HomeMy WebLinkAbout2023-11 - Executive Salary ScheduleRESOLUTION NO. 2023-11
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, REVISING THE EXECUTIVE COMPENSATION PLAN AND
EXECUTIVE SALARY SCHEDULE.
THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY
FINDS, DETERMINES, AND DECLARES AS FOLLOWS:
WHEREAS, on June 7, 2022 the City Council adopted Resolution No. 2022-40,
revising the pay ranges for job classifications in the Executive Salary Schedule effective
June 19, 2022; and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2022-40 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. The Costa Mesa City Council previously 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.
SECTION 2. The following job classifications, placed under the Executive Salary
Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay
specified, effective the pay period including January 1, 2023. The rate of pay for individual
executives may be anywhere within the monthly minimum and maximum salary steps.
APPOINTED AT -WILL EXECUTIVES
Class Class Title
Code
0075 Assistant City Manager
APPOINTED AT -WILL EXECUTIVES
Grade
Step
1
2
3
4
5
6
7
810 $13,782
$14,471
$15,195
$15,955
$16,753
$17,591
$18,471 Monthly
$165,384
$173,652
$182,340
$191,460
$201,036
$211,092
$221,652 Annual
$79.51
$83.49
$87.66
$92.05
$96.65
$101.49
$106.56 Hourly
Resolution No. 2023-11 Page 1 of 12
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0223
Fire Chief
793
$15,527
$16,303
$17,118
$17,974
$18,873
$19,817
$20,808
Monthly
$186,324
$195,636
$205,416
$215,688
$226,476
$237,804
$249,696
Annual
$89.58
$94.06
$98.76
$103.70
$108.88
$114.33
$120.05
Hourly
0207
Police Chief
792
$15,527
$16,303
$17,118
$17,974
$18,873
$19,817
$20,808
Monthly
$186,324
$195,636
$205,416
$215,688
$226,476
$237,804
$249,696
Annual
$89.58
$94.06
$98.76
$103.70
$108.88
$114.33
$120.05
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0091
Administrative Services Director
775
$10,867
$11,410
$11,980
$12,579
$13,208
$13,868
$14,561
Monthly
$130,404
$136,920
$143,760
$150,948
$158,496
$166,416
$174,732
Annual
$62.69
$65.83
$69.12
$72.57
$76.20
$80.01
$84.01
Hourly
0080
Economic and Development
850
$13,767
$14,455
$15,178
$15,937
$16,734
$17,571
$18,450
Monthly
Development Services Director
$165,204
$173,460
$182,136
$191,244
$200,808
$210,852
$221,400
Annual
$79.43
$83.39
$87.57
$91.94
$96.54
$101.37
$106.44
Hourly
0069
Finance Director
772
$13,790
$14,480
$15,204
$15,964
$16,762
$17,600
$18,480
Monthly
$165,480
$173,760
$182,448
$191,568
$201,144
$211,200
$221,760
Annual
$79.56
$83.54
$87.72
$92.10
$96.70
$101.54
$106.62
Hourly
0049
Information Technology
851
$13,056
$13,709
$14,394
$15,114
$15,870
$16,664
$17,497
Monthly
Director
$156,672
$164,508
$172,728
$181,368
$190,440
$199,968
$209,964
Annual
$75.32
$79.09
$83.04
$87.20
$91.56
$96.14
$100.94
Hourly
0306
Parks and Community
735
$11,584
$12,163
$12,771
$13,410
$14,080
$14,784
$15,523
Monthly
Services Director
$139,008
$145,956
$153,252
$160,920
$168,960
$177,408
$186,276
Annual
$66.83
$70.17
$73.68
$77.37
$81.23
$85.29
$89.56
Hourly
0117
Public Works Director
791
$13,767
$14,455
$15,178
$15,937
$16,734
$17,571
$18,450
Monthly
$165,204
$173,460
$182,136
$191,244
$200,808
$210,852
$221,400
Annual
$79.43
$83.39
$87.57
$91.94
$96.54
$101.37
$106.44
Hourly
SECTION 3. The following job classifications, placed under the Executive Salary
Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay
specified, effective the pay period including July 1, 2023. The rate of pay for individual
executives may be anywhere within the monthly minimum and maximum salary steps.
