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Home My WebLink About82-110RESOLUTION NUMBER o°4 - ~'- 117 ~- 7 · G - ID AMENDMENTS TO RESOLUTION 82-110 DATE ADOPTED IO-o I - ~ /J -o .~. $ y" RESOLUTION NUMBER q= -o71 DATE ADOPTED , II //-/& - RESOLUTION NO. J, ODD ,034 ~o()()-()~O :).Où() . 0 '1 L/ :f.OD 1 -07" ~OOI-t)'7b , ~,\ .0" ,9..()O I, lY~á :7> bCJ I - 01> L( J.ðOd- - 6/ { :;loo;:} -f) ¿ 4 d-fjt9J. -D~~ Qøo:).-o9:;J. ~.o()~- 0'1'1 ~\)o:)-- 0/6. ,Jc'c?O- t:~ I JOO)~ ow;;!, ;).5>03- 0'76 . a.DQ~-Oq?> âeòH-o3o . AMENDMENTS TO RESOLUTION 82-110 DATE ADOPTED (p --'5 -?, (Joo q - / <g -å 0 11-<:).0 -D(I b -Jj-ð I .,. s- O, n - \q - C , 11-1£:\-0 \ í I - /q .. ð I d -JCl-ð'J, () -1'1-ð&-. (,-3-0 J- 11- )<¡ -0Z- 11- ,~ - ol-- ;1--1'1-03 ..;l-I'ð/C?> 7- '7- 03 '1-1')-03 11-T)-o3 l-H~- 04 RESOLUTION NO. DATE ADOPTED RESOLUTION NO. 82 - 110 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA REESTABLISHING THE BASIC COMPENSATION PLAN fOR VARIOUS CLASSES OF EMPLOYMENT, PROVIDING FOR THE APPLICATION AND ADMINISTRATION OF SAID PLAN, AND REPEALING RESOLUTION 58-281 AND AMENDMENTS TijERETO WHEREAS, on November 3,1958, the City Council passed and adopted Resolution No. 58-281 revising and re-establishing the Basic Compensation Plan for employees of the City of Santa Ana; and WHEREAS, the City Council has amended said Resolution on numerous occasions during the twenty-four years of its existence; and WHEREAS, it is now desired to re-establish the City's Basic Compensa- tion Plan in order to consolidate into one document the provisions of several separate resolutions which deal with wages, salaries and other compensation components and the policies and procedures governing their application. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Santa Ana: Section 1. There is hereby re-established a Basic Compensation Plan for all officers and employees of the City of Santa Ana. Section 2. SALARY AND WAGE SCHEDULE. The basic salary and wage schedule, shown below in a matrix format, provides numerous salary rate ranges, each comprised of five (5) steps or rates of pay expressed in monthly amounts. The purpose of each step and length of service required for advancement to the next step within a particular salary rate range is summarized as follows: A Step - Normal beginning pay rate B Step - After six months in next lower step. Also optional hiring rate. C Step - After twelve months in next lower step. Also maximum optional hiring rate. D Step - Merit rate. After twelve months in next lower step. EStep - Merit rate. After eighteen months in next lower step. Specific regulations governing advancement within salary rate ranges are set forth in Section 7 of this Resolution. In the following salary schedule matrix, 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 "A" step of the Range and steps B, C, D and E are found in the column directly below "A" step. For example "A" step of Range No. 301 is found to be $906 by moving down the left column (Range No.) to the number 30 (the first two digits of Range No.) then horizontally to column 1 (the third digit of the Range No.). The "Au step of $906 has the remaining steps shown directly below, thus the full, five-step range is 906-951-998-1049-1101. In the same manner, Range No. 355 is found to be 1180-1239-1301-1365-1434. SALARY SCHEDULE MATRIX 0 1 2 3 4 5 6 7 8 9 25 707 710 714 717 721 724 728 732 735 739 26 742 745 749 753 756 760 764 768 772 776 27 779 782 786 790 794 798 802 806 810 814 28 818 822 826 830 834 838 842 847 851 855 29 859 863 867 871 876 880 885 889 893 898 30 902 906 911 915 920 924 929 934 938 943 31 947 951 956 961 966 970 975 980 985 990 32 994 998 1003 1008 1014 1019 1024 1.029 1034 1039 33 1044 1049 1054 1059 1065 1070 1075 1081 1086 1091 34 1096 1101 1106 1112 1118 1123 1129 1134 1140 1146 35 1151 1156 1162 1168 1174 1180 1185 1191 1197 1203 36 1209 1215 1221 1227 1233 1239 1245 1251 1258 1264 37 1269 1275 1281 1288 1294 .1301 1307 1314 1320 1327 38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393 39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463 40 1469 1476 1483 1491 1498 1506 1513 1521 1528 1536 41 1542 1549 1557 1565 1573 1580 1588 1596 1604 1612 42 1619 1627 1635 1643 1651 1659 1668 1676 1684 1693 43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778 44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866 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 1 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 7648 7686 -.;¿- Section 3. ASSIGNMENT OF CLASSES OF EMPLOYMENT TO SALARY RATE RANGES. Classes of employment shall be assigned to Salary Rate Ranges on the effective dates as set forth next below: CLASS TITLE SALARY RATE RANGE NUMBERS 7-1-82 1-1-83 351 357 376 382 423 429 451 457 M532 ~42 411 417 437 443 M512 M522 M512 M522 M512 M522 467 473 420 420 399 399 429 429 M591 M601 M632 M642 M462 M472 M582 M592 452 458 421 427 462 468 437 443 452 458 462 468 502 408 492 498 452 458 464 470 502 508 502 508 431 437 411 417 442 448 442 448 421 427 452 458 400 406 446 452 M563 M573 M563 M573 M581 M591 292 298 321 462 468 488 488 Account Clerk I Account Clerk II Accountant I Accountant II Accounting Division Supervisor (MM) Administrative Aide Administrative Assistant I Administrative Assistant II (MM) Administrative Asst.-Community Dev. (MM) Administrative Services Supervisor (MM) Affirmative Action Coordinator Agency Secretary Animal Control Officer I Animal Control Officer II Assistant City Attorney (MM) Assistant City Manager (EM) Assistant Clerk of the Council (MM) Assistant Director for Redevelopment and Real Estate (MM) Assistant Engineer Assistant Planner I Assistant Planner II Assistant Programmer Analyst Assistant Traffic Engineer Assistant Transportation Planner Associate Engineer Associate Planner Associate Real Estate Officer I Associate Real Estate Officer II Associate Traffic Engineer - Associate Transportation Planner Associate Zoo Curator Blacksmith-Welder Building Inspector Building Inspector-Combination Building Maintenance Leader Building Maintenance Supervisor Building Maintenance Worker Buyer Chief of Planning (MM) Chief of Development Processing (MM) City Engineer (MM) Clerk I Clerk II Commercial Accounts Supervisor Commercial Loan Officer -~- CLASS TITLE Community Center Coordinator Community Center Worker Community Development Director (EM) Community Preservation Officer (MM) Community Preservation Supervisor Community Service Officer Community Services Supervisor Computer Operator Computer Services Manager (MM) Concrete Finisher (a) Construction Engineer (MM) Construction Inspector Contracts Administrator Criminal Activities Analyst Criminalistics Laboratory Aide Criminalist I Criminalist II Criminalist III Crirninalistics Laboratory Supervisor Custodian Custodian II (T) Data Entry Operator I Data Entry Operator II Data Processing Technician Deputy Chief of Police (MM) Deputy City Attorney I (MM) Deputy City Attorney II (MM) Deputy City Attorney III (MM) Deputy Clerk of the Council Deputy Clerk of the Council-Records Director of Finance (EM) Director of Personnel (EM) Director of Planning & Development Services (EM) Director of Public Works (EM) Director of Recreation & Parks (EM) Director of Transportation