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CM - CAVAZOS, DAVID - AMENDED AND RESTATED - 2016
1 A t CITY OF SANTA ANA AMENDED AND RESTATED CITY MANAGER EMPLOYMENT AGREEMENT This Amended and Restated City Manager Employment Agreement ( "Agreement ") is entered into as of the 2nd day of February, 2016 (the "Effective Date "), between the City of Santa Ana (hereinafter referred to as the "City") and David Cavazos (hereinafter referred to as the "City Manager" or the "Employee "). City and City Manager /Employee are sometimes referred to in this Agreement as "Party" and collectively as "Parties." RECITALS WHEREAS, on October 21, 2013, the City Council appointed Employee as City Manager pursuant to the its authority under the Charter of the City of Santa Ana ( "City Charter "), WHEREAS, the City and Employee entered into an Employment Agreement effective October 21, 2013 wherein Employee would be employed as City Manager for the City of Santa Ana, WHEREAS, the City and Employee entered into a First Amendment of the Agreement on or about September 2, 2014, whereby the parties agreed to revise the term to extend the Agreement for an additional year and to revise the terms of the "Housing Allowance." WHEREAS, the City and Employee entered into a Second Amendment of the Agreement on or about January 20, 2015, whereby the parties agreed to provide certain executive level benefits related to a health savings plan and a 401(A) plan. WHEREAS, it is the desire of the City Council and Employee to amend the employment Agreement to add Compensation for Sick leave at varying rates over time or Conversion to Retirement Credit; extend the term of the Agreement from October 21, 2017 to February 16, 2019; and to add a provision to the Agreement that Employee's estate is entitled to accrued salary and benefits, but not severance if the Employee dies during the term of this Agreement. The parties further agree to combine the previous three amendments and restate the entire agreement into an Amended and Restated Agreement. as follows: NOW, THEREFORE, the above named Parties hereby mutually agree and promise 1. Term /Automatic Annual Renewal. This Agreement shall be deemed effective for a five (5) year and four (4) month term beginning on October 21, 2013 and terminating on February 16, 2019, unless terminated earlier in accordance with Section 9 hereof. This initial term will, pursuant to the provisions below, automatically extend from year to year unless City Council takes action to prevent the automatic extension. In the event the City Council does not want this Agreement to automatically extend, it Exhibit 3 5 53<J -V W0 018 1 704 24.6 will provide written notice to City Manager that the Agreement will not be extended and consequently will terminate as of the end of the current term. If action is not taken by City Council within three (3) months before the expiration of the initial term of this Agreement on November 16, 2018, this Agreement shall on February 16, 2019, automatically extend for one (1) year from February 16, 2019 until February 16, 2020. For each succeeding year that the City Council does not take action to extend or terminate this Agreement by three (3) months before the then current end of the Agreement, the Agreement shall automatically extend for an additional year. For example, if action is not taken by the City Council to extend or terminate this Agreement by November 16, 2020, the Agreement shall on that date automatically extend for one (1) year from February 16, 2021, to February 16, 2022, and if the City Council doesn't take action to extend or terminate this Agreement by November 16, 2021, it will automatically extend for one (1) year from February 16, 2022 to February 16, 2023. 2. Compensation. 2.1 Salary (a) Annual Salary City agrees to pay City Manager, and City Manager agrees to accept from City, as compensation for services rendered by City Manager pursuant to this Agreement, an annual base salary, commencing on the Effective Date, in the amount of Three Hundred Fifteen Thousand Dollars ($315,000.00) (hereinafter "Annual Base Salary "), payable in installment payments in the same manner and at the same times as salaries of other executive managers of the City are paid. The term "Annual Base Salary" as used in this Agreement shall also include any such adjustments approved by the City Council other than payments not eligible to be added to the City Manager's Annual Base Salary pursuant to the terms of any applicable salary resolution of City. The term "Monthly Base Salary" as used in this Agreement shall mean a sum of money equal to one - twelfth (1/12) of City Manager's Annual Base Salary as defined herein. (b) Right of Estate to Accrued Salary City agrees that if the City Manager dies during the term of this Agreement, his estate is entitled to accrued salary as of date of death as defined in section 2.1(a) under this Agreement. (c) Deferred Compensation City Manager shall receive as additional compensation added to his base salary and deducted therefrom pursuant to Government Code Section 53214, deferred compensation in the maximum annual amount permitted pursuant to Section 457 of the Internal Revenue Code at the time of execution of this Agreement, said amount consisting of the maximum Standard contribution and the Age 50+ contribution. 55394.00000A8170424.1 (d) Performance Bonus Each fiscal year, commencing with the fiscal year that starts on July 1, 2014, the City Council may grant to City Manager a performance bonus. Whether or not to grant a bonus and the amount of any such bonus shall be in the sole discretion of the City Council. The decision by the City Council regarding the performance bonus shall be made for each fiscal year at the time the City Council is providing the performance evaluation of City Manager required by paragraph 3 of this Agreement. It is the understanding and intent of the City and City Manager that performance bonuses are not reportable to the California State Public Employees Retirement System ( "CalPERS "), and are not to be included in the calculation of City Manager's retirement allowance. Performance bonuses are not added to the annual base salary. 2.2 Benefits 2.2.1 General Benefits (a) Applicable General Benefits In addition, and except as otherwise specified herein, City Manager shall receive all such other benefits that are applicable to executive managers of the City as of the Effective Date of this Agreement, including but not limited to medical insurance, dental insurance, long term disability insurance, life insurance, sick leave, holidays, vacation, bereavement and family illness leave, physical examinations, participation in retirement system and participation in the City's retiree medical program in the same manner as other City executive managers as described in Exhibit "A" attached hereto. (b) Right of Estate to Accrued Benefits City agrees that if City Manager dies during the term of this Agreement, his Estate is entitled to his accrued benefits as of date of death as defined in Section 2.2.1(a) under this Agreement. 2.2.2 Initial Sick Leave Bank (a) Sick Leave Accumulation Upon employment with City, City Manager shall be provided with an initial sick leave bank containing 80 hours of usable sick leave. This initial sick leave bank of 80 hours shall be for use by the City Manager under the applicable City policies and State and Federal laws. (b) Sick Leave Accrual Cash Out or Retirement Credit Upon last date of employment with the City, City Manager shall be entitled to cash out his accrued sick leave as outlined in subsection (1) or to elect a conversion of his accrued sick 3 55394.00000 \8170424.1 leave to a retirement credit outlined in subsection (2). (1) Sick Leave Accrual Cash Out (i) Between February 16, 2016 and February 15, 2017, City Manager will be entitled to cash out 15% of his unused accrued sick leave; (ii) Between February 16, 2017 and February 15, 2018, City Manager will be entitled to cash out 30% of his unused accrued sick leave; and (iii) On or after February 16, 2018, City Manager will be entitled to cash out 50% of his unused accrued sick leave. (2) Sick Leave Retirement Credit The City Manager can have unused accrued sick leave which he is authorized to cash out under the terms outlined in subsection (1) converted to additional service credit at the rate of 0.004 years of service credit for each day of unused sick leave (i.e., 200 days of sick leave equals .80 additional years of service credit). The City must report only those days of unused sick leave that were accrued by City Manager during the normal course of employment. In the event, the City Manager retires from City, this section applies to the City Manager only when his effective date of retirement is within four (4) months of separation from employment. 2.2.3 Initial Vacation Allowance Upon employment with City, City Manager shall be awarded 80 hours of vacation leave. City manager shall accumulate additional regular and management vacation hours in the same manner as other City executive managers. 2.2.4 Longevity Vacation City Manager shall accumulate Longevity Vacation at the maximum accrual rate for an employee having completed 20 years of service with the City. 2.2.5 Ca1PERS Membership As a "new employee" under CalPERS, City Manager will be enrolled in the 2% at age 62 benefit formula and shall be responsible for paying the corresponding employee contribution per Ca1PERS requirements as they exist today or as may be amended by the legislature. As of the effective date of this Agreement the applicable contribution rate is 6.75% on the first $136,440.00 of base salary. 2.2.6 Relocation Benefit City Manager shall be provided reimbursement for the actual costs required to relocate to California, i.e., moving expenses, not to exceed the sum of $7,500.00. Said reimbursement may include the costs or up to 2 visits to Orange County prior to moving to locate suitable housing. 4 55394.00000 \8170474.1 2.2.7 Housing Allowance It is understood that City Manager intends to reside in the City of Santa Ana during his employment as City Manager, and that initially he will require a temporary residence while he is purchasing a permanent residence in the City. Further, it is understood that the City Council desires that the City Manager reside within the City of Santa Ana and believes that such residence would be of benefit to the City and enhance City Manager's performance as City Manager, and therefore, the City will pay City Manager the following allowances and assistance. (a) Temporary Housing Assistance City Manager shall be provided with reimbursement for the actual costs of temporary housing while City Manager seeks and obtains permanent Santa Ana housing in the sum not to exceed $3,000 per month and for a period not to exceed 12 months from the date of this Agreement. Prior to the 12 month maximum duration, said Temporary Housing Assistance shall cease upon City Manager closing escrow on the purchase of a local residence or the execution of a lease on a non - temporary residence. (b) Housing Allowance Upon the termination of the Temporary Housing Assistance provided for in Section 2.2.7(a), City shall pay City Manager a housing allowance in the sum of $2,000.00 per month up and until October 16, 2016. Said housing allowance shall be contingent upon City Manager residing within the City. 3. Performance Evaluation. The Mayor and the City Council are responsible for setting performance goals on an annual basis in consultation with the City Manager. The City Council shall review and discuss City Manager's performance in or around July of each year commencing in 2014. However, Employee acknowledges and accepts the fact that the City Council as Employer has the right to schedule and an evaluation session at any time in accordance with the notice and all other requirements of the Brown Act. 4. Bonds. City shall bear the full cost of any fidelity or other bonds required of City Manager under any law or ordinance. 5. Transportation and General Business Expenses. 5.1 Vehicle Provision City shall provide City Manager with a vehicle, as well as fuel, maintenance and liability insurance for said vehicle, for City Manager's use in commuting, in the performance of his employment duties and for incidental personal use. 5 55394.00000 \8170424.1 5.2 General Business Expenses (a) City agrees to budget and pay for professional dues and subscriptions for City Manager necessary for his continuation and participation in national, regional, state and local boards, task - forces, conferences and meetings, associations and organizations desirable for City Manager's continued participation, professional growth, and advancement, and for the benefit of the City. (b) City agrees to budget and pay for travel and subsistence expenses of City Manager for professional and official travel, board and task -force meetings, and occasions to adequately continue the professional development of City Manager and to pursue necessary official functions for City. (c) City shall provide City Manager with the necessary technology tools, including and not limited to computer, software, cell phone and such other technologies as required by City Manager to perform his duties and to maintain communications. 6. Abuse of Office or Position. Pursuant to Government Code Sections 53243, 53243.1 and 53243.2, which became effective on January 1, 2012, if City Manager is convicted of a crime involving an abuse of his office or position, all of the following shall apply: (1) if Manager is provided with administrative leave pay pending an investigation, City Manager shall be required to fully reimburse City such amounts paid; (2) if City pays for the criminal legal defense of City Manager (which would be in its sole discretion, as it is generally not obligated to pay for a criminal defense), City Manager shall be required to fully reimburse City such amounts paid; and (3) if this Agreement is terminated, any Severance Pay and Severance Benefits related to the termination that City Manager may receive from City shall be fully reimbursed to City or void if not yet paid to City Manager. For purposes of this Section, abuse of office or position means either: (1) an abuse of public authority, including waste, fraud, and violation of the law under color of authority; or (2) a crime against public justice, including, but not limited to, a crime described in Title 7 (commencing with Section 92) of Part 1 of the Penal Code. 7. Notices. Any notice required or permitted by this Agreement shall be in writing and shall be personally served upon the other Party, or sent by United States Postal Service, postage prepaid and addressed to the appropriate Party as follows: If to City: City Attorney City of Santa Ana 20 Civic Center Plaza Santa Ana, CA 92702 6 55394.00000 \8170474.1 If to City Manager: David Cavazos City Manager City of Santa Ana 20 Civic Center Plaza Santa Ana, CA 92702 Notice shall be deemed given as of the date of personal service or upon the date of deposit in the course of transmission with the United States Postal Service. 8. Duties, Acceptance of Appointment, Hours of Work, Regional Liaison. 8.1 Duties City hereby agrees to employ Employee as City Manager of the City of Santa Ana to perform the functions and duties specified in the City Charter of the City of Santa Ana, and to perform such other legally permissible duties and functions as the City Council may from time to time assign. 8.2 Acceptance of Appointment Employee hereby accepts the appointment as City Manager of the City of Santa Ana subject to all terms and conditions set forth in this Agreement. 