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HomeMy WebLinkAbout55A - RESO - AMEND COMPCITY COUNCIL MEETING DATE: APRIL 18, 2017 TITLE: ADOPT RESOLUTION AMENDING THE BASIC CLASSIFICIATION AND COMPENSATION PLAN AND THE ANNUAL BUDGET FOR FISCAL YEAR 2016 -2017; AND ADOPT RESOLUTION AMENDING THE BASIC CLASSIFICATION AND COMPENSATION PLAN FOR UNPRESENTED EXECUTIVE MANAGEMENT EMPLOYEES ACTING AS THE CITY MANAGER {STRATEGIC PLAN NO. 1, 1; 1, 22; and 7,6) ClW MANAGER RECOMMENDED ACTION CLERK OF COUNCIL USE ONLY: cI1:• 01 ❑ As Recommended C As Amended ❑ Ordinance on 1" Reading ❑ Ordinance on 2ntl Reading ❑ Implementing Resolution I] Set Public Hearing For CONTINUED TO FILE NUMBER Adopt a resolution amending Council Resolution No. 2015 -026, the City's Basic Classification and Compensation Plan and the corresponding section of the Annual Budget for Fiscal Year 2016 -2017, to create and reallocate several Police Department positions. 2. Adopt a resolution amending Council Resolution No. 2015 -026, the City's Basic Classification and Compensation Plan, to Unrepresented Executive Management (EM) City Manager. DISCUSSION establish compensation for members of the classification when appointed as the "Acting" Background Supervisor and Background Investigators The police department has been engaged in activities to increase sworn staffing levels. To meet this demand, the police department's background unit has been utilizing one Correctional Supervisor and two Correctional Officers on loan from the jail. The police department is proposing a new classification titled Background Supervisor and reallocating one Correctional Supervisor from the jail to the police department. This position would organize, manage and coordinate the work of staff engaged in the performance of background investigations. The 55A -1 Resolutions Amending the Classification and Compensation Plan April 18, 2017 Page 2 position would oversee the work of two sworn investigators, three civilian investigators, three part -time civilian investigators and one part -time clerical position assigned to the unit. In addition, the police department is proposing to reallocate the two correctional officer positions assigned to backgrounds to the existing classification of civilian Background Investigator. This reclassification would move two Correctional Officers from the jail to the police department to continue police department hiring mandate without interruption. This civilian Background Investigator position would give the police department a total of three, which includes the one civilian background position added to the 15/16 fiscal budget. The Background Supervisor and Background Investigator pay the same as the Correctional Supervisor and Correctional Officer positions, respectively, so there is no net fiscal impact. Police Training Coordinator The police department has been engaged in activities to increase the delivery of quality training to sworn officers, correctional officers and civilians throughout the department. To meet this demand, the police department's Training Division has been utilizing a Correctional Supervisor on loan from the jail. The police department is proposing a new classification titled Police Training Coordinator and reallocating one Correctional Supervisor from the jail to the police department. This position would design, develop, present, and evaluate training programs and related duties. The position would oversee the work of a full -time position and two part -time positions assigned to the division. The Police Training Coordinator pays the same as the Correctional Supervisor, so there is no net fiscal impact. Acting City Manager The City Charter Section 500 authorizes the City Council to appoint a City Manager. The City Manager is the chief administrative officer of the City who, under the direction of the City Council, is responsible for the proper administration of all affairs of the City. The City Council wishes to establish compensation for any member of the Unrepresented Executive Management (EM) classification when appointed as the "Acting" City Manager by acting, interim, temporary, or emergency appointment for a period exceeding 30 days. The compensation shall be one dollar more annually than the highest compensated Unrepresented Executive Management (EM) member, to include the Chief of Police. This would ensure the "Acting" City Manager receives a competitive and equitable salary rate in relation to other Unrepresented Executive Management (EM) members. Currently, Gerardo Mouet is the Executive Director of Parks and Recreation. He is serving as the Acting City Manager. STRATEGIC PLAN ALIGNMENT Approval of these items assists the City in meeting Goal #1 — Community Safety, Objective #1 (Modernize the Community Policing philosophy to improve customer service, crime prevention and traffic /pedestrian /bicycle safety), Objective #1i (Enhance public safety efforts by improving our employee retention efforts and actively seeking a diverse and talented pool of public safety candidates who possess the values and skills consistent with organizational goals), Objective #2 55A -2 Resolutions Amending the Classification and Compensation Plan April 18, 2017 Page 3 (Broaden communications, information sharing and community awareness of public safety activities), and Objective #2a (Purchase and implement a new integrated software system for the Police Department to improve productivity and increase efficiencies and transparency). Approval of this item also allows the City to meet Goal #7 — Team Santa Ana, Objective #6 - (Provide a positive workplace environment that supports the health of its employees and celebrates its success and goals). FISCAL IMPACT There is no net fiscal impact from the reallocation of positions in the police department. The reallocation of the Correctional Officers and Correctional Supervisor positions to Background Investigator and Background Supervisor, respectively, are cost neutral. The reallocation of the Correctional Supervisor to Police Training Coordinator is also cost neutral. The total cost of the "Acting" City Manager compensation assuming an effective date of May 1, 2017 is up to $8,926.00 in base salary for the remainder of the fiscal year. Funds are available in the City Manager's salary account (01103010- 61000). 4Wa`( � Edward S. Raya Executive Director Personnel Services Department Carlos Rojas Police Chief Santa Ana Police Department APPROVED AS TO FUNDS AND ACCOUNTS: "FCOt4,e fi 6 `'e±c,� y Francisco Gutierrezl Executive Director Finance & Management Services Agency 55A -3 55A -4 RESOLUTION NO. 2017 -XXX A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA TO AMEND RESOLUTION NO. 2015 -026 TO EFFECT CERTAIN CHANGES TO THE CITY'S BASIC CLASSIFICATION AND COMPENSATION PLANS AND TO AMEND THE CURRENT ANNUAL BUDGET FOR FISCAL YEAR 2016 -2017. 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. C. On June 21, 2016, the City Council passed and adopted Ordinance No. NS -2900, establishing the City's Annual Budget for Fiscal Years 2016- 2017, authorizing position allocations for Fiscal Years 2016 -2017, and requiring that alterations in the allocation of authorized positions be reviewed and approved by the City Council. D. The City Council has amended and reestablished the Basic Classification and Compensation Plans on numerous occasions since adoption. E. It is the City's practice to assign job titles that reflect the duties and responsibilities of the classification and are consistent with other classifications within the City's organizational structure as well as comparable job titles in the labor market, while maintaining internal pay equity relationships and attracting and retaining qualified candidates. F. The Personnel Services Department has completed a mid -year review of the various departmental requests to make changes to the City's organizational structure, classification titles, and staffing which revealed the need to effect certain changes to the City's basic classification and compensation plans. Exhibit] Resolution 2017 -XXX Page 1 of 3 55A -5 Section 2: The Santa Ana City Council amends Resolution No. 2015 -026, to add the following full time classification titles at the monthly five -step salary rate range indicated: 5 -Stets Salary Rate Range Effective 04 -18 -2017 Monthly Salary Classification Title SSR Minimum - Maximum Background Supervisor 700 $6353 -$7723 Police Training Coordinator 700 $6353 -$7723 Section 3: The Santa Ana City Council further amends the Budget for Fiscal Years 2015 -2016, as amended, to reallocate four (4) full time positions in the City's Police Officer Association as follows: Classification Title From: 2- Correctional Supervisor To: 1- Background Supervisor And, 1- Police Training Coordinator M From: 2-Correctional Officer To: 2- Background Investigator 5-S1e2 Salary Rate Range Effective 01/01/16 Monthly Salary SSR Minimum - Maximum 700 $6353 -7723 700 $6353 -7723 700 $6353 -7723 651 $5002 -6080 651 $5002.6080 ction 44: All salary rate range classifications are set forth in the City's "Salary Schedule" as periodically updated. Section 5: That except as amended by this Resolution, all other provisions of Resolution No. 2015 -026, as amended, and the Annual Budget for Fiscal Years 2016- 2017, as amended, shall remain in full force and effect. 