HomeMy WebLinkAbout2026-06 - Executive Compensation Plan and Salary ScheduleRESOLUTION N0. 2026-06
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, 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 November 19, 2024, the City Council adopted Resolution No.
2024-51 revising the pay ranges and benefits for job classifications in the Executive
Salary Schedule; and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2024-
51 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: I ) 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.
APPOINTED AT-WILL EXECUTIVES
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0075 AssistantCityManager 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 DeputyCityManager 853 $13,819 $14,510 $15,235 $15,997 $16,797 $17,637 $18,519 Monthly
$'l65,828 $l74120 $182,820 $191,964 $201,564 $211,644 $222,228 Annual
$79.73 $83.71 $87.89 $92.29 $96.9al $iOL75 $AO6.84 Hourly
Resolution No. 2026-06 Page 1 of 18
APPOINTED AT-WILL SWORN DEPARTMENT DIRECTORS
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0223 FireChief 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 $!18.62 $124.55 $130.77 Hourly
0207 PoliceChief 792 $16,915 $17,761 $18,649 $19,58'l $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 ClassTitle Grade Step
Code 'l 2 3 4 5 6 7
0080 Economicand 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 FinanceDirector 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 InformationTechnology 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 ParksandCommunity 735 $13,549 $14,226 $14,937 $15,684 $16,468 $17,291 $18,156 Monthly
ServicesDirector $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
0117 PublicWorksDirector 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 ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0222 AssistantFireChief 859 $14,595 !515,325 $16,091 $16,896 $17,741 $18,628 $19,559 Monthly
(Operations) $U5,140 $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
0209 DeputyPoliceChief 860 $"l4,595 $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
Resolution No. 2026-06 Page 2 of 18
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0224 AssistantFireChief 860 $12191 $12,80al $13,441 $M,113 $14,819 $15,560 $16,338 Monthly
(FireMarshal/ $146,292 $153,612 $161,292 $169,356 $al77,828 $186,720 $196,056 Annual
CommunityRiskReduction) $70.33 $73.85 S77.'s4 $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 anyvvhere within the monthly minimum and maximum salary steps.
APPOINTED AT-WILL EXECUTIVES
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0075 AssistantCityManager 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 1138.63 Hourly
0027 DeputyCityManager 853 $14,337 $15,054 $15,807 $16,597 $17,427 $18,298 $19,213 Monthly
$172,044 $!80,648 $189,684 $199,164 $209,124 $2al9,576 $230,556 Annual
$82.71 $86.85 $91.19 $95.75 $100.54 $105.57 $110.84 Hourly
APPOINTED AT.WILL SWORN DEPARTMENT DIRECTORS
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0223 FireChief 793 $17,899 $18,794 $19,734 $20,721 $21,757 $22,845 $23,987 Monthly
$214,788 $225,528 $236,808 $248,652 $261,084 $274,140 $287,844 Annual
$103.26 $108.43 $113.85 $119.54 $125.52 $1.31.80 $138.39 Hourly
0207 PoliceChief 792 $17,899 118,794 $19,734 $20,721 $21,757 $22,845 $23,987 Monthly
$214,788 $225,528 $236,808 $248,652 $261,084 $274,140 $287,844 Annual
$103.26 $108.43 $113.85 $119.54 $125.52 $131.80 $138.39 Hourly
APPOINTED AT.WILL DEPARTMENT DIRECTORS
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0080 Economicand Development 850 !$15,560 $16,338 $17155 $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 FinanceDirector 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
Resolution No. 2026-06 Page 3 of 18
Class ClassTitle Grade Step
Code I 2 3 4 5 6 7
0049 lnformationTechnology 851 $14,757 $15,495 $16,270 $17,083 $U,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 ParksandCommunity 735 114,056 $14,759 $15,497 $16,272 $17,086 $17,940 $18,837 Monthly
