,660
$9,095
$9,550
$10,028
$10,529
$11,055
$11,608
Monthly
$10,119
$103,920
$109,140
$114,600
$120,336
$126,348
$132,660
$139,296
Annual
$121,425
$49.96
$52.47
$55.10
$57.85
$60.74
$63.78
$66.97
Hourly
DIVISION MANAGERS IN THE CLASSIFIED SERVICE
157 Assistant Development
$8,619
$9,050
$9,502
$9,978
$10,478
$11,002
$11,552
Monthly
Services Director
$103,433
$108,595
$114,030
$119,737
$125,730
$132,021
$138,622
Annual
$49.73
$52.21
$54.82
$57.57
$60.45
$63.47
$66.65
Hourly
068 Assistant Finance
$8,091
$8,497
$8,922
$9,368
$9,836
$10,329
$10,845
Monthly
Director
$97,093
$101,969
$107,069
$112,416
$118,037
$123,944
$130,135
Annual
$46.68
$49.02
$51.48
$54.05
$56.75
$59.59
$62.57
Hourly
059 Budget and Research
$7,705
$8,090
$8,494
$8,919
$9,365
$9,833
$10,326
Monthly
Officer
$92,464
$97,080
$101,932
$107,031
$112,379
$118,000
$123,906
Annual
$44.45
$46.67
$49.01
$51.46
$54.03
$56.73
$59.57
Hourly
142 Building Official
$8,323
$8,740
$9,178
$9,637
$10,119
$10,624
$11,156
Monthly
$99,872
$104,885
$110,133
$115,643
$121,425
$127,492
$133,870
Annual
$48.02
$50.43
$52.95
$55.60
$58.38
$61.29
$64.36
Hourly
023 City Clerk
$6,744
$7,081
$7,434
$7,807
$8,198
$8,607
$9,037
Monthly
$80,925
$84,970
$89,214
$93,680
$98,371
$103,284
$108,446
Annual
$38.91
$40.85
$42.89
$45.04
$47.29
$49.66
$52.14
Hourly
112 City Engineer
$8,207
$8,617
$9,049
$9,501
$9,976
$10,474
$10,998
Monthly
$98,482
$103,408
$108,582
$114,017
$119,712
$125,693
$131,971
Annual
$47.35
$49.72
$52.20
$54.82
$57.55
$60.43
$63.45
Hourly
416
098
077
451
047
160
159
097
305
236
113
Fairview Park Plan
$6,315
$6,630
$6,962
$7,310
$7,676
$8,060
$8,463
Monthly
Administrator
$75,776
$79,560
$83,543
$87,725
$92,117
$96,720
$101,559
Annual
$36.43
$38.25
$40.17
$42.18
$44.29
$46.50
$48.83
Hourly
Human Resources
$8,178
$8,584
$9,013
$9,464
$9,938
$10,435
$10,957
Monthly
Manager
$98,135
$103,011
$108,161
$113,570
$119,253
$125,222
$131,488
Annual
$47.18
$49.52
$52.00
$54.60
$57.33
$60.20
$63.22
Hourly
Legislative & Public
$7,777
$8,164
$8,573
$9,002
$9,452
$9,924
$10,421
Monthly
Affairs Manager
$93,321
$97,974
$102,875
$108,024
$113,422
$119,092
$125,048
Annual
$44.87
$47.10
$49.46
$51.93
$54.53
$57.26
$60.12
Hourly
Maintenance Services
$7,505
$7,878
$8,272
$8,686
$9,120
$9,576
$10,055
Monthly
Manager
$90,057
$94,537
$99,264
$104,227
$109,439
$114,910
$120,655
Annual
$43.30
$45.45
$47.72
$50.11
$52.61
$55.25
$58.01
Hourly
Management Information
$7,813
$8,205
$8,615
$9,046
$9,498
$9,973
$10,471
Monthly
Services Manager
$93,755
$98,457
$103,383
$108,558
$113,980
$119,675
$125,656
Annual
$45.07
$47.34
$49.70
$52.19
$54.80
$57.54
$60.41
Hourly
Neighborhood
$7,014
$7,366
$7,734
$8,121
$8,527
$8,953
$9,401
Monthly
Improvement Manager
$84,163
$88,395
$92,812
$97,452
$102,329
$107,441
$112,814
Annual
$40.46
$42.50
$44.62
$46.85
$49.20
$51.65
$54.24
Hourly
Planning and
$7,014
$7,366
$7,734
$8,121
$8,527
$8,953
$9,401
Monthly
Redevelopment Manager
$84,163
$88,395
$92,812
$97,452
$102,329
$107,441
$112,814
Annual
$40.46
$42.50
$44.62
$46.85
$49.20
$51.65
$54.24
Hourly
Police Administrative
$8,588
$9,018
$9,468
$9,942
$10,439
$10,961
$11,509
Monthly
Services Commander
$103,061
$108,210
$113,620
$119,303
$125,271
$131,537
$138,113
Annual
$49.55
$52.02
$54.63
$57.36
$60.23
$63.24
$66.40
Hourly
Recreation Manager
$7,505
$7,878
$8,272
$8,686
$9,120
$9,576
$10,055
Monthly
$90,057
$94,537
$99,264
$104,227
$109,439
$114,910
$120,655
Annual
$43.30
$45.45
$47.72
$50.11
$52.61
$55.25
$58.01
Hourly
Telecommunications
$7,813
$8,205
$8,615
$9,046
$9,498
$9,973
$10,471
Monthly
Manager
$93,755
$98,457
$103,383
$108,558
$113,980
$119,675
$125,656
Annual
$45.07
$47.34
$49.70
$52.19
$54.80
$57.54
$60.41
Hourly
