HomeMy WebLinkAboutItem 23 - Resolution Amending the Classification and Compensation Plan for Classifications Human Resources
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Item # 23
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
February 20, 2024
TOPIC: Resolution Amending the Classification and Compensation Plan for
Classifications of Employment Designated as Unrepresented Executive Management
AGENDA TITLE
Adopt a Resolution Amending the Classification and Compensation Plan for
Classifications of Employment Designated as Unrepresented Executive Management
RECOMMENDED ACTION
Adopt a resolution that amends the City’s Classification and Compensation Plan for
classifications of employment designated as unrepresented Executive Management
(EM) to adjust the salary schedule of the Library Services Director.
RESOLUTION NO. 2024-XXX entitled A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF SANTA ANA TO EFFECT CERTAIN CHANGES TO THE CITY’S
CLASSIFICATION AND COMPENSATION PLAN FOR CLASSIFICATIONS OF
EMPLOYMENT DESIGNATED AS UNREPRESENTED EXECUTIVE MANAGEMENT
(EM)
GOVERNMENT CODE §84308 APPLIES: No
DISCUSSION
The Human Resources Department recently completed a labor market survey of
compensation rates assigned to job classifications that directly oversee all library
related functions. The City of Santa Ana Library Services Director oversees the Library
Department, including two full-service branches.
The recently-completed labor market survey revealed that the Library Services Director
is 7.84% below the median of comparator agencies. The current salary range for Library
Services Director is $12,444 - $14,311 per month. The proposed salary range for the
Library Services Director is $14,075 - $18,315. The salary range adjustment would be
effective January 14, 2024, the first full pay period in calendar year 2024, which would
place the Library Services Director salary range within the City’s labor market. The
current salary of the Library Services Director is below the minimum of the proposed
salary schedule. This Resolution would result in the classification receiving a monthly
increase in salary of $147, an increase of approximately one percent (1%).
Resolution Amending the Classification and Compensation Plan for Classifications of
Employment Designated as Unrepresented Executive Management
February 20, 2024
Page 2
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FISCAL IMPACT
The estimated cost of the change in salary range for FY 2023-2024, is
$918.85. Appropriations for FY 2023-24 are included in the adopted Fiscal Year 2023-
24 Operating Budget.
EXHIBIT(S)
1. Resolution
Submitted By: Jason R. Motsick, Executive Director of Human Resources
Approved By: Tom Hatch, Interim City Manager
Resolution No. 2024-XXX
Page 1 of 3
RESOLUTION NO. 2024-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO EFFECT CERTAIN CHANGES TO THE
CITY’S CLASSIFICATION AND COMPENSATION PLAN
FOR CLASSIFICATIONS OF EMPLOYMENT
DESIGNATED AS UNREPRESENTED EXECUTIVE
MANAGEMENT (EM)
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. Section 1004 of the City Charter of the City of Santa Ana requires the City
Manager to prepare, install and maintain a position classification and pay
plan subject to civil service rules and regulations and the approval of the
City Council.
B. It is the City’s practice to assign job titles that reflect the duties and
responsibilities of the classification and are consistent with other
classifications within the City’s organizational structure, as well as
comparable job titles in the labor market, while maintaining internal pay
equity relationships and attracting and retaining qualified candidates.
C. The City Council regularly amends the City’s classification and
compensation plan for all full-time and part-time classifications of officers
and employees of the City of Santa Ana.
D. It is now desired to amend the City’s classification and compensation plan
for classifications designated as EM as set forth in the attached Exhibit A
and incorporated herein by reference. Specifically, the City Council desires
to adjust the salary rate range of the Library Services Director.
Section 2. The Santa Ana City Council amends the City’s classification and
compensation plan for classifications of employment designated as unrepresented (EM)
by adjusting the salary rate range of the Library Services Director (EM) from ($12,444 -
$14,311) to ($14,075 - $18,315). This salary change will apply retroactively starting
January 14, 2024, which is the start date of the first full pay period in Calendar Year
2024.
Resolution No. 2024-XXX
Page 2 of 3
Section 3. The Santa Ana City Council amends the City’s classification and
compensation plan for Unrepresented EM as set forth in the attached Exhibit A
incorporated by reference herein.
Section 4. This resolution is to be operative from and after the date upon
which it is adopted.
