HomeMy WebLinkAbout00-35 - Executive Compensation Plan and Salary Ranges for Executive Job ClassificationsRESOLUTION NO. d6 - 3 6—
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF COSTA MESA, CALIFORNIA, ESTABLISHING THE
EXECUTIVE COMPENSATION PLAN AND REVISING
THE SALARY RANGES FOR EXECUTIVE JOB
CLASSIFICATIONS TO REFLECT THE ESTABLISHED
LABOR MARKETPLACE.
THE CITY COUNCIL OF THE CITY OF COSTA MESA DOES HEREBY RESOLVE,
DETERMINE AND ORDER AS FOLLOWS:
SECTION 1. The Costa Mesa City Council hereby establishes the Executive
Compensation Plan to (1) promote maximum commitment by executives to
objectives and standards of the City Council and City Manager; (2) establish a
system in which compensation serves an effective device for promoting better job
performance; (3) foster the identification of an executive group and recognize the
distinct character of executive jobs; and, (4) improve the City's ability to attract
and retain outstanding executives.
The Personnel Division will annually conduct a survey of the compensation
paid to comparable executive positions in the defined labor marketplace using the
most recent information available on April 30 of each year. The elements of total ,
compensation 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 allowances; the value of enhanced
retirement plans greater than the PERS 2%@60 (nonsworn) or PERS .2%@50
(safety) formulas; any other elements prevalent within the marketplace that the
City Manager considers appropriate and which may influence the City's ability to
retain and recruit executive employees or remain competitive.
SECTION 2. The following job classifications are hereby placed under the
Executive Salary Schedule at the salary ranges and monthly rates of pay specified
x
effective May 21, 2000. The monthly rate of pay for individual executives may be
anywhere within the monthly minimum and maximum pay step. In addition, for
non -sworn classifications, the City pays the employees' 7% retirement
contribution to the Public Employees' Retirement System (PERS), and for sworn
classifications, the City pays the employees' 9% retirement contribution to PERS.
076 City Manager
082 City Attorney
069 Finance Director
091 Administrative Services
Director
155 Development Services
Director
APPOINTED AT -WILL EXECUTIVES
811 $9,336 $9,803 $10,293 $10,808 $11,348 $11,916 $12,512 Monthly
$112,032 $117,636 $123,516 $129,696 $136,176 $142,992 $150,144 Annual
$53.86 $56.56 $59.39 $62.35 $65.47 $68.75 $72.18 Hourly
803 $8,971 $9,420 $9,891 $10,385 $10,905 $11,450 $12,022 Monthly
$107,652 $113,040 $118,692 $124,620 $130,860 $137,400 $144,264 Annual
$51.76 $54.35 $57.06 $59.92 $62.91 $66.06 $69.36 Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTOR
744 $6,684 $7,018 $7,369 $7,738 $8,125 $8,531 $8,958 Monthly
$80,208 $84,216 $88,428 $92,856 $97,500 $102,372 $107,496 Annual
$38.56 $40.49 $42.52 $44.64 $46.87 $49.22 $51.68 Hourly
DEPARTMENT DIRECTORS IN THE CLASSIFIED SERVICE
761
778
223 Fire Chief 772
$7,276 $7,640 $8,022 $8,423 $8,844 $9,286 $9,750 Monthly
$87,312 $91,680 $96,264 $101,076 $106,128 $111,432 $117,000 Annual
$41.98
$44.07
Pay
$48.59
$51.02
$53.57
$56.25
Hourly
$7,920
$8,316
Class
$9,168
Grade
1
2
3
4
5
6
7
Code
Class Title
No.
