HomeMy WebLinkAbout02-50 - Establishing Executive Compensation Plan and Revising Salary ScheduleRESOLUTION NO. 02-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
COSTA MESA, CALIFORNIA, ESTABLISHING THE EXECUTIVE
COMPENSATION PLAN AND REVISING THE EXECUTIVE
SALARY SCHEDULE TO REFLECT CHANGES IN 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 City executives to
objectives and standards of the City Council and City Manager; 2) establish.a system in
which compensation serves as an effective device for promoting better job
performance; 3) foster the identification of an executive employee group and recognize
the distinct character of executive jobs; and, 4) improve the City's ability to attract and
retain outstanding executives.
The Personnel Division will annually conduct a survey of the total 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 that
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
effective April 21, 2002. The monthly rate of pay for individual executives may be
anywhere within the monthly minimum and maximum salary 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.
APPOINTED AT -WILL EXECUTIVES
076 City Manager 840 $10,789
$11,329
Pay
$12,490
$13,115
$13,770
$14,459
Monthly
$129,468
$135,948
Class
$149,880
Grade
1
2
3
4
5
6
7
Code
Class Title
No.
Hourly
082 City Attorney 830 $10,264
$10,778
$11,317
$11,882
$12,477
$13,100
APPOINTED AT -WILL EXECUTIVES
076 City Manager 840 $10,789
$11,329
$11,895
$12,490
$13,115
$13,770
$14,459
Monthly
$129,468
$135,948
$142,740
$149,880
$157,380
$165,240
$173,508
Annual
$62.25
$65.36
$68.63
$72.06
$75.66
$79.44
$83.42
Hourly
082 City Attorney 830 $10,264
$10,778
$11,317
$11,882
$12,477
$13,100
$13,755
Monthly
$123,168
$129,336
$135,804
$142,584
$149,724
$157,200
$165,060
Annual
$59.22
$62.18
$65.29
$68.55
$71.98
$75.58
$79.36
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
069 Finance Director 772 $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.
223 Fire Chief 793 $8,535
$8,961
$9,410
$9,880
$10,374
$10,893
$11,437
Monthly
$102,420
$107,532
$112,920
$118,560
$124,488
$130,716
$137,244
Annual
$49.24
- $51.70
$54.29
$57.00
$59.85
$62.84
$65.99
Hourly
DEPARTMENT DIRECTORS IN THE CLASSIFIED SERVICE
091 Administrative Services 775
Director
155 Development Services 797
Director
207 Police Chief 792
117 Public Services Director 791
$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
$8,707 $9,142 $9,599 $10,079 $10,583 $11,112 $11,668 Monthly
$104,484 $109,704 $115,188 $120,948 $126,996 $133,344 $140,016 Annual
$50.23 1$52.74 $55.38 $58.15 $61.06 $64.11 $67.32 Hourly
$8,492 $8,917 $9,363 $9,831 $10,322 $10,839 $11,380 Monthly
_$101,904 $107,004 $112,356 $117,972 $123,864 $130,068 $136,560 Annual
$48.99 $51.44 $54.02 $56.72 $59.55 $62.53 $65.66 Hourly
$8,450 $8,873 $9,316 $9,782 $10,271 $10,785- $11,324 Monthly
$101,400 $106,476 $111,792 $117,384 . $123,252 $129,420 $135,888 Annual
$48.75 $51.19 $53.75 $56.44 $59.26 $62.22 $65.33 Hourly
DIVISION MANAGERS IN THE CLASSIFIED SERVICE
080
Assistant City Attorney
778
$7,920
$8,316
$8,731
$9,168
$9,626
$10,108
$10,61.3
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
157
Assistant Development
761
$7,276
$7,640
$8,022
$8,423
$8,844
$9,286
$9,750
Monthly
Services Director
$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
068
Assistant Finance
750
$6,887
$7,232
$7,593
$7,973
$8,372
$8,790
$9,230
Monthly
Director
$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
214
Battalion Chief
728
$6,172
$6,480
$6,804
$7,144
$7,502
$7,877
$8,271
Monthly
$74,064
$77,760
$81,648
$85,728
$90,024
$94,524
$99,252
Annual
$35.61
$37.39
$39.26
$41.22
$43.28
$45.44
$47.72
Hourly
059
Budget and Research
740
$6,552
$6,880
$7,224
$7,585
$7,964.
