HomeMy WebLinkAbout2024-51 - Revising the Executive Compensation Plan and Executive Salary ScheduleRESOLUTION NO. 2024-51
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, ESTABLISHING NEW JOB CLASSIFICATIONS AND REVISING THE
EXECUTIVE COMPENSATION PLAN AND EXECUTIVE SALARY SCHEDULE.
THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY
FINDS, DETERMINES, AND DECLARES AS FOLLOWS:
WHEREAS, on March 21, 2023, the City Council adopted Resolutions No. 2023-
28 and 2023-44, revising the pay ranges and benefits for job classifications in the
Executive Salary Schedule; and
WHEREAS, the City Council desires to repeal and replace Resolutions No. 2023-
28 and 2023-44 to revise the pay ranges and benefits for the classifications specified
therein; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa
Mesa 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.
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 including July 1, 2024. The rate of pay for individual
executives may be anywhere within the monthly minimum and maximum salary steps.
Resolution No. 2024-51 Page 1 of 17
APPOINTED AT -WILL EXECUTIVES
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0075
Assistant City Manager
810
$17,284
$18,148
$19,055
$20,008
$21,008
$22,058
$23,161
Monthly
$207,408
$217,776
$228,660
$240,096
$252,096
$264,696
$277,932
Annual
$99.72
$104.70
$109.93
$115.43
$121.20
$127.26
$133.62
Hourly
0027
Deputy City Manager
853
$13,819
$14,510
$15,235
$15,997
$16,797
$17,637
$18,519
Monthly
$165,828
$174,120
$182,820
$191,964
$201,564
$211,644
$222,228
Annual
$79.73
$83.71
$87.89
$92.29
$96.91
$101.75
$106.84
Hourly
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0223
Fire Chief
793
$16,915
$17,761
$18,649
$19,581
$20,560
$21,588
$22,667
Monthly
$202,980
$213,132
$223,788
$234,972
$246,720
$259,056
$272,004
Annual
$97.59
$102.47
$107.59
$112.97
$118.62
$124.55
$130.77
Hourly
0207
Police Chief
792
$16,915
$17,761
$18,649
$19,581
$20,560
$21,588
$22,667
Monthly
$202,980
$213,132
$223,788
$234,972
$246,720
$259,056
$272,004
Annual
$97.59
$102.47
$107.59
$112.97
$118.62
$124.55
$130.77
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0091
Administrative Services
775
$11,837
$12,429
$13,050
$13,703
$14,388
$15,107
$15,862
Monthly
Director
$142,044
$149,148
$156,600
$164,436
$172,656
$181,284
$190,344
Annual
$68.29
$71.71
$75.29
$79.06
$83.01
$87.16
$91.51
Hourly
0080
Economic and Development
850
$14,998
$15,748
$16,535
$17,362
$18,230
$19,142
$20,099
Monthly
Development Services Director
$179,976
$188,976
$198,420
$208,344
$218,760
$229,704
$241,188
Annual
$86.53
$90.85
$95.39
$100.17
$105.17
$110.43
$115.96
Hourly
0069
Finance Director
772
$15,022
$15,773
$16,562
$17,390
$18,260
$19,173
$20,132
Monthly
$180,264
$189,276
$198,744
$208,680
$219,120
$230,076
$241,584
Annual
$86.67
$91.00
$95.55
$100.33
$105.35
$110.61
$116.15
Hourly
0049
Information Technology
851
$14,224
$14,935
$15,682
$16,466
$17,289
$18,153
$19,061
Monthly
Director
$170,688
$179,220
$188,184
$197,592
$207,468
$217,836
$228,732
Annual
$82.06
$86.16
$90.47
$95.00
$99.74
$104.73
$109.97
Hourly
0306
Parks and Community
735
$13,549
$14,226
$14,937
$15,684
$16,468
$17,291
$18,156
Monthly
Services Director
$162,588
$170,712
$179,244
$188,208
$197,616
$207,492
$217,872
Annual
$78.17
$82.07
$86.18
$90.48
$95.01
$99.76
$104.75
Hourly
Resolution No. 2024-51 Page 2 of 17
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0117
Public Works Director
791
$14,998
$15,748
$16,535
$17,362
$18,230
$19,142
$20,099
Monthly
$179,976
$188,976
$198,420
$208,344
$218,760
$229,704
$241,188
Annual
$86.53
$90.85
$95.39
$100.17
$105.17
$110,43
$115.96
Hourly
SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0222
Assistant Fire Chief
859
$14,595
$15,325
$16,091
$16,896
$17,741
$18,628
$19,559
Monthly
(Operations)
$175,140
$183,900
$193,092
$202,762
$212,892
$223,536
$234,708
Annual
$84.20
$88.41
$92.83
$97.48
$102.35
$107.47
$112.84
Hourly
0209
Deputy Police Chief
857
$14,595
$15,325
$16,091
$16,896
$17,741
$18,628
$19,559
Monthly
$175,140
$183,900
$193,092
$202,752
$212,892
$223,536
$234,708
Annual
$84.20
$88.41
$92.83
$97.48
$102.35
$107.47
$112.84
Hourly
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0224
Assistant Fire Chief
860
$12,191
$12,801
$13,441
$14,113
$14,819
$15,560
$16,338
Monthly
(Fire Marshal /
$146,292
$153,612
$161,292
$169,356
$177,828
$186,720
$196,056
Annual
Community Risk Reduction)
$70.33
$73.85
$77.54
$81.42
$85.49
$89.77
$94.26
Hourly
SECTION 3. 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 including July 1, 2025. The rate of pay for individual
executives may be anywhere within the monthly minimum and maximum salary steps.