Transportation Services
$7,967
$8,366
$8,785
$9,224
$9,685
$10,169
$10,678
Monthly
Manager
$95,604
$100,393
$105,418
$110,692
$116,226
$122,033
$128,137
Annual
$45.96
$48.27
$50.68
$53.22
$55.88
$58.67
$61.60
Hourly
SECTION 3. With exception of the City Manager, a pay -for -performance evaluation
and compensation system will be utilized for all employees in executive job
classifications. All compensation increases for executives will be based upon continued
meritorious service to the City. Though the City Manager may receive labor marketplace
salary adjustments, annual performance evaluations for this position will be conducted
in the fall of each year by the City Council.
SECTION 4. The City shall contribute an amount toward the executive flexible
benefit plan bucket for the payment of premiums for affected employees and
dependents based upon the following criteria:
• Full family coverage for the PERS Choice medical plan under the California
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Public Employees' Retirement System (CALPERS).health insurance programs;
Full family coverage for the Dental Indemnity plan;
Full premium payment for Life Insurance;
• For Department Directors, the Long Term Disability premium will be based upon
the top step salary of the highest -salaried Department Director within the classified
service;
For Division Managers, the Long Term Disability premium will be based upon the
top step salary of the highest -salaried Division Manager within the classified service.
Any amounts necessary to maintain benefit premiums in excess of the City
contribution specified above shall be borne entirely by the executive employee.
SECTION 5. Executives in the Police Captain classification are eligible to receive
P.O.S.T. incentive pay upon attaining a Management Certificate from the State of
California Commission on Peace Officer Standards and Training (P.O.S.T.) and ten
years of sworn police supervisory experience. The incentive pay will be 5% of base
salary and will be included as an element of total compensation in the annual
calculation.
SECTION 6. Administrative Regulation 2.19 on Executive Leave establishes the
provision of 80 hours (112 hours for Battalion Chiefs) of Executive Leave for every
executive employee. Executives who are regularly assigned as staff support to the City
Council, Planning Commissionor the Parks and Recreation Commission may be
annually granted additional Executive Leave up to forty (40) hours. Executives who are
involved in extraordinary major projects or assignments may also be granted additional
Executive Leave up to forty (40) hours based upon a Department Director
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recommendation, which includes documentation of additional hours regularly worked.
The City Manager has the sole discretion to grant or deny additional Executive Leave
hours. No employee shall be granted more than 120 Executive Leave hours annually
and, if additional hours are approved, the hours are subject to the same carry forward
limitations detailed in Administrative Regulation 2.19.
Off-duty executives in the Battalion Chief classification who are assigned by the Fire
Chief or designee to a twenty-four (24) hour fire suppression work shift for an
emergency assignment associated with an ongoing emergency incident or to replace
another Battalion Chief who is on an approved leave of absence, will receive an amount
equivalent to one and one-half times (1 Y2) their regular rate of pay (overtime). Monthly
staff meetings or regular assignments will not be eligible for overtime and shift
exchanges between two Battalion Chiefs will not qualify for overtime compensation.