ServicesDirector $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
0lj7 PublicWorksDirector 791 $15,560 116,338 $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 ClassTitle Grade Step
Code 4 2 3 4 5 6 7
0222 AssistantFireChief 859 $16,050 $16,853 $U,696 $18,581 $19,510 $20,486 $21510 Monthly
(Operations) $192,600 $202,236 $212,352 $222,972 $234,120 $245,832 $258,120 Annual
$92.60 $97.23 $102.09 $107.20 $112.56 $118.19 $124.10 Hourly
0209 DeputyPoliceChief 860 $16,050 $16,853 $17,696 $18,581 $19,510 $20,486 $21510 Monthly
$192,600 $202,236 $212,352 $222,972 $234i20 $245,832 $258,120 Annual
$92.60 $97.23 $102.09 $107.20 $112.56 $118.19 $124.10 Hourly
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0224 AssistantFireChief 860 $12,650 $13,282 $13,946 $14,643 $15,375 $16,144 $16,951 Monthly
(FireMarshal/ $151,800 $159,384 $167,352 $175,716 $184,500 $193,728 $203,!12 Annual
CommunityRiskReduction) $72.98 $76.63 $80.46 $84.48 $88.70 $93.M $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 ClassTitle 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 $24,8Tl Monthly
$222,720 $233,856 $245,544 $257,820 $270,708 $284,244 $298,452 Annual
$107.08 $112.43 $118.05 $123.95 !5130.15 $"l36.66 $143.49 Hourly
Resolution No. 2026-06 Page 4 of 18
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0027 DeputyCityManager 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 $al09.26 $114.72 Hourly
APPOINTED AT-WILL SWORN DEPARTMENT DIRECTORS
Class ClassTitle Grade Step
Code I 2 3 4 5 6 7
0223 FireChief 793 $18,527 $19,453 $20,426 $21,447 $22,519 $23,645 $24,827 Monthly
$222,324 $233,436 $245,112 $257,364 $270,228 $283,740 $297,924 Annual
$106.89 $112.23 $T17.84 $123.73 $129.92 $136.41 $143.23 Hourly
0207 PoliceChief 792 $18,527 $19,453 $20,426 $21,447 $22,5al9 $23,645 $24,827 Monthly
$222,324 $233,436 $245,112 $257,364 $270,228 $283,740 $297,924 Annual
tl06.89 $112.23 $117.84 $123.73 $129.92 $al36.4l $143.23 Hourly
APPOINTED AT-WILL DEPARTMENT DIRECTORS
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0080 Economicand Development 850 $16105 $16,910 $17,756 $18,644 $19,576 $20,555 $21,583 Monthly
ServicesDirector $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 FinanceDirector 772 $16,132 $16,939 $17,786 $18,675 $19,609 $20,589 $21,618 Monthly
$193,584 $203,268 $213,432 $224100 $235,308 $247,068 $259,zH6 Annual
$93.07 $97.73 $102.61 $107.74 S=H3.13 $118.78 $124.72 Hourly
0049 lnformationTechnology 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 ParksandCommunity 735 $14,549 $15,276 $16,040 $16,842 $17,684 $18,568 $19,496 Monthly
ServicesDirector $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 PublicWorksDirector 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 DMSION MANAGERS IN THE CLASSIFIED SERVICE
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0222 AssistantFireChief 859 $al6,612 $al7,443 $18,315 $19,231 $20;193 $21203 $22,263 Monthly
(Operations) $199,344 $209,316 $219,780 $230,772 $242,316 $254,436 $267156 Annual
$95.84 $100.63 $105.66 :$H0.95 !5H6.50 $122.33 $128.44 Hourly
Resolution No. 2026-06 Page 5 of 18
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0209 DeputyPoliceChief 860 $16,612 !$17,443 $18,315 $19,231 $20,193 $21203 $22,263 Monthly
$199,344 $209,316 $219,780 $230,772 $242,316 $254,436 $267,156 Annual
$95.84 $100.63 $105.66 $110.95 $116.50 $122.33 $128.44 Hourly
NON SWORN DMSION MANAGERS IN THE CLASSIFIED SERVICE
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0224 AssistantFireChief 860 $13,091 $13,746 $14,433 $15,155 $15,913 !516,709 $17,544 Monthly
(FireMarshal/ $157,092 $'l64,952 $173,196 $181,860 $190,956 $200,508 $210,528 Annual
CommunityRiskReduction) $75.53 $79.30 $83.27 $87.43 $91.81 $96.40 $101.22 Hourly
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. Effective the payroll period that
includes December 2, 2025, the City Manager's salary range will be reset as follows.