APPOINTED AT -WILL EXECUTIVES
Class Class Title Grade
Step
Code 1
2
3
4
5
6
7
0075 Assistant City Manager 810 $17,932
$18,829
$19,770
$20,758
$21,796
$22,886
$24,030
Monthly
$215,184
$225,948
$237,240
$249,096
$261,552
$274,632
$288,360
Annual
$103,45
$108.63
$114.06
$119.76
$125.75
$132.03
$138.63
Hourly
0027 Deputy City Manager 853 $14,337
$15,054
$15,807
$16,597
$17,427
$18,298
$19,213
Monthly
$172,044
$180,648
$189,684
$199,164
$209,124
$219,576
$230,556
Annual
$82.71
$86.85
$91.19
$95.75
$100.54
$105.57
$110,84
Hourly
Resolution No. 2024-51 Page 3 of 17
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0223
Fire Chief
793
$17,549
$18,426
$19,347
$20,314
$21,330
$22,397
$23,517
Monthly
$210,588
$221,112
$232,164
$243,768
$255,960
$268,764
$282,204
Annual
$101.24
$106.30
$111.62
$117.20
$123.06
$129.21
$135.68
Hourly
0207
Police Chief
792
$17,549
$18,426
$19,347
$20,314
$21,330
$22,397
$23,517
Monthly
$210,588
$221,112
$232,164
$243,768
$255,960
$268,764
$282,204
Annual
$101.24
$106.30
$111.62
$117.20
$123.06
$129.21
$135.68
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0091
Administrative Services
775
$12,280
$12,894
$13,539
$14,216
$14,927
$15,673
$16,457
Monthly
Director
$147,360
$164,728
$162,468
$170,592
$179,124
$188,076
$197,484
Annual
$70.85
$74.39
$78.11
$82.02
$86.12
$90.42
$94.94
Hourly
0080
Economic and Development
850
$15,560
$16,338
$17,155
$18,013
$18,914
$19,860
$20,853
Monthly
Development Services Director
$186,720
$196,056
$205,860
$216,156
$226,968
$238,320
$250,236
Annual
$89.77
$94.26
$98.97
$103.92
$109.12
$114.58
$120.31
Hourly
0069
Finance Director
772
$15,587
$16,366
$17,184
$18,043
$18,945
$19,892
$20,887
Monthly
$187,044
$196,392
$206,208
$216,516
$227,340
$238,704
$250,644
Annual
$89.93
$94.42
$99.14
$104.09
$109.30
$114.76
$120.50
Hourly
0049
Information Technology
851
$14,757
$15,495
$16,270
$17,083
$17,937
$18,834
$19,776
Monthly
Director
$177,084
$185,940
$195,240
$204,996
$215,244
$226,008
$237,312
Annual
$85.14
$89.39
$93.87
$98.56
$103,48
$108.66
$114.09
Hourly
0306
Parks and Community
735
$14,056
$14,759
$15,497
$16,272
$17,086
$17,940
$18,837
Monthly
Services Director
$168,672
$177,108
$185,964
$195,264
$205,032
$215,280
$226,044
Annual
$81.09
$85.15
$89.41
$93.88
$98.57
$103.50
$108.68
Hourly
0117
Public Works Director
791
$15,560
$16,338
$17,155
$18,013
$18,914
$19,860
$20,853
Monthly
$186,720
$196,056
$205,860
$216,156
$226,968
$238,320
$250,236
Annual
$89.77
$94.26
$98.97
$103.92
$109.12
$114,58
$120.31
Hourly
SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0222
Assistant Fire Chief
859
$15,143
$15,900
$16,695
$17,530
$18,406
$19,326
$20,292
Monthly
(Operations)
$181,716
$190,800
$200,340
$210,360
$220,872
$231,912
$243,504
Annual
$87.36
$91.73
$96.32
$101.13
$106.19
$111.50
$117.07
Hourly
Resolution No. 2024-51 Page 4 of 17
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0209
Deputy Police Chief
857 $15,143
$15,900
$16,695
$17,530
$18,406
$19,326
$20,292
Monthly
$181,716
$190,800
$200,340
$210,360
$220,872
$231,912
$243,504
Annual
$87.36
$91.73
$96.32
$101.13
$106.19
$111.50
$117.07
Hourly
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0224
Assistant Fire Chief
860 $12,650
$13,282
$13,946
$14,643
$15,375
$16,144
$16,951
Monthly
(Fire Marshal /
$151,800
$159,384
$167,352
$175,716
$184,500
$193,728
$203,412
Annual
Community Risk Reduction)
$72.98
$76.63
$80,46
$84.48
$88.70
$93.14
$97.79
Hourly
SECTION 4. 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 including July 1, 2026. The rate of pay for individual
executives may be anywhere within the monthly minimum and maximum salary steps.