Annual
$45.69
$47.97
$50.37
$52.89
$55.54
$58.31
076 City Manager
082 City Attorney
069 Finance Director
091 Administrative Services
Director
155 Development Services
Director
APPOINTED AT -WILL EXECUTIVES
811 $9,336 $9,803 $10,293 $10,808 $11,348 $11,916 $12,512 Monthly
$112,032 $117,636 $123,516 $129,696 $136,176 $142,992 $150,144 Annual
$53.86 $56.56 $59.39 $62.35 $65.47 $68.75 $72.18 Hourly
803 $8,971 $9,420 $9,891 $10,385 $10,905 $11,450 $12,022 Monthly
$107,652 $113,040 $118,692 $124,620 $130,860 $137,400 $144,264 Annual
$51.76 $54.35 $57.06 $59.92 $62.91 $66.06 $69.36 Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTOR
744 $6,684 $7,018 $7,369 $7,738 $8,125 $8,531 $8,958 Monthly
$80,208 $84,216 $88,428 $92,856 $97,500 $102,372 $107,496 Annual
$38.56 $40.49 $42.52 $44.64 $46.87 $49.22 $51.68 Hourly
DEPARTMENT DIRECTORS IN THE CLASSIFIED SERVICE
761
778
223 Fire Chief 772
$7,276 $7,640 $8,022 $8,423 $8,844 $9,286 $9,750 Monthly
$87,312 $91,680 $96,264 $101,076 $106,128 $111,432 $117,000 Annual
$41.98
$44.07
$46.28
$48.59
$51.02
$53.57
$56.25
Hourly
$7,920
$8,316
$8,731
$9,168
$9,626
$10,108
$10,613
Monthly
$95,040-
$99,792
$104,772
$110,016
$115,512
$121,296
$127,356
Annual
$45.69
$47.97
$50.37
$52.89
$55.54
$58.31
$61.23
Hourly
$7,686
$8,070
$8,474
$8,898
$9,342
$9,810
$10,300
Monthly
$92,232
$96,840
$101,688
$106,776
$112,104
$117,720
$123,600
Annual
$44.34
$46.56
$48.89
$51.33
$53.90
$56.59
$59.42
Hourly
207 Police Chief 775 $7,802
$8,192 $8,602
$9,032
$9,483
$9,957
$10,455
Monthly
$93,624
$98,304 $103,224
$108,384
$113,796
$119,484
$125,460
Annual
$45.01
$47.26 $49.63
$52.11
$54.71
$57.45
$60.32
Hourly
117 Public Services Director/ 769 $7,572
$7,951 $8,348
$8,765
$9,204
$9,664
$10,147
Monthly
City Engineer $90,864
$95,412 $100,176
$105,180
$110,448
$115,968
$121,764
Annual
$43.68
$45.87 $48.16
$50.57
$53.10
$55.75
$58.54
Hourly
DIVISION MANAGERS IN THE CLASSIFIED SERVICE
080
Assistant City Attorney
769
$7,572
$7,951
$8,348
$8,765
$9,204
$9,664
$10,147
Monthly
$90,864
$95,412
$100,176
$105,180
$110,448
$115,968
$121,764
Annual
$43.68
` $45.87
$48.16
$50.57
$53.10
$55.75
$58.54
Hourly
112
Assistant City Engineer
730
$6,233
$6,545
$6,872
$7,216
$7,577
$7,956
$8,353
Monthly
$74,796
$78,540
$82,464
$86,592
$90,924
$95,472
$100,236
Annual
$35.96
$37.76
$39.65
$41.63
$43.71
$45.90
$48.19
Hourly
157
Assistant Development
742
$6,618
$6,949
$7,296
$7,661
$8,044
$8,446
$8,869
Monthly
Services Director
$79,416
$83,388
$87,552
$91,932
$96,528
$101,352
$106,428
Annual
$38.18
$40.09
$42.09
$44.20
$46.41
$48.73
$51.17
Hourly
068
Assistant Finance
733
$6,327
$6,644
$6,976
$7,325
$7,691
$8,076
$8;479
Monthly
Director
$75,924
$79,728
$83,712
$87,900
$92,292
$96,912
$101,748
Annual
$36.50
$38.33
$40.25
$42.26
$44.37
$46.59
$48.92
Hourly
214
Battalion Chief
707
$5,558
$5,836
$6,128
$6,434
$6,756
$7,093
$7,448
Monthly
$66,696
$70,032
$73,536
$77,208
$81,072
$85,116
$89,376
Annual
$32.07
$33.67
$35.35
$37.12
$38.98
$40.92
$42.97
Hourly
059
Budget and Research
723
$6,020
$6,321 ,
$6,637
$6,968
$7,317
$7,683
$8,067
Monthly
Officer
$72,240
$75,852
$79,644
$83,616
$87,804
$92,196
$96,804
Annual
$34.73
$36.47
$38.29
$40.20
$42.21
$44.32
$46.54
Hourly
142
Building Official
738
$6,487
$6,812
$7,152
$7,510
$7,885
$8,280
$8,693
Monthly
$77,844
$81,744
$85,824
$90,120
$94,620
$99,360
$104,316
Annual
$37.43
$39.30
$41.26
$43.33
$45.49
$47.77
$50.16
Hourly
036
Central Services
654
$4,267
$4,480
$4,704
$4,939
$5,186
$5,446
$5,718
Monthly
Manager
$51,204
$53,760
$56,448
$59,268
$62,232
$65,352
$68,616
Annual
$24.62
$25.85
$27.14
$28.50
$29.92
$31.42
$32.99
Hourly
220
Deputy Fire Chief
750
$6,887
$7,232
$7,593
$7,973
$8,372
$8,790
$9,230
Monthly
$82,644
$86,784
$91,116
$95,676
$100,464
$105,480
$110,760
Annual
$39.74
$41.72
$43.81
$46.00
$48.30
$50.71
$53.25
Hourly
077
Executive Assistant to
721
$5,960
$6,258
$6,571
$6,899
$7,244
$7,606
$7,987
Monthly
the City Manager
$71,520
$75,096
$78,852
$82,788
$86,928
$91,272
$95,844
Annual
$34.38
$36.10
$37.91
$39.80