8.3 Hours of Work It is recognized that City Manager devotes a great deal of time outside the normal City Hall office -hours schedule, and to that end, he shall be allowed to establish his work schedule, taking into consideration that he is responsible for the supervision of employees and has responsibilities to serve all departments of the City. 9. Termination. 9.1 At -Will Employee Employee shall serve at the will and pleasure of the City Council. Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of the City Council to suspend from duty, remove from office or otherwise terminate the services of City Manager at any time, at the sole discretion of the City Council, as provided in the City Charter. This Agreement may be terminated as follows. 9.2 Termination - Council Vote As required in Section 500 of the City Charter, the City Council may remove the City Manager by motion adopted by the affirmative votes of at least two - thirds (2/3) of the 55394.00000 \8170424.1 members of the City Council. At least thirty(30) days before such removal shall become effective, the City Council shall by resolution adopted by the affirmative votes of at least two- thirds(2 /3) of the members of the City Council state the reasons in writing for the removal of the City Manager. 9.3 Termination - Change in Form of Government If any of the governing policies pertaining to the role, power, duties, authority, or responsibilities of City Manager are amended to substantially change City's form of government, either by action of the City Council, a duly passed initiative measure or state legislation, City Manager shall have the right to terminate the Agreement. 9.4 Reduction of Salary or Benefits If the City Council reduces the Annual Base Salary or any other financial benefit of the City Manager in a percentage that is greater than the average reduction of base salary for all executive managers of the City, such action shall constitute a termination of this Agreement. 9.5 Resignation City Manager may voluntarily resign his position as City Manager, after giving City at least sixty (60) days written notice prior to the effective date of such resignation, unless such notice is waived in whole or part by the City Council. In the event the City Manager resigns from his employment with City, the City Manager shall not be entitled to any Severance Pay. 9.6 Severance In the event this Agreement is terminated pursuant to any one of sections 9.2, 9.3 or 9.4 of this Agreement, the City Manager shall receive a severance payment, in a lump sum, equal to twelve (12) months of City Manager's then monthly Base Salary ( "Severance Pay ") in accordance with the provisions of this Agreement. A Severance Pay payment shall be his sole remedy for termination under sections 9.2, 9.3 or 9.4 of this Agreement. The Severance Pay shall be paid after the City Manager executes a waiver and release agreement prepared by the City Attorney in a form substantially similar to that one set forth as Exhibit "B" to this Agreement. Notwithstanding any provision of this Agreement to the contrary, City may terminate City Manager's employment for cause at any time and without prior notice, and if City Manager is terminated for cause, he shall not be entitled to payment of severance compensation or any other compensation or damages. "Cause" shall include the following reasons: (a) Conviction of a crime, whether misdemeanor or a felony, involving moral turpitude. For purposes of this paragraph, a plea of nolo contendere shall also be considered a conviction. (b) City Manager is determined by a court of competent jurisdiction or the State of California Fair Political Practices Commission to have knowingly and unlawfully participated in a governmental decision in which he had a conflict of interest as defined in Government Code Section 87100, et seq. or Government Code Section 1090 et seq. 55394.00000 \8170424.1 (c) Failure to follow a lawful directive of the Council after written notice of said failure is provided to City Manager approved by five (5) or more affirmative notes of its seven (7) members. (d) Continued abuse of drugs or alcohol that materially affects the performance of the City Manager's duties. (e) Repeated and protracted unexcused absences from the City Manager's office and duties. 10. General Provisions. 10.1 This writing constitutes the entire agreement between the parties with respect to the subject matter hereof, and supersedes all prior oral or written representations or written agreements on the subject matter hereof, which may have been entered into between the parties. No modification or revision to this Agreement shall be of any force or effect, unless the same is in writing and executed by the Parties hereto. 10.2 Each Party agrees and acknowledges that no representations, inducements, promises, or agreements, oral or otherwise, have been made by any Party, or anyone acting on behalf of any Party, which are not embodied herein and that any agreement, statement, or promise not contained in this Agreement shall not be valid or binding on either Party. 10.3 If any provision, or portion thereof, contained in the Agreement is held unconstitutional, invalid or unenforceable, the remainder of this Agreement, or portion thereof, shall be deemed severable, shall not be affected and shall remain in full force and effect. 10.4 This Agreement shall be governed by and construed in accordance with the law of the State of California. 10.5 This Agreement shall be construed as a whole, according to its fair meaning, and not in favor or against any Party. By way of example and not in limitation, this Agreement shall not be construed in favor of the Party receiving a benefit nor against the Party responsible for any particular language in this Agreement. 10.6 Employee acknowledges that he has had an opportunity to consult legal counsel in regard to this Agreement, that he has read and understands this Agreement, that he is fully aware of its legal effect, and that he has entered into it freely and voluntarily and based on his own judgment and not on any representations or promises other than those contained in this Agreement. 10.7 This Amended and Restated Agreement may be executed in duplicate originals, each of which is deemed to be an original, but when taken together shall constitute but one of the same instrument. 11. Intentionally Left Blank 55394.00000 \8170424.1 12. Communications in the Event of Termination 12.1 In the event the City terminates Employee for any reason or no reason, the City and Employee agree that no member of the City Council or City employees acting on behalf of the City shall make any written, oral, or electronic statement to any member of the public, the press, or any city employee concerning the Employee's termination except in the form of a joint press release or statement, which is mutually agreeable to the City and the Employee. The joint press release or statement shall not contain any text or information that is disparaging to either Party. Either Party may verbally repeat the substance of the joint press release or statement in response to any inquiry. 13. Indemnification 13.1 City shall defend, hold harmless and indemnify City Manager against any tort, professional liability claim or demand or other legal action, whether groundless or otherwise, arising out of any alleged act or omission occurring in the performance of City Manager's duties or resulting from the exercise of his judgment or discretion in connection with the performance of his duties. City shall not unreasonably refuse to provide for legal representation at City's expense. Legal representation, provided by City for City Manager, shall extend until a final determination of the legal action including any and all losses, damages, judgments, interests, settlements, fines, court costs, and the reasonable costs and expenses of legal proceedings, including appeals, and including attorneys' fees, and expert witness fees and all other trial and appellate costs, and other liabilities incurred, imposed upon, or suffered by such City Manager in connection with or resulting from any claim, action, suit, or proceeding, actual or threatened, arising out of or in connection with the performance of City Manager's duties. 13.2 City agrees to pay all reasonable litigation expenses of City Manager throughout pendency of any City - related litigation to which City Manager is a party, witness or advisor to the City. Such expense payments shall continue beyond City Manager's employment with the City as long as litigation is pending. Post - employment, City agrees to pay City Manager for reasonable consulting fees, travel expenses and other costs, when City Manager serves as a witness, advisor or consultant to City regarding pending litigation. [SIGNATURES ON THE NEXT PAGE] 10 55394.00000 \8170424.1 IN WITNESS WHEREOF, the Parties have executed this City Manager Employment Agreement as of the �W day of February, 2016. EMPLOYEE /CITY MANAGER v David Cavazos CITY OF SANTA ANA A Pulido Mayor ATTEST: Maria D. Huizar Clerk of the Council I1 55394.00000A8170424.1 Approved as to Form: V� n bn�vjw p ie Sonia R. Carvalho, Best Best & Krieger ie rger City Attorney Exhibit "A" General Benefits 12 55394.00000 \8170424.1 RESOLUTION NO. 2015 -069 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA TO AMEND RESOLUTION NO. 2015 -026 TO AMEND THE CITY'S BASIC CLASSIFICATION AND 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 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 June 16, 2015, the City Council passed and adopted Resolution No. 2015 -026 amending and re- establishing the Basic Classification and Compensation Plan for all Full -Time and Part -Time Classifications of Officers and Employees of the City of Santa Ana. Attached hereto and marked as Exhibit "1" and incorporated by reference is Resolution No. 2015 -026. C. The City of Santa Ana's Basic Compensation and Benefit Plan for classes of employment designated as Unrepresented Executive Management (EM) as set forth in Resolution No. 2015 -026, is attached to Exhibit "1" as Exhibit "A" to the City's Resolution No. 2015 -026. D. The City Council has amended and reestablished the Basic Classification and Compensation Plans on numerous occasions since adoption. E. The City Council has approved Memorandum of Understanding with several represented bargaining units to provide across - the -board base salary increases during Fiscal Years 2015 -2016 and 2016 -2017. Specifically: a. On August 4, 2015, The City Council approved Memorandum of Understandings with the Santa Ana Managers Association, the Confidential Association of the City of Santa Ana, Service Employees International Union, Part -Time Civil Service Unit, and Police Management Association which provided for a 2.5% salary increase on July 1, 2015 and July 1, 2016; Resolution No. 2015 -069 Page 1 of 6 b. On November 3, 2015, The City Council approved a Memorandum of Understanding with the Police Officer's Association which provided for a 2.5% salary increase on July 1, 2015 and July 1, 2016; and c. On November 17, 2015, The City Council approved a Memorandum of Understanding with the Service Employees International Union which provided for a 2.5% salary increase on July 1, 2015 and July 1, 2016. F, It is the City's desire that unrepresented Executive Management (EM) classifications shall continue to be subject to the same adjustments in wages and benefits as are provided for represented Full -Time Employees of the City of Santa Ana. It is the City's desire to: 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 represented Santa Ana Management Association (SAMA), Police Management Association (PMA), Service Employees International Union, Local 721 (SEIU), Police Officers Association (POA) and Confidential Association of Santa Ana (CASA) employee classifications as shown below: July 1, 2015: 2.5% July 1, 2016: 2.5% b. This base salary adjustment will also apply to any other employees within the City with an Executive Management "me too" provision in their employment contract, specifically, the Clerk of the Council. c. It is now desired to amend Council Resolution No. 2015 -026, as amended, and the Annual Budget for fiscal Year 2015 -2016 as set forth in Ordinance No NS- 2878, as amended, in order to effect these changes, as shown below: Section 2: The Santa Ana City Council amends Resolution No. 2015 -026 (Exhibit "1" to this Resolution), Exhibit A, Section 1, Paragraph B entitled Schedule of Salaries, to adjust the salary rate ranges for classifications of employment designated as unrepresented Executive Management (EM) as set forth below: Classification Title 15 -Step Salary Rate Range (SRR) Effective 7/1/15 FROM Monthly Salary TO Monthly Salary SRR Min -Max SRR Min -Max Assistant City Manager (EM) EM -39 ($11271 - $15925) EM -39 ($11553 - $16324) Chief Technology Innovations EM -35 ($10213- $14427) EM -35 ($10469- $14788) Officer (EM) Resolutlon No. 2015 -069 Page 2 of 5 Deputy City Manager (EM) Police Chief (EM) Executive Director of Community Development (EM) Executive Director of Finance and Management Services (EM) Executive Director of Parks, Rec and Community Services (EM) Executive Director of Personnel Services (EM) Executive Director of Planning and Building Safety (EM) Executive Director of Public Works (EM) Special Assistant to the City Manager (EM) EM -41 ($11843- $16733) EM -41 ($12140- $17152) EM -47 ($13732- $19405) EM -47 ($14076 - $19891) EM -33 ($9719- $13732) EM -33 ($9962 - $14076) EM -37 ($10729- $15159) EM -37 ($10998 - $15538) EM -37 ($10729 - $15159) EM -37 ($10998 - $15538) EM -33 ($9719 - $13732) EM -33 ($9962- $14076) EM -42 ($12137- $17152)EM -42 ($12441 - $17581) EM -38 ($10996 - $15538) EM -38 ($11271 - $15927) EM -37 ($10729 - $15159) EM -37 ($10998 - $15538) Section 3: The City Council amends Attachment 1 to Exhibit A of Resolution No. 2015 -026 (attached hereto as Exhibit "1 ") to reflect the Schedule of Salary Rate Ranges for Unrepresented Executive - Management Classes of Employment Effective 7/1/2015 attached hereto and marked as Exhibit "2." Section 4: That except as amended by this Resolution, all other provision of Resolution No. 2015 -026, as amended, shall remain in full force and effect. Section 5: This Resolution shall be operative immediately upon adoption by the City Council. ADOPTED this 151h day of December, 201 Resolution No. 2015 -069 Page 3 of 5 APPROVED AS TO FORM: Sonia R. Carvalho City Attorney By: Laura A. Rossini Senior Assistant City Attorney AYES: Councilmembers NOES: Councilmembers ABSTAIN: Councilmembers Amezcua Reyna Sarmiento, Tinalero (4) Martinez Pulido (2) None (0) NOT PRESENT: Councilmembers: Benavides (1) CERTIFICATE OF ATTESTATION AND ORIGINALITY I, MARIA D. HUIZAR, Clerk of the Council, do hereby attest to and certify the attached Resolution No. 2015 -069 to be the original resolution adopted by the City Council of the City of Santa Ana on December 15, 2015. Date: _[& Clerk of the Council City of Santa Ana Resolution No. 2015 -069 Page 4 of 5 Resolution No. 2015 -069 Page 5 of 5 RESOLUTION NO. 2015-026 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA TO AMEND AND REESTABLISH THE CITY'S BASIC CLASSIFICATION AND COMPENSATION PLANS TO EFFECT CERTAIN CHANGES, AND TO RESCIND RESOLUTION NOS. 2015 -001 AND 2015 -008. 