HomeMy WebLinkAbout2024-50 - Revising Pay Ranges and Benefits for Confidential Management UnitRESOLUTION NO. 2024-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, REVISING THE PAY RANGES AND BENEFITS FOR
CLASSIFICATIONS IN THE CONFIDENTIAL MANAGEMENT UNIT
THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY
FINDS, DETERMINES, AND DECLARES AS FOLLOWS:
WHEREAS, the City Council previously adopted Resolution No. 2023-12, revising
the pay ranges and benefits for job classifications in the Confidential Management Unit;
and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2023-
12 to revise the pay ranges and benefits for the classifications specified herein; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa
Mesa as follows:
SECTION 1. Employer -Employee Organization Relations Resolution No. 95-63,
as authorized under the California Government Code (Section 3500, et seq.), defines
"Employee, Confidential" as any employee whose normal duties would give the employee
access to decisions or the decision -making processes of the City concerning any matters
relating to employer -employee relations; and said Resolution sets forth the "Policy and
Standards for Determination of Appropriate Units", including the provision that confidential
responsibilities are determining factors in establishing appropriate units. Accordingly,
specific positions have been determined by the City Manager (Employee Relations
Officer) as having access to or preparing confidential materials and/or information and/or
recommendations on behalf of the City in matters relating to employer -employee relations
and are included in this Confidential Management Unit.
SECTION 2. The following positions in the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2024. The
Resolution No. 2024-50 Page 1 of 10
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Class Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0068 Assistant Finance Director
750 $13,007
$13,657
$14,340
$15,057
$15,810
$16,601
$17,431
Monthly
$156,084
$163,884
$172,080
$180,684
$189,720
$199,212
$209,172
Annual
$75.04
$78.79
$82.73
$86.87
$91.21
$95.78
$100.56
Hourly
0092 Assistant to the City Manager
896 $9,783
$10,272
$10,786
$11,325
$11,891
$12,486
$13,110
Monthly
$117,396
$123,264
$129,432
$135,900
$142,692
$149,832
$157,320
Annual
$56.44
$59.26
$62.23
$65.34
$68.60
$72.03
$75.63
Hourly
0059 Budget and Purchasing Manager
740 $10,640
$11,172
$11,731
$12,318
$12,934
$13,581
$14,260
Monthly
$127,680
$134,064
$140,772
$147,816
$155,208
$162,972
$171,120
Annual
$61.38
$64.45
$67.68
$71.07
$74.62
$78.35
$82.27
Hourly
0023 City Clerk
892 $11,395
$11,965
$12,563
$13,191
$13,851
$14,544
$15,271
Monthly
$136,740
$143,580
$150,756
$158,292
$166,212
$174,528
$183,252
Annual
$65.74
$69.03
$72.48
$76.10
$79.91
$83.91
$88.10
Hourly
0171 Finance Manager
727 $11,395
$11,965
$12,563
$13,191
$13,851
$14,544
$15,271
Monthly
$136,740
$143,580
$150,756
$158,292
$166,212
$174,528
$183,252
Annual
$65.74
$69.03
$72.48
$76.10
$79.91
$83.91
$88.10
Hourly
0090 Human Resources Manager
748 $11,767
$12,355
$12,973
$13,622
$14,303
$16,018
$15,769
Monthly
$141,204
$148,260
$155,676
$163,464
$171,636
$180,216
$189,228
Annual
$67.89
$71.28
$74.84
$78.59
$82.52
$86.64
$90.98
Hourly
Information Technology
0047 Manager
741 $12,368
$12,986
$13,635
$14,317
$15,033
$15,785
$16,574
Monthly
$148,416
$155,832
$163,620
$171,804
$180,396
$189,420
$198,888
Annual
$71.35
$74.92
$78.66
$82.60
$86.73
$91.07
$95.62
Hourly
SECTION 3. The following positions of the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2025. The
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Resolution No. 2024-50 Page 2 of 10
Class Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0068 Assistant Finance Director
750 $13,495
$14,170
$14,879
$15,623
$16,404
$17,224
$18,085
Monthly
$161,940
$170,040
$178,548
$187,476
$196,848
$206,688
$217,020
Annual
$77.86
$81.75
$85.84
$90.13
$94.64
$99.37
$104.34
Hourly
0092 Assistant to the City Manager
896 $10,150
$10,657
$11,190
$11,750
$12,337
$12,954
$13,602
Monthly
$121,800
$127,884
$134,280
$141,000
$148,044
$155,448
$163,224
Annual
$58.56
$61.48
$64.56
$67.79
$71.18
$74.73
$78.47
Hourly
0059 Budget and Purchasing Manager
740 $11,039
$11,591
$12,171
$12,780
$13,419
$14,090
$14,795
Monthly
$132,468
$139,092
$146,052
$153,360
$161,028
$169,080
$177,540
Annual
$63.69
$66.87
$70.22
$73.73
$77.42
$81.29
$85.36
Hourly