$8,363
$8,781
Monthly
Officer
$78,624
$82,560
$86,688
$91,020
$95,568
$100,356
$105,372
Annual
$37.80
$39.69
$41.68
$43.76
$45.95
$48.25
$50.66
Hourly
142
Building Official
754
$7,026
$7,377
$7,746
$8,134
$8,540
$8,967
$9,416
Monthly
$84,312
$88,524
$92,952
$97,608
$102,480
$107,604
$112,992
Annual
$40.54
$42.56
$44.69
$46.93
$49.27
$51.73
$54.32
Hourly
112
City Engineer
751
$6,922
$7,268
$7,631
$8,013
$8,413
$8,834
$9,276
Monthly
$83,064
$87,216
$91,572
$96,156
$100,956
$106,008
$111,312
Annual
$39.93
$41.93
$44.03
$46.23
$48.54
$50.97
$53.51
Hourly
220
Deputy Fire Chief
771
$7,648
$8,030
$8,432
$8,853
$9,296
$9,761
$10,249
Monthly
$91,776
$96,360
$101,184
$106,236
$111,552
$117,132
$122,988
Annual
$44.12
$46.33
$48.65
$51.08
$53.63
$56.31
$59.13
Hourly
416
Fairview Park Plan
702
$5,421
$5,692
$5,977
$6,275
$6,589
$6,919
$7,265
Monthly
Administrator
$65,052
$68,304
$71,724
$75,300
$79,068
$83,028
$87,180
Annual
$31.28
$32.84
$34.48
$36.21
$38.02
$39.92
$41.91
Hourly
219
Fire Division Chief/Fire
754
$7,026
$7,377
$7,746
$8,134
$8,540
$8,967
$9,416
Monthly
Marshal
$84,312
$88,524
$92,952
$97,608
$102,480
$107,604
$112,992
Annual
$40.54
$42.56
$44.69
$46.93
$49.27
$51.73
$54.32
Hourly
077
Legislative & Public
740
$6,552
$6,880
$7,224
$7,585
$7,964-
$8,363
$8,781
Monthly
Affairs Manager
$78,624
$82,560
$86,688
$91,020
$95,568
$100,356
$105,372
Annual
$37.80
$39.69
$41.68
$43.76
$45.95
$48.25
$50.66
Hourly
451
Maintenance Services
733
$6,327
$6,644
$6,976
$7,325
$7,691
$8,076
$8,479
Monthly
Manager.
$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
047
Management Information
741
$6,585
$6,914
$7,260
$7,623
$8,004
$8,404
$8,825
Monthly
Services Manager
$79,020
$82,968
$87,120
$91,476
$96,048
$100,848
$105,900
Annual
$37.99
$39.89
$41.88
$43.98
$46.18
$48.49
$50.91
Hourly
160
Neighborhood
719
$5,901
$6,196
$6,506
$6,831
$7,172
$7,531
$7,907
Monthly
Improvement Manager
$70,812
$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
$4'5.62
Hourly
415
Parks Project Manager
702
$5,421
$5,692
$5,977
$6,275
$6,589
$6,919
$7,265
Monthly
$65,052
$68,304
$71,724
$75,300
$79,068
$83,028
$87,180
Annual
$31.28
$32.84
$34.48
$36.21
$38.02
$39.92
$41.91
Hourly
098
Personnel Manager
748
$6,819
$7,160
$7,518
$7,894
$8,288
' $8,703
$9,138
Monthly
$81,828
$85,920
$90,216
$94,728
$99,456
$104,436
$109,656
Annual
$39.34
$41.31
$43.37
$45.54
$47.82
' $50.21
$52.72
Hourly
159
Planning and
719
$5,901
$6,196
$6,506
$6,831
$7,172
$7,531
$7,907
Monthly
Redevelopment Manager
$70,812
$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
097
Police Administrative
756
$7,097
$7,451
$7,824
$8,215
$8,626
$9,057
$9,510
Monthly
Services' Commander
$85,164
$89,412
$93,888
$98,580
$103,512
$108,684
$114,120
Annual
$40.94
$42.99
$45.14
$47.40
$49.77
$52.25
$54.87
Hourly
205
Police Captain
756
$7,097
$7,451
$7,824
$8,215
$8,626
$9,057
$9,510
Monthly
$85,164
$89,412
$93,888
$98,580
$103,512
$108,684
$114,120
Annual
$40.94
$42.99 _
$45.14
$47.40
$49.77
$52.25
$54.87
Hourly
118
Project Administration
745
$6,718
$7,054
$7,406
$7,777
$8,165
$8,574
$9,002
Monthly
Manager
$80,616
$84,648
$88,872
$93,324
$97,980
$102,888
$108,024
Annual
$38.76
$40.69
$42.73
$44.87
$47.11
$49.46
$51.94
Hourly
305
Recreation Manager
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
085
Risk Manager
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
083
Senior Deputy
743
$6,651
$6,984
$7,333
$7,699
$8,084
$8,489
$8,913
Monthly
City Attorney
$79,812
$83,808
$87,996
$92,388
$97,008
$101,868
$106,956
Annual
$38.37
$40.29
$42.30
$44.42
$46.64
$48.97
$51.42
Hourly
236
Telecommunications -
741
$6,585
$6,914
$7,260
$7,623
$8,004
$8,404
$8,825
Monthly
Manager
$79,020
$82,968
$87,120
$91,476
$96,048
$100,848
$105,900
Annual
$37.99
$39.89
$41.88
$43.98
$46.18
$48.49
$50.91
Hourly
113
Transportation Services
745
$6,718
$7,054
$7,406
$7,777
$8,165
$8,574
$9,002
Monthly
Manager
$80,616
$84,648
$88,872
$93,324
$97,980
$102,888
$108,024
Annual
$38.76
$40.69
$42.73
$44.87
$47.11
$49.46
$51.94
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. Though the City Manager and City
Attorney will receive labor marketplace salary adjustments, annual performance
evaluations for the positions by the City Council will be conducted in the fall of each
year.