Code Class Title Salary Grade
Plan
Step i
3 4 I
Eff 1/1/24 Eff 1/1/25 Eff 12/2/25
0076 City Manager EXE 850 $26,523
$318,276
$153.02
$27,518.00 $26,666.67 Monthly
$330,216 $320,000 Annual
$158.76 $153.85 Hourly
SECTION 7. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CalPERS) to provide retirement benefits to eligible City
employees.
7.I 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 section 21354.4, and commonly referred to as the 2.5% at age 55
retirement plan ("tier I "), or the 2% at 60 formula provided for by Government
Code section 21353 ("tier 2").
Resolution No. 2026-06 Page 6 of 18
A. CiassicMembers:
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 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)
W!11 be reduced from 1.531 % 0 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
section 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.
B. New Members: Under PEPRA (see section 3.4 below):
Effective April 16, 2017, the total contribution for PEPRAtier 2 (2.7% @
57) unit members will be 9% of pensionable compensation, inclusive of
statutory employee contributions and cost sharing.
Resolution No. 2026-06 Page 7 of 'l 8
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 section 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 section 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 1 5% 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 3%@50 formula shall have their cost sharing
per Government Code section 20516(a) reduced by 2% for a net
contribution of three percent (3%).
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.
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 section 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
Resolution No. 2026-06 Page 8 of 18
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 section 7522.20), or 2.7% @ 57 for
safety employees (Govt. Code section 7522.25(d)).
Members who are "new members" on and after January 1, 20'l3, 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:
Assiqned City Vehicle: City Manager, Fire Chief, Police Chief, Assistant Fire Chief,
Deputy Police Chief
$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.
SECTION 11. Effective the pay period that includes July 1, 2024, Executives and
Managers are eligible to receive up to 1 0% in additional compensation for completing the
following educational courses, certificates and degrees which enhance their ability to do
their job or for completing Peace Officer Standard Training (POST) certifications:
Resolution No. 2026-06 Page 9 or 18
Certification/ Degree
P.O.S.T. Executive Certificate
FBI Academy
Command College
CA State Fire Chief
National Fire Academy - Executive Fire Officer
Master's Degree
P.O.S.T. Management Certificate
CA State Chief Fire Officer
Award
5.0%
2.5%
2.5%
5.0%
2.50%
2.50%
5.0%
5.0%
Effective the pay period that includes July 1, 2025, Executives and Managers are eligible
to receive up to 1 0% in additional compensation for completing the following educational
courses, certificates and degrees which enhance their ability to do their job or for
completing Peace Officer Standard Training (POST) certifications:
Certification/ Degree
P.O.S.T. Management / Executive Certificate
FBI Academy
Command College
CA State Fire Chief
National Fire Academy - Executive Fire Officer
P.O.S.T. Management Certificate
CA State Chief Fire Officer
Center for Public Safety Excellence (CPSE)
Accreditation Manager - CPSE University
Quality Improvement for the Fire and Emergency Services
Award
I O.O%
2.5%
2.5%
5.0%
2.50%
5.0%
5.0%
5.0%
5.0%
Awards are based on a percentage of base salary and paid on a bi-weekly basis.
Effective July 1, 2025, the maximum cumulative award payable to any employee shall not
exceed 1 0.O% of base salary. To the extent permitted by law, the compensation in this
section is special compensation and shall be reported as educational incentive or Peace
Officer Standard Training (POST) Certificate Pay pursuant to Title 2 California Code of
Regulations, sections 571 and 571.1.
The Human Resources Division and City Manager will review eligible certifications
periodically to ensure compliance with updated POST and/or State regulations and
requirements.
SECTION 12. Effective the payroll that includes July 1, 2024, Division Managers
including Division Managers performing in an acting assignment who have been
employed in a 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) or in a sworn
firefighting position (as defined in Government Code section 3251 or the out-of-state
equivalent for twenty-five (25) years or more shall receive longevity pay of ten percent
(1 0%) of employee's base salary.