0023 City Clerk
892 $11,823
$12,414
$13,035
$13,687
$14,371
$15,090
$15,844
Monthly
$141,876
$148,968
$156,420
$164,244
$172,452
$181,080
$190,128
Annual
$68.21
$71.62
$75.20
$78.96
$82.91
$87.06
$91.41
Hourly
0171 Finance Manager
727 $11,823
$12,414
$13,035
$13,687
$14,371
$15,090
$15,844
Monthly
$141,876
$148,968
$156,420
$164,244
$172,452
$181,080
$190,128
Annual
$68.21
$71.62
$75.20
$78.96
$82.91
$87.06
$91.41
Hourly
0090 Human Resources Manager
748 $12,208
$12,818
$13,459
$14,132
$14,839
$15,581
$16,360
Monthly
$146,496
$153,816
$161,508
$169,584
$178,068
$186,972
$196,320
Annual
$70.43
$73.95
$77.65
$81.53
$85.61
$89.89
$94.38
Hourly
0047 Information Technology Manager
741 $12,831
$13,473
$14,147
$14,854
$15,697
$16,377
$17,196
Monthly
$153,972
$161,676
$169,764
$178,248
$187,164
$196,524
$206,352
Annual
$74.03
$77.73
$81.62
$86.70
$89.98
$94.48
$99.21
Hourly
SECTION 4. The following positions of the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2026. The
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Class Class Title Grade
Code 1
2
3
Step
4
5
6
7
0068 Assistant Finance Director 750 $13,969
$14,667
$15,400
$16,170
$16,978
$17,827
$18,718 Monthly
$167,628
$176,004
$184,800
$194,040
$203,736
$213,924
$224,616 Annual
$80.59
$84.62
$88.85
$93.29
$97.95
$102.85
$107.99 Hourly
Resolution No. 2024-50 Page 3 of 10
Class Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0092 Assistant to the City Manager
896 $10,506
$11,031
$11,583
$12,162
$12,770
$13,408
$14,078
Monthly
$126,072
$132,372
$138,996
$145,944
$153,240
$160,896
$168,936
Annual
$60.61
$63.64
$66.83
$70.17
$73.67
$77.35
$81.22
Hourly
0059 Budget and Purchasing Manager
740 $11,428
$11,999
$12,599
$13,229
$13,890
$14,584
$15,313
Monthly
$137,136
$143,988
$151,188
$158,748
$166,680
$175,008
$183,756
Annual
$65.93
$69.23
$72.69
$76.32
$80.13
$84.14
$88.34
Hourly
0023 City Clerk
892 $12,237
$12,849
$13,491
$14,166
$14,874
$15,618
$16,399
Monthly
$146,844
$154,188
$161,892
$169,992
$178,488
$187,416
$196,788
Annual
$70.60
$74.13
$77.83
$81.73
$85.81
$90.10
$94.61
Hourly
0171 Finance Manager
727 $12,237
$12,849
$13,491
$14,166
$14,874
$15,618
$16,399
Monthly
$146,844
$154,188
$161,892
$169,992
$178,488
$187,416
$196,788
Annual
$70.60
$74.13
$77.83
$81.73
$85.81
$90.10
$94.61
Hourly
0090 Human Resources Manager
748 $12,636
$13,268
$13,931
$14,628
$15,359
$16,127
$16,933
Monthly
$161,632
$159,216
$167,172
$175,536
$184,308
$193,524
$203,196
Annual
$72.90
$76.55
$80.37
$84.39
$88.61
$93.04
$97.69
Hourly
0047 Information Technology Manager
741 $13,281
$13,945
$14,642
$15,374
$16,143
$16,950
$17,798
Monthly
$159,372
$167,340
$175,704
$184,488
$193,716
$203,400
$213,676
Annual
$76.62
$80.45
$84.47
$88.70
$93.13
$97.79
$102.68
Hourly
SECTION 5. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CalPERS) to provide retirement benefits to eligible City
employees.
5.1 CalPERS - Miscellaneous Members
Employees covered by this resolution who do not meet the definition of "new
member" under the California Public Employees' Pension Reform Act of 2013
(PEPRA) (those unit members shall be referred to as "classic members") are
enrolled in either the CalPERS retirement plan provided for by Government Code
§ 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan ("tier
1 "), or the 2% at 60 formula provided for by Government Code § 21353 ("tier 2").
Resolution No. 2024-50 Page 4 of 10
A. Classic Members:
Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit
members will be 12% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing. The total contribution for tier 2
(2% @ 60) unit members will be 10% of compensation earnable, inclusive
of statutory employee contributions and all cost sharing.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2.5% @ 55 formula shall have their cost sharing
per Government Code section 20516(a) reduced by 1.469% for a net
contribution of one percent (1 %) and cost sharing pursuant to 20516(f) will
be reduced from 1.531 % to 0%.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2% @ 60 formula shall have their cost sharing per
Government Code section 20516(f) reduced by 1 % for a net contribution of
two percent (2%).
B. New Members: Under PEPRA (see section 5.2 below):
Effective April 16, 2017, the total contribution for PEPRA tier 3 (2% @ 62)
unit members will be 9% of pensionable compensation, inclusive of
statutory employee contributions and cost sharing.
