HomeMy WebLinkAbout55B - UC EMPLOYEES CONTRACT
CITY COUNCIL MEETING DATE:
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REQUEST FOR
COUNCIL ACTION
CLERK OF COUNCIL USE ONLY:
MARCH 21, 2005
TITLE:
RESOLUTIONS PERTAINING TO
UNAFFILIATED CONFIDENTIAL
UNREPRESENTED MANAGEMENT
EMPLOYEES
AND
APPROVED
o As Recommended
o As Amended
o Ordinance on 151 Reading
o Ordinance on 2nd Reading
o Implementing Resolution
o Set Public Hearing For
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v CITY MANAGER
CONTINUED TO
--
FILE NUMBER
RECOMMENDED ACTION
1. Adopt a Resolution regarding salary and benefits for Unaffiliated
Confidential classifications of employment.
2. Adopt a Resolution regarding salary and benefits for unrepresented
management classifications of employment.
DISCUSSION
In conjunction with the approval of several Memoranda of Understanding with
employee unions in the City, the subject action will provide for similar
compensation and employee benefit increases for the Unaffiliated
Confidential (UC) employees. The UC classifications are those assigned to
perform work in confidential budget and employer-employee relation
acti vi ties. This would include employees holding positions of Executive
Assistants, Legal Secretaries, Management Analyst, and some Executive
Secretaries, and including employees in the Personnel Services Agency and
City Attorney's Office.
In addition, the subject action will provide similar compensation and
employee benefit changes to unrepresented management employees. These
positions include all the Executive Directors and Officers of the City.
Specifically, the City Council will approve the same compensation and
employee benefit increases as applicable to those provided other
represented management classifications. These benefit changes will
include, but will not be limited to changes in medical, dental, V1Slon,
bereavement leave, and longevity vacation cash-out benefits.
558-1
Resolutions for Unrepresented Confidential
and Unrepresented Management Employees
March 21, 2005
Page 2
FISCAL IMPACT
Funds are available in the following affected departmental accounts:
Salary account (Object Code 6111) and Benefits account (Object Code 6171).
APPROVED AS TO FUNDS AND ACCOUNTS:
Department
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Francisco Gutierrez
Executive Director
Finance & Management Services Agency
558-2
RESOLUTION NO. 2005-031
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
TO AMEND RESOLUTION NO. 82-110 TO AMEND THE BASIC CLASSIFICATION AND
COMPENSATION PLAN FOR CLASSIFICATIONS OF EMPLOYMENT DE SIGNA TED AS
UNAFFILIATED CONFIDENTIAL.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS FOLLOWS:
Section 1. The City Council hereby finds, determines and declares as follows:
A. Section 1004, Article X 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. On August 2, 1982, the City Council passed and adopted Resolution No. 82-110
revising and re-establishing the Basic Classification and Compensation Plan for
officers and employees of the City of Santa Ana.
C. On December 21, 1987 the City Council passed and adopted Resolution No. 87-94,
amending Resolution No. 82-110 to establish a basic compensation plan for
classifications of employment designated as Unaffiliated Confidential (UC), and to set
forth certain levels of salaries and benefits for theses classifications. Resolution 82-
110 has been amended from time to time to allow for adjustments to the wages,
salaries, benefits and other terms and conditions of employment for employees
designated as Uc.
D. The City of Santa Ana and several of its formally recognized employee associations
have reached agreement that the City will provide certain adjustments in wages,
salaries, benefits and other terms and conditions of employment for full-time
represented employees covered by these agreements during Fiscal Years 2004-05,
2005-06, 2006-07 and 2007-08.
E. It is the City's desire that full-time Unaffiliated Confidential employees shall continue
to be subject to similar adjustments in wages, salaries, and benefits and shall continue
to receive the same retirement, health and other benefits based on similar conditions as
are provided to employees associated with certain of the recognized employee
associations already having entered into Agreements with the City.