55A -6 Section 6: This Resolution is operative from and after April 18, 2017. ADOPTED this 189E day of April, 2017. Miguel A. Pulido Mayor APPROVED AS TO FORM: Sonia R. Carvalho City Attorney By: "" A, 21a '"L Laura A. Rossini Senior Assistant City Attorney AYES: NOES: ABSTAIN: NOT PRESENT: Councilmembers Councilmembers Councilmembers Councilmembers CERTIFICATE OF ATTESTATION AND ORIGINALITY I, MARIA D. HUIZAR, Clerk of the Council, do hereby attest to and certify the attached Resolution No. 2017 -_ to be the original Resolution adopted by the City Council of the City of Santa Ana on April 18, 2017. IM Resolution 2017 -XXX Page 3 of 3 55A -7 Clerk of the Council City of Santa Ana y • LAR 4/13117 RESOLUTION NO. 2017 -XXX 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 'W" 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. Section 2: If any member of the Unrepresented Executive Management (EM) classification is assigned to the position of "Acting" City Manager by acting, interim, temporary or emergency appointment lasting longer than thirty (30) days, they shall be compensated $1.00 more annually than the highest compensated Unrepresented Executive Management (EM) member, including the Chief of Police. Section 3: That except as amended by this Resolution, all other provision of Resolution No. 2015 -026, as amended, shall remain in full force and effect. Exhibit 2 Resolution 2017 - Page 1 of 2 55A -9 Section 4: This Resolution shall be operative immediately upon adoption by the City Council. ADOPTED this 18th day of April, 2017. Miguel A. Pulido Mayor APPROVED AS TO FORM: Sonia R. Carvalho City Attorney By: ~ aura -�Aft- A6lWi Senior Assistant City Attorney AYES: Councilmembers:- NOES: Councilmembers ABSTAIN: Councily-nembers NOT PRESENT: Councilmembers CERTIFICATE OF ATTESTATION AND ORIGINALITY 1, MARIA D. HUIZAR, Clerk of the Council, do hereby attest to and certify the attached Resolution No. 2017- to be the original resolution adopted by the City Council of the City of Santa Ana on April 18, 2017. Date: Resolution 2017 - Page 2 of 2 55A -10 Clerk of the Council City of Santa Ana EXHIBIT 1 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. 2015 -001, 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 part -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. 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, 2016 -026 Page 1 of 7 55A -11 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 Basic 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. 1. 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 Plan, 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 of 7 55A -12 Z 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 Exhibit 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 55A -13 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 11 to Fleet Services Technician 11; 4. Fleet Equipment Technician III to Fleet Services Technician 111; 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 I to Park Services Inspector I; 2. Park Maintenance Inspector II 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 iitles 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 -026 Page 4 of 7 55A -14 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). O. 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 classifications in the City and in the labor market, the Executive Director of Personnel Services recommends changing the job classification 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 16th day of June, 2015. APPROVED AS TO FORM: Sonia R. Carvalho City Attorney Sy; —7 Sonia R. Carvalho 55A -15 Resolution No, 2015 -026 Page 6of7 AYES: Councilmembers: Amezcua Benavides Martinez Pulido, Reyna, Sarmiento Tinalero (7) NOES, Councilmembers: None (0) ABSTAIN: Councilmembers: None (0) NOT PRESENT: Councilmembers: 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: Resolution No. 2016 -026 Page 6 of 7 55A -16 � rh r LAJV Clerk of the Council City of Santa Ana PLEASE SEE LASERFICHE FOR RESOLUTION NO.2015 -026 EXHIBITS A -1 Resolution No. 2016 -026 Page 7 of 7 55A -17 Exrt�., i__, u THE BASIC COMPENSATION AND BENEFIT PLAN FOR CLASSES OF EMPLOYMENT DESIGNATED AS UNREPRESENTED EXECUTIVE MANAGEMENT (EM), Unrepresented Executive Management (EM) Basic Compensation and Benefit Plan Effective July 1, 2015, Section 1._ xecutive Ma agemenf f EM) Classjflcations and Compena for Plan. A. Unre_presented xe °utive Mans (M) rn oyeo_0lassificatioM Assistant City Manager (EM) CHIEF TECHNOLOGY INNOVATIONS OFFICER, (EM) — NEW TITLE EFFECTIVE 7/11/15 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 Salaki . A schedule of salaries showing salary rate ranges for classifications of employment designated as unreprosented Executive Management (EM), is attached hereto as attachment "1" and made a part hereof as though set forth In full herein. The schedule for unrepresented Executive Management (EM) classifications and effective dates is listed as follows: Salary Schedule Assistant City Manager (EM) -�~ �. EM -39 02/01/2015 CHIEF TECHNOLOGY INNOVATIONS OFFICER (EM) EM -35 07/01/2015 Deputy City Manager (EM) EM -41 02/01/2015 Polloo Chief (EM) EM-47 0210112015 Executive Director of Community Development (EM) EM -33 02/0112015 Executive Director of Finance and Management Services (EM) EM -37 02/0112015 Executive Director of Parks, Recreation and Community Services (EM) EM-37 02/0112015 Executive Director of Personnel Services (EM) EM -33 02/0112015 Executive. Director of Planning and Building Safety (EM) EM -42 02/01/2015 Executive Director of Public Works (EM) EM -38 02/01/2015 55A -18 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 "8" the middle or midpoint rate of the range, and Step "15" being the highest or maximum rate. Terminal Classifications. The capitalized letter "T" shown within parenthesis [i.e., (T)] next to a classification title signifies a position classification that has been designated as "terminal" by formal City Council action and, as such, will be deleted from this classification and compensation plan for unrepresented Executive 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. S Corm. sensation Ptgvlsions. 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 3. Adm1.q,1 nation L ncf A licablity of the Compensation Plan A. Unless specified otherwise herein, unrepresented Executive Management (EM) employees will be subject to the same changes 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; retirement; Retirement Health Savings Plan; and work week schedule, as provided In the highest amount as available to represented management employees on or after January 1, 2015. 8, ggmpe s_ation Man Imoiementation. Upon implementation of the basic salary schedule set forth In Bub- seetlon 1.13, of this Resolution, a current incumbent of an 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 date of this Resolution. C. ElI in Pay Poligy, 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 5) 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, 55A -19 the City Manager may authorize compensating the new employee within the middle third of the salary range (Steps 6 through 10) but the higher starting salary will generally not be above Step 8. C. Rates of nay for Temporary and Bart -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 or a part -time basis, which is defined as employment of forty (40) hours or less per semimonthly 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 classiflcation'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. gyro®. 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") 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 Menaagement-(EM)-eimployee- or-aperiod-of- time - longer- than- ten_(10)- calandardays -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. P. or Promf?lon !i t.Qujmft_qmaigyN, An employee who is appointed or promoted to an Executive Management (EM) classification from a represented management or nonmanagement 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, R TamDoraar l)parade to an Executive Management tEM) Classification. 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 (6 %) Increase or the minimum rate of the Executive Management (EM) salary range, whichever is higher, In accordance with current upgrade provisions. I. Reallocation of Is Re a Rannes. When an employee is in an Executive Management (EM) classification which is reallocated from the current salary rate range to a different salary rate range, the employee will retain the same salary step he or she hold prior to the reallocation. The employee will retain credit for length of service in such salary stop towards advancement to the next higher salary step. 55A -20 J, Y- a ing. In special circumstances the City Manager may approve compensating an employee in excess of 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 for the assigned classification. K, Z- Rating. A ZwRate is a special salary rate established by the City 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 period, Section 4. _ealntl an fa Berle its. 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 § 125, 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 VIPERS statutory minimum paid by the City, A. iv edical insurance. Eligible Executive Management (EM) employees may select any of the medloal Insurance plan options offered by CaiPERS. B. Dental insurance. Eligible Exe0LItIVe Management (EM) employees will have the ability to select either an HMO or PPO dental insurance plan, C. Vision Insurance, Eligible Executive Management (EM) employees will have the ability to select vision insurance coverage through the City's insurance provider, D. Cash -in -Lieu of Benefits. Executive Management (EM) employees will be eligible to receive cash (subject to taxation as wages) through the 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 plan. E. Emr)lovee Contrib�, i�,�on fnr Benefits. If an Executive Management (EM) ernployee chooses optional benefits whose aggregate premium cost exceeds the maximum City Contributions to the Cafeteria flan, the City will automatically deduct the excess premium amount on a pre -tax basis from the employee's regular paycheck, F. Disability Insura e. 