ADOPTED this 6th day of February, 2024.
_______________________
Valerie Amezcua
Mayor
APPROVED AS TO FORM:
Sonia R. Carvalho, City Attorney
By:________________________
Laura A. Rossini
Chief Assistant City Attorney – Employee Relations
AYES: Councilmembers _______________________________________
NOES: Councilmembers _______________________________________
ABSTAIN: Councilmembers _______________________________________
NOT PRESENT: Councilmembers _______________________________________
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, JENNIFER L. HALL, City Clerk, do hereby attest to and certify the attached
Resolution No. 2024-XXX to be the original resolution adopted by the City Council of the
City of Santa Ana on February 6, 2024.
Date: ___________________ ____________________________
Jennifer L. Hall
City Clerk
City of Santa Ana
Resolution No. 2024-XXX
Page 3 of 3
Exhibits: A: Unrepresented Executive Management (EM) Classification and
Compensation Plan
Attachment 1: Unrepresented Executive Management (EM) Monthly
Wage Rate Schedule Effective 1/14/2024.
EXHIBIT A
UNREPRESENTED EXECUTIVE MANAGEMENT (EM)
CLASSIFICATION AND COMPENSATION PLAN
EFFECTIVE JANUARY 14, 2024
Section 1. Executive Management (EM) Classification and Compensation Plan.
A. Unrepresented Executive Management (EM) Classifications:
Assistant City Manager (EM)
Chief Technology Innovations Officer (EM)
Library Services Director (EM)
Executive Director of Community Development (EM)
Executive Director of Finance and Management Services (EM)
Executive Director of Human Resources (EM)
Executive Director of Parks, Recreation and Community Services (EM)
Executive Director of Planning and Building Safety (EM)
Executive Director of Public Works (EM)
Police Chief (EM)
B. Schedule of Salaries. The Salary Ranges for classifications designated as
Executive Management (EM), is attached hereto as “Attachment 1” and made a part
hereof as though set forth in full herein. The salary within each salary range is shown in
monthly amounts and identifies the minimum salary of the range up to the maximum
salary of the range.
C. Terminal Classifications. Should a classification be identified as a terminal
classification, the capitalized letter “T” shown within parenthesis [i.e., (T)] next to a
classification title signifies a position classification that has been designated as “terminal”
by formal City Council action and, as such, will be deleted from the classification and
compensation plan for Executive Management (EM) classifications of employment when
vacated by its last remaining incumbent. No new appointment may be made to a
classification that has been designated as terminal.
Section 2. Special Pay Additives and Additional Compensation Provisions.
A. Bilingual Skill Pay. Qualified employees who are assigned to positions involving
the regular and frequent use of bilingual skill in both English and either Spanish,
Vietnamese or any other language designated by the City Manager will be paid in the
highest amount as available to represented management employees. Incumbents of
positions where bilingual proficiency is essential to the performance of duties and
responsibilities of a critical and/or emergency nature, or of positions where bilingual public
contact is a major, essential or integral element of the work being performed, will be paid
in the highest amount as available to represented management employees.
B. Education Incentive Pay – Sworn Unrepresented Executive Management. Upon
adoption of this resolution, employees of this unit currently appointed to a position on this
date defined as sworn Executive Management, will be afforded and/or subject to the same
provisions and/or changes to the Education Incentives Levels 1-4 as sworn Police
Management Association (PMA) provided in Section 6.2 A. of the Police Management
Association Memorandum of Understanding.
Section 3. Administration and Applicability of the Basic Classification and Compensation
Plan for Classifications of Employment Designated as Unrepresented Executive
Management (EM).
A. Unless specified otherwise herein, Unrepresented Executive Management (EM)
employees will be afforded, and/or subject to the same provisions and/or changes in
compensation (excluding cost of living adjustments), fringe benefit plans and allowances,
and leave provisions including but not limited to; sick, vacation, management vacation,
floating holiday(s); bereavement leave; military leave; jury duty; witness leave;
catastrophic, and industrial injury leave; City observed paid holidays and holiday closures;
cash out provisions for: sick leave, vacation, management vacation, floating holiday, and
city paid holidays; City’s Section 125 Plan, group health, dental, term life, and long-term
disability allowances and plans; wellness plan; technology stipend; auto allowance;
access to participation in the City’s voluntary benefit plans (e.g., vision, flexible spending
accounts, supplement life insurance, and 457(b) deferred compensation plan); CalPERS
Retirement System; Retirement Health Savings Plan (RHS) participation, including any
employer contribution to the employee’s individual RHS plan or the same employer
contribution to an association’s or union’s retiree health savings or similar plan on behalf
of the member; work week schedules, as provided in the highest amount available to any
non-sworn represented employee’s unit.
