Agenda packet — Brentwood City Council, February 25, 2025 (part 5 of 6)

Exhibit B

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Cafeteria $ 3,251
Health $ 2,257 $ 2,656
Dental $ 148 $ 184
Vision $ 23 $ 17
Other Ins.

Vacation $ 1,032 $ 786 $ 743
Holidays $ 737 $ 708 $ 612
Admin Leave $ 492 $ 367 $ 568
Benefit Package Total $ 5,350 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 5,489 $ 6,845 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of San Ramon Maintenance Supervisor $12,772 $4,846 $17,618 7/1/2023 7/1/2024 pending comp study 2 City of Livermore Public Works Supervisor $11,882 $4,347 $16,229 7/3/2023 7/1/2024 2.00% 3 City of Walnut Creek Street Maintenance Supervisor $11,524 $4,912 $16,435 6/25/2023 unknown unknown 4 City of Pleasanton Streets Supervisor $11,170 $4,635 $15,805 4/1/2023 4/1/2024 3.00% 5 City of Brentwood Streets Supervisor $11,119 $4,873 $15,993 7/1/2023 unknown unknown 6 City of San Leandro Street Supervisor $10,648 $5,333 $15,981 1/1/2024 unknown unknown 7 City of Antioch Operations Supervisor $10,370 $5,123 $15,493 10/8/2023 10/7/2024 3.00% 8 City of Tracy Operations Supervisor $9,469 $6,246 $15,715 7/2/2023 6/30/2024 3.50% 9 City of Pittsburg Public Works Supervisor- Facilities & Utilities $8,993 $4,367 $13,360 7/1/2023 7/1/2024 3.07% 10 Central Contra Costa Sanitary Not Surveyed
11 City of Berkeley Not Surveyed
12 City of Dublin N/C
13 Contra Costa Water District Not Surveyed
14 Delta Diablo Sanitation District Not Surveyed
15 Dublin-San Ramon Services District Not Surveyed
Top Monthly Total
Monthly
$ 10,853 $ 15,830

2.4% 1.0%
$ 10,909 $ 15,893

1.9% 0.6%
8 8
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Streets Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Streets
Supervisor Not Surveyed Operations
Supervisor
Not Surveyed N/C Public Works
Supervisor
Public Works
SupervisorFacilities &
Utilities
Streets
Supervisor
Street
Supervisor
Maintenance
Supervisor
Operations
Supervisor
Street
Maintenance
Supervisor
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 11,119 $ 10,370 $ 11,882 $ 8,993 $ 11,170 $ 10,648 $ 12,772 $ 9,469 $ 11,524 Classic 2%@60 2.7%@55 2%@60 2%@60 2.7%@55 2%@55 2%@60 2%@55 2%@60 Enhanced Formula Cost $ 145 $ 736 $ 154 $ 117 $ 793 $ 564 $ 166 $ 284 $ 150 Single Highest Year $ 73 $ 59 $ 78 $ 47
ER Paid Member Contrib $ 830 $ 894
Employee Cost Share $ -830 $ -180 $ -383
Social Security $ 558 $ 660 $ 587
Deferred Compensation $ 332 $ 207 $ 401 $ 150 $ 112 $ 213 $ 473 $ 217 Other Ret.

Cafeteria $ 2,671 $ 1,950 $ 3,251
Health $ 2,257 $ 2,502 $ 2,149 $ 2,458 $ 2,656 $ 2,201
Dental $ 148 $ 169 $ 149 $ 147 $ 184 $ 114
Vision $ 23 $ 14 $ 23 $ 17 $ 14
Other Ins.

Vacation $ 898 $ 598 $ 777 $ 519 $ 644 $ 676 $ 691 $ 619 $ 1,019 Holidays $ 642 $ 638 $ 548 $ 519 $ 687 $ 614 $ 622 $ 510 $ 665 Admin Leave $ 428 $ 199 $ 457 $ 473 $ 532
Benefit Package Total $ 4,873 $ 0 $ 5,123 $ 0 $ 0 $ 4,347 $ 4,367 $ 4,635 $ 5,333 $ 4,846 $ 6,246 $ 4,912 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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2.4% 1.0%
$ 10,909 $ 15,893

1.9% 0.6%
8 8
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Streets Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Mechanic II $10,604 $5,334 $15,938 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Central Contra Costa Sanitary Maintenance Technician II $10,531 $6,065 $16,596 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 3 Delta Diablo Sanitation District Maintenance Mechanic II $10,324 $5,451 $15,775 7/9/2023 unknown unknown 4 Contra Costa Water District Maintenance Mechanic $9,838 $5,025 $14,863 10/30/2023 11/9/2024 CPI-U 3.00% - 4.50% 5 City of Brentwood Utilities Maintenance Mechanic $9,738 $3,717 $13,455 7/1/2023 unknown unknown 6 City of Tracy Utility Mechanic II $8,679 $4,364 $13,043 7/1/2023 7/1/2024 3.50% 7 City of Livermore Water Resources Mechanic I $8,200 $3,238 $11,438 10/9/2023 10/7/2024 2.00% 8 City of San Leandro Maintenance Mechanic I $8,139 $4,691 $12,830 1/1/2024 unknown unknown 9 City of Antioch N/C
10 City of Berkeley Not Surveyed
11 City of Dublin N/C
12 City of Pittsburg N/C
13 City of Pleasanton N/C
14 City of San Ramon N/C
15 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 9,474 $ 14,355

2.7% -6.7%
$ 9,838 $ 14,863
-1.0% -10.5%
7 7
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Utilities Maintenance Mechanic
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Utilities
Maintenance
Mechanic
Maintenance
Technician II N/C Not Surveyed N/C Water Resources Mechanic I N/C N/C Maintenance Mechanic I N/C Utility Mechanic II N/C Maintenance
Mechanic
Maintenance
Mechanic II Mechanic II
Top Step $ 9,738 $ 10,531 $ 8,200 $ 8,139 $ 8,679 $ 9,838 $ 10,324 $ 10,604 Classic 2%@60 2%@55 2%@60 2%@55 2%@55 2.35%@55 2%@55 2.7%@55 Enhanced Formula Cost $ 127 $ 316 $ 107 $ 431 $ 260 $ 521 $ 310 $ 753 Single Highest Year $ 53 $ 41 $ 59 $ 74
ER Paid Member Contrib $ 98
Employee Cost Share $ -212
Social Security $ 505 $ 538 $ 610 $ 640 $ 657
Deferred Compensation $ 163 $ 163 $ 217 $ 413 $ 208
Other Ret.

Cafeteria $ 100 $ 1,950 $ 2,314
Health $ 2,257 $ 3,483 $ 2,458 $ 2,376 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 147 $ 170 $ 211 $ 160
Vision $ 23 $ 18 $ 17 $ 31 $ 30
Other Ins.

Vacation $ 599 $ 648 $ 536 $ 517 $ 567 $ 643 $ 635 $ 612 Holidays $ 562 $ 567 $ 378 $ 470 $ 467 $ 530 $ 556 $ 571 Admin Leave $ 41 $ 63
Benefit Package Total $ 3,717 $ 5,412 $ 0 $ 0 $ 0 $ 3,238 $ 0 $ 0 $ 4,691 $ 0 $ 4,364 $ 0 $ 5,025 $ 5,451 $ 5,334 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Delta Diablo Sanitation District3[Warehouse Technician II/ Buyer] $10,555 $5,508 $16,063 7/9/2023 unknown unknown 2 Dublin-San Ramon Services District Operations Storekeeper $9,718 $5,129 $14,847 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 3 Central Contra Costa Sanitary [Contracts & Procurement Specialist I/ Materials Specialist] $9,573 $5,857 $15,430 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 4 Contra Costa Water District Storekeeper $9,455 $4,929 $14,384 10/30/2023 11/9/2024 CPI-U 3-4.5% 5 City of Brentwood Warehouse Coordinator (Purchasing Agent) $8,578 $3,563 $12,142 7/1/2023 unknown unknown 6 City of Livermore2[Parts & Inventory Control Worker/ Purchasing Specialist] $7,863 $3,191 $11,054 10/9/2023 10/7/2024 2.00% 7 City of Antioch Lead Warehouse Worker $7,057 $4,063 $11,120 4/9/2023 4/7/2024 4.00% 8 City of Berkeley Not Surveyed
9 City of Dublin N/C
10 City of Pittsburg N/C
11 City of Pleasanton N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Tracy N/C
15 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 9,037 $ 13,816
-5.3% -13.8%
$ 9,514 $ 14,615
-10.9% -20.4%
6 6
3 - Delta Diablo Sanitation District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Livermore: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Warehouse Coordinator (Purchasing Agent)
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Warehouse
Coordinator
(Purchasing
Agent)
[Contracts &
Procurement
Specialist I/
Materials
Specialist]
Lead Warehouse
Worker Not Surveyed N/C
[Parts &
Inventory
Control Worker/
Purchasing
Specialist]
N/C N/C N/C N/C N/C N/C Storekeeper
[Warehouse
Technician II/
Buyer]
Operations
Storekeeper
Top Step $ 8,578 $ 9,573 $ 7,057 $ 7,863 $ 9,455 $ 10,555 $ 9,718 Classic 2%@60 2%@55 2.7%@55 2%@60 2.35%@55 2%@55 2.7%@55 Enhanced Formula Cost $ 112 $ 287 $ 501 $ 102 $ 501 $ 317 $ 690 Single Highest Year $ 48 $ 49 $ 39 $ 57 $ 68
ER Paid Member Contrib $ 565 $ 95
Employee Cost Share $ -565 $ -194
Social Security $ 586 $ 654 $ 603
Deferred Compensation $ 163 $ 422 $ 208
Other Ret.

Cafeteria $ 100 $ 2,671 $ 1,950
Health $ 2,257 $ 3,483 $ 2,376 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 170 $ 211 $ 160
Vision $ 23 $ 18 $ 17 $ 31 $ 30
Other Ins.

Vacation $ 528 $ 589 $ 407 $ 514 $ 618 $ 650 $ 561
Holidays $ 495 $ 515 $ 434 $ 363 $ 509 $ 568 $ 523
Admin Leave $ 37 $ 60
Benefit Package Total $ 3,563 $ 5,264 $ 4,063 $ 0 $ 0 $ 3,191 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 4,929 $ 5,508 $ 5,129 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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City of Brentwood
Appendix IIc: Market Compensation Data (sorted by Total Compensation) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Delta Diablo Sanitation District3[Warehouse Technician II/ Buyer] $10,555 $5,508 $16,063 7/9/2023 unknown unknown 2 Central Contra Costa Sanitary [Contracts & Procurement Specialist I/ Materials Specialist] $9,573 $5,857 $15,430 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 3 Dublin-San Ramon Services District Operations Storekeeper $9,718 $5,129 $14,847 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 4 Contra Costa Water District Storekeeper $9,455 $4,929 $14,384 10/30/2023 11/9/2024 CPI-U 3-4.5% 5 City of Brentwood Warehouse Coordinator (Purchasing Agent) $8,578 $3,563 $12,142 7/1/2023 unknown unknown 6 City of Antioch Lead Warehouse Worker $7,057 $4,063 $11,120 4/9/2023 4/7/2024 4.00% 7 City of Livermore2
[Parts & Inventory Control Worker/ Purchasing Specialist] $7,863 $3,191 $11,054 10/9/2023 10/7/2024 2.00% 8 City of Berkeley Not Surveyed
9 City of Dublin N/C
10 City of Pittsburg N/C
11 City of Pleasanton N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Tracy N/C
15 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 9,037 $ 13,816
-5.3% -13.8%
$ 9,514 $ 14,615
-10.9% -20.4%
6 6
3 - Delta Diablo Sanitation District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Livermore: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Warehouse Coordinator (Purchasing Agent)
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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N/A N/A
$ 11,882 $ 16,229

N/A N/A
9 9
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Wastewater Collection System Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Wastewater
Collection
System
Supervisor
Maintenance
Supervisor
Collection
System
Supervisor
Not Surveyed N/C Public Works
Supervisor
Public Works
SupervisorFacilities &
Utilities
Utilities Systems
Maintenance
Supervisor
Collection
Systems
Maintenance
Supervisor
N/C Operations
Supervisor
N/C N/C Maintenance
Supervisor
Water/Wastewa
ter System
Supervisor
Top Step proposed $ 13,434 $ 8,559 $ 11,882 $ 8,993 $ 12,972 $ 9,893 $ 9,469 $ 14,719 $ 14,987 Classic 2%@55 2.7%@55 2%@60 2%@60 2.7%@55 2%@55 2%@55 2%@55 2.7%@55 Enhanced Formula Cost $ 403 $ 608 $ 154 $ 117 $ 921 $ 524 $ 284 $ 442 $ 1,064 Single Highest Year $ 67 $ 60 $ 59 $ 91 $ 47 $ 105
ER Paid Member Contrib $ 685
Employee Cost Share $ -685 $ -180 $ -300
Social Security $ 558 $ 613 $ 587 $ 871 $ 871
Deferred Compensation $ 171 $ 401 $ 150 $ 130 $ 198 $ 473 $ 589 $ 208 Other Ret.

Cafeteria $ 220 $ 2,671 $ 1,950 $ 3,251
Health $ 3,483 $ 2,502 $ 2,149 $ 2,458 $ 2,656 $ 2,480
Dental $ 186 $ 169 $ 149 $ 147 $ 211 $ 160
Vision $ 18 $ 14 $ 23 $ 31 $ 30
Other Ins.

Vacation $ 827 $ 494 $ 777 $ 519 $ 748 $ 628 $ 619 $ 906 $ 1,153 Holidays $ 723 $ 527 $ 548 $ 519 $ 798 $ 571 $ 510 $ 793 $ 807 Admin Leave $ 155 $ 165 $ 457 $ 473 $ 283
Benefit Package Total $ 0 $ 6,083 $ 4,695 $ 0 $ 0 $ 4,347 $ 4,367 $ 5,009 $ 5,140 $ 0 $ 6,246 $ 0 $ 0 $ 6,780 $ 6,579 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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N/A N/A
$ 11,882 $ 16,229

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Water/Wastewater Systems Operator II $11,075 $5,443 $16,518 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Delta Diablo Sanitation District Collection System Worker II $10,324 $5,451 $15,775 7/9/2023 unknown unknown 3 Central Contra Costa Sanitary Maintenance Crew Member II $9,573 $5,857 $15,430 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 4 City of Brentwood Wastewater Collection System Worker II (Collection System Worker II) $8,363 $3,535 $11,898 7/1/2023 unknown unknown 5 City of Livermore Wastewater Collections Systems Worker II $7,710 $3,170 $10,880 10/9/2023 10/7/2024 2.00% 6 City of San Leandro Collection Systems Maintenance Worker II $7,567 $4,544 $12,111 1/1/2024 unknown unknown 7 City of Antioch Collection System Worker II $6,747 $4,002 $10,749 4/9/2023 4/7/2024 4.00% 8 City of Tracy Utilities Worker II $6,686 $3,893 $10,579 7/1/2023 7/1/2024 3.50% 9 City of Pittsburg Maintenance Worker II - Utilities & Facilities $6,532 $4,240 $10,772 7/1/2023 7/1/2024 3.00% 10 City of Berkeley Not Surveyed
11 City of Dublin N/C
12 City of Pleasanton N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 8,277 $ 12,852

1.0% -8.0%
$ 7,639 $ 11,496

8.7% 3.4%
8 8
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Wastewater Collection System Worker II (Collection System Worker II) Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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N/C N/C
Collection
System Worker
II
Water/Wastewa
ter Systems
Operator II
Top Step $ 8,363 $ 9,573 $ 6,747 $ 7,710 $ 6,532 $ 7,567 $ 6,686 $ 10,324 $ 11,075 Classic 2%@60 2%@55 2.7%@55 2%@60 2%@60 2%@55 2%@55 2%@55 2.7%@55 Enhanced Formula Cost $ 109 $ 287 $ 479 $ 100 $ 85 $ 401 $ 201 $ 310 $ 786 Single Highest Year $ 48 $ 47 $ 39 $ 78
ER Paid Member Contrib $ 540
Employee Cost Share $ -540 $ -131 $ -222
Social Security $ 405 $ 469 $ 415 $ 640 $ 687
Deferred Compensation $ 163 $ 150 $ 151 $ 167 $ 413 $ 208 Other Ret.

Cafeteria $ 100 $ 2,671 $ 1,950 $ 2,314
Health $ 2,257 $ 3,483 $ 2,502 $ 2,458 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 160 $ 147 $ 211 $ 160
Vision $ 23 $ 18 $ 14 $ 31 $ 30
Other Ins.

Vacation $ 515 $ 589 $ 389 $ 504 $ 377 $ 480 $ 437 $ 635 $ 639 Holidays $ 482 $ 515 $ 415 $ 356 $ 377 $ 437 $ 360 $ 556 $ 596 Admin Leave $ 37 $ 59 $ 301
Benefit Package Total $ 3,535 $ 5,264 $ 4,002 $ 0 $ 0 $ 3,170 $ 4,240 $ 0 $ 4,544 $ 0 $ 3,893 $ 0 $ 0 $ 5,451 $ 5,443 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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1.0% -8.0%
$ 7,639 $ 11,496

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase Next Percentage Increase
1 Central Contra Costa Sanitary [Plant Operations Division Manager/ Plant Maintenance Division Manager/ Collection System Operations Division Manager] $20,595 $8,882 $29,478 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 2 Dublin-San Ramon Services Wastewater Treatment Plan Operations Superintendent $18,893 $7,679 $26,572 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 3 Delta Diablo Sanitation District3
[Operations Manager/ Maintenance Manager] $17,774 $7,405 $25,179 7/9/2023 7/1/2024 Based on CPI 2.00%-5.00% 4 City of San Leandro Water Pollution Control Manager $17,270 $7,494 $24,764 7/1/2023 7/1/2024 3.50% 5 City of Livermore Water Resources Operations Manager $13,373 $4,597 $17,970 7/3/2023 7/1/2024 2.00% 6 City of Brentwood Wastewater Operations Manager $13,074 $5,414 $18,488 7/1/2023 unknown unknown 7 City of Tracy2
[Wastewater Operations Superintendent/ Utility Line Maintenance Superintendent] $11,793 $6,981 $18,774 7/2/2023 6/30/2024 3.50% 8 City of Antioch N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of Pleasanton N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 16,616 $ 23,790
-27.1% -28.7%
$ 17,522 $ 24,972
-34.0% -35.1%
6 6
3 - Delta Diablo Sanitation District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Tracy: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Operations Manager
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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N/C N/C
Water Pollution
Control
Manager
N/C
[Wastewater
Operations
Superintendent/
Utility Line
Maintenance
Superintendent]

N/C N/C
[Operations
Manager/
Maintenance
Manager]
Wastewater
Treatment Plan
Operations
Superintendent
Top Step $ 13,074 $ 20,595 $ 13,373 $ 17,270 $ 11,793 $ 17,774 $ 18,893 Classic 2%@60 2%@55 2%@60 2%@55 2%@55 2%@55 2.7%@55
Enhanced Formula Cost $ 170 $ 618 $ 174 $ 915 $ 354 $ 533 $ 1,341 Single Highest Year $ 103 $ 67 $ 59 $ 132
ER Paid Member Contrib
Employee Cost Share $ -378
Social Security $ 871 $ 731 $ 871 $ 871
Deferred Compensation $ 502 $ 401 $ 345 $ 590 $ 711 $ 208 Other Ret.

Cafeteria $ 425 $ 1,950 $ 3,251
Health $ 2,257 $ 3,483 $ 2,458 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 147 $ 211 $ 160
Vision $ 23 $ 18 $ 31 $ 30
Other Ins.

Vacation $ 1,056 $ 1,267 $ 874 $ 1,096 $ 771 $ 1,094 $ 1,453 Holidays $ 754 $ 1,109 $ 617 $ 996 $ 635 $ 957 $ 1,017
Admin Leave $ 503 $ 396 $ 514 $ 664 $ 590 $ 342 $ 363
Benefit Package Total $ 5,414 $ 7,606 $ 0 $ 0 $ 0 $ 4,597 $ 0 $ 0 $ 7,494 $ 0 $ 6,981 $ 0 $ 0 $ 7,405 $ 7,679 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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City of Brentwood
Appendix IIc: Market Compensation Data (sorted by Total Compensation) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase Next Percentage Increase
1 Central Contra Costa Sanitary [Plant Operations Division Manager/ Plant Maintenance Division Manager/ Collection System Operations Division Manager] $20,595 $8,882 $29,478 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 2 Dublin-San Ramon Services Wastewater Treatment Plan Operations Superintendent $18,893 $7,679 $26,572 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 3 Delta Diablo Sanitation District3
[Operations Manager/ Maintenance Manager] $17,774 $7,405 $25,179 7/9/2023 7/1/2024 Based on CPI 2.00%-5.00% 4 City of San Leandro Water Pollution Control Manager $17,270 $7,494 $24,764 7/1/2023 7/1/2024 3.50% 5 City of Tracy2
[Wastewater Operations Superintendent/ Utility Line Maintenance Superintendent] $11,793 $6,981 $18,774 7/2/2023 6/30/2024 3.50% 6 City of Brentwood Wastewater Operations Manager $13,074 $5,414 $18,488 7/1/2023 unknown unknown 7 City of Livermore Water Resources Operations Manager $13,373 $4,597 $17,970 7/3/2023 7/1/2024 2.00% 8 City of Antioch N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of Pleasanton N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 16,616 $ 23,790
-27.1% -28.7%
$ 17,522 $ 24,972
-34.0% -35.1%
6 6
3 - Delta Diablo Sanitation District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Tracy: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Operations Manager
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of San Leandro Plant Operator II $10,648 $5,606 $16,254 1/1/2024 unknown unknown 2 Central Contra Costa Sanitary [Plant Operator II/ Maintenance Technician II] $10,531 $6,065 $16,596 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 3 Dublin-San Ramon Services District Wastewater Treatment Plant Operator II $10,396 $5,286 $15,682 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 4 Delta Diablo Sanitation District Wastewater Treatment Plant Operator- Grade 2 $10,324 $5,451 $15,775 7/9/2023 unknown unknown 5 City of Tracy Wastewater Treatment Plant Operator III $9,057 $4,454 $13,511 7/1/2023 7/1/2024 3.50% 6 City of Brentwood Wastewater Treatment Plant Operator II $8,688 $3,478 $12,165 7/1/2023 unknown unknown 7 City of Livermore Water Resources Operator-Grade II $8,656 $3,300 $11,956 10/9/2023 10/7/2024 2.00% 8 City of Antioch N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of Pleasanton N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 9,935 $ 14,962
-14.4% -23.0%
$ 10,360 $ 15,728
-19.2% -29.3%
6 6
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Treatment Plant Operator II
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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N/C N/C
Wastewater
Treatment Plant
Operator- Grade
2 Wastewater
Treatment Plant
Operator II
Top Step $ 8,688 $ 10,531 $ 8,656 $ 10,648 $ 9,057 $ 10,324 $ 10,396 Classic 2%@60 2%@55 2%@60 2%@55 2%@55 2%@55 2.7%@55
Enhanced Formula Cost $ 113 $ 316 $ 113 $ 564 $ 272 $ 310 $ 738 Single Highest Year $ 53 $ 43 $ 73
ER Paid Member Contrib
Employee Cost Share $ -208
Social Security $ 660 $ 562 $ 640 $ 645
Deferred Compensation $ 163 $ 213 $ 226 $ 413 $ 208
Other Ret.

Cafeteria $ 100 $ 1,950 $ 2,314
Health $ 2,257 $ 3,483 $ 2,458 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 147 $ 211 $ 160
Vision $ 23 $ 18 $ 31 $ 30
Other Ins.

Vacation $ 535 $ 648 $ 566 $ 676 $ 592 $ 635 $ 600
Holidays $ 401 $ 567 $ 400 $ 887 $ 488 $ 556 $ 560
Admin Leave $ 41 $ 67
Benefit Package Total $ 3,478 $ 5,412 $ 0 $ 0 $ 0 $ 3,300 $ 0 $ 0 $ 5,606 $ 0 $ 4,454 $ 0 $ 0 $ 5,451 $ 5,286 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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City of Brentwood
Appendix IIc: Market Compensation Data (sorted by Total Compensation) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Central Contra Costa Sanitary [Plant Operator II/ Maintenance Technician II] $10,531 $6,065 $16,596 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 2 City of San Leandro Plant Operator II $10,648 $5,606 $16,254 1/1/2024 unknown unknown 3 Delta Diablo Sanitation District Wastewater Treatment Plant Operator- Grade 2 $10,324 $5,451 $15,775 7/9/2023 unknown unknown 4 Dublin-San Ramon Services District Wastewater Treatment Plant Operator II $10,396 $5,286 $15,682 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 5 City of Tracy Wastewater Treatment Plant Operator III $9,057 $4,454 $13,511 7/1/2023 7/1/2024 3.50% 6 City of Brentwood Wastewater Treatment Plant Operator II $8,688 $3,478 $12,165 7/1/2023 unknown unknown 7 City of Livermore Water Resources Operator-Grade II $8,656 $3,300 $11,956 10/9/2023 10/7/2024 2.00% 8 City of Antioch N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of Pleasanton N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 9,935 $ 14,962
-14.4% -23.0%
$ 10,360 $ 15,728
-19.2% -29.3%
6 6
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Treatment Plant Operator II
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase Next Percentage Increase
1 Dublin-San Ramon Services District Wastewater Treatment Plant Supervisor $14,921 $6,566 $21,487 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Delta Diablo Sanitation District Operations Supervisor $14,719 $6,780 $21,499 7/9/2023 7/1/2024 Based on CPI 2.00%-5.00% 3 Central Contra Costa Sanitary [Shift Supervisor/ Mechanical Supervisor] $13,752 $6,987 $20,739 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 4 City of San Leandro3[Plant Maintenance Supervisor/ Plant Operations Supervisor] $12,942 $5,921 $18,863 1/1/2024 unknown unknown 5 City of Livermore2[Water Resources Supervising Operator/ Public Works Supervisor] $11,882 $3,743 $15,625 10/9/2023 10/7/2024 2.00% 6 City of Brentwood Wastewater Treatment Plant Supervisor $11,455 $4,944 $16,398 7/1/2023 unknown unknown 7 City of Antioch N/C
8 City of Berkeley Not Surveyed
9 City of Dublin N/C
10 City of Pittsburg N/C
11 City of Pleasanton N/C
12 City of San Ramon N/C
13 City of Tracy N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 13,643 $ 19,643
-19.1% -19.8%
$ 13,752 $ 20,739
-20.1% -26.5%
5 5
3 - City of San Leandro: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Livermore: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Treatment Plant Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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N/C N/C
[Plant
Maintenance
Supervisor/
Plant Operations
Supervisor]
N/C N/C N/C N/C Operations
Supervisor
Wastewater
Treatment Plant
Supervisor
Top Step $ 11,455 $ 13,752 $ 11,882 $ 12,942 $ 14,719 $ 14,921 Classic 2%@60 2%@55 2%@60 2%@55 2%@55 2.7%@55
Enhanced Formula Cost $ 149 $ 413 $ 154 $ 686 $ 442 $ 1,059 Single Highest Year $ 69 $ 59 $ 104
ER Paid Member Contrib
Employee Cost Share $ -298
Social Security $ 802 $ 871 $ 871
Deferred Compensation $ 339 $ 163 $ 259 $ 589 $ 208
Other Ret.