F. In consideration of the above, it is the City's desire to:
1. Adjust the base salaries of Unaffiliated Confidential classifications in generally
the same manner as provided, or as will be provided, for full-time represented
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558-3
general service "miscellaneous" classifications during the four year period July
1,2004 through June 30, 2008, as follows:
July 1, 2004: 0% (No increase)
July 1, 2005: 0% (No increase)
July 1, 2006: Minimum increase of3.5%, not to exceed 4.5% *
July 1, 2007: Minimum increase of3.5%, not to exceed 4.5% *
(* The maximum percentage amount of the salary increase in excess of3.5%
shall be equal to the percentage increase received by the Santa Ana Police
Officer's Association, not exceeding the maximum of 4.5%)
2. Continue to treat Unaffiliated Confidential classifications as subject to the same
basic classification and compensation plan provisions and their application as
those which pertain to certain full-time represented general service
"miscellaneous" classifications.
3. Continue to provide full-time Unaffiliated Confidential employees with the
same health and retirement benefits and benefit changes, based on similar
conditions, as provided or as will be provided to certain full-time represented
general service "miscellaneous" employees, and continue to provide full-time
Unaffiliated Confidential employees with several additional benefits not
provided to full-time represented general service "miscellaneous" employees.
G. It is now desired to amend Council Resolution No. 82-110, as amended, to effect these
objectives.
Section 2. That Section 3 of Resolution No. 82-110 Assignment of Classes ofEmplovrnent to Salary
Rate Ranges, as amended, is hereby further amended by assigning the following classifications to the
salary rate ranges, on the effective dates, as next hereinafter set out:
6 Step Salary Rate Range No. Effective:
Classification Title 7/1/04 (annual $ min-max) 7/1/05 7/1/06 7/1/07
Council Services Secretary (UC) 545 (35760-45636) 545 * **
Executive Assistant (UC) 601 (46980-60024) 601 * **
Executive Secretary to the Police Chief (UC) 576 (41604-53112) 576 * **
Legal Management Assistant (Exempt) (UC) 653 (60612-77352) 653 * **
Legal Office Assistant (UC) 500 (28692-36624) 500 * **
Legal Secretary (UC) 544 (35580-45408) 544 * **
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558-4
Liability Claims Coordinator (UC) 634 (55212-70512) 634 * **
Liability Claims Processor (UC) 549 (36480-46560) 549 * **
Loss Control Analyst (UC) 609 (48888-62412) 609 * **
Loss Control Office Specialist (UC) 549 (36480-46560) 549 * **
6 Step Salary Rate Range No. Effective:
Classification Title 7/1/04 (annual $ min-max) 7/1/05 7/1/06 7/1/07
Loss Control Technician (UC) 598 (46332-59160) 598 * **
Management Aide (UC) 598 (46332-59160) 598 * **
Management Analyst (UC) 624 (52584-67152) 624 * **
Management Assistant (Exempt) (UC) 624 (52584-67152) 624 * **
Outreach Program Coordinator (UC) 653 (60612-77352) 653 * **
Paralegal (Exempt) (UC) 579 (42228-53916) 579 * **
Payroll Assistant (UC) 578 (42012-53640) 578 * **
Personnel Analyst (UC) 609 (48888-62412) 609 * **
Personnel Executive Secretary (UC) 566 (39624-50580) 566 * **
Personnel Secretary (UC) 545 (35760-45636) 545 * **
Personnel Services Receptionist (UC) 527 (32760-41808) 527 * **
Personnel Services Specialist (UC) 537 (34404-43896) 537 * **
Personnel Technician (UC) 578 (42012-53640) 578 * **
Police Personnel Services Specialist (UC) 558 (38112-48648) 558 * **
Secretary to the City Manager (UC) 622 (52068-66504) 622 * **
Senior Legal Office Assistant (UC) 527 (32760-41808) 527 * **
Senior Legal Secretary (UC) 566 (39624-50580) 566 * **
Senior Management Analyst (UC) 653 (60612-77352) 653 * **
Senior Management Assistant (Exempt) (UC) 653 (60612-77352) 653 * **
Senior Personnel Analyst (UC) 653 (60612-77352) 653 * **
Senior Personnel Receptionist (UC) 545 (35760-45636) 545 * **
Senior Personnel Services Specialist (UC) 558 (38112-48648) 558 * **
Senior Personnel Technician (UC) 598 (46332-59160) 598 * **
Senior Workers' Compensation
Claims Assistant (DC) 573 (40980-52320) 573 * **