B. Compensation Plan Implementation. Upon implementation of the Basic
Classification and Compensation Plan set forth in Sub-section 1.B. of this Resolution
Exhibit, a current incumbent of an Executive Management (EM) classification listed herein
above will be placed at a monthly rate in the assigned salary range which matches the
incumbent’s current assigned base monthly salary on the day preceding the effective date
of this Resolution.
C. Hiring Pay Policy. A newly hired Executive Management (EM) employee may be
appointed and compensated at any monthly salary rate within the assigned salary rate
range for his/her job classification as authorized by the appointing authority.
D. Rates of Pay for Temporary Part-Time Work. When an employee is hired on a
temporary part-time basis in an Executive Management (EM) classification, which is
defined as employment of twenty (20) hours or less per work week not exceed a period
longer than one hundred eighty (180) calendar days or nine -hundred and sixty (960)
hours in a fiscal year, the employee will be paid at a rate per hour as defined by law for
actual time spent in the duties of his or her employment. Rate per hour will be computed
to the nearest whole cent by dividing the monthly rate as defined by law by 173.33. A
computation resulting in exactly one-half (1/2) cent will fix the rate at the next higher whole
cent.
E. Temporary Upgrade to an Executive Management (EM) Classification. Regular
employees of the City who are incumbents of classes of employment not included in this
resolution exhibit and who are temporarily upgraded into a higher classification for a
limited duration to an Executive Management (EM) classification due to a current
incumbent’s leave of absence or out-of-class temporary appointment as defined in
Section 3.I below, shall receive a minimum five percent (5%) temporary upgrade pay as
defined by CCR 571(a)(3) as “compensation to employees who are required by their
employer or governing body to work in an upgraded position/classification of limited
duration”, and is intended to meet the definition of “Compensation Earnable” for Classic
members of CalPERS as provided by the Public Employees’ Retirement Law (P ERL),
and Government Code (G.C.) section 20636.
F. Out-of-Class Appointment to an Executive Management (EM) Classification.
Regular employees of the City who are incumbents of classes of employment not included
in this resolution exhibit and who are appointed to an “out -of-class appointment” as
defined in Gov. Code section 20480 of the Public Employees’ Retirement Law (PERL)
as, “an appointment to an upgraded position or higher classification by an employer or
governing body in a vacant position for a limited duration not to exceed nine-hundred sixty
(960) hours in a fiscal year”. A “vacant position” refers to “a position that is vacant during
recruitment for a permanent appointment”. A vacant position does not refer to a position
that is temporarily available due to another employee’s leave of absence. Executive
Management (EM) classification shall receive a minimum five percent (5%) temporary
upgrade premium as defined by CCR 571(a)(3) as “compensation to employees who are
required by their employer or governing body to work in an upgraded
position/classification of limited duration”, and is intended to meet the definition of
“Compensation Earnable” for Classic members of CalPERS as provided by the Public
Employees’ Retirement Law (PERL), and Government Code (G.C.) section 20636.
G. Reallocation of Salary Rate Ranges. When an employee is in an Executive
Management (EM) classification which is reallocated from the current salary rate range
to a different salary rate range, the employee will retain the same salary he or she held
prior to the reallocation.
Section 4. Health and Welfare Benefits.
The following optional insurance benefits available to Executive Management (EM)
employees are provided through the City’s Section 125 Cafeteria Plan adopted in
accordance with the provisions of Internal Revenue Code § 125.
Under City Council Resolution No. 98-54, the City elected to be subject to the Public
Employees’ Medical & Hospital Care Act (PEMHCA) to provide medical insurance
through CalPERS for Unrepresented Executive Management Classifications. The City’s
contribution for each employee meets the statutory minimum using the “Unequal Method”
California Government Code § 22892(c) (AB-2544).
The City will contribute an allowance, which includes the PEMHCA statutory minimum
towards the employee’s cafeteria plan in the highest amount as available to any
represented employees’ unit covered under the PEMHCA plan.