Resolution No. 2026-06 Page 10 of 18
Effective the payroll that includes July 1, 2025, Sworn Police Executives and Sworn Police
Division Managers performing in an acting assignment who have been employed in a full-
time equivalent 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) or in a sworn
firefighting position (as defined in Government Code section 3251 or the out-of-state
equivalent for twenty (20) years or more shall receive longevity pay of twelve and one-
half percent (12.5%) of employee's base salary.
The compensation in this section is special compensation and shall be reported as
longevity pay pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.
SECTION 13. Employees including employees who meet the Department/City
established standards and are routinely and consistently assigned to communicate in
Spanish, Vietnamese, American Sign Language (ASL) and any other language approved
by the City Manager shall receive two and one-half percent (2.5%) or five percent (5%)
of the top step base salary and paid on a bi-weekly basis, pursuant to subsections A or B
below. The compensation in this section is special compensation and shall be reported
as bilingual premium pursuant to Title 2 California Code of Regulations, sections 5a71 and
571.1.
A.The following standard of spoken Spanish, Vietnamese, or American Sign
Language is followed for the 2.5% Certification:
1. The applicant has the ability to create with language, recombining and
adapting learned material to express personal meaning and can handle
simple situations and transactions in the course of his/her work such as
explanation of procedures, obtaining personal information, instructions
to victims and onlookers, among others.
2. The applicant is able to maintain simple face-to-face conversations,
asking and answering questions regarding everyday survival on topics
most related to self and immediate work environment; courtesy
requirements, and personal needs during the course of routine calls not
likely to be of a life or death nature.
3. The applicant can be understood with some repetition by a sympathetic
native speaker.
4. The applicant demonstrates mastery of work-related vocabulary
including: time, days of the week, months, family members, parts of the
body, motions and states, greetings, home and community, food and
beverages, alphabet and numbers, vehicles, simple commands,
interrogatory words, etc.
5. Accuracy is required in the present tense and gender distinctions.
Resolution No. 2026-06 Page 11 of 18
6. Core vocabulary of 300-600 words.
B. The 5% Certification requires:
1. Accuracy in present and past tenses.
2. Corevocabularyof600-1200words.
3. Exhibits good pronunciation, stress, and intonation skills as judged by
the ability to be understood with little repetition or confusion by native
speaker.
4. Ability to interview the victim of a crime or accident or other situation
involving a native speaker and conduct simple interrogations and
investigations which could be of a life or death nature.
5. Ability to understand description, narration, main ideas and details on a
variety of topics beyond the immediate situation.
SECTION 14. The City provides uniforms for employees in the classification of
Fire Chief, Police Chief, Assistant Fire Chief and Deputy Police Chief. The City will
continue to replace, repair and maintain uniforms worn in the line of duty. The average
cost ofthe uniforms/uniform allowances are reported as special compensation (for those
employees defined as "classic employees" by the Public Employees' Pension Reform Act
of 2013) for retirement calculation purposes and is currently reported as $17 per pay
period. The parties agree, to the extent permitted by law, this compensation is special
compensation for "Classic Employees" and shall be reported as Uniform Allowance
pursuant to Title 2 California Code of Regulations, section 571.
SECTION 15. The following are the eleven (11 ) designated observed holidays:
New Year's Day - January 1s'
Martin Luther King, Jr - 3rd Monday in January
President's Day - 3rd Monday in February
Memorial Day - Last Monday in May
Juneteenth Day - June 1 9'h
Independence Day - 4fh of July
Labor Day - 1s' Monday in September
Veteran's Day - November 1 jth
Thanksgiving Day - 4'h Thursday in November
Day affer Thanksgiving - Day after the 4'h Thursday in November
Christmas Day - December 25'h
Resolution No. 2026-06 Page 12 of 18
In the event any oaf-the above holidays fall on Saturday, the preceding Friday (or Thursday
if the preceding Friday is a closure day) will be observed. In the event any of the above
holidays fall on Sunday, the following Monday will be observed.
