HomeMy WebLinkAbout17-27 - Revising Compensation for Confidential Management Unit (4-16-17)RESOLUTION NO. 17-27
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, REVISING THE COMPENSATION PLAN AND SALARY SCHEDULE
FOR JOB CLASSIFICATIONS WITHIN THE CONFIDENTIAL MANAGEMENT UNIT.
The City Council of the City of Costa Mesa does hereby resolve, determine and
order 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 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 Management Unit.
SECTION 2. The following job classifications are hereby revised to reflect the
salary ranges and monthly rates of pay specified, effective the pay period beginning
April 16, 2017. The rate of pay for individual classifications may be anywhere within the
monthly minimum and maximum salary steps.
Class
Title
Grade
Step
Code
1
2
3
4
5
6
7
0068
Assistant Finance
750
$9,881
$10,375
$10,894
$11,439
$12,011
$12,612
$13,243
Monthly
Director
$118,572
$124,500
$130,728
$137,268
$144,132
$151,344
$158,916
Annual
$57.01
$59.86
$62.85
$65.99
$69.29
$72.76
$76.40
Hourly
0023
City Clerk
892
$8,724
$9,160
$9,618
$10,099
$10,604
$11,134
$11,691
Monthly
$104,688
$109,920
$115,416
$121,188
$127,248
$133,608
$140,292
Annual
$50.33
$52.85
$55.49
$58.26
$61.18
$64.23
$67.45
Hour
0090
Human Resources
748
$10,382
$10,901
$11,446
$12,018
$12,619
$13,250
$13,913
Monthly
Manager
$124,584
$130,812
$137,352
$144,216
$151,428
$159,000
$166,956
Annual
$59.90
$62.89
$66.03
$69.33
$72.80
$76.44
$80.27
Hourly
Resolution No. 17-27 Page 1 of 6
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 CaIPERS - 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 CaIPERS 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 CALIPERS 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 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
Resolution No. 17-27 Page 2 of 6
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:
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
Resolution No. 17-27 Page 3 of 6
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 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 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
Resolution No. 17-27 Page 4 of 6
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. 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. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
PASSED AND ADOPTED this 18th day of April, 2017.
Resolution No. 17-27 Page 5 of 6
ATTEST:
odff o Q
Brenda Green, City Jerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
APPROVED AS TO FORM:
Thomas Duarte, City Attorney
1`
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. 17-27 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 18th day of April, 2017, by the following roll call vote, to wit:
AYES: COUNCIL MEMBERS: Stephens, Genis, Foley
NOES: COUNCIL MEMBERS: Mansoor, Righeimer
ABSENT: COUNCIL MEMBERS: None
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 1 gth day of April, 2017.
Brenda GreerV City Clerk
Resolution No. 17-27 Page 6 of 6