A. Medical insurance. Eligible Executive Management (EM) employees may choose
from the eligible medical insurance plan options offered by CalPERS. If an employee
waives medical coverage, they must provide proof of current enrollment in a qualified non-
City sponsored group health coverage plan.
B. Dental insurance. Eligible Executive Management (EM) employees will have the
ability to select either an HMO or PPO dental insurance plan.
C. Vision insurance. Eligible Executive Management (EM) employees will have the
ability to voluntarily select vision insurance coverage through the City’s insurance
provider.
D. Cash-in-Lieu of Benefits. Executive Management (EM) employees will be eligible
to receive cash (subject to taxation as wages) through the City’s cafeteria plan if they
either waive/opt-out of receiving group health and/or dental benefits after providing proof
of other group medical and/or dental coverage under a spouse or registered domestic
partner’s non-City sponsored plan, or if the premium of the City medical and dental plans
they elect do not cost as much as the maximum allowance they receive toward such
benefits.
E. Employee Contributions for Benefits. If an Executive Management (EM) employee
chooses group or voluntary benefits whose aggregate premium cost exceeds the
maximum City contributions to the cafeteria plan, the City will automatically deduct the
excess premium amount on a pre-tax basis (through the City’s Section 125 plan) from the
employee’s regular paycheck.
F. Disability Insurance. The City will pay one hundred percent (100%) of the premium
cost for a long-term disability insurance plan under the policy it maintains on behalf of its
employees in order to provide Executive Management (EM) employees a monthly benefit
plan as provided to the highest amount as available to any represented employees’ unit
covered by the City’s plan.
G. Life Insurance and Accidental Death & Personal Loss (AD&PL). The City will pay
one hundred percent (100%) of the premium cost for term life and AD&PL insurance
coverage under the policy it maintains on behalf of its employees in order to provide
Executive Management (EM) employees with life and AD&PL insurance coverage in an
amount equal to three times the employee’s annual rate of salary to a maximum of
$300,000, or the highest maximum amount as available to any represented employee
unit, provided that Executive Management (EM) employees can provide evidence of
insurability for coverage above the guaranteed amount, if so required by the terms and
conditions of said term life and AD&PL insurance policy.
In the event an Executive Management (EM) employee is determined to be ineligible for
the full benefit of said insurance coverage, the amount of life insurance will be equal the
amount for which the employee is eligible for without having to provide evidence of
insurability.
Section 5. Leave Accruals and Cash-Out Provisions.
Unless otherwise provided, the highest leave accrual, maximum accrual, and cash-out
provisions provided to any represented employee’s unit, will also be offered to the
classifications listed in this resolution exhibit including but not limited to; paid holidays,
floating holidays, holiday closures, vacation, “must-use” vacation, and management
vacation.
A. Management Vacation Leave.
Executive Management (EM) employees listed in this Resolution Exhibit meet the
definition of “exempt” under Section 13(a)(1) of the Fair Labor Standards Act (FLSA).
1. Executive Management (EM) employees will be granted one hundred (100)
hours of management vacation per calendar year in addition to regular vacation accrual
provisions applicable to represented employees of the City.
2. The City Manager is authorized to grant, at his or her discretion, additional
management vacation leave hours per calendar year.
B. Vacation and Sick Leave Credits for New Hires. The City Manager is authorized
to grant a newly appointed Executive Management (EM) employee vacation and sick
leave credits up to an amount equal to any earned but unused vacation or sick leave
credits available to such appointee at the time of his or her separation from his or her
most recent previous employer.
C. Vacation Leave Rate of Accrual. The City Manager is authorized to provide
longevity credits towards the rate of vacation hours’ accrual for a newly appointed
Executive Management (EM) employee. The longevity credit can only be used for the
purpose of rate of vacation accrual.
D. Paid or unpaid Administrative Leave Policy. The City Manager is authorized to
grant, at his or her discretion, a paid or unpaid leave of absence for Executive
Management (EM) employees.
Section 6. Retirement Plan Contributions.
A. The terms of the existing contract between the City and California Public
Employees’ Retirement System (CalPERS) governing the City retirement benefits of
Executive Management (EM) employees covered by this Resolution are incorporated by
reference herein. The City will make contributions to CalPERS in accordance with its
contract with CalPERS for employees covered by said contract as amended.