A. In addition to the eleven (11) holidays above, employees receive sixteen (16)
floating holiday hours. Employees may schedule with their supervisor any time
during the year to use the floating holiday hours. At the end of the calendar
year, any remaining holiday hours will be cashed out. Employees hired afier
January 1 sf of each year are eligible for the 16 hours of floating holiday pay on
a pro-rata basis during the calendar year based on the established City holiday
schedule. If an employee separates from the service of the City and has used
or been paid for floating holiday pay in advance of Lincoln's Birthday and/or
California Admission Day, the City will deduct the cash value for the floating
holiday benefits paid, but unearned, from the final paycheck.
B. In order to be eligible for holiday pay for the eleven holidays above, an
employee must either work or be on paid status the day immediately before, or
after the holiday if scheduled.
C. All employees who receive time off for the above listed holidays shall receive
full pay.
Sworn Division Managers (Deputy Police Chief and Assistant Fire Chief) work without
regard 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, sections 571 and 571.1. Effective July 1, 2025, Sworn Division Managers
(Deputy Police Chief and Assistant Fire Chief) will no longer be eligible for holiday pay or
holiday hours. Sworn Division Managers who wish to take holidays off will be required to
utilize personal leave.
SECTION 16. The City shall contribute an amount toward the executive flexible
benefit plan bucket for the payment of premiums for affected employees and dependents
under an IRS Section 125 Benefit Plan based upon the following criteria:
* Full family coverage for the PERS Platinum medical plan (or equivalent PERS
PPO 90/10 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/Executive 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
Resolution No. 2026-06 Page 13 of 18
The flex benefit amount is inclusive of CalPERS statutory minimum amount for each
month. An employee who selects benefits which cost less than the dollars contributed by
the City shall receive the remainder of the flexible benefit contribution in cash. Any
amounts necessary to maintain benefit premiums in excess of the City contribution
specified above shall be borne entirely by the executive employee.
SECTION 17. 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
1-2
3-4
5-9
10-14
15-19
20+
Annual Accrual 40-Hour
92
116
140
164
188
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 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.
Vacation Leave Cash-Out for 2026 and Thereaffer - On or before December 31 of each
calendar year, an employee may make an irrevocable election to cash out up to 212 hours
of vacation leave which will be earned in the following calendar year at the employee's
base rate of pay as follows:
An employee can cash out vacation during any quarter of the following year as long as
on the date(s) chosen for cash out the employee has earned at least the amount of
vacation he/she chooses to cash out. Employees who made an irrevocable election to
cash out vacation (up to a maximum of 212 hours for the year) shall choose to be paid
out during one or more of the following payroll periods:
* Payroll period which includes April 1 st
* Payroll period which includes July 1 st
* Payroll period which includes October 1S'
* Final Payroll period of the calendar year.
Employees will notify the Human Resources Division of which quarter(s) they wish their
cash outs to be paid by the payroll deadlines as set by the Finance Department and
Human Resources Division. Any remaining elected vacation hours that have not been
Resolution No. 2026-06 Page 14 of 18
previously paid out during the year will be paid out on the final payroll period of the
calendar year.
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 18. Employees covered by this resolution shall accrue 3.69 hours of
sick leave per pay period into a Primary Sick Leave Bank. Sworn Fire Division Managers
hired or promoted prior to the pay period including December 2, 2025 shall accrue 4.80
hours of sick leave per pay period. Sworn Police Division Managers hired or promoted
prior to the pay period including December 2, 2025 shall accrue 4.O hours of sick leave
per pay period. Employees may accrue up to 480 hours of sick leave in a Primary Sick
Leave Bank.
When an employee has 480 hours of sick leave in their Primary Sick Leave bank, their
pay period accrual will be distributed in the following manner:
A.At the employee's option, one-half of the benefit will be:
1. Paid as monetary compensation to the employee at the employee's then
current hourly base rate of pay or,
2. Converted into vacation hours. If this option is chosen, the employee
cannot accrue more than the maximum vacation hours as provided in
the vacation hours article of this MOLI.