Senior Workers' Compensation
Claims Examiner (UC) 628 (53640-68472) 628 * **
Training Coordinator (UC) 653 (60612-77352) 653 * **
Workers' Compensation Claims Assistant (UC) 549 (36480-46560) 549 * **
Workers' Compensation Claims Examiner (UC) 598 (46332-59160) 598 * **
* Effective July 1, 2006, classifications designated as Unaffiliated Confidential (DC) will receive
a salary increase not less than seven salary rate ranges (approximately three and one-half
percent (3.5%)), and not to exceed nine salary rate ranges (approximately four and one-half
percent (4.5%)). The maximum percentage amount of the salary increase in excess of 3.5%
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558-5
shall be equal to the percentage increase received by the Santa Ana Police Officer's
Association, not exceeding the maximum of 4.5%.
** Effective July 1,2007, classifications designated as Unaffiliated Confidential (UC) will receive
a salary increase not less than seven salary rate ranges (approximately three and one-half
percent (3.5%)), and not to exceed nine salary rate ranges (approximately four and one-half
percent (4.5%)). The maximum percentage amount of the salary increase in excess of3.5%
shall be equal to the percentage increase received by the Santa Ana Police Officer's
Association, not exceeding the maximum of 4.5%.
Section 3. That Section 12 of Resolution No. 82-110 Employee Benefits for Full-Time Civil Service
Confidential Employees, as amended, is hereby further amended to read as follows:
"Section 12. Employee Benefits for Full-Time Unaffiliated Confidential Employees. Each full-time
employee in a classification of employment designated in Section 3 ofthis Resolution as Unaffiliated
Confidential (UC), shall continue to receive as additional compensation, any and all employee
benefits which they were entitled to receive on June 30, 2004, by prior action of the City Council,
except as modified below:
A. Workweek. A 9/80 workweek schedule, as authorized by the Department Head and
approved by the City Manager, will be available to full-time Unaffiliated Confidential
employees, effective the date of adoption of this Resolution.
B. Deferred Compensation. As previously provided, an amount equal to one percent (1 %)
of the base semi-monthly pay rate being paid each full-time affected Unaffiliated
Confidential employee is deemed to be deferred compensation and shall be contributed
into the City's deferred compensation plan by the City on behalf of each affected
employee. The amounts contributed by the City under this provision shall be subject to
the general terms and conditions ofthe 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 termination 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.
C. Notary Public Pay. Effective as soon as practicable after the date of adoption of this
Resolution, a full-time employee who is required by a Department Head or their
designee to perform the duties of a Notary Public for the City, in addition to regular
duties, shall be paid a monthly pay premium of forty dollars ($40) above his or her then
current base monthly salary step.
D. Primary Bilingual Pay. Effective the first day of the first pay period following the
date of adoption of this Resolution, the monthly pay premium paid to a full-time
qualified Unaffiliated Confidential incumbent of each position defined by the
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558-6
Department Head as "primary bilingual" will be increased by an additional twenty-five
dollars ($25.00) above the employee's base monthly salary step, making the total
monthly pay premium one hundred seventy-five dollars ($175.00).
E. Tuition Reimbursement. As previously provided, regular full-time Unaffiliated
Confidential employees shall continue to be eligible to participate in the existing
Training and Education Assistance Program provided for all regular, full-time
employees ofthe City; except, however, reimbursement for eligible employees shall be
one hundred percent (100%) oftuition and registration costs up to a maximum oftwo
thousand dollars ($2,000) per year in accordance with the provisions ofthat Program.