Resolution No. 2023-11 Page 2 of 12
APPOINTED AT -WILL EXECUTIVES
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0075
Assistant City Manager
810
$14,471
$15,195
$15,955
$16,753
$17,591
$18,471
$19,395
Monthly
$173,652
$182,340
$191,460
$201,036
$211,092
$221,652
$232,740
Annual
$83.49
$87.66
$92.05
$96.65
$101.49
$106.56
$111.89
Hourly
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
0223
Fire Chief
793
$16,303
$17,118
$17,974
$18,873
$19,817
$20,808
_7
$21,848
Monthly
$195,636
$205,416
$215,688
$226,476
$237,804
$249,696
$262,176
Annual
$94.06
$98.76
$103.70
$108.88
$114.33
$120.05
$126.05
Hourly
0207
Police Chief
792
$16,303
$17,118
$17,974
$18,873
$19,817
$20,808
$21,848
Monthly
$195,636
$205,416
$215,688
$226,476
$237,804
$249,696
$262,176
Annual
$94.06
$98.76
$103.70
$108.88
$114.33
$120.05
$126.05
Hourly
APPOINTED AT -WILL DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0091
Administrative Services Director
775
$11,410
$11,980
$12,579
$13,208
$13,868
$14,561
$15,289
Monthly
$136,920
$143,760
$150,948
$158,496
$166,416
$174,732
$183,468
Annual
$65.83
$69.12
$72.57
$76.20
$80.01
$84.01
$88.21
Hourly
0080
Economic and Development
850
$14,455
$15,178
$15,937
$16,734
$17,571
$18,450
$19,373
Monthly
Development Services Director
$173,460
$182,136
$191,244
$200,808
$210,852
$221,400
$232,476
Annual
$83.39
$87.57
$91.94
$96.54
$101.37
$106.44
$111.77
Hourly
0069
Finance Director
772
$14,480
$15,204
$15,964
$16,762
$17,600
$18,480
$19,404
Monthly
$173,760
$182,448
$191,568
$201,144
$211,200
$221,760
$232,848
Annual
$83.54
$87.72
$92.10
$96.70
$101.54
$106.62
$111.95
Hourly
0049
Information Technology
851
$13,709
$14,394
$15,114
$15,870
$16,664
$17,497
$18,372
Monthly
Director
$164,508
$172,728
$181,368
$190,440
$199,968
$209,964
$220,464
Annual
$79.09
$83.04
$87.20
$91.56
$96.14
$100.94
$105.99
Hourly
0306
Parks and Community
735
$12,163
$12,771
$13,410
$14,080
$14,784
$15,523
$16,299
Monthly
Services Director
$145,956
$153,252
$160,920
$168,960
$177,408
$186,276
$195,588
Annual
$70.17
$73.68
$77.37
$81.23
$85.29
$89.56
$94.03
Hourly
0117
Public Works Director
791
$14,455
$15,178
$15,937
$16,734
$17,571
$18,450
$19,373
Monthly
$173,460
$182,136
$191,244
$200,808
$210,852
$221,400
$232,476
Annual
$83.39
$87.57
$91.94
$96.54
$101.37
$106.44
$111.77
Hourly
Resolution No. 2023-11 Page 3 of 12
SECTION 4. Except as expressly provided in the City Manager's Employment
Agreement, the City Manager shall receive the same benefits as the other Executives.
SECTION 5. Effective the payroll period that includes January 1 of each year
commencing on January 1, 2023, the City Manager is eligible to move to the next step in
the salary range which equates to a three percent (3%) base salary increase, pursuant to
the terms of her Employment Agreement
Class Code Class Title
0076 City Manager
Pay Grade
No. _
850
Eff Eff Eff Eff Eff
1211912021 11112023 11112024 1 /112025 1 /112026
1 2 3 4 5
$25,000 $25,750 $26,523 $27,318 $28,138 Monthly
$300,000 $309,000 $318,270 $327,818 $337,656 Annual
$144.23 $148.56 $153.01 $157.60 $162.33 Hourly
SECTION 6. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CalPERS) to provide retirement benefits to eligible City
employees.
6.1 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.
Resolution No. 2023-11 Page 4 of 12
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2.5%@55 formula shall have their cost sharing
per Government Code section 20516(a) reduced by 1.469% for a net
contribution of one percent (1 %) and cost sharing pursuant to 20516(f) will
be reduced from 1.531 % to 0%.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2%@60 formula shall have their cost sharing per
Government Code section 20516(f) reduced by 1 % for a net contribution of
two percent (2%).
B. New Members: Under PEPRA (see section 3.4 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.
6.2 CalPERS - Safety Police 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 the CalPERS retirement plan provided for by Government Code §
21362.2, and commonly referred to as the 3% at age 50 retirement plan ("tier 1 ").
A. Classic Members:
Effective April 16, 2017, the total contribution for tier 1 (3% @ 50) unit
members will be 12% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing.
B. New Members: Under PEPRA (see section 3.4 below):
Effective April 16, 2017, the total contribution for PEPRA tier 2 (2.7% @ 57)
unit members will be 9% of pensionable compensation, inclusive of
statutory employee contributions and cost sharing.