APPOINTED AT -WILL EXECUTIVES
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0075
Assistant City Manager
810
$18,560
$19,488
$20,462
$21,485
$22,559
$23,687
$24,871
Monthly
$222,720
$233,856
$245,544
$257,820
$270,708
$284,244
$298,452
Annual
$107.08
$112.43
$118.05
$123.95
$130.15
$136.66
$143.49
Hourly
0027
Deputy City Manager
853
$14,838
$15,580
$16,359
$17,177
$18,036
$18,938
$19,885
Monthly
$178,056
$186,960
$196,308
$206,124
$216,432
$227,256
$238,620
Annual
$85.60
$89.88
$94.38
$99.10
$104.05
$109.26
$114.72
Hourly
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0223
Fire Chief
793
$18,163
$19,071
$20,025
$21,026
$22,077
$23,181
$24,340
Monthly
$217,956
$228,852
$240,300
$252,312
$264,924
$278,172
$292,080
Annual
$104.79
$110.03
$115.53
$121,30
$127,37
$133,74
$140.42
Hourly
0207
Police Chief
792
$18,163
$19,071
$20,025
$21,026
$22,077
$23,181
$24,340
Monthly
$217,956
$228,852
$240,300
$252,312
$264,924
$278,172
$292,080
Annual
$104.79
$110.03
$115.53
$121.30
$127.37
$133.74
$140.42
Hourly
Resolution No. 2024-51 Page 5 of 17
APPOINTED AT -WILL DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0091
Administrative Services
775
$12,710
$13,346
$14,013
$14,714
$15,450
$16,222
$17,033
Monthly
Director
$152,520
$160,152
$168,156
$176,568
$185,400
$194,664
$204,396
Annual
$73.33
$77.00
$80.84
$84.89
$89.13
$93.59
$98.27
Hourly
0080
Economic and Development
850
$16,105
$16,910
$17,756
$18,644
$19,576
$20,555
$21,583
Monthly
Development Services Director
$193,260
$202,920
$213,072
$223,728
$234,912
$246,660
$258,996
Annual
$92.91
$97.56
$102.44
$107.56
$112.94
$118.59
$124.52
Hourly
0069
Finance Director
772
$16,132
$16,939
$17,786
$18,675
$19,609
$20,589
$21,618
Monthly
$193,584
$203,268
$213,432
$224,100
$235,308
$247,068
$259,416
Annual
$93.07
$97.73
$102.61
$107.74
$113.13
$118.78
$124.72
Hourly
0049
Information Technology
851
$15,273
$16,037
$16,839
$17,681
$18,565
$19,493
$20,468
Monthly
Director
$183,276
$192,444
$202,068
$212,172
$222,780
$233,916
$245,616
Annual
$88.11
$92.52
$97.15
$102.01
$107.11
$112.46
$118.08
Hourly
0306
Parks and Community
735
$14,549
$15,276
$16,040
$16,842
$17,684
$18,568
$19,496
Monthly
Services Director
$174,588
$183,312
$192,480
$202,104
$212,208
$222,816
$233,952
Annual
$83.94
$88.13
$92.54
$97.17
$102.02
$107.12
$112.48
Hourly
0117
Public Works Director
791
$16,105
$16,910
$17,756
$18,644
$19,576
$20,555
$21,583
Monthly
$193,260
$202,920
$213,072
$223,728
$234,912
$246,660
$258,996
Annual
$92.91
$97.56
$102.44
$107.56
$112.94
$118.59
$124.52
Hourly
SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0222
Assistant Fire Chief
859
$15,672
$16,456
$17,279
$18,143
$19,050
$20,002
$21,002
Monthly
(Operations)
$188,064
$197,472
$207,348
$217,716
$228,600
$240,024
$252,024
Annual
$90.42
$94.94
$99.69
$104.67
$109.90
$115.40
$121.17
Hourly
0209
Deputy Police Chief
857
$15,672
$16,456
$17,279
$18,143
$19,050
$20,002
$21,002
Monthly
$188,064
$197,472
$207,348
$217,716
$228,600
$240,024
$252,024
Annual
$90.42
$94.94
$99.69
$104.67
$109.90
$115.40
$121.17
Hourly
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0224
Assistant Fire Chief
860
$13,091
$13,746
$14,433
$15,155
$15,913
$16,709
$17,544
Monthly
(Fire Marshal /
$157,092
$164,952
$173,196
$181,860
$190,956
$200,508
$210,528
Annual
Community Risk Reduction)
$75.53
$79.30
$83.27
$87.43
$91.81
$96.40
$101.22
Hourly
Resolution No. 2024-51 Page 6 of 17
SECTION 5. Except as expressly provided in the City Manager's Employment
Agreement, the City Manager shall receive the same benefits as the other Executives.
SECTION 6. Effective the payroll period that includes January 1, 2025, the City