Services (EM) Disaster Services Coordinator Economic/Business Development Specialist Economic Development Analyst Economic Development Program Manager (MM) Electrical Inspector Engineering Aide Engineering Drafting Technician I Engineering Drafting Technician II Equipment Mechanic I Equipment Mechanic II Equipment Operator-Motor Grader Equipment Operator-Motor Sweeper Equipment Operator-Street Equipment Operator-Traffic Paint Equipment Operator-Water Maintenance -¿{- SALARY RATE RANGE NUMBERS ~ 1-1-83 432 438 371 377 M604 M614 M563 M573 482 488 374 374 447 453 406 412 M557 M567 405 411 M542 M552 442 448 442 448 411 417 300 306 447 447 480 480 500 500 521 521 335 341 335 341 351 357 371 377 376 382 M595 M605 M500 M510 M541 M551 M571 M581 385 391 414 420 M602 M612 M581 M591 M590 M600 M619 M629 M593 M603 M609 M619 462 468 482 488 467 473 M514 M524 442 448 396 402 411 417 442 448 375 381 411 417 417 423 401 407 401 407 401 407 401 407 --~~----'---'-- '--~~'-"'~'-'---'-'-----'----'--'----' CLASS TITLE Î Equipment Repair Leader Equipment Repair Supervisor Equipment Service Attendant I Equipment Service Attendant II Evidence and Property Clerk Executive Assistant (EM) Executive Secretary Facilities Supervisor Financial Services Manager (MM) Fire Alarm and Maintenance Leader Fire Alarm & Maintenance Technician (j)Fire Battalion Chief (MM) (c)Fire Captain Fire Chief (EM) (c)Fire Engineer Fire Safety Analyst Fire Safety Assistant Fire Safety Specialist I Fire Safety Specialist II Fire Safety Specialist III (i)Fire Services Dispatcher Firefighter I (c) Firefighter II Fleet Services Manager (MM) Forensic Specialist I Forensic Specialist II Graphics Coordinator Graphics Illustrator Housing Housing Housing Housing Housing Director (EM) Eligibility Specialist Programs Administrator Representative I Representative II (MM) (T) Land Use Investigator Landscape Architect Law Clerk Leased Housing Supervisor Legal Secretary I Legal Secretary II Librarian I Librarian II Librarian III (MM) Library Assistant Library Clerk I Library Clerk II Library Director (EM) Library Driver-Clerk Library Page (Full-time) License Inspector -$'- SALARY RATE RANGE NUMBERS 7-1-82 1-1-83 426 432 457 463 340 346 360 366 397 397 M573 M583 395 401 421 427 M532 M532 436 446 416 426 M557 M567 494 504 M615 M625 463 473 463 473 346 356 366 376 396 406 442 452 399 409 390 400 443 453 M523 M533 404 404 433 433 462 468 411 417 M584 M594 351 357 M491 M491 381 387 405 411 422 428 482 488 394 400 452 458 360 366 395 401 411 417 442 448 M496 M506 371 377 330 336 345 351 M571 M581 365 371 270 276 406 412 CLASS TITLE Maintenance Worker I Maintenance Worker II Manpower Assistant Manpower Associate Manpower Project Coordinator (MM) Messenger Meter Reader Collector Museum Curator Museum Director (EM) Museum Exhibit Specailist Museum Publicity Agent Museum Registrar Museum Security/Maint.. Supervisor (b)Paramedic (Civilian) (g)Park Maintenance Leader Park Maintenance Superintendent (MM) Park Maintenance Supervisor Park Maintenance Worker I (g)Park Maintenance Worker II Park Mower Operator (h) Park Ranger Parking Control Officer Payroll Accounts Supervisor (MM) Permit Technician Personnel Analyst Personnel Assistant Personnel Clerk I Personnel Clerk II (a)Plan Checking Engineer (MM) Plan Examiner I Plan Examiner II Planner/Scheduler Plumbing Inspector Police Captain (MM) Police Chief (EM) Police Lieutenant (MM) (d}Police Officer Police Personnel Services Clerk Police Records Clerk I (e) Police Records Clerk II Police Records Manager (MM) Police Records Supervisor I Police Records Supervisor II Police Recruit (d) Police Sergeant (f)Police Service Officer (d) Police Services Dispatcher Principal Personnel Analyst (MM) Principal Real Estate Officer (MM) Programmer Analyst Project Area Manager Property Control Clerk Property Management Specialist SALARY RATE RANGE NUMBERS 2=J.:.82 1-1-83 355 361 375 381 361 367 411 417 M506 M516 300 306 371. 377 442 448 M556 M566 355 361 381 387 386 392 431 437 427 437 380 386 M528 M538 452 458 340 346 360 366 380 386 384 390 364 364 M468 M478 411 417 467 473 411 417 356 362 391 397 M537 M547 461 467 471 477 422 428 442 448 M585 M595 M629 M639 M557 M567 461 461 366 372 330 336 345 351 M501 M511 402 408 436 442 423 423 496 496 394 394 419 419 M532 M542 M562 M572 469 475 522 528 371 377 41.1 417 - Go- SALARY RATE RANGE NUMBERS 7-1-82 1-1-83 432 438 452 458 469 475 M527 M537 411 417 442 448 395 401 381 387 321 327 401 407 M528 M538 442 448 455 461 432 438 346 352 330 336 374 380 406 412 468 468 M527 M537 467 473 391 397 432 438 385 391 415 421 359 365 462 468 M552 M562 482 488 462 468 460 460 462 468 491 497 M522 M532 M518 M528 395 401 350 356 365 371 366 372 401 407 411 417 M542 M552 452 458 385 391 462 468 396 402 427 433 482 488 469 475 CLASS TITLE Property Rehabilitation Counselor Property Rehabilitation Supervisor Psychologist purchasing Division Manager (MM) Real Estate Technician I Real Estate Technician II Records Management Specialist Recreation Center Director Recreation Leader Recreation Program Coordinator Recreation Superintendent (MM) Recreation Supervisor Relocation & Property Manager Relocation Specialist Relocation Specialist Assistant Reprographic Equipment Operator I Reprographic Equipment Operator II Reprographic Service Supervisor Residential Loan Officer Risk Manager (MM) Safety Analyst Sanitation Inspector I Sanitation Inspector II Secretary Secretary to the City Manager Security Guard-Museum Senior Building Inspector Senior Civil Engineer (MM) Senior Construction Inspector Senior Electrical Inspector Senior Forensic Specialist Senior Plumbing Inspector Senior Programmer Analyst Senior Real Estate Officer (MM) Special Facilities Manager (MM) Staff Services Coordinator Stenographic Clerk I Stenographic Clerk II Stock Clerk Storekeeper Street Lighting Maintenance Worker Street Maintenance Superintendent (MM) (l)Street Maintenance Supervisor Street Painter Survey Party Chief Survey Party Technician I Survey Party Technician II Survey Supervisor Systems & Procedures Analyst - 7- Water Division Clerk-Dispatcher Water Division Superintendent (MM) (1) Water Maintenance Supervisor Water Meter Repair Supervisor Water Meter Repairer Water Plant Operator Water Production Supervisor Water Production Technician Water Utility Inspector Worker's Compensation and Insurance Analyst SALARY RATE RANGE NUMBERS 7-1-82 1-1-83 M552 M562 442 448 M542 M552 M532 M542 452 458 390 396 355 361 320 326 335 341 340 346 M542 M552 452 458 429 435 380 386 390 396 452 458 411 417 432 438 467 473 315 321 365 371 457 463 CLASS TITLE Traffic Operations Engineer (MM) Traffic Technician Transportation Development Engineer (MM) Treasury Division Supervisor (MM) (1) Tree Maintenance Supervisor Tree Trimmer Tree Trimmer Typist Clerk Typist Clerk Helper I II Zoo Attendant I Zoo Attendant II Zoo Curator FOOTNOTES TO SECTION 3: (EM) and (MM) designate unrepresented "Executive ManagementU and uMiddle-ManagementU personnel, respectively, and as such, are eligible to receive certain employee benefits which are different from and/or are greater than those available to non- management personnel. The letter uMu preceding a salary rate range number indicates a Management Pay Range. When