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 (Gtr 213) of base monthly salary (Insured payroll), less offsets conlalned in the existing plan, to a maximum monthly benefit of $5,000. 55A -21 G. Ljta Ins ra ce apd Acci ntal Death & Personal L ss AD &PL . The City will pay one hundred percent (100 %) of the premium cost for term life and AD &PL Insurance coverage under the policy it maintains on behalf of its employees in order to provide Executive Management (EM) employees with life and AD &PL Insurance coverage In an amount equal to three times the employee's annual rate of salary to a maximun7 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 &PI_ 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. SQc3jon 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: Januarry lot; third Monday in January; third Monday In February; last Monday in May; July 4t"; first Monday In September; November 11i"; Thanksgiving Day and the day immediately-following-(f ridgy) CY i °istmas - l3ay;- the last worktng-day-trofare-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 tale at least five (5) consecutive days of vacation leave each year, C. Lo ovity Vac t3ion Credits or Ne I-F(rol ecutivo. Mgria ment EM) Rmplo_yge& 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 Aria by the employee to establish total years of service for the purpose of calculating longevity vacation. 55A -22 D. on o ity�anq Vgc�rtio�_ Pay Option. Once per fiscal year, Executive Management (EM) employees will be given 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. Sick Leave Credit for NNe „ 1 es, 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. R Payment for U_,nused Sick Leave. Executive Management (EM) employees will be granted payment for Unused sick leave on the same basis as provided to Santa Ana Management Association (SAMA) represented employees of the City. G. Paid or unpaid Administrative e vo,Policy, The City Manager is authorized to grant, at his or her discretion, paid or unpaid leave for Executive Management (EM) employees. Section 6 etirelnent Plan ContHbAL001. 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 °/o at 55 Sory�cs atir ennt f✓eneyttter Clae la Iscejlaneous Menders. 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 (AB340), with the 2.7% at 55 Service Retirement benefit. C. Payment of 2.71/6 at__55_. Mvtoe_Retirement Benefit. Classic Miscellaneous Executive Management (EM) employees covered by this Resolution will contribute eight percent (8 %) of CalPERS reportable compensation toward the employer cost of the 2.7% at 55 enhanced retirement formula. This payment will be implemented as cost - sharing pursuant to Government Code Section 20516(f). Pre - Taxable Benefit. To the extent permitted by CaIPERS and internal Revenue Service regulations, this eight percent (8 %) employee contribution will be Implemented through payroll deductions on a pre -tax basis. D, 2,T at 62 Service Retirement ,BprLe -Jt for New Miscellaneous. Me ers. The City agrees to provide Executive Management (EM) employees covered by this Resolution who were appointed to their classification orr or after January 1, 2013, and who are defined as new membors under the California Public Employees' Pension Reform Art (PEPRA) of 2019 (AB340), with the 2.0% at 62 Service Retirement benefit. E, Payment f 2,.0..°(0 _at.62 _Service Retirement „[3enefit. Executive Management 55A -23 (EM) employees defined in 6.D. (above) will contribute at least 50% of normal cost of the 2.0% at 62 retirement benefit. Pre - Taxably Benefi#. To the extent permitted by CsIPERS and Internal Revenue Service regulations, the City will make the above employee deductions pre -tax contributions. F, 3% at 50 Service RetLrp„mq oSa�ty o Members, The City agrees to provide Executive Management (EM) employees covered by this Resolution, and who are defined as Classic Safety Members under the California Public Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 3% at 50 Service Retirement benefit, & Pavment of 3.0% at 50 Service Rot re a t Benefit. Classic Safety Executive Management (EM) employees covered by this Resolution will contribute nine percent (9 %) of CaIPER8 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). Pre -Ta b e Be r oft. To the extent permitted by CaIPERS and internal Revenue Service regulations, this nine percent (9%) employee contribution 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° /0C7a 57 Service Retirement benefit. 1. pavmenj_,g( 2.7% at 57 Service Retirement Benefit. Executive Management (EM) employees defined In 6.K (above) will contribute at least 50% of normal cost of the 2.7% at 57 retirement benefit. Pie - Taxable Benefit. To the extent permitled by CaiPERS and Internal Revenue Sarvlce regulations, the City will make the above employee deductions pre -tax contributions, J. final Cnmponsation for Pension Calculation. Final compensation for Classic Safety and Classic Miscellaneous Members will be based on the highest annual average compensation earnable during the 12 consecutive months Immediately preoeding the effective date of his or her retirement, or some other 12 consecutive month period designated by the member, Final compensation for Safety and Miscellaneous Members who are defined as New Members under PEPRA will be based on the highest annual average compensation earnable during the 36 consecutive months Immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. K. Militar. Service Credit as Public SpLyige, An Executive Management (EM) employee covered by this Re-,solution will be permitted to purchase up to four (4) years of service credit for any continuous active military or morchant madna service prior to 55A -24 employment, The cost to purchase this service credit is subject to CaIPERS Regulations and calculated using a present value method. L, D, efe3rgA Retlremej3 l s Saey Classic Miscellaneous Mem as defined in Se ion 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 (g %) for Classic Safety Members. Such payments will be credited to the individual employee's CaIPERS 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 now 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 23% at; 55 Benefits Formula will be increased by eight percent (8 %) and each Classic Safety Member eligible for the 3% at 50 Benefits Formula will be increased by nine percent (9%). For the purpose of reporting an employee's compensation to CalPERS, the City will Include these payments as if they were a part of the employee's reportable compensation. Section 7. Tuition Ree mbursement. Executive Management (EM) employees are eligible to participate in the Training and Education Assistance Program provided for all regular, full -time employees of the City, Reimbursement will be based on the cost of tuition, required enroUrnentlregistration 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. Leotion 8. Medical Retirement 5ubsidV Plan. A. The City's current annual contribution towards the Medical Retirement Subsidy Plan for Executive Management (EM) employees covered under this Resolution is 1,76% of the base salary, which is based on the first payroll period in October and deposited no later than October 31ar of each year. S. The plan will be administered by the City, at no cost to Executive Management (EM) employees pursuant to the written directives of Executive Management (EM) employees. The funds contributed by the City will be maintained In such a manner as to ensure that the funds are invested in a reasonably secure plan that bears a reasonable rate of interost(growth given current financial markets, For purposes of this Resolution, 55A -25 Investments made pursuant to the then current Statement of Investment Policy for the City of Santa Ana, will be deemed to meet the requirements of this section. This program is for medical insurance premium reduction only. C. Effective November 28, 2011, the City adopted a resolution authorizing Implementation of the "Vantage Care" Retirement Health Savings Plan (RHS), which designated ICMA »RC as the administrator of the plan. 1. The City agrees to amend the current contract with ICMA -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 establishment 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 base pay of each Executive Management (EM) employee by 1.25 %4 with said amount being deposited into employees' individual RHS accounts each pay period. This 1.25 %a increase In base is In -lieu of the Annual City Contribution of 1.75% paid 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 8.C.2. above will be effective July 1, 2015. 