B. The California Public Employees’ Pension Reform Act (PEPRA) went into effect
on January 1, 2013. Based on consideration of various eligibility factors, PEPRA defines
each employee as either a “classic” or “new” member of CalPERS.
C. 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The
City agrees to provide Executive Management (EM) employees covered by this
Resolution, and who are defined as Classic Miscellaneous Members under the California
Public Employees’ Pension Reform Act (PEPRA) of 2013 (AB340), with the 2.7% at 55
Service Retirement benefit.
D. Payment of 2.7% at 55 Service Retirement Benefit. Classic Miscellaneous
Executive Management (EM) employees covered by this Resolution will contribute eight
percent (8%) of CalPERS reportable compensation toward the employer cost of the 2.7%
at 55 enhanced retirement formula. This payment will be implemented as cost-sharing
pursuant to Government Code Section 20516(f).
1. Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, this eight percent (8%) employee contribution will be
implemented through payroll deductions on a pre-tax basis.
E. 2.0% at 62 Service Retirement Benefit for New Miscellaneous Members. The City
agrees to provide Executive Management (EM) employees covered by this Resolution
who were appointed to their classification on or after January 1, 2013, and who are
defined as new members under the California Public Employees’ Pension Reform Act
(PEPRA) of 2013 (AB340), with the 2.0% at 62 Service Retirement benefit.
F. Payment of 2.0% at 62 Service Retirement Benefit. Executive Management (EM)
employees defined in 6.E. (above) will contribute at least 50% of normal cost of the 2.0%
at 62 retirement benefit.
1. Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, the City will make the above employee deductions pre-tax
contributions.
G. 3% at 50 Service Retirement Benefit for Classic Safety Members. The City agrees
to provide Executive Management (EM) employees covered by this Resolution, and who
are defined as Classic Safety Members under the California Public Employees’ Pension
Reform Act (PEPRA) of 2013 (AB340), with the 3% at 50 Service Retirement benefit.
H. Payment of 3.0% at 50 Service Retirement Benefit. Classic Safety Executive
Management (EM) employees defined in 6.G. (above) will contribute nine percent (9%)
of CalPERS reportable compensation toward the employer cost of the 3.0% at 50
enhanced retirement formula. This payment will be implemented as cost-sharing pursuant
to Government Code Section 20516(f).
1. Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, this nine percent (9%) employee contribution will be
implemented through payroll deduction on a pre-tax basis.
I. 2.7% @ 57 Retirement Benefit for New Safety Members. The City agrees to
provide Executive Management (EM) employees covered by this Resolution who were
appointed to their classification on or after January 1, 2013, and who are defined as new
members under the California Public Employees’ Pension Reform Act (PEPRA) of 2013
(AB340), with the 2.7% @ 57 Service Retirement benefit.
J. Payment of 2.7% at 57 Service Retirement Benefit. Executive Management (EM)
employees defined in 6.I. (above) will contribute at least 50% of normal cost of the 2.7%
at 57 retirement benefit.
1. Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, the City will make the above employee deductions pre-tax
contributions.
K. Final Compensation for Pension Calculation. Final compensation for Classic
Safety and Classic Miscellaneous Members will be based on the highest annual average
compensation earnable during the 12 consecutive months immediately preceding the
effective date of his or her retirement, or some other 12 consecutive month period
designated by the member.
Final compensation for Safety and Miscellaneous Members who are defined as New
Members under PEPRA will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective date of
his or her retirement, or some other 36 consecutive month period designated by the
member.
L. Deferred Retirement for Classic Safety and Classic Miscellaneous Members as
defined in Section D and H (above). The City will continue to make payments to CalPERS
on behalf of each eligible affected employee in an amount necessary to pay one hundred
percent (100%) of each employee’s member contribution and report it to CalPERS as
special compensation [Government Code §20636(C)(4)]. This contribution is known as
Employer Paid Member Contribution (EPMC), which is equal to eight percent (8%) of
reportable compensation for Classic Miscellaneous Members and nine percent (9%) for
Classic Safety Members. Such payments will be credited to the individual employee’s
CalPERS account.
