HomeMy WebLinkAbout02-85 - Revising Executive Compensation Plan and Salary ScheduleRESOLUTION NO. n2 -RS
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
COSTA MESA, CALIFORNIA, REVISING THE . EXECUTIVE
COMPENSATION PLAN AND 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 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.
The Personnel Division annually conducts 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%Q_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 December 15, 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 $10,915
$11,461
Pay
$12,636
$13,268
$13,931
$14,628
Monthly
$130,980
$137,532
Class
$151,632
Grade
1
2
3
4
5
6
7
Code
Class Title
No.
Hourly
082 City Attorney 830 $10,390
$10,910
$11,456
$12,029
$12,630
$13,261
APPOINTED AT -WILL EXECUTIVES
076 City Manager 840 $10,915
$11,461
$12,034
$12,636
$13,268
$13,931
$14,628
Monthly
$130,980
$137,532
$144,408
$151,632
$159,216
$167,172
$175,536
Annual
$62.97
$66.12
$69.43
$72.90
$76.55
$80.37
$84.39
Hourly
082 City Attorney 830 $10,390
$10,910
$11,456
$12,029
$12,630
$13,261
$13,924
Monthly
$124,680
$130,920
$137,472
$144,348
$151,560
$159,132
$167,088
Annual
$59.94
$62.94
$66.09
$69.40
$72.87
$76.51
$80.33
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
069 Finance Director 772 $7,811 $8,202 $8,612 $9,043 $9,495 $9,970 $10,469 Monthly
$93,732 $98,424 $103,344 $108,516 $113,940 $119,640 $125,628 Annual
$45.06 $47.32 $49.68 $52.17 $54.78 $57.52 $60.40 Hourly
223 Fire Chief 793 $8,661 $9,094 $9,549 $10,026 $10,527 $11,053 $11,606 Monthly
$103,932 $109,128 $114,588 $120,312 $126,324 $132,636 $139,272 Annual
$49.97 $52.47 $55.09 $57.84 $60.73 $63.77 $66.96 Hourly
207 Police Chief 792 $8,618 $9,049 $9,501 $9,976 $10,475 $10,999 $11,549 Monthly
$103,416 $108,588 $114,012 $119,712 $125,700 $131,988 $138,588 Annual
$49.72 $52.21 $54.81 $57.55 $60.43 $63.46 $66.63 Hourly
DEPARTMENT DIRECTORS IN THE CLASSIFIED SERVICE
091 Administrative Services 775
Director
155 Development Services 797
Director
117 Public Services Director 791
$7,928 $8,324 $8,740 $9,177 $9,636 $10,118 $10,624 Monthly
$95,136 $99,888 $104,880 $110,124 $115,632 $121,416 $127,488 Annual
$45.74 $48.02 $50.42 . $52.94 $55.59 $58.37 $61.29 Hourly
$8,832 $9,274 $9,738 $10,225 $10,736 $11,273 $11,837 Monthly .
