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HomeMy WebLinkAboutItem 25 - City Manager Evaluation and Salary AdjustmentHuman Resources www.santa-ana.org/hr Item # 25 or City of Santa Ana 20 Civic Center Plaza, Santa Ana, CA 92701 Staff Report November 16, 2021 TOPIC: City Manager Evaluation and Salary Adjustment AGENDA TITLE: City Manager Evaluation and Adopt a i) Resolution to Reflect Positive Performance Evaluation Conducted on October 19, 2021 and Approving an Amended Annual Salary for the City Manager, and ii) Resolution Amending Resolution No. 2019-111 to Effect Certain Changes to the City's Master Salary Schedule in Conformance with Title 2 of the California Code of Regulations Section 570.5 and the California Public Employees' Retirement System (CaIPERS) RECOMMENDED ACTION Adopt a Resolution affirming positive evaluation results and approving an adjusted annual salary for the City Manager, and 2. Adopt a Resolution amending Resolution No. 2019-111 to effect certain changes to the City's Master Salary Schedule in Conformance with Title 2 of the California Code of Regulations Section 570.5 and the California Public Employees' Retirement System (CaIPERS). DISCUSSION The City of Santa Ana City Charter provides that the City Council shall conduct evaluations of its appointees on an annual basis. In addition, City Manager Kristine Ridge's Employment Agreement provides for an annual evaluation and opportunity for consideration of adjustments based on a positive evaluation. The City Council conducted the evaluation of City Manager Ridge on October 19, 2021 and agreed that Ms. Ridge is doing an excellent job as City Manager. The City Manager's Employment Agreement was approved on April 30, 2019 and provided an annual salary of $290,000, which since has not been adjusted or amended. The City Manager proposed adjustments to her annual salary, and based on their evaluation, the City Council supported an annual salary of $301,600 with a possible additional increase in six months based on continued positive performance. The proposed resolutions affirm the positive evaluation results and approves an adjusted annual salary City Manager Evaluation and Salary Adjustment November 16, 2021 Page 2 for the City Manager (Exhibit 1), and amends the Master Salary schedule to effect the abovementioned change to the City Manager's salary (Exhibit 2). ENVIRONMENTAL IMPACT There is no environmental impact associated with this action. FISCAL IMPACT The City Council's adoption of the proposed Resolution and amended agreements will result in an annual total increase in costs of approximately $13,150, with a FY21-22 fiscal impact of approximately $8,200. There are sufficient funds in the City Manager's Office Budget (accounts 01103010-6XXXX) to cover the increased expenses. EXHIBIT(S) 1. Proposed Resolution 2. Resolution amending Resolution No. 2019-111 Submitted By: Jason Motsick, Executive Dir Human Resources Approved By: Kristine Ridge, City Manager RESOLUTION 2021-XXX A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA APPROVING A SALARY ADJUSTMENT FOR THE CITY MANAGER BASED ON EMPLOYEE PERFORMANCE WHEREAS, City of Santa Ana("City") and Kristine Ridge ("City Manager") entered into that certain Employment Agreement dated April 30, 2019 (hereinafter "Employment Agreement"), whereby Employee agreed to serve as the City Manager of the City; and WHEREAS, the City of Santa Ana City Charter and Employment Agreement provides that the City Council shall conduct an annual performance evaluation of the City Manager; and WHEREAS, the City Council conducted such evaluation on October 19, 2021 resulting in positive performance appraisal and request for salary adjustment; and WHEREAS, the City Council desires to provide a salary adjustment for the City Manager. NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Santa Ana as follows: Section 1. The City Council hereby approves to provide the City Manager an annual salary of $301,600 ("Annual Salary") with a possible additional increase in six months based on continued positive performance. The Annual Salary shall be payable in installment payments in the same manner and at the same times as salaries of other executive managers of the City are paid. Section 2. This Resolution shall take effect immediately upon its adoption. Section 3. The Mayor shall sign this Resolution, and the City Clerk shall attest to and certify to the passage and adoption thereof. ADOPTED this day of November, 2021. Vicente Sarmiento Mayor APPROVED AS TO FORM: Sonia R. Carvalho City Attorney By: tka"o, Laura A. Rossini, Chief Assistant City Attorney Resolution No. 2021-XXX Page 1 of 2 AYES: Councilmembers NOES: Councilmembers ABSTAIN: Councilmembers NOT PRESENT: Councilmembers CERTIFICATE OF ATTESTATION AND ORIGINALITY I, Daisy Gomez, Clerk of the Council, do hereby attest to and certify the attached Resolution No. 2021- to be the original Resolution adopted by the City Council of the City of Santa Ana on November , 2021 Date: Clerk of the Council City of Santa Ana Resolution No. 2021-XXX Page 2 of 2 RESOLUTION NO. 2021- XXX ADOPT A RESOLUTION AMENDING RESOLUTION NO, 2019-111 TO EFFECT CERTAIN CHANGES TO THE CITY'S MASTER SALARY SCHEDULE IN CONFORMANCE WITH TITLE 2 OF THE CALIFORNIA CODE OF REGULATIONS SECTION 570.5 AND THE CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CALPERS) BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS FOLLOWS: Section 1. The City Council of the City of Santa Ana hereby finds, determines and declares as follows: A. The California Public Employees' Retirement System (CaIPERS), has recommends that all CaIPERS employers list their compensation levels on one document, approved and adopted by the governing body, in accordance with Title 2 of the California Code of Regulations section 570.5, and meeting all of the following requirements thereof: 1) Has been duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meetings laws; 2) Identifies the position title for every employee position; 3) Shows the pay rate for each identified position, which may be stated as a single amount or as multiple amounts within a range; 4) Indicates the time base, including, but not limited to, whetherthe time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually; 5) Is posted at the office of the employer or immediately accessible and available for public review from the employer during normal business hours or posted on the employer's internet website; 6) Indicates an effective date and date of any revisions; 7) Is retained by the employer and available for public inspection for not less than five years; and Resolution No. 2021-XXX Page 1 of 3 8) Does not reference another document in lieu of disclosing the pay rate. Section 2: The Master Salary Schedule was previously prepared, publically available, and compiled from information that was already approved and adopted by the City Council pursuant to previous Resolutions Amending and/or Restating the City's Classification and Compensation Plan, employment agreements, and Memorandums of Understanding with various labor organizations representing City employees. Section 3: On December 3, 2019, the Santa Ana City Council approved Resolution No. 2019-111 adopting the Master Salary Schedule. It has been amended by Resolution Nos. 2020-006, 2020-079, 2021-015, and 2021-047. Section 4: On November 16, 2021, the Santa Ana City Council approved a resolution increasing the City Manager's annual base salary from $290,000 to $301,600. Section 5: The City Council has amended and reestablished the City's Master Pay Schedule on several occasions since its adoption. Section 6: The City of Santa Ana now desires to amend and restate the City's "Master Salary Schedule" to reflect the changes outlined in Section 4 of this Resolution. The Master Salary Schedule as amended is set forth in Attachment "A" to this Resolution and incorporated herein by reference. Section 7: This Resolution is operative from and after the date upon which it is adopted. The effective dates of the pay ranges for each title and job category identified in the Master Salary Schedule are indicated therein. Adopted this day of November, 2021. Vicente Sarmiento Mayor APPROVED AS TO FORM: Sonia R. Carvalho City Attorney ByC - Laura A. Rossini Chief Assistant City Attorney Resolution No. 2021-XXX Page 2 of 3 AYES: Councilmembers: NOES: Councilmembers: ABSTAIN: Councilmembers: NOT PRESENT: Council members: CERTIFICATE OF ATTESTATION AND ORIGINALITY I, Daisy Gomez, Clerk of the Council, di Resolution No. 2021-XXX to be the original City of Santa Ana on November , 2021. Date: hereby attest to and certify the attached resolution adopted by the City Council of the Daisy Gomez Clerk of the Council City of Santa Ana Resolution No. 2021-XXX Page 3 of 3 ATTACHMENT A CITY OF SANTA ANA MASTER SALARY SCHEDULE OEANOE 40�NT�' oEN E��7 H Ef OIINUF� 19d9 � FISCALYEAR 2021-2022 Update as of November, 2021 TABLE OF CONTENTS: REGULAR CLASSES AND ASSIGNMENT OF CLASSES TO SALARY RATE RANGES .............................P. 01 - 07 PART-TIME CATEGORIES SALARY RATE RANGES................................................................................P. 08 - 09 DEFINE SALARY RATE RANGE AND STEP ADVANCEMENT.................................................................P. 10 - 12 SPECIAL COMPENSATION PROVISIONS................................................................................................P. 13 - 17 OTHER PAY ADDITIVES............................................................................................................................P. 18 - 24 FOOTNOTES..............................................................................................................................................P. 25 - 26 EFFECTIVE CHANGES, INCORPORTED HEREIN.....................................................................................P. 27 PRIMARY SALARY MATRIX (EXHIBIT A).................................................................................................P. 28 MIDDLE -MANAGEMENT SALARY MATRIX (EXHIBIT B).......................................................................P. 29 EXECUTIVE MANAGEMENT SALARY MATRIX (EXHIBIT C)..................................................................P. 30 CITY OF SANTA ANA Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C D E CODE CODE JOB TITLE RANGE NO. RANGE NO. SEIU 6 01140 ACCOUNTANT I 665 672 5,542 5,818 6,110 6,415 6,735 7,073 7,427 SEIU 6 0115ogg ACCOUNTANT II 694 701 6,384 6,702 7,039 7,391 7,761 8,149 8,557 SEIU 6 07010 ACCOUNTING ASSISTANT 614 621 4,317 4,533 4,764 5,002 5,252 5,515 5,790 SEIU 6 07015 ACCOUNTING ASSISTANT/SYSTEMS TECHNICIAN 614 621 4,317 4,533 4,764 5,002 5,252 5,515 5,790 MID M-NS 01120 ACCOUNTING MANAGER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 SEIU 6 07009 ACCOUNTS PAYABLE SUPERVISOR 668 675 5,623 5,905 6,200 6,510 6,835 7,176 7,535 SEIU 6 01295 ACTIVE TRANSPORTATION COORDINATOR 710 717 6,903 7,247 7,609 7,989 8,389 8,809 9,250 UC 07271 ADMINISTRATIVE SECRETARY (UC)** 610 610 - 4,921 5,168 5,425 5,703 5,989 6,286 MID M-NS 00190 ADMINISTRATIVE SERVICES MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 POA-NS 03920 ANIMALSERVICE OFFICER 1 664 668 5,434 5,706 5,992 6,291 6,606 POA-NS 03930 ANIMALSERVICE OFFICER II 694 698 - - 6,291 6,606 6,937 7,283 7,647 ADMIN MGMT-NS 02910 APPLICATIONS SYSTEMS MANAGER (AM)** AM774 AM774 10,968 11,521 12,097 12,702 13,338 ADMIN MGMT-NS 02915 APPLICATIONS/TECH SUPPORT MANAGER (AM)** AM784 AM784 - - 11,521 12,097 12,702 13,338 14,005 SEIU 6 02845 ARTS & CULTURE SPECIALIST 665 672 5,542 5,818 6,110 6,415 6,735 7,073 7,427 SEIU 6 00270 ASSISTANT BUYER 635 642 4,787 5,026 5,278 5,542 5,818 6,110 6,415 MID M-NS 01620 ASSISTANT CITY ATTORNEY (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 EXEC-NS 00090 ASSISTANT CITY MANAGER (EM) EM-40 EM-40 - - 17,581 - - - 23,245 MID M-NS 01710 ASSISTANTCLERK OFTHE COUNCIL(MM) MM-18 MM-18 - - 8,937 - 10,889 - 13,265 MID M-NS 02865 ASSISTANT DIR OF COMMUNITY DEVELOPMENT (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 MID M-NS 01180 ASSISTANT DIR OF FINANCE AND MANAGEMENTSVCS (MM) MM-28 MM-28 - - 11,439 - 13,936 - 16,980 MID CMM-NS 01836 ASSISTANT DIR OF HUMAN RESOURCES (CMM) CMM-26 CMM-26 - - 10,889 - 13,265 - 16,160 MID M-NS 02492 ASSISTANT DIR OF PLANNING AND BUILDING (MM) MM-28 MM-28 - - 11,439 - 13,936 - 16,980 SEIU 6 01601m ASSISTANT ENGINEER 684 691 6,080 6,384 6,702 7,039 7,391 7,761 8,149 SEIU6 00530 ASSISTANT FLEET SERVICES TECHNICIAN 610 617 4,236 4,448 4,671 4,906 5,151 5,408 5,678 SEIU6 04125 ASSISTANT INSTRUMENT TECHNICIAN 642 649 4,954 5,201 5,461 5,734 6,021 6,322 6,638 SEIU 6 05180 ASSISTANT LIBRARIAN 623 630 4,511 4,741 4,978 5,226 5,488 5,762 6,050 SEIU 6 00280 ASSISTANT PARKS/LANDSCAPE PLANNER 675 682 5,818 6,110 6,415 6,735 7,073 7,427 7,799 SEIU 6 01410m/n ASSISTANT PLAN CHECK ENGINEER 747 754 8,269 8,683 9,117 9,577 10,055 10,558 11,086 SEIU 6 00040 ASSISTANT PLANNER 1 674 681 5,790 6,080 6,384 6,702 7,039 7,391 7,761 SEIU 6 02440 ASSISTANT PLANNER II 694 701 6,384 6,702 7,039 7,391 7,761 8,149 8,557 ADMIN MGMT-NS 01772 ASSISTANT PUBLIC WORKS MAINTENANCE MANAGER (AM)** AM750 AM750 - - 9,755 10,243 10,756 11,295 11,858 MID M-NS 07721 ASSISTANTTOTHE CITY MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU6 02155 ASSISTANT TRAFFIC OPERATIONS ENGINEER 748 755 8,309 8,725 9,161 9,625 10,105 10,611 11,142 SEIU 6 02100m ASSOCIATE ENGINEER 747 754 8,269 8,683 9,117 9,577 10,055 10,558 11,086 SEIU 6 01040 ASSOCIATE PARK AND LANDSCAPE PLANNER 725 732 7,427 7,799 8,189 8,599 9,029 9,482 9,955 SEIU 6 02280m/n ASSOCIATE PLAN CHECK ENGINEER 762 769 8,897 9,342 9,819 10,309 10,825 11,366 11,934 SEIU 6 02450 ASSOCIATE PLANNER 724 731 7,391 7,761 8,149 8,557 8,985 9,434 9,906 POA-NS 06170 BACKGROUND INVESTIGATOR 679 683 - - 5,847 6,140 6,446 6,768 7,107 MID M-NS 00474 BENEFITS AND COMPENSATION