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TO:Honorable Mayor and Members of the City Council
ATTENTION: Jeffrey L. Stewart, City Manager
FROM: Travis Sais, Interim Human Resources and Risk Manager SUBJECT: Consideration and possible action to adopt Resolution No. 23-31 — A Resolution establishing the salary ranges and benefits for employees and authorizing the City Manager to implement such changes.
DATE: August 14, 2023
EXECUTIVE SUMMARY
The City reached agreement with all of the Labor Unions as well as the unrepresented employee groups on the financial considerations that were negotiated and would like to implement the attached salary ranges and benefits effective July 1, 2023.
RECOMMENDATION TO CITY COUNCIL
1) Adopt Resolution No. 23-31, with the Basic Salary Plan and additional benefits; 2) Authorize the City Manager to implement that plan as soon as appropriate; or 3) Alternatively, discuss and take other action related to this item.
FISCAL IMPACT
The costs to implement the compensation and benefit adjustments for full-time and part-time employees as contained in Exhibits A and B are approximately $614,000 for fiscal year 2023-24 and $1,060,000 for fiscal year 2024-25.
DISCUSSION
The proposed salary plan was calculated by implementing the 2023 compensation study at labor market median. Using the City's established salary table, each position was placed in the closest higher range based on the top monthly salary date of the benchmark salary for that position. Each employee was then placed in the designated range at a step equal to or greater than his or her preexisting salary. For those positions found to be at or above the labor market median, the positions have been kept at their current range and the incumbent employees have been kept in their current step and salary.
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Staff Report— Salary and Benefits for All Employees
August 14, 2023
DISCUSSION
The proposed additional benefits were agreed to by the City Council and Bargaining Units 1511 (Mid-Managers), 3745 (Maintenance), Bellflower City Employees Association BCEA— Executive Assistants), BCEA— Part Time as well as the full-time unrepresented employees.
ATTACHMENTS:
Resolution No. 23-31 3
Exhibit A - Basic Salary Plan 5
Exhibit B - Benefits 9
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CITY OF BELLFLOWER
RESOLUTION NO. 23-31
A RESOLUTION ESTABLISHING THE SALARY RANGES AND
BENEFITS FOR EMPLOYEES AND AUTHORIZING THE CITY
MANAGER TO IMPLEMENT SUCH CHANGES
THE CITY COUNCIL RESOLVES AS FOLLOWS:
SECTION 1. The City Council authorizes the City Manager, or designee, to compensate all employee classifications at the rates set forth in the attached Exhibit "A," which is incorporated by reference. Those compensation rates become retroactively effective July 1, 2023 pursuant to Labor Code §1182.12.
SECTION 2. Except as may be provided by separate resolution as to unrepresented employees, the City Council authorizes the City Manager, or designee, to implement the benefit changes as set forth in Exhibit "B," which is incorporated by reference. Those benefits become retroactively effective July 1, 2023 pursuant to Labor Code §1182.12.
SECTION 3. Except as otherwise provided, the City Council authorizes the City Manager, or designee, to amend the Operating Budget for fiscal years 2023-2025 to incorporate and provide adequate funding for the compensation and benefit adjustments.
SECTION 4. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.
SECTION 5. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.
SECTION 6. Recordation. The City Clerk will certify to the passage and adoption of this Resolution; will enter the same in the book of original Resolution of said City; and will make a minute of the passage and adoption thereof in the record of proceedings of the City Council of said City, in the minutes of the meeting at which the same is passed and adopted.
SECTION 7. Effective Date. This Resolution becomes effective immediately upon adoption and will remain effective unless repealed or superseded.
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City of Bellflower
Resolution No. 23-31
PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 14TH DAY OF AUGUST 2023.