5.2 THE CALIFORNIA PUBLIC EMPLOYEES' PENSION REFORM ACT OF 2013
.=711 I
As it may from time to time exist, the PEPRA shall in its entirety be given
full force and effect. PEPRA includes, but is not limited to, the provisions described
below:
Members hired on and after January 1, 2013, deemed to be a "new
member" as defined in Government Code § 7522.04, shall individually pay an initial
Member CALPERS contribution rate of 50% of the normal cost rate for the Defined
Benefit Plan in which said "new member" is enrolled, rounded to the nearest
Resolution No. 2024-50 Page 5 of 10
quarter of 1 %, or the current contribution rate of similarly situated employees,
whichever is greater.
Members who are "new members" on and after January 1, 2013, shall be
enrolled in the PEPRA provided for 2% @ 62 retirement formula for miscellaneous
employees (Govt. Code § 7522.20).
Members who are "new members" on and after January 1, 2013, shall have
"final compensation" measured by the highest average annual pensionable
compensation earned by the member during a period of at least 36 consecutive
months (Section 7522.32.), and their retirement benefits shall be calculated based
on "pensionable compensation" (Section 7522.10) rather than "compensation
earnable" (Section 20636).
SECTION 6. Employees covered by this resolution shall be provided with a $75
monthly technology allowance. The City Manager has the sole discretion to grant, modify
or deny an allowance for employees covered by this resolution.
SECTION 7. The City shall contribute an amount toward the 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 Platinum medical plan under the California
Public Employees' Retirement System (CALPERS) health insurance programs
• Full family coverage for the Dental Indemnity plan
• Full premium payment for Life Insurance
• 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 confidential management
employee.
Resolution No. 2024-50 Page 6 of 10
SECTION 8. Effective October 15, 2017, employees covered by this resolution
shall accrue vacation leave at the following rates and shall be capped at the following
maximum levels:
Years of Service
Annual Accrual 40-Hour
Maximum Accrual 40-Hour
1-2
92
184
3-4
116
232
5-9
140
280
10-14
164
320
15-19
188
320
20+
212
320
Vacation Leave Cash -Outs — Each fiscal year, employees will have the following
cash -out options: 1) One eighty (80) hour cash -out any time during the fiscal year,
regardless of the employee's maximum accrual and regardless of the employee's
Vacation Leave usage; and, 2) Up to four cash -outs per fiscal year, any time during the
fiscal year (irrespective of quarter), based on a "2 for 1" usage ratio, up to a maximum of
80-hours for each cash out. For example, if an employee uses 10 hours of Vacation
Leave, the employee could cash out up to 20 hours of Vacation Leave; in order for an
employee to cash -out the maximum of 80-hours Vacation Leave, the employee would
need to use 40 hours of Vacation Leave.
All employees who are at the Maximum Accrual Level or who may reach the
Maximum Accrual Level shall utilize the "Cash -Out" and/or "Vacation Leave" options so
as to NOT exceed the Vacation Accrual Ceiling. Other than exceptions granted based
upon City and/or Departmental needs as approved by both the Department Director and
the City Manager there will no other cash -out of Vacation Leave time beyond the
Maximum Accrual rates that have been established.
SECTION 9. Effective December 24, 2017, the City shall grant Executive Leave
to confidential management personnel not to exceed forty (40) hours per year. The City
Manager may grant up to an additional forty (60) hours of Executive Leave.
Resolution No. 2024-50 Page 7 of 10
SECTION 10. Pursuant to the Executive Professional Development
Reimbursement Program, the City agrees to reimburse Confidential Management
employees up to $1,300 per fiscal year for activities, materials, equipment or fees that
will aid in their individual professional development or support employee wellness, mental
and physical health. 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 and well-being. 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
• 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 $1,250 tuition reimbursement limit
• Activities, materials, equipment or fees that promote employee wellness,
mental and physical health
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
The Department Director and Assistant City Manager 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. Employee may not
request reimbursement for any activities, materials, equipment or fees that have already
been reimbursed through a Flexible Spending Account, Health Savings Account or similar
Resolution No. 2024-50 Page 8 of 10
program. 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 system. The Finance Department shall administer this program in accordance with
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 11. The 401(a) deferred compensation plan provides executives with
another tax -deferred savings plan for future financial planning. The City will provide a
0.5% 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 12. Amendments made pertaining to the fringe benefits, City Rules and
Regulations and other employment conditions for employees represented by the Costa
Mesa Division Managers Association shall also apply to "Confidential" unrepresented
management employees unless specifically excluded. Any positions that may qualify to
be part of this unrepresented unit shall be added as part of the process of adoption of
salary schedules after consultation with the bargaining unit and employees.
SECTION 13. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2024-50 Page 9 of 10
Kimberly Hall Barlow, City Attorney
STATE OF CALIFORNIA
COUNTYI! i ' � ICI
CITYOFCOSTAMESA
1, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY
that - above and foregoing is the original of Resolution N• i i .' • was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 1 9th day of November, 2024, by the following roll call vote, to wit:
•� _N'WIN I WTAV•
WHEREOF,IN WITNESS -•
City of •sta Mesa this 20thday of • _ •2024.
• • • 1 1 '.• - ' i • 1