4, 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. S ctjon il,_ ? tSAllowance. With the exception of the Police Chief who receives a City vehicle, the City will contribute five hundred dollars ($500) per month to each Executive Management (EM) employee to offset reasonable and necessary expenses for the operation, maintenance and insuring of an automobile. In lieu of receiving five hundred dollars ($500) per month, the employee may request and be provided with an optional vehicle. This provision is in accordance with and as specified In Section 2 -300, Division 1, Article IV, Santa Ana Municipal Code. 6ectlon 10,. Deferred Co�m ?onsation. The City has established and maintains a deferred compensation plan pursuant to the provisions of Section 457(b) of the Internal Revenue Code. Executive Management (EM) employees covered under this resolution, at his or her sole discretion, rnay defer to have deposited Into the City's 457(b) plan a portion of his or her compensation up to tine maximum amount permitted by law. 55A -26 The City is desirous of establishing a 401(a) deferred compensation plan. As permissible by law the City will establish a 4401(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(a) 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. The provision of the unrepresented Executive Management evaluation system are as follows: 111Pur ose, 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 „7 Specific Gam ansation t7atarmin�atlon. 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_,3Ev la uation Systcdm Components. The evaluation system will be comprised of the fallowing components: A. p,nnual Objectives. Tile 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 must total 100°/x. 13. Managorial ehaviois. 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, decislon- making and judgment, planning and organization, management control, leadership, interpersonal relations, time- management, technical knowledge, handling of stress, etc. 55A -27 11 A Perform an ce Evaluation 9W.W—eritions. 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: Paint Ratlnp Performance Levels Significantly Exceeds Expectations: Consistently exceeds all objectives requirements and expectations by a wide margin. 2 Exceeds Expectations: and exceeds several. Meets Expectations, Meets objectives and requirements. Below Expectations: Pails to meet some objectives and requirements. 1 Unacceptable: Performance required. is significantly below the minimum J1.5 P ©rformanoe- Basted Salary Adlustments. Each Executive Management (EM) employee may be eligible to receive an annual performance - based, in -range salary increase and /or 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 Expectations," either step 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 (7.5 %) in tote. B. For overall performance rated as "Exceeds Expectations," either step increases or one -time monetary payment or a combination of a step increase and one- time monetary payment not to exceed five percent (5 %) in toto. 55A -28 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 stop 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. Ap ilc t� Ion of Guldelings. 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) performance -based evaluation system, Such procedures and guidelines will define how performance objectives, measures and standards are developed; when and how performance reviews are to be carried out; how performance component ratings and composite ratings will be scored; and how performance salary Increase and monetary Incentive payment options are to be exercised. Suction 12, Miscellaneous provisions A. Catastrophic Leave Donation. Executive Management (EM) employees will be eligible to donate and receive catastrophic leave donations as provided to all other represented employees. B. Electronic Device Stipend. 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. QtYtar ,Ut�re wont xacutive Mananorr7rn EMZ Ern yyee RigLija and Privllgges, Each employee in a classification of employment designated in Sub- sectlon 1.A. of this Resolution as unroprosonted Executive Management (EM) will continue to 55A -29 enjoy the same rights and privileges to which they were entitled under Resolution 91. 066 unless otherwise amended, altered or eliminated heroin, 55A -30 to •-^ T r \-• r .^ T Y r r r r r r. < .- . \- . r r .- r r r N N � CEpO� r C�SyY h- 0> N � W M d' I4')` hpp. tUt~ry+i1 � � •N�' � Imp Mn � � � IfN7 � Np h�jyl O W M 8 S91� O F t.W+ryy a 4W0 S m 0 0 a 2 0 8� [8 E VM) Yt P; 4 G h tm- M P lN- CO - M �Ny* MN 1� W M <O Ob) VNl o) tl�l b O O CJ +^' eM+ e•• N N N t+d) ['7 M Vp' ¢F Ham' G CMS tp Cb �¢p� t� r r r< Y e r r r ty r{• r rO w r w W r r r- (r-V• W3tipp) M �QY''�••.. 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O � � r � r^ N N N M M M V' <Y ~V N � N N C Iti Cn N W r CCl/�� r r w r w r r .- +-• .•'• o- r• r rry•• r v- Wr {r� .�- M �W 1•� ham- N s a O N (Q� p) yN M d) tfJ h m •e"�• If1 hp• tp~�i t') h Nn{• t0 Ip <ry n tWtVV ssssss111111 CO W h r eWWWe��U�i tWMWi thbl 1COpV W fD \M- (q15' V +++UUUY h. V3 Y#' M U) hp' 0) tC.',). rho N h Imp N h n W W m W tV r+ r w T w r r .- r r r .- \•- r r r (1 N h F. h� W tf} IW 0.r O) tlNi m of 6mY tti b C) O r LYE r MN V N M C) to 'tl' 'Y' <i 7 C M V' V1 W N. IX) m CJ N 1 (p h N U w" N M V• L M1 (n O `w `j r P iaawwiumw III ualuulia�rwu .ii.i1�i6iwuiluu7u uawulwu� wual.11 55A -31 EXHIBIT CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE CONFIDENTIAL ASSOCIATION OF THE CITY OF SANTA ANA (CASA) P SALARY RATE RANGE EFFECTIVE'10101114 55A-32 §-R—R2 MadWy. alary CLASSIFICATIQNTITLE MIMIMUM - Maximum BUDGET AIDE (UC) 642 $4847 - $6186 BUDGET ANALYST (UC) 668 $5602 - $7024 COUNCIL. SERVICES SECRETARY (UC) 689 $3741 - $4777 EXECUTIVE ASSISTANT (UC) 645 $4919 - $6276 EXECUTIVE SECRETARY TO THE POLICE CHIEF (UC) 620 $4350 - $5657 FINANCE EXECUTIVE SECRETARY (UC) 616 $4268 - $5449 FINANCIAL ANALYST (UC) 663 $5370 - $0863 LEGAL OFFICE ASSISTANT (UC) 644 $3002 - $3831 LEGAL SECRETARY (UC) 586 $3722 - $4753 'LIAB[t-ITY'CtAIMS-PROCESSOR-(UGr---. — T , : 9 f LOSS CONTROLANALYST (UC) 663 $6370 - $6863 LOSS CONTROL TECHNICIAN (UC) 642 $4847 -$6186 MANAGEMENT AIDE (UG) 042 $4847 «$6186 MANAGEMENT ANALYST (UC) 668 $6602 - $7024 MANAGEMENT ASSISTANT (EXEMPT) (UC) 668 $5602 - $7024 PARALEGAL (EXEMPT) (UC) 523 $4415 - $5639 PAYROLL SYSTEMS ANALYST (UC) 708 $6680 -$8536 PAYROLL TECHNICIAN (UC) 622 $4393 - $5611 PERSONNEL ANALYST (UC) 663 $5370 -$6853 PERSONNEL EXECUTIVE SECRETARY (UC) 610 $4142 - $5291 PERSONNEL SECRETARY (UC) 589 $3741 - $4777 PERSONNEL SERVICES RECEPTIONIST (UC) 571 $3423 - $4371 PERSONNEL. SERVICES SPECIALIST (VC) 681 $3594 - $4590 PERSONNEL TECHNICIAN (UC) 622 $4393 -$5611 POLICE PERSONNEL SERVICES SPECIALIST (UC) 002 $$984 - $6089 RISK MANAGEMENT COORDINATOR (UC) - NEW TITLE EFFECTIVE 711116 648 $4930 - $6291 RISK MANAGEMENT TECHNICIAN (UC) 622 $4393 - $6611 SECRETARY TO THE CITY MANAGER (UC) 666 $6440 - $6956 SENIOR BUDGET ANALYST' (UC) 607 $6338 - $8089 SENIOR FINANCIAL ANALYST (UC) 707 $8656 - $8494 SENIOR LEGAL MANAGEMENT ASSISTANT (EXEMPT) (UC) 697 $6338 - $8089 SENIOR LEGAL OFFICE ASSISTANT (UC) 671 $3423 - $4371 SENIOR LEGAL SECRETARY (UC) 610 $4142 - $6291 SENIOR MANAGEMENT ANALYST (UC) 697 $6338 - $8080 SENIOR MANAGEMENT ASSISI-ANT (EXEMPT) (UC) 697 $6338 • $8089 55A-32 EXXH SIT B CcrnVd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE CONFIDENTIAL ASSOCIATION OF THE CITY OF SANTA ANA (CASA) CLMIFJCATION 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 (UC) 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) WORKERS' COMPENSATION CLAIMS EXAMINER (UC) WORKERS' COMPENSATION SYSTEMS TECHNICIAN (UC) 6 -STEP SALARY RANG 707 EFFECTIVE 10/09114 $R9 Monthksalary 662 Minimum - Maximum 663 $6370 -$6853 642 $4847 -$6186 707 $6650 - $8404 580 $3741 -$4777 602 $3984 - $6089 042 $4847 - $6186 642 $4847-$6186 617 $4289 $5476 682 $5891 - 87520 627 $4504 -$5749 707 $6656 - $8494 693 $3812 - $4870 662 $508946495 603 $4003 -$6114 aotao gg ' Effective 1011114, $RR obsolsto due to 1.25% Increase In4ou of Medical Rettroment Subsidy. "(UCY Is the parenthetical Identifior used to dosignate classification titles as Unaffiliated Conildenlla). Benefits and compensation provisions for oiassi ication thins represented by CARA are by Agreement, and are outlined In the Momorondum of Understanding established between the City and tho Bargaining Unit. This C;la6sl0cation and Pay flan was adopted through Resolution on 0116115, offacdvo 7!1/16. 55A -33 EXHIBIT CITY OF SANTAANA POSITION CLASSIFICATION AND FAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA POLICE MANAGEMENT ASSOCIATION (PMA) SWORN CLASSIFICATION TL1rLF POLICE CAPTAIN (RM) POLICE LIEUTENANT (RM) N9A" W,,,•BN „CGAS5IF CA9[ 1ON 1 "lT f JAIL, ADMINISTRATOR (RM) POLICE COMMUNICATIONS MANAGER (RM) POLICE SYSTEMS MANAGER (RM) 4•STEP SALARY RATE RANGE EFFECTNE 711113 SRR MMtr71.0 Salary Minlmurn - Maximum M834 $12223•$14160 M800 $10360 - $11982 5- T P S LACY & 'Cq � MANGE SIS �R Mnn lyXIala l (JltLM m « Maxim —U M813 $11031 - $13409 M739 $ 7686•$ 9342 M777 $ 9250 $11264 'oot7ot0 "(r2M)" Is the parenthetical identlller used to designate classification titles as Represented Management. Benefits and componealion provisions for ciaeaitimlicn titles represented by PMA are by Agreement, and Are outlined in the Memorandum or Understanding established between the City and lbo Bargaining Unit. ” "" This Clasalficatlon and Pay Clan woe adopted through Resolution on Bt15/M5, effoolive 7 /1115. 