Cafeteria $ 220 $ 1,950
Health $ 2,257 $ 3,483 $ 2,458 $ 2,656 $ 2,480
Dental $ 148 $ 186 $ 147 $ 211 $ 160
Vision $ 23 $ 18 $ 31 $ 30
Other Ins.

Vacation $ 925 $ 846 $ 777 $ 821 $ 906 $ 1,148
Holidays $ 661 $ 741 $ 548 $ 747 $ 793 $ 803
Admin Leave $ 441 $ 159 $ 91 $ 283
Benefit Package Total $ 4,944 $ 6,134 $ 0 $ 0 $ 0 $ 3,743 $ 0 $ 0 $ 5,921 $ 0 $ 0 $ 0 $ 0 $ 6,780 $ 6,566 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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City of Brentwood
Appendix IIc: Market Compensation Data (sorted by Total Compensation) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase Next Percentage Increase
1 Delta Diablo Sanitation District Operations Supervisor $14,719 $6,780 $21,499 7/9/2023 7/1/2024 Based on CPI 2.00%-5.00% 2 Dublin-San Ramon Services District Wastewater Treatment Plant Supervisor $14,921 $6,566 $21,487 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 3 Central Contra Costa Sanitary [Shift Supervisor/ Mechanical Supervisor] $13,752 $6,987 $20,739 4/18/2023 4/18/2024 CPI-U 2:00% - 3.75% 4 City of San Leandro3[Plant Maintenance Supervisor/ Plant Operations Supervisor] $12,942 $5,921 $18,863 1/1/2024 unknown unknown 5 City of Brentwood Wastewater Treatment Plant Supervisor $11,455 $4,944 $16,398 7/1/2023 unknown unknown 6 City of Livermore2
[Water Resources Supervising Operator/ Public Works Supervisor] $11,882 $3,743 $15,625 10/9/2023 10/7/2024 2.00% 7 City of Antioch N/C
8 City of Berkeley Not Surveyed
9 City of Dublin N/C
10 City of Pittsburg N/C
11 City of Pleasanton N/C
12 City of San Ramon N/C
13 City of Tracy N/C
14 City of Walnut Creek N/C
15 Contra Costa Water District N/C
Top Monthly Total
Monthly
$ 13,643 $ 19,643
-19.1% -19.8%
$ 13,752 $ 20,739
-20.1% -26.5%
5 5
3 - City of San Leandro: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Central Contra Costa Sanitary District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Livermore: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Wastewater Treatment Plant Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

Page 600 of 715 ends

City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Water/Wastewater Systems Supervisor $14,987 $6,579 $21,566 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Contra Costa Water District O & M Supervisor (Grade 3) $13,107 $7,282 $20,389 10/30/2023 11/4/2024 CPI-U 3-4.5% 3 City of Pleasanton Utilities Systems Maintenance Supervisor $12,972 $5,009 $17,981 4/1/2023 4/1/2024 3.00% 4 City of Brentwood Water Distribution Supervisor $11,455 $4,944 $16,398 7/1/2023 unknown unknown 5 City of Livermore Water Distribution Supervising Operator $10,316 $3,528 $13,844 10/9/2023 10/7/2024 2.00% 6 City of Tracy Operations Supervisor $9,469 $6,246 $15,715 7/2/2023 6/30/2024 3.50% 7 City of Antioch Water Distribution Supervisor $8,928 $4,782 $13,710 10/8/2023 10/7/2024 3.00% 8 Central Contra Costa Sanitary N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
$ 11,630 $ 17,201
-1.5% -4.9%
$ 11,644 $ 16,848
-1.7% -2.7%
6 6
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Water Distribution Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

Page 601 of 715 ends

City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Water
Distribution
Supervisor
N/C
Water
Distribution
Supervisor
Not Surveyed N/C
Water
Distribution
Supervising
Operator
N/C
Utilities Systems
Maintenance
Supervisor
N/C N/C Operations
Supervisor
N/C
O & M
Supervisor
(Grade 3)
N/C
Water/Wastewa
ter Systems
Supervisor
Top Step $ 11,455 $ 8,928 $ 10,316 $ 12,972 $ 9,469 $ 13,107 $ 14,987 Classic 2%@60 2.7%@55 2%@60 2.7%@55 2%@55 2.35%@55 2.7%@55 Enhanced Formula Cost $ 149 $ 634 $ 134 $ 921 $ 284 $ 695 $ 1,064 Single Highest Year $ 63 $ 52 $ 91 $ 47 $ 79 $ 105
ER Paid Member Contrib $ 714 $ 393
Employee Cost Share $ -714 $ -300
Social Security $ 587 $ 813 $ 871
Deferred Compensation $ 339 $ 179 $ 163 $ 130 $ 473 $ 393 $ 208 Other Ret.

Cafeteria $ 2,671 $ 1,950 $ 3,251
Health $ 2,257 $ 2,149 $ 2,656 $ 2,480
Dental $ 148 $ 149 $ 170 $ 160
Vision $ 23 $ 23 $ 17 $ 30
Other Ins. $ 50
Vacation $ 925 $ 515 $ 674 $ 748 $ 619 $ 1,059 $ 1,153
Holidays $ 661 $ 549 $ 476 $ 798 $ 510 $ 605 $ 807
Admin Leave $ 441 $ 172 $ 79 $ 473 $ 353
Benefit Package Total $ 4,944 $ 0 $ 4,782 $ 0 $ 0 $ 3,528 $ 0 $ 5,009 $ 0 $ 0 $ 6,246 $ 0 $ 7,282 $ 0 $ 6,579 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

Page 602 of 715 ends

Page 306 of 327 ends

Exhibit B

Page 603 of 715 ends

10.1% 2.3%
$ 7,812 $ 11,562

11.1% 6.6%
7 7
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - City of Pittsburg: Monthly base includes 2.00% premium for D1 certification which is required.

Median of Comparators
Water Distribution Worker II
Summary Results
Average of Comparators
% City of Brentwood Above/Below

Page 307 of 327 ends

Exhibit B

Page 604 of 715 ends

City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Water
Distribution
Worker II
N/C
Water
Distribution
Operator II
Not Surveyed N/C
Water
Distribution
Operator II
Maintenance
Worker II -
Utilities &
Facilities (D1
certified)
Utilities Systems
Operator II N/C N/C Utilities Worker II
N/C Utility Worker N/C Maintenance
Worker II
Top Step $ 8,790 $ 6,874 $ 8,309 $ 6,663 $ 9,844 $ 6,686 $ 7,812 $ 9,157 Classic 2%@60 2.7%@55 2%@60 2%@60 2.7%@55 2%@55 2.35%@55 2.7%@55 Enhanced Formula Cost $ 114 $ 488 $ 108 $ 87 $ 699 $ 201 $ 414 $ 650 Single Highest Year $ 48 $ 42 $ 69 $ 47 $ 64
ER Paid Member Contrib $ 550 $ 78
Employee Cost Share $ -550 $ -133 $ -183
Social Security $ 413 $ 415 $ 484 $ 568
Deferred Compensation $ 163 $ 150 $ 98 $ 167 $ 208
Other Ret.

Cafeteria $ 2,671 $ 1,950 $ 2,314
Health $ 2,257 $ 2,502 $ 2,149 $ 2,376 $ 2,480
Dental $ 148 $ 160 $ 149 $ 170 $ 160
Vision $ 23 $ 14 $ 23 $ 17 $ 30
Other Ins.

Vacation $ 541 $ 397 $ 543 $ 384 $ 568 $ 437 $ 511 $ 528 Holidays $ 507 $ 423 $ 383 $ 384 $ 606 $ 360 $ 421 $ 493 Admin Leave $ 64 $ 308
Benefit Package Total $ 3,591 $ 0 $ 4,027 $ 0 $ 0 $ 3,253 $ 4,268 $ 4,360 $ 0 $ 0 $ 3,893 $ 0 $ 4,518 $ 0 $ 4,999 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

Page 605 of 715 ends

10.1% 2.3%
$ 7,812 $ 11,562

11.1% 6.6%
7 7
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - City of Pittsburg: Monthly base includes 2.00% premium for D1 certification which is required.

Median of Comparators
Water Distribution Worker II
Summary Results
Average of Comparators
% City of Brentwood Above/Below

Page 309 of 327 ends

Exhibit B

Page 606 of 715 ends

Median of Comparators
Water Efficiency Specialist (Water Conservation Specialist) Summary Results
Average of Comparators
% City of Brentwood Above/Below

Page 310 of 327 ends

Exhibit B

Page 607 of 715 ends

N/C N/C N/C N/C
[Water Use
Efficiency
Specialist/
Water Use
Efficiency
Technician]

N/C N/C
Top Step $ 7,964 $ 8,078 $ 9,495 $ 10,097
Classic 2%@60 2.7%@55 2.7%@55 2.35%@55
Enhanced Formula Cost $ 104 $ 574 $ 674 $ 535
Single Highest Year $ 57 $ 66 $ 61
ER Paid Member Contrib $ 646 $ 303
Employee Cost Share $ -646
Social Security $ 626
Deferred Compensation $ 95 $ 303
Other Ret.

Cafeteria $ 2,671
Health $ 2,257 $ 2,149 $ 2,656
Dental $ 148 $ 149 $ 170
Vision $ 23 $ 23 $ 17
Other Ins. $ 50
Vacation $ 490 $ 466 $ 548 $ 815
Holidays $ 459 $ 528 $ 584 $ 466
Admin Leave $ 272
Benefit Package Total $ 3,482 $ 0 $ 4,295 $ 0 $ 0 $ 0 $ 0 $ 4,288 $ 0 $ 0 $ 0 $ 0 $ 6,274 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

Page 608 of 715 ends

Median of Comparators
Water Efficiency Specialist (Water Conservation Specialist) Summary Results
Average of Comparators
% City of Brentwood Above/Below

Page 312 of 327 ends

Exhibit B

Page 609 of 715 ends

City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Water/Wastewater Systems Superintendent $17,986 $7,491 $25,477 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Contra Costa Water District1[Maintenance Superintendent/ Water Operations Manager] $17,014 $8,753 $25,767 10/30/2023 unknown unknown 3 City of Pleasanton Utilities Division Manager $15,115 $6,203 $21,318 9/2/2023 unknown unknown 4 City of Brentwood Water Operations Manager $13,074 $5,414 $18,488 7/1/2023 unknown unknown 5 City of Livermore Water Distribution Operations Manager $12,713 $4,486 $17,199 7/3/2023 7/1/2024 2.00% 6 City of Antioch Water Distribution Superintendent $12,307 $5,581 $17,888 10/8/2023 10/7/2024 3.00% 7 City of Tracy Utility Line Maintenance Superintendent] $11,578 $6,913 $18,491 7/2/2023 6/30/2024 3.50% 8 Central Contra Costa Sanitary N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
$ 14,452 $ 21,023
-10.5% -13.7%
$ 13,914 $ 19,904
-6.4% -7.7%
6 6
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Contra Costa Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Median of Comparators
Water Operations Manager
Summary Results
Average of Comparators
% City of Brentwood Above/Below

Page 313 of 327 ends

Exhibit B

Page 610 of 715 ends

N/C N/C
Utility Line
Maintenance
Superintendent]
N/C
[Maintenance
Superintendent/
Water
Operations
Manager]
N/C
Water/Wastewa
ter Systems
Superintendent
Top Step $ 13,074 $ 12,307 $ 12,713 $ 15,115 $ 11,578 $ 17,014 $ 17,986 Classic 2%@60 2.7%@55 2%@60 2.7%@55 2%@55 2.35%@55 2.7%@55 Enhanced Formula Cost $ 170 $ 874 $ 165 $ 1,073 $ 347 $ 902 $ 1,277 Single Highest Year $ 86 $ 64 $ 106 $ 58 $ 102 $ 126
ER Paid Member Contrib $ 985 $ 340
Employee Cost Share $ -985 $ -360
Social Security $ 718 $ 871 $ 871
Deferred Compensation $ 502 $ 246 $ 401 $ 378 $ 579 $ 681 $ 208 Other Ret.

Cafeteria $ 2,671 $ 1,950 $ 3,251
Health $ 2,257 $ 2,149 $ 2,376 $ 2,480
Dental $ 148 $ 149 $ 170 $ 160
Vision $ 23 $ 23 $ 17 $ 30
Other Ins. $ 170
Vacation $ 1,056 $ 710 $ 831 $ 872 $ 757 $ 1,374 $ 1,384 Holidays $ 754 $ 757 $ 587 $ 1,046 $ 623 $ 851 $ 968
Admin Leave $ 503 $ 237 $ 489 $ 407 $ 579 $ 900 $ 346
Benefit Package Total $ 5,414 $ 0 $ 5,581 $ 0 $ 0 $ 4,486 $ 0 $ 6,203 $ 0 $ 0 $ 6,913 $ 0 $ 8,753 $ 0 $ 7,491 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

Page 611 of 715 ends

City of Brentwood
Appendix IIc: Market Compensation Data (sorted by Total Compensation) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Contra Costa Water District1[Maintenance Superintendent/ Water Operations Manager] $17,014 $8,753 $25,767 10/30/2023 unknown unknown 2 Dublin-San Ramon Services District Water/Wastewater Systems Superintendent $17,986 $7,491 $25,477 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 3 City of Pleasanton Utilities Division Manager $15,115 $6,203 $21,318 9/2/2023 unknown unknown 4 City of Tracy Utility Line Maintenance Superintendent] $11,578 $6,913 $18,491 7/2/2023 6/30/2024 3.50% 5 City of Brentwood Water Operations Manager $13,074 $5,414 $18,488 7/1/2023 unknown unknown 6 City of Antioch Water Distribution Superintendent $12,307 $5,581 $17,888 10/8/2023 10/7/2024 3.00% 7 City of Livermore Water Distribution Operations Manager $12,713 $4,486 $17,199 7/3/2023 7/1/2024 2.00% 8 Central Contra Costa Sanitary N/C
9 City of Berkeley Not Surveyed
10 City of Dublin N/C
11 City of Pittsburg N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
$ 14,452 $ 21,023
-10.5% -13.7%
$ 13,914 $ 19,904
-6.4% -7.7%
6 6
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - Contra Costa Water District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Median of Comparators
Water Operations Manager
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Water/Wastewater Systems Supervisor $14,987 $6,579 $21,566 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 City of Pleasanton Chief Utilities Systems Operator $12,972 $5,009 $17,981 4/1/2023 4/1/2024 3.00% 3 City of Brentwood Water Production Supervisor $11,455 $4,944 $16,398 7/1/2023 unknown unknown 4 City of Livermore Water Distribution Supervising Operator $10,316 $3,528 $13,844 10/9/2023 10/7/2024 2.00% 5 Central Contra Costa Sanitary N/C
6 City of Antioch N/C
7 City of Berkeley Not Surveyed
8 City of Dublin N/C
9 City of Pittsburg N/C
10 City of San Leandro N/C
11 City of San Ramon N/C
12 City of Tracy N/C
13 City of Walnut Creek N/C
14 Contra Costa Water District N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
3 3
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Water Production Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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N/C N/C N/C N/C N/C N/C
Water/Wastewa
ter Systems
Supervisor
Top Step $ 11,455 $ 10,316 $ 12,972 $ 14,987
Classic 2%@60 2%@60 2.7%@55 2.7%@55
Enhanced Formula Cost $ 149 $ 134 $ 921 $ 1,064
Single Highest Year $ 52 $ 91 $ 105
ER Paid Member Contrib
Employee Cost Share $ -300
Social Security $ 871
Deferred Compensation $ 339 $ 163 $ 130 $ 208
Other Ret.

Cafeteria $ 1,950
Health $ 2,257 $ 2,149 $ 2,480
Dental $ 148 $ 149 $ 160
Vision $ 23 $ 23 $ 30
Other Ins.

Vacation $ 925 $ 674 $ 748 $ 1,153
Holidays $ 661 $ 476 $ 798 $ 807
Admin Leave $ 441 $ 79
Benefit Package Total $ 4,944 $ 0 $ 0 $ 0 $ 0 $ 3,528 $ 0 $ 5,009 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 6,579 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Water/Wastewater Systems Operator II $11,075 $5,443 $16,518 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Contra Costa Water District Systems Control Operator $10,064 $5,081 $15,145 10/30/2023 11/9/2024 CPI-U 3-4.5% 3 City of Pleasanton Utilities Systems Operator II $9,844 $4,360 $14,204 4/1/2023 4/1/2024 3.00% 4 City of Brentwood Water Production Worker II $8,370 $3,536 $11,906 7/1/2023 unknown unknown 5 City of Livermore Water Distribution Operator II $8,309 $3,253 $11,562 10/9/2023 10/7/2024 2.00% 6 City of Antioch Water Treatment Maintenance Worker II $7,698 $4,726 $12,424 10/8/2023 10/7/2024 3.00% 7 Central Contra Costa Sanitary N/C
8 City of Berkeley Not Surveyed
9 City of Dublin N/C
10 City of Pittsburg N/C
11 City of San Leandro N/C
12 City of San Ramon N/C
13 City of Tracy N/C
14 City of Walnut Creek N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
$ 9,398 $ 13,971
-12.3% -17.3%
$ 9,844 $ 14,204
-17.6% -19.3%
5 5
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Water Production Worker II
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

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City of Brentwood
Appendix IIb: Benefit Detail
January 2024
City of
Brentwood
Central Contra
Costa Sanitary
District
City of Antioch City of Berkeley City of Dublin City of Livermore
City of
Pittsburg
City of
Pleasanton
City of San
Leandro
City of San
Ramon City of Tracy City of Walnut Creek
Contra Costa
Water District
Delta Diablo
Sanitation
District
Dublin-San
Ramon
Services
District
Water
Production
Worker II
N/C
Water
Treatment
Maintenance
Worker II
Not Surveyed N/C
Water
Distribution
Operator II
N/C Utilities Systems
Operator II
N/C N/C N/C N/C Systems Control
Operator
N/C
Water/Wastewa
ter Systems
Operator II
Top Step $ 8,370 $ 7,698 $ 8,309 $ 9,844 $ 10,064 $ 11,075 Classic 2%@60 2.7%@55 2%@60 2.7%@55 2.35%@55 2.7%@55
Enhanced Formula Cost $ 109 $ 547 $ 108 $ 699 $ 533 $ 786 Single Highest Year $ 54 $ 42 $ 69 $ 60 $ 78
ER Paid Member Contrib $ 616 $ 101
Employee Cost Share $ -154 $ -222
Social Security $ 624 $ 687
Deferred Compensation $ 75 $ 163 $ 98 $ 208
Other Ret.

Cafeteria $ 2,671 $ 1,950
Health $ 2,257 $ 2,149 $ 2,376 $ 2,480
Dental $ 148 $ 149 $ 170 $ 160
Vision $ 23 $ 23 $ 17 $ 30
Other Ins.

Vacation $ 515 $ 444 $ 543 $ 568 $ 658 $ 639
Holidays $ 483 $ 474 $ 383 $ 606 $ 542 $ 596
Admin Leave $ 64
Benefit Package Total $ 3,536 $ 0 $ 4,726 $ 0 $ 0 $ 3,253 $ 0 $ 4,360 $ 0 $ 0 $ 0 $ 0 $ 5,081 $ 0 $ 5,443 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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Exhibit B

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City of Brentwood
Appendix IIa: Market Compensation Data (sorted by Top Step) January 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 Dublin-San Ramon Services District Utility Billing & Customer Services Field Technician II $8,938 $4,948 $13,886 1/1/2024 1/1/2025 CPI-U 2.00% - 4.00% 2 Contra Costa Water District3[Meter Reader/ Customer Field Representative] $8,518 $4,694 $13,212 10/30/2023 11/9/2024 CPI-U 3.00% - 4.50% 3 City of Livermore Water Distribution Operator II $8,309 $3,253 $11,562 10/9/2023 10/7/2024 2.00% 4 City of Brentwood Water Service Worker II (Water Service Worker I) $7,966 $3,482 $11,448 7/1/2023 unknown unknown 5 City of Pleasanton1
[Utilities Maintenance Worker/ Utilities Assistant II] $7,462 $3,867 $11,329 4/1/2023 4/1/2024 3.00% 6 City of Tracy2[Maintenance Worker II/ Utilities Worker II] $6,686 $3,893 $10,579 7/1/2023 7/1/2024 3.50% 7 City of Pittsburg Maintenance Worker II - Utilities & Facilities $6,532 $4,240 $10,772 7/1/2023 7/1/2024 3.00% 8 City of Antioch Meter Service Worker $6,153 $3,884 $10,037 4/9/2023 4/7/2024 4.00% 9 Central Contra Costa Sanitary N/C
10 City of Berkeley Not Surveyed
11 City of Dublin N/C
12 City of San Leandro N/C
13 City of San Ramon N/C
14 City of Walnut Creek N/C
15 Delta Diablo Sanitation District N/C
Top Monthly Total
Monthly
$ 7,514 $ 11,625

5.7% -1.5%
$ 7,462 $ 11,329

6.3% 1.0%
7 7
3 - Contra Costa Water District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
1 - City of Pleasanton: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Tracy: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Water Service Worker II (Water Service Worker I)
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

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N/C N/C
[Maintenance
Worker II/
Utilities Worker
II]
N/C
[Meter Reader/
Customer Field
Representative]
N/C
Utility Billing &
Customer
Services Field
Technician II
Top Step $ 7,966 $ 6,153 $ 8,309 $ 6,532 $ 7,462 $ 6,686 $ 8,518 $ 8,938 Classic 2%@60 2.7%@55 2%@60 2%@60 2.7%@55 2%@55 2.35%@55 2.7%@55 Enhanced Formula Cost $ 104 $ 437 $ 108 $ 85 $ 530 $ 201 $ 451 $ 635 Single Highest Year $ 43 $ 42 $ 52 $ 51 $ 63
ER Paid Member Contrib $ 492 $ 85
Employee Cost Share $ -492 $ -131 $ -179
Social Security $ 405 $ 415 $ 528 $ 554
Deferred Compensation $ 163 $ 150 $ 75 $ 167 $ 208
Other Ret.

Cafeteria $ 2,671 $ 1,950 $ 2,314
Health $ 2,257 $ 2,502 $ 2,149 $ 2,376 $ 2,480
Dental $ 148 $ 160 $ 149 $ 170 $ 160
Vision $ 23 $ 14 $ 23 $ 17 $ 30
Other Ins.

Vacation $ 490 $ 355 $ 543 $ 377 $ 431 $ 437 $ 557 $ 516 Holidays $ 460 $ 379 $ 383 $ 377 $ 459 $ 360 $ 459 $ 481 Admin Leave $ 64 $ 301
Benefit Package Total $ 3,482 $ 0 $ 3,884 $ 0 $ 0 $ 3,253 $ 4,240 $ 3,867 $ 0 $ 0 $ 3,893 $ 0 $ 4,694 $ 0 $ 4,948 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

Page 620 of 715 ends

5.7% -1.5%
$ 7,462 $ 11,329

Median of Comparators
Water Service Worker II (Water Service Worker I)
Summary Results
Average of Comparators
% City of Brentwood Above/Below

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Exhibit B

Page 621 of 715 ends

N/A N/A
$ 10,316 $ 15,715

N/A N/A
5 5
% City of Brentwood Above/Below
Number of Matches
N/C - Non Comparator
Water Services Supervisor
Summary Results
Average of Comparators
% City of Brentwood Above/Below
Median of Comparators

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Exhibit B

Page 622 of 715 ends

N/C N/C
Top Step proposed $ 10,316 $ 8,993 $ 12,972 $ 9,469 $ 13,107 Classic 2%@60 2%@60 2.7%@55 2%@55 2.35%@55
Enhanced Formula Cost $ 134 $ 117 $ 921 $ 284 $ 695
Single Highest Year $ 52 $ 91 $ 47 $ 79
ER Paid Member Contrib $ 393
Employee Cost Share $ -180
Social Security $ 558 $ 587 $ 813
Deferred Compensation $ 163 $ 150 $ 130 $ 473 $ 393
Other Ret.