F. Compensation for Overtime. Full-time Unaffiliated Confidential employees shall have
the option with Department Head approval to convert a maximum of eighty (80) hours
oftime and one-half(T 1/2) paid overtime (in compensation for 53 1/3 overtime hours
worked) to time and one-half ((T 1/2) compensatory time off benefits. Such
compensatory time off shall be taken at the discretion of the employee when requested
at least 72 hours in advance, subject to the operational needs and staffing requirements
ofthe department. Ifthe Department Head or his or her designee subsequently denies
the requested compensatory time off the employee and department will mutually agree
on a future date within one year when the employee can use the paid compensatory
time off. If the requested compensatory time off is not used within that one year, such
compensatory overtime will be paid off in cash.
G. Longevity Vacation Annual Accrual Cash-Out. Effective July 1,2005, each qualified
full-time Unaffiliated Confidential employee will be permitted to cash-out up to forty
(40) hours oftheir current year's longevity vacation accrual on a straight time basis.
H. Bereavement Leave. Effective the date of adoption of this Resolution, a full-time
Unaffiliated Confidential employee shall be granted up to twenty-four (24) hours leave
without loss of pay in case of death of a member of the employee's immediate family.
Such leave is designated as bereavement leave. "Immediate family" as used in this
section is limited to:
1. Any member of the employee's household related by blood or marriage;
2. A parent, parent-in-law, spouse, child, brother, sister, grandparent or
grandchild of the employee, regardless of residence;
3. Any other relative of the employee by blood or by marriage where it can be
established by the employee that as a result of such relative's death, the
employee's presence is required to handle funeral arrangements and/or
matters of estate.
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558-7
Whenever an employee is required to travel one way more than 500 miles to attend to
the death of a member of the employee's immediate family, an employee may use up to
sixteen (16) hours of additional leave charged to their Personal Necessity Leave
balance when authorized by the Department Head.
I. Health Insurance. Effective as soon as practicable after the date of adoption of this
Resolution, the City shall contribute toward medical premiums for full-time
Unaffiliated Confidential employees an amount consistent with the rates then in effect
for each tier of the CalPERS Kaiser Permanente HMO "Other Southern California"
plan.
Effective January 1, 2006, January 1, 2007, and January 1, 2008, respectively, the City
shall contribute toward medical premiums for full-time Unaffiliated Confidential
employees an amount consistent with the rates then in effect for each tier of the
CalPERS Kaiser Permanente HMO "Other Southern California" plan.
Any contribution necessary to maintain benefits under said health insurance plans in
excess of the amount set forth above shall be borne entirely by the employee.
J. Dental Insurance. Effective January 1, 2004 through December 31, 2005, the City will
continue to contribute the current maximum of up to seventy dollars ($70) per month
per full-time Unaffiliated Confidential employee toward the payment of premiums for
dental insurance plans provided by the City for employees covered by this Resolution
and their eligible dependents. Effective January 1,2006, the City contribution amount
will be increased to a maximum of up to eighty dollars ($80) per month per employee.
Effective January 1, 2007, the City contribution amount will be increased to a
maximum of up to ninety dollars ($90) per month per employee.
Any contribution necessary to maintain benefits under said dental plans in excess ofthe
amount set forth above shall be borne entirely by the employee.
K. Long Term Disabilitv (LTD) Insurance. As previously provided, the City shall
continue to pay one hundred percent (100%) of the premium cost for coverage for full-
time Unaffiliated Confidential employees under the same long-term disability
insurance plan it maintains for management officers and employees of the City.
L. Medical Retirement Subsidy Plan. Effective Fiscal Year 2004-05, the City's annual
contribution to the Medical Retirement Subsidy Plan for full-time Unaffiliated
Confidential employees shall be increased by an additional one-half of one percent
(0.5%) ofthe Unaffiliated Confidential employee salary base, under the same Medical
Retirement Subsidy Plan it maintains for management officers and employees of the
City. With this additional contribution amount, the City's maximum contribution
toward the Medical Retirement Subsidy Plan for Unaffiliated Confidential employees
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558-8
shall equal one percent (1 %) of their salary base.