applied to classes designated as EM or MM, these ranges are limited to the first three steps (A through C) of the 5-Step Salary Rate Ranges set forth in the Salary Schedule Matrix in Section 2 herein above. See Section 12A of this Resolution. (T) designates a Uterminalu class. A position classification that has been design- ated as Uterminalu 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. (Y) designates uY-Rated" which indicates that a class so designated will receive less than the current and future general uacross-the-boardu salary adjustments negotiated or scheduled for other classes until the assigned salary level is matchec by that of some other specified class in the pay plan. The purpose and intent of "Y-Rating" is to correct misaligned salary relationships between specific classes. Lower case letters in parenthesis preceding class titles identify classes of posi- tions affected by certain special compensation provisions set forth in Section 3.1 following. - 8- Section 3.1 SPECIAL COMPENSATION PROVISIONS (a) Personnel in the classes of Construction Engineer (MM) and Plan Checking Engineer (MM) who are Registered Engineers in the State of California will be paid at a rate set ten (10) rate ranges (5%) above their current base monthly salary step. (b) Employees in the civilian class of Paramedic who possess a valid current license as a Registered Nurse from the State of California Board of Registered Nurses shall be paid at a rate set twenty (20) rate ranges (10%) above their current base monthly step. (c) Each eligible employee in the class of Firefighter II, Fire Engineer or Fire Captain who is continuously and regularly assigned to perform and who actually performs services in the capacity of a paramedic or combination paramedic/firefighter on a full-time basis, shall be paid an assignment pay differential in an amount equal to the product obtained by multiplying the base monthly salary step then being paid to an employee in the rank of Firefighter II uE" Step, by 10% (20 salary rate ranges). This differential shall be paid to each such employee irrespective of his particular rank or step within his/her assigned salary rate range. (d) Police Department employees in the below-listed classes, who are contin- uously and regularly assigned to and actually performing duties of special assignment positions identified by functional title following their official class title, shall be paid at a rate set ten (10) rate ranges (5.0%) above their current base monthly step unless they are receiving additional pay as a result of any provision of the Police Career Development Program: Police Officer: Accident Investigator, Background Investigator, Hispanic Affairs Officer, Community Relations Officer, Field Training Officer, Training Off- icer (Personnel and Training Section), Investigator, Research and Planning Officer, Traffic Safety Officer, or Motorcycle Officer assigned on a two-wheeled motorcycle. Police Sergeant: Investigator police Services Dispatcher Lead Supervisor/Trainer. (e) Personnel in the class of Police Records Clerk II in the Police Department Records Section who are assigned to and performing in a lead supervisoryU capacity over a primary functional unit of clerical employees will be paid an additional fifty dollars ($50.00) per month over their then current base monthly salary step. (f) An incumbent of the class of police Service Officer who is continuously and regularly assigned to perform and actually performs duties as a Police Media Relations Officer involving the development and implementation of specialized public information and media relations programs of a promotional nature will be paid at a rate set twenty (20) rate ranges (10%) above his/her then current base monthly salary step. (g) Incumbents in the classes of Park Maintenance Worker II and Park Maintenance Leader who have successfully completed the requisite in-service training program spec- ified by the Director of Recreation and Parks, and who thereafter are continuously and regularly assigned to perform either on a full-time or half-time basis, and who actually performs duties and responsibilities as a parks maintenance Planner/Scheduler, shall be paid an assignment pay differential at a rate set above his/her then current base monthly step in accordance with the following schedule: -9- Class Title Amount of Pay Differential for: Full-Time Half-T:ime Assignment Assignment Park Maintenance Worker II Park Maintenance Leader 20 Ranges (10.0%) 6 Ranges (3.0%) 10 Ranges (5.0%) 3 Ranges (1. 5%) (h) An incumbent in the class of Park Ranger who is assigned to and regularly serves in a lead supervisory capacity over a departmental unit of park rangers will be paid an additional 15 salary rate ranges (7.5%) above his(her then current base monthly salary step. (i) An incumbent in the class of Fire Services Dispatcher who is assigned to the special12-hour shift schedule in the Fire Department requiring an average workweek of 42 hours, will be paid a work schedule differential at a rate set 10 ranges (5.0%) higher than his/her then current base monthly salary step. (j) An incumbent in the class of Fire Battalion Chief who is assigned by the Fire Chief to serve as Fire Division Chief of the Fire Safety, Prevention and suppression, or Technical Services Division, shall be paid an additional 20 salary rate ranges (10.0%) above his/her then current base monthly salary step while so assigned. (k) An incumbent in the class of Custodian or CUstodian II (T) who is regularly and continuously assigned to and performs lead supervisory and other add- itional responsibilities, will be paid an additional fifteen (15) salary rate ranges (7.5%) above his/her then current base monthly salary rate. (1) Incumbents in the below listed official class titles who, at the discretion of the appointing authority, are regularly assigned to perform addition- al duties and responsibilities (identified by functional title shown next to their official title), including exercising technical and administrative supervision over other personnel in their same classification and assuming other administrative duties in the operation of their respective Divisions, will be paid at a rate set twenty (20) salary rate ranges (10%) above their then current base monthly salary step: Official Class Title Functional Title Tree or Street Maintenance Supervisor Street Maintenance Supervisor Water Maintenance Supervisor Parkway Supervisor Roadway Supervisor Senior Water Maintenance Supervisor Bilinqual Pay. Qualified employees who meet the following criteria will be paid a monthly pay differential above his/her current base monthly salary step as set forth under uDifferential ArnountsU below: A. Criteria (1) Assignment by departmental management to a position requiring regular and frequent use of bilingual capability in both English and Spanish or Vietnamese or other language designated by the City Manager (Samoan for PBA-repre- sented employees); and, (2) Certified by the Director of Personnel as having satisfactorily -10- demonstrated conversational fluency in both languages; and, (3) Approval of the City Manager. B. Differential Amounts r Benevolent (I) Personnel in classes of employment