Manager is eligible to move to Step 4 in the salary range which equates to a three and
three quarter percent (3.75%) base salary increase.
Class Class Title Grade Eff
Eff
Eff
Eff
12/2912021
1 /1 /2023
111 /2024
111 /2025
Code 1
2
3
4
City
0076 Manager 850 $25,000
$25,750
$26,523
$27,518 Monthly
$300,000
$309,000
$318,276
$330,216 Annual
$144.23
$148.56
$153.02
$158.76 Hourly
SECTION 7. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CaIPERS) to provide retirement benefits to eligible City
employees.
7.1 CaIPERS - 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 CaIPERS 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").
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.
Resolution No. 2024-51 Page 7 of 17
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 3.4 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.
7.2 CalPERS - Safety Police 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 the CalPERS retirement plan provided for by Government Code §
21362.2, and commonly referred to as the 3% at age 50 retirement plan ("tier 1").
A. Classic Members:
Effective April 16, 2017, the total contribution for tier 1 (3% @ 50) unit
members will be 12% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing.
Resolution No. 2024-51 Page 8 of 17
B. New Members: Under PEPRA (see section 3.4 below):
Effective April 16, 2017, the total contribution for PEPRA tier 2 (2.7% @ 57)
unit members will be 9% of pensionable compensation, inclusive of
statutory employee contributions and cost sharing.
7.3 CalPERS — Safety Fire 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
§ 21362.2, and commonly referred to as the 3% at age 50 retirement plan ("tier 1")
or the 2% at 50 formula provided for by Government Code § 21362 ("tier 2").
A. Classic Members:
Effective June 21, 2020, the total contribution for tier 1 (3% @ 50) unit
members will be 15% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing. The total contribution for tier
2 (2% @ 50) unit members will be 15% 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%@50 formula shall have their cost sharing per
Government Code section 20516(f) reduced by 2% for a net contribution of
three percent (3%).
B. New Members: Under PEPRA (see section 7.4 below):
Upon adoption of this resolution by the City Council, the total contribution
for PEPRA tier 3 (2.7% @ 57) will be 9% of pensionable compensation,
inclusive of statutory employee contributions and cost sharing.
Resolution No. 2024-51 Page 9 of 17
7.4 THE CALIFORNIA PUBLIC EMPLOYEES' PENSION REFORM ACT OF 2013
(PEPRA)
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
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), or 2.7% @ 57 for safety employees (Govt.
Code § 7522.25(d)).
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 8. The following classifications shall be provided with a City vehicle or
monthly automobile allowance:
Assigned City Vehicle: Fire Chief, Police Chief, Assistant Fire Chief, Deputy Police
Chief
Resolution No. 2024-51 Page 10 of 17
Assigned City Vehicle or up to $650 Monthly Automobile Allowance, except as
expressly provided in the City Manager's Employment Agreement: City Manager
$575 Monthly Automobile Allowance: Administrative Services Director, Assistant
City Manager, Deputy City Manager, Economic and Development Services
Director, Finance Director, Information Technology Director, Parks and
Community Services Director, Public Works Director
In all situations, the City Manager has the sole discretion to grant, modify or deny
use of a City vehicle or grant an allowance for employees covered by this resolution.