55A -34 gntl rr DD CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA POLICE OFFICERS ASSOCIATION (PGA) 5-STEP SALARY RATE RANGE _EFFECTIVE 711113 SRR nth Sa any SWORN CLASSIFIC.AltQN TITLE M1111mum • Maximum POLICE OFFICER 690 $6050 - $7355 POLICE SERGEANT 733 $7463 - $9073 Cr57EP SALAj3y R� E RANGE 55A -35 Munttiiv§, ar NON-SWORN CLASSIFICATION TITLE Minimum - Maximum ANIMAL SERVICE OFFICER 1 626 $4426 -$5382 ANIMAL SERVICE OFFICER II 656 $6126 - $6230 BACKGROUND INVESTIGATOR 641 $4764 -$5790 COMMUNICATIONS SERVICES OFFICER 621 $4317 -$6252 CORRECTIONAL OFFICER 641 $4764 -$6790 CORRECTIONAL SUPERVISOR 690 $6060. $7355 CRIME RESEARCH AIDE 652 $6026 • $6110 CRIME RESEARCH ANALYST 678 $5706 -$6937 EMERGENCY OPERATIONS COORDINATOR 710 $6870 -$8109 FIREARMS EXAMINER 697 $6260 -$7609 FORENSIC SERVICES SUPERVISOR 728 $7283 - $8853 FORENSIC SPECIALIST 1 662 $5026 - $6110 FORENSIC SPECIALIST II 671 $6515 - $6702 PARKING CONTROL OFFICER $911 $3728 - $4633 POLICE ATHLETIC /ACTIVITIES LEAGUE ASSISTANT DIR 620 $4296 - $5226 POLICE COMMUNICATIONS SUPERVISOR 686 $5934 - $7211 POLICE COMMUNITY SERVICES SPECIALIST 641 $4764 • $5790 POLICE EVIDENCE AND SUPPLY SPECIALIST 624 $4382 -$5830 POLICE EVIDENCE AND SUPPLY SUPERVISOR 644 $4834 - $5876 POLICE INVESTIGATIVE SPECIALIST 641 $4764 - $6790 POLICE PHOTOIVIDEO SPECIALIST 621 $4317 -$5252 POLICE PROPERTY AND EVIDENCE SUPERVISOR 644 $4834 -$5876 POLICE RECRUIT 650 $4978 -$6050 POLICE SERVICE OFFICER 621 $4317 - $5252 POLICE SERVICES DISPATCHER 646 $4882 -$5934 55A -35 EXHIBIT D Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY 'rHE SANTA ANA POLICE OFFICERS ASSOCIATION (PDA) NON -SWORN CLASS FICATION TITLE RANGEMASTER SENIOR PARKING CONTROL OFFICER TRAFFIC SERVICES SPECIALIST 5 -STEP SALARY RATE RANGE ,U taft " Beneflte and componaadan provisions for claasl0ostlon Illlos roprosented by POA are by Apreemoni, and are 001 lied In the Memorandum or undeialandinp ostabllshed batmon the City and the 0arpalninp Unit. ThIs Clasalfloatlon mnd Pay Plan Was adopted Ihrouph Resolution on 6116116, olfeolive 7/1/'1 5. 55A -36 EFFECTIVE 711113 SRR MagW Salary Minimum - Maximum 621 $4317 - $5252 611 $4111 $6002 641 $4764 - $5X70 ,U taft " Beneflte and componaadan provisions for claasl0ostlon Illlos roprosented by POA are by Apreemoni, and are 001 lied In the Memorandum or undeialandinp ostabllshed batmon the City and the 0arpalninp Unit. ThIs Clasalfloatlon mnd Pay Plan Was adopted Ihrouph Resolution on 6116116, olfeolive 7/1/'1 5. 55A -36 EXHIBIT CITY Of SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA MANAGEMENT ASSOCIATION (SAMA) 6-STEP SALARY RATE RANGE EFFECTIVE 10101/14 17 -STEP SALARY RATE RANGE no—njWtEaLqry ADMINISTRATIVE MANAGEMENT CLASSIFICATION TITLE, 5RR* Mwmwa. Maximum APPLICATIONS SYSTEMS MANAGER (AM) AM774 $0231- $11225 APPLICATIONS/TECH SUPPORT MANAGER (AM) AM784 $9697-$11786 BENEFITS AND COMPENSATION SUPERVISOR (AM) AM734 $7593 -$ 9231 BENEFITS SUPERVISOR (AM) AM723 $7196 -$ 8749 BUDGET AND RESEARCH MANAGER (AM) AM704 $8792 - $10690 BUDGET SUPERVISOR (AM) EFFECTIVE 711115 AM744 $7973 - $ 9697 COMMUNITY PRESERVATION COORDINATOR (AM) - TITLE MM -26 $ 9164 - $13601 CHANGED TO CODE ENFORCEMENT COORDINATOR (AM) MM-20 $ 9164, $13601 EFFECTIVE 711115 AM726 $7266-$ 8834 CORRECTIONAL MANAGER (AM) AM737 $7704 -$ 9366 MAINTENANCE ENTERPRISE ADMINISTRATOR (AM) • NEW MM-26 $ 9164 - $13601 TITLE EFFECTIVE 7!1113 AM760 $862.1-410479 PRINCIPAL, MANAGEMENT ANALYST (AM) AM734 $7593-$ 9231 PRINCIPAL PLANNER (AM) AM760 $8621- $10479 PROJECT MANAGEMENT OFFICER (AM) - NEW TITLE EFFECTIVE 711115 AM784 $9697. $11786 SUPERVISOR OF INSPECTIONS (AM) AM745 $8012 - $ 9745 WORKERS'COMPENSATION SUPERVISOR (AM) AM723 $7196 -$ 8749 17 -STEP SALARY RATE RANGE 55A -37 EFFECTIVE 101 14 5RR* Mo_ nthly Salary MIDDLE MANAGEMENT CLASSIFICATION TITLE Minimum . Maximum ACCOUNTING MANAGER (MM) MM -26 $ 8940 - $13272 ADMINISTRATIVE SERVICES MANAGER (MM) MM -22 $ 8303 - $12324 ASSISTANT'CITY ATTORNEY (MM) MM -22 $ 8303 - $12324 ASSISTANT DIR OF COMMUNITY DEVELOPMENT (MM) MM -26 $ 9164 - $19601 ASSISTANT DIR OF FINANCE AND MANAGEMENT SVCS (MM) MM -28 $ 9627 - $14292 ASSISTANT DIR OF PARKS, REC, AND CMTY SVCS (MM) MM -26 $ 9164 - $13601 ASSIS"T"ANT DIR OF PERSONNEL SERVICES (MM) MM-20 $ 9164, $13601 ASSISTANT DIR OF PLANNING AND BUILDING (MM) MM -28 $ 9627 - $14292 ASSISTANT TO THE CITY MANAGER (MM) MM -22 $ 8303 - $9.2324 BUILDING SAFETY MANAGER (MM) MM-26 $ 9164 - $13601 CHIEF ASSISTANT CITY ATTORNEY (MM) MM -30 $10115 - $15015 CITY ENGINEER (MM) MM -28 $ 9627 - $14292. 55A -37 EXHIBIT E Cont'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR CLASSIFICATION TITLES REPRESENTED BY THE SANTAANA MANAGEMENT ASSOCIATION ($AMA) MIDDLE MANAGEMENT g,Mffjg6jffl TITLE CITYTRAFFIC ENGINEER(MM) COMMUNITY DEVELOPMENT MANAGER (MM) COMMUNITY PRESERVATION MANAGER (MM) TITLE CHANGED TO CODE ENFORCEMENT MANAGER (MM) EFFECTIVE 711/15 COMMUNITY SERVICES MANAGER.(MM) CORPORATE YARD FACILITIES /FLEET SVCS MGR (MM) COUNCIL SERVICES MANAGER (MM) DEPUTY BUILDING OFFICIAL /NEW CONSTRUCTION (MM) DEPUTY BUILDING OFFICIAUPLAN CHECK (MM) DEPUTY CITY ATTORNEY (MM) S -STEP SALARY RATE-RANGE FACILITIES MAINTENANCE SUPERINTENDENT" (MM) EFFECTIVE 10/01/14 SRR" MVIont 1y Salary MM -25 $ 8940 - $13272 MM -22 $ 8303 - $12324 MM -26 $ 9164- $13601 MM -22 $ 8303 - $12324 MM -22 $ 8303 - $12324 MM -22 $ 8303- $12324 MM -22 $ 8303 - $12324 MM -26 $ 8940 - $13272 MM -12 $ 6484 -$ 9627 ECONOMIC DEVELOPMENT MANAGER (MM) MM-22 FACILITIES MAINTENANCE SUPERINTENDENT" (MM) MM -18 HOUSING DIVISION MANAGER (MM) MM -22 INFORMATION SERVICES MANAGER (MM) TITLE CHANGED TO MM -26 INFORMATION SERVICES AND NETWORK MANAGER (MM) TO EFFECTIVE 711115 MM -22 LIBRARY OPERATIONS MANAGER (MM) MM -17 PLANNING MANAGER (MM) MM -20 PRINCIPAL CIVIL ENGINEER (MM) MM -25 PUBLIC WORKS MAINTENANCE MANAGER (MM) MM -24 RISK MANAGER (MM) MM -23 SENIOR ASSISTANT CITY ATTORNEY (MM) MM -28 STRATEGIC COMMUNICATIONS MANAGER (MM) MM -19 TRANSIT PROGRAM MANAGER (MM) MM-26 TRANSPORTATION MANAGER (MM) MM -25 TREASURY AND CUSTOMER SERVICES MANAGER (MM) MM -22 WATER RESOURCES MANAGER (MM) MM -26 ZOO MANAGER (MM) MM-22 $ 8303 -$12324 $ 7522 - $1.1164 $ 8303 - $12324 $ 8940 - $18272 TO $ 8303-$12324 $ 7338- $10893 $ 9104 - $13601 $ 8940 - $13272 $ 8720-$12947 $ 8508 - $12633 $ 9627 »$14292 $ 7708 - $11443 $ $940 - $13272 $ 8940- $13272 $ 8303- $1232.4 $ 9164- $13601. $ 8303- $12324 ° Effer..tive 9011114, SRR obsolete due to 1.25% Inoreaso In4lau of Medical Rodrement Subsidy, *" "(AM)" is the parenthetical Identifier used to designate classification titles as Adminlalrative Management. ^(MM)" is Ilia parenthetical Identifier weed to dealgnalo ciassilieatlon lilies as Middle Management. benefits and compensallon provisions for clasalliretion lilies roprosentod by SAMA are by Agromnent, and are outlined In the Memorandum of Understanding aetabllahed between the City and the 0argc0dng Unit. This Classlfloalion rind Pay plan was adopted Through Resolution on 61,10116, effective 711115, 55A -38 EXHIBIT F CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1839/ SERVICE EMPLOYEES INTERNATIONAL, UNION LOCAL 729 (SEIU) 55A -39 7-STEP SALARY RAE R6NQ.E EFFECTIVE 7!9/13 SRR Mo0thly 5alary FULL-TIM CLA &C.ATION TITI g Minimum • MaxRnum ACCOUNTANT 634 $4601 -$6170 ACCOUNTANTII 662 $5275•$7073 ACCOUNTING ASSISTANT 583 $3586 -$4810 ACCOUNTING ASSISTANT /SYSTEMSTECHNICIAN 583 $3586 -$4810 ACCOUNTS PAYABLE SUPERVISOR 637 $4671 »$6260 ACTIVE TRANSPORTATION COORDINATOR** 673 $5589 -$7463 ASSISTANT BUYER* 598 $3861 -$5176 ASSISTANT ENGINEER 702 $6415 -$8599 ASSISTANT ENGINEER It 716 $6869 -$9205 ASSISTANT FLEET EQUIPMENT TECHNICIAN $78 $3501 -$4694 ASSISTANT INSTRUMENT TECHNICIAN 609 $4074 - $5461. ASSISTANT LIBRARIAN 592 $3747 -$5026 ASSISTANT PARKS /LANDSCAPEPLANNEiR 643 $4810 -$6446 ASSISTANT PLAN CHECK ENGINEER 702 $6415 -$8599 ASSISTANT PLAN CHECK ENGINEER II 716 $6869.$9205 ASSISTANT PLANNER 1 643 $4810. $6446 ASSISTANT PLANNER II 663 $5304- $77.07 ASSISTANTTRAFFIC OPERATIONS ENGINEER 716 $6869 -$9205 ASSOCIATE PARKAND LANDSCAPE PLANNER 693 $6140•$8229 ASSOCIATE PLAN CHECK ENGINEER 731 $7391 -$9906 ASSOCIATE PLANNER 693 $6140 -$8229 BIBLIOGRAPHIC TECHNICIAN 582 $3568 -$4787 BUILDING INSPECTOR 643 $4810 -$6446 BUILDING MAINTENANCE AIDE 561 $3221 -$4317 BUILDING MAINTENANCE SUPERVISOR 653 $5051 -$6768 BUILDING MAINTENANCE TECHNICIAN 601 $3915 -$5252 BUILDING TECHNICIAN 596 $3803 -$5101 BUSINESSTAXCOLLECTOR /INSPECTOR 607 $4034 -$5408 BUYER 647 $4906 -$6574 BUYER /SYSTEMS TECHNICIAN 647 $4906 -$6574 CENTRAL SERVICES SUPERVISOR 607 $4034 -$5408 COMBINATION BUILDING INSPECTOR 64:3 $4810 -$6446 COMMUNITY DEVELOPMENT ANALYST 658 $5176$6937 COMMUNITY DEVELOPMENT COMMISSION SECRETARY 579 $3519 -$4718 COMMUNITY DWELOPMENT DISTRICT MANAGER 713 $6768 • $9073 COMMUNITY DEVELOPMENTITiCHNICIAN 612 $4132 -$5542 55A -39 EXHIESIT P Cankd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 49391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 724 (SEIU) EW,L -TL=_C AS ION ITI COMMUNITY EVENTS SUPERVISOR' COMMUNITY LIAISON . NEW TITLE EFFECTIVE 7!4/46 COMMUNITY PRESERVATION INSPECTOR • TITLE CHANGED TO CODE ENFORCEMENT OFFICER EFFECTIVE 711115 COMMUNITY PRESERVATION TECHNICIAN - TITLE CHANGED TO CODE ENFORCEMENT TECHNICIAN 7--STEP SALARY RATE RANGE EFFECTIVE 711/43 5R? X39] Y r Minimum • M�xI -, �L1m 668 $6434 -$7283 964 $5330•$7441 643 $4890•$6446 COM MUNITY SERVICES SUPERVISOR 683 $5847 -$7837 COMPUTER OPERATOR 607 $4034 -$5408 COMPUTER PROGRAMMER 650 $4978 -$6670 COMPUTER SYSTEMS ANALYST /PROGRAMMER 670 $5488 -$7355 CONSTRUCTION IN5PM- OR1 643 $4810 -$6446 CONSTRUCTION INSPECTOR II 653 $5051,-$6768 CONTRACTS ADMINISTRATOR 643 $4810 46446 CORRECTIONAL RECORDS SPECIALIST 544 $2965 -$3974 CUSTODIALAIDEJPORTER 506 $2463- $3302. CUSTODIAN 536 $2853 -$3522 CUSTODIAN SUPERVISOR 588 $3676 -$4930 CUSTOMER SERVICE REPRESENTATIVE 591 $3728 -$5002 DATA ENTRY OFFICE ASST 561 $3221-$4317 DATA ENTRY OPERATOR 552 $3082 -$4132 DATA ENTRY SPECIALIST 561 $3221 - $4317 DEPUTY CLERI(OR THE COUNCIL 602 $3935 -$5278 DOWNTOWN DEVELOPMENT LIAISON* 664 $5330 -$7141 ECONOMIC DEVELOPMENTAIDE 691 $4132 -$5542 ECONOMIC. DEVEL.OPM ENT SPECIALIST 1 663 $5304 -$7107 ECONOMIC DEVELOPMENT SPECIALIST 11 693 $69.40 -$8229 ECONOMIC DEVELOPMENT SPECIALIST HI 723 $71.07 - $9529 ELECTRICAL INSPECTOR 643 $4810 -$6446 EMPLOYMENT SERVICES FISCAL SPECIALIS'7' 614 $460:1. -$6170 ENGINEERING AIDE 597 $3841.