Resolution No. 2023-11 Page 5 of 12
6.3 CalPERS — Safety Fire 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
§ 21362.2, and commonly referred to as the 3% at age 50 retirement plan ("tier 1 ")
or the 2% at 50 formula provided for by Government Code § 21362 ("tier 2").
A. Classic Members:
Effective June 21, 2020, the total contribution for tier 1 (3% @ 50) unit
members will be 15% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing. The total contribution for tier
2 (2% @ 50) unit members will be 15% of compensation earnable, inclusive
of statutory employee contributions and all cost sharing.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2%@50 formula shall have their cost sharing per
Government Code section 20516(f) reduced by 2% for a net contribution of
three percent (3%).
B. New Members: Under PEPRA (see section 3.4 below):
Upon adoption of this resolution by the City Council, the total contribution
for PEPRA tier 3 (2.7% @ 57) will be 9% of pensionable compensation,
inclusive of statutory employee contributions and cost sharing.
6.4 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
Resolution No. 2023-11 Page 6 of 12
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 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), or 2.7% @ 57 for safety employees (Govt.
Code § 7522.25(d)).
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 7. The following classifications shall be provided with a City vehicle or
monthly automobile allowance:
Assigned City Vehicle: Fire Chief, Police Chief
Assigned City Vehicle or up to $650 Monthly Automobile Allowance, except as
expressly provided in the City Manager's Employment Agreement: City Manager
$575 Monthly Automobile Allowance: Administrative Services Director, Assistant
City Manager, Economic and Development Services Director, Finance Director,
Information Technology Director, Parks and Community Services Director, Public
Works Director
In all situations, the City Manager has the sole discretion to grant, modify or deny
use of a City vehicle or grant an allowance for employees covered by this resolution.
Resolution No. 2023-11 Page 7 of 12
SECTION 8. 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 9. With exception of the City Manager, 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 may receive labor marketplace
salary adjustments, annual performance evaluations for this position will be conducted in
the fall of each year by the City Council.
SECTION 10. The Fire Chief and Police Chief are eligible to participate in the
Management Certification/Education Program based upon the following achievements
and criteria:
Certification/ Degree
P.O.S.T. Executive Certificate
FBI Academy
Command College
National Fire Academy - Executive Fire Officer
Master's Degree
"Effective 111123 — in lieu of receiving holiday pay
Eligible Classification Award
Police Chief
5.0%
Police Chief
2.5%*
Police Chief
2.5%*
Fire Chief
2.50%
Fire Chief
2.50%
Awards are based on a percentage of base salary. The maximum cumulative
award payable to any employee shall not exceed 10.0% of base salary. These awards
shall be reported to PERS as "compensation earnable" and will be included as an element
of total compensation in the annual calculation.
An award may be granted, rejected or removed at any time. The City Manager
may review and update this program on a periodic basis to ensure its vitality and
relevance.
Resolution No. 2023-11 Page 8 of 12
SECTION 11. The City shall contribute an amount toward the executive 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 Platinum 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 Department Director 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 12. 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
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
Resolution No. 2023-11 Page 9 of 12
I.
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 the City Manager, there will no
other cash -out of Vacation Leave time beyond the Maximum Accrual rates that have been
established.
SECTION 13. 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 sixty (60) hours of Executive Leave.
SECTION 14. Pursuant to the Executive Professional Development
Reimbursement Program, the City agrees to reimburse Department Directors up to
$2,000 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
Resolution No. 2023-11 Page 10 of 12
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
The 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 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 15. The 401(a) deferred compensation plan provides executives with
another tax -deferred savings plan for future financial planning. Effective August 29, 2021,
employees covered by the Executive Compensation Plan and executive salary schedule
shall receive a $15,000 annual contribution to the City's 401(a) plan. Except as provided
in the City Manager's Employment Agreement, executives must make any and all 457
deferred compensation contributions. The City shall contribute to City Manager's 457
account the maximum annual contribution permitted, including applicable catch-up
provisions. The City will also calculate a contribution to a defined contribution plan for the
Fire Chief in an amount to be determined by an actuarial valuation performed by a
professional actuary.
Resolution No. 2023-11 Page 11 of 12
SECTION 16. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
PASSED AND ADOPTED this 21st day of March, 2023.
ATTEST:
Brenda Green, tity Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
JohV`S-tephens, Mayor
APPROVED AS TO FORM:
Ki berly II 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. 2023-11 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 21 st day of March, 2023, by the following roll call vote, to wit:
AYES: COUNCIL MEMBERS: CHAVEZ, GAMEROS, HARPER, MARR, REYNOLDS,
HARLAN, AND STEPHENS.
NOES: COUNCIL MEMBERS: NONE.
ABSENT: COUNCIL MEMBERS: NONE.
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 22"d day of March, 2023.
Brenda Green, ity Clerk
Resolution No. 2023-11 Page 12 of 12