$41.79
$43.88
$46.08
Hourly
219
Fire Division Chief/Fire
732
$6,296
$6,611
$6,941
$7,288
$7,653
$8,035
$8,437
Monthly
Marshal
$75,552
$79,332
$83,292
$87,456
$91,836
$96,420
$101,244
Annual
$36.32
$38.14
$40.05
$42.05
$44.15
$46.36
$48.68
Hourly
451
Maintenance Services
691
$5,132
$5,388
$5,658
$5,940
$6,237
$6,549
$6,877
Monthly
Manager
$61,584
$64,656
$67,896
$71,280
$74,844
$78,588
$82,524
Annual
$29.61
$31.09
$32.64
$34.27
$35.99
$37.79
$39.67
Hourly
047
Management Information
717
$5,842
$6,134
$6,441
$6,763
$7,101
$7,456
$7,829
Monthly
Services Manager
$70,104
$73,608
$77,292
$81,1.56
$85,212
$89,472
$93,948
Annual
$33.71
$35.39
$37.16
$39.02
$40.97
$43.02
$45.17
Hourly
160
Neighborhood
700
$5,367
$5,636
$5,917
$6,213
$6,524
$6,850
$7,193
Monthly
Improvement Manager
$64,404
$67,632
$71,004
$74,556
$78,288
$82,200
$86,316
Annual
$30.97
$32.51
$34.14
$35.85
$37.64
$39.52
$41.50
Hourly
415
Parks Project Manager
691
$5,132
$5,388
$5,658
$5,940
$6,237
$6,549
$6,877
Monthly
$61,584
$64,656
$67,896
$71,280
$74,844
$78,588
$82,524
Annual
$29.61
$31.09
$32.64
$34.27
$35.99
$37.79
$39.67
Hourly
098
Personnel Manager
726
$6,110
$6,416
$6,737
$7,073
$7,427
$7,799
$8,188
Monthly
$73,320
$76,992
$80,844
$84,876
$89,124
$93,588
$98,256
Annual
$35.25
$37.02
$38.87
$40.81
$42.85
$44.99
$47.24
Hourly
159
Planning and
700
$5,367
$5,636
$5,917
$6,213
$6,524
$6,850
$7,193
Monthly
Redevelopment Manager
$64,404
$67,632
$71,004
$74,556
$78,288
$82,200
$86,316
Annual
$30.97
$32.51
$34.14
$35.85
$37.64
$39.52
$41.50
Hourly
097
Police Administrative
733
$6,327
$6,644
$6,976
$7,325
$7,691
$8,076
$8,479
Monthly
Services Commander
$75,924
$79,728
$83,712
$87,900
$92,292
$96,912
$101,748
Annual
$36.50
$38.33
$40.25
$42.26
$44.37
$46.59
$48.92
Hourly
205
Police Captain
733
$6,327
$6,644
$6,976
$7,325
$7,691
$8,076
$8,479
Monthly
$75,924
$79,728
$83,712
$87,900
$92,292
$96,912
$101,748
Annual
$36.50
$38.33
$40.25
$42.26
$44.37
$46.59
$48.92
Hourly
118
Project Administration
722
$5,990
$6,289
$6,604
$6,934
$7,280
$7,644
$8,027
Monthly
Manager
$71,880
$75,468
$79,248
$83,208
$87,360
$91,728
$96,324
Annual
$34.56
$36.28
$38.10
$40.00
$42.00
$44.10
$46.31
Hourly
305
Recreation Manager
719
$5,901
$6,506
$6,831
$7,172
$7,531
$7,907
Monthly
$70,812
'$6,196
$74,352
$78,072
$81,972
$86,064
$90,372
$94,884
Annual
$34.04
$35.75
$37.53
$39.41
$41.38
$43.45
$45.62
Hourly
085
Risk Manager
710
$5,642
$5,924
$6,220
$6,531
$6,857
$7,200
$7,560
Monthly
$67,704
$71,088
$74,640
$78,372
$82,284
$86,400
$90,720
Annual
$32.55
$3418
$35.88
$37.68
$39.56
$41.54
$43.62
Hourly
236
Telecommunications
717
$5,842
$6,134
$6,441
$6,763
$7,101
$7,456
$7,829
Monthly
Manager
$70,104
$73,608
$77,292
$81,156
$85,212
$89,472
$93,948
Annual
$33.71
$35.39
$37.16
$39.02
$40.97
$43.02
$45.17
Hourly
113
Transportation Services
722
$5,990
$6,289
$6,604
$6,934
$7,280
$7,644
$8,027
Monthly
Manager
$71,880
$75,468
$79,248
$83,208
$87,360
$91,728
$96,324
Annual
$34.56
$36.28
$38.10
$40.00
$42.00
$44.10
$46.31
Hourly
SECTION 3. Except for the City Manager -and City Attorney classifications, 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 4. The City shall contribute toward the executive flexible benefit plan
bucket for the payment of premiums for affected employees and their dependents
based upon the following criteria:
• Full family coverage for the PERS Choice medical plan under the California
Public Employees' Retirement System (CALPERS) health insurance programs;
• Full family coverage for the Delta Dental Indemnity plan;
0 Full premium payment for Life Insurance;
• For Department Directors, the Long Term Disability premium and Medicare
credit 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 and Medicare
Credit will be based upon the top step salary of the highest -salaried Division
}
Manager within the classified service.
Any contribution necessary to maintain benefit premiums in excess of the
amounts of the City contribution specified above shall be borne entirely by the
executive employee.