- $59.51 ENVIRONMENTAL COORDINATOR 693 $6140 -$8229 EQUIPMENT OPERATOR 602 $3935 -$5278 55A -40 EXHIBIT F Caned CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 7 -STEP SALARY RATE RANGE 55A -41 S„ R� ManBhly 5alspv EULL-TIME CLAL8jHgAjjQtLj= I jt,0yl,lp,r„ a i u EQUIPMENT OPERATOR - WAPERSERVICES 607 $4034 -$5408 EXECUTIVE SECRETARY 600 $3896 -$5226 FACILITIES SUPERVISOR 653 $5051. -$6768 FLEET EQUIPMENT SUPERVISOR -TITLE CHANGED TO FLEET SERVICES SUPERVISOR EFFECTIVE 7/1/15 667 $5408 -$7247 FLEET EQUIPMENT TECHNICIAN I -TITLE CHANGED TO FLEET SERVICES TECHNICIAN I EFFECTIVE 7/1/15 608 $4054 ^$5434 FLEET EQUIPMENT' TECHNICIAN R - TITLE CHANGED TO FLEET SERVICES TECHNICIAN II EFFECTIVE 7 /1/15 628 $4470. $5992 FLEET EQUIPMENT TECHNICIAN III - TITLE CHANGED TO FLEET SERVICES TECHNICIAN III EFFECTIVE 7 /2/15 643 $4810 • $6446 FLEET PARTS SPECIAL15T 618 $4257 -$5706 GENERAL MAINTENANCE AIDE 561 $3221 »$4317 GENERAL MAINTENANCE LEADER 622 $4339- $581.8 GENERAL MAINTENANCE SUPERVISOR 653 $5051$6768 GENERAL MAINTENANCE WORKER 601 $391545252 G15 ADMINISTRATOR 688 $5992 -$8029 GIS SYSTEMS ANALYST /PROGRAMMER - NEW TITLE EFFECTIVE 7/1/15 670 $5448 -$7355 GRAPHICS DESIGNER 604 $3974 -$5330 GRAPHICS DESIGNER II 624 $4382 -$5876 HOUSING AUTHORITY AIDE 534 $2824 -$3784 HOUSING AUTHORITY ANALYST 660 $5226 -$7005 HOUSING AUTHORITY COORDINATOR 723 $7:107 - $9529 HOUSING AUTHORITY INTAKE SPECIALIST 549 $3040 - $4074 HOUSING AUTHORITY OPERATIONS SUPV. 681 $5790- $7761 HOUSING PROGRAMS AIDE 572 $3398 • $4556 HOUSING PROGRAMS ANALYST 681 $!790- $7'751 HOUSING PROGRAMS COORDINATOR 723 $7107 -$9529 HOUSING SPECIALIST I 582 $3568 • $4787 HOUSING SPECIALISTII 606 $4014 -$5382 INFORMATION SERVICES REPRESENTATIVE 596 $3822 -$5126 INSTRUMENT TECHNICIAN 623 $4360 -$5847 INTAKE SPECIALIST 549 $3040$4074 LANDSCAPE DEVELCPME:NTASSOCILNIT 693 $6140- $8229 55A -41 AKWAM c ,�s 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) 7-STEP SALARY RATE RANGE 55A -42 SRR Month -I aS lm FULL «�SIPICA1lON TITLE Minim Maximum LEAD ACCOUNTING ASSISTANT 617 $4236 -$5678 LEAD CORRECTIONAL RECORDS SPECIALIST 586 $3640 -$4882 LEAD POLICE RECORDS SPECIALIST 596 $3822 -$5126 LIBRARIAN 632 $4556 -$6110 LIBRARYAIDE 489 $2268•$3040 LIBRARY SERVICES ASSISTANT 534 $2824 -$3784 LOAN SPECIALIST 633 $4579..$6140 MAIL CLERK /MESSENGER 515 $2574•$3449 ' MAtN 'f-EN>aN('.C'-A�t91'3'T°AN•T— — _._.�.�_._____r7'36 _.__...$2$T53= `33'822 MAINTENANCE WORKER 556 $31.44 -$4215 MAINTENANCE WORKER II 576 $3467 -$4648 METER READER COLLECTOR 582 $3568 -$4787 MICROSYSTEMS PROGRAMMER 678 $5706 -$7647 MICRO SYSTEMS TECHNICIAN 612 $4132 -$5542 NEIGHBORHOOD IMPROVEMENT PROJECTS SPECIALIST* 663 $5304 - $7107 NETWORK ENGINEER 718 $6937 -$9296 NETWORK SPECIALIST /WAN SYSTEM$ ADMINISTRATOR 678 $5706 -$7647 NPDES MANAGER - NEW TITLE EFFECTIVE 7 /1115 703 $6446 • $8641 OFFICE ASSISTANT 534 $2824 • $3784 OFFICE SPECIALIST 509 $2500 - $3352 OFFICE SUPERVISOR 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 $3221. -$4317 PARK MAINTENANCE INSPECTOR I1. TITLE CHANGED TO PARK SERVICES INSPECTOR II EFFECTIVE 711/15 605 $3994 -$5356 PARK MAINTENANCE LEADER 605 $3994 • $5356 PARK MAINTENANCE SUPERVISOR - TITLE CHANGED TO PARK SERVICES INSPECTION SUPERVISOR EFFECTIVE 7 /1/15655 $5051 -$6768 PARK RANGER 622 $4339 -$5818 PARKING METER OPERATIONS SUPERVISOR 615 $4194 -$5623 PARKING METER TECHNICIAN 565 $3285.,$4404 PARKING METER TECHNICIAN 11 595 $3803 -$5101 PERMITPROCF:SSOR 581 $3550- $4764 55A -42 EWRI F Coned CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 55A -43 7-STEP SALARY RATE RANGE EFFgq E711113 ,$RR Manthly Salary FULL-TIME CI ASSIFICAT,,(O�(T�TL-E, Minimum - Ma imu PERMIT SUPERVISOR 663 $5304 -$7107 PERMIT'TECHNICIAN 633 $4579 -$6140 PLAN EXAMINER (T) 662 $5278 -$7073 PLANNING 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 -$5"0 POLICE SYST'EMS 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- $8647. 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 7/1/15 754 $8269-$11086 PUBLIC WORKS PROJECTS SPECIALIST 663 $5304 -$7107 PURCHASING ASSISTANT 572 $3398 -$4556 PURCHASING SPECIALIST 583 $3586 -$4810 PURCHASING SUPERVISOR 692 $63.10 -$8189 RECEPTIONIST 549 $3040 $4074 RECORDS SPECIALIST 577 $3484 - $46.71 RECREATION LEADER 522 $2663•$3568 RECREATION PROGRAM COORDINATOR 602 $3935 -$5278 REPROGRAPHICEQUIPMENTOPFRATOR 541 $2921. -$3915 RESIDENTIALCONSTRUCTIONSPL ""CIAL15T 643 $4810 -$6446 REVENUEANDCONTRACTCOMPL .IANCEAUDITOR 662 $5278 -$7073 REVENUE AND CONT'RACT'COMPLIANCEEXAMINER "" 662 $5278 -$7073 REVENUE PROCESSING ASSISTANT 552 $3082- $41.32 REVENUE SUPERVISOR 637 $4671 -$6260 SAFETY COORDINATOR- NEW TITLE EFFECTIVE 7 /3./15 690 $6050 - $81.09 55A -43 EXHIBIT F Con4'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) 55A -44 7 -STEP SALARY RATE BARGE EFFECTIVE 711/13 SR o El I Setary FULL -TIME CLASSIFICATION TITLE Minimum • Maxlmum SANITATION INSPECTOR 592 $3747 -$5026 SANITATION INSPECTOR II 683 $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 -$9906 S' EN' IO' R`DU'IL'171NCiINSPECTOR- __._�__ SENiOR CIVIL ENGINEER 754 $8269 - $11086 SENIOR COMBINATION WILDING INSPECTOR 663 $5304 -$7107 SENIOR COMMUNITY DEVELOPMENT ANALYST 687 $5963 -$7989 SENIOR COMMUNITY PRESERVATION INSPECTOR - TITLE CHANGED TO CODE ENFORCEMENT SUPERVISOR EFFECTIVE 7/1/15 663 $5304 -$7107 SENIOR CORRECTIONAL RECORDS SPECIALIST 571 $3381 -$4533 SENIOR DEPUTY CI.ERK OFTHE COUNCIL 632 $45556..$6110 SENIOR ELECTRICAL INSPECTOR 663 $5304 $7107 SENIOR ELECTRICAL SYSTEMS SPECIALIST 663 $5304 -$7107 SENIOR ENGINEER 754 $8269- $11086 SENIOR FLEET EQUIPMENT SUPERVISOR -TITLE CHANGED TO SENIOR FLEET SERVICES SUPERVISOR EFFECTIVE 7/1/2015 687 $5963 -$7989 SENIOR GRADING SPECIALIST 663 $5304 • $7107 SENIOR HOUSING SPECIALIST 644 $4834- $64'78 SENIOR LAND SURVEYOR 764 $8683••$11640 SENIOR LIBRARIAN 637 $4671 -$6260 SENIOR LIBRARY TECHNICIAN (T) 592 $3747 -$5026 SENIOR OI:FlCE ASSISTANT 561 $3221 - $4317 SENIOR OFFICE SPECIALIST 534 $2824 -$3784 SENIOR PARR MAINTENANCE SUPERVISOR - TITLE CHANGED TO SENIOR PART( SERVICE5INSPECTION SUPERVISOR EFFECTIVE 7/3,/15 683 $5847•$7837 SENIOR PLAN CI ECK ENGINEER 754 $8269- $1.1086 SENIOR PLANNER 713 $6768-$907$ 55A -44 E„) I T F Cn f'd CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR FULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 55A -45 7-STEP8.ALARY RATE BANGE EFFECTIVE 711/13 SRR nnthl Salht_y FULL -TIME CLASSIFICA,T(Q,N `f"L MInlmum - MOXIMUM SENIOR PLUMBING INSPECTOR 663 $5304 -$7107 SENIOR PLUMBING/MECHANICAL SYSTEMS SPEC, 663 $5304 -$7107 SENIOR POLICE RECORDS SPECIALIST 581 $3550 -$4764 SENIOR PROGRAMMER ANALYST 698 $6291 -$8481 SENIOR RECEPTIONIST 579 $3519 -$4718 SENIOR RESIDENTIAL CONSTRUCTION SPECIALIST 663 $5304 -$7107 SENIOR SYSTEMS ADMINISTRATOR 670 $5488 - $7355 SENIOR TRAFFIC ENGINEER 754 $8269- $11086 SENIORT'RANSPORT"ATIONANALYST 754 $8269 - $11086 SENIOR WATER SERVICES SUPERVISOR -NEW TITLE EFFECTIVE 7/1/15 G88 $5992 -$8029 SENIOR WATER SYSTEMS OPERATOR 643 $4810 -$6446 STOCKCLERX 577 $3484 -$4671 STOREKEEPER 612 $4132 -$5542 STORES AND CITY YARD PROPERTY SPECIALIST "* 612 $4132-$5542 STORMWATER COORDINATOR 673 $5569 -$ 7463 STREET LIGHTING MAINTENANCE WORKER 612 $4132- $5542 STREET MAINTENANCE SUPERVISOR 653 $5051 -$6768 STREET PAINTER 596 $3822 -$5126 SUPERVISING ACCOUNTANT 703 $6446 - $8641. SUPERVISING BUYER 677 $5678 -$7609 SUPERVISING LIBRARYSERVICES ASSISTANT 566 $3302 -$4426 SUPERV15ING PARK RANGER 647 $4906 -$6574 SURVEY PARTYCHIEF 676 $5650 - $7571. SURVEY PARTY TECHNICIAN 1 612 $47.32 -$5542 SURVEY PARTY TECHNICIAN II 643 $4810 -$6446 SYSTEMS ADMINISTRATOR 638 $4694 -$6291 SYSTEMS SUPPORT ANALYST 698 $6291-$8431 SYSTEMS TECHNICIAN 578 $3501 -$4694 TELECOMMUNICAT'IONSCOORDINATOR 680 $5762 - $'7723 TELECOMMUNICATIONS CUSTOMER SERVICE REP, 591 $3728 -$5002 TENANT SERVICES TECHNICIAN $79 $3519 -$4718 TREASURY SERVICES SPECIALIST* * "' "' 622 $4339 -$5818 TREASURY SERVICES SUPERVISOR 637 $4671. -$6260 'FREE MAINTENANCE SUPERVISOR 653 $5057. -$6768 55A -45 EEXHISIT F Can a 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) " Tltle /Salary created /changed offacllvo 4/01/14. TItlo/Silary oroated /chansod ortoctly¢ s(7,g/14. Tide/Salary croatodlahnngod off ogllve WOV14, 55A -46 7-STEP SALARY R T NOE EFFECTIVE 711113 SSRR, mgatAly Salary FULL -TIME CLASSIFICATION TITLE Minimum - Mtyit m TRF,ETRIMMER 596 $3822 - $59.26 UTILITIES BILLING /SYSTEM5TECHNICIAN 597. $3728 -$5002 VIDEO TECHNICIAN 634 $4601•$6170 WATER SERVICES CREW LEADER 627 $4448 -$5963 WATER SERVICES METER REPAIRER 586 $3540 -$4882 WATER SERVICES METER REPAIRER 1; 606 $4014 -$5382 WATER SERVICES QUALITY COORDINATOR 678 $5706 - $7647 WATER SERVICES QUALITY INSPECTOR 638 $4694 -$6291 WATER SERVICES SUPERVISOR 658 $5176 -$6987 WATER SERVICES UTILITY INSPECTOR 638 $4694 -$6291 WATER SERVICES WORKER 561 $3221•$4317 WATER SERVICES WORKER II 581 $3550-$4764 WATER SYSTEMS OPERATOR 589 $3695 -$4954 WATER SYSTEMS OPERATOR 11 609 $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 1 578 $3501-$4694 WORKFORCE SPECIALIST II 603 $3954 -$5904 WORKPORCL• SPECIALIST 111 623 $4360 -$5847 WORKFORCE SPECIALIST IV 678 $5706 -$7647 YOUTH SERVICES TECHNICIAN 572 $3398 -$4556 ZOO ANIMAL REGISTRAR 583 $3586 -$4810 ZOO CURATOR 632 $4556••$6110 ZOO CURATOR OP EDUCATION 632 $4556 -$6110 ZOO EDUCATION SPECIALIST 583 $3586 -$4810 ZOO KEEPER AIDE 493 $239.1 -$3098 ZOO KEEPER 1 553 $3098-$4152 ZOO KEEPER 11 583 $3586 -$4810 " Tltle /Salary created /changed offacllvo 4/01/14. TItlo/Silary oroated /chansod ortoctly¢ s(7,g/14. Tide/Salary croatodlahnngod off ogllve WOV14, 55A -46 TlllefSalary oraatad effective 2/17115. Title /Salary created effective 3/1115. Benefits and compensation provisions for full-time classification tillos represented by SEW are by Agrseman6 and are outlined in the Memoracclum or Understanding established between the City and the Bargaining Unit. "'• "` This Classhicatlon and Fay Plan was adopted through Resolution on 8118116, effective 7/1/15. 