HomeMy WebLinkAbout2022-39 - Confidential Management SalaryRESOLUTION NO. 2022-39
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, REVISING THE PAY RANGES FOR CLASSIFICATIONS IN THE
CONFIDENTIAL MANAGEMENT UNIT
THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY
FINDS, DETERMINES, AND DECLARES AS FOLLOWS:
WHEREAS, on April 18, 2022, the City Council adopted Resolution No. 17-27,
revising the pay ranges for job classifications in the Confidential Management Unit,
effective April 16, 2017; and
WHEREAS, on June 25, 2020, the City Council approved a furlough equivalent to
a five percent reduction in pay to address economic concerns during the COVID-19
Pandemic, a guarantee of no layoffs in Fiscal Year 2020-21, no vacation cash out FY
2020-21, a parity clause for salary and benefit increases made to other groups, other
benefit changes, and a one-time payment equivalent to furlough hours or reduction taken
should the City receive stimulus funds in excess of $40.5 million; and
WHEREAS, on May 4, 2021, the City Council approved to cease the furlough and
provide staff with a one-time reimbursement for the pay reductions due to the furlough;
and
WHEREAS, on March 15, 2022, the City Council approved classification and pay
range changes for various positions in the Confidential Management Unit to address
recruitment and retention challenges; and
WHEREAS, the City Council desires to repeal and replace Resolution Nos. 17-27,
19-31, 19-72, 2020-38, 2021-06, 2021-13 and 2022-17 to revise the pay ranges for the
classifications specified herein; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa
Mesa as follows:
SECTION 1. Employer -Employee Organization Relations Resolution No. 95-63,
as authorized under the California Government Code (Section 3500, et seq.), defines
"Employee, Confidential" as any employee whose normal duties would give the employee
access to decisions or the decision -making processes of the City concerning any matters
relating to employer -employee relations; and said Resolution sets forth the "Policy and
Standards for Determination of Appropriate Units", including the provision that confidential
Resolution No. 2022-39 Page 1 of 8
responsibilities are determining factors in establishing appropriate units. Accordingly,
specific positions have been determined by the City Manager (Employee Relations
Officer) as having access to or preparing confidential materials and/or information and/or
recommendations on behalf of the City in matters relating to employer -employee relations
and are included in this Confidential Employees Unit.
SECTION 2. The following positions of the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective June 19, 2022. The monthly rate of pay may
also be in increments between the monthly minimum and maximum pay step.
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0068
Assistant Finance Director
750
$11,706
$12,291
$12,906
$13,551
$14,229
$14,940
$15,687
Monthly
$140,472
$147,492
$154,872
$162,612
$170,748
$179,280
$188,244
Annual
$67.53
$70.91
$74.46
$78.18
$82.09
$86.19
$90.50
Hourly
0092
Assistant to the City Manager
896
$8,804
$9,244
$9,706
$10,191
$10,701
$11,236
$11,798
Monthly
$105,648
$110,928
$116,472
$122,292
$128,412
$134,832
$141,576
Annual
$50.79
$53.33
$56.00
$58.79
$61.74
$64.82
$68.07
Hourly
0059
Budget and Purchasing Manager
740
$9,576
$10,055
$10,558
$11,086
$11,640
$12,222
$12,833
Monthly
$114,912
$120,660
$126,696
$133,032
$139,680
$146,664
$153,996
Annual
$55.25
$58.01
$60.91
$63.96
$67.15
$70.51
$74.04
Hourly
0023
City Clerk
892
$10,256
$10,769
$11,307
$11,872
$12,466
$13,089
$13,743
Monthly
$123,072
$129,228
$135,684
$142,464
$149,592
$157,068
$164,916
Annual
$59.17
$62.13
$65.23
$68.49
$71.92
$75.51
$79.29
Hourly
0090
Human Resources Manager
748
$10,589
$11,118
$11,674
$12,258
$12,871
$13,515
$14,191
Monthly
$127,068
$133,416
$140,088
$147,096
$154,452
$162,180
$170,292
Annual
$61.09
$64.14
$67.35
$70.72
$74.26
$77.97
$81.87
Hourly
0047
Information Technology Manager
741
$11,131
$11,688
$12,272
$12,886
$13,530
$14,206
$14,916
Monthly
$133,572
$140,256
$147,264
$154,632
$162,360
$170,472
$178,992
Annual
$64.22
$67.43
$70.80
$74.34
$78.06
$81.96
$86.05
Hourly
Resolution No. 2022-39 Page 2 of 8
SECTION 3. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CaIPERS) to provide retirement benefits to eligible City
employees.
3.1 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
§ 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan ("tier
1 "), or the 2% at 60 formula provided for by Government Code § 21353 ("tier
2"
A. Classic Members:
Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit
members will be 12% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing. The total contribution for tier 2
(2% @ 60) unit members will be 10% of compensation earnable, inclusive
of statutory employee contributions and all cost sharing.