representeed by the Police Association (PBA): - $75.00 per month -$100.00 per month (2) All other employees; Two during Fiscal Year 1981-82 during Fiscal Year 1982-83 (2) salary rate ranges (1.0%). Shift Differential. Except for employees in classes represented by the Fire and Police Associations (FBA & PBA), other than Police Services Dispatchers, each non-management employee, including an employee in the class of Police Services Dispatcher, who is continuously and regularly assigned to a schedule of work which requires that he/she actually work a minimum of 4~ hours between the hours of 5:00 p.m. and 7:00 a.m., will be paid a shift differential for his/her entire work shift at a rate set five (5) ranges (2.5%) above his/her current base monthly salary rate. Section 3.2 POLICE CAREER DEVELOPMENT PROGRAM Section 3.2.1 Definitions. For the purpose of clarifying the criteria for the Police Career Development Program designations set forth in Sections 3.2.2 through 3.2.8 below, the following definitions apply: A. Educational units. One (1) completed UsemesterU unit in an academic course of instruction approved by the Chief of Police and in an accredited college or university shall equal one (1) educational unit. One (1) "quarter" unit achieved in an educational institution as above shall equal two-thirds (2/3) of an educational unit. uTrimesterU units or other standards of measurement used as a basis in awarding scholastic credits will be accorded the same evaluation and weight as provided by the respective accredited college or university. Only completed course- work credited with a letter grade uC" or better (when evaluated by the uPass/Failu method) will be accepted. If such ratings are not rendered for a specific course, then a certificate of successful completion must be submitted. B. Training Units. Twenty (20) classroom hours or its equivalent of approved police training shall equal one unit. Regular, periodic on-the-job training programs shall not be considered as fulfilling this requirement. Neither the special training set out for Crime Scene Invest.igators, Field Training Officers nor the basic introductory Training or similar training given an employee during his or her proba- tionary period will be given credit for the awarding of training units. (1) When college credit is awarded for special training in police work such units of credit may be counted for either training units or educational units as the officer may select. (2) Training units may be earned by the assignment to and performance of sworn police officer duties other than uniformed field patrol work in Field Oper- ations Division, with one (1) full and continuous month of such assignment equal to one (1) training unit. Credit for experience in assignments other than patrol work in Field Operations Division shall not be given, unless at least three (3) full and continuous months of such assignment have been completed. Not more than six (6) units of training through assignment to non-patrol duties may be earned in anyone (1) year and not more than fifteen (15) such training units by assignment shall be -11- ~._-----..._-_.-._-~-._-~~_..._..~_.__.. -'-.-.----.- --- - used in meeting the criteria for the Police Career Development Program designations as set out in this Article. Section 3.2.2 C.S.I. and F.T.O. (Terminal) A. Crime Scene Investigator (C.S.I.). Any sworn, uniformed Police Officer who attains the following educational and experience requirements and the approval as set out below shall be paid an additional two and one-half percent (2.5%) (5 salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: (1) Completion of two (2) years of experience as a sworn Police Officer, at least one of which shall be in the Santa Ana Police Department. (2) Completion of at least thirty (30) educational and/or training units. (3) Assignment to uniformed field patrol.duty in Field Operations Division and actual performance of the duties and responsibilities of a C.S.I. (4) Completion of a special training course for Crime Scene Investi- ators as developed and administered by the Santa Ana Police Department or such alter- native course as designated for such purpose by the police Chief. (5) 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. B. Field Training Officer F.T.O. (Terminal). As of July 1, 1981 any such police officer so designated as F.T.O. shall cont1nue in said designation and contin- ue to be paid an additional two and one-half percent (2.5%) (five salary rate ranges) above his or her then current base monthly salary step, until he or she is eligible for and assigned to an active higher level designation described below or until suc. time as he or she shall be removed from the designation of F.T.O. by action of the Chief of Police; however, no further assignment of police personnel shall be made to the F.T.O. designations as established under provisions of the Police Career Devel- opment Program in effect prior to July 1,1981. Section 3.2.3 Senior Police Officer (Terminal). Any Police Officer designated as a Senior Police Officer prior to July 1, 1968 under provisions of the original career development program and still assigned such designation by the Chief of Police shall be paid an additional five percent (5%) (10 salary rate ranges) over his or her then current base monthly salary step. As of July 1,1979, any such police officer so designated shall continue in said designation until eligible for and assigned to a higher level designation described below or until such time as he or she shall be removed from the designation of Senior police Officer by action of the Chief of Police, however, no further assign- ment of police personnel shall be made to the Senior Police Officer designation established by Resolution of Council in October, 1964. Section 3.2.4. Senior Police Officer I. Any sworn, uniformed Police Officer, (including motor officers) who fulfills the requirements established in this section -/;1.- shall be designated as a Senior Police Officer I and shall be paid an additional seven and one-half percent (7.5%) (fifteen salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: r A. Completion of five (5) years of municipal police experience and attainment of the "Eu step of the base salary rate range for the Police Officer clas- sification. B. Completion (acquisition) of at least sixty (60) educational and/or training units. C. Assignment to uniformed patrol duty in Field Operations Division. D. Approval of the Chief of Police. Section 3.2.5 Senior Police Officer II. Any sworn, uniformed Police Officer who fulfills the requirements established in this section shall be designated as a Senior Police Officer II and shall be paid an additional twelve and øne~half percent (12.5%) (twenty-five salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of seven (7) years of municipal police experience and attainment of the uEu step of the base salary rate range for the Police Officer clas- sification. B. Completion (acquisition) of at least ninety (90) educational and/or training units; or possession of an Associate of Arts degree from an accredited college with an additional fifteen (15) or more educational or training units. C. Assignment to uniformed patrol duty in Field Operations Division. D. Approval of the Chief of Police. Section 3.2.6 Senior Police Officer III. Any sworn, uniformed Police Officer who fulfills the requirements established in this section shall be designated as a Senior Police Officer III and shall be paid an additional fifteen percent (15%) (30 salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of nine (9) years of municipal police experience and attainment of the uE" step of the base salary rate range for the Police Officer classification. B. Completion (acquisition) of at least one hundred twenty (120) education and/or training units; or possession of an Associate of Arts degree from an accredited college with an additional sixty (60) or more educational,or, training units. C. Assignment to uniformed patrol duty in Field Operations Division. D. Approval of the Chief of Police. -13- ----------------- .._-----._--- - --_._------___~__m_.