55A -47 9Xq[BIT G 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) SALARY RATE RANGE 55A-48 FULL TIME CLASSIFICATION TITLE Minimum. Maximum ACCOUNTANTI 644 $4834 -$0170 ACCOUNTANT 11 672 $5542 - $7073 ACCOUNTING ASSISTANT 593 $3'765 -$4810 ACCOUNTING ASSISTANT /SYSTEMS TECHNICIAN 593 $3765 -$4810 ACCOUNTS PAYABLE SUPERVISOR 647 $4906 -$6260 ACTIVE TRANSPORTATION COORDINATOR** 683 $5847 -$7463 ASSISTANT BUYER* 608 $4054 - $5176 ASSISTANT ENGINEER 1 712 $6735 - $8599 ASSISTANT FLEET EQUIPMENT TECHNICIAN 688 $357644694 ASSISTANT INSTRUMENT TECHNICIAN 619 $4278 -$5461 ASSISTANT LIBRARIAN 602 $3935 -$5026 ASSISTANTPARKS/LANDSCAPE PLANNER 663 $5051 -$6446 ASSISTANT PLAN CHECK ENGINEER 1 712 $6735 - $8599 ASSISTANT PLAN CHECK ENGINEER 11 726 $721.1-$9205 ASSISTANT PLANNER 1 663 $505:1 -$6446 ASSISTANT PLANNER 11 073 $5569 -$7107 ASSISTANTTRAFFIC OPERATIONS ENGINEER 726 $7211 -$9205 ASSOCIATE PARK AND LANDSCAPE PLANNER 703 $6446 - $9229 ASSOCIATE PLAN CHECK ENGINEER 741 $7761-$9906 ASSOCIATE PLANNER 703 $6446 -$8229 BIBLIOGRAPHICTECHNICIAN 692 $3747-$4787 BUILDING INSPECTOR 653 $505146446 BUILDING MAINTENANCE AIDE 571 $3381-$4217 BUILDING MAINTENANCE SUPERVISOR 661 $5304 -$6768 BUILDING MAINTENANCE TECHNICIAN 611 $4111-$5252 BUILDING TECHNICIAN 605 $3994-$5101 BUSINESS TAX COLLECTOR /INSPECTOR 017 $4236-$5408 BUYER 657 $5151.-$6574 BUYER/SYSTEMS TECHNICIAN 667 $5151 -$6574 CENTRAL SERVICES SUPERVISOR 017 $4236-$5408 COMBINATION BUILDING INSPECTOR 663 $5051. -$6446 COMMUNI IY DI-'vELOPMrNTANAL.Ys'r 568 $5434.,$607 COMMUNITY DEVELOPMENT COMMISSION SECRETARY 689 $3695 - $4718 COMMUNITY DEVELOPMENT DISTRICT MANAGER 723 $7107 - $9073 55A-48 �I•�,i_S17 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 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 6-STEP SALARY RATE RANEE 55A -49 ARR MgnthlySelary FULL -TIME CLASSIFICATION TITLE Minfmu - nx9num COMMUNITY DEVELOPMENT TECHNICIAN 622 $4339 - $5542 COMMUNITY EVENTS SUPERVISOR " 678 $5706. $7283 COMMUNITY LIAISON - NEW TITLE EFFECTIVE 711/18 674 $6596 - $7141 COMMUNITY PRESERVATION INSPECTOR. TITLE CHANGED TO CODE ENFORCEMENT OFFICER EFFECTIVE 711116 653 $5061 - $6446 COMMUNITY PRESERVATION TECHNICIAN • TITLE CHANGED TO CODE ENFORCEMENT TECHNICIAN EFFECTIVE 7/1116 605 $3994 • $5101 COMMUNITY SERVICES SUPERVISOR 693 $61.40 - $7837 COMPUTER OPERATOR 617 $4236 - $5408 COMPUTER PROGRAMMER 660 $5226 -$6670 COMPUTER SYSTEMS ANALYST /PROGRAMMER 680 $5762 - $7355 CONSTRUCTION INSPECTOR 653 $5051 -$6446 CONSTRUCTION INSPECTOR If 663 $5304 -$6768 CONTRACTS ADMINISTRATOR 653 $5051 -$6446 CORRECTIONAL RECORDS SPECIALIST 554 $3113 -$3974 CUSTODIAL AIDE /PORTER 516 $2587 - $3302 CUSTODIAN 646 $2995 -$3822 CUSTODIAN SUPERVISOR 698 $3861- $4930 CUSTOMER SERVICE REPRESENTATIVE 601 $3915 - $5002 DATA ENTRY OFFICE ASST 671 $3381 -$4317 DATA ENTRY OPERATOR 562 $3237 - $4132 DATA ENTRY SPECIALIST 571 $3381 -$4317 DEPUTY CLERK Or THE COUNCIL 612 $4132 - $5278 DOWNTOWN DEVELOPMENT LIAISON' 674 $5,595 -$7141 ECONOMIC DEVELOPMENTAIDE 622 $4339 -$5542 ECONOMIC DEVELOPMENT SPECIALIST 1 673 $5569 - $7107 ECONOMIC DEVELOPMENT SPECIALIST it 703 $6446 - $8229 ECONOMIC DEVELOPMENT SPECIALIST 111 733 $7463 - $9529 ELECTRICAL INSPECTOR 663 $5051 -$6446 EMPLOYMENT SERVICES FISCAL SPECIALIST 644 $4834 -$6170 ENGINEERING AIDE 607 $4034 • $51.51. ENVIRONMENTAL COORDINATOR 703 %446 —$8229 55A -49 MHIE IT G Conf'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 10301 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 6-STEP SALARY RATE RANGg 55A-50 EFFECTIVE 711113 LRR M-o_4ljjy_Ut -aa FULL-TIME CLASSIFICATION TIILIE MLnlmn.! Maxl=M EQUIPMENT OPERATOR 612 $4132 ^$5278 EQUIPMENT OPERATOR. WATER SERVICES 017 $4236 -$5408 EXECUTIVE SECRETARY 610 $4091 -$5226 FACILITIES SUPERVISOR 663 $5304 -$6768 FLEET EQUIPMENT SUPERVISOR - TITLE CHANGED TO FLEET SERVICES SUPERVISOR EFFECTIVE 7/l/15 677 $5678- $72 „47 FLEET EQUIPMENT TECHNICIAN I - TITLE CHANGED TO FLEET SERVICES TEC14NICIAN I EFFECTIVE 7/1/15 618 $4257 -$5434 'FLErr,MUtPfrAENT'TrClqNI'CIAN'tl-- TITL5CHANGED-TO7ITEET------ SERVICES TECHNICIAN 11 EFFECTIVE 7/l/15 638 $4694 -$5992 FLEET EQUIPMENT TECHNICIAN III -TITLE CHANGED TO FLEET SERVICES TECHNICIAN III EFFECTIVE 7/1/15; 658 $5051 -$6446 FLEET PARTS SPECIALIST 828 $4470 -$5706 GENERAL MAINTENANCE AIDE 571 $3381-$4317 GENERAL MAINTENANCE LEADER 632 $4556-$5818 GENERAL MAINTENANCE SUPERVISOR 663 $5304 -$6765 GENERAL MAINTENANCE WORKER 611 $4111 -$5252 GIS ADMINISTRATOR 608 $6291-$8029 GIS SYSTEMS ANALYST/PROGRAMMER - NEW TITLE EFFECTIVE 7/1/15 680 $5762 -$7985 GRAPHICS DESIGNER 1 614 $11173 -$5330 GRAPHICS DESIGNER 11 634 $4601,.$5876 HOUSING AUTHORITY AIDE 644 $2965 -$3784 HOUSING AUTHORITY ANALYST 670 $5488 - $7005 HOUSING AUTHORITY COORDINATOR 73S $7463 -$9529 HOUSING AUTHORITY INTAKE SPECIALIST 669 $3192 - $4074 HOUSING AUTHORITY OPERATIONS 8UPV, 691 $6080- $7761 HOUSING PROGRAMS AIDE 682 $3568 - $4556 HOUSING PROGRAMS ANALYST 691 $6080-$7761 HOUSING PROGRAMS COORDINATOR 731 $7463 - $9529 HOUSING SPECIALISTI 592 $3747 - $4787 HOUSING SPECIALIST 11 616 $4215 - $5382 INFORMATION SERVICES REPRESLNTAl IVE 606 $4014 -$5126 INSTRUMENT TECHNICIAN 633 $4579. $5811-1 INTAKE SPECIALIST 569 $3192 -$4074 55A-50 Moff G Conte CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN FOR PART -TIME CIVIL SERVICE EMPLOYEES IN PULL -TIME CLASSIFICATION TITLES REPRESENTED BY THE SANTA ANA CITY EMPLOYEES, CHAPTER 19391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 729 (SEIU) FULL-TIME _CLASSIFICATlg jjyLg LANDSCAPE DEVELOPMENT ASSOCIATE LEAD ACCOUNTING ASSISTANT LEAD CORRECTIONAL RECORDS SPECIALIST LEAD POLICE (RECORDS SPECIALIST LIBRARIAN LIBRARY AIDE LIBRARY SERVICES ASSISTANT LOAN SPECIALIST' MAIL CLERK/MESSE:NGER MAINTENANCE ASSISTANT MAINTENANCE WORKER I MAINTENANCE WORKER II METER READER COLLECTOR MICRO SYSTEMS PROGRAMMER MICRO SYSTEMS TECHNICIAN NEIGHBORHOOD IMPROVEMENT PROJEC`I "S SPECIALIST" NETWORK ENGINEER NETWORK SPECIALIST/WAN SYSTEMS ADMINISTRATOR NPDES MANAGER - NEW TITLE EFFECTIVE 711/15 OFFICE ASSISTANT OFFICE SPECIALIST OFFICE SUPERVISOR PARK MAINTENANCE AIDE PARK MAINTENANCE INSPECTOR 1 -TITLE CHANGED TO PARK SERVICES INSPECTOR I EFFECTIVE 7 /9,/15 PARK MAINTENANCE INSPECTOR It - TITLE CHANGED TO PART( SERVICES INSPECTOR II EFFECTIVE 7/1/3.5 PARK MAINTENANCE LEADER PARK MAINTENANCE SUPERVISOR - TITLE CHANGED TO PARK SERVICES INSPECTION SUPERVISOR EFFECTIVE 7 /1/15 PARK RANGER PARKING METER OPERATIONS SUPERVISOR PARKING METER TECHNICIAN I PARKING METER TECHNICIAN II 55A -51 6 -STEP SALARY B61E RANGE EFFECTIVE 71/93 SRf IonthlV Salary MlnIMgW . Maximum 703 $6446 -$8229 627 $4448 -$5678 696 $3822 -$4882 606 $4014 -SS126 642 $4787 -$6110 499 $2381 -$3040 644 $2965 -$3784 643 $4810•$6140 526 $2703 -$3449 646 $2995•$3822 556 $3302 -$4215 666 $3640 -$4648 692 $3747 -$4787 6$8 $5992 -$7647 622 $4339 -$5542 673 $5569 -$7107 728 $7283 -$9296 688 $5992 -$7647 713 $6768 -$8641 644 $2955- $3784, 619 $2626 -$3352 613 $4152 - $5304 444 $1820 - $2322 571 $3381 -$4317 69.5 $4194 - $9356 615 $4194 »$5356 663 $5304 -$6768 632 $4556 -$5818 626 $4404 -$5623 676 $3449••$4404 606 $3994 - $51.01 Coned 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 (SCIU) PUL. -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 F€.�. ?IVE 711113 APPR, Monthly Sjl_ {Ninlm�ryy Maxlrnum 601 $3728 -$4764 673 $5569 -$7107 643 $4810 -$6140 672 $5542•$7073 633 $4579-$580.7 610 $4091.$5226 653 $5051 -$6446 601 $6080 -$7761 - .66.6-. -.- .-$.5226-- $6670 POLICE RECORDS SPECIALIST 664 $3269 -$4173 POLICE RECORDS SUPERVISOR 631 $4583 -$5790 POLICE SYSTEMS SUPPORT ANALYST 708 $6606 -$8431 PRINCIPAL LIBRARIAN 662 $5278 - $6735 PRINCIPAL. PROGRAMMER ANALYST 728 $7283-$9296 PROGRAMMER ANALYST 688 $5992 -$7647 PROJECTS MANAGER 713 $6768 - $8641. PROPERTY CONTROL SPECIALIST 692 $3747 - $4787 PROPERTY REHABILITATION ASSISTANT 592 $9747 - $4787 PUBLIC WORKS CREW LEADER 632 $4556 - $581.8 PUBLIC WORKS DISPATCHER 676 $3467 - $4426 PUBLIC WORI(S PROJECT MANAGER - NEW TITLE EFFECTIVE 7/1/15 764 $8683•$11086 PUBLIC WORKS PROJECTS SPECIALIST 673 $5.569 - $71:07 PURCHASING ASSISTANT 582 $3565 -$4556 PURCHASING SPECIALIST 693 $3765-$4810 PURCHASING SUPERVISOR 702 $6415 • $8189 RECEPTIONIST 559 $3192 - ,$4074 RECORDS SPECIALIST 567 $3658 -$4671 RECREATION LEADER 532 $2796 -$3568 RECREATION PROGRAM COORDINATOR 612 $4132 - $5278 REPROGRAPHIC EQUIPMENT OPERATOR 551 $3067 - $391.5 RESIDE..Vr AI. CONSTRUCTION SPECIALIST 653 $5051 - $6446 REVENUE AND CONTRACT COMPLIANCE AUDITOR 672 $5542- $7073 REVENUE AND CONTRACT COMPLIANCE EXAMINER" 072 $5542 - $7073 REVENUE, PROCESSING ASSISTANT 652 $3237 � $4132 55A -52 EXLISIT G C9nVd 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 193DI SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) 6-STEP SALARY RATE RANGE SENIOR COMMUNITY PRESERVATION INSPECTOR -TITLE CHANGED TO CODE ENFORCEMENT SUPERVISOR EFFECTIVE 711/15 673 EFFECTIVE 711113 SENIOR CORRECTIONAL RECORDS SPECIALIST §RR alar FULL-TIME CLASSIFICATION TITL 642 $4787 -$61.10 REVENUE SUPERVISOR 047 $4906 - $6260 SAFETY COORDINATOR - NEW TITLE EFFECTIVE 7/1115 700 $6353 -$8109 SANITATION INSPECTOR 1 602 $3935 -$5026 SANITATION INSPECTOR 11 643 $4810 -$6140 SECRETARY 689 $3695 -$4718 SECURITY ELECTRONICS-TECHNICIAN 606 $5362.