SECTION 7. Pursuant to the Executive Professional Development Reimbursement
Program, the City agrees to reimburse Department Directors up to $2,000 and Division
Managers up to $1,000 per fiscal year for activities, materials., equipment or fees that
will aid in their individual professional development. The intent of this program is to
encourage and recognize executive staff for pursuing educational, professional or
community -oriented activities, enhancing job skills and expertise, and/or purchasing
materials/equipment, which improve the executive's performance. These activities,
materials, equipment or fees are intended to be beyond what is budgeted for individuals
through the annual budget cycle. The reimbursement options available include the
following:
• Professional memberships, licenses and certificates that are job-related;
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• Professional conferences that are job-related including fees and other expenses
while attending;
• Membership dues in community organizations relevant to the executive's job
assignment;
• Purchase of job-related professional journals, periodicals, books or other written
materials which further knowledge or improvement of effectiveness in performance of
duties;
• Education fees that exceed the City's annual $1,000 tuition reimbursement limit;
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29;
Annual payments for the Executive Computer Loan Guarantee Program defined
below up to the maximum $2,000 per fiscal year for Department Directors and $1,000
for Division Managers.
The Department Director and Administrative Services Director must approve
participation in the activities and/or purchase of the materials/equipment in advance.
Claims for reimbursement must be accompanied by documentation that an eligible
expense has been incurred during the fiscal year for the executive employee only. Any
portion of the reimbursement amount not incurred within the fiscal year shall remain
City funds unless prior approval has been received by the City Manager. Requests to
carry forward unencumbered amounts to the next fiscal year must receive approval by
the City Manager prior to the end of the fiscal year. All payments will be in the form of
reimbursement and no executive employee will directly receive cash for this benefit.
Reimbursements, which are subject to taxation, will be processed through the payroll
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system. The Finance Department shall administer this program in accordance to the
stated purpose and will provide the appropriate forms and procedures. This
reimbursement program does not prohibit individual departments from continuing to
budget funds for executive staff attendance at professional conferences and seminars,
for the payment of professional membership dues, and/or for the purchase of books,
journals and written materials that are job-related and will enhance an executive's
knowledge or expertise.
SECTION 8. Executive employees who have passed probation and at -will
Department Directors are eligible to participate in the Executive Computer Loan
Guarantee Program. The City shall specify the minimum equipment configuration and it
is the employee who is responsible to negotiate the price for the equipment and to bring
a copy of the order/quote to the MIS Division for approval before loan application and
purchase. The executive must apply for a loan with the Costa Mesa Federal Credit
Union that will be subject to all Credit Union lending practices. The City will agree to
guarantee the loan for the executive, which thereby will lower the interest rate on the
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Loan payments must be by payroll deduction. Each loan payment period shall not
exceed 30 months and the aggregate value of the loan(s) shall not exceed $3,500 per
executive. As a condition of the program, terminating executives participating in the
program must satisfy any outstanding amounts of the loan with the final paycheck. The
City will continue to provide the software necessary for executives to have remote
access to the City's servers and compatibility to City software. In order for an executive
to receive a loan under the program for equipment upgrades or purchase of new
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equipment components that meet the City -approved minimum configuration, .the
executive must certify that he/she already owns the remaining components required to
meet the minimum equipment configuration. Equipment purchased under this program
becomes the property of the executive. No more than once a year an executive may
request reimbursement for payments under the Executive Computer Loan Guarantee
Program along with Credit Union verification that the payments have been made by the
employee. Department Directors may request up to $2,000 and Division Managers up
to $1,000 per fiscal year under the Executive Professional Development
Reimbursement Program.
SECTION 9. The 401(a) deferred compensation plan provides executives with
another tax-deferred savings plan for future financial planning. The City will provide a
.5% per pay period employer contribution for any executive whose management group
elects to participate in the 401(a) plan. The employer contribution will be reflected in
that executive's annual total compensation calculation. However, the City will not
provide an employer contribution to the current 457 deferred compensation plan and
the executive must make all 457 contributions.
SECTION 10. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
PASSED AND ADOPTED this 20th day of March, 2007.
/I//- /
Allan R. Mansoor, Mayor
N
ATTEST:
Julie olcik, City Clerk
APPROVED AS TO FORM: -
i
Kimberly FAII Barlow, City Attorney
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STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
I, JULIE FOLCIK, City Clerk of the City of Costa Mesa, DO HEREBY
CERTIFY that the above and foregoing is the original of Resolution No. 07-28
and was duly passed and adopted by the City Council of the City of Costa Mesa
at a regular meeting held on the 20th day of March, 2007, by the following roll call
vote, to wit:
AYES: COUNCIL MEMBERS: MANSOOR, BEVER, DIXON, FOLEY, LEECE
NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal
of the City of Costa Mesa this 21 st day of March, 2007.
JULIE FOLCIK, CITY CLERK
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