$105,984 $111,288 $116,856 $122,700 $128,832 $135,276 $142,044 Annual
$50.95 $53.50 $56.18 $58.99 $61.94 $65.04 $68.29 Hourly
$8,577 $9,006 $9,456 $9,929 $10,425 $10,946 $11,493 Monthly
$102,924 $108,072 $113,472 $119,148 $125,100 $131,352 $137,916 Annual
$49.48 $51.96 $54.55 $57.28 $60.14 $63.15 $66.31 Hourly
DIVISION MANAGERS IN THE CLASSIFIED SERVICE
080
Assistant City Attorney
778
$8,033
$8,435
$8,857
$9,300
$9,765
$10,253
$10,766
Monthly
$96,396
$101,220
$106,284
$111,600
$117,180
$123,036
$129,192
Annual
$46.34
$48.66
$51.10
$53.65
$56.34"
$59.15
'$62.11
Hourly
157
Assistant Development
761
$7,390
$7,759
$8,147
$8,554
$8,982
$9,431
$9,903
Monthly
Services Director
$88,680_
$93,108
$97,764
$102,648
$107,784
$113,172
$118,836
Annual
$42.63
$44.76
$47.00
$49.35
$51.82
$54.41
$57.13
Hourly
068
Assistant Finance
750
$7,001
$7,351
$7,719
$8,105
$8,510
$8,936
$9,383
Monthly
Director
$84,012
$88,212
$92,628
$97,260
$102,120
$107,232
$112,596
Annual
$40.39
$42.41
$44.53
$46.76
$49.10
$51.55
$54.13
Hourly
214
Battalion Chief
728
$6,286
$6,600
$6,930
$7,277
$7,641
$8,023
$8,424
Monthly
$75,432
$79,200
$83,160
$87,324
$91,692
$96,276
$101,088
Annual
$36.27
$38.08
$39.98
$41.98
$44.08
$46.29
$48.60
Hourly
059
Budget and Research
740
$6,667
$7,000
$7,350
$7,718
$8,104
$8,509
$8,934
Monthly
Officer
$80,004
$84,000
$88,200
$92,616
$97,248
$102,108
$107,208
Annual
$38.46
$40.38
$42.40
$44.53
$46.75
$49.09
$51.54
Hourly
142
Building Official
754
$7,140
$7,497
$7,872
$8,266
$8,679
$9,113
$9,569
Monthly
$85,680
$89,964
$94,464
$99,192
$104,148
$109,356
$114,828
Annual
$41.19
$43.25
$45.42
$47.69
$50.07
$52.58
$55.21
Hourly
112
City Engineer
751
$7,036
$7,388
$7,757
$8,145
$8,552
$8,980
$9,429
Monthly
$84,432
$88,656
$93,084
$97,740
$102,624
$107,760
$113,148
Annual
$40.59
$42.62
$44.75
$46.99
$49.34
$51.81
$54.40
Hourly
220
Deputy Fire Chief
771
$7,762
$8,150
$8,558
$8,986
$9,435
$9,907
$10,402
Monthly
$93,144'
$97,800
$102,696
$107,832
$113,220
$118,884
$124,824
Annual
$44.78
$47.02
$49.37
$51.84
$54.43
$57.16
$60.01
Hourly
416
Fairview Park Plan
102
$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
$36.20
$38.01
$39.92
$41.91
Hourly
219
Fire Division Chief/Fire
754
$7,140
$7,497
$7,872
$8,266
$8,679
$9,113
$9,569
Monthly
Marshal
$85,680
$89,964
$94,464
$99,192
$104,148
$109,356
$114,828
Annual
$41.19
$43.25
$45.42
$47.69
$50.07
$52.58
$55.21
Hourly
077
Legislative & Public
740
$6,667
$7,000
$7,350
$7,718
$8,104
$8,509
$8,934
Monthly
Affairs Manager
$80,004
$84,000
$88,200
$92,616
$97,248
$102,108
$107,208
Annual
$38.46
$40.38
$42.40
$44.53
$46.75
$49.09
$51.54
Hourly
451
Maintenance Services
733
$6,442
$6,764
$7,102
$7,457
$7,830
$8,221
$8,632
Monthly
Manager
$77,304
$81,168
$85,224
$89,484
$93,960
$98,652
$103,584
Annual
$37.17
$39.02
$40.97
$43.02
$45.17
$47.43
$49.80
Hourly
047
Management Information
741
$6,699
$7,034
$7,386
$7,755
$8,143
$8,550
$8,978
Monthly
Services Manager
$80,388
$84,408
$88,632
$93,060
$97,716
$102,600
$107,736
Annual
$38.65
$40.58
$42.61
$44.74
$46.98
$49.33
$51.80
Hourly
160
Neighborhood
719
$6,013
$6,314
$6,630
$6,962
$7,310
$7,676
$8,060
Monthly
Improvement Manager
$72,156
$75,768
$79,560
$83,544
$87,720
$92,112
$96,720
Annual
$34.69
$36.43
$38.25
$40.17