SECTION 9. 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 10. 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 11. Sworn Executives and Managers are eligible to participate in the
Management Certification/Education Program based upon the following achievements
and criteria:
Certification/ Degree
P.O.S.T. Executive Certificate
FBI Academy
Command College
CA State Fire Chief
National Fire Academy - Executive Fire Officer
Eliaible Classification Award
Police Chief
5.0%
Police Chief
2.5%
Police Chief
2.5%
Fire Chief
5.0%
Fire Chief
2.50%
Resolution No. 2024-51 Page 11 of 17
Master's Degree
P.O.S.T. Management Certificate
CA State Chief Fire Officer
Fire Chief 2.50%
Deputy Police Chief 5.0%
Assistant Fire Chief 5.0%
(Operations)
Awards are based on a percentage of base salary. The maximum cumulative
award payable to any employee shall not exceed 10.0% of base salary. To the extent
permitted by law, the compensation in this section is special compensation and shall be
reported as such pursuant to Title 2 California Code of Regulations, Section 571 and
571.1.
An award may be granted, rejected or removed at any time. The City Manager
may review and update this program on a periodic basis to ensure its vitality and
relevance.
SECTION 12. Sworn Division Managers who have been employed in a full-time
sworn law enforcement position (as defined by California Penal Code sections 830.1,
830.2, 830.32 and 830.33 or the out-of-state equivalent as determined by the Chief of
Police) or in a full-time sworn fire classification (i.e., Firefighter, Fire Engineer, Fire
Captain, Battalion Chief or Fire Division Chief) in a municipal, state, federal fire
department or other agency (as determined by the Fire Chief) for twenty-five (25) years
or more (with a maximum of 10 years in such a position outside of the City of Costa Mesa)
shall receive recruitment and retention incentive pay of ten percent (10%).
SECTION 13. Sworn Division Managers (Deputy Police Chief and Assistant Fire
Chief) work without regards to holiday and shall be compensated for holiday time of 104
hours per calendar year. To the extent permitted by law, the compensation in this section
is special compensation and shall be reported as such pursuant to Title 2 California Code
of Regulations, Section 571 and 571.1.
SECTION 14. 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:
Resolution No. 2024-51 Page 12 of 17
• 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
• For Department Directors, 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, 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 15. 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
1-2
92
3-4
116
5-9
140
10-14
164
15-19
188
20+
212
Maximum Accrual 40-Hour
184
232
280
320
320
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
Resolution No. 2024-51 Page 13 of 17
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 the City Manager, there will no
other cash -out of Vacation Leave time beyond the Maximum Accrual rates that have been
established.
SECTION 16. The City shall grant Executive Leave to management personnel not
to exceed forty (40) hours per year. The City Manager may grant up to an additional sixty
(60) hours of Executive Leave.
SECTION 17. Pursuant to the Executive Professional Development
Reimbursement Program, the City agrees to reimburse Department Directors up to
$2,300 and Division Managers 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
Resolution No. 2024-51 Page 14 of 17
• 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 fess that promote employee wellness,
mental and physical health
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
The 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 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.
Resolution No. 2024-51 Page 15 of 17
SECTION 18. The 401(a) deferred compensation plan provides executives with
another tax -deferred savings plan for future financial planning. Executives and
Department Directors covered by the Executive Compensation Plan and executive salary
schedule shall receive a $15,000 annual contribution to the City's 401(a) plan. Division
Managers covered by the Executive Compensation Plan and executive salary schedule
shall receive 0.5% per pay period for those who elect to participate in the 401(a) plan.
Except as provided in the City Manager's Employment Agreement, executives
must make any and all 457 deferred compensation contributions. The City shall contribute
to City Manager's 457 account the maximum annual contribution permitted, including
applicable catch-up provisions. The City will also calculate a contribution to a defined
contribution plan for the Fire Chief in an amount to be determined by an actuarial valuation
performed by a professional actuary.
SECTION 19. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2024-51 Page 16 of 17
I If I %itu I ICI IJ, IVI:CIYUI
Kimberly Hall B ow, City Attorney
STATE1 1
COUNTY -A
COSTACITY OF MESA
1, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY
'that the above and foregoing is the original of Resolution No. 2024-51 and was duly
passed and adopted by • of - City of • rregular meeting
held on !th day of • ` !' by • • • roll call vote,to
N0=11111113
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of •Mesa this 20th day of • - •-2024.
SAM i
11TV NPIM
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