B. New Members: Under PEPRA (see section 3.2 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.
3.2 THE CALIFORNIA PUBLIC EMPLOYEES' PENSION REFORM ACT OF 2013
(PEPRA)
As it may from time to time exist, the PEPRA shall in its entirety be given
full force and effect. PEPRA includes, but is not limited to, the provisions described
below:
Members hired on and after January 1, 2013, deemed to be a "new
member" as defined in Government Code § 7522.04, shall individually pay an initial
Member CALPERS contribution rate of 50% of the normal cost rate for the Defined
Benefit Plan in which said "new member" is enrolled, rounded to the nearest
Resolution No. 2022-39 Page 3 of 8
quarter of 1 %, or the current contribution rate of similarly situated employees,
whichever is greater.
Members who are "new members" on and after January 1, 2013, shall be
enrolled in the PEPRA provided for 2% @ 62 retirement formula for miscellaneous
employees (Govt. Code § 7522.20).
Members who are "new members" on and after January 1, 2013, shall have
"final compensation" measured by the highest average annual pensionable
compensation earned by the member during a period of at least 36 consecutive
months (Section 7522.32.), and their retirement benefits shall be calculated based
on "pensionable compensation" (Section 7522.10) rather than "compensation
earnable" (Section 20636).
SECTION 4. 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 5. The City shall contribute an amount toward the flexible benefit plan
bucket for the payment of premiums for affected employees and 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 Dental Indemnity plan
• Full premium payment for Life Insurance
• 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 6. Effective October 15, 2017, employees covered by this resolution
shall accrue vacation leave at the following rates and shall be capped at the following
maximum levels:
Resolution No. 2022-39 Page 4 of 8
Years of Service
Annual Accrual 40-Hour
1-2
92
3-4
116
5-9
140
10-14
164
15-19
188
20+
212
Maximum Accrual 40-Hour
184
232
280
320
320
320
Vacation Leave Cash -Outs — Each fiscal year, employees will have the following
cash -out options: 1) One eighty (80) hour cash -out any time during the fiscal year,
regardless of the employee's maximum accrual and regardless of the employee's
Vacation Leave usage; and, 2) Up to four cash -outs per fiscal year, any time during the
fiscal year (irrespective of quarter), based on a "2 for 1" usage ratio, up to a maximum of
80-hours for each cash out. For example, if an employee uses 10 hours of Vacation
Leave, the employee could cash out up to 20 hours of Vacation Leave; in order for an
employee to cash -out the maximum of 80-hours Vacation Leave, the employee would
need to use 40 hours of Vacation Leave.
All employees who are at the Maximum Accrual Level or who may reach the
Maximum Accrual Level shall utilize the "Cash -Out" and/or "Vacation Leave" options so
as to NOT exceed the Vacation Accrual Ceiling. Other than exceptions granted based
upon City and/or Departmental needs as approved by both the Department Director and
the City Manager there will no other cash -out of Vacation Leave time beyond the
Maximum Accrual rates that have been established.
SECTION 7. Effective December 24, 2017, the City shall grant Executive Leave to
management personnel not to exceed forty (40) hours per year. The City Manager may
grant up to an additional forty (60) hours of Executive Leave.
SECTION 8. Pursuant to the Executive Professional Development Reimbursement
Program, the City agrees to reimburse Division Managers up to $1,000 per fiscal year for
activities, materials, equipment or fees that will aid in their individual professional
Resolution No. 2022-39 Page 5 of 8
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 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 $1,250 tuition reimbursement limit
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
The Department Director and 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. 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
Resolution No. 2022-39 Page 6 of 8
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. The 401(a) deferred compensation plan provides executives with
another tax -deferred savings plan for future financial planning. The City will provide a
0.5% 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 10. Amendments made pertaining to the fringe benefits, City Rules and
Regulations and other employment conditions for employees represented by the Costa
Mesa Division Managers Association shall also apply to "Confidential" unrepresented
management employees unless specifically excluded. Any positions that may qualify to
be part of this unrepresented unit shall be added as part of the process of adoption of
salary schedules after consultation with the bargaining unit and employees.
SECTION 11. If any bargaining unit in the City receives (through the labor
negotiations process) a net base salary or certification/specialty/incentive pay increase
that goes into effect on any date between July 1, 2023 and June 30, 2024, employees in
the Association will receive the same net base salary or certification/specialty/incentive
pay increase on the same effective date as that association. If more than one other
association receives a base salary or certification /specialty/incentive increase (through
the labor negotiations process) on any date between July 1, 2023 and June 30, 2024,
employees in the Association will receive the higher increase provided on the same
effective date.
SECTION 12. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2022-39 Page 7 of 8
PASSED AND ADOPTED this 7th day of June, 202
ATTEST:
Brenda Green, City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
John Stephens, Mayor
APPROVED AS TO FORM:
Kimberly 0a11 Barlow, City Attorney
I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY
that the above and foregoing is the original of Resolution No. 2022-39 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 7th day of June, 2022, by the following roll call vote, to wit:
AYES: COUNCILMEMBERS: CHAVEZ, GAMEROS, HARLAN, HARPER, REYNOLDS,
MARR, AND STEPHENS
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 8th day of June, 2022.
Brenda Green, dity Clerk
Resolution No. 2022-39 Page 8 of 8