Sonny R. Santa Ines, Mayor
ATTEST:
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
Karl H. Berger, City Attorney
ATTACHMENTS:
Exhibit A— City of Bellflower Salary Ranges
Exhibit B — Benefit Changes
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City of Bellflower Page 1 of 4
Salary Table Effective 7-1-2023
Exhibit A-Full Time Base Salary Plan -Effective 7/1/23
1. Range numbers preceded with an"E"are Exempt 6. Approximately 20%between salary minimum&maximum
2. Range numbers preceded with a"N"are Non-Exempt 7. Titles followed with a"*"are flexibly staffed
3. Any full-time range/title may be used as part-time by substituting a"P"for the"E"or"N" 8. Total Authorized Positions for flexibly staffed titles with a"#"show higher titles of the range number 9. Job Analysis Groups: A-Management and Administrative Jobs,B-Maintenance Jobs,
4. Approximately 1.0%between each Range number C-Field Jobs(With Driving),and D-Field Jobs(Without Driving)
5. Five steps,approximately 5%between each step
I
Range Title Group
Authorized Job Job Base Salary(Monthly)
Positions Analysis Family Step A Step B Step C Step D Step E N163 Administrative Assistant Exec.Asst. 0 A A 4,218 4,429 4,650 4,883 5,127 N165 Maintenance Worker I*Maintenance 5 B C 4,303 4,518 4,744 4,981 5,230 N166 Community Services Officer I* Mid-Mgt. 2 C B 4,346 4,563 4,791 5,031 5,283 N168 Accounting Technician I* Mid-Mgt. 0 A D 4,434 4,656 4,889 5,133 5,390 N173 Executive Assistant I* Exec.Asst. 5 A A 4,659 4,892 5,137 5,394 5,664 N175 Maintenance Worker II* Maintenance 13# B C 4,753 4,991 5,241 5,503 5,778 N178 Accounting Technician II*Mid-Mgt. 2# A D 4,897 5,142 5,399 5,669 5,952 N180 Code Enforcement Inspector I* Mid-Mgt. 1 C F 4,996 5,246 5,508 5,783 6,072 N181 Community Services Officer II* Mid-Mgt. 1# C B 5,046 5,298 5,563 5,841 6,133 N183 Executive Assistant II* Exec.Asst. 4# A A 5,148 5,405 5,675 5,959 6,257 N187 Management Assistant Mid-Mgt. 3 A H 5,357 5,625 5,906 6,201 6,511 N189 Recreation Coordinator Mid-Mgt. 2 D I 5,465 5,738 6,025 6,326 6,642 N191 Senior Community Services Officer Mid-Mgt. 1 C B 5,575 5,854 6,147 6,454 6,777 N193 Executive Assistant III* Exec.Asst. 0# A A 5,687 5,971 6,270 6,584 6,913 N195 Code Enforcement Inspector II*Mid-Mgt. 3# C F 5,800 6,090 6,395 6,715 7,051 E197 Management Analyst I Mid-Mgt. 1 A H 5,917 6,213 6,524 6,850 7,193 E197 Management Analyst I (Confidential) Unrepresented 1 A N/A 5,917 6,213 6,524 6,850 7,193 N199 Assistant Planner* Mid-Mgt. 0 A K 6,036 6,338 6,655 6,988 7,337 5-
City of Bellflower Page 2 of 4
Salary Table Effective 7-1-2023
Range Title Group
Authorized Job Job Base Salary(Monthly)