Such payments are not an increase in base salary and no salary rate range applicable to
any of the employees covered by this Resolution will be changed or deemed to have been
changed by reason thereof. As a result, the City will not treat these payments as ordinary
income and thus will not withhold federal or state income tax from said payments. The
City previously received a ruling from the Internal Revenue Service confirming that such
payments are deferred compensation and not ordinary income. In the event that the City
receives a new ruling from the Internal Revenue Service that such payments are ordinary
income of the employees instead of deferred compensation, the City’s obligation to make
such payments will discontinue and in place thereof the reportable compensation of each
Classic Miscellaneous Member eligible for the 2.7% at 55 Benefits Formula will be
increased by eight percent (8%) and each Classic Safety Member eligible for the 3% at
50 Benefits Formula will be increased by nine percent (9%).
For the purpose of reporting an employee’s compensation to CalPERS, the City will
include these payments as if they were a part of the employee’s reportable compensation.
Section 7. Tuition Reimbursement. Executive Management (EM) employees are eligible
to participate in the Training and Education Assistance Program provided for all regular,
full-time employees of the City. Reimbursement will be based on the cost of tuition,
required enrollment/registration fees, miscellaneous fees (health, parking, student union
fees, etc.) and all required texts, eBooks and related material for each course. Maximum
tuition reimbursement will be paid in the highest amount as available to other represented
employees.
Section 8. Retirement Health Savings (RHS) Plan.
A. Employees participate in the “Vantage Care” Retirement Health Savings Plan
(RHS), which designated ICMA-RC as the administrator of the plan. The City shall make
contributions into the individual accounts of Executive Management (EM) employees as
provided to the highest represented non-sworn employees’ unit.
1. Executive Management (EM) employees will contribute one and one-
quarter percent (1.25%) of base pay into his/her individual RHS account each pay period.
2. Executive Management (EM) employees shall have the option to amend the
current Executive Management plan design by mutual agreement of the majority within in
the City’s agreement with ICMA-RC.
Section 9. Auto Allowance. With the exception of the Police Chief who receives a City
vehicle, the City will contribute five hundred dollars ($500) per month to each Executive
Management (EM) employee to offset reasonable and necessary expenses for the
operation, maintenance and insuring of an automobile. In lieu of receiving five hundred
dollars ($500) per month, the employee may request and be provided with an optional
vehicle.
Section 10. Deferred Compensation. The City has established and maintains a deferred
compensation plan pursuant to the provisions of Section 457 (b) of the Internal Revenue
Code. Executive Management (EM) employees covered under this resolution, at his or
her sole discretion, may defer to have deposited into the City’s 457(b) plan a portion of
his or her compensation up to the maximum amount permitted by law.
As permissible by law if the City is desirous of establishing a 401(a) deferred
compensation plan at a future date, Executive Management (EM) employees covered
under this resolution, at his or her sole discretion, may elect to participate into said 401(a)
plan upon its establishment, and defer a portion of his or her compensation up to the
maximum amount permitted by law.
All contributions into the 457(b) and 401(a) plan are voluntary employee contributions and
will meet the requirements of the Internal Revenue Code.
Section 11. Executive Management (EM) Compensation Determination and
Performance-Based Evaluation System. The provisions of the unrepresented Executive
Management (EM) compensation determination and performance-based evaluation
system are as follows:
A. Specific Compensation Determination.
1. The City Manager is hereby given the authority to set the individual
compensation, to make adjustments thereto and to make appointments at any salary
within the established rate range for all executive positions for which the City Manager is
the appointing authority.
2. The City Manager may establish performance criteria and appraisal
guidelines to be utilized in determining individual compensation for Executive
Management (EM) employees.
3. After the salary of an employee has been first established and fixed under
this plan, salary advancement through the salary range will be at the discretion of the City
Manager.
B. Performance-Based Evaluation Purpose. The basic purpose of the performance-
based evaluation system is to help attract, retain and motivate highly competent
Executive Managers and to provide them with a strong incentive to excel.
1. Evaluation System Components. The evaluation system will be comprised
of the following components:
2. Objectives. The system will include a list of outcome-based, measurable
objectives to be achieved which have been mutually agreed upon between the City
Manager or authorized appointing authority and each individual EM employee.