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 January 20, 2015, the City Council passed and adopted Resolution No. 2015001, modifying, reestablishing and delineating the Basic Compensation and Benefit Plan for classes of employment designated as Unrepresented Executive Management (EM). C. The City of Santa Ana's Basic Compensation and Benefit Plan for classes of employment designated as Unrepresented Executive Management (EM), Is attached hereto as exhibit "A," and Is made a part hereof. D. On February 17, 2015, the City Council passed and adopted Resolution No. 2015 -008, amending and reestablishing the Basic Classification and Compensation Plan for all full -time and pant -time classifications of employment, excepting Executive Management. E. The City of Santa Ana's Position Classification and Pay Plan for all full - time and part -time classifications of employment, is attached hereto as exhibits "B" through "I ", and is made a part hereof. F. The City Council has amended and reestablished the Basic Classification and Compensation Plans on numerous occasions since adoption. G. With the adoption of the Annual Budget for Fiscal Year 2015 -2016, the City Council authorized certain organizational, staffing, and compensation changes which affect a number of classification titles in the City's Basic Classification and Compensation Plans. Resolution No, 2015 -026 r'ege 1 of 7 H. Aligned with the goals of restructuring the City's current Information Services organization to reflect a progressive and responsive structure that is focused on enhancing service delivery and reflects Industry best practices, the City Manager proposes the City's IT Assessment Steering Committee recommendations to add the full -time classification title of Chief Technology Innovations Officer (EM) (see Exhibit A) in the Basle Compensation and Benefit Plan for classes of employment designated as Unrepresented Executive Management (EM), and to add the full -time classification title of Project Management Officer (AM) (see Exhibit E) in the Position Classification and Pay Plan, to advance the City's IT vision and support the Information Technology Strategic Plan (ITSP) 5 -year Roadmap, I. To assist in focusing our resources towards programs and activities with the greatest potential to successfully achieve our budget vision and Purpose, the Executive Director of Finance and Management Services proposes adding the full -time classification title of Budget Supervisor (AM) (see Exhibit E) in the Position Classification and Pay Plan. J. To Increase communication and effectiveness with risk management, the Executive Director of Personnel Services proposes adding the full -time classification title of Risk Management Coordinator (UC) (see Exhibit B) to the Position Classification and Pay Plan, to provide a level of analysis and technical expertise beyond the scope of the City's current job classification assigned to coordinate liability claim investigation and resolution functions, insurance procurement and loss control activities. K. In order to enhance project and service delivery and achieve operating efficiencies through improved alignment between titles and evolving business processes throughout the Public Works Agency, the Executive Director of Public Works proposes adding the following full -time classification titles to the Position Classification and Pay Pian; 1, Community Liaison (see Exhibit F) will interface with the public and with property owners /occupants affected by infrastructure projects to ensure timely notification, substantive consideration of project impacts to commerce and quality of life, feasible mitigation of impacts, first point of contact for responsive review and resolution of public concerns relating to Public Works projects and programs; Resolution No. 2015.026 Page 2 or 7 2. GIS Systems Analyst /Programmer (see Exhibit F) will collaborate to develop and implement Citywide Geographic Information Systems (GIS) standard operating procedures for recording and maintaining spatial data with reference to City assets, public infrastructure, and patterns of use and points /areas of Interest to the general public, Council and staff. This position will also ensure data quality and timely updates and provide geospatial analysis for policy and project development and review; 3, Maintenance Enterprise Administrator (AM) (see Exhibit E) will participate in and oversee Maintenance Division organizational studies, budget development, administration and forecasting with broad responsibility for operational, fiscal, and human resources process optimization; 4. NPDES Manager (see Exhibit F) will coordinate intergovernmental relations, Including permit terms and program funding, to ensure long- term alignment of City /Agency efforts with applicable mandates and community interest relative to the National Pollutant Discharge Elimination System (NPDES); 5. Public Works Project Manager (see Exhibit F) will serve as the single primary point of contact and coordination for all phases of Public Works projects, relieving engineers of most project management duties and ensuring timely and efficient completion of Council approved projects; 6. Safety Coordinator (see Exhibit F) will create and maintain safety - oriented loss minimization plans, identify and coordinate job, location and task - specific training to Public Works staff; deliver and /or coordinate safety training and report regularly to and collaborate with the City Safety Committee on agency - specific and citywide opportunities for worker health and well -being through workplace safety; and, 7. Senior Water Services Supervisor (see Exhlbit F) will oversee field maintenance personnel and activities for Water and Sewer systems service, maintenance, and improvement, L. In keeping with the City's practice to assign job titles that reflect the duties and responsibilities of the classification, and are consistent with other classifications within the City's organization structure, the Executive Director of Finance and Management Services recommends job classification titles in Fleet Services be changed, with no change In Resolution No. 2015 -026 Page 3 of 7 compensation, In the Position and Classification Pay Plan (See Exhibit F) as follows: 1, Fleet Equipment Supervisor to Fleet Services Supervisor; 2. Fleet Equipment Technician I to Fleet Services Technician I; 3. Fleet Equipment Technician II to Fleet Services Technician 11; 4. Fleet Equipment Technician III to Fleet Services Technician III; and, 5, Senior Fleet Equipment Supervisor to Senior Fleet Services Supervisor. M. In keeping with the City's practice to assign job titles that reflect the duties and responsibilities of the classification, and are consistent with other classifications within the City's organization structure, the Executive Director of Parks, Recreation and Community Services recommends job classification titles in Park Services be changed, with no change in compensation, in the Position and Classification Pay Plan (See Exhibit F) as follows; 1, Park Maintenance Inspector] to Park Services Inspector I; 2. Park Maintenance Inspector 11 to Park Services Inspector 11; 3. Park Maintenance Supervisor to Park Services Inspection Supervisor; and, 4. Senior Park Maintenance Supervisor to Senior Park Services Inspection Supervisor. N. in keeping with the City's practice of assigning job titles that reflect the duties and responsibilities of the classification, and are consistent with comparable job titles in the current labor market, the Interim Community Preservation Manager recommends the Community Preservation Division of the Planning and Building Agency be renamed the Code Enforcement Division and that the job classification titles in that division be changed, with no change in compensation, In the Position and Classification Pay Plan as follows: 1. Community Preservation Coordinator to Code Enforcement Coordinator (see Exhibit E); 2. Community Preservation Inspector to Code Enforcement Officer (see Exhibit F); 3. Community Preservation Manager to Code Enforcement Manager (see Exhibit E); Resolution No. 2015 -020 Page 4 of 7 4, Community Preservation Technician to Code Enforcement Technician; and (see Exhibit F); and, 5. Senior Community Preservation Inspector to Code Enforcement Supervisor (see Exhibit F), 0. In keeping with the City's practice of assigning job titles that reflect the duties and responsibilities of the classification, and are consistent with comparable job titles in the current labor market, while ensuring that the compensation properly aligns with the compensation of other middle management classlflcatlons In the City and in the labor market, the Executive Director of Personnel Services recommends changing the job classiflcatlon title of Information Services Manager (MM) to Information Services and Network Manager (MM) and adjusting the compensation (see Exhibit E). P. It is now desired to rescind Council Resolution Nos. 2015 -001 and 2015 -008, reestablish the City's Basic Classification and Compensation Plans, and affect the aforementioned changes, Section 2. That Resolution Nos. 2015 -001 and 2015 -008, as amended, are hereby rescinded in their entirety. Section 3. This Resolution is operative from and after July 1, 2015. ADOPTED this 16'h day of June, 2015. APPROVED AS TO FORM: Sonia R, Carvalho City Attorney By: �al /CG I - G1.�'-�'✓�` Sonia R. Carvalho Resolution No, 2015 -026 Page 5 of 7 AYES: Councilmembers: Amezcua Benavides Martinez Pulido Revna Sarmiento Tinalero (7)_ NOES: Councilmembers; None (0) ABSTAIN: Councilmembers; None (0) NOT PRESENT: Council members: None (0) CERTIFICATE OF ATTESTATION AND ORIGINALITY I, MARIA D. HUIZAR, Clerk of the Council, .do hereby attest to and certify the attached Resolution No. 2015 -026 to be the original Resolution adopted by the City Council of the City of Santa Ana on June 16, 2015, Date: � 1�yo ! ✓EEO: 0" Clark of the Council City of Santa Ana Rosolutlon No, 2016.026 Page 6of7 Resolution No, 2015 -026 Page 7 of 7 EXHIBIT A THE BASIC COMPENSATION AND BENEFIT PLAN FOR CLASSES OF EMPLOYMENT DESIGNATED AS UNIREPRESENTED EXECUTIVE MANAGEMENT (EM), Unrepresented Executive Management (EM) Basic Compensation and Benefit Plan Effective July 1, 2015. Section 1. Executive Manaa ©went (EM) Clasej IpatIans and Compensation Plan. A. Unrepresented Executive Management fLIAl).Employee Classifications Assistant City Manager (EM) CHIEF TECHNOLOGY INNOVATIONS OFFICER (EM) -- NEW TITLE EFFECTIVE, 711 /15 Deputy City Manager (EM) Police Chief (EM) Executive Director of Community Development (EM) Executive Director of Parks, Recreation and Community Services (EM) Executive Director of Personnel Services (EM) Executive Director of Planning and Building Safety (EM) Executive Director of Public Works (EM) Special Assistant to the City Manager (EM) B. Schedule of Salaries. A schedule of salaries showing salary rate ranges for classificatlons of employment designated as unrepresented Executive Management (EM), Is attached hereto as attachment "I" and made a part hereof as though set forth in full herein, The schedule for unrepresented Executive Management (EM) classifications and effeptive dates is listed as follows: Salary Schedule Unrepresented EM Classifications —,_ No, _ Effeotive pate Assistant City Manager (EM) EM -39 02/01/2.016 CHIEF TECHNOLOGY INNOVATIONS OFFICER (EM) EM -35 07/01/2015 Deputy City Manager (EM) EM -41 02/01/2015 Police Chief (EM) EM -47 02/01/2015 Executive Director of Community Development (EM) EM -33 02/01/2016 Executive Director of Finance and Management Services (EM) EM -37 02/01/2016 Executive Director of Parks, Recreation and Community Services (EM) EM-37 02/01/2015 Executive Director of Personnel Services (EM) EM -33 02/01/2015 Executive Director of Planning and Building Safety (EM) EM -42 02/01/2015 Executive Director of Public Works (EM) EM -38 02/01/2015 Special Assistant to the City Manager (EM) EM-37 02/01/2015 The unrepresented Executive Management (EM) salary schedule contains numerous salary rate ranges, each range comprised of Fifteen (15) separate rates of pay shown in monthly amounts, The rate ranges are Identified by a two-digit number preceded by the capital letters "EM" for Executive Management. The separate rates of pay or steps within each salary rate range are identified by the numbers "1" through "15" Inclusive, with Step "1" being the lowest or minimum rate of the range, Step "S" the middle or midpoint rate of the range, and Step "17 being the highest or maximum rate. irminal Ciassi,fcations, 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 Management (EM) classifications of employment when vacated by Its last remaining Incumbent, No new appointment may be made to a classification that has been designated as terminal. Section 2 Special Pay Additives and Compensation Pro is s. Bilingual_ Skill Pay. Qualified employees who are assigned to positions Involving the regular and frequent use of bilingual skill In both English and either Spanish, Vietnamese or any other language designated by the City Manager will be paid in the highest amount as available to represented management employees. Incumbents of positions where bilingual proficiency is essential to the performance of duties and responsibilities of a critical and/or emergency nature, or of positions where bilingual public contact is a major, essential or integral element of the work being performed, will be paid In the highest amount as available to represented management employees. Section 9. Admlllstratio arAA ilcabil» of the Compensation Plan A. Unless specified otherwise herein, unrepresented Executive Management (EM) employees will be subject to the same charges in compensation plan provisions, including but not limited to, sick leave maximum accrual; bereavement leave; holidays; longevity vacation cash out; health and dental insurance; access to participation in the City's Vision Plan; rotiromenl; Pailrament Health Savings Plan; and work v +reek schedule, as provided In the highest amount as available to represented management employees on or after January 1, 2015. E, Com ;,lsation Plan IYYlmfemenlation, Upon implementation of the basic salary schedule set forth In Sub- section 13, of this Resolution, a current Incumbent of on Executive Management (EM) classification listed herein above will be placed at the monthly rate In the assigned salary rate range which matches the incumbent's assigned base monthly salary rate on the day preceding the effective data of this Resolution C, -Hit IC jrIgjEU_P_q lo y, A newly hired Executive Management (EM) employee will be compensated at a monthly rate within the lower third of the salary range (Steps 1 through G) for his /her job classification as authorized by the appointing authority. When economic conditions, unusual employment conditions, or exceptional qualifications Of a candidate for employment indicates a higher rate would be in the City's best interest, the City Manager may authorize compensating the now employee within the middle third of the salary range (Steps 6 through 10) but the higher starting salary will generally not be above Step 6. D. Rotes of Pav for Temtorary, and Part -Time Work. When an employee is Hired in an Executive Management (EM) classification on a temporary basis, which Is defined as employment with an anticipated duration of less than six (6) months, or an employee is hired in an Executive Management (EM) classification on a part-time basis, which Is defined as employment of forty (40) hours or less per seml- monthly pay period, the employee will be paid at a rate per hour for actual time spent in the duties of his or her employment. Rate per hour will be computed to the nearest whole cent by dividing the classification's standard monthly rate of compensation by 173,33, A computation resulting In exactly one -half (1 /2) cent will fix the rate at the next higher whole cent, E. Service. The word "service" as used in this Resolution will be deemed to mean continuous, full -time service In the classification in which the employee Is being considered for salary advancement, service in the 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 (1'r) working day of the month will not be credited with "time in service" for that month when