Positions Analysis Family Step A Step B Step C Step D Step E N199 Maintenance Crew Leader Maintenance 7 B C 6,036 6,338 6,655 6,988 7,337 E201 Accountant Mid-Mgt. 1 A L 6,158 6,466 6,789 7,128 7,484 E201 Finance Analyst Mid-Mgt. 1 A L 6,158 6,466 6,789 7,128 7,484 N203 Deputy City Clerk Unrepresented 0 A N/A 6,282 6,596 6,926 7,272 7,636 N206 Executive Assistant to the City Manager Unrepresented 1 A N/A 6,472 6,796 7,136 7,493 7,868 E209 Recreation Supervisor I Mid-Mgt. 2 D I 6,668 7,001 7,351 7,719 8,105 E212 Management Analyst II Mid-Mgt. 2 A H 6,871 7,215 7,576 7,955 8,353 E212 Marketing Specialist Mid-Mgt. 0 A H 6,871 7,215 7,576 7,955 8,353 E214 Associate Planner*Mid-Mgt. 2# A K 7,009 7,359 7,727 8,113 8,519 E219 Code Enforcement Supervisor Mid-Mgt. 1 C F 7,366 7,734 8,121 8,527 8,953 E219 Public Safety Supervisor Mid-Mgt. 0 A B 7,366 7,734 8,121 8,527 8,953 E219 Recreation Supervisor II Mid-Mgt. 0 D I 7,366 7,734 8,121 8,527 8,953 E225 Senior Accountant Mid-Mgt. 0 A L 7,819 8,210 8,621 9,052 9,505 E227 Senior Management Analyst Mid-Mgt. 0 A H 7,976 8,375 8,794 9,234 9,696 E227 Senior Marketing Specialist Mid. Mgt. 1 A H 7,976 8,375 8,794 9,234 9,696 E228 PW Division Head-Streets/Facilities Mid-Mgt. 2 B C 8,056 8,459 8,882 9,326 9,792 E228 PW Division Head-Inspection Services Mid-Mgt. 1 C C 8,056 8,459 8,882 9,326 9,792 E229 Recreation and Marketing Supervisor Mid-Mgt. 1 A C 8,137 8,544 8,971 9,420 9,891 E229 Senior Planner Mid-Mgt. 1 A K 8,137 8,544 8,971 9,420 9,891 E232 Associate Engineer Mid-Mgt. 0 A M 8,383 8,802 9,242 9,704 10,189 E242 Assistant City Engineer Mid-Mgt. 1 A M 9,260 9,723 10,209 10,719 11,255 E243 Assistant to the City Manager Non-Rep. 1 A N/A 9,353 9,821 10,312 10,828 11,369 E245 Recreation Manager Mid-Mgt. 1 A I 9,541 10,018 10,519 11,045 11,597 E246 Planning Manager Mid-Mgt. 1 A K 9,637 10,119 10,625 11,156 11,714 E249 Public Safety Manager Mid-Mgt. 1 A B 9,930 10,427 10,948 11,495 12,070 j 6- '
City of Bellflower Page 3 of 4
Salary Table Effective 7-1-2023
Range Title Group Authorized Job Job Base Salary(Monthly) Positions Analysis Family Step A Step B Step C Step D Step E E254 Finance Manager Mid-Mgt. 1 A L 10,439 10,961 11,509 12,084 12,688 E254 IT Manager Unrepresented 1 A N/A 10,439 10,961 11,509 12,084 12,688 E255 Public Works Manager Mid-Mgt. 1 A H 10,543 11,070 11,624 12,205 12,815 E265 Human Resources and Risk Manager Unrepresented 1 A N/A 11,647 12,229 12,840 13,482 14,156 E284 Director of Parks&Recreation Unrepresented 1 A N/A 14,072 14,776 15,515 16,291 17,106 E284 Director of Public Safety Unrepresented 1 A N/A 14,072 14,776 15,515 16,291 17,106 E284 Director of Planning and Building Services Unrepresented 1 A N/A 14,072 14,776 15,515 16,291 17,106 E285 Director of Economic Development Unrepresented 1 A N/A 14,213 14,924 15,670 16,454 17,277 E285 Director of Finance Unrepresented 1 A N/A 14,213 14,924 15,670 16,454 17,277 E292 Assistant CM/Director of Public Works Unrepresented 1 A N/A 15,238 16,000 16,800 17,640 18,522 7-
City of Bellflower Page 4 of 4
Salary Table Effective 7-1-2023
Part Time Base Salary Plan - Effective 7/1/23
1. Approximately 1.0%between each Range number
2. Five steps,approximately 5%between each step
3. Approximately 20% between salary minimum&maximum
4. Job Analysis Groups: A-Management and Administrative Jobs,B-Maintenance Jobs,C Field Jobs(With Driving),and D-Field Jobs(Without Driving).