M. Vision Plan: As soon as practicable after the adoption ofthis Resolution, the City will
implement a non-contributory Vision Plan through payroll deduction for full-time
Unaffiliated Confidential employees wishing to participate in such an "employee-paid"
Plan.
N. Parking. Unaffiliated Confidential employees shall not be subject to any requirements
for parking based on seniority.
O. Other Compensation Plan Changes.
1. General. Unless specified otherwise above, full-time Unaffiliated Confidential
employees will be subject to the same compensation plan provisions,
including, but not limited to, advancement and reduction in salary steps;
bilingual pay; applicable assignment/incentive pay; overtime work; holidays;
vacation, bereavement and other leaves of absence; longevity vacation cash-
out; employee insurance, including medical, dental and life insurance; access
to participate in City's Vision Plan; retirement; residency requirements;
medical retirement subsidy plan; and work week schedule, as provided or as
will be provided to full-time represented general service "miscellaneous"
employees on or after July 1, 2004.
2. Z-Rating. A "Z-rate" is a special salary rate established by the City Manager
which allows an Unaffiliated Confidential employee who has voluntarily
demoted, or has been reclassified for non disciplinary reasons, to be paid at a
rate of pay higher than that assigned to his or her reclassified position title for a
specified transition time period."
Section 4. That Section 13 of Resolution No. 82-11 0 Other Confidential Employee Rights and
Privileges as amended, is hereby amended to read as follows:
"Section 13. Other Unaffiliated Confidential Employee Rights and Privileges. Each employee in a
classification of employment designated in Section 3 of this Resolution as Unaffiliated Confidential
(UC), shall continued to enjoy the same rights and privileges to which they were entitled as of June
30, 2004."
Section 5: That except as amended by this Resolution, all other provisions of Resolution No. 82-
110, as amended, shall remain in full force and effect.
Section 6: That this Resolution shall be operative, unless specified otherwise above, from and after
its date of adoption.
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558-9
ADOPTED this
day of
,2005.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
Joseph W. Fletcher, City Attorney
AYES:
Councilmembers:
NOES:
Councilmembers:
ABSTAIN:
Councilmembers:
NOT PRESENT:
Councilmembers:
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, PATRICIA E. HEALY, Clerk of the Council, do hereby attest to and certify the attached
Resolution No. 2005-031 to be the original resolution adopted by the City Council of the City of
Santa Ana on
Date:
Clerk of the Council
City of Santa Ana
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558-10
RESOLUTION NO. 2005-033
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO AMEND RESOLUTION NO. 91-066 TO
AMEND THE COMPENSATION PLAN FOR CERTAIN
CLASSIFICATIONS OF EMPLOYMENT DESIGNATED AS
UNREPRESENTED EXECUTIVE MANAGEMENT.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1. The City Council hereby finds, determines and declares as follows:
A. Section 1004, Article X of the City Charter ofthe 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. On July 1, 1991, the City Council passed and adopted Resolution No. 91-066 re-
establishing the Basic Classification and Compensation Plan for classes of
employment designated as unrepresented Executive and Middle Management.
C. The City Council has amended Resolution No. 91-066 on numerous occasions since
its adoption.
D. On December 17, 2001, the City Council passed and adopted Resolution No. 2001-
089 which amended Resolution No. 91-066 to provide that the salary rate for the
unrepresented Executive Management classification of Fire Chief shall be increased
to provide the same percentage increase as is provided to members of the Fire
Management Association.
E. The City of Santa Ana and the Santa Ana Management Association (SAMA)
representing employees in classifications designated as represented Middle
Management and Administrative Management, have negotiated a Memorandum of
Understanding (MOU) to provide certain adjustments in salaries, benefits and other
terms and conditions of employment for SAMA represented employees during Fiscal
Years 2004-05, 2005-06, 2006-07 and 2007-08.
