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Unrepresented EM Classifications <br />No. <br />Effective Date <br />Assistant City Manager (EM) <br />EM -39 <br />01/01/2015 <br />Deputy City Manager (EM) <br />EM -41 <br />01/01/2015 <br />Police Chief (EM) <br />EM -47 <br />01/01/2015 <br />Executive Director of Community Development (EM) <br />EM -33 <br />01/01/2015 <br />Executive Director of Finance and Management <br />Services (EM) <br />EM -37 <br />01/01/2015 <br />Executive Director of Parks, Recreation and <br />Community Services (EM) <br />EM -37 <br />01/01/2015 <br />Executive Director of Personnel Services (EM) <br />EM -33 <br />01/01/2015 <br />Executive Director of Planning and Building Safety (EM) <br />EM -42 <br />01/01/2015 <br />Executive Director of Public Works (EM) <br />EM -38 <br />01/01/2015 <br />Special Assistant to the City Manager (EM) <br />EM -37 <br />01/01/2015 <br />The unrepresented Executive Management (EM) salary schedule contains numerous <br />salary rate ranges, each range comprised of fifteen (15) separate rates of pay shown in <br />monthly amounts. The rate ranges are identified by a two -digit number preceded by the <br />capital letters "EM" for Executive Management. The - separate rates of pay or steps <br />within each salary rate range are identified by the numbers "1" through "15" inclusive, <br />with Step 1" being the lowest or minimum rate of the range, Step "8" the middle or <br />midpoint rate of the range, and Step "15" being the highest or maximum rate. <br />Terminal Classifications. The capitalized letter "T" shown within parenthesis [i.e., (T)] <br />next to a classification title signifies a position classification that has been designated as <br />"terminal" by formal City Council action and, as such, will be deleted from this <br />classification and compensation plan for unrepresented Executive Management (EM) <br />classifications of employment when vacated by its last remaining incumbent. No new <br />appointment may be made to a classification that has been designated as terminal. <br />Section 2. Special Pay Additives and Additional Compensation Provisions. <br />Bilingual Skill Pa v. Qualified employees who are assigned to positions involving the <br />regular and frequent use of bilingual skill in both English and either Spanish, <br />Vietnamese or any other language designated by the City Manager will be paid in the <br />highest amount as available to represented management employees. Incumbents of <br />positions where bilingual proficiency is essential to the performance of duties and <br />responsibilities of a critical and /or emergency nature, or of positions where bilingual <br />public contact is a major, essential or integral element of the work being performed, will <br />be paid in the highest amount as available to represented management employees. <br />Section 3. Administration and Applicability of the Compensation Plan <br />A. Unless specified otherwise herein, unrepresented Executive Management (EM) <br />employees will be subject to the same changes in compensation plan provisions, <br />including but not limited to, sick leave maximum accrual; bereavement leave; holidays; <br />longevity vacation cash out; health and dental Insurance; access to participation in the <br />City's Vision Plan; retirement; Retirement Health Savings Plan; and work week <br />Resolution No. 2015 -001 <br />Page 3 of 15 <br />