MANAGER (MM) MM-18 MM-18 - - 8,937 - 10,889 - 13,265 SEIU6 05150 BIBLIOGRAPHIC TECHNICIAN 613 620 4,296 4,511 4,741 4,978 5,226 5,488 5,762 UC 00497 BUDGET AIDE (UC)** 642 642 - 5,759 6,046 6,349 6,666 7,000 7,351 UC 00496 BUDGET ANALYST (UC)** 668 668 - 6,538 6,863 7,209 7,568 7,948 8,346 ADMIN MGMT-NS 06400 BUDGET AND RESEARCH MANAGER (AM)** AM764 AM764 - - 10,446 10,968 11,521 12,097 12,702 ADMIN MGMT-NS 00493 BUDGET SUPERVISOR (AM)** AM744 AM744 - - 9,473 9,947 10,446 10,968 11,521 SEIU 6 04315 BUILDING MAINTENANCE AIDE 592 599 3,880 4,074 4,278 4,493 4,718 4,954 5,201 SEIU 6 04310 BUILDING MAINTENANCE SUPERVISOR 684 691 6,080 6,384 6,702 7,039 7,391 7,761 8,149 SEIU 6 04140 BUILDING MAINTENANCE TECHNICIAN 632 639 4,718 4,954 5,201 5,461 5,734 6,021 6,322 MID M-NS 00940 BUILDING SAFETY MANAGER (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 SEIU6 02230q BUILDING TECHNICIAN 627 634 4,601 4,834 5,076 5,330 5,596 5,876 6,170 SEIU6 01240 BUSINESSTAXCOLLECTOR/INSPECTOR 638 645 4,858 5,101 5,356 5,623 5,905 6,200 6,510 SEIU 6 01350k BUYER 678 685 5,905 6,200 6,510 6,835 7,176 7,535 7,913 SEIU6 07030 CENTRALSERVICES SUPERVISOR 639 646 4,882 5,126 5,382 5,650 5,934 6,230 6,542 MID M-NS 01650 CHIEF ASSISTANT CITY ATTORNEY (MM) MM-30 MM-30 - - 12,018 - 14,642 - 17,840 MID CMM-NS 01651 CHIEF ASSISTANT CITY ATTORNEY -EMPLOYEE RELATIONS (EXEMPT) (CMM) CMM-30 CMM-30 - - 12,018 - 14,642 - 17,840 EXEC-NS 01701 CHIEF TECHNOLOGY INNOVATIONS OFFICER (EM) EM-20 EM-20 - - 14,075 - - - 18,315 APPOINT 01690 CITY ATTORNEY (EM)* N/A N/A - - - Per Contract - - APPOINT 01790 CITY MANAGER (EM)* N/A N/A By Resolution: $25,133 Monthly ($301,600 annually) MID M-NS 02150 CITY TRAFFIC ENGINEER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 SEIU 6 02132m CIVIL ENGINEER 762 769 8,897 9,342 9,819 10,309 10,825 11,366 11,934 Page 1 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C D E CODE CODE JOB TITLE RANGE NO. RANGE NO. APPOINT 01990 CLERK OF THE COUNCIL (EM)* EM-33 EM-33 Per Contract: (STEP 14) $14,075/MO SEIU 6 02780h CODE ENFORCEMENT ASSOCIATE 632 639 4,718 4,954 5,201 5,461 5,734 6,021 6,322 MID M-NS 02750 CODE ENFORCEMENT MANAGER (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 SEIU 6 02740h CODE ENFORCEMENT OFFICER 676 683 5,847 6,140 6,446 6,768 7,107 7,463 7,837 ADMIN MGMT-NS 02745 CODE ENFORCEMENT PRINCIPAL (AM)** AM725 AM725 - - 8,634 9,065 9,518 9,997 10,496 SEIU 6 00070h CODE ENFORCEMENT SUPERVISOR 700 707 6,574 6,903 7,247 7,609 7,989 8,389 8,809 SEIU 6 06430q COMBINATION BUILDING INSPECTOR 680 687 5,963 6,260 6,574 6,903 7,247 7,609 7,989 POA-NS 07660 COMMUNICATIONS SERVICES OFFICER 659 663 - - 5,304 5,569 5,847 6,140 6,446 SEIU 6 07585 COMMUNITY DEVELOPMENT ANALYST 689 696 6,230 6,542 6,869 7,211 7,571 7,951 8,349 SEIU 6 07321 COMMUNITY DEVELOPMENT COMMISSION SECRETARY 611 618 4,257 4,470 4,694 4,930 5,176 5,434 5,706 MID M-NS 07615 COMMUNITY DEVELOPMENT MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 05000 COMMUNITY LIAISON 695 702 6,415 6,735 7,073 7,427 7,799 8,189 8,599 SEIU 6 02240u CONSTRUCTION INSPECTOR 674 681 5,790 6,080 6,384 6,702 7,039 7,391 7,761 SEIU6 01850w CONTRACTS ADM INISTRATOR 680 687 5,963 6,260 6,574 6,903 7,247 7,609 7,989 MID M-NS O4780 CORPORATE YARD FACILITIES/FLEET SVCS MGR (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 04070 CORPORATE YARD MAINTENANCE ATTENDANT 568 575 3,449 3,622 3,803 3,994 4,194 4,404 4,624 PMA-NS 01971 CORRECTIONAL MANAGER (RM) M770 M770 - 8,941 9,388 9,857 10,350 10,868 - POA-NS 00310dd/oo/uu CORRECTIONAL OFFICER 679 683 - - 5,847 6,140 6,446 6,768 7,107 SEIU 6 07630 CORRECTIONAL RECORDS SPECIALIST 575 582 3,568 3,747 3,935 4,132 4,339 4,556 4,787 SEIU 6 07629 CORRECTIONAL RECORDS SUPERVISOR 652 659 5,201 5,461 5,734 6,021 6,322 6,638 6,971 POA-NS 00370uu/vv CORRECTIONAL SUPERVISOR 728 732 - - 7,427 7,799 8,189 8,599 9,029 MID M-NS 00400 COUNCIL SERVICES MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 UC 00830 COUNCIL SERVICES SECRETARY (UC)-* 589 589 - 4,445 4,669 4,902 5,145 5,407 5,674 COUNCIL 08700 COUNCILMEMBER N/A N/A - - 1,000 - - - - POA-NS 03995 CRIME RESEARCH AIDE 690 694 - - 6,170 6,478 6,801 7,141 7,499 POA-NS 03990 CRIME RESEARCH ANALYST 716 720 - - 7,005 7,355 7,723 8,109 8,515 SEW 6 04005 CUSTODIAL AIDE/PORTER 537 544 2,965 3,113 3,269 3,432 3,604 3,784 3,974 SEIU 6 04000k CUSTODIAN 567 574 3,432 3,604 3,784 3,974 4,173 4,382 4,601 SEIU 6 04090 CUSTODIAN SUPERVISOR 623 630 4,511 4,741 4,978 5,226 5,488 5,762 6,050 SEIU 6 01220k CUSTOMER SERVICE REPRESENTATIVE 622 629 4,493 4,718 4,954 5,201 5,461 5,734 6,021 SEIU 6 04200 DATA ENTRY OFFICE ASST 592 599 3,880 4,074 4,278 4,493 4,718 4,954 5,201 MID M-NS 01610 DEPUTY CITY ATTORNEY (MM) MM-12 MM-12 - - 7,704 - 9,386 - 11,439 MID M-NS 00315 DEPUTY CITY ENGINEER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 SEIU 6 07050 DEPUTY CLERK OF THE COUNCIL 634 641 4,764 5,002 5,252 5,515 5,790 6,080 6,384 MID M-NS 02251 DEPUTY PUBLIC WORKS DIR/CONSTRUCTION SERVICES MGR (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 MID M-NS O4430 DEPUTY PUBLIC WORKS DIR/MAINTENANCE SERVICES MGR (MM) MM-24 MM-24 - - 10,359 - 12,627 - 15,384 MID M-NS 00320 DEPUTY PUBLIC WORKS DIRECTOR/CITY ENGINEER (MM) MM-28 MM-28 - - 11,439 - 13,936 - 16,980 MID M-NS O4410 DEPUTY PUBLIC WORKS DIRECTOR/WATER RSRCS MGR (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 SEIU 6 03100 DNA COORDINATOR 614 621 4,317 4,533 4,764 5,002 5,252 5,515 5,790 MID M-NS 02690 ECONOMIC DEVELOPMENT MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 00560 ECONOMIC DEVELOPMENT SPECIALIST 1 695 702 6,415 6,735 7,073 7,427 7,799 8,189 8,599 SEIU 6 00550 ECONOMIC DEVELOPMENT SPECIALIST II 724 731 7,391 7,761 8,149 8,557 8,985 9,434 9,906 SEIU 6 00350 ECONOMIC DEVELOPMENT SPECIALIST III 754 761 8,557 8,985 9,434 9,906 10,401 10,922 11,468 POA-NS 02705 EMERGENCY OPERATIONS COORDINATOR 748 752 - - 8,189 8,599 9,029 9,482 9,955 LICE 01784 EMPLOYEE RELATIONS ANALYST (UCE) 663 663 6,380 6,702 7,034 7,386 7,754 8,142 MID CMM-NS 01781 EMPLOYEE RELATIONS MANAGER (CMM) CMM-22 CMM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 02030 ENGINEERING AIDE 628 635 4,624 4,858 5,101 5,356 5,623 5,905 6,200 SEW 6 02035 ENGINEERING TECHNICIAN 638 645 4,858 5,101 5,356 5,623 5,905 6,200 6,510 SEIU 6 01771 ENTERPRISE PROGRAM MANAGER 727 734 7,499 7,875 8,269 8,683 9,117 9,577 10,055 SEW 6 00440hh EQUIPMENT OPERATOR 634 641 4,764 5,002 5,252 5,515 5,790 6,080 6,384 SEIU6 04215 EQUIPMENT OPERATOR - WATER SERVICES 638 645 4,858 5,101 5,356 5,623 5,905 6,200 6,510 UC 01515 EQUITY AND INCLUSION COORDINATOR (EXEMPT) (UC)** 668 668 - 6,538 6,863 7,209 7,568 7,948 8,346 UC 00900 EXECUTIVE ASSISTANT (UC)** 645 645 5,844 6,138 6,444 6,765 7,103 7,459 EXEC-NS 02870 EXECUTIVE DIR OF COMMUNITY DEVELOPMENT (EM) EM-20 EM-20 - - 14,075 - - - 18,315 EXEC-NS 01190 EXECUTIVE DIR OF FINANCE AND MGMT SVCS (EM) EM-20 EM-20 - - 14,075 - - - 18,315 EXEC-NS 01830 EXECUTIVE DIR OF HUMAN RESOURCES (EM) EM-20 EM-20 - - 14,075 - - - 18,315 EXEC-NS 05400 EXECUTIVE DIR OF PARKS, REC & COMMUNITY SVCS (EM) EM-20 EM-20 14,075 18,315 EXEC-NS 02490 EXECUTIVE DIR OF PLANNING AND BLDG SAFETY (EM) EM-30 EM-30 - - 15,537 - - - 20,218 EXEC-NS 02170 EXECUTIVE DIR OF PUBLIC WORKS (EM) EM-30 EM-30 15,537 20,218 Page 2 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C D E CODE CODE JOB TITLE RANGE NO. RANGE NO. UCE 07393 EXECUTIVE SECRETARY- HUMAN RESOURCES (UCE) 615 615 - 5,045 5,297 5,563 5,844 6,138 6,444 UC 07392 EXECUTIVE SECRETARY (UC)** 615 615 - 5,045 5,297 5,563 5,844 6,138 6,444 UC 00140 EXECUTIVE SECRETARY TO THE POLICE CHIEF (UC)** 620 620 - 5,168 5,425 5,703 5,989 6,286 6,602 MID M-NS O4376 FACILITIES AND FLEET MAINTENANCE MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 ADMIN MGMT-NS O4377 FACILITIES MAINTENANCE MANAGER (AM) AM723 AM723 - - 8,549 8,978 9,428 9,900 10,396 MID M-NS O4375 FACILITIES MAINTENANCE SUPERINTENDENT (MM) MM-18 MM-18 - - 8,937 - 10,889 - 13,265 SEW 6 04370 FACILITIES SUPERVISOR 684 691 6,080 6,384 6,702 7,039 7,391 7,761 8,149 UC 00481 FINANCIAL ANALYST (UC)** 663 663 - 6,380 6,702 7,034 7,386 7,754 8,142 POA-NS 07600ww FIREARMS EXAMINER 735 739 - - 7,685 8,069 8,473 8,897 9,342 SEIU 6 00500 FLEET PARTS SPECIALIST 649 656 5,126 5,382 5,650 5,934 6,230 6,542 6,869 ADMIN MGMT-NS O4785 FLEET SERVICES MANAGER (AM) AM723 AM723 - - 8,549 8,978 9,428 9,900 10,396 SEIU 6 04770e FLEET SERVICES SUPERVISOR 698 705 6,510 6,835 7,176 7,535 7,913 8,309 8,725 SEW 6 04720b/e FLEET SERVICES TECHNICIAN 639 646 4,882 5,126 5,382 5,650 5,934 6,230 6,542 SEW 6 04730b/e FLEET SERVICES TECHNICIAN II 659 666 5,382 5,650 5,934 6,230 6,542 6,869 7,211 SEW 6 00450b/e FLEET SERVICES TECHNICIAN III 674 681 5,790 6,080 6,384 6,702 7,039 7,391 7,761 POA-NS 01360 FORENSIC SERVICES SUPERVISOR 766 770 - - 8,941 9,388 9,857 10,350 10,868 POA-NS 03970y/yy/zz FORENSIC SPECIALIST 690 694 - - 6,170 6,478 6,801 7,141 7,499 POA-NS 03980dd/yy/zz/aaa FORENSIC SPECIALIST II 709 713 - - 6,768 7,107 7,463 7,837 8,229 SEIU 6 04190 GENERAL MAINTENANCE LEADER 653 660 5,226 5,488 5,762 6,050 6,353 6,670 7,005 SEIU 6 01010 GENERAL MAINTENANCE SUPERVISOR 684 691 6,080 6,384 6,702 7,039 7,391 7,761 8,149 SEIU 6 04180 GENERAL MAINTENANCE WORKER 632 639 4,718 4,954 5,201 5,461 5,734 6,021 6,322 SEW 6 02190 GIS ADMINISTRATOR 719 726 7,211 7,571 7,951 8,349 8,767 9,205 9,673 SEW 6 02192 GIS SYSTEMS ANALYST/PROGRAMMER 701 708 6,606 6,937 7,283 7,647 8,029 8,431 8,853 SEIU 6 01500 GRAPHICS DESIGNER I 635 642 4,787 5,026 5,278 5,542 5,818 6,110 6,415 SEIU 6 02400k GRAPHICS DESIGNER II 655 662 5,278 5,542 5,818 6,110 6,415 6,735 7,073 MID M-NS 03751 HOMELESS SERVICES DIVISION MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 ADMIN MGMT-NS 03750 HOMELESS SERVICES MANAGER (AM)** AM764 AM764 - - 10,446 10,968 11,521 12,097 12,702 SEIU 6 01885 HOUSING AUTHORITY ANALYST 692 699 6,322 6,638 6,971 7,319 7,685 8,069 8,473 SEIU 6 07640 HOUSING AUTHORITY COORDINATOR 755 762 8,599 9,029 9,482 9,955 10,453 10,976 11,525 SEIU6 02720 HOUSING AUTHORITY OPERATIONS SUPERVISOR 713 720 7,005 7,355 7,723 8,109 8,515 8,941 9,388 MID M-NS 02460 HOUSING DIVISION MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 07580 HOUSING PROGRAMS AIDE 604 611 4,111 4,317 4,533 4,764 5,002 5,252 5,515 SEIU 6 01840 HOUSING PROGRAMS ANALYST 713 720 7,005 7,355 7,723 8,109 8,515 8,941 9,388 SEIU 6 00520 HOUSING PROGRAMS COORDINATOR 755 762 8,599 9,029 9,482 9,955 10,453 10,976 11,525 SEIU 6 01890 HOUSING SPECIALIST I 617 624 4,382 4,601 4,834 5,076 5,330 5,596 5,876 SEIU 6 01900k HOUSING SPECIALIST II 638 645 4,858 5,101 5,356 5,623 5,905 6,200 6,510 UC 07069 HUMAN RESOURCES ADMINISTRATIVE ASSISTANT (UC)** 581 581 - 4,271 4,486 4,710 4,945 5,194 5,453 UC 01520 HUMAN RESOURCES ANALYST (UC)** 663 663 - 6,380 6,702 7,034 7,386 7,754 8,142 MID CMM-NS 01837 HUMAN RESOURCES BUSINESS SYSTEMS ADMINISTRATOR(CMM) CMM-18 CMM-18 - - 8,937 - 10,889 - 13,265 MID CMM-NS 01551 HUMAN RESOURCES OPERATIONS MANAGER (CMM) CMM-22 CMM-22 - - 9,865 - 12,018 - 14,642 UC 07070 HUMAN RESOURCES SPECIALIST (UC)** 581 581 - 4,271 4,486 4,710 4,945 5,194 5,453 UC 01250 HUMAN RESOURCES TECHNICIAN (UC)** 622 622 - 5,221 5,480 5,759 6,046 6,349 6,666 MID M-NS 00960 INFORMATION SERVICESAND NETWORK MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 02670k INFORMATION SERVICES REPRESENTATIVE 628 635 4,624 4,858 5,101 5,356 5,623 5,905 6,200 SEIU6 04130 INSTRUMENT TECHNICIAN 660 667 5,408 5,678 5,963 6,260 6,574 6,903 7,247 PMA-NS 03231 JAIL ADMINISTRATOR(RM) M860 M860 - 13,871 14,565 15,293 16,058 16,861 - SEIU 6 07090 LEAD ACCOUNTING ASSISTANT 648 655 5,101 5,356 5,623 5,905 6,200 6,510 6,835 SEIU 6 07628 LEAD CORRECTIONAL RECORDS SPECIALIST 617 624 4,382 4,601 4,834 5,076 5,330 5,596 5,876 SEIU 6 07110 LEAD POLICE RECORDS SPECIALIST 627 634 4,601 4,834 5,076 5,330 5,596 5,876 6,170 UC 07080 LEGAL OFFICE ASSISTANT (UC)** 544 544 - 3,568 3,745 3,934 4,129 4,337 4,553 UC 07120 LEGAL SECRETARY (UC)** 588 588 - 4,422 4,645 4,877 5,121 5,378 5,648 SEIU 6 05110k LIBRARIAN 663 670 5,488 5,762 6,050 6,353 6,670 7,005 7,355 MID M-NS 05195 LIBRARY OPERATIONS MANAGER (MM) MM-17 MM-17 - - 8,718 - 10,622 - 12,943 SEIU6 05050k LIBRARY SERVICES ASSISTANT 565 572 3,398 3,568 3,747 3,935 4,132 4,339 4,556 EXEC-NS 01561 LIBRARY SERVICES DIRECTOR (EM) EM-10 EM-10 - - 12,444 - - - 14,311 SEW 6 05076 LIBRARY TECHNICIAN 596 603 3,954 4,152 4,360 4,579 4,810 5,051 5,304 SEIU 6 07000 LOAN SPECIALIST 665 672 5,542 5,818 6,110 6,415 6,735 7,073 7,427 SEW 6 07170 MAIL CLERK/MESSENGER 546 553 3,098 3,253 3,415 3,586 3,765 3,954 4,152 SEIU 6 00740 MAINTENANCE ASSISTANT 568 575 3,449 3,622 3,803 3,994 4,194 4,404 4,624 Page 3 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 UNIT CODE JOB CODE JOB TITLE Effective 1/1/2021 RANGE NO. Effective 7/1/2021 RANGE NO. AAA AA MONTHLY SALARY RATE A B RANGES C D E SEIU 6 04050 MAINTENANCE WORKER 1 588 595 3,803 3,994 4,194 4,404 4,624 4,858 5,101 SEIU 6 04060bb/s MAINTENANCE WORKER II 613 620 4,296 4,511 4,741 4,978 5,226 5,488 5,762 UC 01200 MANAGEMENT AIDE (UC)** 642 642 - 5,759 6,046 6,349 6,666 7,000 7,351 UC 01720 MANAGEMENT ANALYST (UC)** 668 668 - 6,538 6,863 7,209 7,568 7,948 8,346 UC 00750 MANAGEMENT ASSISTANT (EXEMPT) (UC)** 668 668 - 6,538 6,863 7,209 7,568 7,948 8,346 COUNCIL 08710 MAYOR N/A N/A - - 1,000 - - - - SEIU 6 01210 METER READER COLLECTOR 613 620 4,296 4,511 4,741 4,978 5,226 5,488 5,762 SEIU6 00020 MICRO SYSTEMS TECHNICIAN 649 656 5,126 5,382 5,650 5,934 6,230 6,542 6,869 SEIU 6 06450 NETWORK ENGINEER 749 756 8,349 8,767 9,205 9,673 10,156 10,664 11,198 SEIU6 06460 NETWORK SPECIALIST/WAN SYSTEMS ADMINISTRATOR 709 716 6,869 7,211 7,571 7,951 8,349 8,767 9,205 SEIU 6 06440 NPDES MANAGER 735 742 7,799 8,189 8,599 9,029 9,482 9,955 10,453 SEIU 6 07180 OFFICE ASSISTANT 567 574 3,432 3,604 3,784 3,974 4,173 4,382 4,601 SEIU 6 07190 OFFICE SPECIALIST 542 549 3,040 3,192 3,352 3,519 