B.The remaining one-half benefit will be placed in the employee's Secondary
Sick Leave Bank.
If an employee has a Secondary Sick Leave Bank, the first 40 hours of sick leave used
per calendar year must be from this bank. Hours in this bank may also be used in the
event of a verified non-industrial disability which has resulted in an absence from duty of
at least 60 consecutive calendar days. In this event, sick leave in the Secondary Sick
Leave Bank may be used for additional consecutive absences resulting from the disability;
or it may be used to supplement LTD payments (so that the employee receives his/her
full compensation) should the employee qualify for long term disability benefits.
Additionally, an amount of sick leave equal to the hours used from the Primary Bank for
said disability (i.e., if an employee is out for at least 60 days) may be transferred from the
Secondary Bank to the Primary Bank provided that such transfer shall not result in there
being in excess of 480 hours in the Primary Bank.
Resolution No. 2026-06 Page 15 of 18
At the time of separation from the City, (unless terminated for cause) with a minimum of
20 years of continuous service, including/or if separation is by retirement (defined as
having applied for retirement benefits from CalPERS), the employee shall have the option
of:
A. Being paid at his/her then current hourly rate for one-half of the sick leave
accrued in both his/her Primary Sick Leave Bank, and Secondary Sick
Leave Bank and the remaining one-half will be applied towards his or her
service credit, or,
B.The employee can choose to apply all credited time (both Banks) towards
his or her service credit.
SECTION 'l 9. The City shall grant Executive Leave to management personnel not
to exceed forty (40) hours per payroll calendar year. The City Manager may grant up to
an additional sixty (60) hours of Executive Leave each payroll calendar year.
SECTION 20. Pursuant to the Executive Professional Development
Reimbursement Program, the City agrees to reimburse Department Directors up to
$2,300 and Division Managers up to $1,300 per fiscal year for activities, materials,
equipment or fees that will aid in their individual professional development or support
employee wellness, mental and physical health. The intent of this program is to
encourage and recognize executive staff for pursuing educational, professional or
community-oriented activities, enhancing job skills and expertise, and/or purchasing
materials/equipment, which improve the executive's performance and well-being. These
activities, materials, equipment or fees are intended to be beyond what is budgeted for
individuals through the annual budget cycle. The reimbursement options available
include the following:
* Professional memberships, licenses and certificates that are job-related
* Professional conferences that are job-related including fees and other
expenses while attending
* Membership dues in community organizations relevant to the executive's job
assignment
* Purchase of job-related professional journals, periodicals, books or other
written materials which further knowledge or improvement of effectiveness in
performance of duties
* Education fees that exceed the City's annual$l,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,
Resolution No. 2026-06 Page 16 of 18
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.
SECTION 21. The 401(a) deferred compensation plan provides executives with
another tax-deferred savings plan for future financial planning. Except as provided in the
City Manager's Employment Agreement, 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 O.5% per pay
period for those who elect to participate in the 401 (a) plan. Effective January 1, 2026, the
City Manager shall receive a $50,000 annual contribution to the City's 401(a) plan.
Beginning January 1, 2027, the 401(a) annual contribution shall increase by Five
Thousand Dollars ($5,000) per calendar year, subject to the maximum contribution limits
allowed by federal law.
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.
SECTION 22. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2026-06 Page 17 of 18
PASSED AND ADOPTED this 20'h day of January, 2026.
tephens, Mayor
ATTEST:
A"a4,k"'cierx
APPROVE TO FORM:
Ki rly- II Barlow, City Attorney
STATE OF CALIFORNIA )
COUNTY'OFORANGE ) ss
CITY'OFCOSTAMESA )
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. 2026-06 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 20'h day of January, 2026, by the following roll call vote, to wit:
AYES: COUNCIL MEMBERS: GAMEROS, MARR, PETTIS, CHAVEZ, AND STEPHENS.
NOES: COUNCIL MEMBERS: NONE.
ABSENT: COUNCIL MEMBERS: BULEY AND REYNOLDS.
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 21slday of January, 2026.
:4, @"Clerk
Resolution No. 2026-06 Page 18 of 18