determining the length of service required for salary step advancement, A lapse of service by an Executive Management- (EM)- et�pldyee -fora- period- a�tirrre- lorrgarthan� ten- (10)- calendardays-by reason of resignation, quit, or discharge, will serve to eliminate the accumulated length of service time of such employee for the purpose of this Resolution. F. Aoolntmont or Promotion of Cent EmoloveP, An employee who is appointed or promoted to an Executive Management (EM) classification from a represented management or non - management classification of the City service will be placed at a salary rate In the Executive Management (EM) salary rate range which provides a minimum of a five percent (5 %) pay increase. G. Reduction In ,Pay, An Executive Management (EM) employee may receive a reduction In salary on the basis of unsatisfactory work performance, conduct or other reasons at the discretion of the City Manager. H. Temporary llD rag de to an Executive Management (EW Classiflootion. Regular employees of the City who are incumbents of classes of employment not included in this Resolution and who are temporarily upgraded to an Executive Management (EM) classification will receive a five percent (5 %) increase or the minimum rate of the Executive Management (EM) salary range, whichever is higher, In accordance with current upgrade provislons• I, Reallocat10 , of Salary Rate Rag gs, When an employee is in an Executive Management (EM) classification which is reallocated from the current salary rate range to a different salary rate range, the employee wlll retain the same salary step he or she held prior to the reallocation. The wnployee will retain credit for length of service in such salary step towards advancement to the next higher salary step. J. )LB9 JIjIg, in special circumstances the City Manager may approve compensating an employee in excess or the salary range of the classification to which he or she Is assigned by "freezing" the employee's salary at the current rate. In such cases, Incumbents will not receive step increases or current and future general "across - the- board" salary adjustments scheduled for other classes until the salary level is equal to or greater than the "frozen" salary far the assigned classification. K, Z -Rati , A Z -Rate is a special salary rate established by the Clty Manager which allows an employee who has been reclassified to a classification at a lower salary rate range to be paid at a rate of pay higher than that assigned to his or her reclassified position title for a specified transition time paned. Section 4, health and y( iQ fare Boglts. The following optional insurance benefits available to Executive Management (EM) employees are provided through a cafeteria plan adopted In accordance with the provisions of Internal Revenue Code § 126, The City will contribute to the cafeteria plan In the highest amount as available to represented management employees. Since the City contracts with CaIPERS for medical Insurance, the amount described above will include the CaIPERS statutory minimum paid by the City, A. Medical insurance. Eligible Executive Management (EM) employees may select any of the inedloai insurance plan options offered by CaIPERS, a, Deter tal ingur Eligible Executive Management (EM) employees will have the ability to select either an FIMO or PPO dental insurance plan, C. Vision insurance, Eligible Executive Management (EM) employees will have the ability to select vision insurance coverage through the City's insurance provider, D. Cash,40 -1-ieu of Benefits, Executive Management (EM) employees will be eligible to receive cash (subject to taxation as wages) through the cafeteria plan If they either opt -out of receiving one of the optional benefits provided through the plan or if they choose optional benefits that do not cost as much as the maximum dollar amount they receive through the plain• E, Employee Contr ;tbutions�fo t3eefits, if an Executive Management (EM) employee chooses optional benefits whose aggregate premium cost exceeds the maximum City Contributions to the Cafeteria Plan, the City will automatically deduct the excess premium amount on a pre -tax basis from the employee's regular payohecK F. Disability Insuranoe, The City will pay one hundred percent (100 %) of the premium cost for a long -term disability insurance plan under the policy It maintains on behalf of its employees in order to provide Executive Management (EM) employees a monthly benefit of sixty -six and two- thirds percent (66 213) of base monthly salary (insured payroll), less offsets contained In the existing plan, to a maximum monthly benefit of $5,000, G, I.[fe Insurance „and FccicJantal (each & Pon1,pss All&PL . The City will pay one hundred percent (100 %) of the premium cost for term life and AD&PL Insurance coverage under the policy It maintains on behalf of its employees in order to provide Executive Management (EM) employees with life and AD &PL insurance coverage In an amount equal to three times the employee's annual rate of salary to a maximum of $300,000 provided Executive Management (EM) employees can provide evidence of insurability for coverage above $150,000 if so required by the terms and conditions of said term life and AD &PL insurance policy, In the event an Executive Management (EM) employee Is determined to be ineligible for said Insurance coverage, the City will attempt to provide as much coverage as may be obtained at a reasonable cost without having to provide evidence of insurability. Section 5, Leave Accruals and Cash-Out Provisions. A, Paid Holiday Time Off. Executive Management (EM) 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 twelve (12) holidays during each year: January 1st; third Monday in January; third Monday in February; last Monday in May; July 0; first Monday in September; November 11th; Thanksgiving Day and the day immediately - following- (Friday);- Bhrfstitra6- f-7ay; the -last - warkirrg- day- befare`Christmas Day (unless Christmas Day falls on Thursday, 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. B, Vacation Time Off, Executive Management (EM) employees will be granted regular and longevity paid vacation leave on the same basis as provided to represented employees of the City, with the exception that such affected employees will be granted: 1, Regular 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. 2. An additional five (5) working days per year over the regular and longevity vacation accruals applicable to represented employees of the City. Affected Executive Management (EM) employees must take at least five (5) consecutive days of vacation leave each year. C. Lo evt Vagat n Credits for Newly- I-lirgdw Executive Management EM) jmploye ,s. The City Manager is authorized to grant to a person newly hired by the City to a position designated as Executive Management (EM), longevity vacation credits in the form of years of service to the City up to a maximum of 20 years. The credits will be counted as completed years of service with the City for the purpose of calculating longevity vacation accrual only. The longevity vacation credits will be added to the years of service actually completed with the City of Santa Ana by the employee to establish total years of service for the purpose of calculating longevity vacation, D. Lonaevitv and Vacation Pay Option. Once per fiscal year, Executive Management (EM) employees wfll be divan the option to receive cash compensation, computed on a straight time basis, in Ileu of up to five (5) working days of earned, unused vacation benefits set forth In Section B. E. S ck Leave Cr dits for New Hires, The City Manager is authorized to grant a newly appointed Executive Management (EM) employee sick leave credits up to an amount equal to any earned but unused sick leave credits available to such appointee at the time of his or her separation from his or her most recent previous employer. F. Payment for UUW5ed Sick L ae, Executive Management (EM) employees will be granted payment for unused siok leave on the same basis as provided to Santa Ana Management Association (SAMA) represented employees of the City. G. Paid or unpaid Adm1nistMtliye Leave Policy, The City Manager Is authorized to grant, at his or her discretion, paid or unpaid leave for Executive Management (ENI) employees, Section 0. Retirement Plan Contribgt M, A. The. terms of the existing contract between the City and California Public Employees' Retirement System (CaIPERS) governing the City retirement benefits of Executive Management (EM) employees covered by this Resolution are Incorporated by reference herein. The City will make contributions to CaIPERS in accordance with Its contract with CaIPERS for employees covered by said contract as amended, B. 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The City agrees to provide Executive Management (EM) employees covered by this Resolution, and who are defined as Classic Miscellaneous Members under the California Public Employees' Pension Reform Act (PEPRA). of 2018 (AS840), with the 2.7% at 55 Service Retirement benefit, C. Payment of 2.71/a at 66 Service etirement Benefit, Classic Miscellaneous Executive Management (EM) employees covered by this Resolution will contribute eight percent (6 %) of CaIPERS reportable compensation toward the employer cost of the 2.7% at 55 enhanced retirement formula. Thla payment will be implemented as cost - sharing pursuant to Government Code Section 20516(f). Pre - Taxable Benefit. To the extent permitted by CaIPERS and Internal Revenue Service regulations, this eight percent (8 %) employee contributlon will be implemented through payroll deductions on a pre-tax basis. C1. 2.0 °in at ,t`i�2 Service Retirement Benefit for Now Mlscollana'a LL bors. The City agrees to provide Executive Management (EM) employees covered by this Resolution who were appointed to their classification on or after January 1, 2013, and who are defined as new members under the California Public Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 2.0% at 02 Service Retirement benefit. E, paytpenf of 2.0 °� at,,,f _,5ovice 3etlroment,l3egofIt. Executive, Management (EM) employees defined in 6.D. (above) will contribute at least 50% of normal cost of the 2,0% at 62 retirement benefit, Pre-Taxable Benefit. To the extent permitted by CaIPERS and Internal Revenue Service regulations, the City will make the above employee deductions pre-tax contributions. F. 3% at 50 Service Retirement Benefit for Classic SaPaty Members, The Clty agrees to provide Executive Management (EM) employees covered by this Resolution, and who are defined as Classic Safety Members under the Californla Public Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 3% at 60 Service Retirement benefit. G. Payment of 3.0% at 50 Service Retirement Benefit, Classic Safety Executive Management (EM) employees covered by this Resolution will contribute nine percent (9%) of CaIPERS reportable compensation toward the employer cost of the 3.0% at 50 enhanced retirement formula. This payment will be implemented as cost - sharing pursuant to Government Code Section 20516(f), ire- T,k1ble Benefit. To the extent permitted by CalPERS and Internal Revenue Service regulations, this nine percent (9 %) employee rontributlon will be Implemented through payroll deduction on a pre -tax basis, provide Executive Management (EM) employees covered by this Resolution who were appointed to their classification on or after January 1, 2013, and who are defined as new members under the California Public Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 2,7% @ 67 Service Retirement benefit. I, Payrnent of 2,7% at 57 Service Retirement Benefit, Executive Management (EM) employees defined In 6,H. (above) will contribute at least 60% of normal cost of the 2.7% at 57 retirement benefit, Pre - "I axable Benefit, To the extent permitted by CalPERS and Internal Revenue Service regulations, the Cltywill make the above employee deductions pre -tax contributions. J. Final Compensation for F?ensjgn Iculatioi7. Final compensation for Classic Safety and Classic Miscellaneous Members will be based on the highest annual average compensation earnabie during the 12 consecutive months Immediately preceding the effective date of his or her retirement, or some other 12 consecutive month period designated by the member. Final compensation for Safety and Miscellaneous Members who are defined as New Members under PEPRA will be based on the highest annual average compensation eamable during the 36 consecutive months Immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. K. Nlllitary Service Credit as Public, 5gty"jge, An Executive Management (EM) employee covered by this Resolution will be permitted to purchase up to four (4) years of service credit for any continuous active military or merchant marine service prior to employment, The cost to purchase this service credit is subject to CaiPERS Regulations and calculated using a present value method. L„ Deferred „f3allrnfn,Q (Mgr Classic Safety prid Classy iscellaneort Memel e�@ as do fined in Section B and F (above), The City will continue to make payments to CaIPERS on behalf of each eligible affected employee in an amount necessary to pay one hundred percent (100 %) of his or her individual retirement contribution which is equal to eight percent (8 %) of reportable compensation for Classic Miscellaneous Members and nine percent (9 %) for Classic Safety Members. Such payments will be credited to the individual employee's CalPERS account, Such payments are not an Increase in base salary and no salary rate range applicable to any of the employees covered by this Resolution will be changed or deemed to have been changed by reason thereof. As a result, the City will not treat these payments as ordinary income and thus will not withhold federal or state income tax from said payments. The City previously received a ruling from the Internal Revenue Service confirming that such payments are deferred compensation and not ordinary income. In the event that the City receives a new ruling from the Internal Revenue Service that such payments are ordinary Income of the employees Instead of deferred compensation, the City's obligation to make such payments will discontinue and in place thereof the reportable compensation of each Classic Miscellaneous Member eligible for the 2,7% at 66 Benefits Formula will be increased by eight percent (8 %) and each Classic Safety Member eligible for the 3% at 60 Benefits Formula will be Increased by nine percent (9 %). For the purpose of reporting an employee's compensation to CalPERS, the City will Include these payments as If they were a part of the employee's reportable compensation. Section 7 Tuition RelrnbursemenL Executive Management (EM) employees are eligible to padicipate in the Training and Education Assistance Program provided for all regular, full -time employees of the City. Reimbursement will be based on the cost of tuition, required enrollment/reglstration fees, miscellaneous fees (health, parking, student union fees, etc.) and all required texts, eBooks and related material for each course. Maximum tuition reimbursement will be paid in the highest amount as available to other represented employees. Section £i, Medical Retiromolpk Sub�id Plan, A. The City's current annual contribution towards the Medical Retirement Subsidy Plan for Executive Management (EM) employees covered under this Resolution is 116% of the base salary, which is based on the first payroll period in October and deposited no later than October 31't of each year. B. The plan will be administered by the City, at no cast to Executive Management (EM) employees pursuant to the written directives of Executiva Management (EM) employees. The funds contributed by the City will be maintained in such a mannor as to ensure that the finds are Invested In a reasonably secure plan that boars a reasonable rate of interast/growth given current financial markets, For purposes of this Resolution, Investments made pursuant to the then current Statement of investment Policy for the City of Santa Ana, will be deemed to meet the requlrements of this section. This program is for medical Insurance premium reduction only. C. Effective November 28, 2011, the Clty adopted a resolution authorizing Implementation of the "Vantage Care" Retirement Health Savings Plan (RIMS), which designated ICMA•RC as the administrator of the plan. 1. The City agrees to amend the current contract with IOMA -RC to allow unrepresented Executive Management (EM) employees to participate in the Retiree Health Savings Plan upon approval of the majority of Executive Management (EM) employees. 