3,695 3,880 4,074 MID M-NS 00475 ORGANIZATIONAL DEVELOPMENT AND TRAINING MANAGER (MM) MM-18 MM-18 - - 8,937 - 10,889 - 13,265 UC 01670 PARALEGAL (EXEMPT) (UC)** 623 623 - 5,245 5,508 5,787 6,076 6,380 6,702 SEIU 6 04860 PARK MAINTENANCE AIDE 466 473 2,097 2,201 2,311 2,427 2,548 2,676 2,810 SEIU 6 03610 PARK RANGER 653 660 5,226 5,488 5,762 6,050 6,353 6,670 7,005 SEIU 6 04320 PARK SERVICES INSPECTION SUPERVISOR 685 692 6,110 6,415 6,735 7,073 7,427 7,799 8,189 SEIU 6 04105 PARK SERVICES INSPECTOR 1 593 600 3,896 4,091 4,296 4,511 4,741 4,978 5,226 SEIU 6 04106 PARK SERVICES INSPECTOR II 637 644 4,834 5,076 5,330 5,596 5,876 6,170 6,478 MID M-NS O4104 PARK SERVICES SUPERINTENDENT (MM) MM-18 MM-18 - - 8,937 - 10,889 - 13,265 POA-NS 03900pp PARKING CONTROL OFFICER 629 633 - - 4,579 4,810 5,051 5,304 5,569 SEIU 6 02890 PARKING METER OPERATIONS SUPERVISOR 651 658 5,176 5,434 5,706 5,992 6,291 6,606 6,937 SEIU 6 07160 PARKING METER TECHNICIAN 1 596 603 3,954 4,152 4,360 4,579 4,810 5,051 5,304 SEIU 6 00080k PARKING METER TECHNICIAN II 626 633 4,579 4,810 5,051 5,304 5,569 5,847 6,140 ADMIN MGMT-NS 07405 PAYROLL MANAGER (AM)** AM750 AM750 - - 9,755 10,243 10,756 11,295 11,858 UC 07400 PAYROLL SYSTEMS ANALYST (UC)** 708 708 - 7,948 8,346 8,761 9,200 9,659 10,141 UC 07410k PAYROLL TECHNICIAN (UC)** 622 622 - 5,221 5,480 5,759 6,046 6,349 6,666 SEIU 6 07200 PERMIT SERVICES PROCESSOR 612 619 4,278 4,493 4,718 4,954 5,201 5,461 5,734 SEIU6 02590 PERMIT SERVICES SUPERVISOR 700 707 6,574 6,903 7,247 7,609 7,989 8,389 8,809 SEIU6 02580 PERMIT SERVICES TECHNICIAN 664 671 5,515 5,790 6,080 6,384 6,702 7,039 7,391 SEIU 6 00050 PLANNING ASSISTANT 654 661 5,252 5,515 5,790 6,080 6,384 6,702 7,039 SEIU 6 07320 PLANNING COMMISSION SECRETARY 635 642 4,787 5,026 5,278 5,542 5,818 6,110 6,415 MID M-NS 02500 PLANNING MANAGER (MM) MM-26 MM-26 - - 10,889 - 13,265 - 16,160 SEIU 6 02271 PLANS EXAMINER 726 733 7,463 7,837 8,229 8,641 9,073 9,529 10,005 PMA-NS 00181 POLICE ADMINISTRATIVE BUDGET MANAGER (RM) M824 M824 - 11,640 12,223 12,834 13,476 14,150 - PMA-NS 00180 POLICE ADMINISTRATIVE MANAGER (RM) M801 M801 - 10,401 10,922 11,468 12,041 12,643 - POA-NS 03600 POLICE ATHLETIC/ACTIVITIES LEAGUE ASSISTANT DIRECTOR 658 662 - - 5,278 5,542 5,818 6,110 6,415 PMA-SWORN 03360 POLICE CAPTAIN (RM)*** M881 M881 - - 15,368 16,136 16,943 17,790 18,680 EXEC -SWORN 03390 POLICE CHIEF (EM) EM-40 EM-40 - - 17,581 - - - 23,245 PMA-NS 03370 POLICE COMMUNICATIONS MANAGER (RM) M786 M786 - 9,673 10,156 10,664 11,198 11,757 - POA-NS 06180 POLICE COMMUNICATIONS SUPERVISOR 724 728 - - 7,283 7,647 8,029 8,431 8,853 POA-NS 00780 POLICE COMMUNITY SERVICES SPECIALIST 679 683 - - 5,847 6,140 6,446 6,768 7,107 POA-NS 00799 POLICE EVIDENCE AND SUPPLY SPECIALIST 662 666 - - 5,382 5,650 5,934 6,230 6,542 POA-NS 00801 POLICE EVIDENCE AND SUPPLY SUPERVISOR 682 686 - - 5,934 6,230 6,542 6,869 7,211 SEIU 6 06290 POLICE FISCAL OFFICER 712 719 6,971 7,319 7,685 8,069 8,473 8,897 9,342 SEIU 6 06295 POLICE FISCAL SERVICES SUPERVISOR 681 688 5,992 6,291 6,606 6,937 7,283 7,647 8,029 POA-NS 00790tt POLICE INVESTIGATIVE SPECIALIST 679 683 - - 5,847 6,140 6,446 6,768 7,107 PMA-SWORN 03350 POLICE LIEUTENANT (RM)*** M847 M847 - - 13,027 13,678 14,362 15,080 15,834 POA-SWORN 03200j/dd/ee/rr/ss/tt POLICE OFFICER 735 739 - - 7,685 8,069 8,473 8,897 9,342 POA-NS 01100 POLICE PHOTO/VIDEO SPECIALIST 674 678 - - 5,706 5,992 6,291 6,606 6,937 POA-NS 00800 POLICE PROPERTY AND EVIDENCE SUPERVISOR 682 686 - - 5,934 6,230 6,542 6,869 7,211 SEIU 6 07220 POLICE RECORDS SPECIALIST 585 592 3,747 3,935 4,132 4,339 4,556 4,787 5,026 SEIU 6 07230 POLICE RECORDS SUPERVISOR 652 659 5,201 5,461 5,734 6,021 6,322 6,638 6,971 POA-NS 03870 POLICE RECRUIT 688 692 - - 6,110 6,415 6,735 7,073 7,427 POA-SWORN 03300dd/ee/tt POLICE SERGEANT 778 782 - - 9,482 9,955 10,453 10,976 11,525 POA-NS 03800 POLICE SERVICE OFFICER 659 663 - - 5,304 5,569 5,847 6,140 6,446 POA-NS 03680d POLICE SERVICES DISPATCHER 684 688 - - 5,992 6,291 6,606 6,937 7,283 Page 4 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C D E CODE CODE JOB TITLE RANGE NO. RANGE NO. PMA-NS 02931 POLICE SYSTEMS MANAGER (RM) M824 M824 - 11,640 12,223 12,834 13,476 14,150 - SEIU6 06475 POLICE SYSTEMS SUPPORT ANALYST 735 742 7,799 8,189 8,599 9,029 9,482 9,955 10,453 MID M-NS 02129 PRINCIPAL CIVIL ENGINEER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 ADMIN CAM-NS 01782 PRINCIPAL EMPLOYEE RELATIONS ANALYST (CAM) CAM-737 CAM-737 - - 9,154 9,610 10,092 10,597 11,128 ADMIN MGMT-NS 01519 PRINCIPAL HUMAN RESOURCES ANALYST (AM)** AM737 AM737 - - 9,154 9,610 10,092 10,597 11,128 SEIU 6 05115 PRINCIPAL LIBRARIAN 686 693 6,140 6,446 6,768 7,107 7,463 7,837 8,229 ADMIN MGMT-NS 00151 PRINCIPAL MANAGEMENT ANALYST (AM)** AM734 AM734 - - 9,023 9,473 9,947 10,446 10,968 ADMIN MGMT-NS 02471 PRINCIPAL PLANNER (AM)** AM760 AM760 - - 10,243 10,756 11,295 11,858 12,451 SEW 6 02630 PRINCIPAL PROGRAMMER ANALYST 749 756 8,349 8,767 9,205 9,673 10,156 10,664 11,198 SEIU 6 01460 PROGRAMMER ANALYST 709 716 6,869 7,211 7,571 7,951 8,349 8,767 9,205 ADMIN MGMT-NS 06145 PROJECT MANAGEMENT OFFICER (AM)** AM784 AM784 - - 11,521 12,097 12,702 13,338 14,005 SEIU 6 06140bb PROJECTS MANAGER 734 741 7,761 8,149 8,557 8,985 9,434 9,906 10,401 SEW 6 07250 PROPERTY CONTROL SPECIALIST 613 620 4,296 4,511 4,741 4,978 5,226 5,488 5,762 ADMIN MGMT-NS 01800 PUBLICAFFAIRS INFORMATION OFFICER (AM) AM743 AM743 - - 9,428 9,900 10,396 10,915 11,464 SEIU 6 04040 PUBLIC WORKS CREW LEADER 653 660 5,226 5,488 5,762 6,050 6,353 6,670 7,005 SEIU 6 04519 PUBLIC WORKS DISPATCHER 599 606 4,014 4,215 4,426 4,648 4,882 5,126 5,382 SEIU 6 04344 PUBLIC WORKS PROJECT MANAGER 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 SEIU 6 04340bb PUBLIC WORKS PROJECTS SPECIALIST 696 703 6,446 6,768 7,107 7,463 7,837 8,229 8,641 SEW 6 05030 PUBLIC WORKS SAFETY COORDINATOR 692 699 6,322 6,638 6,971 7,319 7,685 8,069 8,473 SEIU 6 01345 PURCHASING SPECIALIST 614 621 4,317 4,533 4,764 5,002 5,252 5,515 5,790 SEIU 6 01340 PURCHASING SUPERVISOR 723 730 7,355 7,723 8,109 8,515 8,941 9,388 9,857 POA-NS 03820 RANGEMASTER 659 663 - - 5,304 5,569 5,847 6,140 6,446 SEIU 6 00060 RECEPTIONIST 581 588 3,676 3,861 4,054 4,257 4,470 4,694 4,930 SEIU 6 07430 RECORDS SPECIALIST 608 615 4,194 4,404 4,624 4,858 5,101 5,356 5,623 SEIU 6 00460 RECREATION AND COMMUNITY EVENTS SUPERVISOR 699 706 6,542 6,869 7,211 7,571 7,951 8,349 8,767 MID M-NS 01945 RECREATION AND COMMUNITY SERVICES MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 01940 RECREATION AND COMMUNITY SERVICES SUPERVISOR 714 721 7,039 7,391 7,761 8,149 8,557 8,985 9,434 SEIU 6 05310 RECREATION LEADER 553 560 3,205 3,365 3,533 3,710 3,896 4,091 4,296 SEIU 6 05330 RECREATION PROGRAM COORDINATOR 633 640 4,741 4,978 5,226 5,488 5,762 6,050 6,353 SEIU6 07260 REPROGRAPHIC EQUIPMENT OPERATOR 575 582 3,568 3,747 3,935 4,132 4,339 4,556 4,787 SEIU 6 02710 RESIDENTIAL CONSTRUCTION SPECIALIST 674 681 5,790 6,080 6,384 6,702 7,039 7,391 7,761 SEIU 6 01090 REVENUE SUPERVISOR 670 677 5,678 5,963 6,260 6,574 6,903 7,247 7,609 SEW 6 00118 RIGHT OF WAY COORDINATOR 596 603 3,954 4,152 4,360 4,579 4,810 5,051 5,304 UC 01756 RISK MANAGEMENT ANALYST (UC)** 652 652 - 6,046 6,349 6,666 7,000 7,351 7,716 UC 01753 RISK MANAGEMENT ASSISTANT(UC)** 571 571 - 4,068 4,271 4,486 4,710 4,945 5,194 ADMIN MGMT-NS 01751 RISK MANAGEMENT SUPERVISOR (AM)** AM723 AM723 - - 8,549 8,978 9,428 9,900 10,396 UC 01755 RISK MANAGEMENT TECHNICIAN (UC)** 622 622 5,221 5,480 5,759 6,046 6,349 6,666 MID M-NS 01750 RISK MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 02200 SANITATION INSPECTOR 1 624 631 4,533 4,764 5,002 5,252 5,515 5,790 6,080 SEIU 6 02210 SANITATION INSPECTOR II 665 672 5,542 5,818 6,110 6,415 6,735 7,073 7,427 SEIU 6 07270 SECRETARY 612 619 4,278 4,493 4,718 4,954 5,201 5,461 5,734 ADMIN MGMT-NS 01071 SECRETARY TO THE CITY MANAGER (AM)** AM682 AM682 - - 7,000 7,351 7,716 8,102 8,509 SEIU 6 01055 SECURITY ELECTRONICS TECHNICIAN 688 695 6,200 6,510 6,835 7,176 7,535 7,913 8,309 SEW 6 07490 SENIOR ACCOUNTANT 712 719 6,971 7,319 7,685 8,069 8,473 8,897 9,342 SEW 6 07280k SENIOR ACCOUNTING ASSISTANT 629 636 4,648 4,882 5,126 5,382 5,650 5,934 6,230 SEIU6 07016 SENIOR ACCOUNTING ASSISTANT/SYSTEMSTECHNICIAN 629 636 4,648 4,882 5,126 5,382 5,650 5,934 6,230 MID M-NS 01630 SENIOR ASSISTANT CITY ATTORNEY (MM) i MM-28 MM-28 - - 11,439 - 13,936 - 16,980 MID CMM-NS 01631 SENIOR ASSISTANT CITY ATTORNEY -EMPLOYEE RELATIONS (EXEMPT) (CMM) CMM-28 CMM-28 - - 11,439 - 13,936 - 16,980 ADMIN MGMT-NS 00494 SENIOR BUDGET ANALYST (AM)** AM707 AM707 - - 7,908 8,304 8,718 9,154 9,610 SEIU 6 02131m SENIOR CIVIL ENGINEER 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 SEIU 6 06431q SENIOR COMBINATION BUILDING INSPECTOR 700 707 6,574 6,903 7,247 7,609 7,989 8,389 8,809 SEW 6 07584 SENIOR COMMUNITY DEVELOPMENT ANALYST 718 725 7,176 7,535 7,913 8,309 8,725 9,161 9,625 SEIU 6 07610 SENIOR COMMUNITY PLANNER 744 751 8,149 8,557 8,985 9,434 9,906 10,401 10,922 SEIU 6 02239u SENIOR CONSTRUCTION INSPECTOR 700 707 6,574 6,903 7,247 7,609 7,989 8,389 8,809 SEIU 6 07650 SENIOR CORRECTIONAL RECORDS SPECIALIST 602 609 4,074 4,278 4,493 4,718 4,954 5,201 5,461 SEIU 6 07290ff SENIOR DEPUTY CLERK OF THE COUNCIL 667 674 5,596 5,876 6,170 6,478 6,801 7,141 7,499 SEIU 6 02180q SENIOR ELECTRICAL SYSTEMS SPECIALIST (T) 694 701 6,384 6,702 7,039 7,391 7,761 8,149 8,557 ADMIN CAM-NS 01783 SENIOR EMPLOYEE RELATIONS ANALYST (CAM) CAM-722 CAM-722 - - 8,509 8,935 9,380 9,850 10,345 SEIU 6 02111m SENIOR ENGINEER 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 Page 5 of 30 L�►�c•�fy_i.►r_i_vr_� Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C CODE CODE JOB TITLE RANGE NO. RANGE NO. ADMIN MGMT-NS 00482 SENIOR FINANCIAL ANALYST (AM)** AM717 AM717 - - 8,304 8,718 9,154 9,610 10,092 SEIU 6 00840 SENIOR FLEET SERVICES SUPERVISOR 718 725 7,176 7,535 7,913 8,309 8,725 9,161 9,625 SEIU 6 02260 SENIOR GRADING SPECIALIST 695 702 6,415 6,735 7,073 7,427 7,799 8,189 8,599 SEIU 6 01860 SENIOR HOUSING SPECIALIST 681 688 5,992 6,291 6,606 6,937 7,283 7,647 8,029 ADMIN MGMT-NS 01541 SENIOR HUMAN RESOURCES ANALYST (AM)** AM722 AM722 - - 8,509 8,935 9,380 9,850 10,345 UC 07300 SENIOR HUMAN RESOURCES SPECIALIST (UC)** 602 602 - 4,734 4,971 5,221 5,480 5,759 6,046 UC 00770 SENIOR HUMAN RESOURCES TECHNICIAN (UC)** 642 642 - 5,759 6,046 6,349 6,666 7,000 7,351 SEIU 6 02040 SENIOR LAND SURVEYOR 795 802 10,453 10,976 11,525 12,102 12,707 13,342 14,009 UC 02790 SENIOR LEGAL MANAGEMENT ASSISTANT (EXEMPT) (UC)** 697 697 - 7,530 7,908 8,304 8,718 9,154 9,610 UC 07310 SENIOR LEGALSECRETARY(UC)** 610 610 - 4,921 5,168 5,425 5,703 5,989 6,286 SEIU 6 05109k SENIOR LIBRARIAN 669 676 5,650 5,934 6,230 6,542 6,869 7,211 7,571 SEIU 6 05075 SENIOR LIBRARY TECHNICIAN 616 623 4,360 4,579 4,810 5,051 5,304 5,569 5,847 ADMIN MGMT-NS 00152 SENIOR MANAGEMENT ANALYST (AM)** AM707 AM707 - - 7,908 8,304 8,718 9,154 9,610 UC 06360 SENIOR MANAGEMENT ASSISTANT (EXEMPT) (UC)** 697 697 - 7,530 7,908 8,304 8,718 9,154 9,610 SEIU 6 07330 SENIOR OFFICE ASSISTANT 592 599 3,880 4,074 4,278 4,493 4,718 4,954 5,201 SEIU 6 07360 SENIOR OFFICE SPECIALIST 567 574 3,432 3,604 3,784 3,974 4,173 4,382 4,601 UC 01675 SENIOR PARALEGAL (EXEMPT) (UC)** 663 663 - 6,380 6,702 7,034 7,386 7,754 8,142 SEIU 6 06330 SENIOR PARK SERVICES INSPECTION SUPERVISOR 718 725 7,176 7,535 7,913 8,309 8,725 9,161 9,625 POA-NS 01270 SENIOR PARKING CONTROL OFFICER 649 653 - - 5,051 5,304 5,569 5,847 6,140 UC 07415 SENIOR PAYROLL TECHNICIAN (UC)** 642 642 - 5,759 6,046 6,349 6,666 7,000 7,351 SEIU 6 00330m/n SENIOR PLAN CHECK ENGINEER 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 SEIU 6 02470 SENIOR PLANNER 750 757 8,389 8,809 9,250 9,721 10,207 10,717 11,254 SEIU6 02430q SENIOR PLUMBING/MECHANICAL SYSTEMS SPEC. 694 701 6,384 6,702 7,039 7,391 7,761 8,149 8,557 SEIU 6 07370 SENIOR POLICE RECORDS SPECIALIST 612 619 4,278 4,493 4,718 4,954 5,201 5,461 5,734 SEIU 6 01470 SENIOR PROGRAMMER ANALYST 729 736 7,571 7,951 8,349 8,767 9,205 9,673 10,156 SEIU 6 02700 SENIOR RESIDENTIAL CONSTRUCTION SPECIALIST 694 701 6,384 6,702 7,039 7,391 7,761 8,149 8,557 SEIU6 00990k SENIOR SYSTEMS ADMINISTRATOR 702 709 6,638 6,971 7,319 7,685 8,069 8,473 8,897 SEIU 6 02151m SENIOR TRAFFIC ENGINEER 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 SEIU 6 01290m SENIOR TRANSPORTATION ANALYST 785 792 9,955 10,453 10,976 11,525 12,102 12,707 13,342 SEIU 6 07776 SENIOR WATER SERVICES SUPERVISOR 719 726 7,211 7,571 7,951 8,349 8,767 9,205 9,673 SEIU 6 06240 SENIOR WATER SYSTEMS OPERATOR 680 687 5,963 6,260 6,574 6,903 7,247 7,609 7,989 SEIU 6 01310 STOCK CLERK 608 615 4,194 4,404 4,624 4,858 5,101 5,356 5,623 SEIU 6 01320 STOREKEEPER 643 650 4,978 5,226 5,488 5,762 6,050 6,353 6,670 SEIU 6 01315 STORES AND CITY YARD PROPERTY SPECIALIST 643 650 4,978 5,226 5,488 5,762 6,050 6,353 6,670 SEIU 6 00115 STORMWATER COORDINATOR 705 712 6,735 7,073 7,427 7,799 8,189 8,599 9,029 MID M-NS 02925 STRATEGIC COMMUNICATIONS MANAGER (MM) MM-19 MM-19 - - 9,159 - 11,160 - 13,595 SEIU 6 04280 STREET LIGHTING MAINTENANCE WORKER 649 656 5,126 5,382 5,650 5,934 6,230 6,542 6,869 SEIU 6 04360 STREET MAINTENANCE SUPERVISOR 685 692 6,110 6,415 6,735 7,073 7,427 7,799 8,189 SEIU 6 04160 STREET PAINTER 627 634 4,601 4,834 5,076 5,330 5,596 5,876 6,170 SEIU 6 07500 SUPERVISING ACCOUNTANT 734 741 7,761 8,149 8,557 8,985 9,434 9,906 10,401 SEIU 6 00269 SUPERVISING BUYER 708 715 6,835 7,176 7,535 7,913 8,309 8,725 9,161 SEIU6 050SS SUPERVISING LIBRARY SERVICES ASSISTANT 597 604 3,974 4,173 4,382 4,601 4,834 5,076 5,330 SEIU 6 07470 SUPERVISING PARK RANGER 678 685 5,905 6,200 6,510 6,835 7,176 7,535 7,913 ADMIN MGMT-NS 02371 SUPERVISOR OF INSPECTIONS (AM)** AM745 AM745 - - 9,518 9,997 10,496 11,022 11,580 SEIU 6 02070 SURVEY PARTY CHIEF 707 714 6,801 7,141 7,499 7,875 8,269 8,683 9,117 SEIU 6 02050 SURVEY PARTY TECHNICIAN 1 643 650 4,978 5,226 5,488 5,762 6,050 6,353 6,670 SEIU 6 02060 SURVEY PARTY TECHNICIAN 11 674 681 5,790 6,080 6,384 6,702 7,039 7,391 7,761 SEIU6 00120 SYSTEMS ADMINISTRATOR 670 677 5,678 5,963 6,260 6,574 6,903 7,247 7,609 SEIU 6 06470 SYSTEMS SUPPORT ANALYST 729 736 7,571 7,951 8,349 8,767 9,205 9,673 10,156 SEIU6 01060 SYSTEMS TECHNICIAN 610 617 4,236 4,448 4,671 4,906 5,151 5,408 5,678 SEIU6 00710 TELECOMMUNICATIONS COORDINATOR 711 718 6,937 7,283 7,647 8,029 8,431 8,853 9,296 SEIU 6 07140 TELECOMMUNICATIONS CUSTOMER SERVICE REP. 623 630 4,511 4,741 4,978 5,226 5,488 5,762 6,050 POA-NS 00860 TRAFFIC SERVICES SPECIALIST 679 683 - - 5,847 6,140 6,446 6,768 7,107 UC 01280 TRAINING COORDINATOR (UC)** 707 707 - 7,908 8,304 8,718 9,154 9,610 10,092 MID M-NS 00200 TRANSIT PROGRAM MANAGER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 Page 6 of 30 L�►�c•�fy_i.