Cafeteria $ 1,950 $ 3,251
Health $ 2,502 $ 2,149 $ 2,656
Dental $ 169 $ 149 $ 170
Vision $ 14 $ 23 $ 17
Other Ins. $ 50
Vacation $ 674 $ 519 $ 748 $ 619 $ 1,059
Holidays $ 476 $ 519 $ 798 $ 510 $ 605
Admin Leave $ 79 $ 473 $ 353
Benefit Package Total $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,528 $ 4,367 $ 5,009 $ 0 $ 0 $ 6,246 $ 0 $ 7,282 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves

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Exhibit B

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N/A N/A
$ 10,316 $ 15,715

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Exhibit B

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Total Compensation Study – Final Report
City of Brentwood
Appendix III
Proposed Salary Range Schedule
Exhibit B

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City of Brentwood
Appendix III: Proposed Salary Plan
February 2024
lowest current salary
Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 1 32,459 34,082 35,786 37,575 39,454 2,705 2,840 2,982 3,131 3,288 1,248.41 1,310.83 1,376.37 1,445.19 1,517.45 15.61 16.39 17.20 18.06 18.97 2 33,270 34,934 36,680 38,514 40,440 2,773 2,911 3,057 3,210 3,370 1,279.62 1,343.60 1,410.78 1,481.32 1,555.38 16.00 16.79 17.63 18.52 19.44 3 34,102 35,807 37,597 39,477 41,451 2,842 2,984 3,133 3,290 3,454 1,311.61 1,377.19 1,446.05 1,518.35 1,594.27 16.40 17.21 18.08 18.98 19.93 4 34,954 36,702 38,537 40,464 42,487 2,913 3,059 3,211 3,372 3,541 1,344.40 1,411.62 1,482.20 1,556.31 1,634.13 16.80 17.65 18.53 19.45 20.43 5 35,828 37,620 39,501 41,476 43,549 2,986 3,135 3,292 3,456 3,629 1,378.01 1,446.91 1,519.26 1,595.22 1,674.98 17.23 18.09 18.99 19.94 20.94 6 36,724 38,560 40,488 42,513 44,638 3,060 3,213 3,374 3,543 3,720 1,412.46 1,483.08 1,557.24 1,635.10 1,716.85 17.66 18.54 19.47 20.44 21.46 7 37,642 39,524 41,500 43,575 45,754 3,137 3,294 3,458 3,631 3,813 1,447.77 1,520.16 1,596.17 1,675.98 1,759.77 18.10 19.00 19.95 20.95 22.00 8 38,583 40,512 42,538 44,665 46,898 3,215 3,376 3,545 3,722 3,908 1,483.97 1,558.16 1,636.07 1,717.88 1,803.77 18.55 19.48 20.45 21.47 22.55 9 39,548 41,525 43,601 45,781 48,070 3,296 3,460 3,633 3,815 4,006 1,521.06 1,597.12 1,676.97 1,760.82 1,848.86 19.01 19.96 20.96 22.01 23.11 10 40,536 42,563 44,691 46,926 49,272 3,378 3,547 3,724 3,910 4,106 1,559.09 1,637.05 1,718.90 1,804.84 1,895.09 19.49 20.46 21.49 22.56 23.69 11 41,550 43,627 45,809 48,099 50,504 3,462 3,636 3,817 4,008 4,209 1,598.07 1,677.97 1,761.87 1,849.96 1,942.46 19.98 20.97 22.02 23.12 24.28 12 42,589 44,718 46,954 49,302 51,767 3,549 3,726 3,913 4,108 4,314 1,638.02 1,719.92 1,805.92 1,896.21 1,991.02 20.48 21.50 22.57 23.70 24.89 13 43,653 45,836 48,128 50,534 53,061 3,638 3,820 4,011 4,211 4,422 1,678.97 1,762.92 1,851.07 1,943.62 2,040.80 20.99 22.04 23.14 24.30 25.51 14 44,745 46,982 49,331 51,797 54,387 3,729 3,915 4,111 4,316 4,532 1,720.94 1,806.99 1,897.34 1,992.21 2,091.82 21.51 22.59 23.72 24.90 26.15 15 45,863 48,156 50,564 53,092 55,747 3,822 4,013 4,214 4,424 4,646 1,763.97 1,852.17 1,944.78 2,042.01 2,144.11 22.05 23.15 24.31 25.53 26.80 16 47,010 49,360 51,828 54,420 57,141 3,917 4,113 4,319 4,535 4,762 1,808.07 1,898.47 1,993.39 2,093.06 2,197.72 22.60 23.73 24.92 26.16 27.47 17 48,185 50,594 53,124 55,780 58,569 4,015 4,216 4,427 4,648 4,881 1,853.27 1,945.93 2,043.23 2,145.39 2,252.66 23.17 24.32 25.54 26.82 28.16 18 49,390 51,859 54,452 57,175 60,033 4,116 4,322 4,538 4,765 5,003 1,899.60 1,994.58 2,094.31 2,199.03 2,308.98 23.75 24.93 26.18 27.49 28.86 19 50,624 53,156 55,813 58,604 61,534 4,219 4,430 4,651 4,884 5,128 1,947.09 2,044.45 2,146.67 2,254.00 2,366.70 24.34 25.56 26.83 28.18 29.58 20 51,890 54,484 57,209 60,069 63,073 4,324 4,540 4,767 5,006 5,256 1,995.77 2,095.56 2,200.33 2,310.35 2,425.87 24.95 26.19 27.50 28.88 30.32 21 53,187 55,847 58,639 61,571 64,649 4,432 4,654 4,887 5,131 5,387 2,045.66 2,147.95 2,255.34 2,368.11 2,486.52 25.57 26.85 28.19 29.60 31.08 22 54,517 57,243 60,105 63,110 66,266 4,543 4,770 5,009 5,259 5,522 2,096.80 2,201.64 2,311.73 2,427.31 2,548.68 26.21 27.52 28.90 30.34 31.86 23 55,880 58,674 61,608 64,688 67,922 4,657 4,889 5,134 5,391 5,660 2,149.22 2,256.69 2,369.52 2,488.00 2,612.40 26.87 28.21 29.62 31.10 32.65 24 57,277 60,141 63,148 66,305 69,620 4,773 5,012 5,262 5,525 5,802 2,202.96 2,313.10 2,428.76 2,550.20 2,677.71 27.54 28.91 30.36 31.88 33.47 25 58,709 61,644 64,726 67,963 71,361 4,892 5,137 5,394 5,664 5,947 2,258.03 2,370.93 2,489.48 2,613.95 2,744.65 28.23 29.64 31.12 32.67 34.31 26 60,176 63,185 66,345 69,662 73,145 5,015 5,265 5,529 5,805 6,095 2,314.48 2,430.20 2,551.71 2,679.30 2,813.26 28.93 30.38 31.90 33.49 35.17 27 61,681 64,765 68,003 71,403 74,973 5,140 5,397 5,667 5,950 6,248 2,372.34 2,490.96 2,615.51 2,746.28 2,883.60 29.65 31.14 32.69 34.33 36.04 28 63,223 66,384 69,703 73,188 76,848 5,269 5,532 5,809 6,099 6,404 2,431.65 2,553.23 2,680.89 2,814.94 2,955.69 30.40 31.92 33.51 35.19 36.95 29 64,803 68,044 71,446 75,018 78,769 5,400 5,670 5,954 6,252 6,564 2,492.44 2,617.06 2,747.92 2,885.31 3,029.58 31.16 32.71 34.35 36.07 37.87 30 66,424 69,745 73,232 76,894 80,738 5,535 5,812 6,103 6,408 6,728 2,554.75 2,682.49 2,816.61 2,957.45 3,105.32 31.93 33.53 35.21 36.97 38.82 31 68,084 71,488 75,063 78,816 82,757 5,674 5,957 6,255 6,568 6,896 2,618.62 2,749.55 2,887.03 3,031.38 3,182.95 32.73 34.37 36.09 37.89 39.79 32 69,786 73,276 76,939 80,786 84,826 5,816 6,106 6,412 6,732 7,069 2,684.09 2,818.29 2,959.21 3,107.17 3,262.52 33.55 35.23 36.99 38.84 40.78 33 71,531 75,107 78,863 82,806 86,946 5,961 6,259 6,572 6,900 7,246 2,751.19 2,888.75 3,033.19 3,184.85 3,344.09 34.39 36.11 37.91 39.81 41.80 34 73,319 76,985 80,834 84,876 89,120 6,110 6,415 6,736 7,073 7,427 2,819.97 2,960.97 3,109.02 3,264.47 3,427.69 35.25 37.01 38.86 40.81 42.85 35 75,152 78,910 82,855 86,998 91,348 6,263 6,576 6,905 7,250 7,612 2,890.47 3,034.99 3,186.74 3,346.08 3,513.38 36.13 37.94 39.83 41.83 43.92 36 77,031 80,883 84,927 89,173 93,632 6,419 6,740 7,077 7,431 7,803 2,962.73 3,110.87 3,266.41 3,429.73 3,601.22 37.03 38.89 40.83 42.87 45.02 37 78,957 82,905 87,050 91,402 95,972 6,580 6,909 7,254 7,617 7,998 3,036.80 3,188.64 3,348.07 3,515.47 3,691.25 37.96 39.86 41.85 43.94 46.14 38 80,931 84,977 89,226 93,687 98,372 6,744 7,081 7,436 7,807 8,198 3,112.72 3,268.35 3,431.77 3,603.36 3,783.53 38.91 40.85 42.90 45.04 47.29 39 82,954 87,102 91,457 96,030 100,831 6,913 7,258 7,621 8,002 8,403 3,190.54 3,350.06 3,517.57 3,693.44 3,878.12 39.88 41.88 43.97 46.17 48.48 40 85,028 89,279 93,743 98,430 103,352 7,086 7,440 7,812 8,203 8,613 3,270.30 3,433.81 3,605.50 3,785.78 3,975.07 40.88 42.92 45.07 47.32 49.69 41 87,153 91,511 96,087 100,891 105,936 7,263 7,626 8,007 8,408 8,828 3,352.06 3,519.66 3,695.64 3,880.42 4,074.45 41.90 44.00 46.20 48.51 50.93 42 89,332 93,799 98,489 103,413 108,584 7,444 7,817 8,207 8,618 9,049 3,435.86 3,607.65 3,788.03 3,977.44 4,176.31 42.95 45.10 47.35 49.72 52.20 43 91,566 96,144 100,951 105,999 111,299 7,630 8,012 8,413 8,833 9,275 3,521.75 3,697.84 3,882.73 4,076.87 4,280.71 44.02 46.22 48.53 50.96 53.51 44 93,855 98,547 103,475 108,649 114,081 7,821 8,212 8,623 9,054 9,507 3,609.80 3,790.29 3,979.80 4,178.79 4,387.73 45.12 47.38 49.75 52.23 54.85 45 96,201 101,011 106,062 111,365 116,933 8,017 8,418 8,838 9,280 9,744 3,700.04 3,885.05 4,079.30 4,283.26 4,497.43 46.25 48.56 50.99 53.54 56.22 46 98,606 103,536 108,713 114,149 119,856 8,217 8,628 9,059 9,512 9,988 3,792.54 3,982.17 4,181.28 4,390.34 4,609.86 47.41 49.78 52.27 54.88 57.62 47 101,071 106,125 111,431 117,003 122,853 8,423 8,844 9,286 9,750 10,238 3,887.36 4,081.73 4,285.81 4,500.10 4,725.11 48.59 51.02 53.57 56.25 59.06 48 103,598 108,778 114,217 119,928 125,924 8,633 9,065 9,518 9,994 10,494 3,984.54 4,183.77 4,392.96 4,612.61 4,843.24 49.81 52.30 54.91 57.66 60.54 Range Increase

FACTORS
Range 2, Step 5, Annual
$40,440.00
Step Increase

5.00%
Monthly Per Pay Period Hourly

2.50%
Pay Periods per Year
26 Hours per Year
2,080
Salary Range Annually

Page 1 of 2 ends

Exhibit B

Page 626 of 715 ends

City of Brentwood
Appendix III: Proposed Salary Plan
February 2024
Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 Step 1 Step 2 Step 3 Step 4 Step 5 Monthly Per Pay Period Hourly Salary Range Annually
49 106,188 111,497 117,072 122,926 129,072 8,849 9,291 9,756 10,244 10,756 4,084.16 4,288.36 4,502.78 4,727.92 4,964.32 51.05 53.60 56.28 59.10 62.05 50 108,843 114,285 119,999 125,999 132,299 9,070 9,524 10,000 10,500 11,025 4,186.26 4,395.57 4,615.35 4,846.12 5,088.42 52.33 54.94 57.69 60.58 63.61 51 111,564 117,142 122,999 129,149 135,607 9,297 9,762 10,250 10,762 11,301 4,290.92 4,505.46 4,730.73 4,967.27 5,215.64 53.64 56.32 59.13 62.09 65.20 52 114,353 120,071 126,074 132,378 138,997 9,529 10,006 10,506 11,031 11,583 4,398.19 4,618.10 4,849.00 5,091.45 5,346.03 54.98 57.73 60.61 63.64 66.83 53 117,212 123,072 129,226 135,687 142,472 9,768 10,256 10,769 11,307 11,873 4,508.14 4,733.55 4,970.23 5,218.74 5,479.68 56.35 59.17 62.13 65.23 68.50 54 120,142 126,149 132,457 139,079 146,033 10,012 10,512 11,038 11,590 12,169 4,620.85 4,851.89 5,094.48 5,349.21 5,616.67 57.76 60.65 63.68 66.87 70.21 55 123,146 129,303 135,768 142,556 149,684 10,262 10,775 11,314 11,880 12,474 4,736.37 4,973.19 5,221.85 5,482.94 5,757.09 59.20 62.16 65.27 68.54 71.96 56 126,224 132,535 139,162 146,120 153,426 10,519 11,045 11,597 12,177 12,786 4,854.78 5,097.52 5,352.39 5,620.01 5,901.01 60.68 63.72 66.90 70.25 73.76 57 129,380 135,849 142,641 149,773 157,262 10,782 11,321 11,887 12,481 13,105 4,976.15 5,224.95 5,486.20 5,760.51 6,048.54 62.20 65.31 68.58 72.01 75.61 58 132,614 139,245 146,207 153,518 161,194 11,051 11,604 12,184 12,793 13,433 5,100.55 5,355.58 5,623.36 5,904.52 6,199.75 63.76 66.94 70.29 73.81 77.50 59 135,930 142,726 149,862 157,356 165,223 11,327 11,894 12,489 13,113 13,769 5,228.06 5,489.47 5,763.94 6,052.14 6,354.74 65.35 68.62 72.05 75.65 79.43 60 139,328 146,294 153,609 161,289 169,354 11,611 12,191 12,801 13,441 14,113 5,358.77 5,626.70 5,908.04 6,203.44 6,513.61 66.98 70.33 73.85 77.54 81.42 61 142,811 149,952 157,449 165,322 173,588 11,901 12,496 13,121 13,777 14,466 5,492.74 5,767.37 6,055.74 6,358.53 6,676.45 68.66 72.09 75.70 79.48 83.46 62 146,381 153,700 161,385 169,455 177,927 12,198 12,808 13,449 14,121 14,827 5,630.05 5,911.56 6,207.13 6,517.49 6,843.37 70.38 73.89 77.59 81.47 85.54 63 150,041 157,543 165,420 173,691 182,376 12,503 13,129 13,785 14,474 15,198 5,770.80 6,059.35 6,362.31 6,680.43 7,014.45 72.14 75.74 79.53 83.51 87.68 64 153,792 161,482 169,556 178,033 186,935 12,816 13,457 14,130 14,836 15,578 5,915.08 6,210.83 6,521.37 6,847.44 7,189.81 73.94 77.64 81.52 85.59 89.87 65 157,637 165,519 173,795 182,484 191,608 13,136 13,793 14,483 15,207 15,967 6,062.95 6,366.10 6,684.40 7,018.62 7,369.56 75.79 79.58 83.56 87.73 92.12 66 161,578 169,657 178,139 187,046 196,399 13,465 14,138 14,845 15,587 16,367 6,214.53 6,525.25 6,851.51 7,194.09 7,553.79 77.68 81.57 85.64 89.93 94.42 67 165,617 173,898 182,593 191,723 201,309 13,801 14,491 15,216 15,977 16,776 6,369.89 6,688.38 7,022.80 7,373.94 7,742.64 79.62 83.60 87.79 92.17 96.78 68 169,758 178,245 187,158 196,516 206,341 14,146 14,854 15,596 16,376 17,195 6,529.14 6,855.59 7,198.37 7,558.29 7,936.21 81.61 85.69 89.98 94.48 99.20 69 174,001 182,702 191,837 201,428 211,500 14,500 15,225 15,986 16,786 17,625 6,692.36 7,026.98 7,378.33 7,747.25 8,134.61 83.65 87.84 92.23 96.84 101.68 70 178,352 187,269 196,633 206,464 216,787 14,863 15,606 16,386 17,205 18,066 6,859.67 7,202.66 7,562.79 7,940.93 8,337.98 85.75 90.03 94.53 99.26 104.22 71 182,810 191,951 201,548 211,626 222,207 15,234 15,996 16,796 17,635 18,517 7,031.17 7,382.72 7,751.86 8,139.45 8,546.43 87.89 92.28 96.90 101.74 106.83 72 187,381 196,750 206,587 216,916 227,762 15,615 16,396 17,216 18,076 18,980 7,206.94 7,567.29 7,945.66 8,342.94 8,760.09 90.09 94.59 99.32 104.29 109.50 73 192,065 201,668 211,752 222,339 233,456 16,005 16,806 17,646 18,528 19,455 7,387.12 7,756.47 8,144.30 8,551.51 8,979.09 92.34 96.96 101.80 106.89 112.24 74 196,867 206,710 217,046 227,898 239,293 16,406 17,226 18,087 18,991 19,941 7,571.80 7,950.39 8,347.91 8,765.30 9,203.57 94.65 99.38 104.35 109.57 115.04 75 201,788 211,878 222,472 233,595 245,275 16,816 17,656 18,539 19,466 20,440 7,761.09 8,149.15 8,556.60 8,984.43 9,433.65 97.01 101.86 106.96 112.31 117.92 76 206,833 217,175 228,033 239,435 251,407 17,236 18,098 19,003 19,953 20,951 7,955.12 8,352.87 8,770.52 9,209.04 9,669.50 99.44 104.41 109.63 115.11 120.87 77 212,004 222,604 233,734 245,421 257,692 17,667 18,550 19,478 20,452 21,474 8,154.00 8,561.70 8,989.78 9,439.27 9,911.23 101.92 107.02 112.37 117.99 123.89 78 217,304 228,169 239,578 251,557 264,134 18,109 19,014 19,965 20,963 22,011 8,357.85 8,775.74 9,214.53 9,675.25 10,159.01 104.47 109.70 115.18 120.94 126.99 79 222,737 233,873 245,567 257,845 270,738 18,561 19,489 20,464 21,487 22,561 8,566.79 8,995.13 9,444.89 9,917.13 10,412.99 107.08 112.44 118.06 123.96 130.16 80 228,305 239,720 251,706 264,292 277,506 19,025 19,977 20,976 22,024 23,126 8,780.96 9,220.01 9,681.01 10,165.06 10,673.31 109.76 115.25 121.01 127.06 133.42 81 234,013 245,713 257,999 270,899 284,444 19,501 20,476 21,500 22,575 23,704 9,000.49 9,450.51 9,923.04 10,419.19 10,940.15 112.51 118.13 124.04 130.24 136.75 82 239,863 251,856 264,449 277,671 291,555 19,989 20,988 22,037 23,139 24,296 9,225.50 9,686.77 10,171.11 10,679.67 11,213.65 115.32 121.08 127.14 133.50 140.17 83 245,860 258,153 271,060 284,613 298,844 20,488 21,513 22,588 23,718 24,904 9,456.14 9,928.94 10,425.39 10,946.66 11,493.99 118.20 124.11 130.32 136.83 143.67 84 252,006 264,606 277,837 291,728 306,315 21,001 22,051 23,153 24,311 25,526 9,692.54 10,177.17 10,686.02 11,220.33 11,781.34 121.16 127.21 133.58 140.25 147.27 85 258,306 271,221 284,783 299,022 313,973 21,526 22,602 23,732 24,918 26,164 9,934.85 10,431.60 10,953.18 11,500.83 12,075.88 124.19 130.39 136.91 143.76 150.95 86 264,764 278,002 291,902 306,497 321,822 22,064 23,167 24,325 25,541 26,819 10,183.22 10,692.39 11,227.00 11,788.35 12,377.77 127.29 133.65 140.34 147.35 154.72 87 271,383 284,952 299,200 314,160 329,868 22,615 23,746 24,933 26,180 27,489 10,437.80 10,959.69 11,507.68 12,083.06 12,687.22 130.47 137.00 143.85 151.04 158.59 88 278,167 292,076 306,680 322,014 338,114 23,181 24,340 25,557 26,834 28,176 10,698.75 11,233.69 11,795.37 12,385.14 13,004.40 133.73 140.42 147.44 154.81 162.55 89 285,122 299,378 314,347 330,064 346,567 23,760 24,948 26,196 27,505 28,881 10,966.22 11,514.53 12,090.26 12,694.77 13,329.51 137.08 143.93 151.13 158.68 166.62 90 292,250 306,862 322,205 338,316 355,231 24,354 25,572 26,850 28,193 29,603 11,240.37 11,802.39 12,392.51 13,012.14 13,662.74 140.50 147.53 154.91 162.65 170.78 91 299,556 314,534 330,260 346,773 364,112 24,963 26,211 27,522 28,898 30,343 11,521.38 12,097.45 12,702.33 13,337.44 14,004.31 144.02 151.22 158.78 166.72 175.05 92 307,045 322,397 338,517 355,443 373,215 25,587 26,866 28,210 29,620 31,101 11,809.42 12,399.89 13,019.88 13,670.88 14,354.42 147.62 155.00 162.75 170.89 179.43 93 314,721 330,457 346,980 364,329 382,545 26,227 27,538 28,915 30,361 31,879 12,104.65 12,709.89 13,345.38 14,012.65 14,713.28 151.31 158.87 166.82 175.16 183.92 94 322,589 338,718 355,654 373,437 392,109 26,882 28,227 29,638 31,120 32,676 12,407.27 13,027.63 13,679.01 14,362.97 15,081.11 155.09 162.85 170.99 179.54 188.51 95 330,654 347,186 364,546 382,773 401,912 27,554 28,932 30,379 31,898 33,493 12,717.45 13,353.32 14,020.99 14,722.04 15,458.14 158.97 166.92 175.26 184.03 193.23 96 338,920 355,866 373,659 392,342 411,959 28,243 29,656 31,138 32,695 34,330 13,035.39 13,687.16 14,371.51 15,090.09 15,844.60 162.94 171.09 179.64 188.63 198.06

Page 2 of 2 ends

Exhibit B

Page 627 of 715 ends

Total Compensation Study – Final Report
City of Brentwood
Appendix IV
Salary Range Placement Recommendations
Exhibit B

Page 628 of 715 ends

City of Brentwood
Appendix IV: Proposed Range Placement Recommendations
February 2024
Class Title
Current
Maximum
Monthly Salary
% from Top
Monthly
Median
Top
Monthly
Salary
Market
Median
Market
Placement
(Target 5%
Below Market
Median)
Proposed
Salary Range
Proposed
Maximum
Monthly
Salary
Percent
Difference
Study
Benchmark
Rationale
City Manager $ 22,805 -11.6% $25,455 $24,243 82 $24,296 6.54% X Market and range placement.

City Attorney $ 23,312 1.7% $22,916 $21,825 78 $22,011 -5.58% X Market and range placement; Y-rate.

Police Chief $ 21,621 -1.8% $22,000 $20,952 76 $20,951 -3.10% X Market and range placement Y-rate.

Assistant City Manager $ 20,138 76 $20,951 4.03% Internal alignment: 15% below City Manager Director Of Public Works $ 20,138 -4.8% $21,106 $20,101 73 $19,455 -3.39% X Internal alignment: anchor to Director of Engineering/City Engineer.

City Treasurer/Director Of Finance And Information Systems $ 20,138 -2.0% $20,544 $19,566 73 $19,455 -3.39% X Market and range placement; Y-rate.

Director Of Community Development $ 19,576 -5.0% $20,550 $19,571 73 $19,455 -0.62% X Market and range placement; Y-rate.

Director Of Engineering/City Engineer $ 19,576 -3.2% $20,209 $19,246 73 $19,455 -0.62% X Market and range placement; Y-rate.

Director Of Parks & Recreation $ 19,576 -4.9% $20,528 $19,550 73 $19,455 -0.62% X Market and range placement; Y-rate.

Director Of Human Resources/Risk Manager $ 19,576 4.5% $18,702 $17,811 73 $19,455 -0.62% X Internal alignment: anchor to City Treasurer/Director of Finance and Information Systems
Police Captain $ 18,367 -7.6% $19,764 $18,823 72 $18,980 3.34% X Market and range placement.

Assistant Director Of Finance And Information Systems $18,076 67 $16,776 -7.19% Internal alignment: 15% below City Treasurer/Director of FIS. Y-rate Assistant City Attorney $ 17,592 -0.5% $17,671 $16,830 67 $16,776 -4.64% X Market and range placement. Y-rate.

Police Lieutenant $ 16,007 -8.6% $17,376 $16,549 66 $16,367 2.24% X Market and range placement.

Chief Building Official $ 16,059 -1.5% $16,298 $15,522 64 $15,578 -2.99% X Market and range placement; Y-rate.

Engineering Manager $ 15,748 -3.8% $16,348 $15,570 64 $15,578 -1.08% X Market and range placement; Y-rate.

Planning Manager $ 16,059 -0.3% $16,102 $15,335 63 $15,198 -5.36% X Market and range placement; Y-rate.

Economic Development Manager $ 16,059 5.7% $15,142 $14,421 61 $14,466 -9.92% X Market and range placement; Y-rate.

Information Systems Manager (Chief Information Systems Officer) $ 16,032 5.9% $15,079 $14,361 61 $14,466 -9.77% X Market and range placement; Y-rate.

Human Resources Manager $ 13,996 -7.8% $15,090 $14,371 61 $14,466 3.36% X Market and range placement.

Development Services Manager $ 14,521 Insuff. Data Insuff. Data 60 $14,113 -2.81% X Internal alignment: 10% below Chief Building Official. Y-rate.

City Clerk $ 13,996 -6.6% $14,923 $14,213 60 $14,113 0.84% X Market and range placement.

Deputy City Attorney $ 13,436 -10.1% $14,792 $14,088 60 $14,113 5.03% X Market and range placement.

Wastewater Operations Manager $ 13,074 -34.0% $17,522 $16,688 59 $13,769 5.31% X Internal alignment: 5% above the Water Operations Manager Accounting Manager $ 13,047 -11.5% $14,541 $13,849 59 $13,769 5.53% X Market and range placement.

Recreation Manager $ 11,720 -23.4% $14,459 $13,770 59 $13,769 17.48% X Market and range placement.

Senior Engineer $14,315 58 $13,433 -6.16% Internal alignment: 15% above Associate Engineer. Y-rate.