2. Upon establlshment of the RHS and adoption of the RHS plan by Executive Management (EM) employees, and upon instructions from Executive Management (EM) employees the City's annual contribution of 1.75% deposited In the Medical Retirement Subsidy Plan will cease. Concurrently with said cessation, the City will Increase the bass pay of each Executive Management (EM) employee by 1,25% with said amount being deposited into employees' individual RHS accounts each pay period. This 1.25% increase In base Is inMlleu of the Annual City Contribution of 1.75% pald to the Medical Retirement Subsidy fund In October each year. 3. If said RHS Plan is established after the annual payment of 1.75% into the existing Medical Retirement Subsidy plan has been made, the salary adjustment and deposit into the RHS of the 1.25% described in paragraph S.C.2. above will be effective July 1, 2015. A, Upon approval to participate in the RHS, Executive Management (EM) employees will determine how the existing Medical Retirement Subsidy Plan funds will be distributed among its membership and, if applicable, its retired members. Executive Management (EM) employees will dissolve the existing Medical Retirement Subsidy plan by June 30, 2016, unless said deadline has been extended by mutual agreement of Executive Management (EM) employees and the City. Section 9, Auto Allowance. With the exception of the Police Chief who receives a City vehicle, the City will contribute five hundred dollars ($500) per month to each Executive Management (EM) employee to offset reasonable and necessary expenses for the operation, maintenance and Insuring of an automobile. in Ileu of receiving five hundred dollars ($500) per month, the employee may request and be provided with an optional vehicle. This provision is in accordance with and as specified In Section 2 -300, Division 1, Article IV, Santa Ana Municipal Code, Section 10 Deferred Compensation, The City has established and maintains a deferred compensatlon plan pursuant to the provisions of Section 457(b) of the Internal Revenue Code, Executive Management (EM) employees covered under this resolution, at his or her sole discretion, may defer to have deposited Into the City's 457(b) plan a portion of his or her compensatlon up to the maximum amount permitted by law. The City is desirous of establishing a 401(a) deferred compensation plan, As permissible by law the City will establish a 401(a) deferred compensation plan at a future date. Executive Management (EM) employees covered under this resolution, at his or her sole discretion, may defer to have deposited Into said 401(x) plan upon its establishment a portion of his or her compensation up to the maximum amount permitted by law. All contributions Into the 457(b) and 401(a) plan are voluntary employee contributions and will meet the requirements of the Internal Revenue Code. agement evaluation system are as follows: 1.1 Purpose. The basic purpose of the performance - based evaluation system Is to help attract, retain and motivate highly competent Executive Managers and to provide them with a strong incentive to excel. 11.2 Specific Corp ensat cn eter ination. A. The City Manager Is hereby given the authority to set the individual compensation, to make adjustments thereto and to make appointments at any salary within the established range for all executive positions except the City Manager, the City Attorney, and the Clerk of the Council, which will be made by the City Council. B. The City Manager will establish performance criteria and appraisal guidelines to be utilized in setting individual compensation for Executive Management (EM) employees. C. After the salary of an employee has been first established and fixed under this plan, salary advancement through the remaining steps of the 15 -step salary rate range will be based on the results of an annual performance evaluation. 11,3 Evaluation System Component s. The evaluation :system will be comprised of the following components: A. Annual QblectivQs, The system will Include a list of outcome - based, measurable objectives to be achieved which have been mutually agreed upon between the appropriate appointing authority and each Individual manager subject to his or her authority. A relative weight will be assigned to each objective listed with a minimum weight of 10% and all musttotal 100 %, B, Manacerlal Behaviors. In addition to his or her performance in achieving agreed upon objectives, each Executive Manager will also be evaluated for his or her managerial behavior performance, including such behavior as communication (oral or written), analysis and problem solving, decieion- making and judgment, planning and organization, management control, leadership, Interpersonal relations, time• management, technical knowledge, handling of stress, etc, 1 J Eerform ace Evp do Gui ellnes. A. The City Manager will annually evaluate the performance of each of his or her Executive Management (EM) employees annually to determine their individual eligibility for a performance Increase and how much, if any, Increase will be given, Such annual performance evaluation will occur once a year and will cover the twelve month period preceding that date, Additionally, at least one informal mid -year progress review will be held between the City Manager and each of his or her Executive Management (EM) employees. B, Performance Ratings, Each manager's performance in relation to his or her agreed upon annual objectives and managerial behaviors will be evaluated according to the following performance rating scale; Po' t Ratjnq Performance Levels Significantly Exceeds Expectations: Consistently exceeds all objectives requirements and expectations by a wide margin. Exceeds Expectations: and exceeds several. Meets Expectations: Meets objectives and requirements, Below Expectatlons: Fails to meet some objectives and requirements. 1 Unacceptable; Performance required. Is significantly below the minimum 11.5 Performanoe -Based Salary Adjustments, Each Executive Management (EM) employee may be eligible to receive an annual performance - based, in -range salary Increase and1cr one -time monetary payment based on a percentage of current annual rate of base salary, or be subject to a performance -based salary reduction, In accordance with the following: A. For overall performance rated as "Significantly Exceeds Exportations," either stop Increases or one -time monetary payment or a combination of step Increases and one -time monetary payment not to exceed seven and one -half percent (7.6 %) in toto. B. For overall performance rated as "Exceeds Expectations," either step increases or one -time monetary payment ore combination of a stop increase and one- time monetary payment not to exceed five percent (5 %) In Coto. C. For overall performance rated as "Meets Expectations," a one -time monetary payment In an amount up to but not to exceed two and one -half percent (2.5 %) of current annual rate of base salary or advancement of one step (2,5 %) within the salary rate range, D. For overall performance rated as "Below Expectations," no performance salary increase or monetary Incentive payment, E. For overall performance rated as "Unacceptable," no performance salary Increase or monetary incentive payment. Additionally, any Executive Management (EM) employee who has received such a rating and who is being paid at a step higher than the minimum rate of the salary rate range, may be reduced by one or more steps at the discretion of the City Manager. F. �Q Ip.lgatlagof Guideilpes. 1. If an Executive Manager who is recommended for a performance increase is at the maximum of his or her salary rate range, then the entire performance Increase must be awarded the equivalent amount in a one -time monetary incentive payment. 2. Any one -time monetary incentive payment granted under this plan Is not an Increase in base salary and no salary rate range applicable to any management employee covered by this Resolution will be changed or deemed to have been changed by reason of such payment. 3. The City Manager will be responsible for the development and administration of detailed administrative procedures and guidelines for the consistent and effective application of the unrepresented Executive Management (EM) performanco -based evaluation system. Such procedures and guidelines will define how performance Objectives, measures and standards are developed; when and how performance reviews are to be carried out; how performance component ratings and composite ratings will be scored; and how performance salary Increase and monetary Incentive payment options are to be exercised. Sectign'J2,_Mi cellaneous Provisions A. Catastrophic Leave Donation, Executive Management (EM) employees will be eligible to donate and receive catastrophic leave donations as provided to all other represented employees. B. Eieotronic Dev_iae_at�penrl. Executive Management (EM) employees who use their own personal electronic devices for City business in Ileu of receiving a City owned device will be eligible to receive a stipend at a level matching that received by SAMA employees, C. gftL U .[- egresent@A, xacut9vo Man ag meet (EM Fmoloy_ee Rights , and E lvileges. Each employee in a classification of employment designated in Sub - seotion 1,A, of this Resolution as unrepresented Executive Management (EM) will continue to enjoy the same rights and privileges to which they were entitled under Resolution 61 -� 006 unless otherwise amended, altered or eliminated herein. 7 K �F tt'� eo W m ti r N M tl 41 h• fA 0J N M v 4p 0 h M 0 uhl N N N iV N N N 47 Mr M M M �' 't LW w U) uwww wwwtuwwwua ww u1 7w4uw ww `0 N in J N M W N N OOi I� dM' [ cgrl•'. (p�p� (.+M(+-��• 't�'t}}J IY•Y (O~yi 'Nhp tOnJ (N� CN,� (M� pi 1!) M N D) N M h r 1p0gJJ �w�..•JJ' �pp �j I•- 1n M •• h` N tp N N n hp. � I� �Ny In � N� `�j �i K� N b 1p (•- e}' �Hj• pp�� �p r Y r r r Y r r Y•• N }5ry; ,YJ Y' r �" r r- t'• Y" W Wpp Y- Y Y Yy�' Y Y S"• Y Y V�^y [-' r W M, sm `'�Y CMFJ N C7 0 Y `f N N (N� Nr h h W N m O Vl o w OY poi W Sn obi O D O G] .N+ N N N (©cl tl' v to to tP Imo. h W arl 6 r r rp r r r r Y r r x- - m•• r LO CA N © G tp CY f �I h- N YY' N 4') I� p M d eY I� M In ®r N fn N M 10 UJ '+. W Ot dd]] qI ^ CJ gi x� t- N N N M M M 'tl' «YY" LO W CO LO m r h tp h h' ��� � Y W r- r r r r r vV-• r -• r ^ 4 W W © M 0> 0 M 00 0 o W 4 (fl ,^ M M cw-� �w�.,• e• N h- MN �p eF� M p N p1 m •6�)• uJ M N o '•'° U al to R 0 N G7 O r r .- a vN•• N N r r �- r r r r r M <i' Y r r r' I� t¢nJ W f� �-• r r r r W r •.- r 4 rnLU (n Q 0� 005 OWW lCDJl 4ry m fb wM-' fp O (P h VMi c7 H• N n � h o! M Ito��Nt M to (r� 4�0 4N? iQ�jf N " C4 W W pY 0} m o o P C5 o r r r r `cY �MNp � � iin m � h O vl .r- aN- eN° rrh, .�-- �-• 0 N N �- h N nl N, v -0 mto� .C' 0 W Stl W W R 0 Of ? R b O C� M M to Y r C/) LL O p��� h ,iy Vf) W U N tl• ti Ooi rrWS N GN• h pNJ N Ip � rM V f� p� Mi to 0 ti hp Nq~�' � � � qNi M h 'q' 1+ SO W W M 0i C11 97 6l O- b O b v- r• w^ tY �- Y rte-• vqm- N N M M r+ r r r M 'q' 'q' to lft 45 W 4J r �-• r `*• t^ eC�J^S -� to ��yy pmt O N rh• M G M �'1' h pt-�• N V? W O fM1p4 Mr •r• h W W OJ N 4A o N pi Yp-�� OJ OQ Q N ` 0 r a- r- rNM• v'• "' v- r•• r r' SJ ¢' m fO� �Oy� �w. �Nr M1� O m h � oi{ iT t m n cOp rN� N q�q'' O M p1 05 Cr h. cii cJ wl' I� V1 (\ V'i UJ Ol cp O c0 ..M- 'q• N N cQ�-�J •hN'1' Ir M M M V d' V' IfJ IfJ to N. W W g O r r r N «� N D W N h mmm lil M[� IvQvfl�� N O `• 1(J KF M V' to tOy h h it h W cA �i �� m O C 4 r n N N N DI"7 �' •�' dh• W�� O r M M (N� •a4 �.n M �J �p n q N n 1 � (~0 to III t� M W 2 W W N tri pJ ER G Ion',? rN-� r� N N N ccJ t"1 C V' to +- cJ rn � w `n N M � I•- d.. IW I.. W V11 t%1 Oi 4i 41) 0 W O � 6 b c N ry N M c�J KJ' 5' - r r r• r•• r r �- Y r .-. .- 7 K �F tt'� eo W m ti r N M tl 41 h• fA 0J N M v 4p 0 h M 0 uhl N N N iV N N N 47 Mr M M M �' 't LW w U) uwww wwwtuwwwua ww u1 7w4uw ww EXHIBIT B CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE CONFIDENTIAL ASSOCIATION OF THE CITY OF SANTA ANA (CASA) CLASSIFICATION TITLE BUDGET AIDE (UC) BUDGET ANALYST (UC) COUNCIL SERVICES SECRETARY (UC) EXECUTIVE ASSISTANT (UC) EXECUTIVE SECRETARY'r01'HE POLICE CHIEF (UC) FINANCE EXECUTIVE SECRETARY (UC) FINANCIAL ANALYST (UC) LEGAL OFFICE ASSISTANT (UC) LEGAL SECRETARY (UC) 6-STEP SA AIR RAT RANGE $4268 -$5449 EFFECTIVE 10/01/14 SRR' Monthly Salary, $3002 -$3631 Mlolmum - Mexlmum 042 $4847 -$5186 658 $5602 . $7024 689 $3741 ,$4777 645 $4919 - $5278 620 $4350 -$6657 016 $4268 -$5449 663 $6370 - $8853 544 $3002 -$3631 588 $3722 - $4763 L�AeifCl "I-1 GLfO1Vl5?'IKCTGESSUR (UC ;) 593 - -- -- $3812 • $4870 LOSS CONTROL ANALYST (UC) 683 $6370 -$6853 LOSS CONTROL TECHNICIAN (UC) 642 $4847- .