►r_i_vr_� Consolidated Alphabetical List of Regular Classes and Assignment of Classes to Salary Rate Ranges for Fiscal Year 2021-2022 Effective Effective MONTHLY SALARY RATE RANGES UNIT JOB 1/1/2021 7/1/2021 AAA AA A B C CODE CODE JOB TITLE RANGE NO. RANGE NO. MID M-NS 01080 TRANSPORTATION MANAGER (MM) MM-25 MM-25 - - 10,622 - 12,943 - 15,769 MID M-NS 01170 TREASURY AND CUSTOMER SERVICES MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEW 6 07020 TREASURY SERVICES SUPERVISOR 668 675 5,623 5,905 6,200 6,510 6,835 7,176 7,535 SEIU 6 04330bb TREE MAINTENANCE SUPERVISOR 684 691 6,080 6,384 6,702 7,039 7,391 7,761 8,149 SEW 6 04170bb TREE TRIMMER 627 634 4,601 4,834 5,076 5,330 5,596 5,876 6,170 SEIU 6 01215 UTILITIES BILLING/SYSTEMS TECHNICIAN 622 629 4,493 4,718 4,954 5,201 5,461 5,734 6,021 SEIU 6 01219 UTILITIES CUSTOMER SERVICE SUPERVISOR 659 666 5,382 5,650 5,934 6,230 6,542 6,869 7,211 SEIU6 06320 VIDEOTECHNICIAN 671 678 5,706 5,992 6,291 6,606 6,937 7,283 7,647 SEIU 6 07750 WATER SERVICES CREW LEADER 659 666 5,382 5,650 5,934 6,230 6,542 6,869 7,211 SEIU 6 07755 WATER SERVICES METER REPAIRER 1 618 625 4,404 4,624 4,858 5,101 5,356 5,623 5,905 SEIU 6 07756 WATER SERVICES METER REPAIRER 11 637 644 4,834 5,076 5,330 5,596 5,876 6,170 6,478 SEIU 6 07795 WATER SERVICES PRODUCTION SUPERVISOR 689 696 6,230 6,542 6,869 7,211 7,571 7,951 8,349 SEIU 6 07760 WATER SERVICES QUALITY COORDINATOR 710 717 6,903 7,247 7,609 7,989 8,389 8,809 9,250 SEIU 6 07765 WATER SERVICES QUALITY INSPECTOR 669 676 5,650 5,934 6,230 6,542 6,869 7,211 7,571 SEIU 6 07770 WATER SERVICES QUALITY SUPERVISOR 693 700 6,353 6,670 7,005 7,355 7,723 8,109 8,515 SEIU 6 07775 WATER SERVICES SUPERVISOR 693 700 6,353 6,670 7,005 7,355 7,723 8,109 8,515 SEIU 6 07780 WATER SERVICES UTILITY INSPECTOR 669 676 5,650 5,934 6,230 6,542 6,869 7,211 7,571 SEIU 6 07785 WATER SERVICES WORKER 1 593 600 3,896 4,091 4,296 4,511 4,741 4,978 5,226 SEIU 6 07790 WATER SERVICES WORKER II 618 625 4,404 4,624 4,858 5,101 5,356 5,623 5,905 SEIU 6 04540 WATER SYSTEMS ELECTRICIAN 680 687 5,963 6,260 6,574 6,903 7,247 7,609 7,989 SEIU 6 00880 WATER SYSTEMS OPERATOR 1 621 628 4,470 4,694 4,930 5,176 5,434 5,706 5,992 SEIU 6 00920 WATER SYSTEMS OPERATOR 11 641 648 4,930 5,176 5,434 5,706 5,992 6,291 6,606 SEIU 6 04530 WATER SYSTEMS OPERATOR III 655 662 5,278 5,542 5,818 6,110 6,415 6,735 7,073 SEW 6 01006 WEB SYSTEMS TECHNICIAN 610 617 4,236 4,448 4,671 4,906 5,151 5,408 5,678 SEIU 6 01005 WEBSITE ENTRY SPECIALIST 583 590 3,710 3,896 4,091 4,296 4,511 4,741 4,978 SEIU 6 02390 WORK CENTER COORDINATOR 754 761 8,557 8,985 9,434 9,906 10,401 10,922 11,468 SEIU 6 08371 WORKFORCE SPECIALIST 1 610 617 4,236 4,448 4,671 4,906 5,151 5,408 5,678 SEIU 6 08372k WORKFORCE SPECIALIST II 634 641 4,764 5,002 5,252 5,515 5,790 6,080 6,384 SEIU 6 08373k WORKFORCE SPECIALIST 111 654 661 5,252 5,515 5,790 6,080 6,384 6,702 7,039 SEIU 6 08374 WORKFORCE SPECIALIST IV 709 716 6,869 7,211 7,571 7,951 8,349 8,767 9,205 SEIU 6 05313 YOUTH SERVICES TECHNICIAN 603 610 4,091 4,296 4,511 4,741 4,978 5,226 5,488 SEIU 6 05430 ZOO CURATOR 665 672 5,542 5,818 6,110 6,415 6,735 7,073 7,427 SEIU 6 05450 ZOO CURATOR OF EDUCATION 669 676 5,650 5,934 6,230 6,542 6,869 7,211 7,571 SEIU 6 05451 ZOO CURATOR OF HEALTH 662 669 5,461 5,734 6,021 6,322 6,638 6,971 7,319 SEIU 6 00930 ZOO EDUCATION SPECIALIST 620 627 4,448 4,671 4,906 5,151 5,408 5,678 5,963 SEIU 6 05420 ZOO KEEPER 1 585 592 3,747 3,935 4,132 4,339 4,556 4,787 5,026 SEIU 6 05410 ZOO KEEPER 11 615 622 4,339 4,556 4,787 5,026 5,278 5,542 5,818 MID M-NS 05480 ZOO MANAGER (MM) MM-22 MM-22 - - 9,865 - 12,018 - 14,642 SEIU 6 05485 ZOO OPERATIONS COORDINATOR 639 646 4,882 5,126 5,382 5,650 5,934 6,230 6,542 **AM and CASA Rate Ranges Frozen as of 10/1/2014 and No Longer Reflected on the Current Salary Schedule Matrix *Per Contract. NOTES: Page 7 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Salaries and Wages for Various Part-time Categories for Fiscal Year 2021-2022 CLASS TITLES AND WAGE RATES FOR REPRESENTED CATEGORIES OF NON -CIVIL SERVICE PART-TIME EMPLOYMENT UNIT CODE JOB CODE JOB TITLE (REPRESENTED PART-TIME) POS. NO. STEP AA STEP A STEP B STEP C STEP D STEP E SEIU PT 09041 ACCOUNT CLERK 1 2936 19.50 20.45 21.47 22.55 23.67 SEIU PT 09042 ACCOUNT CLERK II 2977 21.57 22.64 23.80 24.96 26.21 SEIU PT 09770 ADMINISTRATIVE AIDE 2917 24.72 25.96 27.25 28.62 30.05 SEIU PT 09000 ANIMAL KEEPER 2761 15.53 16.31 17.13 17.99 18.89 SEIU PT 09215 BUILDING MAINTENANCE ASSISTANT 21.25 22.30 23.42 24.62 25.81 SEIU PT 09040 CASHIER 2724 15.10 15.86 16.65 17.48 18.35 SEIU PT 09060 CLERICAL AIDE 2763 15.40 16.18 16.95 17.80 18.69 SEIU PT 09090 CLERK TYPIST 2765 20.20 21.21 22.27 23.38 24.55 SEIU PT 09800 COMBINATION INSPECTOR 3097 30.20 31.69 33.30 34.95 36.72 SEW PT 09100 COMMUNITY CENTER AIDE 2766 20.19 21.20 22.26 23.37 24.54 SEIU PT 09690 COMPUTER TECHNICIAN 2859 19.65 20.63 21.67 22.76 23.91 SEIU PT 09780 CUSTOMER SERVICE CLERK 2913 20.25 21.25 22.31 23.43 24.62 SEIU PT 09120 DATA ENTRY CLERK 2768 16.79 17.64 18.55 19.46 20.44 SEIU PT 09471 ENGINEERING APPRENTICE 20.77 21.81 22.90 24.05 25.25 SEIU PT 09140 EQUIP. SVC. ATTENDANT 2769 18.90 19.82 20.85 21.85 22.97 SEIU PT 09755 INFORMATION DESK CLERK 3456 16.95 17.80 18.69 19.62 20.60 SEIU PT 09170 JANITOR 2771 15.49 16.26 17.07 17.92 18.84 SEIU PT 09190 LIBRARY ASSISTANT 2772 18.96 19.91 20.90 21.96 23.07 SEIU PT 09271 LIBRARY ASSOCIATE 18.96 19.91 20.90 21.96 23.07 SEIU PT 09200 LIBRARY CLERK 1 2773 15.80 16.57 17.41 18.30 19.19 SEIU PT 09210 LIBRARY CLERK 11 2732 17.50 18.37 19.27 20.25 21.25 SEIU PT 09230 MAINTENANCE ATTENDANT 2734 15.00 15.75 16.28 17.09 17.94 SEIU PT 09280 MOBILE LIBRARY CLERK 2774 19.25 20.25 21.23 22.30 23.42 SEIU PT 09775 MUNICIPAL UTILITY READER/COLL. 3027 19.37 20.34 21.34 22.42 23.54 SEIU PT 09290 PAGE 2775 15.00 15.75 16.28 17.09 17.94 SEIU PT 09300 PARK MAINTENANCE ASST. 2776 16.41 17.24 18.11 19.02 19.98 SEIU PT 03615 PARK RANGER (PART TIME) 2806 27.24 28.61 30.03 31.55 33.14 SEIU PT 09505 PERMIT PARKING AIDE 2989 20.90 21.95 23.07 24.20 25.41 SEIU PT 09135 PLANNING TECHNICIAN 3059 24.84 26.07 27.38 28.75 30.20 SEIU PT 09330 POLICE RECORDS CLERK 2778 18.36 19.25 20.25 21.23 22.30 SEIU PT 09340 POLICE SUPPLY CLERK 2738 18.41 19.33 20.30 21.32 22.39 SEIU PT 08160 PROGRAM COORDINATOR 2739 18.31 19.23 20.19 21.20 22.26 SEIU PT 09360 PROGRAM LEADER 2780 15.07 15.82 16.61 17.44 18.31 SEIU PT 09720 PURCHASING CLERK 2760 19.42 20.39 21.43 22.49 23.60 SEIU PT 09395 RECREATION FACILITY ATTENDANT 3579 16.41 17.24 18.11 19.02 19.98 SEIU PT 09900 RIGHT OF WAY TECHNICIAN 3096 15.62 16.41 17.26 18.10 18.98 SEIU PT 09070 SENIOR CLERICAL AIDE 2782 16.95 17.80 18.69 19.62 20.60 SEIU PT 09270 SENIOR LIBRARY ASSOCIATE 20.13 21.13 22.17 23.30 24.46 SEIU PT 09400 SENIOR PROGRAM LEADER 2783 15.82 16.61 17.44 18.31 19.23 SEIU PT 09430 SPECIAL EVENTS LEADER 1 2746 15.44 16.21 17.02 17.87 18.76 SEIU PT 09440 SPECIAL EVENTS LEADER 11 2747 18.84 19.78 20.77 21.81 22.90 SEIU PT 08170 SR. LIBRARY ASSISTANT 2750 20.13 21.13 22.17 23.30 24.46 SEIU PT 09250 SR. MAINTENANCE AIDE 2752 15.12 15.87 16.66 17.50 18.38 SEIU PT 09260 SR. MAINTENANCE WORKER 2753 18.38 19.30 20.27 21.28 22.34 SEIU PT 08370 SR. SPECIAL EMP. COUNSELOR 2754 15.62 16.41 17.26 18.10 18.98 SEIU PT 08410 SR. TUTOR 2755 18.08 18.98 19.93 20.88 21.92 SEIU PT 09460 STORES AIDE 2784 18.03 18.94 19.86 20.87 21.89 Page 8 of 30 CITY OF SANTA ANA Consolidated Alphabetical List of Salaries and Wages for Various Part-time Categories for Fiscal Year 2021-2022 SEIU PT 08420 TUTOR 2757 15.62 16.40 17.22 18.08 18.98 SEIU PT 09960 WATER CONSERVATION REPRESENTATIVE 15.95 16.74 17.57 18.45 19.41 CLASS TITLES AND WAGE RATES FOR SEASONAL AND OTHER UNAFFILIATED CATEGORIES OF NON -CIVIL SERVICE PART-TIME UNIT CODE JOB CODE JOB TITLE (UNAFFILIATED PART-TIME) POS. NO. STEP AA STEP A STEP B STEP C STEP D STEP E SEASONAL PT 08000 ADMINISTRATIVE INTERN 2722 16.28 17.09 - - - SEASONAL PT 08995 ANIMAL CONTROL OFFICER 3148 23.96 25.16 26.42 27.75 29.13 SEASONAL PT 09315 BACKGROUND INVESTIGATOR 3071 28.45 29.87 31.38 32.94 34.60 SEASONAL PT 09790 BUDGET INTERN 3241 17.94 18.84 - - - SEASONAL PT 09316 COLD CASE INVESTIGATOR 3108 28.45 29.87 31.38 32.94 34.60 SEASONAL PT 00360 CORRECTIONAL SERVICES OFFICER 3257 20.01 21.01 22.06 23.19 24.32 SEASONAL PT 09130 ENGINEERING INTERN 17.94 18.84 - - - SEASONAL PT 07605 FINGERPRINT EXAMINER 3111 29.88 31.39 32.94 34.59 36.32 SEASONAL PT 08500 FORENSIC BALLISTICS TECHNICIAN 3085 24.56 25.80 27.09 28.45 29.87 SEASONAL PT 07071 HUMAN RESOURCES CLERICAL AIDE 15.40 16.18 16.95 17.80 18.69 SEASONAL PT 09345 JAIL TRANSPORTATION OFFICER 25.80 27.09 28.45 29.87 31.38 SEASONAL PT 08610 LAW CLERK 2729 15.10 15.84 16.63 17.49 18.35 SEASONAL PT 08080 MANAGEMENT INTERN 2759 20.77 21.81 - - - SEASONAL PT 08130 POLICE CADET 2736 - 15.10 15.86 16.65 17.48 18.35 SEASONAL PT 08135 POLICE RESERVE LEVEL 1 3187 29.16 - - - - SEASONAL PT 08136 POLICE RESERVE LEVEL 2 3186 20.83 SEASONAL PT 08137 POLICE RESERVE LEVEL 3 3188 16.66 - SEASONAL PT 08100 SR. ADMINISTRATIVE INTERN 2749 17.94 18.84 SEASONAL PT 08600 STUDENT INTERN 2756 15.00 15.75 CLASS TITLES AND WAGE RATES FOR REPRESENTED CATEGORIES OF SANTA ANA MANAGEMENT ASSOCIATION (SAMA) CIVIL SERVICE PART-TIME EMPLOYMENT UNIT CODE JOB CODE JOB TITLE (SAMA PART-TIME CIVIL SERVICE) POS. NO. STEP AA STEP A STEP B STEP C STEP D STEP E SAMA-AM-PTCS 01541 SR HUMAN RESOURCES ANALYST 722 AM-NSWN 47.43 49.81 52.29 54.91 57.66 CLASS TITLES AND WAGE RATES FOR REPRESENTED CATEGORIES OF CONFIDENTIAL ASSOCIATION OF SANTA ANA (CASA) CIVIL SERVICE PART-TIME EMPLOYMENT UNIT CODE JOB CODE JOB TITLE (CASA PART-TIME CIVIL SERVICE) POS. NO. STEP AA STEP A STEP B STEP C STEP D STEP E CASA-PTCS 01250 HUMAN RESOURCES TECHNICIAN (UC) 622 UC 29.10 30.55 32.10 33.70 35.39 37.16 CLASS TITLES AND WAGE RATES FOR REPRESENTED CATEGORIES OF SEIU LOCAL 721 - CITY OF SANTA ANA PART-TIME CIVIL SERVICE UNIT EMPLOYMENT UNIT CODE JOB CODE JOB TITLE (SEIU PART-TIME CIVIL SERVICE) POS. NO. STEP AA STEP A STEP B STEP C STEP D STEP E SEIU PTCS 00270 ASSISTANT BUYER 621 28.03 29.43 30.90 32.44 34.07 35.77 SEIU PTCS 07180 OFFICE ASSISTANT 553 20.10 21.10 22.16 23.27 24.44 25.66 SEIU PTCS O4860 PARK MAINTENANCE AIDE 452 12.28 12.89 13.53 14.21 14.93 15.68 SEIU PTCS 00050 PLANNING ASSISTANT 640 30.75 32.29 33.90 35.60 37.37 39.24 SEIU PTCS 07270 SECRETARY 598 25.03 26.29 27.62 29.00 30.45 31.97 SEIU PTCS 07584 SENIOR COMMUNITY DEVELOPMENT ANALYST 704 42.02 44.12 46.32 48.64 51.08 53.63 Page 9 of 30 DEFINE SALARY RATE RANGES AND STEP ADVANCEMENT: The City's basic salary and wage schedule provides for a number of ranges of pay rates (salary rate ranges), each comprised of pay steps or rates. The steps are identified by the letters 'AAA' to 'E' inclusive. Not all salary rate ranges are comprised of seven steps or letters (e.g., SAMA has 17 steps, identified by numbers). For employees, the purpose of each step and the length of service required for advancement within the rate range are summarized as follows: For non -management employees, represented by SEIU (Primary Salary Matrix, Exhibit A): AAA Step Normal beginning pay rate. AA Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. A Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. B Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. D Step Automatic Increase - After 12 months' service in next lower step. Also maximum hiring rate. E Step Merit Rate - After 12 months' service in next lower step. For part-time civil service employees, represented by SEIU (Primary Salary Matrix, Exhibit A): AA Step Normal beginning pay rate. A Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. B Step Automatic Increase — After 2,080 hours' service in next lower step. Also optional hiring rate. C Step Automatic Increase — After 2,080 hours' service in next lower step. Also optional hiring rate. D Step Automatic Increase — After 2,080 hours' service in next lower step. Also optional hiring rate. E Step Automatic Increase — After 3,120 hours' service in next lower step. Also maximum hiring rate. For non -management employees, represented by POA Sworn/non-Sworn (Primary Salary Matrix, Exhibit A): A Step Normal beginning pay rate. B Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. D Step Automatic Increase - After 12 months' service in next lower step. E Step Merit Rate - After 12 months' service in next lower step. For non -sworn management employees, represented by PMA (Primary Salary Matrix, Exhibit A): Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service. AA Step Normal beginning pay rate. A Step Merit Rate - After 6 months' service in next lower step. Also optional hiring rate. B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. C Step Merit Rate - After 12 months' service in next lower step. Also maximum hiring rate. D Step Merit Rate - After 12 months' service in next lower step. For sworn management employees, represented by PMA (Primary Salary Matrix, Exhibit A): Advancement in the PMA salary rate ranges is granted only