$6869 SENIOR ACCOUNTANT 691 $5080-$7761 SENIOR ACCOUNTING ASSISTANT 608 $4054•$57.7G SENIOR ACCOUNTING ASSISTANT/SYSTEMS TECHNICIAN 608 $4054 -$5176 SENIOR ASSISTANT ENGINEER 741 $7761-$9906 SENIOR 13LJILDING INSPECTOR 673 $5569 -$7107 SENIOR CIVIL ENGINEER 764 $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 711/15 673 $5569-$7107 SENIOR CORRECTIONAL RECORDS SPECIALIST 58-1 $3550. $4533 SENIOR DEPUTY CLERK OF THE COUNCIL 642 $4787 -$61.10 SENIOR ELECTRICAL INSPECTOR 673 $5569•$7107 SENIOR ELECTRICAL SYSTEMS SPECIALIST 673 $5569 - $7107 SENIOR ENGINEER 764 $6683 - $11.086 SENIOR FLEET EQUIPMENT SUPERVISOR - TITLE CHANGED TO SENIOR FLEET SERVICES SUPERVISOR EFFECTIVE 713/2015 697 $6260•$7989 SENIOR GRADING SPECIALIST 873 $5569 -$7107 SENIOR HOUSING SPECIALIST 654 $5076-$6478 SENIOR LAND SURVEYOR 774 $9117 - $11640 SENIOR LIBRARIAN 647 $4906.-$6260 SENIOR LIBRARYTECHNICIAN (T) 602 $3935, $5026 SENIOR OFFICE ASSISTANT 671 $3381- $4317 SENIOR OFFICE SPECIALIST 544 $2965 • - $3784 SENIOR PARK MAINTENANCE SUPERVISOR - TITLE CHANGED TO SENIOR PARK SERVICES INSPECTION SUPERVISOR EFFECTIVE 7/1115 693 $6140 -$7887 55A-53 9&129112-900 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 49391 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SE[U) 55A-54 6•STEP SALARY RKI°g R&RQ8 EFFECTIVE 711113 SRR Mont411Sala FUIwLTI CLASSIEM&TM ILT19 Oblull—ull) - NAXLMM SENIOR PLAN CHECK ENGINEER 764 $8683 - $11086 SENIOR PLANNER 723 $7107 -$9073 SENIOR PLUMBING INSPECTOR 671 $5569 -$7107 SENIOR PLUM BINGIMECHANICAL SYSTEMS SPEC. 673 $5569 -$7107 SENIOR POLICE RE-CORDS SPECIALIST 601 $3728 - $4764 SENIOR PROGRAMMER ANALYST 708 $660648431 SENIOR RECEPTIONIST 689 $3695 -$4718 SENIOR RESIDENTIAL CONSTRUCTION SPECIAUST 073 $5569 -$7107 SENIOR TRAFFIC ENGINEER 764 $8683 - $11086 SENIOR TRANSPORTATION ANALYST 764 $8683- $11086 SENIOR WATER SERVICES SUPERVISOR - NEW TITLE EFFECTIVE 711/15 698 $6291-$8029 SENIOR WATER SYSTEMS OPERATOR 663 $5051.. $6446 STOCK CLERK 587 $3658 - $4671 STOREKEEPER 622 $4339•$5542 STORES AND CITY YARD PROPERTY SPECIALIST — 622 $4339 - $5542 STORMWATER COORDINATOR 683 $5847 - $7463 STREET LIGHTING MAINTENANCE WORKER 622 $4339 - $5542 STREET MAINTENANCE SUPERVISOR 663 $5304 - $6768 STREET PAINTER 600 $4014 - $5126 SUPERVISING ACCOUNTANT 713 $6768 - $8641 SUPERVISING BUYER 687 $5963 • $7509 SUPERVISING LIBRARY SERVICES ASSISTANT 676 $3467 - $4426 SUPERVISING PARK RANGER 657 $5151- $6574 SURVEY PARTY CHIEF 686 $5934 • $7571 SURVEY PARTY TECHNICIAN 1 692 $4339 - $5542 SURVEY PARTY TECHNICIAN 11 653 $5051.$6446 SYSTEMS ADMINISTRATOR 848 $4930 -$6291 SYSTEMS SUPPORT ANALYST 708 $6606» $8431. SYSTEMS TECHNICIAN 688 $3676 -$4694 TELECOMMUNICATIONS COORDINATOR 600 $6050 -$7723 TELECOMMUNICATIONS CUSTOMER SERVICE REP, 601 $3915 - $5002 TENANT SERVICES TECHNICIAN 680 $3695 -$4718 TREASURY SERVICES SPECIALIST*`*'*, 032 $4556 - $58:18 55A-54 Mi!Bi�G Con� 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) 55A-55 6 -STEP SALARY RATE B_A"G EFFECTIVE 71,1113 SR MRnLhIXSaIary FULL-TIME CLASSIFICATION ON TITLE _ MInImum .&Almum TREASURY SERVICES SUPERVISOR 647 $4906 - $6260 TREE MAINTENANCE SUPERVISOR 663 $5304 - $6768 TREE TRIMMER 606 $4014 - $5126 UTILITIES BILLING/SYSTEMS TECHNICIAN 001 $3915 -$5002 VIDEO TECHNICIAN 644 $4834 -$6170 WATER SERVICES CREW LEADER 037 $4671 -$5963 WATER SERVICES METER REPAIRER 1 690 $3822 - $4882 WATER SERVICES METER REPAIRER 11 616 $4215 -$5382 WATER SERVICES QUALITY COORDINATOR 688 $5992 - $7647 WATER SERVICES QUALITY INSPECTOR 648 $4930 - $6291 WATER SERVICES QUALITY SUPERVISOR 668 $5434 -$6937 WATER SERVICES SUPERVISOR 668 $5434 -$6937 WATER SERVICES UTILITY INSPECTOR 648 $4930 - $6299. WATER SERVICES WORKER 1 671 $3381 -$4317 WATER SERVICES WORKER 11 991 $3728 -$4764 WATER SYSTEMS OPERATOR 1 699 $3880 -$4954 WATER SYSTEMS OPERATOR 11 619 $4278 - $5461. WATER SYSTEMS OPERATOR 111 633 $4579-$5847 WEB SYSTEMS TECHNICIAN 688 $3676 - $4694 WEBSITE ENTRY SPECIALIST 662 $3237,.$4132 WORK CENTER COORDINATOR 733 $7463 - $9529 WORKFORCE SPECIALIST 1 588 $3676 - $4694 WORKFORCE SPECIALIST 11 613 $4152 - $5304 WORKFORCE SPECIALIST 111 633 $4579 - $5847 WORKFORCE SPECIALIST IV 668 $5992 -$7647 YOUTH SERVICES TECHNICIAN 682 $3568 - $4556 ZOO ANIMAL REGISTRAR 593 $3765 - $4810 ZOO CURATOR 642 $4787 -$6110 ZOO CURATOR OF EDUCATION 642 $4787 - $6110 ZOO EDUCATION SPECIALIST 693 $3765 • $481.0 ZOO KEEPER AIDE 503 $2427 - $3098 ZOO KEEPER 1 563 $3253 - $4152 ZOO KEEPER 11 593 $3765 - $4810 55A-55 Footnote$ ° Title/Salary created effective 4101114, «" Tltie /Salary created effective 6120114, Title /Salary created effective 071011'14. • °'* TIt1618alory created effective 2117 118. Title /Salary created offeclive St1H8, Benefits and compensation provisions for part -Ome civil service olanslfloatfon titles represented by SEIU are by Agreement and are outlined In the Memorandum of Understanding established between the City and the Bargaining Unit, ' "11 This Classification and Pay Plan was adopted through Resolution on 6116116, effective 711116, 55A -56 Mi!T..t! 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 (SEIU) 55A -57 a•STEP UASIC HOURLY WAGE RAVES MEACTIVE 8191!14 HourW S�El CLASSIFICATION TLF Mlrlfly,p - Maximum ACCOUNT CLERK 1 $15.56 - $22.53 ACCOUNT CLERK II $20.53 - $24,95 ACCOUNTANT $31.53- $38,33 ADMINISTRATIVE AIDE $23.53 - $28.60 ANIMAL. KEEPER 1 $11.56 -$14.04 ANIMAL KLEPER II $13A 1- $16.28 BUILDING MAINTENANCE ASST. $20.22 - $24,57 CASHIER $11.34 - $13.80 CLERICAL_ AIDE $1327 - $16,14 CLERICAL ASSISTANT $ 9.09 - $11.04 CLERK TYPIST 1 $14.59 - $17.73 CLERK TYPIST 11 $17.14 - $20.81 COMBINATION INSPECTOR $28.74 - $34.95 COMMUNITY CENTER AIDE $17.52 - $21.39. COMPUTER TECHNICIAN $18.70 - $Z2.76 CUSTOMER SERVICE CLERK $19.28 - $23.43 DATA ENTRY CLERK $15.98 - $19.45 EQUIP. SVC, ATTENDANT $17.99 - $21.86 GENERAL ASSISTANT $ %09-$11.04 GRAPHICS AIDE $13.11- $15,9.5 HOUSING AUTHORITY ASST, $20,70 - $25.18 JANITOR $14,74 - $17.93 LIBRARIAN (PART -TIME $21,44 - $26.07 LIBRARY ASSISTANT $18.05 - $21.96 LIBRARY CLERK 1 $15.03 - $1.8.26 LIBRARY CLERIC 11 $16.65 - $20.22 LOSS CONTROL OFFICE ASST, $18.61-$22162 MAINTENANCE AIDE $ 9.09 - $11.04 MAINTENANCE AIDE 11 $10.07 MEDIA RELATIONS SPECIALIST $18.61 - $22.62 MOBILE LIBRARY CLERK $1.8.32 - $22.29 MUNICIPAL UTILITY READER /COLL. $18.44 - $22.41 PAGE $ 9.09 - $11.04 PAINTER $17.47 - $21.23 55A -57 EXHIBIT H Cont'd CITY ON 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 (SEIU) CLA IFICA IQNTITL 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 11 PROGRAM COORDINATOR PROGRAM LEADER I PROGRAM LEADER II PUBLIC WORKS RECORDS ASSISTANT PURCHASING AGENT PURCHASING CLERK RIGHT OF WAY TECHNICIAN 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 It SR. MAINTENANCE WORKER SR. SPECIAL EMP, COUNSELOR SR, TUTOR STORES AIDE STRUCTURAL PLAN EXAMINER I STRUCTURAL PLAN EXAMINER II 6 -STEP BASIC HOURLY WAGE RATES EFFE,C,,l 9111114 Haurly 5alary (I,�r 1 yr - xlrnutr� $15,61.- $19.01 $25.93 - $31,54 $18.70 -$22.76 $16.97 -$20.63 $1.9.89 - $24.19 $23.64 -$28,74 $11606 - $19.53 $17.47- $21.23 55A -58 $1.5.18 - $18.48 $ 9.09 -$31.04 $1.0.48 - $12.72 $22.16 - $26.95 $29.32 - $35.62 $18.49 - $22.46 $1.4.87 - $18.07 $25,90 - $31.48 $15.03- $18.25 $12.41- $15.05 $ 9.95•$12'09 $12,24 - $14.87 $1.3,78 - $16,74 $12,09 - $14.69 $1434 - $17.93 $ 9.09 - $11.04 $19.16 - $23.28 $11,50 - $13,95 $1.8.03 - $1.5.86 $16.35 - $19.86 $14.87 - $18.07 $14.52 - $17.67 $17,16^ $20.84 $31,54 - $38.33 $33,77 - $41.03 EXHIBIT H Cone 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 (SEIU) 5 STEP BASIC HOURLY WAGE RA.T EFFECTIVE WgL4 ffgtE SY .?laSY CLASSIFICATION TITLE M nlmu - a Imam SUPERVISING PARK RANGER (PART TIME) $29,29 - $35.62 TUTOR $1.2.24-$14.87 pootlwto ` "" This Onssiticatlon end Pay Plan was adopted through Resolution on 8116115, etleolivo 7/1115. 55A -59 OBIT I1 CITY OF SANTA ANA POSITION CLASSIFICATION AND PAY PLAN CLASSIFICATION TITLES FOR SEASONAL AND OTHER UNAFFILIATED CATEGORIES OF NON-CIVIL SERVICE PART -TIME EMPLOYMENT C LASS IFI1tATI0N „TITLE ADMINISTRATIVE INTERN ANIMAL CONTROL OFFICER BACKGROUND INVESTIGATOR BUDGETINTERN COLD GASP INVESTIGATOR CORRECTIONAL SERVICES OFFICER ENGINEERING INTERN 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' ** 6 -STEP BASIC HOURLY WAGE RATES AFFECTIVE 7111109 Hourly Salaey (din mum . Maximum $12.23 - $14.88 $23.96 . $29.13 $28.45 - $34.60 $16.18 - $1.9166 $2845 - $34.60 $20.01- $24.32 $16.18 - $19,66 $29.88 - $36.32 $24.56 - $29.87 $15.10 -$18,35 $18.68 - $19.61 $10.1.9 - $12.43 $29,16 $20.83 $16.66 $32.08 $'18.51 - $22,53 $22.21- $27,00 $28.45 - $34,60 $42.06 - $51,11 $14.72 - $1.7.89 $ 9,00 - $10.93 Fooinoiep, " Two Step Wage Rates. *° One 'Stop Wage Rate. "" Mlnirnupr Wape;,lep Inrgoase L "-ffsoilvs A1911 -0. Thls ClauslQcatlon and Pay Plan was adopted through Resolution on 6110196, effsctiva 711115. 55A -60