___-._-_..----- ----------- ---- section 3.2.7. Senior Police Sergeant I. Any-officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who fulfills the requirements established in this section shall be designated as a Senior Police Sergeant I and shall be paid an additional seven and one-half percent (7.5%) (15 salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of five (5) years of municipal police experience. B. Completion (acquisition) of at least sixty (60) educational and/or training units. C. Approval of the Chief of Police. Section 3.2.8. Senior Police Sergeant II. Any officer holdin9 the rank of Police Sergeant in the santa Ana Police Department, regardless of d~ty assignment, who fulfills the requirements established in this section shall be ~esignated as a Senior Police Sergeant II and shall be paid an additional ten percent (10%) (20 salary rate ranges) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of eight (8) years of municipal police experience and attain- ment of uEu step of the base salary rate range for the Police Sergeant classification. B. Completion (acquisition) of at least ninety (90) educational and/or training units; or possession of an Associate of Arts academic degree from an accredited college with an additional thirty (30) or more education or training units. C. Approval of the Chief of Police. Section 3.2.9 Administrative Guidelines. An individual authorized an increase in pay as a result of any provision of the police Career Development Program set out in this Section cannot also receive any Special Compenation differential set forth in Section 3.1 of this Resolution except Bilingual Pay. Section 3.3 FIRE SCIENCE EDUCATIONAL INCENTIVE PROGRAM. Section 3.3.1 Personnel in the classification of Firefighter II who have successfully completed their probationary period with the Santa Ana Fire Department and personnel in the classifications of Fire Engineer, Fire Inspector, Fire Invest- igator I and II, and Fire Captain will be paid an educational incentive allowance in the amounts and in accordance with criteria set forth below. A. All permanent personnel employed in one of the classes listed above on or before August 9,1979, who possess an Associate of Arts Degree, or 60 college semester units (or equivalent quarter units), with major coursework _in Fi~e &cience or other job-related areas from an accredited college or colleges, regardless of when such courses were completed, will receive a monthly allowance in an amount equal to the product obtained by multiplying the top (UEU) step rate then assigned to the class of Firefighter II by two and one-half percent (2.5%) (five (5) salary rate ranges). -14- n_____~-------.._------ ~..~_.._---- ----- r B. All permanent personnel employed in one of the classes listed above on or before August 9,1979, who possess a Bachelor's Degree, or 120 college semester units (or equivalent quarter units), with major coursework in Fire Science, Fire Management, Fire Protection Engineering, or other job-related areas from accredited colleges or universities, regardless of when such courses were completed, will receive a monthly allowance in an amount equal to the product obtained by multiply- ing the top (nEn) step rate then assigned to the class of Firefighter II by five percent (5.0%) (ten (10) salary rate ranges). C. All employees hired after August 9,1979, who have successfully completed their probationary period as a Firefighter II with the Santa Ana Fire Department and are assigned to one of the classes listed above, will be eligible to receive one of the above educational incentive allowances according to the number of eligible units earned; provided, however, that with respect to such employees, one-half (~) of the qualifying units must have been completed subsequent to employ- ment with the Santa Ana Fire Department. D. Any dispute as to whether any course of study is job related shall be resolved by the Fire Chief. Section 3.3.2 Upon promotion to any rank above that of Fire Captain, such educational incentive all,owance shall be discontinued. Section 3.4 RETIREMENT PLAN CONTRIBUTIONS. The City shall pay to the California publ,ic Employee's Retirement System (P.E.R.S.) on behalf of each el,igible covered employee an amount equal to five-sevenths (5/7ths) of his or her individual employee retirement contribution, except for usafety-memberu employees eligible for coverage under the 2% at Age 50 Benefits Formula where the City shall, pay an amount equal to five-ninths of each individual employee's retirement contribution. Such payments are not increases in base salary and no salary rate range appl,ic- able to any of the employees covered by this Resolution, shall 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. In the event that the City receives a rul,ing from the Internal, Revenue Service that such payments are ordinary income of the employees instead of deferred com- pensation, the City's obligation to make such payments shall discontinue and in place thereof the base salary of each said employee shall forthwith be increased by five percent (5.0%) (ten (10) salary rate r,mges). For the purpose of reporting an employee's compensation to P.E.R.S., the City shall include these payments as if they were a part of the employee's base salary. Section 3.5 PART-TIME AND TEMPORARY RATES. Part-time and temporary employees under the follòwing class titles shall receive wages based on the rates set opposite the class title: -15- -- --------'-----------~~--------"---------~~------"---'-------------~- ------- _m_-.- Class Title Hourly Rates Administrative Intern Clerical Aide Crossing Guard Law Clerk Graphics Aide Library Page Maintenance Aide Museum Security Guard Recreation Leader I Recreation Leader II Student Intern Aquatics Leader 4.50-5.00 3.50-3.75-4.00 4.00-"'.25 6.00-6.50 4.75-5.00 3.50-3.75-4.00 3.50-3.75-4.00 4.75-5.00 3.50-3.75-4.00-4.25-4.50 4.75-5.00-5.30-5.60-6.00 4.00-4.25 4.50-4.75-5.00-5.50-6.00 hour hour hour hour hour hour hour hour hour hour hour hour Section 4. APPLICATION OF BASIC COMPENSATION PLAN. The salary rate ranges and steps contained in Section 3 hereof are monthly salary rates. All Officers and employees working in classes of employment included in this Resolution shall be compensated at a monthly rate, except that an employee hired for temporary work in a position which has an anticipated duration of less than six (6) months and employees employed on a part-time basis (forty (40) hours or less per semi-monthly pay period) shall be paid at a rate per hour for actual time spent in the duties of his or her employment. Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by dividing the monthly salary rate by 173.33. In determining the hourly rate as herein provided, computation shall be made to the nearest even cent and a computation resulting in an even one-half cent shall fix the rate at the next higher even cent. Nothwithstanding the above, the regular hourly rate for uniformed, safety- member fire suppression personnel assigned to the twenty-four (24) hour work shift schedule shall be computed by dividing the employee's regular monthly base rate of pay by two hundred forty-four (244). The regular hourly rate for Fire Services Dispatchers assigned to the special twelve (12) hour work shift schedule requiring an average workweek of forty-two (42) hours shall be computed by divid- ing their adjusted monthly rate of pay (regular base rate plus the special shift differential pay) by one hundred eighty-two (182). Section 5. BEGINNING RATES. A new employee of the City of Santa Ana shall be paid the rate shown as Step uA" in the salary rate range allocated to the class of employment for which he or she has been hired. In special instances where such new employee possesses unique and exceptional educational training and/or exper- ience qualifications, the department head under whom the employee will serve may submit a written request and justification to the City Manager for authoriza- tion to place such new employee on Step "BU or Step "C" within the allocated salary rate range, provided that such employee shall be assigned such salary step upon the commencement of his or her service in the classification or employment to which the salary rate range applies and such assignment having once been made shall remain in effect until the said employee shall be entitled to advance to the next salary step in accordance with the further provisions of this Resolution. Section 6. SERVICE. The work uservice" as used in this Resolution shall be deemed to mean continuous, full-time service in the classification in which the officer or employee is being considered for salary advancement, service in the -/(,- ---~.-.._--------~~~------.-----_.. ------------.--- ------- -- -- r, higher classification or service in a classification allocated to the same salary rate range and having generally similar duties and requirements. Employees hired after the first (1st) working day of the month shall not be credited with "time in serviceu for that month when determining the length of service required for salary step advancement. A lapse of service by an officer or employee for a period of time longer than ten (10) calendar days by reason of resignation, quit, or discharge, shall serve to eliminate the accumulated length of service time of such officer or employee for the purpose of this Resolution and any such officer or employee reen- tering the service of the City shall be considered as a new officer or employee, except that he or she may be reemployed within two (2) years and may be placed in the same salary step in the appropriate salary rate range as he or she was at the time of termination of employment. Section 7. ADVANCEMENT WITHIN RANGES. salary advancement within rate ranges: The following regulations shall govern A. Length of Service Advancements: After the salary of an officer or employee has been first established and fixed under this plan, such officer or employee shall be advanced from uAu to Step UB" or from step uBu to Step "Cu whichever is the next higher step to that on which the officer or employee has been previousl,y paid, effective the first day of the month following the date of completion of the length of service required for such advancement as provided in Section 2 hereof. B. Merit Advances. An officer or employee shall be considered for advancement from Step uC" to Step uDu or from Step "D" to Step uEu upon the com- pletion of the required length of service as provided in section 2 hereof; the effective date of such merit increase, if granted, shall be on the first day of the month following the completion of such required length of service. Advancement to either Step uDu or Step "Eu may be granted only for continued meritorious and efficient service and continued improvement by the officer or employee in the effective performance of the duties of his or her position. Such merit advancement shall require the following: (1) There shall be on file in the Office of the Director of Personnel a copy of each periodic efficiency or performance report required to be made on the officer or employee by the Civil Service Rules and Regulations and/or the City Manager during the period of service time of such officer or employee subsequent to his last salary advancement. (2) The head of the department in which the officer or employee is employed shall, at least twenty (20) calendar days prior to the anticipated completion of such officer's or employee's required length of service, file with the City Manager a statement recommending the granting or denial of the merit increase and supporting such recommendations with specific reasons therefor. The officer or employee shall be notified by the department head as to such recom- mendations and shall be informed of the reasons therefor. (3) No advancement in salary above Step uCu shall become effec- tive until approved by the City Manager, except when placement on a salary step above Step uC" results from promotion under the provisions of Section 9 of this Resolution. -/7- C. Length of Service Required When Advancement Denied. When an officer or employee has not been approved for advancement to the next higher salary step, he or she may be reconsidered for such advancement after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in the sub-paragraph B(2) and (3) of this Section. Section 8. REDUCTION IN SALARY STEPS. Any officer or employee who is being paid on a salary. step higher than Step uCu may be reduced by one or more steps, but not lower than Step "Cu of the appropriate salary range, upon the recommendation of the department head and the approval of the City Manager. Procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 7 above, and such officer or employee may be considered for readvancement under the same provisions as contained in subsection C of Section 7. Section 9. PROMOTIONAL SALARY ADVANCEMENT. When an officer or employee is promoted to a position in a higher classification from a position in a lower class- ification in the same occupational career ladder, he or she shall be reassigned to Step "Au in the appropriate-salary rate range for the hgiher classification; pro- vided, however, that if the base salary step currently being paid such officer or employee is already equal to or higher than said Step "Au, he or she shall be place in the lowest step in the appropriate salary rate range as will grant that officer or employee an increase of one (1) salary step over