Housing Programs Manager (Senior Analyst) $13,171 -5.5% $13,899 $13,237 57 $13,105 -0.50% X Market and range placement; Y-rate.

Water Operations Manager $ 13,074 -6.4% $13,914 $13,251 57 $13,105 0.24% X Market and range placement.

Police Sergeant $12,543 -10.5% $13,858 $13,198 57 $13,105 4.48% Market and range placement.

Park/Maintenance Manager $ 13,366 0.3% $13,328 $12,693 56 $12,786 -4.34% X Market and range placement; Y-rate.

Streets Manager $ 12,782 Insuff. Data Insuff. Data 56 $12,786 0.03% X Internal alignment: 20% above Streets Supervisor Senior Planner $13,171 55 $12,474 -5.30% Internal alignment: 15% above Associate Planner. Y-rate.

Information Systems Supervisor $ 12,844 Insuff. Data Insuff. Data 55 $12,474 -2.88% X Internal alignment: 15% below Information Systems Manager. Y-rate.

Fleet/Facilities Maintenance Manager $ 12,782 Insuff. Data Insuff. Data 55 $12,474 -2.41% X Internal alignment: 20% above Fleet Supervisor & Facilities Supervisor. Y-rate.

Senior Management Analyst $ 13,171 $0 54 $12,169 -7.60% Internal alignment: 15% above the Management Analyst II.

Solid Waste And Recycling Manager (Solid Waste Manager) $ 12,958 Insuff. Data Insuff. Data 54 $12,169 -6.08% X Internal alignment: 20% above Solid Waste Supervisor. Y-rate.

Code Enforcement Supervisor $ 12,467 Insuff. Data Insuff. Data 54 $12,169 -2.39% X Internal alignment: 20% above Senior Code Enforcement Officer. Y-rate.

Wastewater Treatment Plant Supervisor $ 11,455 -20.1% $13,752 $13,097 53 $11,873 3.65% X Internal alignment: 15% below the Wastewater Operations Manager.

Laboratory Supervisor (Regulatory Compliance Supervisor) $ 11,455 -16.1% $13,302 $12,669 53 $11,873 3.65% X Internal alignment: anchor to Wastewater Treatment Plant Supervisor.

Associate Engineer $ 12,405 0.9% $12,293 $11,708 52 $11,583 -6.63% X Market and range placement. Y-rate.

Wastewater Collection System Supervisor proposed proposed $11,882 $11,316 51 $11,301 X Market and range placement.

Water Distribution Supervisor $ 11,455 -1.7% $11,644 $11,090 51 $11,301 -1.35% X Internal alignment: anchor to the Water Production Supervisor Water Production Supervisor $ 11,455 Insuff. Data Insuff. Data 51 $11,301 -1.35% X Internal alignment: 20% above Water Production Worker II. Y-rate.

Public Information Officer $ 11,436 -4.0% $11,890 $11,323 51 $11,301 -1.18% X Market and range placement.

Senior Wastewater Treatment Plant Operator $10,560 50 $11,025 4.40% Internal alignment: 7.5% above Wastewater Treatment Plant Operator III Information Systems Analyst (Information Systems Specialist) $ 11,676 2.1% $11,431 $10,887 49 $10,756 -7.88% X Market and range placement; Y-rate.

Associate Planner $ 11,455 2.4% $11,180 $10,648 49 $10,756 -6.10% X Market and range placement; Y-rate.

Police Officer $ 10,569 -6.3% $11,239 $10,704 49 $10,756 1.77% X Market and range placement.

Page 1 of 4 ends

Exhibit B

Page 629 of 715 ends

City of Brentwood
Appendix IV: Proposed Range Placement Recommendations
February 2024
Class Title
Current
Maximum
Monthly Salary
% from Top
Monthly
Median
Top
Monthly
Salary
Market
Median
Market
Placement
(Target 5%
Below Market
Median)
Proposed
Salary Range
Proposed
Maximum
Monthly
Salary
Percent
Difference
Study
Benchmark
Rationale
Senior Construction Inspector $11,491 48 $10,494 -8.68% Internal alignment: 10% above Construction Inspector II. Y-rate.

Management Analyst II (Management Analyst) $ 11,436 3.7% $11,010 $10,486 48 $10,494 -8.24% X Market and range placement; Y-rate.

Senior Accountant $11,420 48 $10,494 -8.11% Internal alignment: 10% above Accountant II; Y-rate.

Assistant Engineer $11,252 48 $10,494 -6.74% Internal alignment: 10% below Associate Engineer. Y-rate Streets Supervisor $ 11,119 1.9% $10,909 $10,390 48 $10,494 -5.63% X Market and range placement; Y-rate.

Park Maintenance Supervisor (Park/Maintenance Supervisor) $ 9,795 -11.4% $10,909 $10,390 48 $10,494 7.14% Market and range placement.

Laboratory Analyst (Laboratory Technician II) proposed proposed $11,589 $11,037 47 $10,238 X Internal alignment: 15% below the Laboratory and Compliance Supervisor Senior Building Inspector $11,491 47 $10,238 -10.91% Internal alignment: 10% above Building Inspector II. Y-rate.

Human Resources Analyst II (Management Analyst) $11,436 6.9% $10,647 $10,140 47 $10,238 -10.48% X Market and range placement; Y-rate.

Fleet Supervisor $ 10,890 2.2% $10,648 $10,141 47 $10,238 -5.99% X Market and range placement; Y-rate.

Environmental Compliance Inspector $ 10,449 -3.5% $10,818 $10,303 47 $10,238 -2.02% X Market and range placement; Y-rate.

Police Dispatch Supervisor $ 10,001 -6.6% $10,664 $10,156 47 $10,238 2.37% X Market and range placement.

Payroll Manager (Accountant II) $ 9,865 Insuff. Data Insuff. Data 47 $10,238 3.78% X Internal alignment: 30% below Accounting Manager Facilities Maintenance Supervisor $ 9,795 -8.7% $10,648 $10,141 47 $10,238 4.52% X Market and range placement.

Wastewater Treatment Plant Operator III $ 9,578 47 $10,238 6.88% Internal alignment: 5% above Wastewater Treatment Plant Operator II Geographic Information Systems Coordinator $ 13,012 19.8% $10,430 $9,933 46 $9,988 -23.24% X Market and range placement; Y-rate.

Engineering Services Supervisor $ 10,978 46 $9,988 -9.02% Internal alignment: 10% above Engineering Technician. Y-rate.

Solid Waste Supervisor $ 10,800 Insuff. Data Insuff. Data 46 $9,988 -7.52% X Internal alignment: 20% above Senior Solid Waste Equipment Operator. Y-rate.

Senior Code Enforcement Officer $10,769 46 $9,988 -7.26% Internal alignment: 10% above Code Enforcement Officer II. Y-rate.

Water Services Supervisor proposed proposed $10,316 $9,825 45 $9,744 X Market and range placement.

Assistant Planner $10,390 45 $9,744 -6.22% Internal alignment: 10% below Associate Planner. Y-rate.

Accounting Supervisor $ 9,768 -4.8% $10,234 $9,746 45 $9,744 -0.24% X Market and range placement.

Records Supervisor $ 8,948 -25.6% $11,242 $10,707 45 $9,744 8.91% X Internal alignment: 10% below Police Officer.

Wastewater Treatment Plant Operator II $ 8,688 -19.2% $10,360 $9,867 45 $9,744 12.16% X Internal alignment: 5% above the Water Production Worker II Management Analyst I proposed proposed 44 $9,507 Internal alignment: 10% below Management Analyst II Construction Inspector II $ 10,449 4.4% $9,988 $9,513 44 $9,507 -9.01% X Market and range placement; Y-rate.

Accountant II $ 9,865 -2.3% $10,088 $9,608 44 $9,507 -3.63% X Market and range placement; Y-rate.

Recreation Supervisor $ 9,768 -2.3% $9,990 $9,514 44 $9,507 -2.67% X Market and range placement; Y-rate.

Electrician $ 9,127 -10.7% $10,106 $9,625 44 $9,507 4.16% X Market and range placement.

Water Efficiency Specialist (Water Conservation Specialist) $ 7,964 Insuff. Data Insuff. Data 44 $9,507 19.36% X Internal alignment: Management Analyst I Human Resources Analyst I proposed proposed 43 $9,275 Internal alignment: 10% below Human Resources Analyst II Building Inspector II $ 10,449 6.3% $9,791 $9,325 43 $9,275 -11.23% X Market and range placement. Y-rate.

Utilities Maintenance Mechanic $9,738 -1.0% $9,838 $9,370 43 $9,275 -4.76% X Market and range placement; Y-rate.

Water Production Worker II $ 8,370 -17.6% $9,844 $9,375 43 $9,275 10.81% X Market and range placement.

Instrumentation Technician II proposed proposed $9,579 $9,123 42 $9,049 X Market and range placement.

Code Enforcement Officer II $ 9,795 3.5% $9,448 $8,998 42 $9,049 -7.62% X Market and range placement; Y-rate.

Park/Maintenance Coordinator (Park/Maintenance Supervisor) $ 9,795 Insuff. Data Insuff. Data 42 $9,049 -7.62% X Internal alignment: 15% below Park Maintenance Supervisor. Y-rate.

Engineering Technician $ 9,545 1.7% $9,387 $8,940 42 $9,049 -5.20% X Market and range placement; Y-rate.

Deputy City Clerk (Assistant City Clerk) $ 9,441 0.2% $9,422 $8,973 42 $9,049 -4.15% X Market and range placement; Y-rate.

Warehouse Coordinator (Purchasing Agent) $ 8,578 -10.9% $9,514 $9,061 42 $9,049 5.48% X Market and range placement.

Wastewater Treatment Plant Operator I $ 7,880 41 $8,828 12.03% Internal alignment: 10% below Wastewater Treatment Plant Operator II Senior Community Development Technician $ 10,345 13.3% $8,968 $8,540 40 $8,613 -16.75% Market and range placement; Y-rate.

Geographic Information Systems Technician (Engineering Technician) $ 9,545 6.1% $8,961 $8,534 40 $8,613 -9.77% X Market and range placement; Y-rate.

Construction Inspector I $ 9,477 40 $8,613 -9.12% Internal alignment: 10% below Construction Inspector II. Y-rate.

Accountant I $ 8,948 40 $8,613 -3.74% Internal alignment: 10% below Accountant II.

Risk And Safety Coordinator (Occupational Health And Safety Specialist) $ 9,534 Insuff. Data Insuff. Data 39 $8,403 -11.87% X Internal alignment: 10% below Human Resources Analyst I Building Inspector I $ 9,477 39 $8,403 -11.34% Internal alignment: 10% below Building Inspector II Water Production Worker I $ 7,592 39 $8,403 10.68% Internal alignment: 10% below Water Production Worker II Instrumentation Technician I proposed proposed 38 $8,198 Internal alignment: 10% below Instrumentation Tech II Senior Water Distribution Worker $ 9,691 38 $8,198 -15.41% Internal alignment: 10% above Water Distribution Worker II. Y-rate.

Page 2 of 4 ends

Exhibit B

Page 630 of 715 ends

City of Brentwood
Appendix IV: Proposed Range Placement Recommendations
February 2024
Class Title
Current
Maximum
Monthly Salary
% from Top
Monthly
Median
Top
Monthly
Salary
Market
Median
Market
Placement
(Target 5%
Below Market
Median)
Proposed
Salary Range
Proposed
Maximum
Monthly
Salary
Percent
Difference
Study
Benchmark
Rationale
Laboratory Technician II $ 9,122 4.0% $8,761 $8,344 38 $8,198 -10.14% X Market and range placement; Y-rate.

Senior Solid Waste Equipment Operator $ 9,021 38 $8,198 -9.13% Internal alignment: 10% above Solid Waste Equipment Operator II. Y-rate.

Executive Assistant $ 8,991 3.1% $8,710 $8,295 38 $8,198 -8.82% X Market and range placement; Y-rate.

Code Enforcement Officer I $ 8,884 38 $8,198 -7.73% Internal alignment: 10% below Code Enforcement Officer II. Y-rate.

Recreation Coordinator $ 8,496 38 $8,198 -3.51% Internal alignment: 15% below Recreation Supervisor. Y-rate.

Administrative Supervisor $ 8,177 -6.3% $8,694 $8,280 38 $8,198 0.25% X Market and range placement.

Senior Wastewater Collection System Worker $ 9,220 37 $7,998 -13.26% Internal alignment: 10% above Wastewater Collection System Worker II. Y-rate.

Mechanic II (Equipment Mechanic) $ 8,589 2.5% $8,373 $7,975 37 $7,998 -6.88% X Market and range placement; Y-rate.

Community Service Officer III (Senior Community Service Officer) $ 8,539 1.4% $8,418 $8,017 37 $7,998 -6.34% X Market and range placement; Y-rate.

Police Dispatcher II $ 8,269 -0.8% $8,335 $7,938 37 $7,998 -3.29% X Market and range placement; Y-rate.

Information Systems Technician II (Information System Technician) $ 9,345 11.6% $8,257 $7,864 36 $7,803 -16.50% X Market and range placement; Y-rate.

Senior Water Service Worker $ 8,782 36 $7,803 -11.15% Internal alignment: 10% above Water Service Worker II. Y-rate.

Administrative Technician (Project Services Specialist) $ 9,977 35 $7,612 -23.70% Internal alignment: 15% above the Administrative Assistant II.

Payroll Technician (Accounting Specialist) $ 8,964 11.0% $7,981 $7,600 35 $7,612 -15.08% X Market and range placement; Y-rate.

Community Development Technician II (Senior Technician) $ 8,550 5.5% $8,078 $7,693 35 $7,612 -10.97% X Market and range placement; Y-rate.

Senior Property And Evidence Technician $ 8,539 35 $7,612 -10.86% Internal alignment: 10% above Property & Evidence Tech II; Y-rate.

Laboratory Technician I $ 8,274 35 $7,612 -8.00% Internal alignment: 10% below Laboratory Technician II. Y-rate.

Administrative Technician (Technical Assistant II) $ 7,758 35 $7,612 -1.87% Internal alignment: 15% above the Administrative Assistant II.

Administrative Technician (Administrative Secretary) $ 7,432 0.7% $7,383 $7,031 35 $7,612 2.42% X Internal alignment: 15% above the Administrative Assistant II.

Administrative Technician (Technical Assistant I) $ 7,036 35 $7,612 8.19% Internal alignment: 15% above the Administrative Assistant II.

Water Distribution Worker II $ 8,790 11.1% $7,812 $7,440 34 $7,427 -15.51% X Market and range placement; Y-rate.

Cross-Connection Control Specialist $ 8,784 Insuff. Data Insuff. Data 34 $7,427 -15.45% X Internal alignment: Water Distribution Worker II; Y-rate.

Senior Street Maintenance Worker $ 8,535 34 $7,427 -12.98% Internal alignment: 10% above Street Maintenance Worker II. Y-rate.

Solid Waste Equipment Operator II $ 8,182 Insuff. Data Insuff. Data 34 $7,427 -9.24% X Internal alignment: 10% above Street Maintenance Worker II. Y-rate.

Street Sweeper Operator $ 7,794 Insuff. Data Insuff. Data 34 $7,427 -4.71% X Internal alignment: 10% above Street Maintenance Worker II. Y-rate.

Wastewater Treatment Plant Operator Assistant $ 6,483 34 $7,427 14.56% Internal alignment: 20% below Wastewater Treatment Plant Operator I Mechanic I proposed proposed 33 $7,246 Internal alignment: 10% below Mechanic II.

Human Resources Technician (Human Resources Specialist) $ 9,534 20.9% $7,542 $7,183 33 $7,246 -24.00% X Market and range placement; Y-rate.

Wastewater Collection System Worker II (Collection System Worker II) $ 8,363 8.7% $7,639 $7,275 33 $7,246 -13.36% X Market and range placement; Y-rate.

Senior Park Maintenance Worker $ 8,188 7.1% $7,603 $7,241 33 $7,246 -11.51% X Market and range placement; Y-rate.

Accounting Technician $ 7,801 3.0% $7,566 $7,205 33 $7,246 -7.12% X Market and range placement; Y-rate.

Police Dispatcher I $ 7,496 33 $7,246 -3.35% Internal alignment: 10% below Police Dispatcher II. Y-rate.

Information Systems Technician I proposed 32 $7,069 Internal alignment: 10% below Information Systems Tech II. Y-rate.

Water Service Worker II (Water Service Worker I) $ 7,966 6.3% $7,462 $7,107 32 $7,069 -11.26% X Market and range placement; Y-rate.

Accounting Assistant II (Accounting Specialist) $ 8,964 31 $6,896 -23.06% Market and range placement; Y-rate.

Community Development Technician I $ 8,550 31 $6,896 -19.34% Internal alignment: 10% below Community Development Technician II. Y-rate Senior Police Records Assistant $ 8,191 31 $6,896 -15.80% Internal alignment: 10% above Police Records Assistant II. Y-rate.

Property And Evidence Technician II (Senior Property Evidence Technician) $ 7,429 1.5% $7,317 $6,968 31 $6,896 -7.17% X Market and range placement; Y-rate.

Facilities Maintenance Worker II $ 7,427 2.5% $7,244 $6,899 31 $6,896 -7.14% X Market and range placement; Y-rate.

Water Distribution Worker I $ 7,973 30 $6,728 -15.61% Internal alignment: 10% below Water Distribution Worker II. Y-rate.

Community Service Officer II $ 7,429 4.5% $7,093 $6,755 30 $6,728 -9.43% X Market and range placement; Y-rate.

Street Maintenance Worker II $ 7,427 4.4% $7,097 $6,759 30 $6,728 -9.40% X Market and range placement; Y-rate.

Park Maintenance Worker II (Park/Maintenance Worker II) $ 7,427 4.4% $7,097 $6,759 30 $6,728 -9.40% X Market and range placement; Y-rate.

Solid Waste Equipment Operator I $ 7,422 30 $6,728 -9.34% Internal alignment: 10% below Solid Waste Equipment Operator II. Y-rate.

Wastewater Collection System Worker I $ 7,586 29 $6,564 -13.47% Internal alignment: 10% below Wastewater Collection System Worker II Administrative Assistant II (Human Resources Assistant II) $ 7,390 29 $6,564 -11.17% Market and range placement; Y-rate.

Senior Accounting Assistant $ 6,782 35 $7,612 12.24% Internal alignment: 10% above Accounting Assistant II. Y-rate.

Administrative Assistant II $ 6,420 -7.3% $6,888 $6,560 29 $6,564 2.24% X Market and range placement.

Administrative Assistant II (Police Assistant) $ 4,931 29 $6,564 33.13% Market and range placement.

Water Service Worker I $ 7,225 28 $6,404 -11.36% Internal alignment: 10% below Water Service Worker II. Y-rate.

Page 3 of 4 ends

Exhibit B

Page 631 of 715 ends

City of Brentwood
Appendix IV: Proposed Range Placement Recommendations
February 2024
Class Title
Current
Maximum
Monthly Salary
% from Top
Monthly
Median
Top
Monthly
Salary
Market
Median
Market
Placement
(Target 5%
Below Market
Median)
Proposed
Salary Range
Proposed
Maximum
Monthly
Salary
Percent
Difference
Study
Benchmark
Rationale
Police Records Clerk II $ 7,074 6.9% $6,585 $6,271 27 $6,248 -11.68% X Market and range placement; Y-rate.

Accounting Assistant I $ 6,782 2.4% $6,618 $6,302 27 $6,248 -7.87% X Market and range placement; Y-rate.

Property And Evidence Technician I $ 6,738 27 $6,248 -7.28% Internal alignment: 10% below Property & Evidence Tech II; Y-rate.

Facilities Maintenance Worker I $ 6,736 27 $6,248 -7.25% Internal alignment: 10% below Facilities Maintenance Worker II. Y-rate.

Community Service Officer I $ 6,738 26 $6,095 -9.54% Internal alignment: 10% below Community Service Officer II. Y-rate.

Park Maintenance Worker I (Park/Maintenance Worker I) $ 6,736 26 $6,095 -9.51% Internal alignment: 10% below Park Maintenance Worker II. Y-rate.

Street Maintenance Worker I $ 6,736 26 $6,095 -9.51% Internal alignment: 10% below Street Maintenance Worker II. Y-rate.

Administrative Assistant I (Administrative Secretary) $ 7,432 25 $5,947 -19.99% Market and range placement; Y-rate.

Administrative Assistant I $ 5,823 25 $5,947 2.12% Internal alignment: 10% below Administrative Assistant II Police Records Clerk I $ 6,416 23 $5,660 -11.78% Internal alignment: 10% below Police Records Clerk II; Y-rate.

Office Assistant (Administrative Assistant I) $ 5,823 -2.1% $5,944 $5,661 23 $5,660 -2.80% X Market and range placement; Y-rate.

Hourly Classifications
Current
Maximum
Hourly Salary
% from Top
Monthly
Median
Market
Placement
Market
Placement (5%
Reduction)
Proposed
Salary Range
Proposed
Maximum
Hourly Salary
Percent
Difference
Study
Benchmark Rationale
Aquatics Assistant $18.84 2 $19.44 3.20% Internal alignment: 10% below Aquatics Instructor.

Aquatics Instructor (Hourly) $ 22.11 -2.1% $22.59 $21.51 6 $21.46 -2.94% X Market and range placement; Y-rate.

Assistant Pool Manager $24.38 9 $23.11 -5.21% Internal alignment: 10% below Pool Manager; Y-rate.

General Laborer $21.81 6 $21.46 -1.60%
Lifeguard I $20.06 2 $19.44 -3.08% Internal alignment: 10% below Lifeguard II. Y-rate.

Lifeguard II (Senior Lifeguard) (Hourly) $ 22.11 -1.5% $22.44 $21.37 6 $21.46 -2.94% X Market and range placement; Y-rate.

Park/Rec Leader Referee $21.81 6 $21.46 -1.60% Internal alignment: Aquatics Instructor Police Officer Trainee $36.45 28 $36.95 1.36%
Pool Site Manager (Pool Manager) (Hourly) $ 26.88 0.1% $26.84 $25.56 13 $25.51 -5.10% X Market and range placement; Y-rate.

Recreation Leader I $18.84 5 $20.94 11.13% Internal alignment: 10% below Recreation Leader II.

Recreation Leader II (Hourly) $ 21.81 -12.6% $24.55 $23.38 9 $23.11 5.96% X Market and range placement.

Senior Recreation Leader $25.25 13 $25.51 1.03% Internal alignment: 10% above Recreation Leader II.

Skate Park Supervisor $25.25 13 $25.51 1.03% Internal alignment: Pool Manager

Page 4 of 4 ends

Exhibit B

Page 632 of 715 ends

Total Compensation Study – Final Report
City of Brentwood
Appendix V
Additional Benefits
Exhibit B

Page 633 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees'
Association-Miscellaneous
Office Division
Brentwood Employees'
Association-Public Works
Division
Brentwood Police
Officer's Association
Employees who possess a P.O.S.T. Intermediate Certificate receive a 2.5% increase in base salary; employees who possess a P.O.S.T. Advanced Certificate receive a 5% increase in base salary.

Managers and
Confidential Employees'
Association
Not offered
Police Lieutenants Group Employees who possess a P.O.S.T. Intermediate Certificate receive a 2.5% increase in base salary; employees who possess a P.O.S.T. Advanced Certificate receive a 5% increase in base salary.

Supervisors and
Professionals Employees'
Association
Not offered
Unrepresented Executive
& Senior Management The Police Chief and Police Captains who possess a P.O.S.T. Advanced Certificate receive a 5% increase in base salary.

Bargaining Unit Benefit
AFSCME/PEU Employees who obtain registration or license as a Professional Engineer, Land Surveyor, Certified Management Accountant, or Certified Public Accountant receive a one-step increase of the employee's basic salary.

Management Employees who obtain registration or license as a Professional Engineer, Land Surveyor, Certified Management Accountant, or Certified Public Accountant receive 5% salary increase of the employee's basic salary.

Management
Support/Confidential
Employees who obtain registration or license as a Professional Engineer, Land Surveyor, Certified Management Accountant, or Certified Public Accountant receive a one-step increase of the employee's basic salary Unrepresented Employees who obtain registration or license as a Professional Engineer, Land Surveyor, Certified Management Accountant, or Certified Public Accountant receive 5% salary increase of the employee's basic salary.

Certification Pay
City of Brentwood
Central Contra Costa Sanitary District
Not offered

Page 1 of 50 ends

Exhibit B

Page 634 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
APOA-(Antioch Police
Officers Association)
Police Officer, Police Corporal, and Police Sergeant receive 2.5% for a P.O.S.T. Intermediate Certificate and 5% for a P.O.S.T. Advanced Certificate. The percentages are not cumulative. The maximum incentive a sworn employee can receive is 5%.

Police Dispatcher and Lead Dispatcher receive 2.5% for a P.O.S.T. Intermediate Certificate and 5% for a P.O.S.T. Advanced Certificate. The percentages are not cumulative. The maximum POST incentive a dispatch employee can receive is 5%.

APSMA - (Antioch Police
Sworn Management
Association)
Not offered
APWEA - (Antioch Public
Works Employees
Association)
Employees are eligible for certification pay when they possess jointly approved certificates beyond the certificates required by their classification job description. Certificate Pay is 5% of base pay. An eligible employee can receive certificate pay for all hours paid while meeting the criteria for certification pay. Employees receive certificate pay for only one certificate at a time.

Confidential (Confidential
employees)
Mgmt. - Executive
Mgmt. - Mid/Prof/Senior
OE Local 3 (Operating
Engineers Local 3 )
TPEA - (Treatment Plant
Employees Association)
Employees with the State of California Water Treatment certificate greater than Grade I receive a 5% grade differential. Employees possessing the State of California Water Distribution certification of grade D-3 or higher receive an additional $500 per month.

City of Antioch
Not offered

Page 2 of 50 ends

Exhibit B

Page 635 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
PEU Local One Plans Engineer, Senior Building Plans Engineer, Supervising Building Inspector and Engineering Inspector in the Building and Safety Division who possess a Certified Access Specialist Program certification receive a 3% differential.

SEIU Local 1021,
Maintenance and Clerical Not offered
Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
Bargaining Unit Benefit
Confidential
Executive Management
General Employees
(Association of Livermore
Employees)
Management
Police Management
Employees who possess a P.O.S.T. Management Certificate receive $950 per month.