$6156 MANAGEMENT AIDE (UC) 642 $4847 -$6180 MANAGEMENT ANALYST (UC) 668 $6502 - $7024 MANAGEMENT ASSISTANT (EXEMPT) (UC) 658 $5502 � $7024 PARALEGAL (EXEMPT) (UC) 623 $4415 -$5639 PAYROLL SYSTEMS ANALYST (UC) 70$ $6689 -$8536 PAYROLL TCCHN10IAN (UC) 622 $4393 - $5011 PERSONNEL ANALYST (UC) 663 $5370 -$6853 PERSONNEL EXECUTIVE SECRETARY (UC) 6110 $4142 - $6201 PERSONNEL SECRETARY (UC) 689 $3741 - $4777 PERSONNEL SERVICES RECEPTIONIST (UC) 571 $3423 - $4371 PERSONNEL. SERVICES SPECIALIST (UC) 681 $3594 - $4590 PERSONNEL TECHNICIAN (UQ) 622 $4,393 • $5611 POLICE PERSONNEL SERVICES SPECIALIST (UC) 602 $3984- $6089 RISK MANAGEMENT COORDINATOR (UC) - NEW TITLE EFFECTIVE 7 /1115 648 $4930 • $6291 RISK MANAGEMENT'l'ECHNIC:IAN (UC) 622 $4398 - $5611 SECRETARY TO THE CITY MANAGER (VC) 666 $5449 - $6956 SENIOR BUDGET ANALYST (UC) 607 $6338 - $8089 SENIOR FINANCIAL ANALYST (UC) 707 $6658 - $8494 SENIOR LEGAL MANAGEMENT ASSISTANT (EXEMPT) (UC) 697 $6335 - $8089 SENIOR LEGAL OFFICE ASSISTANT (UC) 671 $3423 - $4371 SENIOR LEGAL, SECRETARY (UC) 610 $4147„ -$5291 SENIOR MANAGEMENT ANALYST (UC) 697 $6338. $8089 SENIOR MANAGEMENT ASSISTANT'(EXEMPT)(UC) 697 $6338 $8089 EXHIBIT B 0a y CITY OF SANTA ANA POSITION CLASSIFICATION AND RAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE CONFIDENTIAL ASSOCIATION OF THE CITY OF SANTA ANA (CASA) CLASSIFICATION TITLE SENIOR PARALEGAL (EXEMPT) (UC) SENIOR PAYROLL. TECHNICIAN (UC) SENIOR PERSONNEL ANALYST (UC) SENIOR PERSONNEL RECEPTIONIST (UC) SENIOR PERSONNEL SERVICES SPECIALIST (UC) SENIOR PERSONNEL TECHNICIAN (UC) SENIOR RISK MANAGEMENT TECHNICIAN (VC) SENIOR WORKERS' COMP, CLAIMS ASSISTANT (UC) SENIOR WORKERS' COMP. CLAIMS EXAM, (UC) SENIOR WORKERS' COMPENSATION SYSTEMS TECH (UC) TRAINING COORDINATOR (UC) WORKERS' COMPENSATION CLAIMS ASSISTANT (UC) N /CRKERS' COMPENSATION CLAIMS EXAMINER (UC) WORKERS' COMPENSATION SYSTEMS TECHNICIAN (UC) -STEP SALARY RATE RANGE EFFECTIVE 101114 SR " Monthly Salary Mlnirnum • Maximum 663 $5376 -$6853 642 $4847 $6186 707 $6656•$8404 589 $3741 -$4777 602 $39$4 -$6089 642 $4847 -$6186 642 $4847 -$6166 617 $4280- $5476 682 $5891 -$7520 627 $4604 -$6749 707 $6656 -$8494 693 $3812 • $4870 662 $5089 -$6495 603 $4003 -$6114 root oto. " Effective 1011114, BRR obsolete dUe to 1,26% Inorease In -lieu of Madlool Rollroment aubsldy. '(UC)" is the paron1hatealiden1flor used to designate classiflaatlon titles as Unafblleted Confidential. Ben We and compensation provisions for classifloatlon titles represented by CASA are by Agreement, and ors mUllned In the Memorandum of Understanding established between the City and Use Bargaining Unit. * " "* This Classiticetlnn and Play Plan was adopted through Resolution on 6/10116, effoolive 7/1116, EXHIBIT CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLE$ REPRESENTED BY THE SANTA ANA POLICE MANAGEMENT ASSOCIATION (PMA) SWORN CLASSIFICATION TITLE POLICE CAPTAIN(RM) POLICE LIEUTENANT (WA) NON-SWORN CLASSIFICATION TITLE JAIL ADMINISTRATOR (RM) 4-STEP SALARY RATE RANI ,Og EFFECTIVE 711113 SRR Monthly SalarV Mlnlmum - Maximum M634 $12223- $141$0 M800 $10350- $11982 5 -STEP SALARY RATE RANGE EFFECTIVE 711113 SRR xw3wxftI,= (�1(0(rrlum � Maximum M813 $110331- $13400 POLICE COMMUNICATIONS MANAGER (RM) M739 $ 7685 -$ 0342 POLICE SYSTEMS IVIANACER (RM) M777 $ 9250 - $11254 rootnolCs "(IRM)" Is (he parenthetical Iaent ter used to designate classlfloation titles as Represented Management, Benefits slid compensation provisions for classlticallon titles represented by pMA are by Agreement, and are outIlb od in the Memorandum of Understanding eslaWished between the City and the 5argalning Unit. ` "" This Clessifloailon and Pay Plan was adopted through Fosolutlbn on 0118115, effaollvo 71115. UHMITP CITY OF SANTAANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED 13Y THE BANTA ANA POLICE OFFICERS ASSOCIATION (PDA) 5 -STEP SALARY RATE RANGE EFFECT UXI 013 §RR NonthjX Salo SWORN CLASSIFICATION TITLE Minlmum - Maximum POLICE OFFICER 690 $6060 -$7365 POLICE SERGEANT 733 $17463 -$9073 S -STEP SALARY J36JE RANGE EFFECTIVE 7!1118 BRR Montly Saar NON -SWORN CLASSIFICATION TITLE Minimum - Maximum ANIMAL SERVICE OFFICER 1 026 $4426 -$6382 ANIMAL SERVICE OFFICER 11 656 $5126 • $6230 BACKGROUND INVESTIGATOR 641 $4764 -$6790 COMMUNICATIONS SERVICES OFFICER 621 $4317 -$5252 CORRECTIONAL OFFICER 641 $4764 -$5700 CORRECTIONAL SUPERVISOR 690 $6060.$7355 CRIME RESEARCH AIDE 652 $5026 - $6110 CRIME RESEARCH ANALYST 076 $6700 -$6937 EMERGENCY OPERATIONS COORDINATOR 710 $6670 -$8109 FIREARMS EXAMINER 697 $6260 - $7609 FORENSIC SERVICES SUPERVISCR 728 $7283 - $8863 FORENSIC SPECIALIST I 662 $5026 - $6'110 FORENSIC SPECIALIST 11 671 $5615 - $6702 PARKING CONTROL OFFICER 591 $3728 - $4633 POLICE ATHLETICIACTIVITIES LEAGUE-` ASSISTANT DIR 620 $14296 - $5226 POLICE COMMUNICATIONS SUPERVISOR 686 $6934 -$7211 POLICE COMMUNITY SERVICES SPECIALIST 641 $4764 - $5790 POLICE EVIDENCE AND SUPPLY SPECIALIST" 624 $4382. $6330 POLICE EVIDENCE AND SUPPLY SUPERVISOR 644 $4834 - $5876 POLICE INVESTIGATIVE SPECIALIST $41 $4764 - $6790 POLICE PHOTQ(VIDEOSPECIALIST 021 $4317 -$5252 POLICE PROPERTY AND EVIDENCE SUPERVISOR 644 $4834 -$5876 POLICE RECRUIT 660 $4978 -$6050 POLICE SERVICE OFFICER 621 $4317 - $5252 POLICF SERVICES DISPATCHER 646 $4882 -$5934 EXHIBIT D Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA POLICE OFFICERS ASSOCIATION (PDA) NON -SWORN CLASSIFICATION TITLE RANGEMASTER SENIOR PARKING CONTROL OFFICER TRAFFIC SERVICES SPECIALIST 6:STEP RY ATE RA C3E EFFEC'C'IVE 711 13 SRR Salary Minimum, Maximum 821 $4317 -$5252 611 $4111 - $5002 841 $4784 -$8700 Coptp-at9 " Ban offte and compensation pravlslona for olasslflcatlon titles represented by POA are by Agreement, and are oull lhad ht the Momorandum of Understanding astablishod balwoon the Clty, and the Horgalning Unit, 0 `rhls Olnssifiontlon and Pay Plan was adopted through Resolutlon on 6216/16, off oadVa 111116, mfu CITY OF SANTA ANA PO$1TION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA MANAGEMENT ASSOCIATION (SAMA) 17-STEP SALSA_fxMTE RANGE 5•STCP SALARY RATE RANGE EFFECTIVE 1010 EFiWCCTIVE 10101,(14 N)�o ,U Sara E M0thly8alaru ADMINISTRATIVE MANAGEMENT CLASSIFICATION TITLE ACCOUNTING MANAGER (MM) Mn,y,I,D . Maximum APPLICATIONS SYSTEMS MANAGER (AM) AM774 $0231 - $11226 APPLICATIONSlTECH SUPPORT MANAGER (AM) AM784 $9697 • $11766 BENEFITS AND COMPENSATION SUPERVISOR (AM) AM734 $7593 - $ 9231 BENEFITS SUPERVISOR (AM) AM723 $7196 - $ 8749 BU ©GET AND RESEARCH MANAGER (AM) AM764 $8792 - $10690 BUDGET SUPERVISOR (AM) EFFECTIVE 711115 AM144 $7973 • $ 9697 COMMUNITY PRESERVATION COORDINATOR (AM) -TITLE ASSISTANT DIR OF PLANNING AND BUILDING (MM) MM -28 CHANGED TO CODE ENFORCEMENT COORDINATOR (AM) ASSISTANT TO THE CITY MANAGER (MM) MM -22 EFFECTIVE7 11116 AM725 $7266 -$ 8334 CORRECTIONAL MANAGER (AM) AM737 $7704 -$ 9366 MAINTENANCE, ENTERPRISE ADMINISTRATOR (AM) • NEW CITY ENGINEER (MM) MM,28 TITLE EFFECTIVE 711118 AM760 $8621410479 PRINCIPAL MANAGEMENT ANALYST (AM) AM734 $7593 - $ 9231 PRINCIPAL PLANNER (AM) AM760 $8621 - $10479 PROJECT MANAGEMENT OFFICER (AM) - NEW TITLE EFFECTIVE711 116 AM784 $9697- $11736 SUPERVISOR OF INSPECT -IONS (AM) AM746 $9012 - $ 9745 WOP.KERS' COMPENSATION SUPERVISOR (AM) AM723 $7196 - $ 8749 17-STEP SALSA_fxMTE RANGE EFFECTIVE 1010 !LRR" N)�o ,U Sara MIDDLE MANAGEMENT T C�LAS5S EICATtON'I "IT Mlnlmum - Maximum ACCOUNTING MANAGER (MM) MM -25 $ 3940 - $18272 ADMINISTRATIVE SERVICES MANAGER (MM) MM -22 $ 8303 - $1.2324 ASSISTANT CITY ATTORNEY (MM) MM -22 $ 8303 - $12324 ASSISTANT DIR OF COMMUNITY DEVELOPMENT (MM) MM -26 $ 9164 -$13601 ASSISTANT' DIR OF FINANCE AND MANAGEMENT SVCS (MM) MM -28 $ 9627 - $14292 ASSISTANT DIR OF PARKS, RFQ, AND CMTY SVCS (MM) MM -26 $ 9164- $13601 ASSISTANT DIR OF PERSONNEL SERVICES (MM) MM -26 $ 9164 - $13601 ASSISTANT DIR OF PLANNING AND BUILDING (MM) MM -28 $ 9627 - $14292 ASSISTANT TO THE CITY MANAGER (MM) MM -22 $ 8303-$12324 BUILDING SAFETY MANAGER (MM) MM -26 $ 9164- $13601 CHIEF ASSISTANT CITY ATTORNEY (MM) MM -30 $1o1;Ls- $1s015 CITY ENGINEER (MM) MM,28 $ 9627- $14292 EX141BIT E Corit'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTAANA MANAGEMENT ASSOCIATION (SAMA) 6-STEP SALARY RATE RANPE EFFECTIVE 16!01114 MIDDLE MANAGEMENT Ct6A8$(FICATION TITLE SR R* MoRtF I Salary CITY TROPIC ENGINEER(MM) MM -25 $ 8940 -$13272 COMMUNITY DEVELOPMENT MANAGER (MM) MM -22 $ 8303- $12324 COMMUNITY PRESERVATION MANAGER (MM) TITLE CHANGED TO CODE ENFORCEMENT MANAGER (MM) EFFECTIVE 711116 MM -26 $ 0164 - $13601 COMMUNITY SERVICESMANAGER.(MM) MM -22 $ 8303 - $12324 CORPORATE YARD FACILITIES /FLEET SVCS MGR (MM) MM -22 $ 8303- $12324 COUNCIL SERVICES MANAGER (MM) MM -22 $ 8303 - $12324 DEPUTY BUILDING OFFICIAL /NEW CONSTRUCTION (MM) MM-22 $ 8303 - $12324 DEPUTY BUILDING OFFICIAUPLAN CHECK (MM) MM -25 $ 8940 - $137.72 DEPUTY CITY ATTORNEY (MM) MM -12 $ 6484-$ 9627 ECONOMIC DEVELOPMENT MANAGER (MM) MM -22 $ 8303 - $1,2324 FACILITIES MAINTENANCE SUPERINTENDENT (MM) MM -18 $ 7522 - $11164 HOUSING DIVISION MANAGER (MM) MM -22 $ 8303 - $12324 INFORMATION SERVICES MANAGER (MM) TITLE CHANGED TO MM -25 $ 8540 - $13272 INFORMATION SERVICES AND NETWORK MANAGER (MM) TO TO EFFECTIVE 7/1115 MM -22 $ $303 - $12324 LIBRARY OPERATIONS MANAGER (MM) MM -17 $ `7338 - $10893 PLANNING MANAGER (MM) MNI -26 $ 9164 - $13601 PRINCIPAL CIVIL ENGINEER (M(vi) NIM -25 $ 8940 - $13272 PUBLIC, WORKS MAINTENANCE MANAGER (NIM) MM -24 $ 8720- $12947 RISK MANAGER (MM) MM -23 $ 8508 - $12633 SENIOR ASSISTANT CITY ATTORNEY (MM) MM -28 $ 9627- $14292 STRATEGIC COMMUNICATIONS MANAGER (MM) MM -19 $ 7708 - $11443 TRANSIT PROGRAM MANAGER (MM) MM -25 $ 894.0 - $13272 TRANSPORTATION MANAGER (MM) MM -25 $ 8940- $13272 TREASURY AND CUSTOMER SERVICES MANAGER (MM) MM-22 $ 8903 - $12324 WATER RESOURCES MANAGER (MM) MM -26 $ 9164 - $13601 ZOO MANAGER (MM) MM-22 $ 8303 - $12324 aQ1q,% ` Sfieotive 1011/94, SRRobsololo dtle to 1.25 % Increase In -IIou of Medical RellrernonI Subaldy, *" "(AM)" Is the pnrsoihotlesl Id anti ller used to designate classillcatlon titles as Adminlstrative ManayemonI, "(MM)" Is the parenthrtioal Idontlilar used to deelgnato ciavelfieotion titles as Middle Management Benefits and oompenaallon provisions for alasalflcatlon tMos reprouaniod by SAMA are by Agreement, and are outlined In the Memorandum of Understanding established between the CIy and the Barpmaing Unit, " "`" This Clessl5caten and Pay Plan was adopted through Rasolutlon on 011 W1 5. effoollve 7/1116, EXHIBIT F CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PULL. -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) FULL-TIME EOLASSIFICATION jM9 ACCOUNTANTI ACCOUNTANTII ACCOUNTING ASSISTANT ACCOUNTING ASSISTANT /SYSTEMS TECHNICIAN ACCOUNTS PAYABLE SUPERVISOR ACTIVE TRANSPORTATION COORDINATOR" ASSISTANT BUYER " ASSISTANT ENGINEER i ASSISTANT ENGINEER II ASSISTANT FLEET EQUIPMENT TECHNICIAN ASSISTANT INSTRUMENT TECHNICIAN ASSISTANT" LIBRARIAN ASSISTANT PARK$AANDSCAPE PLANNFR ASSISTANT PLAN CHECK ENGINEER I ASSISTANT PLAN CHECK ENGINEER It ASSISTANT PLANNER I ASSISTANT PLANNER II ASSISTANT TRAFFIC OPERATIONS ENGINEER ASSOCIATE PARKAND LANDSCAPE PLANNER ASSOCIATE PLAN CHECK ENGINEER ASSOCIATE PLANNER BIBLIOGRAPHIC TECHNICIAN BUILDING INSPECTOR BUILDING MAINTENANCE AIDE BUILDING MAINTENANCE SUPERVISOR BUILDING MAINTENANCE TECHNICIAN BUILDING TECHNICIAN BUSINESS TAX COLLECTOR /INSPECTOR BUYER BUYER /SYSTEMS TECHNICIAN CENTRAL SLRVICES $UPERVISOR COMBINATION BUILDING INSPECTOR COMMUNITY DEVELOPMENT ANALYST COMMUNITY DEVELOPMENT COMMISSION SECRETARY COMMUNITY DEVELOPMENT DISTRICT MANAGER COMMUNITY DEVELOPMENT TECI- INICIAN 7-STEP SALARY RATE RANGE EFFECTIVE 711113 S R R Mon(hlYSalary Minlmum - Maximum 634 $4501 - $6170 662 $5278 -$7073 583 $3586 -$4810 583 $3586-$4810 637 $4671 -$6260 679 $5569 -$7463 598 $3861 - $5176 702 $6415 -$8599 716 $6869 -$9205 578 $3501, -$4694 609 $4074 -$5461 592 $3747 -$5026 643 $4810 -$6446 702 $6415 $8599 716 $6869 -$9205 643 $4810•$6446 663 $5304 -$7107 716 $6869 -$9205 693 $6140 -$8229 731 $7391•$9906 693 $6140 -$8229 582 $3568 -$4787 643 $4810 -$6446 561 $3221 -$4317 653 $5051 -$6768 601 $3915 - $5252 595 $3803 -$5101 607 $4034 -$5408 647 $4906 -$6574 647 $4906 -$6574 607 $4034 -$5408 643 $4810 -$6446 658 $5176 -$6937 579 $3519 - $471,8 713 $6763•$9079 612 $4132 -$5542 ExHigI�F e4 IW CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) FULL-TICLASSIFICATION E' TITLE COMMUNITY EVENTS SUPERVISOR"' COMMUNITY LIAISON - NEW TITLE EFFECTIVE 711115 COMMUNITY PRESERVATION INSPECTOR -TITLE CHANGED TO CODE ENFORCEMENT OFFICER EFFECTIVE 711118 COMMUNITY PRESERVATION TECHNICIAN -TITLE CHANGED TO CODE ENFORCEMENT TECHNICIAN T -STEP SALARY RATE RANGE EFFECTIVE 711113 ERR Monthly Salary Minimum - MRnil utb 668 $5434 -$7283 664 $5330 -$7141 643 $4810 -$6446 COMMUNITY SERVICES SUPERVISOR 683 $5847 -$7837 COMPUTER OPERATOR 607 $4034 —$5408 COMPUTER PROGRAMMER 650 $4978 -$6670 COMPUTERSYSTEMSANALYST /PROGRAMMER 670 $5488 -$7355 CONSTRUCTION INSPECTOR 643 $4810 "$6446 CONSTRUCTION INSPECTOR II 659 $5051 -$6768 CONTRACTS ADMINISTRATOR 649 $4810-$6446 CORRECTIONAL RECORDS5PECIAUST 544 $2965 -$3974 CUSTODIAL.AIDE /PO RTE R 506 $2463 -$3302 CUSTODIAN 536 $2353,$38Z2 CUSTODIAN SUPERVISOR 588 $3676 -$4930 CUSTOMER SERVICE REPRESENTATIVE 591 $3728 -$5002 DATA ENTRY OFFICE ASST 561 $3221 -$4317 DATA ENTRY OPERATOR 552 $308'2 -$4132 DATA ENTRY SPECIALIST 561 $322.1. $4917 DEPUTY CLERKOPTHECOUNCIL 602 $3935 -$5278 DOWNTOWN DEVELOPMENT LIAISON' 664 $5330 - $"7141 ECONOMIC DEVELOPMENT AIDE 612 $4132 -$5542 ECONOMIC DEVELOPMENT SPECIALIST 663 $5304 -$7107 ECONOMIC DEVELOPMENT SPECIALIST 11 693 $5140. $8228 ECONOMIC DEVELOPMENTSPECIALIS '1'111 723 $71.07 -$9529 ELECTRICAL INSPECTOR 643 $4810 -$6446 EMPLOYMENTSERVICES FISCAL SPECIALIST 634 $4601 -$6170 ENGINEERING AIDE 597 $3841. -$5151 ENVIRONMENT"ALCCORDINA'I'OR 693 $6140$8229 EQUIPMENT'OPERATOR 602 $3935 -$5278 E MJ, IT F Cont' CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITL.CS REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1938/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) FULL -TI C SSIrICATION TU)-g EQUIPMENT OPERATOR - WATER SERVICES EXECUTIVE SECRETARY FACILITIES SUPERVISOR FLEET EQUIPMENT SUPERVISOR - TITLE CHANGED TO FLEET SERVICES SUPERVISOR EFFECTIVE 7 11115 FLEET EQUIPMENT TECHNICIAN I -TITLE CHANGED TO FLEET SERVICES TECHNICIAN I EFFECTIVE 7 11/15 FLEET EQUIPMENT TECHNICIAN II - TITLE CHANCED TO FLEET SERVICES TECHNICIAN II EFFECTIVE 7 /1/15 FLEET EQUIPMENT TECHNICIAN III -TITLE CHANGED TO FLEET SERVICES TECHNICIAN III EFFECTIVE 7 /1/15 FLEET PARTS SPECIALIST GENERAL MAINTENANCE AIDE GENERAL. MAINTENANCE LEADER GENERAL MAINTENANCE SUPERVISOR GENERAL, MAINTENANCE WORKER GIS ADMINISTRATOR GIS SYSTEMS ANALYST /PROGRAMMER - NEW TITLE EFFECTIVE 7/1/15 GRAPHICS DESIGNER GRAPHICS DESIGNER II HOUSING AUTHORITY AIDE HOUSING AUTHORITY ANALYST HOUSING AUTHORITY COORDINA'T'OR HOUSING AUTHORITY INTAKE SPECIALIST HOUSING AUTHORITY OPERATIONS SUPV. HOUSING PROGRAMS AIDE HOUSING PROGRAMSANALY5T HOUSING PROGRAMS COORDINATOR HOUSING SPECIALIST I HOUSING SPECIALIST II INFORMATION SERVICES REPRESENTATIVE INSTRUM ENT TECHNICIAN INTAKE SPECIALIST LANDSCAPE DEVELOPMENTASSOCIATE 7-STEP SALARY RATE RANGE ENVY ZjjlL 3 S Monthly SalarY MIDImum - fy1 xi lvp- 607 $4034 -$5408 600 $3896 -$5226 653 $5051-$6768 657 $5408 -$7247 608 $4054 $5434 628 $4470 -$5992 643 618 561 622 653 601 688 670 604 624 534 660 723 549 681 572 681 723 582 606 596 623 ( 549 693 $4810 -$6446 $4257 -$5706 $3221 -$4317 $4339 -$5518 $5051 -$6768 $3915 -$5252 $5992 -$8029 $5448 -$7355 $3974 -$5330 $4382 -$5876 $2824 -$3784 $5226 -$7005 $7107 -$9529 $3040 -$4074 $5790 -$7761 $3398 -$4556 $5790-$7761 $7107•$9529 $3566 -$4787 $4014 -$5382 $3822 -$5126 $4360 -$5847 $3040 -$4074 $6140 -$8229 EX 13 T U2nVd CITY OF SANTA ANA POSITION CLASSIFICA'T'ION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED 13Y THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) FULL -TIME C A F T O I T TLE LEAD ACCOUNTING ASSISTANT LEAD CORRECTIONAL RECORDS SPECIALIST LEAD POLICE RECORDS SPECIALIST LIBRARIAN LIBRARY AIDE LIBRARY SERVICES ASSISTANT LOAN SPECIALIST MAIL CLERK /MESSENGER 7 -STEP SALARY RATE RANGE $31.44 -$4215 F CI 7!1113 SIR Monthly Salary METER READER COLLECTOR Minimum Maximum 617 $4236 -$5678 586 $3640- $4882. 596 $3822 -$5126 632 $4556 -$6110 489 $2268 -$3040 534 $2824 -$3784 633 $4579 -$6140 51.5 $2574 -$3449 MAINTENANCE WORKER 556 $31.44 -$4215 MAINTENANCE WORKER It 576 $9467 -$4648 METER READER COLLECTOR 582 $3568 -$4787 MICRO SYSTEMS PROGRAMMER 678 $5706 -$7647 MICRO SYSTEMS TECHNICIAN 612 $4132 -$5542 NEIGHBORHOOD IMPROVEMENT PROJECTS SPECIALIST" 663 $5304-$7107 NETWORK ENGINEER 718 $6937 -$9296 NETWORK SPECIALIST /WAN SYSTEMS ADMINISTRATOR 673 $5706 - $7647 NPDES MANAGER - NEW TITLE EFFECTIVE 7/1,/15 703 $6446-$8641 OFFICE ASSISTANT S34 $2824-0784 OFFICE SPECIALIST 509 $2500 -$3352 OFFICE SU PERVISOR 603 $3954 -$5304 PARK MAINTENANCE AIDE 434 $1734 -$2322 PARK MAINTENANCE INSPECTOR I -TITLE CHANGED TO PARK SERVICES INSPECTOR I EFFECTIVE 7/1/15 561 $3721,•$4317 PARK MAINTENANCE INSPECTOR 11 • TITLE CHANGED TO PARK SERVICES INSPECTOR II EFFECTIVE 7/1115 605 $3994 -$5356 PARK MAINTENANCE LEADER 605 $3994 - ,$5356 PART( MAINTENANCE SUPERVISOR • TITLE CHANGED TO PART( SERVICES INSPECTION SUPERVISOR EFFECTIVE 7/1./15 653 $5051-$5768 PARK RANGER 622 $4339 -$5818 PARKING METER OPERATIONS SUPERVISOR 615 $4194 -$5623 PARKING METER TECHNICIAN 1 565 $3285 -$4404 PARKINGMETEP. TECHNICIAN11 595 $3803 -$5101 PERM IT PROCESSOR 581 $3550$4764. EXHIBIT F Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES (REPRESENTED UY THE SANTA ANA CITY EMnOYEES, CHAPTER 19391 SERVICE EMPLOYEE$ INTERNATIONAL UNION LOCAL 721 (SEIU) 7-STEP SALARY RATE RANGE EFFECTIVE 7/1113 SRR MonthlvSalary FULL-TIME CLASSIFICA I�,QN TITLE Minimum - Maximum PERMIT SUPERVISOR 663 $5304 -$7107 PERMITTECHNICIAN 633 $4578 -$6140 PLAN EXAMINER (T) 662 $5278 -$7073 PLAN NING'ASSISTANT 623 $4360 -$5847 PLANNING COMMISSION SECRETARY 600 $3896 -$5226 PLUMBING INSPECTOR 643 $4810$6446 POLICE FISCAL OFFICER 681 $5790 -$7761 POLICE FISCAL SERVICES SUPERVISOR 650 $4978. $6670 POLICE RECORDS SPECIALIST 554 $3113 - $4173 POLICE RECORDS SUPERVISOR 621 $4317 -$5790 POLICE SYSTEMS SUPPORT ANALYST 698 $6291.