F. With the adoption of this Memorandum of Understanding, it is the City's desire to:
1. With the exception ofthe classification of Fire Chief, adjust the base salaries
assigned to unrepresented Executive Management classifications by the same
percentage, on the same dates and in the same manner as provided SAMA
represented management classifications, during the four year period July 1,
2004 through June 30, 2008, as shown below:
Resolution No. 2005-014
Page 1 of 6
558-11
July 1, 2004: 0% (No increase)
July 1, 2005: 0% (No increase)
July 1,2006: Minimum increase of3.5%, not to exceed 4.5%
July 1, 2007: Minimum increase of3.5%, not to exceed 4.5%
(* The maximum percentage amount ofthe salary increase in excess of3.5%
shall be equal to the percentage increase received by the Santa Ana Police
Officer's Association, not exceeding the maximum of 4.5%)
2. Continue to provide the unrepresented Executive Management classification
of Fire Chiefwith the same percentage salary increase(s) as are or as will be
provided to members of the Fire Management Association.
3. Except as provided in Resolution No. 91-066, and as provided in subsequent
amendments thereto, continue to treat unrepresented Executive Management
classifications as subject to the same basic classification and compensation
plan provisions and their application as SAMA represented classifications
assigned to a 15-step salary rate range.
4. Continue to provided unrepresented Executive Management and Middle
Management officers and employees with the same retirement, health and
other benefit adjustments, based on similar conditions, as provided to SAMA
represented management employees, and continue to provide unrepresented
Executive Management officers employees with several benefits not provided
SAMA represented management employees.
G. It is now desired to amend Council Resolution No. 91-066 to effect these objectives.
Section 2. That Resolution No. 91-066, as amended, is hereby further amended as follows:
A. That Section 2. Schedule of Salaries, as amended, is hereby further amended to read as
follows:
"Section 2. Schedule of Salaries.
"A. Two separate schedules showing salary rate ranges for classifications of
employment designated as unrepresented Executive Management (EM) and
unrepresented Middle Management (MM), are attached hereto and made a part hereof
as though set forth in full herein. The schedule for unrepresented Executive
Management classifications and unrepresented Middle Management classifications,
and their respective effective dates are listed as follows:
Resolution No. 2005-014
Page 2 of 6
558-12
Salary
Schedule
Unrepresented Cate20rv of Emplovment No.
Effective Date
Executive Management (EM) EM-05
EM -06
EM -07
EM -08
7/1/04
7/1/05
7/1/06 *
7/1/07 **
Middle Management (MM) MM-05
MM-06
MM-07
MM-08
7/1/04
7/1/05
7/1/06 *
7/1/07 **
* Effective July 1, 2006, the salary matrices showing monthly pay ranges and
steps in effect on June 30, 2006 assigned to classifications of employment designated
as unrepresented Executive Management (EM) and unrepresented Middle
Management (MM) will be increased by no less than three and one-half percent
(3.5%) and by no more than four and one-half percent (4.5%), and equal to the
percentage increase as that provided for classifications represented by SAMA. The
resulting new salary matrices will be developed as set forth above and will be shown
as Salary Schedules EM-07 and MM-07.
* * Effective July 1, 2007, the salary matrices showing monthly pay ranges and
steps in effect on June 30, 2007 assigned to classifications of employment designated
as unrepresented Executive Management (EM) and unrepresented Middle
Management (MM) will be increased by no less than three and one-half percent
(3.5%), and by no more than four and one-half percent (4.5%), and equal to the
percentage increase as that provided for classifications represented by SAMA. The
resulting new salary matrices will be developed as set forth above and will be shown
as Salary Schedules EM-08 and MM-08."