3. Managerial Behaviors. In addition to his or her performance in achieving
agreed upon objectives, each Executive Manager will also be evaluated for his or her
managerial behavior performance, including such behavior as communication (oral or
written), analysis and problem solving, decision-making and judgment, planning and
organization, management control, leadership, interpersonal relations, time -
management, technical knowledge, handling of stress, etc.
C. Performance Evaluation Guidelines.
1. The City Manager will evaluate the performance of each of his or her
Executive Management (EM) employees to determine their individual eligibility for a
performance increase and how much, if any, increase will be given, but such increase
cannot exceed the salary range maximum assigned . Such performance evaluation will be
for a determined period preceding the date of the performance evaluation.
2. Performance Ratings. Each Executive Manager’s performance in relation
to his or her agreed upon objectives and managerial behaviors will be evaluated for an
identified period according to the following performance rating scale:
Point Rating Performance Levels
3 Significantly Exceeds Expectations:
Consistently exceeds all objectives requirements and
expectations by a wide margin.
2 Exceeds Expectations:
Consistently meets all objectives and requirements
and exceeds several.
1 Meets Expectations:
Meets objectives and requirements.
3. Performance-Based Incentive Pay Bonus. At the discretion of the City
Manager, each Executive Management (EM) employee who has achieved and
maintained the maximum salary of their classification salary range for one (1) full year,
may be eligible to receive a lump sum performance-based incentive pay bonus for
extremely meritorious performance outside their regular job responsibilities . The
calculation of the incentive pay bonus will be based on a percentage of current annual
rate of base salary for the identified period in which the compensation was earned, in
accordance with the following:
a. For overall performance rated as “Extremely Meritorious Performance,” an
incentive pay bonus up to, but not to exceed seven and one-half percent (7.5%) in toto.
D. Application of Guidelines.
1. The incentive pay bonus granted under this plan is not an increase
in base salary and no salary range applicable to any Executive Management employee
covered by this Resolution will be changed or deemed to have been changed by reason
of such incentive pay.
2. The lump sum incentive pay bonus defined for overall Extremely
Meritorious Performance listed above in Section C.3. (a) is not intended to meet the
definition of Special Compensation under Government Code Section 20636 (c) (1-7).
3. The City Manager will be responsible for the development and
administration of detailed administrative procedures and guidelines for the consistent and
effective application of the Unrepresented Executive Management (EM) performance-
based evaluation system. Such procedures and guidelines will define how performance
objectives, measures and standards are developed; when and how performance reviews
are to be carried out; how performance component ratings and composite ratings will be
scored; and how performance incentive pay bonuses are to be exercised.
Section 12. Miscellaneous Provisions
A. Catastrophic Leave Donation. Executive Management (EM) employees will be
eligible to donate and receive catastrophic leave donations as provided to all other
represented employees.
B. Technology Device Stipend. Executive Management (EM) employees who use
their own personal electronic devices for City business in lieu of receiving a City owned
device will be eligible to receive a stipend at a level matching that provided to all other
represented employees.
D. At-Will Employment Relationship. With the exception of the Police Chief,
classifications listed in Section 1. A. are defined as not excepted by the Civil Service
System as defined in Section 1002 of the City of Santa Ana Code of Ordinance, Charter
Article X – Civil Service and are considered to be employed “at-will” as defined by the
California Labor Code section 2922. Employees appointed by, and serves the pleasure
of, the City Manager. Nothing in this Resolution Exhibit shall prevent, limit, or otherwise
interfere with the right of the City Manager to terminate employment of an employee at
any time, with or without cause.
ATTACHMENT 1
UNREPRESENTED EXECUTIVE MANAGEMENT (EM)
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JANUARY 14, 2024
JOB TITLE JOB
CODE MINIMUM MAXIMUM
Assistant City Manager (EM) 00090 17,581 23,245
Chief Technology Innovations Officer (EM) 01701 14,075 18,315
Executive Director of Community Development (EM) 02870 14,075 18,315
Executive Director of Finance and Management Services (EM) 01190 14,075 18,315
Executive Director of Human Resources (EM) 01830 14,075 18,315
Executive Director of Parks, Recreation, and Community Services (EM) 05400 14,075 18,315
Executive Director of Planning and Building Safety (EM) 02490 15,537 20,218
Executive Director of Public Works (EM) 02170 15,537 20,218
Library Services Director (EM) 01561 14,075 18,315
Police Chief (EM) 03390 17,581 23,245