Employees who possess a P.O.S.T. Management Certificate and a Masters degree receive $1,000 per month; the employee must possess both to receive incentive.

Police Officers Association
Employees who possess a P.O.S.T. Intermediate receive $350 or possess a P.O.S.T. Advanced Certificate receive $450. Amounts cannot be compounded.

Police Sergeant possessing a P.O.S.T. Intermediate, P.O.S.T. Advanced and P.O.S.T. Supervisory certificate and who has sixty (60) college credits earned at a regionally or nationally accredited college or university receive $600 per month.

City of Dublin
City of Berkeley
Not offered
City of Livermore
Not offered

Page 3 of 50 ends

Exhibit B

Page 636 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
AFSCME - Misc A Not offered
IBEW
Employees receive 2% per month for possessing a California class A or California class B driver’s license with air brake and tank endorsements.

Employees certified and authorized by the City Manager or designee to train other City employees on properly using a front-end loader, skid steer loader, and a backhoe receive 2% per month.

Employees certified and authorized by the City Manager or designee to train other city employees on properly using a narrow isle forklift, lift truck, and powered pallet jack receive 2% per month.

Employees who possess an Underground Storage Tank and/or Pipeline and Hazardous Materials Safety Administration Qualified Evaluator certificate and are authorized by the City Manager or designee to provide and perform the daily, monthly, and other assigned functions as assigned receive a 2% incentive per month of their base salary.

Management Assistant Director of Planning with an active and valid American Institute of Certified Planners (AICP) Certification receives an additional 5%) of base pay.

Assistant Engineer, Associate Engineer, or Compliance Principal who possesses a State of California Professional Engineer license receives an additional 5% of base pay for Professional Engineer Certification.

Assistant Planner, Associate Planner, or Senior Planner with an active and valid American Institute of Certified Planners (AICP) Certification receives an additional 5% base pay for AICP Certification.

A Public Works Supervisor with an active and valid California D-4 Water Distribution Certificate receives an additional 5% base pay.

Water Plant Supervisor or Laboratory Supervisor with an active and valid D-1 Water Distribution Certificate receives an additional 1% base pay.

Water Plant Supervisor or Laboratory Supervisor with an active and valid D-2 Water Distribution Certificate receives an additional 2% base pay.

Water Plant Supervisor who receives and maintains a Treatment Grade IV State of California Certification receives $350 monthly.

Water Plant Supervisor who possesses and maintains a Treatment Grade V State of California Certification receives $360 monthly.

Laboratory Supervisor receives $330 monthly for a Grade III Water Quality Analyst certificate from the California Water Environment Association- American Water Works Association (CWEA/AWWA).

Compliance Principal with a Certified Professional in Storm Water Quality certification receives an additional 5% of base pay for Certified Professional in Storm Water Quality (CPSWQ). The maximum incentive for Compliance Principal is 5% for Professional Engineer Certification or Certified Professional in Strom Water Quality certification.

City of Pittsburg

AFSCME -
Management/Professional/C
onfidential

Page 4 of 50 ends

Exhibit B

Page 637 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
PMG - Police Management
Group
Effective July 1, 2022, an additional 2.5% of base salary for possession of a P.O.S.T. Management certificate for Police Captains.

Effective July 1, 2023, an additional 2.5% of base salary for possession of a P.O.S.T. Management certificate for Police Captains and Police Lieutenants.

Effective July 1, 2022, additional pay for P.O.S.T. Intermediate and P.O.S.T. Advanced was eliminated.

The Maximum incentive is 7.5% for Masters degree, POST Management Certificate and Command College.

POA - Police Officers’
Association
Employees who possess P.O.S.T. Intermediate Certificate receive 2.5% of base monthly salary or 5% of monthly salary for a P.O.S.T. Advanced Certificate.

For Employees who are receiving Education Incentive for a Bachelor’s Degree as of December 31, 2023, the combined maximum educational and P.O.S.T. incentive is 10% of monthly base salary. For employees who have not earned a Bachelor’s Degree as of December 31, 2023, the combined maximum educational and P.O.S.T. incentive is 7.5% of monthly base salary for employees earning a Bachelor’s degree and a P.O.S.T. Advanced certification. For Employees who are receiving Education Incentive for a Master’s Degree as of December 31, 2023, the combined maximum educational and P.O.S.T. incentive is 15% of monthly base salary.

Senior Executive Not offered
Bargaining Unit Benefit
Executive Management Not offered
Pleasanton City Employees'
Association [PCEA]
Utilities Systems Operator I, Utilities Systems Operator II, Lead Utilities Systems Operator and Chief Utilities Systems Operator who obtain and maintain a State of California Grade 2 Water Distribution License receive 2.5% OR obtain and maintain a State of California Grade 3 Water Distribution License or above receive an additional 2.5%. Certification Pay cannot exceed a total of 5%.

Pleasanton Confidential
Employees Not offered
Pleasanton Management
Employees
Police Department Management: Lieutenants and Captains who possess a P.O.S.T. Management Certificate receive 2.5% of base pay.

Pleasanton Police Officers'
Association
Employees who possess a P.O.S.T. Intermediate Certificate receive 5% of base pay; and/or employees who possess a P.O.S.T. Advanced Certificate receive 7% of base pay.

Water Plant Operator (Grade 3) who receives and maintains a Treatment Grade Ill State of California Certification receives $300 per month.

Water Plant Operator (Grade 3) who receives and maintains a Treatment Grade IV Certifications receive a 5% salary incentive.

City of Pleasanton
Teamsters

Page 5 of 50 ends

Exhibit B

Page 638 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Employee
Group
Executive Management
San Leandro City Employees
Association (SLCEA)
San Leandro Management
Organization (SLMO)
San Leandro Police
Management
Association (SLPMA)
Employees who possess a P.O.S.T. Supervisory Certificate receive a 8% monthly amount and/or employees who possess a P.O.S.T. Management Certificate receive a 10% monthly amount.

San Leandro Police Officers'
Association (SLPOA)
Employees who possess a P.O.S.T. Intermediate Certificate receive a 4% monthly amount and/or employees who possess a P.O.S.T. Advanced Certificate receive a 8% monthly amount.

Bargaining Unit Benefit
Executive Unrepresented Not offered
POA Employees receive 2.5% of base pay for P.O.S.T. Intermediate Certificate, an additional 5% of base pay (for a total of 7.5%) for P.O.S.T. Advanced Certificate.

SEIU Local 1021 Not offered
Unrepresented
Miscellaneous Employees Associate Engineer, upon attainment of a registered Professional Civil or Traffic Engineer license in the State of California, are eligible for an additional 5% of base pay.

Unrepresented
Miscellaneous EmployeesSworn
Police Lieutenants, Captains, and the Chief receive 2.5% of base pay for P.O.S.T. Intermediate Certificate, an additional 5% of base pay (for a total of 7.5%) for P.O.S.T.

Advanced Certificate, and an additional 5% of base pay (for a total of 12.5%) for a P.O.S.T. Management Certificate.

Bargaining Unit Benefit
CEU-Confidential
Management
CEU-Confidential Non
Management/Nonexempt
Department Heads
Not offered
City of San Leandro
City of San Ramon
Not offered
City of Tracy

Page 6 of 50 ends

Exhibit B

Page 639 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Teamsters, Local 439 IBT
Wastewater certifications pay: Utilities Operators and Senior Wastewater Plant Operators receive an additional 2.5% above their current salary step for possession of a valid Grade IV or V Wastewater Treatment Plant Operator Certificate from the State of California Water Resources Control Board. Utilities Operators and Senior Water Treatment Plant Operators an additional 2.5% above their current salary step for possession of a valid Grade IV or V Water Plant Operator Certificate from the State of California Water Resources Control Board.

Pesticide Applicator’s Certificate pay: The City will pay an additional 2.5% for employees who hold a Qualified Pesticide Applicator’s Certificate (QAC), Qualified Applicator’s License (QAL) or a Pesticide Control Advisor (PCA) and are assigned pesticide application duties.

Building Inspector and Plans Examiners certifications pay: Building Inspectors are entitled to receive an additional 1.5% per certification up to a total of 6% above base pay for receiving and maintaining any of the following 4 department-approved Essential Certifications or their equivalent: ICC Residential Building Inspector or ICC California Residential Building Inspector; ICC Commercial Electrical Inspector (based on the NEC); ICC California Commercial Mechanical Inspector or IAPMO Mechanical Inspector; ICC California Commercial Plumbing Inspector or IAPMO Plumbing Inspector. In addition, once a Building Inspector receives the 4 Essential Certifications specified above, they are entitled to an additional 1 % above base pay for each additional ICC certificate received and maintained from the following approved by the Department, up to an additional 3% total: ICC Commercial Building Inspector or ICC California Commercial Building Inspector; CASP (Division of State Architect’s, DSA, Certified Access Specialists Program Certification) certification; ICC Building Plans Examiner or ICC California Building Plans Examiner.

Plans Examiners are entitled to receive an additional 1.5% per certificate up to a maximum of 6% above base pay for receiving and maintaining any of the 4 following Essential Certifications or equivalent: ICC Residential Building Plans Examiner; ICC Building Plans Examiner or ICC California Building Plans Examiner; IAPMO UPC Plumbing Plans Examiner or IAPMO California Plumbing Plans Examiner; IAPMO UMC Mechanical Plans Examiner or IAPMO California Mechanical Plans Examiner. In addition, once a Plans Examiner receives the 4 ICC certificates specified above, they are entitled to an additional 1% above base pay for each additional ICC certificate received and maintained from the following approved by the Department, up to an additional 3% total: CASP (Division of State Architect’s, DSA, Certified Access Specialists Program Certification) certification; ICC Electrical Plans Examiner; ICC Commercial Building Inspector or ICC California Commercial Building Inspector. No employee is entitled to receive more than 9% total above base pay.

Page 7 of 50 ends

Exhibit B

Page 640 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Teamsters, Local 439 IBT
(Cont.)
Construction Inspectors certification pay: Construction Inspectors are entitled to receive an additional 1.5% per certification up to a maximum of three percent 3% above base pay for receiving and maintaining City Manager-approved certifications that are not required by the position’s job description.

Code Enforcement Officers certification pay: Employees in the Code Enforcement classification are entitled to certification pay of 3% to base pay for all Code Enforcement officers who are certified through California Association of Code Enforcement Officers (CACEO).

Public Safety Dispatchers certification pay: Public Safety Dispatchers receive 3% above base pay for receiving and maintaining a Dispatcher Intermediate P.O.S.T.

Certificate.

Equipment Mechanic certification pay: Equipment Mechanics are entitled to receive an additional 1.5% per certification up to a total of 3% above base pay for receiving and maintaining City Manager-approved certifications that are not required by the position’s job description.

Universal EPA certificate pay: The City will pay a premium of $1,400 annually, to employees in the Building Maintenance Worker series or the Utility Mechanic series who hold a Universal EPA certification allowing them to purchase and handle refrigerant and are assigned duties related to the City’s refrigeration and HVAC systems that require the purchase and handling of refrigerants.

Water Distribution Operator certification pay: Laboratory Technician I/II and Electrician are eligible for a 2.5% incentive pay upon receipt of their Grade 1 or 2 permanent Water Distribution Operator Certification. A certification pay incentive of 3.5% will be added to the base pay of the Electrician who is working on water well maintenance upon the receipt of a permanent Grade 3 Water Distribution Operator Certification. Total certification pay should not exceed 3.5%.

TMMBU (Tracy MidManagers Bargaining Unit)
Public Safety Dispatcher Supervisors who possess a P.O.S.T. Dispatch Supervisor Certificate will receive 2.5% of their base rate of pay.

Plan Check Engineers who possess a valid Structural Engineer license in California will receive an incentive of 5% of their bast rate of pay.

Associate Engineer and who possess a Professional Engineer (PE) license, will receive an incentive of 5% of their base rate of pay.

TPMA (Tracy Police
Managers Association)
Employees who possess a P.O.S.T. Supervisory Certificate will receive 2.5% of their base rate of pay. Employees who possess a P.O.S.T. Management Certificate will receive 4.5% of their base rate of pay.

TPOA-Sworn (Tracy Police
Association)
Employees who possess a P.O.S.T. Intermediate Certificate receive 2.5% of their base rate of pay. OR Employees who possess a P.O.S.T. Advanced Certificate receive 6% of their base rate of pay. OR Employees who possess a P.O.S.T. Supervisory Certificate receive 8.5% of their base rate of pay.

TTSSEA (Tracy Tech &
Support Serv Employee
Assoc.)
Not offered

Page 8 of 50 ends

Exhibit B

Page 641 of 715 ends

POA-Police Officers
Association
Police Officers who possess a P.O.S.T. Advanced Certificate receive 6.5% of base pay.

Professional Unit
Teamsters 856 (Civilian
Police Unit)
Bargaining Unit Benefit
Confidential Employees Not offered
IFPTE Local 21
(Professional/Supervisory
Unit)
Operations and Maintenance Supervisor is eligible to receive a 5% incentive for obtaining certification above Grade 3.

Stationary Engineers Local
39 Employees in the Water Quality Inspector, Distribution Operator or Senior Distribution Operator classifications receive a 5% certification incentive as identified below.

Water Quality Inspector: California Water Treatment Plant Operator Certificate: Grade II (T2) or higher; Or California Water Distribution Plant Operator Certificate:

Grade II (D2) or higher.

Distribution Operator: California Water Treatment Plant Operator Certificate: Grade IV (T4) or higher; Or California Water Distribution Plant Operator Certificate:

Grade IV (D4) or higher.

Senior Distribution Operator: California Water Treatment Plant Operator Certificate: Grade V (T5); or California Water Distribution Plant Operator Certificate: Grade V (D5).

Unrepresented Not offered
Bargaining Unit Benefit
Management Association Not offered
Operations &
Maintenance Unit
Senior Operators who possess a wastewater certification of Grade IV or higher issued by the California State Water Resources Control Board receive

3.0% of their base hourly rate of pay.

Professional & Technical
Unit
Unrepresented
Management
Not offered
Contra Costa Water District
Delta Diablo Sanitary District
Not offered
Not offered
City of Walnut Creek

Page 9 of 50 ends

Exhibit B

Page 642 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
IFPTE Local 21 Not offered
IUOESE Local 39
Employees belonging to certain classifications will receive a $100 per month upon obtaining specific certificates. The eligible classifications and certificates are as follows:

Water Distribution Certification (D5)
Water/Wastewater Systems Operator I-II; Water/Wastewater Systems Operator II- On Call; and Senior Water/Wastewater Systems Operator WWTP Operator Certification with SWRCB Grade V
Senior WWTP Operator; WWTP Operator I-II; and Senior Process WWTP Operator Mid-Management
Employees' Bargaining
Unit (MEBU)
Unrepresented
Management,
Professional, Technical,
Administrative &
Confidential
Unrepresented Senior
Management
Not offered
Dublin San Ramon Services District

Page 10 of 50 ends

Exhibit B

Page 643 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees' AssociationMiscellaneous Office DivisionEmployees who possess an AA Degree receive a $75 per month; employees who possess a BS/BA Degree receive $125 per month; employees who possess a Master’s Degree receive $175 per month.

Brentwood Employees' AssociationPublic Works Division Not offered Brentwood Police Officer's Association Employees who possess an AA Degree receive a 2.5% increase in base salary; employees who possess a BS/BA Degree receive a 5% increase in base salary; employees who possess a Master’s Degree receive a 7.5% increase in base salary.

Managers and Confidential Employees'
Association
Not offered
Police Lieutenants Group Employees who possess an AA Degree receive a 2.5% increase in base salary; employees who possess a BS/BA Degree receive a 5% increase in base salary; employees who possess a Master’s Degree receive a 7.5% increase in base salary.

Supervisors and Professionals
Employees' Association Not offered
Unrepresented Executive & Senior
Management
The Police Chief and Police Captains who possess a BS/BA Degree receive a 5% increase in base salary; and who possess a Master’s Degree receive a 7.5% increase in base salary.

Bargaining Unit Benefit

AFSCME/PEU
Management
Management Support/Confidential
Unrepresented
Education Incentive Pay
Comparator
Central Contra Costa Sanitary District
Not offered

Page 11 of 50 ends

Exhibit B

Page 644 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
APOA-(Antioch Police Officers
Association)
Police Officer, Police Corporal, and Police Sergeant receive 2.5% for AA degree and 5% for BA/BS degree. The percentages are not cumulative. The maximum educational incentive a sworn employee can receive is 5%.

Police Dispatcher and Lead Dispatcher receive 2.5% for AA degree and 5% for BA/BS degree. The percentages are not cumulative. The maximum educational incentive a dispatch employee can receive is 5%.

Community Services Officer receives $75 per month for a AA degree and $105 per month for BA/BS degree. The amounts are not cumulative. The maximum educational incentive is $105 per month.

APSMA - (Antioch Police Sworn
Management Association) Employees receive 2.5% of AA degree; 5% for a BA degree; and 7.5% for a MA degree.

APWEA - (Antioch Public Works
Employees Association)
Confidential (Confidential employees)
Mgmt. - Executive
Mgmt. - Mid/Prof/Senior
OE Local 3 (Operating Engineers Local 3 )
TPEA - (Treatment Plant Employees
Association)
Bargaining Unit Benefit
PEU Local One
SEIU Local 1021, Maintenance and Clerical
Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
Not offered
City of Antioch
City of Dublin
City of Berkeley
Not offered
Not offered

Page 12 of 50 ends

Exhibit B

Page 645 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential
Executive Management
General Employees (Association of
Livermore Employees)
Management
Police Management Employees who possess a Masters degree and a P.O.S.T. Management Certificate receive $1,000 per month; the employee must possess both to receive incentive.

Police Officers Association Not offered
Bargaining Unit Benefit
AFSCME - Misc A Not offered

AFSCME -
Management/Professional/Confidential Water Plant Superintendent who possess a Bachelor of Arts or Sciences degree receive $400 per month.

IBEW
Management
City of Pittsburg
Not offered
City of Livermore
Not offered

Page 13 of 50 ends

Exhibit B

Page 646 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
PMG - Police Management Group
Employees who earned the degree prior to July 1, 2022 receive 2.5% for a Masters degree. Employees receive 2.5% of base salary for completing Command College or equivalent program. The Maximum incentive is 7.5% for Masters degree, POST Management Certificate and Command College.

POA - Police Officers’ Association
Employees who have enrolled in a qualified program and begun their coursework for their degree on or before July 1, 2022, receive 5% of base monthly salary for Bachelors degree and 10% of base monthly salary for a Masters degree. Employees earning a college degree after January 1, 2024, employees receive an additional 2.5% of base monthly salary. These educational incentives may be received in addition to incentives for P.O.S.T. certificates.

Senior Executive
Teamsters
Bargaining Unit Benefit
Executive Management
Pleasanton City Employees' Association
[PCEA]
Pleasanton Confidential Employees
Pleasanton Management Employees
Pleasanton Police Officers' Association Police Officers receive 2.5% of AA degree; 5% for a BA/BS degree; and 5% for a MA/MS degree.

Police Sergeants receive 5% for a BA/BS degree; and 5% for a MA/MS degree. he maximum incentive is 5%.

City of Pleasanton
Not offered
Employees who have reached the control point of their salary grade receive 2.5% for AA degree and 5% for a BA/BS.

Employees who have reached the control point of their salary grade receive 2.5% for AA degree and 5% for a BA/BS.

Page 14 of 50 ends

Exhibit B

Page 647 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Employee Group
Executive Management
San Leandro City Employees Association
(SLCEA)
San Leandro Management Organization
(SLMO)
San Leandro Police Management
Association (SLPMA)
San Leandro Police Officers' Association
(SLPOA)
Employees who possess a Associates degree receive a 4% monthly amount or employees who possess a Bachelors degree receive a 6% monthly amount.

Bargaining Unit Benefit
Executive Unrepresented
POA
SEIU Local 1021
Unrepresented Miscellaneous Employees
Unrepresented Miscellaneous EmployeesSworn
Bargaining Unit Benefit
CEU-Confidential Management
CEU-Confidential Non
Management/Nonexempt
Department Heads
Teamsters, Local 439 IBT
TMMBU (Tracy Mid-Managers Bargaining
Unit)
TPMA (Tracy Police Managers Association) Employees who possess a BA or MA degree receive 5% of their base rate of pay.

TPOA-Sworn (Tracy Police Association) Employees who possess an AA degree, or higher degree receive 5% of their base rate of pay.

TTSSEA (Tracy Tech & Support Serv
Employee Assoc.) Not offered
City of San Leandro
City of San Ramon
City of Tracy
Not offered
Not offered
Not offered

Page 15 of 50 ends

Exhibit B

Page 648 of 715 ends

Police Sergeants who possess a Masters degree receive $498.62 biweekly OR possess a Bachelors degree receive $436.30 biweekly.

POA-Police Officers Association Police Officers who possess a Bachelors degree receive 6.5% of pay .

Professional Unit
Teamsters 856 (Civilian Police Unit)
Bargaining Unit Benefit
Confidential Employees
IFPTE Local 21 (Professional/Supervisory
Unit)
Stationary Engineers Local 39
Unrepresented
Bargaining Unit Benefit
Management Association
Operations & Maintenance Unit
Professional & Technical Unit
Unrepresented Management
Not offered
Contra Costa Water District
Delta Diablo Sanitary District
City of Walnut Creek
Not offered
Not offered
Not offered

Page 16 of 50 ends

Exhibit B

Page 649 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
IFPTE Local 21
IUOESE Local 39
Mid-Management Employees'
Bargaining Unit (MEBU)
Unrepresented Management,
Professional, Technical, Administrative
& Confidential
Unrepresented Senior Management
Dublin San Ramon Services District
Not offered

Page 17 of 50 ends

Exhibit B

Page 650 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees' AssociationMiscellaneous Office Division Employees who complete 5 years of service receive 40 hours of bonus vacation.

Brentwood Employees' AssociationPublic Works Division
Employees who complete 5 years of service receive 40 hours of bonus vacation.

Brentwood Police Officer's
Association
Sworn peace officers employed by the City receive an additional 4% of their base salary upon completing 120 months of full-time service as a sworn peace officer in California.

Managers and Confidential
Employees' Association
Employees who complete 5 years of service receive 40 hours of bonus vacation.

Police Lieutenants Group Sworn peace officers employed by the City receive an additional 4% of their base salary upon completing 120 months of full-time service as a sworn peace officer in California.

Supervisors and Professionals
Employees' Association Employees who complete 5 years of service receive 40 hours of bonus vacation.

Unrepresented Executive & Senior
Management
Employees who complete 5 years of service receive 40 hours of bonus vacation. Employees in the Police Captain rank, receive an additional 4% base salary after 120 months of full-time as a sworn peace officer in California.

Bargaining Unit Benefit

AFSCME/PEU
Management
Management Support/Confidential
Unrepresented
Longevity Pay
Comparator
Central Contra Costa Sanitary District
Employees receive 2.5% pay increase for 10 years of service and an additional 2.5% pay increase for 20 years of service.

Page 18 of 50 ends

Exhibit B

Page 651 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
APOA-(Antioch Police Officers
Association)
The city pays the following to each sworn peace officer an addition amount based on the officer's tenure as a full time sworn peace officer in the in the State of California: Beginning the 108 through the 167 month 2.5% of base monthly pay; Beginning the 168 through the 227 month 5.0% of base monthly pay; Beginning the 228 month

7.5% of base monthly pay.

APSMA - (Antioch Police Sworn
Management Association)
The city pays the following to each sworn peace officer an addition amount based on the officer's tenure as a full time sworn peace officer in the in the State of California: Beginning the 108 through the 167 month 2.5% of base monthly pay; Beginning the 168 through the 227 month 5.0% of base monthly pay; Beginning the 228 month

7.5% of base monthly pay; Beginning the 288 month 10% of base monthly pay.

SEIU Local 1021, Maintenance and
Clerical Employees receive a 3% differential for 20 years of service.

City of Antioch
City of Berkeley
Not offered

Page 19 of 50 ends

Exhibit B

Page 652 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
City of Dublin
Employees receive the following service awards: $500 for 10 years of service; $600 for 15 years of service; $800 for 20 years of service; and $1,000 for 25 years of service.

Page 20 of 50 ends

Exhibit B

Page 653 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential
Executive Management
General Employees (Association of
Livermore Employees)
Management
Police Management
Police Officers Association
Police Officers and Police Sergeants employed with the City with 5 -10 years of continuous service receive 3% of monthly base pay.

Police Officers and Police Sergeants employed with the City with 11 or more years of continuous service receive 6% of monthly base pay.

City of Livermore
Not offered

Page 21 of 50 ends

Exhibit B

Page 654 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
AFSCME - Misc A

AFSCME -
Management/Professional/Confidential
IBEW
Management
PMG - Police Management Group
POA - Police Officers’ Association
Senior Executive
Teamsters
City of Pittsburg
Employees receive a service achievement incentive plan as follows: at 5 years of service employees receive 40 hours added to employee's reserve vacation bank; at 10 years of service employees receive 50 hours added to employee's reserve vacation bank; at 15 years of service employees receive 60 hours added to employee's reserve vacation bank; at 20 years of service employees receive 70 hours added to employee's reserve vacation bank; at 25 years of service employees receive 80 hours added to employee's reserve vacation bank; and at 30, 35, and 40 years of service employees receive 80 hours added to employee's reserve vacation bank.

Employees receive a service achievement incentive plan as follows: at 5 years of service employees receive 40 hours added to employee's reserve vacation bank; at 10 years of service employees receive 50 hours added to employee's reserve vacation bank; at 15 years of service employees receive 60 hours added to employee's reserve vacation bank; at 20 years of service employees receive 70 hours added to employee's reserve vacation bank; at 25 years of service employees receive 80 hours added to employee's reserve vacation bank.

Page 22 of 50 ends

Exhibit B

Page 655 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Executive Management
Pleasanton City Employees' Association
[PCEA]
Pleasanton Confidential Employees
Pleasanton Management Employees
Pleasanton Police Officers' Association
Bargaining Unit Benefit
Confidential Employee Group
Executive Management
San Leandro City Employees Association
(SLCEA)
San Leandro Management Organization
(SLMO)
San Leandro Police Management
Association (SLPMA)
Employees who have completed 15 years of continuous sworn service with the City of San Leandro receive 2% of current base pay. Employees who have completed 20 years of continuous sworn service with the City of San Leandro receive 4% of current base pay. Employees who have completed 25 years of continuous sworn service with the City of San Leandro receive 5% of current base pay.