5. Salary ranges that are below minimum wage are shown at minimum wage.
Job Basic Salary Plan(Hourly)
Range Title
Analysis Step A Step B Step C Step D Step E
P54 Maintenance Assistant B 15.5000 N/A N/A N/A N/A
P54 Intern I A 15.5000 N/A N/A N/A N/A
P121 Intern II A 16.0269 16.8288 17.6712 18.5538 19.4827 P123 Recreation Leader D 16.3558 17.1750 18.0346 18.9346 19.8808 P123 Auditorium Technician D 16.3558 17.1750 18.0346 18.9346 19.8808 P128 Lifeguard D 17.1865 18.0462 18.9462 19.8923 20.8846 P132 Office Assistant A 17.8846 18.7888 19.7192 20.7058 21.7385 P133 Recreation Leader II D 18.0635 18.9692 19.9154 20.9135 21.9577 P133 Auditorium Technician II D 18.0635 18.9692 19.9154 20.9135 21.9577 P138 Lifeguard II D 18.9808 19.9327 20.9308 21.9750 23.0712 P143 Recreation Specialist D 19.9500 20.9481 21.9981 23.1000 24.2538 P147 Intern III (Management Intern) A 20.7577 21.7962 22.8865 24.0288 25.2288 P148 Aquatics Specialist D 20.9654 22.0154 23.1173 24.2712 25.4827 P173 Program Coordinator D 26.8788 28.2231 29.6365 31.1192 32.6769 8-
EXHIBIT B— Benefits for positions listed in Exhibit A
Salary Survey Implementation
The 2023 salary survey results will be implemented at the labor market median by placing positions into the closest, higher range and then placing employees into the designated range at the step equal to or higher than their current salary (nearest dollar placement).
Cost of Living Increases
Except for Parks and Recreation part-time positions and salary range P54, all positions listed in Exhibit A will receive a 3.2% COLA effective July 1, 2023. The Parks and Recreation Department restructured its part-time personnel salary ranges to be more comparable with neighboring and nearby cities. The new part-time rates for Parks and Recreation will be effective July 1, 2023. All positions other than salary range P54 and Parks and Recreation part-time positions will receive another COLA based on the actual increase in the Consumer Price Index (CPI) "all items index" data from May to May of the preceding year, as provided by the Bureau of Labor Statistics for the Los Angeles-Long Beach-Anaheim, CA area, effective June 29, 2024. The COLA will not be less than 3% Floor") and will not exceed 5% ("Ceiling").
City Medical Contribution
Effective January 1, 2024 the City paid medical maximum contribution will be $1,800.
Effective January 1, 2025 the City paid medical maximum contribution will be $1,925.
Hazard Pay
AFSCME 3745 represented employees will have the option to complete an annual training for an additional 3% in compensation of base pay for "Hazard" Pay. The training will be offered semiannually and must be completed once annually by covered employees in order to receive "Hazard" pay. "Hazard Pay" means special compensation for physical work performed under unpleasant or unsafe conditions as determined by the Personnel Officer. An "unsafe condition" means the existence of a mechanical, physical, chemical, or environmental condition or situation which may cause a hazard or accident.
Service Awards
Beginning with the December 2023 Service Awards, represented part-time award amounts will be as follows:
5 years-$500, 10 years -$1,000, 15 years - $1,500, 20 years-$2,000, 30 years - $3,000, 35 years - $3,500, 40 years - $4,000.
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Exhibit B - Benefits for positions listed in Exhibit A
August 14, 2023
Employees with 5 or more years of service who separate after their anniversary date but prior to the December Employee Recognition Event will receive their award in their final paycheck.
Wellness Program
All full-time employees (represented and non-represented) and BCEA part-time employees may be reimbursed each fiscal year up to $70 for eligible wellness program expenses.
Safety Boot Allowance
Uniformed employees of the Public Works, Public Safety, Code Enforcement and Parks and Recreation Departments who are regularly assigned to field duties will be reimbursed for the cost of conventual-style work shoes of substantial construction, and for laces, insoles, and related accessories or repairs up to $350 per fiscal year, subject to Department Head approval.
Sick Leave Increase
Five days paid sick leave will be granted to BCEA part-time represented employees. Paid sick leave for part-time employees must be used during the fiscal year in which it was received, and unused paid sick leave will not be rolled over to subsequent fiscal years.
Unused paid sick leave will not be cashed out at the end of the fiscal year. 10-