his or her current base salary step exclusive of any pay additive or additives such as shift differential, assignment pay, special skill payor the like; provided further, however, that any pay differential paid in accordance with the provisions of the Police Career Development Program (Section 3.2) herein above and the shift differential pay paid to Fire Services Dispatchers assigned to the special twelve (12) hour work shift schedule requiring an average workweek of forty-two (42) hours shall be considered as part of current base salary for purposes of this Section. Section 10. DEMOTION. When an officer or employee is demoted to a position in a lower classification, his or her salary rate shall be fixed in the appropri- ate salary rate range for the lower classification in accordance with the following provisions: A. The salary rate shall be reduced by at least one (1) step. B. The new salary rate must be within the appropriate salary rate range. C. The new salary rate shall not be higher than the salary step to which the officer or employee would have been entitled had his or her service time in the higher classification been spent in the lower classification. D. If the salary rate recommended by the department head is lower than the maximum step permissible under subsection C above, such recommendation shall be considered a reduction in pay in addition to the demotion and shall be handled in accordance with the provisions for salary reductions (Section 8, above). Section 11. REALLOCATION OF SALARY RATE RANGES. Any officer or employee who is employed in a classification which is reallocated to a different salary -11- rate range from that previously assigned shall be retained in the same salary step in the new salary rate range as he or she had previously held in the prior rate range and shall retain credit for length of service in such step towards advance- ment to the next higher step. r Section 12. EXECUTIVE AND MIDDLE-MANAGEMENT COMPENSATION PLAN. There is hereby established a special compensation plan for officers and employees in class- es of employment designated as unrepresented Executive Management (EM) or Middle- Management (MM), the provisions of which are hereinbelow set forth. A.. Management Pay Plan. For officers and employees designated as Executive or Middle-Management, the provisions of this Resolution relating to assignment of officers and employees to five (5) step salary rate ranges, begin- ning rates, and advancement within rate ranges, shall be modified and applied in the following manner: (1) The effective range of rates for said management employees assigned to one of the five (5) step salary rate ranges listed in Section 2 of this Resolution, shall be limited to the first three (3) steps, A through C. The remaining steps in each schedule, namely D and E, shall only have applicabil- ity to classes of employment which have not been designated as Executive or Middle- Management. (2) An officer or employee appointed to class of employment designated as management may be placed by the appropriate appointing authority at any step within the applicable three (3) step salary range (A, B, or C) in the schedule which has been allocated by this Resolution to the class of employ- ment to which said officer or employee has been appointed. (3) For any such management officer or employee initially appoin- ted to a step lower than Step C, advancement to the next higher step (Step B from Step A or Step C from Step B) may be granted only for continued satisfactory and efficient service by said officer or employee in the effective performance of the duties of his or her position. The effective date of such step increase, if granted, shall be the first day of the month following the completion of one year of service at the Step from which said officer or employee is being advanced. (4) When any such management officer or employee has not been approved for advancement to the next higher salary step, he or she may be recon- sidered for advancement to the next higher step above his or her then current step after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. (5) Reallocation of Salary Rate Ranges. The provisions of Section 11 of this Resolution shall not apply to management personnel during the initial conversion from the five (5) step salary rate range to the three (3) step salary rate range established by this section. The initial conversion to this new plan requires that the salary rate range to which each management employee is allocated on the day preceding the effective date (July 1,1981) of this new plan be automatically increased twenty (20) salary rate ranges, so -1'1- that the C, D, and E Steps of the previously assigned salary rate range will become the A, B, and b Steps, respectively, of the newly assigned salary rate range. Subsequent to the-initial conversion, the provision of Section 11 shall then apply to the management pay plan hereinabove set forth. B. ,Employee Benefits. Each officer and employee who is employed in a position in a class of employment designated in Section 3 of this Resolution as Executive Management (EM) or Middle-Management (MM), shall receive as additional compensation, the following employee benefits: (I) Retirement. The terms of the existing contract between the City and the California Public Employees' Retirement System (PERS) governing the retirement benefits for affected employees, as said contract was amended to provide a different schedule of benefits for employees hired after October 1, 1981, are incorporated by reference herein. The city shall continue to make contributions to PERS in accordance with its contract with PERS for affected employees covered by said contract as amended. (2) Deferred Compensation. Each affected employee shall continue to receive as deferred compensation an amount equal to one percent (1.0%) of his or her monthly salary. The amounts contributed by the City under this provision shall be subject to the general terms and conditions of the City of Santa Ana Deferred Compensation Plan, and subject further to the conditions that the employee shall have no vested rights in the amounts contributed by the City until termina- tion of employment with the City and that the City will pay the total amount of contributions plus any earnings to the employee upon termination, resignation, retirement, dismissal or death. (3) Health Insurance. The City will continue to contribute the following amounts toward the payment of premiums for affected employees and their dependents under the existing health insurance program (or a new program providing substantially similar coverage and benefits): i. with respect to employees who do not have dependents included under the program, 100% of the premium; ii. with respect to employees who have dependents included under the program, an amount equal to 90% of the total premiums applicable to the Ufamily planu covering said employees and their dependents. (4) Dental Insurance. The City shall continue to pay 100% of the premium cost for affected employees who do not have dependents included under the dental insurance program available to represented employees of the City and $15.32 per month of affected employees who have