Employees hired prior to January 1, 2020 who held full-time positions as Jailer, Public Safety Dispatcher (I/II/Supervisor), or Police Service Technician (I/II/Supervisor) with the City of San Leandro, are credited for their continuous time served towards the longevity thresholds set forth, above.

Employees who were receiving longevity pay as of January 1, 2023 and received service credit under this provision, shall be grandfathered to receive the same service credit toward the Master Police Manager incentive pay. Effective April 1, 2023, the Longevity pay program will be replaced by a Master Police Manager Program for employees that satisfy the criteria.

City of Pleasanton
City of San Leandro
Not offered
Not offered

Page 23 of 50 ends

Exhibit B

Page 656 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
San Leandro Police Officers' Association
(SLPOA)
Employees who have completed 15 years of continuous sworn service with the City of San Leandro receive 2% of current base pay. Employees who have completed 20 years of continuous sworn service with the City of San Leandro receive 4% of current base pay. Employees who have completed 25 years of continuous sworn service with the City of San Leandro receive 5% of current base pay.

Employees who were receiving longevity pay as of January 1, 2023 and received service credit under this provision, shall be grandfathered to receive the same service credit toward the Master Police Officer/Sergeant incentive pay Bargaining Unit Benefit
Executive Unrepresented
POA
SEIU Local 1021
Unrepresented Miscellaneous
Employees
Unrepresented Miscellaneous
Employees-Sworn
Bargaining Unit Benefit
CEU-Confidential Management
CEU-Confidential Non
Management/Nonexempt
Department Heads Not offered
City of San Ramon
Not offered
Upon completion of 10 years of service, the employee receives longevity pay of 1.0% of their base hourly rate of pay. Upon completion of 15 years of service, the employee receives an additional 1.5% of their base hourly rate of pay, for a total of

2.5%. Upon completion of 20 years of service, the employee receives an additional 2% of their base hourly rate of pay, for a total of 4.5%.

City of Tracy

Page 24 of 50 ends

Exhibit B

Page 657 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Teamsters, Local 439 IBT
Upon completion of 10 years of service, the employee receives longevity pay of 1.0% of their base hourly rate of pay. Upon completion of 15 years of service, the employee receives an additional 1.5% of their base hourly rate of pay, for a total of

2.5%. Upon completion of 20 years of service, the employee receives an additional 2% of their base hourly rate of pay, for a total of 4.5%. Upon completion of 25 years of service, the employee receives an additional 2.5% of their base hourly rate of pay, for a total of 7%. Upon completion of 30 years of service, the employee receives an additional 3% of their base hourly rate of pay, for a total of 10%. After 30 years, employees will receive an additional 3% to their base hourly rate for every 5 years.

TMMBU (Tracy Mid-Managers
Bargaining Unit)
Upon completion of 10 years of service, the employee receives longevity pay of 1.0% of their base hourly rate of pay. Upon completion of 15 years of service, the employee receives an additional 1.5% of their base hourly rate of pay, for a total of

2.5%. Upon completion of 20 years of service, the employee receives an additional 2% of their base hourly rate of pay, for a total of 4.5%.

TPMA (Tracy Police Managers
Association)
Upon completion of 10 years of service, the employee receives longevity pay of 2.5% of their base hourly rate of pay. Upon completion of 15 years of service, the employee received an additional 2.5% of their base hourly rate of pay. Upon completion of 20 years of service, the employee receives an additional 2.5% of their base hourly rate of pay.

TPOA-Sworn (Tracy Police Association)
Upon completion of 5 years of service, employees receive longevity pay of 3.0% of their base hourly rate of pay. Upon completion of 10 years of service, employees receive an additional 2.0% of their base hourly rate of pay (total of 5%). Upon completion of 15 years of service, employees receive an additional 2.0% of their base hourly rate of pay (total of 7%). Upon completion of 20 years of service, employees receive an additional 3.0% of their base hourly rate of pay (total of 10%).

TTSSEA (Tracy Tech & Support Serv
Employee Assoc.)
Upon completion of 10 years of service, the employee receives longevity pay of 2.0% of their base hourly rate of pay. Upon completion of 15 years of service, the employee receives an additional 1.5% of their base hourly rate of pay, for a total of

3.5%. Upon completion of 20 years of service, the employee receives an additional 2% of their base hourly rate of pay, for a total of 5.5%.

Page 25 of 50 ends

Exhibit B

Page 658 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Unit
Department Directors
General Employees
General Management
PMA-Police Management Association
POA-Police Officers Association
Professional Unit
Teamsters 856 (Civilian Police Unit)
Bargaining Unit Benefit
Confidential Employees Not offered
IFPTE Local 21 (Professional/Supervisory
Unit)
Stationary Engineers Local 39
Unrepresented Not offered
Bargaining Unit Benefit
Management Association Not offered
Operations & Maintenance Unit
Professional & Technical Unit
Unrepresented Management Not offered
Contra Costa Water District
Delta Diablo Sanitary District
City of Walnut Creek
Not offered
Employees receive 1% at 10-19 years for service; 2% at 20-29 years of service; 3% at 30-39 years of service; and 4% at 40+ years of service.

Employees receive a 2.5% base hourly rate at 10 years of service and an additional 2.5% at 15 years of service.

Page 26 of 50 ends

Exhibit B

Page 659 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
IFPTE Local 21
IUOESE Local 39
Mid-Management Employees'
Bargaining Unit (MEBU)
Unrepresented Management,
Professional, Technical,
Administrative & Confidential
Unrepresented Senior Management
Not offered
Dublin San Ramon Services District

Page 27 of 50 ends

Exhibit B

Page 660 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees' AssociationMiscellaneous Office Division Brentwood Employees' Association-Public Works
Division
Brentwood Police Officer's Association
For employees who retired prior to 7/1/2012:The City will pay a maximum premium of $1,250.66, including the PEMHCA minimum. For full family Kaiser plan increases, the City will cover 70% of the costs, and the retiree will pay 30% until the Kaiser employee plus one dependent premium level is reached. After that, the City will cover the same rate as the Kaiser employee plus one dependent rate. CalPERS will determine the payment method for any excess premium due from the retiree. For employees hired before 7/1/2012 and retired by that date, the City has removed the second tier for employees hired after August 1, 2004 and there will be no difference in retirement medical benefits for any employee hired before July 1, 2012. The City will pay a maximum of $1491.41 per month for employees retiring on or after July 1, 2012. Any increase in the full family Kaiser premium will be split 70% (City) - 30% (retiree) until the City's contribution reaches $1,500 per month, and will then be capped at that amount. If the Kaiser employee-only rate exceeds $1,500 per month, retirees will receive a monthly amount equal to the Kaiser employee-only amount. Any additional premium costs due to CalPERS will be paid by the retirees. For those hired after July 1st, 2012, the City will pay a PEMHCA minimum amount to an employee retiring on or after July 1, 2012.

Retirees will be responsible for any excess premium costs due to CalPERS. The City will also contribute $100 per pay period to a retiree medical trust or a Health Reimbursement Arrangement (HRA) approved by the IRS. Members may contribute to this account, and all benefits accrued are immediately vested with them. The City will cover all associated administrative and accounting fees.

Actual OPEB liability number FYE22: $49,100,472
Managers and Confidential Employees'
Association
For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum.

For employees hired before 7/1/2012 and retired by that date, the City's maximum premium for medical insurance is $1,326.63. For those retiring after that date, the maximum premium is the Kaiser employee-only rate. The city will not pay less than the Kaiser rate. The maximum includes the PEMHCA minimum.

For qualifying employees hired after 7/1/2012, the city contributes $50 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation.

Actual OPEB liability number FYE22: $49,100,472
Police Lieutenants Group
For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum.

For qualifying employees hired after 7/1/2012, the city contributes $100 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation.

Actual OPEB liability number FYE22: $49,100,472
Supervisors and Professionals Employees'
Association
For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum. For employees hired before 7/1/2012 and retired by that date, the City's maximum premium for medical insurance is $1,326.63. For those retiring after that date, the maximum premium is the Kaiser employee-only rate. The city will not pay less than the Kaiser rate. The maximum includes the PEMHCA minimum. For those hired after July 1st, 2012, the city pays a maximum premium amount for employee retirement equal to the PEMHCA minimum amount. Retirees pay any excess premium costs due to CalPERS, and the payment method for excess premium is prescribed by CalPERS. The City increases the maximum medical premium amount to match the PEMHCA minimum amount as required by law. For qualifying employees hired after 7/1/2012, the city contributes $50 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation. For employees hired after 10/1/2010 and before 7/1/2012, the City contributes $25 per pay period on behalf of each qualified employee.

Actual OPEB liability number FYE22: $49,100,472
Retiree Medical
Comparator
For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum. For employees hired before 7/1/2012 and retired by that date, the City's maximum premium for medical insurance is $1,326.63. For those retiring after that date, the maximum premium is the Kaiser employee-only rate. The city will not pay less than the Kaiser rate. The maximum includes the PEMHCA minimum. For those hired after July 1st, 2012, the city pays a maximum premium amount for employee retirement equal to the PEMHCA minimum amount. Retirees pay any excess premium costs due to CalPERS, and the payment method for excess premium is prescribed by CalPERS. The City increases the maximum medical premium amount to match the PEMHCA minimum amount as required by law. For qualifying employees hired after 7/1/2012, the city contributes $50 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation.

Actual OPEB liability number FYE22: $49,100,472

Page 28 of 50 ends

Exhibit B

Page 661 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Unrepresented Executive & Senior Management
Executive and Senior Management (Sworn) - For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum.

For employees hired before 7/1/2012 and retired by that date, the City's maximum premium for medical insurance is $1,500. For those retiring after that date, the maximum premium is the Kaiser employee-only rate. The city will not pay less than the Kaiser rate. The maximum includes the PEMHCA minimum. For those hired after July 1st, 2012, the city pays a maximum premium amount for employee retirement equal to the PEMHCA minimum amount. Retirees pay any excess premium costs due to CalPERS, and the payment method for excess premium is prescribed by CalPERS. The City increases the maximum medical premium amount to match the PEMHCA minimum amount as required by law. For qualifying employees hired after 7/1/2012, the city contributes $100 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation.

Executive and Senior Management (Non-Sworn) For employees who retired prior to 7/1/2012: The City’s monthly contribution rate is equal to the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum. For employees hired before 7/1/2012 and retired by that date, the City's maximum premium for medical insurance is $1,326.63. For those retiring after that date, the maximum premium is the Kaiser employee-only rate.

The city will not pay less than the Kaiser rate. The maximum includes the PEMHCA minimum.

For those hired after July 1st, 2012, the city pays a maximum premium amount for employee retirement equal to the PEMHCA minimum amount. Retirees pay any excess premium costs due to CalPERS, and the payment method for excess premium is prescribed by CalPERS. The City increases the maximum medical premium amount to match the PEMHCA minimum amount as required by law. For qualifying employees hired after 7/1/2012, the city contributes $50 per pay period, vests immediately, and pays accounting fees. Employees can withdraw from the plan upon separation.

Actual OPEB liability number FYE22: $49,100,472

Page 29 of 50 ends

Exhibit B

Page 662 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit

AFSCME/PEU
Management
Management Support/Confidential
Unrepresented
Bargaining Unit Benefit
APOA-(Antioch Police Officers Association)
APSMA - (Antioch Police Sworn Management
Association)
APWEA - (Antioch Public Works Employees
Association)
Confidential (Confidential employees)
Mgmt. - Executive
Mgmt. - Mid/Prof/Senior
OE Local 3 (Operating Engineers Local 3 )
TPEA - (Treatment Plant Employees Association)
Central Contra Costa Sanitary District
City of Antioch
New employees will be covered by medical and dental plans when they retire, provided they meet the “Rule of 70”. Under the “Rule of 70”, an employee’s age plus years of service with the District at the time of retirement must total 70, with a minimum requirement that the employee must be at least 55 and have at least 10 years of continuous service at the time of retirement. Eligible, qualified dependents are those other than the employee’s spouse who were covered as dependents at the time of retirement and also covered by medical and dental plans, except that the employee pays the full cost of coverage for those dependents.

For all regular employees hired after June 30, 2009, the District contributes 1.5% of base salary to a Health Reimbursement Account (HRA). Employees can use the amount paid for eligible medical expenses post-employment.

Employees have a choice of savings and investment options.

Unrepresented employees make a mandatory 7% of base salary pre-tax contribution each pay period. Management employees hired after June 30, 2009, who are not PEPRA, and all Management employees hired after June 30, 2019, make a mandatory 1.5% of base salary pre-tax contribution each pay period.

Actual OPEB liability number FYE22: 87,991,154
The City contributes 1.5% of the base monthly salary to the Medical After Retirement Account (MARA) for employees hired after September 1, 2007. If the employee contributes up to 2.5%, the City matches up to 1%. The City's total contribution does not exceed 2.5%.

Actual OPEB liability number FYE22: Management Plan $5,194,261 Actual OPEB liability number FYE22: Miscellaneous Plan $9,329,942 Actual OPEB liability number FYE22: Police Plan $27,538,658

Page 30 of 50 ends

Exhibit B

Page 663 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
PEU Local One
Retiree Health Premium Assistance Plan – Requires at least 8 years of City of Berkeley CalPERS service credit and be at least 55 years of age at time of retirement. City contributions to the Plan increase by up to 4.5% of the Kaiser rate each July 1. If premium exceeds employer contribution, the retiree pays the difference. Employer contribution level is based on a Years of CalPERS City service formula beginning at 8 years (30%), 9 years (40%), 10 years (50%), 11 years (58%), 12 years (66%), 13 years (74%), 14 years (82%), 15 years (90%), 16 years (92%), 17 years (94%), 18 years (96%), 19 years (98%), and 20 years (100%). At age 65, Medicare becomes the primary health care provider. City contributes toward payment of premiums for a Medicare supplement plan based on the aforementioned criteria. The City’s Cost is 1% of gross payroll.

Effective June 29, 2008, the amount the City contributes for employees represented by Public Employees Union Local 1 the pre-65 and post 65 retirees increases by 3.68%. The improvement for pre-65 retirees is for those retiring on or after June 29, 2008; the improvement for post 65 retirees is for those retiring on or after 12/29/08.

Actual OPEB liability number FYE22: $30,276,552
SEIU Local 1021, Maintenance and Clerical
Retiree Health Premium Assistance Plan: Requires at least 8 years of City of Berkeley CalPERS service credit and be at least 55 years of age at time of retirement. City contributions to the Plan increase by up to 4.5% of the Kaiser rate each July 1. If premium exceeds employer contribution, the retiree pays the difference. Employer contribution level is based on a Years of CalPERS City service formula beginning at 8 years (30%), 9 years (40%), 10 years (50%), 11 years (58%), 12 years (66%), 13 years (74%), 14 years (82%), 15 years (90%), 16 years (92%), 17 years (94%), 18 years (96%), 19 years (98%), and 20 years (100%). At age 65, Medicare becomes the primary health care provider. City contributes toward payment of premiums for a Medicare supplement plan based on the aforementioned criteria. The City’s Cost is 1% of gross payroll for SEIU Local 1021 Maintenance and Clerical Chapters.

Actual OPEB liability number FYE22: $30,276,552
Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
Bargaining Unit Benefit
Confidential
For employees hired after February 1, 2006, the retirement health benefit is replaced by a health savings account, with the City contributing 4% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
Executive Management
For employees hired after August 1, 2014, the retirement health benefit is replaced by a health savings account, with the City contributing 4% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
General Employees (Association of Livermore
Employees)
For employees hired after April 1, 2007, the retirement health benefit is replaced by a health savings account, with the City contributing 4% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
Management
For employees hired after February 1, 2006, the retirement health benefit is replaced by a health savings account, with the City contributing 4% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
Police Management
For employees hired after November 1, 2012, the retirement health benefit is replaced by a health savings account, with the City contributing 5% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
Police Officers Association
For employees hired after February 1, 2007, the retirement health benefit is replaced by a health savings account, with the City contributing 5% of the employee's base salary, while the employee contributes 1%.

Actual OPEB liability number FYE22: $82,272,320
The City provides a Retiree HRA account to eligible employees who were hired before 1/1/2016, and who retire from the City of Dublin while meeting the eligibility requirements for Cal PERS retiree health insurance as provide under PEMCHA laws. Beginning with January I, 2023, CalPERS premium year, eligible CalPERS annuitants under the City of Dublin's CalPERS health contract receive reimbursement up to $2,030 per month toward the cost of CalPERS health insurance premiums. Reimbursement is provided in the form of cash to the eligible CalPERS annuitant on a monthly basis based on the CalPERS annuitant's annual election less the amount of any contribution provided by the City directly to CalPERS under Government Code Section 22892. In no event, the City's total reimbursement exceed the amount described in this section.

Employees hired by the City on or after January I, 2016, are not eligible for the Retiree HRA. The City's maximum contribution toward CalPERS retiree health coverage is the PEMCHA minimum contribution as determined by CalPERS under Government Code Section 22892.

Actual OPEB liability number FYE22: $18,789,617
City of Dublin
City of Berkeley
City of Livermore

Page 31 of 50 ends

Exhibit B

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City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
AFSCME - Misc A

AFSCME -
Management/Professional/Confidential
IBEW
Management
PMG - Police Management Group
POA - Police Officers’ Association
Senior Executive
Teamsters
City of Pittsburg
For new hires on or after 1/1/2012: City provides Retirement Health Savings (RHS) Plan with employer contribution $75 per month and required employee contribution of $75 per month.

Actual OPEB liability number FYE21: $37,674,749
For new hires on or after 1/1/2012: City provides Retirement Health Savings (RHS) Plan with employer contribution $75 per month and required employee contribution of $75 per month.

Actual OPEB liability number FYE21: $37,674,749
For new hires on or after 7/1/2011: City provides Retirement Health Savings (RHS) Plan with employer contribution $75 per month and required employee contribution of $75 per month.

Actual OPEB liability number FYE21: $37,674,749

Page 32 of 50 ends

Exhibit B

Page 665 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
For employees hired after January 21, 2009, the City will contribute $75 per month to the employee' s RHSP. Additionally, each employee eligible for the City contribution will have a mandatory, pre- tax deduction of $25 per month toward the RHSP. The total monthly contribution to the RHSP will be $100.

Actual OPEB liability number FYE22: $71,544,000 (this number does not include Fire Department Retiree Healthcare Plan) City of Pleasanton
Executive Management
Employees hired after January 1, 2009, who work a minimum of five years with the City of Pleasanton, are eligible for retiree medical insurance benefits based on City of Pleasanton years of service only. For all employees who retire via a service retirement from the City of Pleasanton, the City pays 4% for each year of service of the City' s contribution toward the monthly premium for single coverage. For all service retirements the formula accelerates beginning with 10 years of service as illustrated below:
-Employee receives 75% city contribution for 10 years of service -Employee receives 80% city contribution for 15 years of service -Employee receives 90% city contribution for 20 years of service -Employee receives 100% city contribution for 25+ years of service For all employees who are hired after January 21, 2009 and retire with disability, the City pays a percentage of the City's monthly contribution toward the premium for single coverage in accordance with the schedule set forth below:
-Employee receives 20% city contribution for 10 years of service -Employee receives 25% city contribution for 11 years of service -Employee receives 30% city contribution for 12 years of service -Employee receives 35% city contribution for 13 years of service -Employee receives 40% city contribution for 14 years of service -Employee receives 45% city contribution for 15 years of service -Employee receives 48% city contribution for 16 years of service -Employee receives 51% city contribution for 17 years of service -Employee receives 54% city contribution for 18 years of service -Employee receives 57% city contribution for 19 years of service -Employee receives 80% city contribution for 20 years of service -Employee receives 84% city contribution for 21 years of service -Employee receives 88% city contribution for 22 years of service -Employee receives 92% city contribution for 23 years of service -Employee receives 96% city contribution for 24 years of service -Employee receives 100% city contribution for 25+ years of service

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Exhibit B

Page 666 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Pleasanton City Employees' Association [PCEA]
For all employees who are hired after June 1, 2011 and retire from service, the City pays for each year of service equivalent to 4% of the City's contribution toward the monthly premium for single coverage.

For all employees who are hired after June 1, 2011 and retire with disability, the City pays a percentage of the City's monthly contribution toward the premium for single coverage in accordance with the schedule set forth below:
-Employee receives 20% city contribution for 10 years of service -Employee receives 25% city contribution for 11 years of service -Employee receives 30% city contribution for 12 years of service -Employee receives 35% city contribution for 13 years of service -Employee receives 40% city contribution for 14 years of service -Employee receives 45% city contribution for 15 years of service -Employee receives 48% city contribution for 16 years of service -Employee receives 51% city contribution for 17 years of service -Employee receives 54% city contribution for 18 years of service -Employee receives 57% city contribution for 19 years of service -Employee receives 80% city contribution for 20 years of service -Employee receives 84% city contribution for 21 years of service -Employee receives 88% city contribution for 22 years of service -Employee receives 92% city contribution for 23 years of service -Employee receives 96% city contribution for 24 years of service -Employee receives 100% city contribution for 25+ years of service The City's contribution for retiree medical is established as the same dollar contribution paid for active employees at the single rate of the lowest cost HMO early retiree plan. Retiree health benefits will cease once the employee becomes Medicare eligible.

For employees hired on or after June 1, 2011, the City will contribute $35 per pay period to the RHSA beginning the first pay period after the RHSA has been selected. Additionally, each employee eligible for the City contribution will have $12 per pay period deducted pre-tax as an additional employee contribution toward the RHSA. The total contribution to the RHSA will be $47 per pay period.

Actual OPEB liability number FYE22: $71,544,000 (this number does not include Fire Department Retiree Healthcare Plan)

Page 34 of 50 ends

Exhibit B

Page 667 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Pleasanton Confidential Employees & Pleasanton
Management Employees
Pleasanton Confidential Employees & Pleasanton
Management Employees (Cont.)
Pleasanton Police Officers' Association
For all employees who are hired on or after January 1, 2012 and retire from service, the City provides the following benefit: Commencing upon the date of hire, the employee will be credited with 4% for each year of service of the single plan rate for the lowest cost HMO. Upon reaching Medicare eligibility age, the City's contribution toward the medical premium will cease.

For all employees who are hired after January 1, 2012 and retire with disability, the City pays a percentage of the City's monthly contribution toward the premium for single coverage in accordance with the schedule set forth below:
-Employee receives 20% city contribution for 10 years of service -Employee receives 25% city contribution for 11 years of service -Employee receives 30% city contribution for 12 years of service -Employee receives 35% city contribution for 13 years of service -Employee receives 40% city contribution for 14 years of service -Employee receives 45% city contribution for 15 years of service -Employee receives 48% city contribution for 16 years of service -Employee receives 51% city contribution for 17 years of service -Employee receives 54% city contribution for 18 years of service -Employee receives 57% city contribution for 19 years of service -Employee receives 80% city contribution for 20 years of service -Employee receives 84% city contribution for 21 years of service -Employee receives 88% city contribution for 22 years of service -Employee receives 92% city contribution for 23 years of service -Employee receives 96% city contribution for 24 years of service -Employee receives 100% city contribution for 25+ years of service For employees hired on or after January 1, 2012, and who have successfully passed probation, the City will contribute $75 per pay period to their Retiree Heath Savings Account (RHSA). Additionally, each employee eligible for the City contribution will have $25 per pay period deducted pre-tax as an additional employee contribution toward the RHSA. The total pay period contribution to the RHSA will be $100.

Actual OPEB liability number FYE22: $71,544,000 (this number does not include Fire Department Retiree Healthcare Plan) Employees hired after January 1, 2009, who work a minimum of five years with the City of Pleasanton, are eligible for retiree medical insurance benefits based on City of Pleasanton years of service only. For all employees who retire via a service retirement from the City of Pleasanton, the City pays 4% for each year of service of the City' s contribution toward the monthly premium for single coverage. For all service retirements the formula accelerates beginning with 10 years of service as illustrated below:
-Employee receives 75% city contribution for 10 years of service -Employee receives 80% city contribution for 15 years of service -Employee receives 90% city contribution for 20 years of service -Employee receives 100% city contribution for 25+ years of service For all employees who are hired after January 21, 2009 and retire with disability, the City pays a percentage of the City's monthly contribution toward the premium for single coverage in accordance with the schedule set forth below:
-Employee receives 20% city contribution for 10 years of service -Employee receives 25% city contribution for 11 years of service -Employee receives 30% city contribution for 12 years of service -Employee receives 35% city contribution for 13 years of service -Employee receives 40% city contribution for 14 years of service -Employee receives 45% city contribution for 15 years of service -Employee receives 48% city contribution for 16 years of service -Employee receives 51% city contribution for 17 years of service -Employee receives 54% city contribution for 18 years of service -Employee receives 57% city contribution for 19 years of service -Employee receives 80% city contribution for 20 years of service -Employee receives 84% city contribution for 21 years of service -Employee receives 88% city contribution for 22 years of service -Employee receives 92% city contribution for 23 years of service -Employee receives 96% city contribution for 24 years of service -Employee receives 100% city contribution for 25+ years of service For employees hired after January 21, 2009, the City will contribute $75 per month to the employee' s RHSP. Additionally, each employee eligible for the City contribution will have a mandatory, pre- tax deduction of $25 per month toward the RHSP. The total monthly contribution to the RHSP will be $100.

Actual OPEB liability number FYE22: $71,544,000 (this number does not include Fire Department Retiree Healthcare Plan)

Page 35 of 50 ends

Exhibit B

Page 668 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Employee Group
The City reimburses to age 65, medical premium for 2023 is not to exceed $360 a month and up to $119.19 a month for dental, with the City and retiree splitting the increased cost of dental premiums each year. The $360 medical reimbursement includes the CalPERS “employer minimum share” which is billed directly to the City. Employees hired after 01/01/2005 must render 5 years of continuous service with the City of San Leandro to receive this benefit.

