HomeMy WebLinkAbout2023-28 - New Job Classifications and Salary ScheduleRESOLUTION NO. 2023-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, ESTABLISHING NEW JOB CLASSIFICATIONS AND 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 March 21, 2023, the City Council adopted Resolution No. 2023-
11, revising the pay ranges for job classifications in the Executive Salary Schedule; and
WHEREAS, on March 21, 2023, the City Council adopted Resolution No. 2023-
14, establishing the classification of and pay ranges for the Deputy City Manager and
Deputy Police Chief and revising the pay ranges for Assistant City Manager; and
WHEREAS, the City Council desires to establish the new job classifications of
Assistant Fire Chief (Operations) and Assistant Fire Chief (Fire Marshal/Community Risk
Reduction) and to establish the pay ranges and benefits for the new job classifications;
and
WHEREAS, the City Council desires to repeal and replace Resolutions No. 2023-
11 and 2023-14 to revise the pay ranges and benefits 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.
Resolution No. 2023-28 Page 1 of 14
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 or March 26, 2023 as
indicated. 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
Grade
Step
Code
1
2
3
4
5
6
7
0075
Assistant City Manager
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
0075
Assistant City Manager
775
$15,866
$16,659
$17,492
$18,367
$19,285
$20,249
$21,261
Monthly
Effective 3126123
$190,392
$199,908
$209,904
$220,404
$231,420
$242,988
$255,132
Annual
$91.53
$96.11
$100.92
$105.96
$111.26
$116.82
$122.66
Hourly
0027
Deputy City Manager
853
$12,686
$13,320
$13,986
$14,685
$15,419
$16,190
$17,000
Monthly
Effective 3126123
$152,232
$159,840
$167,832
$176,220
$185,028
$194,280
$204,000
Annual
$73.19
$76.85
$80.69
$84.72
$88.96
$93.40
$98.08
Hourly
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
775
$10,867
$11,410
$11,980
$12,579
$13,208
$13,868
$14,561
Monthly
Director
$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
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
Resolution No. 2023-28 Page 2 of 14
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
SWORN
DIVISION MANAGERS IN
THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0209
Deputy Police Chief
857
$13,238
$13,900
$14,595
$15,325
$16,091
$16,896
$17,741
Monthly
Effective 3126123
$158,856
$166,800
$175,140
$183,900
$193,092
$202,752
$212,892
Annual
$76.37
$80.19
$84.20
$88.41
$92.83
$97.48
$102.35
Hourly
SECTION 3. The following new job classifications are hereby established:
Assistant Fire Chief (Operations) and Assistant Fire Chief (Fire Marshal/Community Risk
Reduction) effective the pay period including July 1, 2023.
SECTION 4. 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.
APPOINTED AT -WILL EXECUTIVES
Class Class Title Grade
Code 1 2 3
Step
4
5
6
7
0075 Assistant City Manager 775 $16,659
$17,492
$18,367
$19,285
$20,249
$21,261
$22,324
Monthly
$199,908
$209,904
$220,404
$231,420
$242,988
$255,132
$267,888
Annual
$96.11
$100.92
$105.96
$111.26
$116.82
$122.66
$128.79
Hourly
0027 Deputy City Manager 853 $13,320
$13,986
$14,685
$15,419
$16,190
$17,000
$17,850
Monthly
$159,840
$167,832
$176,220
$185,028
$194,280
$204,000
$214,200
Annual
$76.85
$80.69
$84.72
$88.96
$93.40
$98.08
$102.98
Hourly
Resolution No. 2023-28 Page 3 of 14
APPOINTED AT -WILL SWORN DEPARTMENT DIRECTORS
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0223
Fire Chief
793
$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
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
SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0222
Assistant Fire Chief
859
$13,900
$14,595
$15,325
$16,091
$16,896
$17,741
$18,628
Monthly
(Operations)
$166,800
$175,140
$183,900
$193,092
$202,752
$212,892
$223,536
Annual
$80.19
$84.20
$88.41
$92.83
$97.48
$102.35
$107.47
Hourly
0209
Deputy Police Chief
857
$13,900
$14,595
$15,325
$16,091
$16,896
$17,741
$18,628
Monthly
$166,800
$175,140
$183,900
$193,092
$202,752
$212,892
$223,536
Annual
$80.19
$84.20
$88.41
$92.83
$97.48
$102.35
$107.47
Hourly
NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class
Class Title
Grade
Step
Code
1
2
3
4
5
6
7
0224
Assistant Fire Chief
860
$11,750
$12,338
$12,955
$13,603
$14,283
$14,997
$15,747
Monthly
(Fire Marshal /
$141,000
$148,056
$155,460
$163,236
$171,396
$179,964
$188,964
Annual
Community Risk Reduction
$67.79
$71.18
$74.74
$78.48
$82.40
$86.52
$90.85
Hourly
Resolution No. 2023-28 Page 4 of 14
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.