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;
• 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 amounts necessary to maintain benefit premiums in excess of the City
contribution specified above shall be borne entirely by the executive employee.
SECTION 5. Executives in the Police Captain classification are eligible to receive
P.O.S.T. incentive pay upon attaining a Management Certificate from the State of
California Commission on Peace Officer Standards and Training (P.O.S.T.) and ten
years of, sworn police supervisory experience. The Police Chief classification 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 in the annual calculation.
SECTION 6. Off-duty executives in the Battalion Chief classifcation 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
executives in the Battalion Chief classification 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 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. Pursuant to the Executive Professional Development Reimbursement
Program, the City agrees to reimburse Department Directors up to $2,000 and Division
Managers up to $1,000 per fiscal year for activities, materials, equipment or fees that
will aid in their individual professional development. The intent of this program is to
encourage and recognize executive staff for pursuing educational, professional or
community -oriented activities, enhancing job skills and expertise, and/or purchasing
materials/equipment, which improve the executive's performance. These activities,
materials, equipment or fees are intended to be beyond what is budgeted for individuals
through the annual budget cycle. The reimbursement options available include the
following:
• Professional memberships, licenses and certificates which are job-related;
• Professional conferences which are job-related including fees and other
expenses while attending;
• Membership dues in community organizations relevant to the executive's job ,
assignment;
• Purchase of job-related professional journals, periodicals, books or other written
materials which further knowledge or improvement of effectiveness in performance of
duties;
• Education fees that exceed the City's annual $1,000 tuition reimbursement limit;
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29;
• Annual,payments for the Executive Computer Loan Guarantee Program defined
below up to the maximum $2,000 per fiscal year for Department Directors and $1,000
for Division Managers.
The Department Director and Administrative Services Director must approve
participation in the activities and/or purchase of the materials/equipment in advance.
Claims for reimbursement must be accompanied by documentation that an eligible
expense has been incurred during the fiscal year for the executive employee only. Any
portion of the reimbursement amount not incurred within the fiscal year shall remain
City funds unless prior approval has been received by the City Manager. Requests to
carry forward unencumbered amounts to the next fiscal year must receive approval by.
the City Manager prior to the end of the fiscal year. All payments will be in the form of
reimbursement and no
executive employee will
directly
receive cash for this
benefit.
Reimbursements, which
are subject to taxation,
will be
processed through the
payroll
system.
The Finance
Department shall
administer this
program in
accordance to the
stated
purpose and
will provide the
appropriate
forms and
procedures. This
reimbursement program does not prohibit individual departments from continuing to
budget funds for executive staff attendance at professional conferences and seminars,
for the payment of professional membership dues, and/or for the purchase of books,
journals and written materials that are job-related and will enhance an executive's
knowledge or expertise.
SECTION 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 City -approved minimum configuration, the
executive must certify that he/she already owns the remaining components required to
meet the minimum equipment configuration. Equipment purchased under this program
becomes the property of the executive. No more than once a year an executive may
request reimbursement for payments under the Executive Computer Loan Guarantee
Program along with Credit Union verification that the payments have been made by the
employee. Department Directors may request up to $2,000 and Division Managers up
to $1,000 per fiscal year under the Executive Professional Development
Reimbursement Program.
SECTION 10. The 401(a) deferred compensation plan provides executives with
another tax-deferred savings plan for future financial planning. The City will provide a
.5% per pay period employer contribution for any, executive whose management group
elects to participate in the 401(a) plan. The employer contribution will be reflected in
that executive's annual total compensation calculation. However, the City will not
provide an employer contribution to the current 457 deferred compensation plan and
the executive must make all 457 contributions.
SECTION 11. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
PASSED AND ADOPTED this 15th day of July 2002.
Mayor of the City of Costa Mesa
ATTEST:
Depu' City Clerk of the City of Costa Mesa
APPROVED AS TO FORM:
City Attorney/ G,,L
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
I, Julie Folcik, 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. 0.2-50 was duly and regularly passed and adopted by the said City Council at
a regular meeting thereof, held on the 15th day of July, 2002.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the Seal
of the City of Costa Mesa this 161h day of July 2002.
Depu City Clerk ex -officio Clerk of the
City Council of the City of Costa Mesa