Actual OPEB liability number FYE21: $24,559,435
Executive Management
The City reimburses to age 65, medical premium not to exceed $360/mo. and up to $119.19 (2023)/mo. for dental, with the City and retiree splitting the increased cost of dental premiums each year. The $360 medical reimbursement includes the CalPERS “employer minimum share” which is billed directly to the City. Must render 5 years of continuous service with the City of San Leandro to receive this benefit.

Actual OPEB liability number FYE21: $24,559,435
San Leandro City Employees Association (SLCEA)
San Leandro Management Organization (SLMO)
San Leandro Police Management
Association (SLPMA)
San Leandro Police Officers' Association (SLPOA)
Retired prior to 3/1/98, City reimburses to age 65 up to $360/mo. medical and up to $70.87/mo. for dental premiums.

Retired between 3/1/98 – 2/28/02, City pays to age 65 up to $360/mo. medical and $70.87/ mo. for dental premiums with the City and retiree splitting the increase cost of dental premiums since 1/1/87, plus the City contributes $40/mo. from age 65 – 70 towards the “Medicare Risk” premium.

Retired after 3/1/02 and with 15 years of city service, City reimburses $460/mo. for health and dental premiums and continues until the employee is eligible for Medicare (at age 65 or reaches age 70) plus contributes up to $200/mo. from age 65 – 70 towards the “Medicare Risk” and dental premiums. Amount reimbursed to age 65 includes the CalPERS “employer minimum share”.

Hired after 1/1/07 and with 15 years of service as a Police Officer, the City reimburses to age 65 up to $360/mo. for medical and up to $70.87/mo. for dental premiums with the City and retiree splitting the increase cost of dental premiums since 1/1/03.

The $360 medical reimbursement includes the CalPERS “employee’s minimum share” which is billed directly to the City.

Actual OPEB liability number FYE21: $24,559,435
Bargaining Unit Benefit
The City reimburses to age 65, medical premium is not to exceed $360 a month and up to $119.19 a month for dental, with the City and retiree splitting the increased cost of dental premiums each year. The $360 medical reimbursement includes the CalPERS “employer minimum share” which is billed directly to the City. Employees hired after 01/01/2005 must render 5 years of continuous service with the City of San Leandro to receive this benefit.

Actual OPEB liability number FYE21: $24,559,435
Employees (Pre-Medicare Eligible) are eligible for retiree health benefits under the CalPERS PEMHCA minimum employer contribution provision if they retire from the City on or after age 50. Employees are also eligible for additional retiree medical benefits if they have met the minimum vesting period required, as follows:

For Unrepresented and SEIU employees hired before July 1, 2006, and for all sworn Safety employees hired on or before July 1, 2007, medical, dental and vision premium payments are made on behalf of the employee plus a spouse/registered domestic partner who retires from the City of San Ramon based on the following vesting schedule:
0 - 3 years of service = No payment
4 to 7 years of service = 50% of the cost of premiums 8 to 11 years of service = 75% of the cost of premiums 12 or more years of service = 100% of the cost of premiums For Unrepresented and SEIU employees hired between July 1, 2006 and June 30, 2014, and for all sworn Safety employees hired between July 2, 2007 and June 30, 2014, medical, dental and vision premium payments are made on behalf of the employee only who retires from the City of San Ramon based on the following vesting schedule:
0 - 4 years of service = No payment
5 years of service = 25% of the cost of premiums Each additional service year = +5% 20 or more years of service = 100% of the cost of premiums For Miscellaneous employees hired on or after July 1, 2014, the City will contribute an amount equal to 3% of the employee’s salary to a Retirement Health Savings Plan with ICMA while employed with the City to be used to pay for medical, dental, and/or vision costs.

For Safety employees hired on or after July 1, 2014, the City will contribute an amount equal to 4% of the employee’s salary to a Retirement Health Savings Plan with ICMA while employed with the City to be used to pay for medical, dental, and/or vision costs.

Medicare Eligible Retirees (For employees hired prior to July 1, 2014 only) San Ramon City Council Resolution 2007 – 189 provides that retirees may receive a reimbursement up to $470.74 (2023 rate) per month adjusted annually by 2% (in some cases an additional $470.74 per month for a spouse) to purchase a Medicare supplemental insurance policy and to pay for dental and vision coverage. Actual reimbursement amount will be dependent on date of hire and percent eligible to receive.

Upon reaching Medicare eligibility, and contingent upon continued enrollment in the CALPERS Medical Insurance program, the City will reimburse the eligible retiree the difference between the amount the retiree is eligible to receive to purchase a Medicare Supplement and other available health benefits and the CalPERS “employer minimum share.” Actual OPEB liability number FYE21: $34,882,923
City of San Leandro
City of San Ramon
Executive Unrepresented,
POA,
SEIU Local 1021,
Unrepresented Miscellaneous Employees Sword &
Not Sworn

Page 36 of 50 ends

Exhibit B

Page 669 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
CEU-Confidential Management
CEU-Confidential Non Management/Nonexempt
Department Heads
Teamsters, Local 439 IBT
Employees with at least 10 years of service may convert all accrued sick leave at retirement to a medical insurance bank (# of hours x hourly rate of pay). The city does not make any contributions to retiree health. Retirees and dependents receive group health coverage, same as current. Premiums are paid from the medical insurance bank until they run out. Coverage can be converted to individual policy as per Teamsters Trust terms.

Actual OPEB liability number FYE21: $7,055,491
TMMBU (Tracy Mid-Managers Bargaining Unit)
TPMA (Tracy Police Managers Association)
TPOA-Sworn (Tracy Police Association)
Employees with at least 10 years of service may convert all accrued sick leave at retirement to a medical insurance bank (# of hours x hourly rate of pay). The city does not make any contributions to retiree health. Retirees and dependents receive group health coverage, same as current. Premiums are paid from the medical insurance bank until they run out.

Actual OPEB liability number FYE21: $7,055,491
TTSSEA (Tracy Tech & Support Serv Employee Assoc.)
The city does not make any contributions to retiree health. Retirees and dependents receive group health coverage, same as current. Premiums are paid from the medical insurance bank until they run out. However, employees may convert all accrued sick leave at retirement to a medical insurance bank (# of hours x hourly rate of pay).

Actual OPEB liability number FYE21: $7,055,491
Bargaining Unit Benefit
Confidential Unit
Department Directors
General Employees The city contributes $75 monthly to a retirement health savings plan for full-time employees who have completed 15 years of service. Employees are 100% immediately vested. Employee contribution not required.

General Management The city contributes $125 monthly to a retirement health savings plan for full-time employees who have completed 15 years of service. Employees are 100% immediately vested. Employee contribution not required.

PMA-Police Management Association
The city contributes the following amounts to a retirement health savings plan for full-time employees who have completed 10 years of sworn service. Employees are 100% immediately vested or disability retirement. Employees must contribute 1% of their base salary and 1 hour of general leave. (Upon termination, 50% of employees' general leave will contribute to the employee's 457 deferred comp plan, and the remaining balance will be contributed to the RHS account).

Police Captain: $9,220 per year
Police Lieutenant: $8,220 per year
Police Sergeant: $6,720 per year
POA-Police Officers Association
The city contributes the following amounts to a retirement health savings plan for full-time employees who have completed sworn service. Employees are 50% vested at age forty (40) years. The vesting percentage increases by five percent (5%) per year, with all contributions being 100% vested at age fifty (50) years or 100% vested disability retirement. Employees must contribute 1% of their base salary.

Tier 1 (Employees started sworn service on or after 7/1/1997) 0-5 YOS: $2,000 per year
>5-10 YOS: $2,500 per year
>10-15 YOS: $3,500 per year
>15-20 YOS: $4,000 per year
>20-25 YOS: $4,500 per year
>25 YOS: $5,000 per year
Tier 2 (Employees started sworn service before 7/1/1997 and 5 years WC service as of 9/7/2007) 0-10 YOS: N/A
>10-15 YOS: $4,810 + $2,000 = $6,810
>15-20 YOS: $5,408 + $2,000 = $7,408
>20-25 YOS: $6,006 + $2,000 = $8,006
>25 YOS: $6,604 + $2,000 = $8,604
Professional Unit The city contributes $125 monthly to a retirement health savings plan for full-time employees who have completed 15 years of service. Employees are 100% immediately vested. Employee contribution not required.

Teamsters 856 (Civilian Police Unit) The city contributes $75 monthly to a retirement health savings plan for full-time employees who have completed 15 years of service. Employees are 100% immediately vested. Employee contribution not required.

The city contributes $125 monthly to a retirement health savings plan for full-time employees who have completed 15 years of service. Employees are 100% immediately vested. Employee contribution not required.

City of Tracy
City of Walnut Creek
The city does not make any contributions to retiree health. Retirees and dependents receive group health coverage, same as current. Premiums are paid from the medical insurance bank until they run out. However, employees may convert all accrued sick leave at retirement to a medical insurance bank (# of hours x hourly rate of pay).

Actual OPEB liability number FYE21: $7,055,491
The city does not make any contributions to retiree health. Retirees and dependents receive group health coverage, same as current. Premiums are paid from the medical insurance bank until they run out. However, employees may convert all accrued sick leave at retirement to a medical insurance bank (# of hours x hourly rate of pay).

Actual OPEB liability number FYE21: $7,055,491

Page 37 of 50 ends

Exhibit B

Page 670 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Employees
IFPTE Local 21 (Professional/Supervisory Unit)
Stationary Engineers Local 39
Unrepresented
The district pays up to the cost of the full family Kaiser plan premium. Retirees who elect to enroll in a health plan that has a higher premium cost at their selected tier (Retiree, Retiree +1, Retiree +2 or More) than the full family Kaiser Plan are responsible for payment of any cost exceeding the full family Kaiser Plan premium.

Employees Hired on or after January 1, 2016: Effective January 1, 2016, employees hired on or after this date are subject to a 10-year district-service vesting period to be eligible for medical retirement upon direct retirement within 120 days of separation from active District employment. Reciprocal agency service does not count toward the 10-year vesting for retirement medical. Once the retiree and/or the eligible dependent reaches the age of 65 they are required to enroll in Medicare at their own expense and any supplement insurance plan offered by CalPERS.

Actual OPEB liability number FYE22: $75,254,733
Contra Costa Water District

Page 38 of 50 ends

Exhibit B

Page 671 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Management Association
Operations & Maintenance Unit
Professional & Technical Unit
Unrepresented Management
Bargaining Unit Benefit
IFPTE Local 21
IUOESE Local 39
Mid-Management Employees' Bargaining Unit
(MEBU)
Unrepresented Management, Professional,
Technical, Administrative & Confidential
Unrepresented Senior Management
The District provides medical and dental benefits for employees, hired before July 1, 2014; MEDICAL contributions
Years with District % of District Contribution
10 years 50%
11 years 55%
12 years 60%
13 years 65%
14 years 70%
15 years 75%
16 years 80%
17 years 85%
18 years 90%
19 years 95%
20 years 100%
Vested: Must have at least 5 years of service with the District Non-Vested: Maximum District contribution for Employee + Family is $2480/month Dental: If retired from District and hired before 7/1/2014 100% District paid.

Dental: No District contribution if hired after 7/1/2014 Vision: No District contribution
Actual OPEB liability number FYE 22: $27,241,655
Delta Diablo Sanitary District
Dublin San Ramon Services District
Employees hired before 1/1/2009, who retire after 1/1/2022 and have 15 years of service with the District, are eligible for the greater Kaiser or Blue Shield Access+ Region 1 health plan at EE only, EE + 1, or EE + 2 premium. The District's CalPERS PEMHCA minimum contribution will be deducted. These employees pay 3% into the District's OPEB Trust Fund. This benefit is guaranteed for current and future retirees who qualify for it.

Employees hired after 12/31/2008 who retired before 7/1/2022 can get reimbursed by the District based on the 22893 schedule. The reimbursement amount is for Kaiser or Blue Shield Access+ Region 1 health plan for the EE only, EE +1, or EE+2 premium. The District's CalPERS PEMHCA minimum contribution will be deducted. This benefit is guaranteed for current and future retirees who qualify for it.

For employees hired between 12/31/2008 and 10/16/2022, the district reimburses retiree healthcare expenses. The amount reimbursed is 22893 minus the CalPERS-established PEMHCA minimum contribution. Employees must contribute 3% of their salary to the District’s OPEB Trust Fund. This benefit is guaranteed for current and future retirees who qualify for it.

Employees hired after 10/15/2022 will receive the above retiree health contributions. The District will provide them with a health savings account (HSA) and pay the administrative fees. The employee's contribution amount will be set or adjusted annually by November 15. The District's contributions are as follows: A) $15 per pay period for employees hired before 1/1/2009, B) $400 per pay period for employees hired between 12/31/2008 and 10/16/2022, and C) $100 per pay period for employees hired after 10/15/2022.

Actual OPEB liability number FYE22: $20,231,442

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Exhibit B

Page 672 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees' AssociationMiscellaneous Office Division Non-sworn employees at Brentwood Police Department will receive a 3% shift differential on their base salary for the hours worked between 9:00 PM and 7:00 AM for both swing and graveyard shifts, excluding overtime.

Police Dispatch Supervisors and Police Dispatchers I/II receive a 3% shift differential on their base salary for hours worked between 8:00 PM and 6:00 AM for both swing and graveyard shifts, excluding overtime.

Brentwood Employees' AssociationPublic Works Division
Grade III Operators assigned to work weekends receive additional Weekend Shift Differential of $1.75 per hour. The differential pay applies from Friday 11:59 p.m. through Sunday 11:59 p.m. and the differential pay only applies to employees assigned to work at the Wastewater Treatment Plant on a regular basis.

Brentwood Police Officer's Association Employees assigned to the Patrol graveyard shift receive 3% of base salary; employees assigned to the Patrol swing shift receive 1.5% of base salary.

Managers and Confidential Employees'
Association
Police Lieutenants Group
Supervisors and Professionals
Employees' Association
Unrepresented Executive & Senior
Management
Bargaining Unit Benefit
AFSCME/PEU Night shift: Employees who work the night shift receive a 7.5% basic hourly salary. Swing shift: Employees who work swing shift receive a 5% basic hourly salary.

Management Not offered
Management Support/Confidential Night shift: Employees who work the night shift receive a 7.5% basic hourly salary. Swing shift: Employees who work swing shift receive a 5% basic hourly salary.

Unrepresented Not offered
Bargaining Unit Benefit
APOA-(Antioch Police Officers
Association)
Sworn employees receive 2.5% for swing shift when the majority of the shift is scheduled after 1600 hours or 5% for graveyard shift when the majority of the shift is scheduled after 2000 hours.

Non-Sworn employees receive 2.5% for swing shift when the majority of the shift is scheduled after 1600 hours or 5% for graveyard shift when the majority of the shift is scheduled after 2000 hours.

Shift differential is only applicable to all sworn and non-sworn employees assigned to the uniformed division.

APSMA - (Antioch Police Sworn
Management Association)
Sworn Management employees receive 2.5% for swing shift when the majority of the shift is scheduled after 1600 hours or 5% for graveyard shift when the majority of the shift is scheduled after 2000 hours.

Shift Differential Pay
Comparator
Central Contra Costa Sanitary District
City of Antioch
Not offered

Page 40 of 50 ends

Exhibit B

Page 673 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
APWEA - (Antioch Public Works
Employees Association)
Employees who are regularly scheduled to work on Saturdays and Sundays receive an additional 5% of their base rate of pay for all hours worked on Saturdays and Sundays, including all overtime hours that are worked on Saturdays and Sundays.

Confidential (Confidential employees)
Mgmt. - Executive
Mgmt. - Mid/Prof/Senior
OE Local 3 (Operating Engineers Local 3 )
TPEA - (Treatment Plant Employees
Association)
Employees who work the second or swing shift receive a 5% increase in their base pay, while those who work the third or graveyard shift receive a 10% increase in their base pay. To qualify for the shift differential, the second or swing shift must begin 4 or more hours after 4:00 p.m., and the graveyard shift must start 4 or more hours prior to 8:00 a.m.

Bargaining Unit Benefit
PEU Local One Not offered
SEIU Local 1021, Maintenance and Clerical
Swing shift: Employees working 8 or more hours on a swing shift with 4 or more hours between 5 pm-12 am receive regular salary plus 7.5% monthly salary.

Night shift: Employees who work a full shift of 8 hours or more on a night shift, will receive 10% of their monthly salary in addition to their regular pay.

If an employee works night shifts for less than a full work week, they will only receive the additional payment for the portion of the work week worked on the night shift.

Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
Bargaining Unit Benefit
Confidential
Executive Management
General Employees (Association of
Livermore Employees)
Employees assigned to city facilities operating on a 24 hour, 7 day a week schedule receive a shift differential of $2.50 per hour for all hours worked on the shift for employees whose regular schedule requires that the employee work at least 4 hours between the hours of 4:00 p.m. and 6:00 a.m.

Management
Police Management
Police Officers Association
City of Berkeley
Not offered
City of Dublin
Not offered
City of Livermore
Not offered
Not offered

Page 41 of 50 ends

Exhibit B

Page 674 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
AFSCME - Misc A Employees receives $0.54 per hour shift differential for working between 5:00 p.m. and 7:00 a.m., provided their regular hours include this time and they work at least one hour during this period, excluding temporary or overtime schedules.

AFSCME -
Management/Professional/Confidential Not offered
IBEW
Employees receive a shift differential of $1.75/per hour for working 5:00 p.m. to 10:59:59 p.m. & $3.50/per hour for working 11:00 p.m. to 6:59:59 a.m.

Management
PMG - Police Management Group
POA - Police Officers’ Association Employees receive 2% of regular straight time rate of pay when shift ends between 9:00 p.m. and 12:00 a.m.

Employees receive 4.5% of regular straight time rate of pay when shift ends between 12:01 a.m. and 7:00 a.m.

Senior Executive Not offered
Teamsters
Water Plant Operators (Grade 3) receive a shift differential of $1.75 per hour for working 5:00 p.m. to 10:59:59 p.m. and $3.50 per hour for working 11:00 p.m. to 6:59:59 a.m.

Bargaining Unit Benefit
Executive Management
Pleasanton City Employees' Association
[PCEA]
Pleasanton Confidential Employees
Pleasanton Management Employees
All others: not offered
Fire Department Management: Battalion Chiefs assigned to a work shift schedule receive 7. 5% of the Battalion Chief control point. Deputy Chiefs assigned to a 40-hour work week schedule receive 2% of the Deputy Chief control point. Shift differential is paid biweekly.

Pleasanton Police Officers' Association Not offered
City of Pittsburg
City of Pleasanton
Not offered
Not offered

Page 42 of 50 ends

Exhibit B

Page 675 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Confidential Employee Group
Executive Management
San Leandro City Employees Association
(SLCEA)
Public Works and Civilian Police employees who are regularly assigned to work a majority of their regularly scheduled shift between the hours of 4:00 p.m. and 12:00 a.m. (swing) receive a shift differential of $200.00 per month.

Public Works and civilian Police employees who are regularly assigned to work a majority of their regularly scheduled shift between the hours of 12:00 a.m. and 8:00 a.m. (graveyard) receive a shift differential of $300.00 per month.

Employees who are regularly assigned to provide relief assignments for swing and/or graveyard shifts receive the applicable shift differential for the time spent working on such shifts. For continuous 24-hour operations staffed with two (2) shifts, the second shift will receive the graveyard shift differential.

San Leandro Management Organization
(SLMO)
San Leandro Police Management
Association (SLPMA)
San Leandro Police Officers' Association
(SLPOA)
Police Officers and Police Sergeants assigned to work the patrol division and who work a regularly assigned shift during which at least 50% of the hours are between 3:00 P.M. and 12:00 A.M. hours receive an additional 3% of current base pay for the entire shift.

Police Officers and Police Sergeants assigned to the patrol division and who work a regularly assigned shift during which at least 50% of the hours are between 12:00 A.M. and 7:00 A.M. hours receive an additional 5% of current base pay for the entire shift.

Bargaining Unit Benefit
Executive Unrepresented
POA
SEIU Local 1021 Employees who are scheduled to work a shift in which the majority of the hours occur after 9:00 P.M. and before 7:00 A.M. receive an additional 5% shift differential for hours worked while assigned to that shift.

Unrepresented Miscellaneous Employees
Unrepresented Miscellaneous EmployeesSworn
Bargaining Unit Benefit
CEU-Confidential Management
CEU-Confidential Non
Management/Nonexempt
Department Heads
Teamsters, Local 439 IBT Employees receive a shift differential for the evening shift, $1.10 per hour worked, and a shift differential for the night shift, $2.00 per hour worked.

Not offered
Not offered
Not offered
Not offered
Not offered
City of San Leandro
City of San Ramon
City of Tracy

Page 43 of 50 ends

Exhibit B

Page 676 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
TMMBU (Tracy Mid-Managers Bargaining
Unit)
TPMA (Tracy Police Managers Association)
TPOA-Sworn (Tracy Police Association)
TTSSEA (Tracy Tech & Support Serv
Employee Assoc.)
Bargaining Unit Benefit
Confidential Unit
Department Directors
General Employees
General Management
PMA-Police Management Association Police Sergeants assigned to graveyard shifts receive 5% of base salary for all graveyard hours worked.

POA-Police Officers Association Police Officers assigned to graveyard shifts receive 5% of base salary for all graveyard hours worked.

Professional Unit Not offered
Teamsters 856 (Civilian Police Unit) Police Dispatcher/Assistants and Lead Police Dispatcher/Assistants assigned to graveyard shifts receive 5% of base salary for all graveyard hours worked.

Bargaining Unit Benefit
Confidential Employees
IFPTE Local 21 (Professional/Supervisory
Unit)
Stationary Engineers Local 39
Employees receive 6% of the regular monthly rate for those classifications which regularly involve work 24 hours per day; employees receive 4% of the regular monthly rate of those classifications which regularly involve dayshift/swing-shift rotation; and employees receive 2% of the regular monthly rate of those classifications which regularly involve only day shift work 7 days per week.

Unrepresented Not offered
Contra Costa Water District
Not offered
Not offered
City of Walnut Creek
Not offered

Page 44 of 50 ends

Exhibit B

Page 677 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Management Association Not offered
Operations & Maintenance Unit
Employees who are routinely and consistently scheduled to work the swing shift will receive shift differential in the amount of 5% of their base hourly rate of pay; employees who are routinely and consistently scheduled to work the relief shift will receive 7% of their base hourly rate of pay; employees who are routinely and consistently scheduled to work the night shift will receive 7% of their base hourly rate of pay.

Professional & Technical Unit
Unrepresented Management
Bargaining Unit Benefit
IFPTE Local 21 Not offered
IUOESE Local 39 Employees who are consistently assigned to work the swing or grave shift will receive a fixed amount ($60) per shift, in addition to their regular pay.

Mid-Management Employees'
Bargaining Unit (MEBU)
Unrepresented Management,
Professional, Technical, Administrative
& Confidential
Unrepresented Senior Management
Delta Diablo Sanitary District
Not offered
Dublin San Ramon Services District
Not offered

Page 45 of 50 ends

Exhibit B

Page 678 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
Brentwood Employees'
Association-Miscellaneous Office
Division
Information Services Technicians assigned to standby receive $440.46 for each full week the employee is assigned to standby.

Brentwood Employees'
Association-Public Works Division
Employees assigned to standby receive $440.46 for each full week the employee is assigned to standby. Wastewater Treatment Plant Management staff amounts are prorated based on days assigned.

Brentwood Police Officer's
Association
Managers and Confidential
Employees' Association
Police Lieutenants Group
Supervisors and Professionals
Employees' Association Information Services Specialists assigned to standby receive $447.91 for each full week the employee is assigned to standby.

Unrepresented Executive &
Senior Management
Not offered
Bargaining Unit Benefit
AFSCME/PEU Employees will receive the rate of 1 hour of overtime pay for each weekday and 3 hours of overtime pay for each weekend day or paid District holiday.

Management
Management
Support/Confidential
Unrepresented
Bargaining Unit Benefit
APOA-(Antioch Police Officers
Association)
Employees placed on standby receive 5% of their regular hourly rate for each hour of standby: Employees receive a minimum of 24 hours of standby time pay when placed on standby for periods of less than 24 hours when on their normal day(s) off. The normal work hours for the employee placed on standby is used to determine the 24-hour period while on standby during their normal day(s) off. Employees assigned to 8 workdays will receive a minimum of 16 hours of standby pay when placed on standby on their normal workday. Employees assigned to 10-hour workdays will receive a minimum of 14 hours of standby pay when placed on standby on their normal workday. Employees assigned to 12-hour workdays will receive a minimum of 12 hours of standby time when placed on standby on their normal workday. (An employee assigned to Investigations, Traffic, Mobile Field Force or SWAT may be placed on standby.) APSMA - (Antioch Police Sworn
Management Association) Not offered
APWEA - (Antioch Public Works
Employees Association)
For each full week an employee is on primary standby assignment, said employee receives 19 hours of standby compensation in addition to pay for hours actually worked. Employees on secondary standby assignment receive 12 hours of standby compensation in addition to pay for hours actually worked. Employees receive pay or compensatory time off subject to the 80 hour compensatory time maximum accumulation. Employees on holiday standby receive 6 additional hours standby pay for each holiday except Thanksgiving, Christmas and New Year’s when compensation is an additional 8 hours.

Confidential (Confidential
employees) Not offered
Mgmt. - Executive Not offered
Mgmt. - Mid/Prof/Senior
The Public Works Department Superintendents and Supervisors, and other employees assigned to standby for each full week, 7 calendar days, receive 11 hours of standby compensation. Employees on standby receive 3 additional hours of standby compensation for a holiday worked during that 7-day period. If two holidays fall during a 7-day period, the employee receives 6 additional hours of standby compensation. Compensation can be in pay or compensatory time off subject to an 80-hour compensatory-time maximum accumulation.

OE Local 3 (Operating Engineers
Local 3 )
Animal Control Officers are paid standby pay during those times of year the department requires them to be on standby. For each full week (7 calendar days) that an Animal Control Officer is on standby, said employee receives $225.00. If a holiday should fall during the period of standby, the employee receives an addiƟonal $135.00.

The Marina Attendant, Computer Technician, and Network Administrator receive standby pay of $225.00 for each full week (7 calendar days) that he/she is required to be on standby. If a holiday should fall during the period of standby, the employee receives an addiƟonal $135.00.