SECTION 5. Police Captains 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 Police Chief is eligible to receive P.O.S.T. incentive
pay upon attaining an Executive Certificate from the State of California
Commission on 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.
SECTION 6. Off-duty Battalion Chiefs who are assigned by the Fire Chief or
Deputy Fire Chief to a twenty-four (24) hour fire suppression work shift to
replace another Battalion Chief who is on sick leave, vacation, bereavement
leave or other approved absence, will receive an amount equivalent to straight
time pay for each hour worked up to a maximum of 80 hours. Monthly staff
meetings will be inclusive of the above 80 -hour maximum but shift exchanges
between two Battalion Chiefs will not qualify for the Shift Replacement Pay.
Pursuant to Section 13(a)(1) of the Fair Labor Standards Act, the City will
continue to determine that Battalion Chiefs are exempt from both the minimum
wage and overtime provisions of the Fair Labor Standards Act.
SECTION 7. Administrative Regulation 2.19 on Executive Leave establishes
the provision of 80 hours of Executive Leave for every executive employee (112
hours for sworn Fire executives). Executives who are regularly assigned as staff
support to the City Council, Planning Commission or 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,
or serve as support to Council committees may also be granted additional
Executive Leave up to forty (40) hours based upon a Department Director
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 (168 hours for sworn Fire executive) annually and, if additional hours
are approved, the hours are subject to the same carry forward limitations detailed
in Administrative Regulation 2.19.
SECTION 8. Effective with the 2000-2001 Fiscal Year, the City agrees to
establish an 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
A
is budgeted for
individuals
through the annual
budget cycle. The
reimbursement options available include the following:
• Professional memberships, licenses and certificates which are job-related;
• Professional conferences which are job-related including fees and other
expenses while attending;
• Membership dues in community organizations;
• Purchase of job-related professional journals, periodicals, books or other written
materials which further knowledge or improvement of effectiveness in performance
of duties;
0 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 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 prior approval by the City Manager. All payments will be in the form of
reimbursement and no employee will directly receive cash for this benefit. The
Personnel Division 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 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 9. 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 loan.
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 equipment components that meet the
A
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 paycheck 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 10. The City will create a 401(a) deferred compensation plan to
provide 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 who 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 11. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
PASSED AND ADOPTED this 15th day of May 2000.
ATTEST:
Deputy Cit lerk of the City of Costa Mesa
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
Mayo the ity of Costa Mesa
I, MARY T. ELLIOTT, Deputy City Clerk and ex -officio Clerk of the City Council
of the City of Costa Mesa, hereby certify that the above and foregoing
Resolution No. - 3 5 was duly and regularly passed and adopted by the said City
Council at a regular meeting thereof, held on the 15th day of May, 2000.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the Seal of
the City of Costa Mesa this 16th day of May, 2000.
62" -
Deputy City CI k and ex -officio Clerk of
the City CoundiLJnf the City of Costa Mesa