for continued meritorious performance of service. A Step Normal beginning pay rate. B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. C Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. D Step Merit Rate - After 12 months' service in next lower step. Also maximum hiring rate. E Step Merit Rate - After 12 months' service in next lower step. For non -sworn and sworn management employees, represented by PMA Annual Performance Based Bonus Pay: Performance rated as Significantly Exceeds Expectations ('5'), one-time bonus payment of five percent (5%). Performance rated as Exceeds Expectations (`4'), one-time bonus payment of five percent (2.5%). Performance rated as Meets Expectations ('3'), ineligible for a bonus payment. Performance rated as Meets Expectations ('2'), ineligible for a bonus payment. Performance rated as Meets Expectations (`1'), ineligible for a bonus payment. Page 10 of 30 For unrepresented confidential employees, represented by CASA (Off the Matrix): AA Step Normal beginning pay rate. A Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. B Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. D Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. E Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. For unrepresented confidential employees, non -represented (Off the Matrix): AA Step Normal beginning pay rate. A Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. B Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. D Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. E Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. For administrative -management employees (AM), represented by SAMA (Off the Matrix): Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service. A Step Normal beginning pay rate. B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. C Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. D Step Merit Rate - After 12 months' service in next lower step. Also maximum hiring rate. E Step Merit Rate - After 12 months' service in next lower step. For confidential administrative -management employees (CAM), non -represented (Off the Matrix): Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service. A Step Normal beginning pay rate. B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. C Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. D Step Merit Rate - After 12 months' service in next lower step. Also maximum hiring rate. E Step Merit Rate - After 12 months' service in next lower step. For middle -management employees (MM), represented by SAMA (MM Matrix, Exhibit B): Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service. SAMA middle -management classifications merit rate ranges are from step 1" through 17" SAMA middle -management optimal hiring rate states are from step 'T' through "6" SAMA middle -management maximum hiring range is step "T SAMA step advancement from 1" through 15" are advanced in two-step increments in an annual basis. SAMA step advancement from 16" through 17" are advanced in one-step increments in an annual basis. For confidential middle -management employees (CMM), non -represented (MM Matrix, Exhibit C): Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service. SAMA middle -management classifications merit rate ranges are from step 1" through 17" SAMA middle -management optimal hiring rate states are from step 'T' through "6" SAMA middle -management maximum hiring range is step "T SAMA step advancement from 1" through 15" are advanced in two-step increments in an annual basis. SAMA step advancement from 16" through 17" are advanced in one-step increments in an annual basis. For Executive Management employees (EM), represented by Executive Management (Off the Matrix): EM classifications compensation plan is performance salary -based ranges. EM-10 Monthly Salary Range $12,444 - $14,311 EM-20 Monthly Salary Range $14,075 - $18,315 EM-30 Monthly Salary Range $15,537 - $20,218 EM-40 Monthly Salary Range $17,581 - $23,245 EM Performance rated as Extremely Meritorious Performance, one-time bonus payment not to exceed seven and one-half percent (7.5%) in total and at the discretion of the City Manager. Page 11 of 30 For part-time employees, represented by SEIU (Off the Matrix): A Step Normal beginning pay rate. B Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. C Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. D Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. E Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. For part-time employees, non -represented (Off the Matrix): A Step Normal beginning pay rate. B Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. C Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. D Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. E Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate. In the primary salary schedule matrix (Exhibit A), each salary range is identified by a three -digit number. The first two digits are listed in the first vertical column on the left and the third digit is listed horizontally across the top and identifies the appropriate column. This three -digit range number locates the starting step ("AAA, AA" or "A") of the range depending on whether the class has been assigned 5, 6 or 7 steps and the subsequent steps ("AA, A," "B," "C," "D" and "E") are found in the column directly below the starting step. For example, "AAA" step of Range No. 501 is found to be $2402 by moving down the left column (Range No.) to the number 50 (the first two digits of the Range No.), then horizontally to column 1 (the third digit of the Range No.). The "AAA" step of $2402 has the remaining steps shown directly below; thus the full, seven -step range is 2402-2523-2650- 2782-2921-3067-3221. In the same manner, Range No. 555 is found to be 3129-3285-3449-3622-3803-3994-4194. Page 12 of 30 SPECIAL COMPENSATION PROVISIONS: Lower case letters appearing next to certain occupational code numbers in the above listing refer to special compensation provisions, shown below, that may be applicable to certain incumbents of the classes of employment so identified. Note: SEIU MOU Article V Section 1B Limitation on Assignment Pay Differentials Employees hired after August 31, 2010 or hired before August 31, 2010, who did not receive assignment pay under section 5.1 of this article prior to June 30, 2013, shall not be eligible to receive it. SEIU MOU Article V section 10 Limitation on Career Development Incentive Pay With the exception of employee classifications listed below*, employees covered by this MOU and already receiving career development incentive pay under section 5.10 prior to June 30, 2012 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of section 5.8 shall continue to receive said pay under the current career development incentive pay formulas. Employees who have not received career development pay prior to June 30, 2012 shall not be eligible to receive it. The employee classifications listed below* covered by this MOU and already receiving career development incentive pay under section 5.9 prior to June 30, 2013 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of section 5.9 shall continue to receive said pay under the current career development incentive pay formulas. Employees in the classifications listed below who have not received career development pay prior to June 30, 2013 will not thereafter be eligible to receive it. *Associate Engineer, Senior Civil Engineer, Senior Engineer, Senior Traffic Engineer. (a) (Reserved) (b) Incumbents in the classifications of Fleet Services Technician I, II and III who possess nationally recognized certifications for Automotive Service Excellence Master Certification (ASE) and ASE Alternative Fuel, will be paid an assignment pay differential at a rate set five (5) salary rate ranges (approximately 2.5%) for said certification above their then current base monthly salary step. The restrictions set forth in Section 5.1.13 do not apply to this provision. (SEIU MOU Article V Section 1 C) (c) (Reserved) (d) An incumbent in the class of Police Services Dispatcher who is continuously and regularly assigned to and actually performing in a lead supervisory and trainer capacity over an assigned shift of Police Services Dispatchers will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above his or her then current base monthly salary step. (POA MOU Article V Section 1A) (e) Incumbents in the classifications of Fleet Services Technician I, Il, III, and Fleet Services Supervisor, who maintain a valid State of California Commercial Driver's License and are assigned to an area that requires the possession of either a Class "A" or Class "B" license in the course and scope of their work shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (SEIU MOU Article V Section 1.C.3) (f) (Reserved) (g) (Reserved) (h) Incumbents in the classifications of: Code Enforcement Associate, Code Enforcement Officer, Code Enforcement Supervisor who obtain or possess a valid certificate in any of four Career Development Incentive areas shall receive incentive pay worth five salary rate ranges (approximately 2.5%) for each certificates not to exceed five (5) certificates or a total of twenty-five salary rate ranges (approximately 12.5%). If an incumbent has obtained four (4) certificates from list, he or she than shall be eligible to earn an additional five (5) salary rate ranges (approximately 2.5%) pay additive upon completion of both the SCACEO/CACEO Intermediate and SCACEO/CACEO Advanced Certifications. (SEIU MOU Article V Section 9D) (i) (Reserved) Page 13 of 30 Q) Incumbents in the class of Police Officer who are continuously and regularly assigned to and actually performing duties of a Corporal will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. If a Corporal is assigned to lead a work unit without a Sergeant, he or she will be paid an additional five (5) salary rate ranges (approximately 2.5%) above his or her base monthly salary step for such assignment. At the present time, Directed Patrols and Civic Center Patrol units are examples of such assignments. (POA MOU Article V Section 1C) (k) Incumbents regularly and continuously assigned to lead a functional unit which includes two (2) or more positions in the same or lower classifications as the incumbent may be compensated at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 2), and/or (Council Resolution No. 82-110 Section 3.1, as amended by Resolution No. 91-103), and/or (Resolution No. 99-023) and (POA MOU Article V Section 1N) 1) (Reserved) (m) Incumbents in the classifications of Assistant Engineer, Associate Engineer, Civil Engineer, Senior Civil Engineer, Senior Engineer, Senior Traffic Engineer, Assistant Plan Check Engineer, Associate Plan Check Engineer, Senior Plan Check Engineer, or Senior Transportation Analyst will be eligible for career incentive pay for any certificates approved for their classification at a rate set of ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step for valid registration(s) as a Registered Engineer by the State of California or as a Structural Engineer by the State of California (a total of twenty (20) salary rate ranges (approximately 10% for both). Additionally, said incumbents who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of accessibility/usability (one specialty area), residential energy plan check, or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%). (SEIU MOU Article V Section 9.A) and/or (as amended by Resolution No. 97- 028) In no event shall the application of this Career Development Incentive Program result in an individual being eligible to earn more than twenty (25) salary rate ranges (approximately 12.5%) above his or her current monthly base salary step. (SEIU MOU Article V Section 9) (n) An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan Check Engineer, Associate Plan Check Engineer, Senior Plan Check Engineer and who as of December 31, 1987 had possessed a valid Plan Examiner Certificate issued by the ICBO shall continue to be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base salary step. However effective January 1, 1988 said ten (10) range differential shall be reduced to five (5) salary rate ranges (approximately 2.5%) for any incumbent of said classifications who is issued his or her initial certificate on or after January 1, 1988. (SEIU MOU Article V Section 9B) (o) (Reserved) (p) (Reserved) (q) An incumbent in one of the classifications of: Combination Building Inspector, Senior Combination Building Inspector, Building Technician, or Senior Plumbing/Mechanical Systems Specialist who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in relevant areas (see MOU for full details) shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). (SEIU MOU Article V Section 9C) (r) (Reserved) Page 14 of 30 (s) An incumbent in the classification of Maintenance Worker 11 (assigned to the tree crew) who possesses a valid certificate issued by the International Society of Arboriculture (ISA) as a certified Tree Worker shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 9H) (t) (Reserved) (u) An incumbent in the classification of Construction Inspector or Senior Construction Inspector who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of reinforced concrete, structural masonry, structural steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27 landscape contractors license, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%);an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five) twenty-five (25) salary rate ranges (approximately12.5%). (SEIU MOU Article V Section 9E) (v) (Reserved) (w) An incumbent in the classification of Contracts Administrator who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of plumbing inspection, electrical inspection, plans examiner, C27 landscape contractors license, turf grass management, or certified arborist (ISA), shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four) twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). (SEIU MOU Article V Section 9F) (x) (Reserved) (y) Incumbents in the class of Forensic Specialist I, who are regularly and continuously assigned to and actually performing duties in a "lead" supervisory capacity over a primary functional unit of Forensic Specialist I employees, will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above their then current base monthly salary step. (POA MOU Article V Section 1 B) (z) (Reserved) (aa) (Reserved) (bb) Incumbents in one of the classifications of Projects Manager, Tree Maintenance Supervisor, Tree Trimmer, Maintenance Worker II (assigned to the tree crew), or Public Works Projects Specialist who possess a valid certificate issued by the International Society of Arboriculture (ISA) as a certified arborist shall be paid at a rate of set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 9G) (cc) (Reserved) (dd) An employee who is continuously and regularly assigned as a Training Officer working in either Field Operations, the Detention facility, or as a Forensic Specialist II will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 F as amended by Ninth Side Letter Amendment to the Memorandum of Understanding Between the City of Santa Ana and the Santa Ana POA) (ee) An employee who is continuously and regularly assigned to and actually performing duties of an Internal Affairs Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 G) (ff) Page 15 of 30 (ff) The incumbent of the classification Senior Deputy Clerk of the Council designated by Resolution 91- 073 as third in command in the Clerk of the Council's office with full signature authority for the Clerk in the clerk and Assistant Clerk's absence, will be paid an additional ten salary rate ranges (approximately 5%) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No.82-110 Section 3.1[ff], as amended by Resolution No. 91-103) (gg) The incumbent in the class of Accountant II who, at the discretion of the appointing authority, is regularly and continuously assigned electronic data processing (EDP) systems coordination responsibilities, will be paid an additional ten salary rate ranges (approximately 5%) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No.82- 110 Section 3.1 [gg], as amended by Resolution No. 92-034) (hh) An incumbent in the class of Equipment Operator who, at the discretion of the appointing authority, is regularly and continuously assigned, on a full-time basis, to operate a Motor Grader, will be paid an additional ten salary rate ranges (five percent) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No. 82-110 Section 3.1 [hh], as amended by Resolution No. 92-034 (ii) (Reserved) (jj) (Reserved) (kk) (Reserved) (II) (Reserved) (mm) (Reserved) (nn) (Reserved) (oo) Incumbents in the classification of Correctional Officer who are continuously and regularly assigned to and actually performing duties of a Correctional Supervisor will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 D) (pp) An employee who is continuously and regularly assigned to perform training functions as a Parking Control Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 H) (qq) (Reserved) (rr) Incumbents in the classification of Police Officer who are continuously and regularly assigned as a Canine Officer will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (POA MOU Article V Section1l) (ss) Incumbents in the classification of Police Officer who are continuously and regularly assigned to and actually performing duties of a Motor Officer assigned to the Traffic Division will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section1J) (tt) An incumbent, identified by the Police Department, who is continuously and regularly assigned to and actually performing duties of a Detective/Investigator assigned to the Investigations Division or Special Investigations Units as well as Police Investigative Specialist, Background Investigator, Collision Investigator, and Graffiti Task Force Investigator, will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section K) (uu) Incumbents in the classifications of Correctional Officer or Correctional Supervisor, who are continuously and regularly assigned to either the 207(k) 7/12.5 Detention Work Schedule, or the 4/10.5 Detention Administration Work Schedule, shall be paid at a rate set six (6) salary rate ranges (approximately 3%) above his or her then current base monthly salary step. (POA MOU Article V Section L) (vv) (Reserved) Page 16 of 30 (ww) Incumbents in the classification of Firearms Examiner who are regularly and continuously assigned to and actually performing duties in a "lead" supervisory capacity over a primary functional unit, will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above their then current base monthly salary step. (POA MOU Article V Section 1 M and Council Resolution No. 2005-026) (xx) Reserved (yy) Incumbents in the classifications of Forensic Specialist I and Forensic Specialist II who are continuously and regularly assigned as a Tenprint - AFIS Technician will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (POA MOU Article V Section 1 O) (zz) Incumbents in the classifications of Forensic Specialist I and Forensic Specialist II who are continuously and regularly assigned as a Fingerprint Analyst will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (POA MOU Article V Section 1 P) Page 17 of 30 OTHER PAY ADDITIVES: BILINGUAL PAY. Qualified personnel in the below -listed representational categories who meet the required criteria specified in the Memorandum of Understanding (or Pay Plan) covering their job classification will receive a monthly pay differential above their current base monthly salary step in the amounts specified below by representational category: (1) SEIU (Service Employees International Union): (SEIU MOU Article 5.313, C): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (II) SEIU Part-time Civil Service (Service Employees International Union): (SEIU Article 5.3 B-C) • Primary Bilingual Assignments: prorated amount based on $175 per 173.33 hours. • Secondary Bilingual Assignments: prorated amount based on $40 per 173.33 hours. (III) SEIU Part-time Non Civil Service (Service Employees International Union): (SEIU Article 4.5 B-C) • Primary Bilingual Assignments: $1.01 above base hourly rate. • Secondary Bilingual Assignments: $0.23 above base hourly rate. (IV) SAMA (Santa Ana Management Association): (SAMA MOU Article 6.1.13-C): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (V) CMM (Confidential Middle -Management): (Resolution No. 2021-026): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (VI) CAM (Confidential Administrative -Management): (Resolution No. 2021-026): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (VI 1) CASA (Confidential Association of Santa Ana): (CASA MOU Article 6.3.B-C): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (Vill) LICE (Unrepresented Confidential Employees): (Resolution No. 2021-026): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (IX) POA (Police Officers Association): (POA MOU Article V Section 3C,D,E,F): • Sworn: Street Level Proficiency. The amount equal to the product obtained by multiplying the step "E" base salary rate of employee by five (5) salary rate ranges (approximately 2.5%). • Sworn: Complex Level Proficiency. The amount equal to the product obtained by multiplying the step "E" base salary rate of employee by ten (10) salary rate ranges (approximately 5%). • Non Sworn: Primary Level Proficiency: $175.00 per month. • Non Sworn: Secondary Level Proficiency: $40.00 per month. (X) PMA (Santa Ana Police Management Association): (PMA MOU Article 5.1): • Primary Bilingual Assignments: $175.00 per month. (XI) EM (Executive Management): (EM RESO Section 2): • Bilingual Assignment shall be paid in the highest amount as available to represented management employees. SHIFT DIFFERENTIAL. (1) SEIU, Generally. An employee in a classification represented by SEIU who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 1/2 hours) between the hours of 5:00 p.m. and 7:00 a.m. will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then current base monthly salary step except however such shift pay differential shall not be applicable to employees in the classification of Park Ranger and Supervising Park Ranger. (SEIU MOU Article V Section 4A) Page 18 of 30 (II) Library Department Employees. Employees hired and assigned to the Library prior to December 1, 1987 who work evening shifts until closing time, but who are not otherwise eligible for shift differential as provided under Subsection (a) above, shall receive as special shift pay, an amount equal to one-half (1/2) of one hour's pay for each day they work an evening shift until closing time. Said special shift pay shall be computed on the hourly equivalent of the base monthly salary step. Such half-hour's pay shall not be counted toward the computation of overtime. Such special library shift pay differential shall not be applicable to library employees hired on or after December 1, 1987. (SEIU MOU Article V Section 4B) (III) Early Morning Street Crews. A Street Maintenance employee who is assigned to traffic painting or downtown cleanup crews who is continuously and regularly assigned to a schedule of work which requires that he or she actually work at least fifty percent (50%) of his or her normal daily work shift between the hours of 1:00 a.m. and 7:00 a.m. will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then current base monthly salary step. (SEIU MOU Article V Section 4C) (IV) Standby Pay. Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Employees shall receive four hundred fifty dollars ($450) per week when assigned to be on standby duty. Employees who "trade" days will have that time deducted from their pay on a prorated daily rate based on a seven (7) day week. Employees who cover the day shall be paid at the daily rate. All trades must be approved by the Supervisor or Manager. Water Production, Water Maintenance, Public Works Maintenance, Building Maintenance, and Information Technology Department and staff shall be required to serve on standby duty and receive standby pay as defined above. The City's preference will be to accomplish the above through volunteers; however, qualified employees may be directed to be on standby if the number of volunteers is insufficient. Additional Standby Pay programs may be implemented with the approval of the Department Head and City Manager. (SEIU MOU Article V Section 5.A-D) (V) (POA) Police Officers Association Incumbents in the classification of Animal Service Officer I or ll, Forensic Specialist I or II, Crime Research Analyst, Police Communications Supervisor, Police Investigative Specialist, Police Property & Evidence Specialist, Police Service Officer, Police Evidence and Supply Specialist, Police Services Dispatcher, Communications Services Officer, Correctional Officer, Correctional Supervisor, and Parking Control Officer who are continuously and regularly assigned to a schedule of work which require that he or she actually work a minimum of four and one-half (4 1/2) hours between the hours of 5:00 P.M. and 7:00 A.M. will be paid a shift differential at a rate set ten (10) salary rate ranges (approximately 5.0%) above his or her then current base monthly salary step. (POA MOU Article V Section 2) Effective July 1, 2017 each Sworn employee who is continuously and regularly assigned to a schedule of work that requires that he or she actually work a minimum of four and one-half (4 '/2) hours between the hours of 5:00 P.M. and 7:00 A.M. will be paid a shift differential at a rate set at 2.5% above his or her base monthly salary. (POA MOU Article V Section 2) (VI) (CASA) Confidential Association of the City of Santa Ana An employee in a classification represented by CASA who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 1/2) hours between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then -current base monthly salary step. (CASA MOU Article 6 Section 4A) (IV) (LICE) Unrepresented Confidential Employees An employee in a classification of LICE who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 '/2) hours between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then -current base monthly salary step. (Resolution No. 2021-026) (V) Standby Pay Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Effective no later than Page 19 of 30 the first (1st) day of the second (2nd) payroll period following Council approval, such employees shall receive two hundred dollars ($200) per week when assigned to be on standby duty. (CASA MOU Article 6 Section 4B) (VI) Standby Pay Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Effective no later than the first (1st) day of the second (2nd) payroll period following Council approval, such employees shall receive two hundred dollars ($200) per week when assigned to be on standby duty. (Resolution No. 2021-026) (VI 1) Standby Pay The Police Chief at his discretion and based on the department's need may assign sworn officers to standby status for non -work days or other days as determined by the Police Chief. Officers thus assigned will be compensated at the rate of two (2) hours of straight time per day of standby duty. Officers assigned to standby status on non -work days will not lose their standby pay when called to duty, if they have been on call for at least six (6) hours when called. If officers on standby status are called to duty after having been on call for less than six (6) hours, they will be paid for their response to work, but not for their standby status. Employees on standby status shall provide the department with a telephone number at which he/she can be reached. The employee must be able to return to the department within the