•$8431. PRINCIPAL LIBRARIAN 652 $5026 -$6735 PRINCIPAL PROGRAMMER ANALYST 718 $6937 -$9296 .PROGRAMMER ANALYST 678 $5706 -$7647 PROJECTS MANAGER 703 $6446 -$8641 PROPERTY CONTROL SPECIALIST 582 $3568 -$4787 PROPERTY REHABILITATION ASSISTANT 582 $3568 -$4787 PUBLIC WORKS DISPATCHER 566 $3302 -$4426 PUBLIC WORKS PROJECT MANAGER - NEW TITLE EFFECTIVE 7/1/35 754 $8269-$11086 PUBLIC WORKS PROJECTS SPECIALIST 663 $5304 - $7107 PURCHASING ASSISTANT 572 $3398•$4556 PURCHASING SPECIALIST 583 $3586 -$4810 PURCHASING SUPERVISOR 692 $6110 -$8189 RECEPTIONIST 549 $3040 -$4074 RECORDS SPECIALIST 577 $3484 -$4671 RECREATION LEADER 522 $2603 ^$3568 RECREATION PRCGRAM COORDINATOR 602 $3935 -$5278 REPROGRAPHIC EQUIPMENT OPERATOR $41 $2921 -$3915 RESIDENTIAL. CONSTRUCTION SPECIALIST 643 $4810 -$6446 REVENUE AND CONTRACT COMPI.IANCEAUDITOR 662 $5278 -$7073 REVENUE AND CONTRACTCOMPLIANCEEXAMINER " ^"" 662 $5278 ^$7073 REVENUE PROCESSING ASSISTANT 552 $3082 -$4132 REVENUE SUPERVISOR 637 $4671. -$6260 SAFETY COORDINATOR - NEW TITLE EFFECTIVE 7 /1/15 690 $6050 - $8109 EXHIBIT P Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY 'THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) JLIVIVI\.V I LVIIN. III 7 -STEP SALARY RATE RANGE goaU4 -yf( vl SENIOR CIVIL ENGINEER EFFECTIVE Z11113 $8269 - $11086 LS R, Monthf Selnr FULL -TIME CLASSIFICATION TITLE SENIOR COMMUNITY DEVELOPMENTANALYST Minimum - MaxlmRW SANITATION INSPECTOR 592 $3747 -$5026 SANITATION INSPECTOR II 633 $4579 -$6140 SECRETARY 579 $3519 -$4718 SECURITY ELECTRONICS TECHNICIAN 656 $5126 -$6869 SENIOR ACCOUNTANT 681 $5790•$7761 SENIOR ACCOUNTING ASSISTANT 598 $3861 -$5176 SENIOR ACCOUNTING ASSISTANT /SYSTEMSTECHNICIAN 598 $3861 -$5176 SENIOR ASSISTANT ENGINEER 731 $7391 -$9900 JLIVIVI\.V I LVIIN. III VUJ goaU4 -yf( vl SENIOR CIVIL ENGINEER 754 $8269 - $11086 SENIOR COMBINATION BUILDING INSPECTOR 663 $5304 -$7107 SENIOR COMMUNITY DEVELOPMENTANALYST 687 $5963-$7989 SENIOR COMMUNI'T'Y PRESERVATION INSPECTOR -TITLE CHANGED TO CODE ENFORCEMENT SUPERVISOR EFPECTIVE 711/15 663 $5304 -$7107 SENIOR CORRECTIONAL RECORDS SPECIALIST 571 $3381 -$4533 SENIOR DEPUTY CLERK OF THE COUNCIL 632 $4556 - $611,0 SENIOR ELECTRICAL INSPECTOR 663 $5304 -$7107 SENIOR ELECTRICAL SYSTEMS SPECIALIST 663 $5304 °$7107 SENIOR ENGINEER 754 $6269- $11086 SENIOR FLEET EQUIPMENT SUPERVISOR - TITLE CHANGED TO SENIOR PLEETSERVICES SUPERVISOR EFFECTIVE 7/1/2015 687 $5963-$7989 SENICR GRADING SPECIALIST 663 $5304,$7107 SENIOR HOUSING SPECIALIST 644 $4834 -$6478 SENIOR LAND SURVEYOR 764 $8583- $11640 SENIOR LIBRARIAN 637 $4671 -$6260 SENIOR LIBRARYTECHNICIAN(T) 592 $3747 -$5026 SENIOR OFFICE ASSISTANT 561 $3221•$4317 SENIOR OFFICE SPECIALIST 534 $2824 - $3784 SENIOR PARK MAINTENANCE SUPERVISOR - TITLE CHANGED TO SENIOR PARK SERVICE$ INSPECTION SUPERVISOR EFFECTIVE 7/l/3.5 683 $5847•$7837 SENIOR PLAN CHECK ENGINEER 754 $8269 ^$11086 SENIOR PLANNER 713 $6768 -$9073 I I 'Ucat� CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTAANACITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) FULL -TIME CLASSIFICATION TITLE SENIOR PLUMBING INSPECTOR SENIOR PLUMBING /MECHANICAL SYSTEMS SPEC. SENIOR POLICE RECORDS SPECIALIST SENIOR PROGRAM MER ANALYST SENIOR RECEPT'IONIS'T SENIOR RESIDENTIAL CONSTRUCTION SPECIALIST SENIOR SYSTEMS ADMINISTRATOR SENIOR TRAFFIC ENGINEER SENIOR TRANSPORTATION ANALYST SENIOR WATER SERVICES SUPERVISOR - NEW TITLE EFFECTIVE 7/1/15 SENIOR WATER SYSTEMS OPERATOR STOCK CLERK STOREKEEPER STORES AND CITY YARD PROPERTY SPECIALIST "* STORMWATER COORDINATOR STREET LIGHTING MAINTENANCE WORKER STREET'MAIN LNANCESUPERVISOR STREET PAINTER SUPERVISING ACCOUNTANT SUPERVISING BUYER SUPERVISING LIBRARYSERVICES ASSISTANT SUPERVISING PARK RANGER SURVEY PARTY CHIEF SURVEY PARTY TECHNICIAN I SURVEY PARTY TECHNICIAN II SYSTEMS ADMINISTRATOR SYG -fEMS SUPPORT ANALYST SYSTEMS TECHNICIAN TELECOMMUNICATIONS COORDINATOR TELECOMMUNICATIONS CUSTOMER SERVICE REP, TENANT SERVICES TECHNICIAN TREASURYSERVICES SPECIALIST "A " TREASURY SERVICES SUPERVISOR TREE MAINTENANCE SUPERVISOR 7 -STEP SALARY RATE BA Or- 643 EFFECTIVE 7/1113 mMothk9vI= SRR $3484- $4671- 612 Minimum • Maximum 663 $5504 -$7107 663 $5304 $7107 581 $3550 -$4764 698 $6291 -$8431 579 $3519 -$4718 663 $5304 -$7107 670 $5468 ^$7355 754 $8269-$11086 754 $8269- $11086 688 $5992•$8029 643 $4810,$5446 577 $3484- $4671- 612 $4182•$5542 612 $4132 -$5542 673 $5869 -$7463 612 $4132-$5542 653 $5051 -$6768 596 $3822 $5126 703 $6446 -$8641 677 $5678 -$7609 566 $3302 -$4426 6847 $4906-$6574 676 $5650 $7571 612 $41.32 - $5542 643 $4810 -$6446 638 $4694 -$6281 G9I3 $6291,,$8431 578 $3501 -$4694 680 $5762 -$7723 591 $3728 -$5002 579 $3519-$4718 622 $4339-$5818 637 $4671 -$6260 653 $5051 -$6768 'X lr T Conf d CITY OF SANTAANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIMC CLASSIFICATION TITLES REPRESENTED 13Y THE SANTA ANA CITY EMPLOYEES, CHAPTER 18391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SCIU) WATER SERVICES SUPERVISOR 'STEt§4W' IRATE RANGE $51.76 -$6937 WATER SERVICES UTILITY INSPECTOR EFFECTIVE 711113 $4594 -$6291 SRR Votithly 5 lark FULL -TIME CLASSIFICATION TITLE WATER SERVICES WORKER II Mlo!mum • mmimum TREE TRIMMER 596 $3822 -$5126 UTILITIES BILLING /SYSTEMS TECHNICIAN 591. $3728 - $5002 VIDEO TECHNICIAN 634 $4601,$6170 WATER SERVICES CREW LEADER 627 $4448 -$5963 WATER SERVICES METER REPAIRER 586 $3640 -$4882 WATER SERVICES METER REPAIRER II 606 $4014 -$5382 WATER SERVICES QUALITY COORDINATOR 678 $5706 - $7647 WATER SERVICES QUALITY INSPECTOR 633 $4694 -$6291 WATER SERVICES SUPERVISOR 658 $51.76 -$6937 WATER SERVICES UTILITY INSPECTOR 638 $4594 -$6291 WATER SERVICES WORKER 1 561 $3221. $4917 WATER SERVICES WORKER II 581 $3550 -$4764 WATER SYSTEMS OPERATOR 1 589 $3695 -$4954 WATER SYSTEMS OPERATOR II 609 $4074 - $5461 WATER SYSTEMS OPERATOR III 623 $4360 - $5847 WEB SYSTEMS TECHNICIAN 578 $3501. -$4694 WEBSITE ENTRY SPECIALIST 552 $3082 - $4132 WORK CENTER COORDINATOR 723 $7107 -$9529 WORKFORCE SPECIALIST l 578 $3501- $4694 WORKFORCE SPECIALIST II 603 $3954 -$5304 WORKFORCE SPECIALIST III 623 $4350 -$5847 WORKFORCE SPECIALIST IV 678 $5706 -$7647 YOUTH SERVICES TECHNICIAN 572 $3398.$4556 700 ANIMAL REGISTRAR 583 $3586 - $4810 ZOO CURATOR 632 $4556 -$6110 ZOO CURATOR OFEDUCATION 632 $4556 -$6110 ZOO EDUCATION SPECIALIST 583 $3586 -$4810 ZOO KEEPER AIDE 493 $2311. -$3098 ZOO KEEPER 1 553 $3098 -$4152 Z00 KEEPER II 583 $3586 -$4810 " Tllla/Salar/ created /changed effective 4101114. Tllle /6aiary aMaW /ghan0ed affacllve 6120/14, " °• Y'ItIelSelary created/ohangod efFentivo 7/OV14. Title /Salary Oro sled effective 2117116. nde /Salary created oReotive 311115. benefits and compensation provlslons for fulbitma claaalfloalion titloa reprasantod by $EIU are by Agreemont, and are outlined In tho Memorandum of Understanding established between the City and the Sargalning Unit, °A " "" This Claselficallon and Puy Plan was adoplod through Resoiutlon on 8/1A115, offoollve 711118, IBIT G CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART-TIME CIVIC, SERVICE EMPLOYEES IN PULL. -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL- UNION LOCAL 721 (SEIU) FULL- -TIME CLASSIFICATION TITLE ACCOUNTANTI ACCOUNTANT it ACCOUNTING ASSISTANT ACCOUNTING ASSISTANTiSYSTEMS TECHNICIAN ACCOUNTS PAYABLE SUPERVISOR ACTIVE TRANSPORTATION COORDINATOR' ASSISTANT" BUYER* ASSISTANT ENGINEER I 6-STNP SALARY RATE RANGE DTI a 711113 S,F2 Monthly Salary Minimum • Maximum 644 $4834 - $6170 672 $5542 -$7073 693 $3765-$4810 699 $3765 -$481Q 647 $4906 -$6250 683 $5847•$7463 606 $4054 $5175 712 $6735 -$8599 ASSISTANT FLEET EQUIPMENT TECHNICIAN 688 $3676 -$4694 ASSISTANT INSTRUMENT TECHNICIAN 619 $4278 -$5461 ASSISTANT LIBRARIAN 602 $3935 - $5026 ASSISTANT PARKS /LANDSCAPE PLANNER 653 $S051 -$6446 ASSISTANT PLAN CHECK ENGINEER 712 $6795 -$8599 ASSISTANT PLAN CHECK ENGINEER II 726 $7211•$9205 ASSISTANT PLANNER 663 $5051 -$6446 ASSISTANT PLANNER II 673 $5569 -$7107 ASSISTANT TRAFFIC OPERATIONS ENGINEER 726 $7211 -$9205 ASSOCIATE PARKAND LANDSCAPE PLANNER 703 $6446 -$8229 ASSOCIATE PLAN CHECK ENGINEER 741 $7761-$9906 ASSOCIATE PLANNER 703 $6446 $8229 BIBLIOGRAPHIC TECHNICIAN 692 $3747 -$4787 BUILDING INSPECTOR 653 $5051 -$6445 BUILDING MAINTENANCE AIDE 571 $3381 -$4317 BUILDING MAINTENANCE SUPERVISOR 663 $5304 -$5768 BUILDING MAINTENANCETECHNICIAN 611 $4].11 -$5252 BUILDING TECHNICIAN 605 $3994 - $5101. BUSINESS TAX COLLECTOR/INSPECTOR 017 $4296 - $5408 BUYER 657 $5151 -$6574 BUYER/SYS'TEMSTECHNICIAN 667 $5151 -$6574 CENTRAL SERVICES SUPERVISOR 617 $4236 - $5408 COMBINATION BUILDING INSPECTOR 663 $5051 -$6446 COMMUNITY DEVELOPMENT ANALYST 666 $5434 -$6937 COMMUNITY DEVELOPMENT COMMISSION SECRETARY 669 $3695-$4718 COMMUNITY DEVELOPMENT DISTRICT MANAGER 7 ?3 $7107 -$9073 EXHIP11 C Cnnt'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART -TIME CIVIL SERVICE EMPLOYEES IN FULL�TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTAANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 ($EIU) FULL-TIMF. CLASSIFICATION TITLE COMMUNITY DEVELOPMENT TECHNICIAN COMMUNITY EVENT$ SUPERVISOR' COMMUNITY LIAISON - NEW TITLE EFFECTIVE 711(16 COMMUNITY PRESERVATION INSPECTOR. TITLE CHANGED TO CODE ENFORCEMENT OFFICER EFF'ECTIV'E 711115 COMMUNITY PRESERVATION TECHNICIAN -TITLE CHANGED TO.CODE ENFORCEMENT TECHNICIAN EFFECTIVE 711115 COMMUNITY SERVICES SUPERVISOR COMPUTER OPERATOR COMPUTER PROGRAMMER COMPUTER SYSTEMS ANALYST /PROGRAMMER CONSTRUCTION INSPECTOR 1 CONSTRUCTION INSPECTOR II CONTRACTS ADMINISTRATOR CORRECTIONAL RECORDS SPECIALIST CUSTODIAL. AIDE /PORTER CUSTODIAN CUSTODIAN SUPERVISOR CUSTOMER SERVICE REPRESENTNI'IVE DATA ENTRY OFFICE ASST DATA ENTRY OPERATOR DATA ENTRY SPECIALIST DEPUTY CLERK OF THE COUNCIL DOWNTOWN DEVELOPMENT" LIAISOI�I* ECONOMIC DEVELOPMENT AIDE ECONOMIC DEVELOPMENT SPECIALIST I ECONOMIC DEVELOPMENT SPECIALIST II ECONOMIC DEVELOPMENT SPECIALIST III ELECTRICAL INSPECTOR EMPLOYMENT SERVICES FISCAL SPECIALIST ENGINEERING AIDE ENVIRONMENTAL COORDINATOR STEP SALARY RATE RANGE EFFECTIVE 11/13 jU URnthlvSala MlnlmuM � rylaxlmum 622 $4339 -$5542 578 $5706 -$7283 674 $5596 - $7141 653 BOB 693 617 660 686 653 663 653 554 516 546 598 601 571 562 571 612 674 622 073 703 733 663 644 607 703 $6051 $6445 $3854 $5101 $ 6],40 - $7837 $4236 -$5408 $5]26 -$6670 $5762 - $7355 $505:1 -$6446 $5304 -$6768 $5051 $6446 $311.3 - $3974 .$2587 - $3302 $2995 -$3822 $3861 -$4930 $3915 -$5002 $3381 -$4317 $3237 -$4132 $3381 -$4317 $4132 -$5278 $5596 -$7141 $4339,$5542 $5$69-$7107 $6446 -$8229 $7463 -$9529 $5051 - $6446 $4834 -$6170 $4034..$51.51 $6446 -$8229 EXHIBIT G Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART -TIME CIVIL SERVICE EMPLOYEES IN FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL. UNION LOCAL 721 (SEIU) 6 -STEP SALARY RATE RANGE SERVICES TECHNICIAN II EFFECTIVE 711115 638 EFFECTIVE 711113 FLEET EQUIPMENT TECHNICIAN III -TITLE CHANGER TO FLEET SR onlltl Sa arx FULL-TIME CLASSIFICATION TITLE 653 Minimum � MmxImUM EQUIPMENT OPERATOR 612 $4132 - $5278 EQUIPMENT OPERATOR- WATER SERVICES 617 $4296 -$5408 EXECUTIVE SECRETARY 610 $4091 -$5226 FACILITIES SUPERVISOR 663 $5904 -$6768 FLEET EQUIPMENT SUPERVISOR °TITLE CHANGED TO FLEET 611 $4111 -$5252 SERVICES SUPERVISOR EPPECTIVE7 /1115 677 $5678•$7247 FLEET EQUIPMENT TECHNICIAN I -TITLE CHANGED TO FLEET SERVICES TECHNICIAN I EFFECTIVE 7/1/15 618 $4257 -$5434 SERVICES TECHNICIAN II EFFECTIVE 711115 638 $4694,$5992 FLEET EQUIPMENT TECHNICIAN III -TITLE CHANGER TO FLEET SERVICES TECHNICIAN IIIEFFECTIVE7 /1/15 653 $5051 -$6446 FLEET PARTS SPECIALIST 628 $4470-$5706 GENERAL MAINTENANCE AIDE 571 $3381 -$4317 GENERAL MAINTENANCE LEADER 6S2 $4556 -$5818 GENERAL MAINTENANCE SUPERVISOR 663 $5304 -$6768 GENERAL MAINTENANCE WORKER 611 $4111 -$5252 C315 ADMINISTRATOR 698 $6297, -$8029 G I S SYSTEMS ANALYST /PRO GRAM MER - NEW TITLE EFFECTIVE 7/1/15 660 $5762 -$7355 GRAPHICS DESIGNER 1 614 $4173 - $5330 GRAPHICS DESIGNER 11 634 $4601-$5876 HOUSINGAUTHORITYAIDE 544 $2965 -$9784 HOUSING AUTHORITY ANALYST 670 $5488 • $7005 HOUSING AUTHORITY COORDINATOR 733 $7463 -$9529 HOUSING AUTHORITY INTAKE SPECIALIST 569 $3192 - $4074 HOUSING AUTHORITY OPERATIONS SUPV. 691 $6080 - $7761, HOUSING PROGRAMS AIDE 562 $9568-$4556 HOUSING PROGRAMSANA.YST 691 $6080.$7761 HOUSING PROGRAMS COORDINATOR 73$ $7463 -$9529 HOUSING SPECIALIST 1 592 $3747 $4787 HOUSING SPCOIALIS7' II 616 $4215-$S382 INFORMATION SERVICES REPRESENTATIVE 604 $40114 - $5126 INSTRUME;NTTECHNICIAN 633 $4579- .$5847 INTAKE SPECIALIST 550 $3192 -$4074 E Flip T G Coned CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART TIME: CIVIL. SERVICE EMPLOYEES IN FULL. -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTAANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 6�STEP SALARY RATE RANGE PARK MAINTENANCE SUPERVISOR -TITLE CHANGED TO PARK SERVICES INSPECTION SUPERVISOR EFFECTIVE 7/1115 663 EFFECTIVE to PARK RANGER OR Monthly Salary PULL- TIME CLASSiP10ATj ITLE 625 Minimum- MaxImum LANDSCAPE DEVELOPMENT ASSOCIATE 703 $6445 -$8229 LEAD ACCOUNTING ASSISTANT 627 $4448 -$5678 LEAD CORRECTIONAL„ RECORDS SPECIALIST 696 $3822 - $4882 LEAD POLICE RECORDS SPECIALIST 606 $4014- $5126 LIBRARIAN 642 $4787 -$6110 LIBRARY AIDE 499 $2381 -$3040 LIBRARY SERVICES ASSISTANT 544 $2965 -$37$4 LOAN SPECIALIST 643 $4810•$6140 MAIL, CLERK/MESSENGER 526 $2703-$33449 MAINTENANCE ASSISTANT 646 $2995 -$3822 MAINTENANCE WORKER 566 $3302 - $421.5 MAINTENANCE WORKER II 586 $3540 -$4648 METER READER COLLECTOR 692 $3747 - $4787 MICRO SYSTEMS PROGRAMMER 688 $5992, $7647 MICRO SYSTEMS TECHNICIAN 622 $4339 -$5542 NEIGHBORHOOD IMPROVEMENT PROJECTS SPECIALIST* 673 $5569 -$7107 NETWORK ENGINEER 728 $7283 • $9296 NETWORK SPECIALIS 'TIWAN SYSTEMS ADMINISTRATOR 688 $5992- $7647 NPDE$ MANAGER - NEW TITLE EFFECTIVE 711115 713 $6768 -$8641 OFFICE ASSISTANT 544 $2965 -$3784 OFFICE SPECIALIST 619 $2626- $3352 OFFICE SUPERVISOR 6'13 $4152-$5304 PARK MAINTENANCE AIDE 444 $1820 • $2322 PARK MAINTENANCE INSPECTOR I . TITLE CHANGED TO PARK SERVICES INSPECTOR IEFFECTIVE7 /1/16 571 $3381 -$4317 PARK MAINTENANCE INSPECTOR 11 -TITLE CHANGED TO PARK SERVICES INSPECTOR IIEPFECTIVC 7/1/15 615 $4194 -$5356 PARK MAINTENANCE LEADER 616 $4194 • $5356 PARK MAINTENANCE SUPERVISOR -TITLE CHANGED TO PARK SERVICES INSPECTION SUPERVISOR EFFECTIVE 7/1115 663 $5804 $6768 PARK RANGER 632 $4556 -$5818 PARKING METER OPERATIONS SUPERVISOR 625 $4404 -$5523 PARKING METER TECHNICIAN 1 676 $3449 -$4404 PARKINGiALTLR TECHNICIAN 11 606 $3994 -$S101 �p(7 G,„�orrYd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART,TIME CIVIL SERVICE EMPLOYEES IN FULL41ME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 72.1 (SEIU) PUL1_ -TIME CLASSIFICATION TITLE PERMIT PROCESSOR PERMIT SUPERVISOR PERMIT TECHNICIAN PLAN EXAMINER (T) PLANNING ASSISTANT PLANNING COMMISSION SECRETARY PLUMBING INSPECTOR POLICE FISCAL OFFICER ,6-STEP SALARY RATE RANGE EFF'ECTL 113 S M Monthly Selary Mlnimur a imum 591 $3728 -$4764 673 $5569 -$7107 648 $4810,$6140 672 $5542 -$7073 633 $4579 -$5847 010 $4091 -$5226 653 $505x.- $644.6 691 $6080 -$7761 POLICE RECORDS SPECIALIST 564 $3269 -$4173 POLICE RECORDS SUPERVISOR 631 $4533 -$5790 POLICE SYSTEMS SUPPORT ANALYST 708 $6606 -$8431 PRINCIPAL LIBRARIAN 662 $52,78..