"B. Each unrepresented Executive and Middle Management salary schedule contains
numerous salary rate ranges, each range comprised of fifteen (15) separate rates of
pay shown in monthly amounts. The respective rate ranges are identified by a two-
digit number preceded by the capital letters "EM" for Executive Management and
"MM" for Middle management. The separate rates of payor steps within each salary
rate range are identified by the numbers "I" through "15" inclusive, with Step "I"
being the lowest or minimum rate ofthe range, Step "8" the middle or midpoint rate
of the range, and Step' "15" being the highest or maximum rate."
B. That Section 3A. Designation of Management Classifications and Assignment of such
Classifications to Salary Rate Ranges shall be amended to read as follows:
"A. Unrepresented Executive Management Classifications
558-13
Resolution No. 2005-014
Page 3 of 6
Classification Title
15 Step Salary Rate Range
Effective 7/1/04 through 6/30/05
Assistant City Manager (EM)
Executive Director of Community Development (EM)
Executive Director, External Affairs (EM)
Executive Director of Finance and Management Services (EM)
Executive Director of Personnel Services (EM)
Executive Director of Planning and Building (EM)
Executive Director of Public Works (EM)
Executive Director of Parks, Recreation and Community Services (EM)
Library Director (EM)
Fire Chief (EM)
Police Chief (EM)
EM -37
EM -31
EM -24
EM-32
EM - 30
EM -37
EM-33
EM - 31
EM-28
EM-34*
EM - 38
* Note: Effective July 1, 2002, and in future years, the salary rate for the
classification of Fire Chief shall be increased to provide the same percentage
increase, on the same effective date, as is provided to members of the Fire
Management Association."
C. That Section 4. Special Salary Compensation Provisions as amended, shall be further
amended to read as follows:
"Section 4. Special Compensation Plan Provisions.
4.1 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 other language designated by the City Manager will be paid a monthly
pay differential of forty dollars ($40) above his or her then current base monthly salary
step. 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 ofthe
work being performed, will be paid a monthly differential of one hundred seventy- five
dollars ($175) above his or her then current base monthly salary step."
4.2. Terminal Classifications. 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 this classification and compensation plan for unrepresented Executive and
Middle-Management 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.
4.3 Compensation Plan Changes for Unrepresented Executive Management and
Resolution No. 2005-014
Page 4 of 6
558-14
Middle Management Classifications. Unless specified otherwise herein, unrepresented
Executive Management and Middle Management officers and employees will be
subject to the same changes in compensation plan provisions, including but not
limited to, bilingual pay; sick leave maximum accrual; bereavement leave; holidays;
longevity vacation cash out; medical and dental insurance; access to participate in
City's Vision Plan; retirement; residency requirements; medical retirement subsidy
plan; and work week schedule, as provided or will be provided to SAMA represented
Middle Management employees assigned to a 15-step salary rate range on or after
July 1,2004."
D. That a new Section 8 shall be added to read as follows:
"Section 8. Other Unrepresented Executive Management and Employee Rights and
Privileges. Each employee in a classification of employment designated in Section 3A
of this Resolution as unrepresented Executive Management (EM), shall continue to
enjoy the same rights and privileges to which they were entitled as of June 30, 2004."
Section 3. That except as amended by this Resolution, all other provisions of Resolution No. 91-
066, as amended, shall remain in full force and effect.
Section 4. That this Resolution shall be operative, unless specified otherwise above, from and after
its date of adoption.
Resolution No. 2005-014
Page 5 of 6
558-15
ADOPTED this
day of
,2005.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
Joseph W. Fletcher, City Attorney
AYES:
Councilmembers
NOES:
Councilmembers
ABSTAIN:
Councilmembers
NOT PRESENT:
Councilmembers
CERTIFICATION OF ATTESTATION AND ORIGINALITY
I, PATRICIA E. HEALY, Clerk of Council, do hereby attest to and certify the attached Resolution
No. 2005-033 to be the original resolution adopted by the City Council ofthe City of Santa Ana on
Date:
Clerk of Council
City of Santa Ana
Resolution No. 2005-014
Page 6 of 6
558-16
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