amount of time he/she would be able to return if traveling from home. An employee on standby/on- call shall remain fit for duty. Employees on standby are also subject to the requirements of the Investigations Bureau Order # 09, which sets forth the guidelines for standby status. (SAPOA MOU Article 5 Section 1 E) 3. NOTARY PUBLIC (1) SEIU (Service Employees International Union) An employee that is required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties shall be paid a monthly differential of forty dollars ($40) above his or her then current base monthly salary step. (SEIU MOU Article V Section1.D), (11) (CASA) Confidential Association of the City of Santa Ana Full-time incumbents in any classification who are required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties, shall be paid a monthly pay premium of forty dollars ($40) above his or her then current base monthly salary step. (CASA MOU Article 6 Section 1 B) (III) (LICE) Unrepresented Confidential Employees Full-time incumbents in any classification who are required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties, shall be paid a monthly pay premium of forty dollars ($40) above his or her then current base monthly salary step. (Resolution No. 2021-026) 4. CONFIDENTIAL PREMIUM (1) (CASA) Confidential Association of the City of Santa Ana An employee who is routinely and consistently assigned to sensitive positions by a Department Head, involving labor negotiations which require trust and discretion, in accordance with Government Code section 3507.5, will be paid at a rate set 2.5%, above the current base monthly salary step. (CASA MOU Article 6 Section 6) (II) (UCE) Unrepresented Confidential Employees An employee who is routinely and consistently assigned to sensitive positions by a Department Head, involving labor negotiations which require trust and discretion, in accordance with Government Code section 3507.5, will be paid at a rate set 2.5%, above the current base monthly salary step. (Resolution No. 2021-026) CAREER DEVELOPMENT PAY (POA) Police Officers Association The Senior Police Officer 1 -III and Senior Police Sergeant 1 -III provisions set forth in sections (11) — (VII) below apply to sworn employees in the bargaining unit hired by the City of Santa Ana into a sworn position prior to January 1, 2014. The Career Development Pay provided for in section (IX) below is for sworn members of the bargaining unit hired into a sworn position with the City of Santa Ana on or after January 1, 2014. (1) Crime Scene Investigator (C.S.I): Any sworn, safety -member Police Officer who attains the following educational and experience requirements and the approval as set out below shall be paid an additional five ( 5) salary rate ranges ( 2. 5%) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: Page 20 of 30 A Completion (acquisition) of at least thirty (30) educational and/or training units. B Assignment to and actual performance of the duties and responsibilities of a C. S. I. C Completion of a special training course for Crime Scene Investigators as developed and administered by the Santa Ana Police Department or such alternative course as designated for such purpose by the Police Chief. D Approval of the Police Chief. The number of such designations as C. S. I. shall be no larger than the requirements of the department as determined by the Police Chief Senior Police Officer I: Any sworn, safety -member Police Officer, regardless of duty assignment, who completes (acquires) at least sixty (60) educational/training units fulfills the requirements established in this section shall be designated as a Senior Police Officer I and shall, upon approval of the Police Chief, be paid at a rate set fifteen (15) salary rate ranges (approximately 7.5%) above his or her then current base monthly salary step. (III) Senior Police Officer 11: Any sworn, safety -member Police Officer regardless of duty assignment who completes (acquires) at least ninety (90) educational/training units; or possession of an Associate of Arts degree from an accredited college with an additional thirty (30) or more educational/training units shall be designated as a Senior Police Officer II and shall upon approval of the Police Chief,be paid at a rate set twenty-five (25) salary rate ranges (approximately 12.5%) above his or her then current base monthly salary step in the Police Officer classification. (IV) Senior Police Officer III: Any sworn safety -member Police Officer, regardless of duty assignment, who completes (acquires) at least one hundred and twenty (120) educational/ training units; or possession of an Associate of Arts degree from an accredited college with an additional sixty (60) or more educational/training units shall, upon approval of the Police Chief be designated as a Senior Police Officer III and shall be paid at a rate set thirty (30) salary rate ranges (approximately 15%) above his or her then current base monthly salary step in the Police Officer classification. (V) Senior Police Sergeant I: Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who completes (acquires) at least sixty (60) educational/ training units; shall be designated as a Senior Police Sergeant I and shall, upon approval of the Police Chief, be paid at a rate set fifteen (15) salary rate ranges (approximately 7.5%) above his or her then current base monthly salary step. (VI) Senior Police Sergeant II: Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who completes (acquires) at least ninety (90) educational/ training units; or possession of an Associate of Arts degree from an accredited college with an additional thirty (30) or more educational/training units shall,upon approval of the Police Chief,be designated as a Senior Police Sergeant II and shall be paid at a rate set twenty-five (25) salary rate ranges (approximately 12.5%) above his or her then current base monthly salary step in the Police Sergeant class. (VI 1) Senior Police Sergeant III: Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who completes (acquires) at least one hundred and twenty (120) educational/training units; or possession of an Associate of Arts degree from an accredited college with an additional sixty (60) or more educational/training units shall, upon approval of the Police Chief, be designated as a Senior Police Sergeant III and shall be paid at a rate set thirty (30) salary rate ranges (approximately 15%) above his or her then current base monthly salary step in the Police Sergeant class. (VIII) Career Development Program — Non -Sworn: An incumbent in one of the classes designated as "non -sworn" covered by this MOU shall earn an additional amount as follows: A Upon attainment of an Associate in Arts Degree, employee will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. For employees hired after July 1, 2017, the pay in this paragraph shall only apply to employees in classifications, which do not require a degree. B Upon attainment of a Bachelor of Arts or Science Degree, an employee will be paid at a rate set an additional ( 15) salary rate ranges ( approximately 7. 5%) above his or her then current base monthly salary step. If the employee obtains a Bachelor's Degree without attaining an Associate in Arts Degree, he or she will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. For employees hired after July 1, 2017, the pay in this paragraph shall only apply to employees in classifications, which do not require a degree for any employee hired after July 1, 2017. Page 21 of 30 C Upon attainment of a Masters in Arts Degree, an employee will be paid at a rate set twenty (20) rate ranges (approximately 10%) above his or her then current base monthly salary step. This pay is not stacked with the pay in paragraphs A and B above. For employees hired after July 1, 2017, the pay in this paragraph shall only apply employees in classifications, which do not require a degree. (IX) Career Development Pay — Sworn: Effective at the beginning of the pay period following City Council approval, sworn Employees hired on or after January 1, 2014 shall be eligible to receive Career Development Pay as follows: A Level One - Upon attainment of an Associate in Arts Degree employees will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. B Level Two - Upon attainment of an Associate in Arts Degree and an additional thirty (30) educational units toward a declared Bachelor' s degree, employees will be paid at a rate set an additional (10) salary rate ranges approximately 5%) for a total of 20 salary rate ranges (approximately 10%) above his or her then current base monthly salary step. If such employee obtains a Bachelor's Degree without attaining an Associate in Arts Degree, he or she will be paid at a rate set twenty (20) salary rate ranges (approximately 10%) above his or her then current base monthly salary step. C Level Three - Upon attainment of a Bachelor of Arts or Science Degree employees will be paid at a rate set an additional (10) salary rate ranges (approximately 5%) for a total of 30 salary rate ranges (approximately 15%) above his or her then current base monthly salary step. (PMA) Santa Ana Police Management Association: Effective July 1, 2019, all eligible members of PMA currently receiving Educational Incentives listed in Section (as described below) as of July 1, 2019 will be "grandfathered in" to continue to receive those incentives but no other members of the association will be able to participate in this educational incentive. In no event shall the application of this Educational Incentive program result in an employee being eligible to earn more than ten percent (10%) above his or her then current base monthly salary step. (PMA MOU No. A-2019-187, § VI) (I) FBI National Academy. Any employee covered by this MOU who successfully completes the FBI National Academy shall be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (II) California Command College. Any employee covered by this MOU who successfully completes the California Command College shall be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (III) LAPD Leadership Program. Any employee covered by this MOU who successfully completes the LAPD Leadership Program shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (IV) Police Executive Research Forum (PERF) Senior Management Institute for Police. Any employee covered by this MOU who successfully completes the Senior Management Institute for Police shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (V) FBI National Academy (LEEDS Program). Any employee covered by this MOU who successfully completes the FBI LEEDS Program shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (VI) International Association of Chiefs of Police. Any employee covered by this MOU who successfully completes the Leadership in Police Organizations Program shall be paid at a rate set five (5) salaly rate ranges (approximately 2.5%) above his or her then current base monthly salaly step. (VII) Homeland Security Executive Leaders Program. Any employee covered by this MOU who successfully completes the Homeland Security Executive Leaders Program shall be paid at a rate Page 22 of 30 set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (VIII) Advanced Leadership Program. The advanced leadership courses listed below represent curriculum that exceed minimum training mandates for law enforcement managers. The subject matter addresses a variety of critical topics associated with advanced organizational development and the role of leaders within the organization. All courses are applicable to sworn and civilian managers. Any employee covered by this MOU who successfully completes a cumulative total of 112 hours of the below listed advanced leadership courses shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. Leadership Courses Hours Command Institute for Law Enforcement Executives (F.B.I. -LEEDA) 40 Contemporary Leadership Issues (F.B.I. -LEEDA) 32 Executive Development Course (P.O.S.T.) 80 Management Civilian Seminar (Part 1) (P.O.S.T.) 24 Management Civilian Seminar (Part II) P.O.S.T. 24 Organizational Leadership (P.O.S.T.) 40 Po lice Management Seminar Advanced (P.O.S.T.) 24 Supervisor Leadership Institute (F.B.I. - LEEDA) 40 POST Management Update 24 POST Supervisoly Update 24 FBI-LEEDA Executive Survival 32 Ro le of the Police Chief 40 POST Supervisoly/Leader ship Update 24 Effective Executive Communication 24 Po lice Management Seminar Advanced 24 Civilian Management Seminar 40 Advanced Civilian Management 24 i. Additional Courses. Any other course, 24 hours or longer, which focuses on developing leadership skills or increasing knowledge of contemporary law enforcement issues of a management/executive nature, or which enhances knowledge of community policing strategies or trends, shall be reviewed and approved by the Chief of Police after he/she ensures that the above criteria are met. (IX) Educational Incentive Program: Effective July 1, 2019 for all members covered by this MOU, including Current PMA members, employees hired or promoted into the PMA unit on or after July 1, 2019, shall not be eligible for the Educational Incentives Program described (above) but shall now be eligible for the Education Incentives listed in this section of this MOU. Those that were previously receiving incentives that qualify for the provisions in this section on or after July 1, 2019, shall not be eligible for both, only the greater benefit of the two. SWORN ONLY: Sworn employees may only qualify for one (1) Education Incentive Level at one time and not intended to be compounded with one another. 1. Level 1 - Any sworn employee covered by this MOU who successfully obtains his/her Supervisory POST certificate, shall be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step (cap=5%). 