eligible dependents included under such program. (5) Disability Insurance. The City shall continue to pay 100% of the premium cost for a long-term disability insurance plan for all Executive and Middle-Management officers and employees. (6) Life Insurance. The City shall continue to pay 100% of the premium cost for term life insurance coverage under the policy it maintains on behalf of its officers and employees in order to provide each person designated as Executive Management (EM) with life insurance coverage in an amount equal to -~D- twice such employee's annual rate of salary to a maximum of $150,000, and each person designated as Middle-Management (MM) with life insurance coverage in an amount equal to such employee's annual rate of salary to a maximum of $150,000, provided said affected employees can provide evidence of insurability for coverage above $100,000 if so required by the terms and conditions of said term life insurance policy. Î In the event any such affected employee is determined to be ineligible for said insurance coverage, the City will attempt to provide as much coverage as may be obtained at a reasonable cost without having to provide evid- ence of insurability. (7) Paid Holiday Time Off. Affected employees are not required to appear for work, except in emergencies, and will receive payment at his or her current base salary rate for the following eleven (11) holidays during each year: January 1st, third Monday in February, last Monday in May, July 4th, first Monday in September, November 11th, Thanksgiving Day and the day immediately following (Friday), Christmas Day, the last working day before Christmas Day (unless such day falls on Wednesday, in which instance the day following Christmas Day will be observed), and one (1) floating holiday. Any holiday which falls on Sunday will be observed on the following Monday and any holiday which falls on a Saturday will be observed on the Friday preceding the holiday. (8) Vacation Time Off. Affected employees shall be granted regular and longevity paid vacation leave on the same basis as provided repre- sented employees of the City except, however, such affected employees will be granted vacation with pay at the annual rate of fifteen (15) working days for each of his or her first and second completed year of service. Notwithstanding the foregoing, Fire Battalion Chiefs assigned to the twenty-four (24) hour shift schedule are granted regular vacation on the same basis as other full-time employees except that their standard work unit is a working day of twelve (12) hours. Therefore, each such Fire Battalion Chief is granted regular vacation at an annual rate of fifteen (15) 12-hour working days, or seven and one-half (7~) 24-hour work shifts. In those cases when an employee is tranferred between the twenty-four (24) hour shift schedule and the regular forty (40) hour workweek schedule, the employee's earned vacation, which is accrued in hours shall be converted to agree with the number of working hours per day in the currently assigned schedule. r (9) Vacation Pay Option. Affected employees shall be given the option to receive cash compensation, computed on a straight time basis, in lieu of up to five (5) working days of earned, unused vacation leave benefits set forth in paragraph (8) above. (10) Expanded Residency - Middle-Manaqernent Employees Onlv. The City shall continue to permit officers and employees employed in classes of employment designated as Middle-Management to reside outside the limits of Orange County, so long as such residency is not an unreasonable distance nor requires an unreasonable response time to the particular employee's place of employment. Any affected empl,oyee who desires to take advantage of the opportunity to reside outside of Orange County shall first request permission to do so from his depart- ment head. Said request shall be granted by the department head if it is deter- -.:l../- mined that the intended residence is not an unreasonable distance nor requires an unreasonable response time to the employee's place of employment. Should the department head refuse any such request, the employee shall have the right of appeal of said determination to the City Manager for reconsideration. (11) Administrative Leave Policy. The City Manager is authorized to grant, at his discretion, administrative leave for Executive and Middle- Management personnel. (12) Carry Over Benefits. In addition to the benefits specified in subparagraphs (1) through (11) hereinabove, said officers and employees shall continue to receive any and all employee benefits which they were entitled to receive on June 30,1981, by reason of prior action of the Council, provided and excepting, however, that the retirement benefit shall be as provided hereinabove and not as it existed on June 30,1981. Section 13. MANAGEMENT PERFORMANCE BONUS PLAN. There is hereby established a Performance Bonus Plan for officers and employees employed in classes designated as unrepresented Executive Management (EM) or Middle-Management (MM), the provi- sions of which are hereinbelow set forth. A. The city Manager shall establish performance criteria and appraisal guidelines to be utilized by appropriate appointing authorities in granting or withholding performance bonuses. The terms uappropriate appointing authoritiesu as used in this Section, shall mean the city Manager regarding Executive Managers subject to his or her authority. B. Annual Performance Appraisal. It shall be the duty and responsibi- lity of each appointing authority to evaluate the performance of each of his or her subordinate managers to determine the extent to which performance criteria have been met and what, if any, performance bonus(es) should be granted to subordinate managers. C. Special Performance Bonus. Each management officer or employee who has met or exceeded the special performance criteria established and approved by the City Manager may be granted an annual performance bonus in an amount up to but not to exceed eight percent (8.0%) of his or her annual rate of salary. (1) Such special performance bonus shall be in the form of a cash payment or payments that shall not be a part of or an increase in base salary. (2) Bonus Payments for Middle-Management personnel in City Manager-controlled departments require the prior approval of the City Manager. BE IT FURTHER RESOLVED: That Resolution No. 58-281 of this Council adopted on November 1,1958, and any and all other Resolutions amending ~aid Resolution No. 58-281 inconsistent herewith, are hereby superseded, resc1nded and repealed by this Resolution. BE IT FURTHER RESOLVED: That this Council has intended, and now intends that this Resolution be operative from and after July 1,1982, to coincide with -";¡.;l- ._"".""~-"-----"--- """"-""'~---~'""""'-"'-"""' ----_. - the effective date of the 1982-83 Annual Budget; except for Section 3.5 of this Resolution (Part-time and Temporary Rates), which shall be operative from and after August 1,1982. ADOPTED this ~ day of Augus t , 1982, by the following vote: AYES: Acosta, Bricken, Griset, Luxembourger, Markel, McGuigan, Serrato NOES: None ABSENT: None ~~ Mayor ATTEST: ~. COUNCIL APPROVED AS TO FORM: ~4b -.;2 .3-