$42.17
$44.28
$46.50
Hourly
415
Parks Project Manager
702
$5,536
$5,813
$6,104
$6,409
$6,729
$7,065
$7,418
Monthly
$66,432
$69,756
$73,248
$76,908
$80,748
$84,780
$89,016
Annual
$31.94
$33.54
$35.22
$36.98
$38.82
$40.76
$42.80
Hourly
098
Personnel Manager
748
$6,934
$7,281
$7,645
$8,027
$8,428
$8,849
$9,291
Monthly
$83,208
$87,372
$91,740
$96,324
$101,136
$106,188
$111,492
Annual
$40.00
$42.01
$44.11
$46.31
$48.62
$51.05
$53.60
Hourly
159
Planning and
719
$6,013
$6,314
$6,630
$6,962
$7,310
$7,676
$8,060
Monthly
Redevelopment Manager
$72,156
$75,768
$79,560
$83;544
$87,720
$92,112
$96,720
Annual
$34.69
$36.43
''`'$38.25
$40.17
$42.17
$44.28
$46.50
Hourly
097
Police Administrative
756
$7,210
$7,571
$7,950
. $8,348
$8,765
$9,203
$9,663
Monthly
Services Commander
$86,520
$90,852
$95,400
$100,176
$105,180
$110,436
$115,956
Annual
$41.60
$43.68
$45.87
$48.16
$50.57
$53.09
$55.75
Hourly
205
Police Captain,
756
$7,210
$7,571
$7,950
$8,348
$8,765
$9,203
$9,663
Monthly
$86,520
$90,852
$95,400
$100,176
$105,180
$110,436
$115,956
Annual ;
$41:60
$43.68
$45.87
$48.16
$50.57
$53.09
$55.75
Hourly
118
Project Administration
745
$6,831
$7,173
$7,532
$7,909
$8,304
$8,719
$9,155
Monthly
Manager
$81,972
$86,076
$90,384
$94,908
$99,648
$104,628
$109,860
Annual
$39.41
$41.38
$43.45
$45.63
$47.91
$50.30
$52.82
Hourly
305
Recreation Manager
733
$6,442
$6,764
$7,102
$7,457
$7,830
$8,221
$8,632
Monthly
$77,304
$81,168
$85,224
$89,484
$93,960
$98,652
$103,584
Annual
$37.17
$39.02
$40.97
$43.02
$45.17
$47.43
$49.80
Hourly
085 Risk Manager 738
$6,601
$6,931
$7,278
$7,642
$8,024
$8,425
$8,846
Monthly
$79,212
$83,172
$87,336
$91,704
$96,288
$101,100
$106,152
Annual
$38.08
$39.99
$41.99
$44.09
$46.29
$48.61
$51.03
Hourly
083 Senior Deputy 743
$6,765
$7,103
$7,458
$7,831
$8,223
$8,634
$9,066
Monthly
City Attorney
$81,180
$85,236
$89,496
$93,972
$98,676K
$103,608
$108,792
Annual
$39.03
$40.98
$43.03
$45.18
$47.44
$49.81
$52.30
Hourly
236 Telecommunications 741
$6,699
$7,034
$7,386
$7,755
$8,143
$8,550
$8,978
Monthly
Manager
$80,388_
$84,408
$88,632
$93,060
$97,716
$102,600
$107,736
Annual
$38.65
$40.58
$42.61
$44.74
$46.98
$49.33
$51.80
Hourly
113 Transportation Services 745
$6,831
$7,173
$7,532
$7,909
$8,304
$8,719
$9,155
Monthly
Manager
$81,972
$86,076
$90,384
$94,908
$99,648
$104,628
$109,860
Annual
$39.41
$41.38
$43.45
$45.63
$47.91
$50.30
$52.82
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 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 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 classification 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 2nd day of December 2002.
ATTEST:
Deputy ity Clerk of the City of Costa Mesa
APPROVED AS TO FORM
ayor of the City of Costa Mesa
i
/"ity Attorney
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. 02-85 as duly and regularly passed and adopted by
the said City Council at a regular meeting thereof, held on the 2nd day of December,
2002, by the following roll call vote:
AYES: Robinson, Steel, Cowan, Mansoor, Monahan
NOES: None
ABSENT: None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the Seal of
the City of Costa Mesa this 3rd day of December, 2002.
Deput City Clerk and ex -officio Clerk of
the City Council of the City of Costa Mesa