$6735 PRINCIPAL PROGRAMMER ANALYST 728 $7283 - $9296 PROGRAMMERANALYST 688 $5992 -$7647 PROJECTS MANAGER 713 $6768 -$8641 PROPERTY CONTROL SPECIALIST 592 $3747 -$4787 PROPERTY REHABILITATION ASSISTANT 502 $3747 -$4787 PUBLIC WORKS CREW LEADER 632 $4556 -$5818 PUBLIC WORKS DISPATCHER $76 $3467 -$4426 PUBLIC WORKS PROJECT MANAGER- NEW TITLE EFFECTIVE 7/1/15 764 $8683 - $11086 PUBLIC WORKS PROJECTS SPECIALIST 673 $5569 - $7107 PURCHASING ASSISTANT 682 $3568 -$4556 PURCHASING SPECIALIST 503 $3765 - $4810 PURCHASING SUPERVISOR 702 $6415 -$8189 RECEPTIONIST 669 $3192 -$4074 RECORDS SPECIALIST 587 $3658 - $4671 RECREATION LEADER 5$2 $2796 -$3568 RECREATION PROGRAM COORDINA'T'OR 612 $4132 - $ 5278 REPROGRAPHIC EQUIPMENT OPERATOR 551 $3067. $3915 RESIDENTIAL CONSTRUCTION SPECIALIST 653 $5051- $6446 REVENUL' AND CONTRACT COMPLIANCF AUDITOR 672 $5542, $7073 REVENUE AND CONTRACT COMPLIANCE EXAMINER' " 072 $5542 - $7073 REVENUE PROCESSING ASSISTANT 602 $92'37 - $41.32 EKHIEaG Conu CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART - TIME CIVIL SERVICE EMPLOYEES IN FULL-TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 10301 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 6 -STEP SALARY RAjg2MqL EFFECTIVE 711!13 SRR MoLthILSalgta FULL�TIME CLASSIFICATION TITLE Mlnlmum -- mum REVENUE SUPERVISOR 647 $4906 - $6260 SAFETY COORDINATOR- NEW TITLE EFFECTIVE 7/l/15 700 $6953.$8909 SANITATION INSPECTOR 1 602 $3935- $5026 SANITATION INSPECTOR II 643 $4810 -$6140 SECRETARY 589 $3695 -$4718 SECURITY ELECTRONICS TECHNICIAN 666 $5382 -$6869 SENIOR ACCOUNTANT" 691 $6080 -$7761 SENIOR ACCOUNTING ASSISTANT 608 $4054 -$5176 SENIOR ACCOUNTING ASSISTANTISYSTEMS TECHNICIAN 606 $4054 • $5176 SENIOR ASSISTANT ENGINEER 741 $7761 -$9906 SENIOR BUILDING INSPECTOR 673 $5569. $7107 SENIOR CIVIL ENGINEER 704 $8683- $11086 SENIOR COMBINATION BUILDING INSPECTOR 673 $5569 -$7107 SENIOR COMMUNITY DEVELOPMENT ANALYST 697 $6260 -$7989 SENIOR COMMUNITY PRESERVATION INSPECTOR -TITLE CHANGED TO CODE ENFORCEMENT SUPERVISOR EFFECTIVE 7/1/15 673 $5369 -$7107 SENIOR CORRECTIONAL RECORDS SPECIALIST 581 $3550 -$4533 SENIOR DEPUTY CLERK OF THE COUNCIL 642 $4787 - $6110 SENIOR ELECTRICAL INSPECTOR 073 $5569 - $71,07 SENIOR ELECTRICAL SYSTEMS SPECIALIST 673 $5569 - $7107 SENIOR ENGINEER 764 $8683$11086 SENIOR FLEET EQUIPMENTSUPERVISOR 4ITLE CHANGED TO SENIOR FLEET SERVICES SUPERVISOR EFFECTIVE 7/9./2015 697 $6260 -$7989 SENIOR GRADING SPECIALIST 673 $5569 -$7107 SENIOR HOUSING SPECIALIST 664 $5076 -$6478 SENIOR LAND SURVEYOR 774 $9117-$11640 SENIOR LIBRARIAN 647 $4906 -$6260 SENIOR LIBRARY TECHNICIAN (T) 602 $3935 -$5026 SENIOR OFFICE ASSISTANT 671 $338;2- $'317 SENIOR OFFICE SPECIALIST 544 $2965 -$3784 SENIOR PART( MAINTENANCE $UPERVISOR - TITLE CHANGED TO SENIOR PARI<SERVICES INSPECTION SUPERVISOR EFFECTIVE 1/1/15 693 $6140-$7837 EXHIBIT G Ca,Ot'� CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART4IME CIVIL SERVICE EMPLOYEES IN FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 10391 SERVICE EMPLOYEES INTERNATIONAL. UNION LOCAL, 721 (SEIU) LL IIN1E CLAS3IFIGAT N TITLE SENIOR PLAN CHECK ENGINEER SENIOR PLANNER SENIOR PLUMBING INSPECTOR SENIOR PLUMBING /MECHANICAL SYSTEMS SPEC. SENIOR POLICE RECORDS SPECIALIST SENIOR PROGRAMMER ANALYST SENIOR RECEPTIONIST SENIOR RESIDENTIAL CONSTRUCTION SPECIALIST 6 -STEP SALARY RATE RANGE q6U EFFECTIVE 711113 S, R„� nlythl Salmi $8683- $11086 Minimum - M myfn 764 $8583- $11086 723 $7107 -$9073 673 $5569 -$7107 673 $5569 -$7107 691 $3728 -$4764 708 $6606 -$8451 689 $3695 -$4718 073 $5569 -$7107 JCIVIVRJ I V I gWlatLLlv1 IIVIOIf1F1 I VR q6U pw Q4`.)l300 SENIORTRAFFIC ENGINEER 764 $8683- $11086 SENIOR TRANSPORTATION ANALYST 764 $8683 - $11086 SENIOR WATER SERVICES SUPERVISOR - NEW TITLE EFFECTIVE 7/1/15 698 $6291 -$8629 SENIOR WATER SYSTEMS OPERATOR 653 $5051- $6446 STOCK CLERK 587 $3658 -$4671 STOREKEEPER 522 $4339 -$5542 STORES AND CITY YARD PROPERTY SPECIALIST *'* 522 $4339 - $5542 STORMWATER COORDINATOR 663 $5847 - $7463 STREET LIGHTING MAINTENANCE WORKER 622 $4$39 - $5542 STREET MAINTENANCE SUPERVISOR 663 $5304 -$6768 STREET PAINTER 606 $4014 -$5126 SUPERVISING ACCOUNTANT 71S $6768••$8641 SUPERVISING BUYER 687 $5963 - $7509 SUPERVISING LIBRARY SERVICES ASSISTANT 576 $3457 - $4426 SUPERVISING PARK RANGER 657 $5151 -$6574 SURVEY PARTY CHIEF 686 $5934 -$7571 SURVEY PARTY TECHNICIAN 622 $4339 -$5542 SURVEYPARTYTECHNICIANII 653 $5051•$6446 SYSTEMS ADMINISTRATOR 648 $4930 - $62.91 SYSTEMS SUPPORT ANALYST 708 $6606$8431 SYSTEMS TECHNICIAN 68S $3676 -$4694 TELECOMMUNICATIONS COORDINATOR 690 $6050•$7723 TELECOMMUNICATIONS CUSTOMER SERVICE REP, 601 $3915 - $5002 TENANT SERVICESTCCHNICIAN 689 $3695 -$4718 TREASURYSERVICGSSPECIALIST' "°° 032 $4556•$581.8 IBI EXHLG Coifd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART-TIME CIVIL, SERVICE EMPLOYEES IN FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721(SEIU) FULL -TIME CLASSIFICATION TITLE TREASURY SERVICES SUPERVISOR TREE MAINTENANCE SUPERVISOR TREE TRIMMER UTILITIES BILLINGISYSTEM5 TECHNICIAN VIDEO TECHNICIAN WATER SERVICES CREW LEADER WATER SERVICES METER REPAIRER I WATER SERVICES METER REPAIRER 11 WATER SERVICES QUALITY COORDINATOR WATER SERVICES QUALITY INSPECTOR WATER SERVICES QUALITY SUPERVISOR WATER SERVICES SUPERVISOR WATER SERVICES UTILITY INSPECTOR MATER SERVICES WORKER I WATER SERVICES WORKER II WATER SYSTEMS OPERATOR WATER SYSTEMS OPERATOR II WATER SYSTEMS OPERATOR III WEB SYSTEMS TECHNICIAN WEBSITE ENTRY SPECIALIST WORK CENTER COORDINATOR WORKFORCE SPECIALIST I WORKFORCE SPECIALIST II WORKFORCE SPECIALIST III WORKFORCE SPECIALIST IV YOUTH SERVICES TECHNICIAN ZOO ANIMAL REGISTRAR ZOO CURATOR ZOO CURATOR OF' EDUCATION 700 EDUCATION SPECIALIST ZOO KEEPER AIDE ZOO KEEPER ZOO KEEPER II 6 -STEP $AIA5Y RATE (TANGF EFFECTIVE 711113 SRR LUJWy Salary Minimum - Maximum 647 $4906 -$6260 663 $5304 $6768 606 $4014 -$5126 601 $3915 -$5002 644 $4834 - $61,70 637 $4671 -$5963 696 $3822 $4882 616 $4215 -$5382 688 $5992•$7647 648 $4930 -$6291 668 $5434 -$6937 668 $5434 -$6937 04$ $4990 - $6291. 671 $3381 • $4317 591 $3728 -$4764 699 $3880 -$4954 619 $4278 -$5461 633 $4579$5847 588 $3676 -$4694 562 $3237 -$4132 733 $7463 -$9529 588 $3676 ^$4594 613 $4152 -$5304 633 $4$7q-$5847 688 $5992 -$7647 582 $3568 -$4556 693 $3765 $4810 042 $4787 -$6110 042 $47$7 - ,$6110 593 $3765 -$4810 609 $2427 -$9098 563 $3253•$4152 593 $3765 -$4810 Koomotes * Title /Salary created effootivo VD1114. TltlelSalsry crested effective 5120114, Title /Salary cleated effeotive 07101/14. Title /Salary created offectivo2H7115. *n"e" Tltla /Salary created effootivo 311116, Benellta and compensation provislons for parHlrno OVI service classiflcetlon fltleS represented by SEIU are by Agrearnonl and are outllnod In the Memorandum of Understanding established between the Chy and the Bargaining Unit. " "" Thla Classihoatlon and Pay Plan was adopted through Rosolutlon on 6/16/16, effeotive 7 /1116. EDIT u CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES FOR REPRESENTED CATEGORIES OF NON -CIVIL SERVICE PART -TIME EMPLOYMENT REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 ($EIU) CLASSIFICATION TIF ACCOUNT CLERK I ACCOUNT CLERK II ACCOUNTANT ADMINISTRATIVE AIDE ANIMAL KEEPER I ANIMAL KEEPER II BUILDING MAINTENANCE ASST. CASHIER CLERICALAIDE CLERICAL ASSISTANT CLERK TYPIST I CLERK TYPIST 11 COMBINATION INSPECTOR COMMUNITY CENTER AIDE COMPUTER TECHNICIAN CU8TCMER SERVICE CLERK DATA ENTRY CLERK EQUIP. SVC. ATTENDANT GENERAL. ASSISTANT GRAPHICS AIDE HOUSING AUTHORITY ASST. JANITOR LIBRARIAN (PART -TIME) LIBRARY ASSISTANT LIBRARY CLERK I LIBRARY CLERK II LOSS CONTROL OFFICE ASST. MAINTENANCE AIDE I MAINTENANCE AIDE 11 MEDIA RELATIONS SPECIALIST MOBILE, LIBRARY CLERK MUNICIPAL UTILITY READERlCOLL, PACE PAINTER 6 -STEP BASIC HOURLY WAGE RATE$ ;;FFECTIVE 8I71j14 Hourly Smig Minimum - Maximum $18.56 - $22.53 $20.53 - $24.95 $31.53 - $38.33 $23,53 - $2860 $1136 •$14.04 $13,41 - $16.28 $20,22 - $24,57 $11.34 - $13.80 $13,27 - $16,14 $ 9,09. $11.04 $14,59 - $17.73 $17,14 - $20.81, $28.74 - $34,95 $17.52 - $21.31 $18.70 -$22.76 $19.28 - P,,3.43 $15,98 - $19.45 $17.99 - $2.1.86 $ 9,09 - $11.04 $13,11- $;25,95 $20.70,_$2518 $14.74 - $17.93 $21,44, - $26.07 $18.05 - $21.96 $15.03 - $7.8.26 $16.65 - $20.22 $18.67. - $72,62 $ 9,09- $11,04 $10.07 - $12.28 $18,61$22.62 $18,32 - $22.29 $18.44 - $22.41 $ 9,09 - $11,04 $17.47 - $21.23 EXHIBIT C2 d CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION'TITLES FOR REPRESENTED CATEGORIES OF NON•CIVL SERVICE PART -TIME EMPLOYMENT REPRESENTED SY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) CLAWFIG61ION TITLE PARK MAINTENANCE ASST, PARK RANGER (PART TIME) PARK SECURITY GUARD PARKING METER MAINTENANCE AIDE PERMIT PARKING AIDE PLANNING TECHNICIAN POLICE RECORDS CLERK I POLICE RECORDS CLERK II PROGRAM COORDINATOR PROGRAMLEADERI PROGRAM LEADER II PUBLIC WORKS RECORDS ASSISTANT PURCHASING AGENT PURCHASING CLERK RIGHT OF WAYTECHNICIAN SENIOR ADMINISTRATIVE AIDE SENIOR CLERICAL AIDE SENIOR PROGRAM LEADER SPECIAL EMP, COUNSELOR I SPECIAL EMP, COUNSELOR II SPECIAL EMP, COUNSELOR III SPECIAL EVENTS LEADER I SPECIAL EVENTS LEADER II SPORTS ATTENDANT SR. LIBRARY ASSISTANT SR. MAINTENANCE AIDE I SR. MAINTENANCE AIDE II SR. MAINTENANCE WORKER SR, SPECIAL EMP COUNSELOR SR,TUTOR STORES AIDE. STRUCTURAL PLAN EXAMINER I STRUCTURAL, PLAN EXAMINER 11 SJEP BASIC HOURLY WAGE RATER EFF.E.CjUE 81'11114 Hourly Marq MinirS $115.62 - $19.01 $25.93 - $31.54 $18.70 -$22,76 $16.97 • $20.63 $19.89 - $24.19 $23.64-$28,74 $16,06-$19.53 $17,47 - $21,23 $15.1,8 - $18.48 $ 9.09 - $10,48 - $12,72 $22,16-$26.95 $29.82 - $35.62 $18.49 - $2.2,46 $14,87•$18,07 $25.90.$31.48 $15.03 - $18.26 $12.41- $15.05 $ 9.95 - $1.2,09 $12,24 - $14,87 $13,78 - $16,74 $12.09 - $14.69 $14.74-$1T93 $ 9,09 - $11.04 $19,7,6 • $2128 $11.50' $13,95 $1.3,03 - $15,86 $16.35 - $19,86 $14,87 - $18.07 $14.52 - $17,67 $17,16 , $20.64 $31.54 - $36,33 $33,77 - $41.03 E HMIlbCoh -VA CITY OF SANTA ANA. POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES FOR RCPMENTED CATEGORIES OF NON -CIVIL SERVICE PART-TIME EMPLOYMENT REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 5.STEP BASIC HOURLY WAGE RATES. EFFECTIVE 8 1 Uplift Salary CLASSIFICATION TITLE Minimum - Maximum SUPERVISING PARK RANGER (PART TIME) $29.29 - $35.62 TUTOR $12.24. $14.87 Ppotnote "'" This Classiticafion and flay Piet) Was adopted through Rosolullon on 6116/15, oHeotive 7(1/18. 900-1r 1 CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN CLASSIFICATION TITLES FOR SEASONAL AND OTHER UNAFFILIATED CATEGORIES OF NON -CIVIL. SERVICE PART-TIME EMPLOYMENT CLASSIFICATION 111,L , ADMINISTRATIVE INTERN ANIMAL CONTROL OFFICER BACKGROUND INVESTIGATOR BUDGETINTERN COLD CASE INVESTIGATOR CORRECTIONAL SERVICES OFFICER ENGINEERING IN "I "ERN FINGERPRINT EXAMINER FORENSIC BALLISTICS TECHNICIAN LAW CLERK MANAGEMENT INTERN* POLICE CADET POLICE RESERVE LEVEL 1 *` POLICE RESERVE LEVEL 2 "* POLICE RESERVE LEVEL 3 *" POLICE RESERVE SERGEANT- POLICE SPECIAL EVENTS OFFC. POLICE TRAINING FACILITATOR PROFESSIONAL STANDARDS INV REDEVELOPMENT PROJECT COORD SR. ADMINISTRATIVE INTERN STUDENT INTERN * ** G -STEP BASIC HOURLY WAGE RATES gFFrc.rlyr= 1111109 Hourly Salary Minimum. Maximum $12.29 -$14.88 $23,96 - $29,13 $28,45 - $34.60 $16.18 - $19,66 $ 28,45 - $84.50 $20.01- $2432 $19,66 $29,88..$36.32 $24.56 -$29.87 ')60.01 ^.f)A {. >9 $15.10 -$18?5 $15.68 - $19.61 $29.16 $20,83 $16.66 $32.08 ,k8,51- $22.53 $22.21 - $27,00 $28,45 - $34.60 $42,06 - $51,11 $7.4.72 - $17.89 $ 9.00, $10.93 E9 gm in ' Two Stop Wags Ratos. Ono atop Wage Rate. Mlnniuln Wago Step Increase Waotiva 411114. ` " "'" This Classifloadon end Pay Plan Was adopted throuoh Reaolutlon nn 6116116, effoctivo 7/1/16. N V h m N N M a h O M h 0 7 h 10 01 M h «1 0 7 0) V OJ M N 7 r r r r r r r r r r r .- r � N LL1 01 0 0 M N O M O W N tO h N M W h V� N N N O h m 0 0 0 0 N N N M M— — r r r r r r r r r r r r r — r — r — r — r — .- — r r r r r r r r r r N N cM- N N m O M M N O M O ro N (D h N M M h V' ct N r N fO O r 001 N 7 r 00i N� W� V� O X0'1 r O V 0h �� ONi M r 0� 0 7 m d0' W M W D) O O O O r r N N N M M M V V V In 1[1 to M f0 h h M W OJ m Q) O N C W N (D CO M d) h to V V V L(1 h O) M h N 0 LL1 M N N M 41 OJ N h M O W N O C Q r N N N t0 OJ O OJ M N O M O W N (O tom- M of of h d' 7 N N (0 W O O) 0 0 0 0 0 0 c- r N N N M M M V d' d' IfJ 0 I1J 0 0 r h W 0 CO O O O w m N N W N N (O cp M 01 h 47 V cr d' �0 h O M h N c0 N M N N M N o� N h M r• � U r r r r r r r r r r r r r r r r r �- r r r r Z N O O N W N IN0 r (OD m m hM(1 7 7 7 N OMi M N m �0f1 M N V M W N 1� Lu C (n H �O LU Q N N W W CO d) d) O) m QJ O - r O O - r O r M r M M - a V— N— N- f0 r h OJ r r r r r �- O o O O h m O N K1 O N c0 (O M 0� h LL'l V V V to h m M h N W N M N N M 47 W N U M It7 M O N O M W O) m h m N O d' h 41 N W M N N N M M ux h O M h 0 7 h In M h In of M m O O O O r r r � W N M M V 'ct � N� N 0 0 r h 00 u1 O O N h N N N tC� m O 0 M N O M O W N cp h N 0 0 h cr V N M t0 M O N V h O N V h O N� W 7 h O M h O V h l0 m M h p h N O O N h N N N u7 M O N M N O M O M N cp h 0 0 0 h 7 7 h W W of M m d7 O m O O O O O r r N N N M M M d' 7 7 N 47 U1 O tp ar h h h h D7 O N 47 N N CO (D M Q7 h t(1 V 7 d" �1 h 61 M h N W l() M N h h h W CO M N 6J 61 � 6J 01 O O O O r r N N N M M M V V [Y � M N p h O� h Ln D) O 1f1 h N N N N O) O OJ M N O M O OJ N (D h M 0 of r r m 0 W W W m ON1 m m m NO O m O - - - N N N M M M V V N LL01 � (D h 0 4) h LLJ Ol O N h N N N t[1 a7 O W M N O M O OJ N CO h 0 OJ Q) m W 0) OJ m h O N h N— h h h h h W W m a7 O 0 O O 0 O r r N N N M M M—— O N N N N N N N N N N M M M M M M M M M M g a 1 Y 1 1 c1' 1-T Y 9 W W W W W W W W W W W W W W W W W W W W W W W W W W W W W W W Exhibit "B" WAIVER AND RELEASE I, the undersigned, do hereby acknowledge and attest that I have read and understood section 9.6 of my Employment Agreement with the City of Santa Ana and hereby agree that by accepting twelve (12) months Severance Pay in the amount of $ ` ` OoO [12 x current monthly compensation] I agree to waive all rights to further claims, remedies, or legal action against the City, its officers and employees. In exchange for receipt of the Severance Payment I and my representatives, heirs, successors, and assigns do hereby completely release and forever discharge the City of Santa Ana and its related entities and their present and former officers, directors, council members, agents, employees, attorneys, and successors (collectively, "Released Parties ") from all claims, rights, demands, actions, obligations, liabilities, and causes of action of every kind and character, known or unknown, mature or unmatured, which I may have now or in the future arising from any act or omission or condition occurring on or prior to the date this waiver is signed whether based on tort, contract (express or implied), or any federal, state, or local law, statute, or regulation (collectively, the "Released Claims "). Released Claims shall also include, but not be limited to, claims for wages or other compensation due, severance pay, bonuses, sick leave, vacation pay, life or health insurance, or any other fringe benefit. Employee knowingly and voluntarily waives any and all rights or benefits that he may now have, or in the future may have, under the terms of Section 1542 of the California Civil Code, which provides as follows: A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS SETTLEMENT WITH THE DEBTOR. By initialing below, the Employee acknowledges that he or she has read and understands this waiver and voluntarily and knowingly is waiving his right under Section 1542 to pursue unknown or unanticipated claims, rights, demands, actions, obligations, liabilities and causes of action of any kind. M Initials of Employee 13 55394.00000 \8170424.1 Employee shall not file any claim, sue or initiate, against any Released Parry, any compliance review, action, or proceeding, or participate in the same, individually or as a member of a class, under any contract (express or implied), or any federal, state, or local law, statute, or regulation pertaining in any manner to the Released Claims. Approved and Agreed to By: �^� 14 55394.00000 \8170424.1