2. Level 2 - Any sworn employee covered by this MOU who successfully obtains his/her Supervisory POST AND California Command College OR FBI National Academy shall be paid at twenty (20) salary rate ranges (approximately 10%) above his or her then current base monthly salary step (cap=10%). Page 23 of 30 3. Level 3 - Any sworn employee covered by this MOU who attains their MA/MS Degree AND Supervisory POST shall be paid at twenty (20) salary rate ranges (approximately 10%) on above his or her then current base monthly salary step (cap 10%). 4. Level 4- Any sworn employee covered by this MOU who attains their MA/MS Degree AND Supervisory POST AND California Command College OR FBI National Academy shall be paid at thirty (30) salary rate ranges (approximately 15%) on above his or her then current base monthly salary step (cap 15%). ii. NON -SWORN 1. Any non -sworn employee covered by this MOU who successfully attains a Masters of Art or Master of Science degree shall be paid at a rate set ten (10) salaly rate ranges (approximately 5%) above his or her then current base monthly salaly step (cap=5%). (EM) Sworn Unrepresented Executive Management: SWORN ONLY: Sworn employees may only qualify for one (1) Education Incentive Level at one time and not intended to be compounded with one another. (Resolution No. 2020-082) 1. Level 1 - Any sworn employee covered by this MOU who successfully obtains his/her Supervisory POST certificate, shall be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step (cap=5%). 2. Level 2 - Any sworn employee covered by this MOU who successfully obtains his/her Supervisory POST AND California Command College OR FBI National Academy shall be paid at twenty (20) salary rate ranges (approximately 10%) above his or her then current base monthly salary step (cap=10%). 3. Level 3 - Any sworn employee covered by this MOU who attains their MA/MS Degree AND Supervisory POST shall be paid at twenty (20) salary rate ranges (approximately 10%) on above his or her then current base monthly salary step (cap 10%). 4. Level 4- Any sworn employee covered by this MOU who attains their MA/MS Degree AND Supervisory POST AND California Command College OR FBI National Academy shall be paid at thirty (30) salary rate ranges (approximately 15%) on above his or her then current base monthly salary step (cap 15%). Page 24 of 30 FOOTNOTES: Employee groups and City Council appointed employees are designated as follows: "ADMIN MGMT-NS", denotes classifications defined as Administrative Management (AM) personnel under the terms of the Memorandum of Understanding (MOU) (A-2019-185) between the City and the Santa Ana Management Association (SAMA) from January 1, 2019 to June 30, 2022; "ADMIN CAM-NS", denotes classifications defined as Confidential Administrative -Management (CAM) personnel under the terms of Santa Ana City Resolution No. 2021-026; "MID M-NS" denotes classifications defined as Middle Management (MM) personnel under the terms of the Memorandum of Understanding (MOU) (A-2019-185) between the City and the Santa Ana Management Association (SAMA) from January 1, 2019 to June 30, 2022; "MID CMM-NS", denotes classifications defined as Confidential Middle -Management (CMM) personnel under the terms of Santa Ana City Resolution No. 2021-026; "SAMA-AM-PTCS" denotes classifications defined as Administrative Management (AM) "Part -Time Civil Service" (PTCS) personnel under the terms of the Memorandum of Understanding (MOU) (A-2019-185) between the City and the Santa Ana Management Association (SAMA) from January 1, 2019 to June 30, 2022; "APPOINT" denotes City Manager; City Attorney, and Clerk of the Council; "EXEC-NS", "EXEC -SWORN" denotes classifications defined as "Executive Management" (EM) Non -Sworn and Sworn personnel under the terms of Santa Ana City Council Resolution No. 2015-026; "PMA-NS", "PMA-SWORN" denotes classifications defined as Represented Management (RM) personnel covered by the Memorandum of Understanding (MOU) (A-2019-187) between the City and Santa Ana Police Management Association (PMA) from July 1, 2018 to December 31, 2021; "POA-NS", POA-SWORN denotes classifications defined as Non -Sworn and Sworn covered by the Memorandum of Understanding (MOU) (A-2019-027) between the City and the Santa Ana Police Officers Association (POA) from July 1, 2018 to December 31, 2021; "SEIU 6" denotes classifications covered by the Memorandum of Understanding (MOU) (A- 2019-227) between the City and the Service Employees International Union Local 721 Chapter 1939, AFL-CIO, (SEIU) from July 1, 2019 to June 30, 2022; "PT CS SEIU 6" denotes classifications defined as "Part -Time Civil Service" (PTCS) personnel under the terms of Memorandum of Understanding (MOU) (A-2020-090) between the City and the Service Employees International Union Local 721 Chapter 1939, AFL-CIO, (SEIU) (A-2020-090) from July 1, 2019 to June 30, 2022; "SEIU PT" denotes regular, long-term part-time classes covered by the Memorandum of Understanding (MOU) (A-2016-034) between the City and the Service Employees International Union (SEIU), Local 721 Chapter 1939, AFL-CIO, Part-time Employees' Representation Unit from July 1, 2015 to June 30, 2017; "LIC" denotes classifications defined as "Confidential" (UC) personnel under the terms of Memorandum of Understanding (MOU) (A-2019-186) between the City and the Confidential Association of the City of Santa Ana (CASA) for January 1, 2019 to June 30, 2022 "UCE", denotes classifications defined as Unrepresented Confidential Employees (LICE) personnel under the terms of Santa Ana City Resolution No. 2021-026; Page 25 of 30 "PT CS CASA" denotes classifications defined as "Confidential" (UC) "Part -Time Civil Service" (PTCS) under the terms of Memorandum of Understanding (MOU) (A-2019-186) between the City and the Confidential Association of Santa Ana (CASA) for January 1, 2019 to June 30, 2022 Notes: Unrepresented "Executive Management" (EM) personnel, and as such, are eligible to receive certain employee benefits which are different from and/or greater than those available to non -management personnel. (T) designates a "terminal" class. A position classification that has been designated as "terminal" by formal City Council action will be deleted from the City's Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a class that has been so designated. Page 26 of 30 EFFECTIVE CHANGES, INCORPORTED HEREIN- 1) On November 16, 2021, the Santa Ana City Council approved a resolution increasing the City Manager's base annual salary from $290,000 to $301,600. Page 27 of 30 EXHIBIT A Primary Matrix Effective 7/1 /2021 RANGE 0 1 2 3 4 5 6 7 8 9 45 1874 1883 1892 1902 1911 1921 1930 1940 1950 1960 46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058 47 2066 2076 2086 2097 2107 2118 2128 2139 2150 2160 48 2169 2179 2190 2201 2212 2223 2234 2246 2257 2268 49 2277 2288 2299 2311 2322 2334 2346 2357 2369 2381 50 2391 2402 2414 2427 2439 2451 2463 2475 2488 2500 51 2511 2523 2536 2548 2561 2574 2587 2600 2613 2626 52 2637 2650 2663 2676 2690 2703 2717 2730 2744 2758 53 2769 2782 2796 2810 2824 2838 2853 2867 2881 2896 54 2907 2921 2936 2950 2965 2980 2995 3010 3025 3040 55 3052 3067 3082 3098 3113 3129 3144 3160 3176 3192 56 3205 3221 3237 3253 3269 3285 3302 3318 3335 3352 57 3365 3381 3398 3415 3432 3449 3467 3484 3501 3519 58 3533 3550 3568 3586 3604 3622 3640 3658 3676 3695 59 3710 3728 3747 3765 3784 3803 3822 3841 3861 3880 60 3896 3915 3935 3954 3974 3994 4014 4034 4054 4074 61 4091 4111 4132 4152 4173 4194 4215 4236 4257 4278 62 4296 4317 4339 4360 4382 4404 4426 4448 4470 4493 63 4511 4533 4556 4579 4601 4624 4648 4671 4694 4718 64 4741 4764 4787 4810 4834 4858 4882 4906 4930 4954 65 4978 5002 5026 5051 5076 5101 5126 5151 5176 5201 66 5226 5252 5278 5304 5330 5356 5382 5408 5434 5461 67 5488 5515 5542 5569 5596 5623 5650 5678 5706 5734 68 5762 5790 5818 5847 5876 5905 5934 5963 5992 6021 69 6050 6080 6110 6140 6170 6200 6230 6260 6291 6322 70 6353 6384 6415 6446 6478 6510 6542 6574 6606 6638 71 6670 6702 6735 6768 6801 6835 6869 6903 6937 6971 72 7005 7039 7073 7107 7141 7176 7211 7247 7283 7319 73 7355 7391 7427 7463 7499 7535 7571 7609 7647 7685 74 7723 7761 7799 7837 7875 7913 7951 7989 8029 8069 75 8109 8149 8189 8229 8269 8309 8349 8389 8431 8473 76 8515 8557 8599 8641 8683 8725 8767 8809 8853 8897 77 8941 8985 9029 9073 9117 9161 9205 9250 9296 9342 78 9388 9434 9482 9529 9577 9625 9673 9721 9770 9819 79 9857 9906 9955 10005 10055 10105 10156 10207 10258 10309 80 10350 10401 10453 10506 10558 10611 10664 10717 10771 10825 81 10868 10922 10976 11031 11086 11142 11198 11254 11310 11366 82 11411 11468 11525 11583 11640 11699 11757 11816 11875 11934 83 11982 12041 12102 12162 12223 12284 12345 12407 12469 12532 84 12581 12643 12707 12770 12834 12898 12963 13027 13093 13158 85 13210 13275 13342 13409 13476 13543 13611 13678 13748 13816 86 13871 13939 14009 14079 14150 14220 14292 14362 14435 14507 87 14565 14636 14709 14783 14858 14931 15007 15080 15157 15232 88 15293 15368 15444 15522 15601 15678 15757 15834 15915 15994 89 16058 16136 16216 16298 16381 16462 16545 16626 16711 16794 90 16861 16943 17027 17113 17200 17285 17372 17457 17547 17634 91 17704 17790 17878 17969 18060 18149 18241 18330 18424 18516 92 18589 18680 18772 18867 18963 19056 19153 19247 19345 19442 93 19518 19614 19711 19810 19911 20009 20111 20209 20312 20414 94 20494 20595 20697 20801 20907 21009 21117 21219 21328 21435 95 21519 21625 21732 21841 21952 22059 22173 22280 22394 22507 96 22595 22706 22819 22933 23050 23162 23282 23394 23514 23632 Page 28 of 30 EXHIBIT B Schedule of Salary Rate Ranges for Represented Middle -Management Classes of Employment Effective 7/1/2021 RANGE 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 MM-10 7336 7517 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 MM-11 7517 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 MM-12 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 M M-13 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 MM-14 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 M M-15 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 MM-16 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 MM-17 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 MM-18 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 M M-19 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 MM-20 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 M M-21 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 MM-22 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 M M-23 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 MM-24 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 M M-25 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 MM-26 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 MM-27 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 MM-28 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 M M-29 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 MM-30 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 M M-31 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 MM-32 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 M M-33 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 MM-34 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 M M-35 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 MM-36 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 MM-37 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 MM-38 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 M M-39 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 22275 MM-40 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 22275 22832 Page 29 of 30 EXHIBIT C Schedule of Salary Rate Ranges for Represented Confidential Middle -Management Classes of Employment Effective 7/1/2021 RANGE 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 CMM-10 7336 7517 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 CMM-11 7517 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 CMM-12 7704 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 CMM-13 7898 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 CMM-14 8100 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 CMM-15 8299 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 CMM-16 8504 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 CMM-17 8718 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 CMM-18 8937 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 CMM-19 9159 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 CMM-20 9386 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 CMM-21 9621 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 CMM-22 9865 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 CMM-23 10109 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 CMM-24 10359 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 CMM-25 10622 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 CMM-26 10889 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 CMM-27 11160 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 CMM-28 11439 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 CMM-29 11727 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 CMM-30 12018 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 CMM-31 12318 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 CMM-32 12627 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 CMM-33 12943 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 CMM-34 13265 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 CMM-35 13595 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 CMM-36 13936 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 CMM-37 14285 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 CMM-38 14642 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 CMM-39 15010 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 22275 CMM-40 15384 15769 16160 16566 16980 17404 17840 18282 18742 19210 19690 20181 20686 21202 21733 22275 22832 Page 30 of 30