Eff
Eff
Eff
Eff
Eff
Pay Grade 12/19/2021
111/2023
11112024
1/112025
111/2026
Class Code Class Title No. 1
2
3
4
5
0076 City Manager 850 $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. Except as expressly provided in the City Manager's Employment
Agreement, the City Manager shall receive the same benefits as the other Executives.
SECTION 7. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CaIPERS) to provide retirement benefits to eligible City
employees.
7.1 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.
Resolution No. 2023-28 Page 5 of 14
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.
7.2 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. 2023-28 Page 6 of 14
7.3 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 3%@50 formula shall have their cost sharing per
Government Code section 20516(a) reduced by 2% for a net contribution of
three percent (3%).
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:
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.
Resolution No. 2023-28 Page 7 of 14
7.4 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 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 8. 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
Resolution No. 2023-28 Page 8 of 14
City Manager, Deputy 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.
SECTION 9. 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 10. 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 11. Effective the pay period that includes January 1, 2023, Sworn
Executives and Managers 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
P.O.S.T. Management Certificate
CA State Fire Chief
National Fire Academy - Executive Fire Officer
Master's Degree
CA State Chief Fire Officer
Eligible Classification Award
Police Chief
5.0%
Police Chief
2.5%*
Police Chief
2.5%*
Deputy Police Chief
5.0%
Fire Chief
5.0%*
Fire Chief
2.50%
Fire Chief
2.50%
Assistant Fire Chief
5.0%
(Operations)
*Effective 111123 — in lieu of receiving holiday pay
Resolution No. 2023-28 Page 9 of 14
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.
SECTION 12. Effective the pay period including the pay date of January 6, 2023,
Sworn Division Managers who have been employed in a full-time sworn law enforcement
position (as defined by California Penal Code sections 830.1, 830.2, 830.32 and 830.33
or the out-of-state equivalent as determined by the Chief of Police) for twenty-five (25)
years or more (with a maximum of 10 years in such a position outside of the City of Costa
Mesa) shall receive recruitment and retention incentive pay of ten percent (10%).
Effective the pay period including the pay date of January 6, 2023, employees in
Sworn Division Managers who have been employed in a full-time sworn fire classification
(i.e. Firefighter, Fire Engineer, Fire Captain, Battalion Chief or Fire Division Chief) in a
municipal, state or federal fire department or other agency (as determined by the Fire
Chief) for twenty-five (25) years or more (with a maximum of 10 years in such a position
outside of the City of Costa Mesa) shall receive recruitment and retention incentive pay
of ten percent (10%).
SECTION 13. Sworn Division Managers who work without regards to holiday may
elect to use available holiday time for additional time off or they may cash out available
holiday time for pay of 104 hours per calendar year. The irrevocable election must be
made at the beginning of each calendar year. The holiday in lieu pay shall be reported
to CalPERS as compensation earnable pursuant to California Code of Regulations
section 571(a)(5).
SECTION 14. 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:
Resolution No. 2023-28 Page 10 of 14
• 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
• For Department Directors, Long Term Disability premium will be based upon
the top step salary of the highest -salaried Department Director
• For Division Managers, 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 15. 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
Maximum Accrual 40-Hour
1-2
92
184
3-4
116
232
5-9
140
280
10-14
164
320
15-19
188
320
20+
212
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
Resolution No. 2023-28 Page 11 of 14
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 16. 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 17. 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
• Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
Resolution No. 2023-28 Page 12 of 14
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 18. The 401(a) deferred compensation plan provides executives with
another tax -deferred savings plan for future financial planning. Effective August 29, 2021,
Executives and Department Directors covered by the Executive Compensation Plan and
executive salary schedule shall receive a $15,000 annual contribution to the City's 401(a)
plan. Division Managers covered by the Executive Compensation Plan and executive
salary schedule shall receive 0.5% per pay period for those who elect to participate in the
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.
SECTION 19. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2023-28 Page 13 of 14
PASSED AND ADOPTED this 6th day of June, 2023.
ATTEST:
APPROVED AS TO FORM:
,.Q,rIaQQ.
Brenda Green, ty Clerk i berly Barlow, Ci y Attorney
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF COSTA MESA )
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. 2023-28 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 6th day of June, 2023, by the following roll call vote, to wit:
AYES: COUNCIL MEMBERS: CHAVEZ, GAMEROS, MARR, HARLAN, AND STEPHENS.
NOES: COUNCIL MEMBERS: HARPER AND REYNOLDS.
ABSENT: COUNCIL MEMBERS: NONE.
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 71h day of March, 2023.
'&Wou
(k�
Brenda Green, y Clerk
Resolution No. 2023-28 Page 14 of 14