Stand-by Pay
Comparator
Central Contra Costa Sanitary District
City of Antioch
Not offered
Not offered

Page 46 of 50 ends

Exhibit B

Page 679 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
TPEA - (Treatment Plant Employees
Association)
For each full week, an employee is on primary standby assignment, said employee receives 19 hours of standby compensation in addition to pay for hours actually worked. Employees on secondary standby assignment receive 12 hours of standby compensation in addition to pay for hours actually worked. Employees receive pay or compensatory time off subject to the 80 hour compensatory time maximum accumulation. Employees on holiday standby receive 6 additional hours standby pay for each holiday except Thanksgiving, Christmas and New Year’s when compensation is an additional 8 hours.

Bargaining Unit Benefit
PEU Local One Not offered
SEIU Local 1021, Maintenance and
Clerical Unit D employees who are on standby duty receive compensation for 10 hours of work per week while on standby.

Bargaining Unit Benefit
Executive Management
Management
Misc. (Exempt)
Misc. (Non Exempt)
Bargaining Unit Benefit
Confidential
Executive Management
General Employees (Association of
Livermore Employees)
Non-exempt employees who are assigned to standby duties receive 2 hours of pay at the employee's regular straight-time rate of pay on their regularly scheduled workday and 3 of pay at the employee’s regular straight-time rate of pay on their regularly scheduled days off and fixed City holidays.

City of Berkeley
City of Dublin
Not offered
City of Livermore
Not offered

Page 47 of 50 ends

Exhibit B

Page 680 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Management
Police Management
Police Officers Association Employees assigned to or perform standby duties accumulate 2.75 hours of time off for each day assigned and will be provided a take home vehicle for such assignment.

Bargaining Unit Benefit
AFSCME - Misc A Not offered

AFSCME -
Management/Professional/Confiden
tial
Equipment Shop Supervisors, Public Works Supervisors, Utility Supervisors, Water Plant Supervisors, Public Works Superintendents, and Water Plant Superintendents who are on standby shift, receive $50 more than an employee assigned to a primary standby shift. They also receive an additional 8 hours of compensatory time off at their regular rate of pay when on standby on Thanksgiving and Christmas. No additional payment or recognition is provided for standby shifts that include any other City holidays.

IBEW
Employees on standby receive 2 hours of pay at their regular rate for weekdays and 3 hours of pay for Saturdays, Sundays, and Island Energy-paid holiday. On Thanksgiving or Christmas, employees on standby also earn 8 hours of compensatory time off at straight time.

Management
PMG - Police Management Group
POA - Police Officers’ Association
Senior Executive
Teamsters
Maintenance Workers (I, II Leads), Equipment Mechanics and Electrical Technicians, Apprentice and Lead receive $300 per primary stand-by shift & $250 per secondary stand-by shift.

Employees who are scheduled for Holiday secondary stand-by receive 1/7th of secondary stand-by weekly rate.

An employee on standby receives an additional 8 hours of compensatory time off at their regular rate of pay when on standby on Thanksgiving or Christmas.

Bargaining Unit Benefit
Executive Management Not offered
Pleasanton City Employees'
Association [PCEA] Employees receive 20 hours for every 7 days on standby. The hours of daily standby duty for water division employees and sanitary sewer division employees is 3:30 p.m. to 7:00 a.m.

Pleasanton Confidential Employees
Pleasanton Management Employees
Pleasanton Police Officers'
Association
Employees receive 15% of their hourly base rate of pay for each hour spent on-call.

Bargaining Unit Benefit
Confidential Employee Group
Executive Management
San Leandro City Employees
Association (SLCEA)
At the end of their normal work shift, if an employee is required to stand-by during their off-shift hours, they will receive 2 hours of pay per day at the employee’s straight time hourly rate for each normal workday. If an employee is required to stand-by on regularly schedule days off or on a City Holiday (a 24-hour consecutive period), they will receive 3 hours of pay per day at the employee’s straight time hourly rate.

Public Works Employees: Employees receive a minimum of 2 hours of overtime credited to an employee on stand-by who responds to an emergency. An employee may elect to take compensatory time off in the amount equal to the applicable hourly compensation for standby pay. However, once an employee’s total compensatory time off balance exceeds 40 hours, the employee serving in a standby capacity will be compensated in pay.

Civilian Police Employees: Dispatcher assigned standby duty may elect to take compensatory time off in an amount equal to the applicable hourly compensation for standby pay.

San Leandro Management
Organization (SLMO)
San Leandro Police Management
Association (SLPMA)
San Leandro Police Officers'
Association (SLPOA)
Bargaining Unit Benefit
Executive Unrepresented Not offered
Not offered
Not offered
City of Pittsburg
City of Pleasanton
City of San Leandro
City of San Ramon
Not offered
Not offered
Not offered

Page 48 of 50 ends

Exhibit B

Page 681 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
POA
Employees on stand-by status receive 15% of the employee's straight time rate of pay for all hours spent on standby. If an employee is called out for an emergency while on standby status, they will be compensated for a minimum of two 2 hours work at one and one half ( 1.5) times the regular hourly pay rate.

SEIU Local 1021 Employees on stand-by status receive 15% of the employee's straight time rate of pay for all hours spent on standby. If an employee is called out for an emergency while on standby status, they will be compensated for a minimum of two 2 hours work at one and one half ( 1.5) times the regular hourly pay rate.

Unrepresented Miscellaneous
Employees
Unrepresented Miscellaneous
Employees-Sworn
Bargaining Unit Benefit
CEU-Confidential Management
CEU-Confidential Non
Management/Nonexempt
Department Heads
Teamsters, Local 439 IBT Employees on standby duty receive 16 hours of regular pay for each workweek of standby duty, including Saturdays, Sundays, and Holidays. The 16 hours of regular pay is an incentive for standby and emergency work hours. All work that is performed during standby is compensated at the overtime rate of pay.

TMMBU (Tracy Mid-Managers
Bargaining Unit)
TPMA (Tracy Police Managers
Association)
TPOA-Sworn (Tracy Police
Association)
Police Officers and Corporals assigned to the General Investigations Unit who are assigned weekly standby outside of their normal work hours may utilize a City-owned vehicle to be taken home and driven when called back to work and receive 2.29 hours per day of straight-time pay.

The Sergeant assigned to the General Investigations Unit receive $134.00 per pay period for standby duties.

TTSSEA (Tracy Tech & Support Serv
Employee Assoc.) Not offered
Bargaining Unit Benefit
Confidential Unit
Department Directors
General Employees
General Management
PMA-Police Management
Association
POA-Police Officers Association
Professional Unit
Teamsters 856 (Civilian Police Unit)
Bargaining Unit Benefit
Confidential Employees Not offered
IFPTE Local 21
(Professional/Supervisory Unit)
O&M Supervisor, Operations Control Administrator and Maintenance Superintendent receive $131.88 per weekday (M-F) and $186.25 per weekend day (Sat. – Sun.) and holidays for standby assignments. (Water Treatment Plant Supervisors, and Superintendent are eligible to receive standby pay if assigned by their Supervisors) Stationary Engineers Local 39 Employees receive $8.00 per hours for each hour on stand-by duty. Employees receive $12.50 per hour for each hour on standby duty on District observed holidays.

Unrepresented Not offered
Bargaining Unit Benefit
Management Association Not offered
Operations & Maintenance Unit
Professional & Technical Unit
Unrepresented Management Not offered
Contra Costa Water District
Delta Diablo Sanitary District
Not offered
Not offered
Not offered
City of Tracy
City of Walnut Creek
Not offered
Employees on regular standby receive 1 hour at their base hourly rate of pay for each 8 hours on standby. Employees who are assigned to standby on a recognized holiday or operational incidents and emergencies receive 1 hour at their base hourly rate of pay for each 4 hours on standby.

Page 49 of 50 ends

Exhibit B

Page 682 of 715 ends

City of Brentwood
Appendix V: Additional Benefits
Bargaining Unit Benefit
IFPTE Local 21 Not offered
IUOESE Local 39 Employees assigned to standby will receive 3.42 hours of straight-time pay for each day on standby duty, plus an additional 8.25 hours for each holiday during duty.

Mid-Management Employees'
Bargaining Unit (MEBU)
Unrepresented Management,
Professional, Technical,
Administrative & Confidential
Unrepresented Senior Management
Not offered
Dublin San Ramon Services District

Page 50 of 50 ends

Exhibit B

Page 683 of 715 ends

CITY COUNCIL AGENDA ITEM NO. H.2
02/25/2025
SUBJECT: Migrate Maintenance Connection from City’s servers to Maintenance Connection Cloud; authorize the City Manager to execute an agreement and any necessary documents for a total not to exceed amount of $344,188.64 over a five-year term with Accruent
DEPARTMENT: Public Works
STAFF: Casey Wichert, Director of Public Works

TITLE/RECOMMENDATION
Adopt a Resolution approving the migration of Maintenance Connection (MC), a Computerized Maintenance Management System (CMMS), from the City’s servers to MC Cloud; authorizing the City Manager or designee to execute an agreement and any necessary documents in an amount not to exceed $344,188.64 over a five-year term for the MC Cloud migration, annual subscriptions and technical support with Accruent.

FISCAL IMPACT
If the agreement is approved, the total not to exceed amount for the cost of the agreement would be $344,188.64. The 2024/25 – 2025/26 Operating Budget has sufficient funding for the agreement and future fiscal year costs will be incorporated in future Operating Budget processes. Fiscal Year agreement costs are summarized below without the need for any budget amendments this year:

Year 1
(24/25)
Year 2
(25/26)
Year 3
(26/27)
Year 4
(27/28)
Year 5
(28/29)
Term 04/01/25 -
03/31/26
04/01/26 -
03/31/27
04/01/27 -
03/31/28
04/01/28 -
03/31/29
04/01/29 -
03/31/30
Annual Cost $61,269.60 $63,107.69 $65,000.92 $66,950.95 $68,959.48 One-Time
Cost
$18,900.00
Approximate
Amount to
be credited
due to
proration

$(23,187.34)

Page 684 of 715 ends

CITY COUNCIL AGENDA ITEM NO. H.2
02/25/2025
Total per
year
$56,982.26 $63,107.69 $65,000.92 $66,950.95 $68,959.48
Cost of agreement after expected proration
credit
$321,001.30
Total not to exceed amount $344,188.64
The current three-year contract with Accruent for the MC software, expiring October 20, 2025, is a total not to exceed amount of $113,736.24 and will be superseded with the new agreement. The 2024/25 MC annual support cost was $41,577.30. The increase in the annual cost from the prior contract reflects in part the migration from the City’s on-premise servers to the MC Software as a Service (“SaaS”) which includes server hardware, hosting/data center, system monitoring, IT Admin support, data back-up, security audits and upgrade labor.

Staff is requesting approval of the total not to exceed amount of $344,188.64 to pay the FY 2024/25 invoice for the new agreement. The City is expected to be reimbursed for the prorated amount of $23,187.34 from the prior three-year contract term that overlaps with the new agreement.

The year one annual support costs ($61,269.60) will be prorated from the migration implementation date currently scheduled for April 1, 2025 through October 20, 2025.

The year one prorated estimate, including a one-time $18,900 migration cost, is $56,983 and will be funded using the following allocation:

Operating Budget
Staff
% Total
General Fund
Streets 18.12% $ 10,325.32
Landscape & Lighting 2.55% $ 1,453.07
City Pool 0.23% $ 131.06
Park Planning 0.23% $ 131.06
Park Maintenance Asst City Wide Admin 9.76% $ 5,561.54
Water Enterprise 27.99% $ 15,949.54
Wastewater Enterprise 28.80% $ 16,411.11
Fleet Maintenance Services 6.45% $ 3,675.40
Facilities Maintenance Services 5.87% $ 3,344.90
$ 56,983.00
Future fiscal year annual recurring subscription and support fees will be allocated similar to FY 2024/25, utilizing the Public Works and Park Maintenance staffing allocations of the MC users.

Page 685 of 715 ends

CITY COUNCIL AGENDA ITEM NO. H.2
02/25/2025

BACKGROUND
The Public Works Department and Parks Maintenance Division have been utilizing Accruent’s MC software since 2009. MC is a CMMS software system that is used to assist with work orders, preventative maintenance, and asset management. The last major upgrade to this software was completed in November 2020. At the time of initial implementation, MC was offered as an on-premise solution. Today, MC is also offered as a cloud-based Software as a Service (SaaS) solution. SaaS solutions offer a level of service and security that better aligns with the City’s long-term cybersecurity, disaster recovery, and business continuity goals such as the implementation of single sign-on.

As with any on-premise system, a number of technical considerations must be continually assessed, including the system’s ability to adapt to increasingly complex cybersecurity threats. In early 2024, City staff identified a potential cybersecurity vulnerability within certain features of the system. In order to mitigate the cybersecurity concerns, affected features within the system had to be disabled, impacting both internal and public-facing components.

City staff discussed long-term remediation options with MC support staff and determined that migration of the system to the vendor’s SaaS offering, MC Cloud, was the most appropriate solution as it not only remediated the immediate cybersecurity concerns but also provides potential for increased efficiency, stability, and availability.

The 2024/25 MC annual support cost was $41,577.30. The increase of the annual costs reflects in part the shift of the City’s On-Premise responsibilities to the MC SaaS.

CITY COUNCIL STRATEGIC INITIATIVE
Focus Area 6: Fiscal Sustainability and Operational Management – IT Master Plan Implementation (Enhanced Cybersecurity Plan).

PREVIOUS ACTION
Previous Action by the City Council is included on Attachment 1.

DATE OF NOTICE
Not Applicable.

Page 686 of 715 ends

CITY COUNCIL AGENDA ITEM NO. H.2
02/25/2025

ENVIRONMENTAL DETERMINATION
Not Applicable.

ALTERNATIVE OPTION(S)
Alternative Options to the Staff Recommendation:

1. Do not approve staff’s recommendation.

2. Continue item with direction for staff to return with additional information.

ATTACHMENT(S)

1. Previous Action

2. Resolution

3. Quote

Page 687 of 715 ends

PREVIOUS ACTION
Previous actions related to this agenda item that were taken by the Council are listed below. To view prior actions and materials, and Brentwood Municipal Code references in the staff report, as applicable:
 Visit www.brentwoodca.gov/meetings, and select the meeting date(s) desired to see the reference materials and videos.
 Visit www.brentwoodca.gov/municipalcode to research references to the Brentwood Municipal Code and search by the code section(s) cited.

On October 13, 2009, by Resolution No. 2009-200, the City Council approved and authorized the City Manager or designee to execute an agreement with Maintenance Connection, Inc. and necessary documents to provide maintenance management solution software for a total agreement amount not to exceed $250,134.

Page 688 of 715 ends

RESOLUTION NO. 2025-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

BRENTWOOD APPROVING THE MIGRATION OF MAINTENANCE

CONNECTION (MC), A COMPUTERIZED MAINTENANCE
MANAGEMENT SYSTEM (CMMS), FROM THE CITY’S SERVERS TO
MC CLOUD; AUTHORIZING THE CITY MANAGER OR DESIGNEE

TO EXECUTE AN AGREEMENT AND ANY NECESSARY DOCUMENTS
IN AN AMOUNT NOT TO EXCEED $344,188.64 OVER A FIVEYEAR TERM FOR THE MC CLOUD MIGRATION, ANNUAL

SUBSCRIPTIONS AND TECHNICAL SUPPORT WITH ACCRUENT
WHEREAS, on October 13, 2009, by Resolution No. 2009-200, the City Council approved and authorized the City Manager or designee to execute an agreement with Maintenance Connection, Inc. and necessary documents to provide maintenance management solution software for a total agreement amount not to exceed $250,134; and
WHEREAS, the Public Works Department and Parks Maintenance Division have been utilizing Accruent’s MC software since 2009 as a CMMS on-premise solution; and
WHEREAS, today, MC is also offered as a cloud-based Software as a Service (SaaS) solution which offers a level of service and security that would better align with the City’s long-term cybersecurity, disaster recovery, and business continuity goals; and
WHEREAS, as with any on-premise system, a number of technical considerations must be continually assessed, including the system’s ability to adapt to increasingly complex cybersecurity threats; and
WHEREAS, in early 2024, City staff identified a potential cybersecurity vulnerability within certain features of the system; and in order to mitigate the cybersecurity concerns, affected features within the system had to be disabled, impacting both internal and public-facing components; and WHEREAS, City staff discussed long-term remediation options with MC support staff and determined that migration of the system to the vendor’s SaaS offering, MC Cloud, was the most appropriate solution; and WHEREAS, the Purchasing Policy, No. 10-7 requires that purchases or services over $50,000 be approved by City Council; and
WHEREAS, the cost of the MC Cloud migration and a five-year term contract is a total not to exceed amount of $344,188.64 with the year one estimated prorated cost, including a one-time $18,900 migration cost, of $56,983; and

Page 689 of 715 ends

Page 2 of 2 ends

WHEREAS, the cost will be funded through the Public Works and Park & Recreation Departments’ operating budgets utilizing a staff allocation split of users; and
WHEREAS, agreement costs are included in the City Council approved 2024/25 – 2025/26 Operating Budget and future costs will be incorporated into future budgets in the Operating Budget process.

NOW, THEREFORE BE IT RESOLVED that the City Council of the City of Brentwood does hereby approve the migration of Maintenance Connection, a Computerized Maintenance Management System, from the City’s servers to MC Cloud; authorize the City Manager or designee to execute an agreement and any necessary documents in an amount not to exceed $344,188.64 over a five-year term for the MC Cloud migration, annual subscriptions and technical support with Accruent.

PASSED, APPROVED AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on the 25th day of February 2025 by the following vote:

Page 690 of 715 ends

11500 Alterra Pkwy Tel: (512) 861-0726
Suite 110 Web: www.accruent.com
Austin, TX 78758
Client Information
Client Name: The City of Brentwood Client Contact
Name:

Michael Baria
Bill To: Accounts Payable
150 City Park Way Brentwood, CA
94513-1164 United States
Client Contact
Email:
[email protected]
Ship To: Accounts Payable
2201 Elkins Way Brentwood, CA
94513-7344 United States
Client Contact
Phone:

Billing Email: [email protected] Account
Number:

A-00130052
Quote Information

Quote #: Q-277612-8 Quote Expiration: 3/21/2025
Invoice Frequency: Annual PO Number:

Project Name: The City of Brentwood : Maintenance Connection Cloud Migration Product Information and Fees
Product Quantity Period
4/1/2025 -
3/31/2026
Period
4/1/2026 -
3/31/2027
Period
4/1/2027 -
3/31/2028
Period
4/1/2028 -
3/31/2029
Period
4/1/2029 -
3/31/2030
Total Fees
MC Additional Document
Storage Cloud Subscription
1 Subscription(s) 1,425.60 1,468.37 1,512.42 1,557.79 1,604.53 USD 7,568.71 Allows for upload of unlimited files to a online hosted instance of Maintenance Connection. File size is limited to 1MB per file. Photos must use a .jpeg file extension.

Common MS Office file extensions (.doc, .xls, .ppt) and .pdf provide best results MC Single Sign On (SSO)
Cloud Subscription
1 Subscription(s) 3,744.00 3,856.32 3,972.01 4,091.17 4,213.90 USD 19,877.40 MC single sign-on (SSO) requires each user to provide company domain credential to log into Maintenance Connection application. Maintenance Connection application will authenticate Document Q-277612-8

Page 1 of 3 ends

Page 691 of 715 ends

Product Quantity Period
4/1/2025 -
3/31/2026
Period
4/1/2026 -
3/31/2027
Period
4/1/2027 -
3/31/2028
Period
4/1/2028 -
3/31/2029
Period
4/1/2029 -
3/31/2030
Total Fees
against company domain Identify Provider (IdP) during the login process. If a user does not exist in the domain IdP, he or she will not be able to log into Maintenance Connection application.

MC Professional Cloud
Concurrent User Subscription
- converted from On Prem
30 User(s) 48,600.00 50,058.00 51,559.74 53,106.53 54,699.73 USD 258,024.00 MC Professional Cloud Concurrent User Subscription - converted from On Prem license.

MC Express Cloud Concurrent
User Subscription -
converted from On Prem
10 User(s) 5,400.00 5,562.00 5,728.86 5,900.73 6,077.75 USD 28,669.34 MC Express Cloud Concurrent User Subscription - converted from On Prem license.

MC Cloud API Subscriptionconverted from On Prem1 User(s) 2,100.00 2,163.00 2,227.89 2,294.73 2,363.57 USD 11,149.19 Maintenance Connection Cloud API subscription - converted from On Premise license.

Total USD
61,269.60
USD
63,107.69
USD
65,000.92
USD
66,950.95
USD
68,959.48
USD 325,288.64
Services Fees
Fixed Fee Services
Service Description Net Total Price
MC Technical Services - SSO Setup and Configuration USD 4,200.00 Services to provide the setup, configuration and implementation of Single Sign-on (SSO) for a single domain. Communication and having an IT contact and resource(s) on the customer side is critical for a successful setup.

FF-MC Technical Services - Cloud Migration USD 4,200.00 MC Technical Services - Cloud Migration of one environment and no API installation FF-MC - Technical Services - Integration Installation Support USD 10,500.00 Accruent to provide technical support to the Customer to assist with the implementation of one API integration. Total services shall not exceed forty (40) hours.

TOTAL: USD 18,900.00
Additional Terms
1 Accruent shall grant a license to access the SaaS Services for the non-cancelable period listed above ("Committed SaaS Term"). The maximum annual increase to fees during the Committed SaaS Term shall not exceed 5.00 percent. Thereafter, the SaaS Services shall automatically renew at the then current fees.

Document Q-277612-8

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2 If the invoice period reflects a term of less than 12 months, the recurring fees are prorated and will renew as permitted under the Agreement at the annualized rate.
3 Unless Client has a separate negotiated master services agreement or other binding agreement in place with Accruent, by signing below, Client agrees that this Order Document is subject to the end user license agreement set forth at: https://www.accruent.com/end_user_license_agreement. 4 Client shall continue to pay for its Maintenance and Support and/or Licensing Fees for its On-Premise License per until the Start Date of this Order Document. Upon the Start Date, all Term On-Premise Licenses and the Maintenance and Support for all On-Premise Licenses shall be terminated. 5 The Order Document has an effective date of _________________________("Start Date"). 6 Unless otherwise specified herein, Professional Services are governed by the terms set forth at:
http://www.accruent.com/professional_services_terms.
7 If Client has ordered educational services, the Accruent Academy Terms shall apply, available at:
http://www.accruent.com/academy_terms.

Acknowledged and Agreed by the Duly Authorized Representatives of the Parties Client: The City of Brentwood Accruent, LLC
Signature: Signature:

Print Name: Print Name:

Title: Title:

Date: Date:

Accruent requires a PO, send PO to your Accruent
representative or [email protected]. To avoid
invoicing issues or a potential disruption in your services, please include the Quote # above in your PO.

If you are tax exempt, provide exemption certification to your Accruent representative or [email protected].

Document Q-277612-8

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Exhibit 1
Scope of Services

SCOPE OF SERVICES
In Scope
Cloud Production database
Cloud Stage (Test) database
Cloud – SSO Configuration
Cloud – MC API Configuration and Integration Support

ASSUMPTIONS
General:

1. All Accruent project tasks will be performed remotely

2. Project staffing and commitment must be established and agreed to during the kickoff week

3. Accruent and Customer Project Managers will collaborate and agree to specified dates and times for services to be delivered during standard business hours Monday –Thursday to maximize the availability of Professional Services and non-emergency team members.
a. Exceptions may be made on a case-by-case basis as agreed upon by both Parties, additional fees may be incurred if activities are performed outside of standard business hours.

4. The customer has reviewed Maintenance Connection System Requirements and will respond to the project prerequisite questionnaire provided by Accruent Technical Services, the key questions below:
• Are there any customizations that Accruent should be aware of? • Are there any integrations or LoginHub enabled?
• Is MC Mobile Express or MC Kinetic mobile client in use? • What version of SQL server is in use?
• What is the MC On-Premise version?

5. The customer has reviewed the existing Maintenance Connection onsite installation setup per the shared Accruent preparation for the cloud migration document. Required responses to Accruent questions must be shared with the Services implementation team before the scheduled pre-migration meeting.

6. The customer has at least one technical resource assigned to this project that is familiar with SQL, IIS, and integrations in conjunction with the scope of implementation.

7. Shifts to timeline outside of any issues concerning product functionality, may result in a Resource Extension Fee of up to $2,320 per week of extension, in addition to any fees associated with added scope or effort.

8. Upon project kickoff, Accruent will share prerequisites with the customer for activities that must be completed by the customer by an agreed-upon date. If customer prerequisites are incomplete by the agreed-upon date, migration activities may need to shift and additional fees incurred.

9. Upon Accruent completion of Staging/Test migration activities, the Customer will have 10 business days to report any issues related to the project to the Professional Services team. The Accruent implementation team will work with the Customer to remediate any issues reported during this time.

10. Upon Accruent completion of production migration activities, the customer will have 10 business days to report any issues related to the project to the Professional Services team. The Accruent implementation team will work with the Customer to remediate any issues reported during this time. In the absence of feedback from the customer, both parties agree that migration results are acceptable, the project will be closed and the customer will be transitioned to Support for future questions.

11. All remediation activities will be limited to the scope of deliverables as outlined within this contract.

12. This SOW assumes Accruent execution of a standard Cloud Migration, which can be completed within the 5-7 hour time frame as defined within the Project Management section and as supplemented by the 1-hour premigration meeting. If additional complexity is uncovered, either during the preparation or execution of the Cloud Migration, that requires Accruent effort beyond the defined duration to consider the Cloud Migration complete, additional fees will be incurred.

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Project Estimated Duration:

1. Customer preparation, engagement, and participation are vital contributors to implementation success and timeline. Accruent and customer resources will be provided and engaged for the defined duration of the project.

2. The estimated duration for this project is 10-12 weeks, with 8 consecutive weeks of engagement from the scheduled date of the premigration meeting.

3. Project estimated duration considers consecutive weeks. If additional complexity or factors are identified that require an extension beyond the duration defined within this SOW, additional Customer or Accruent resources and/or effort may be requested, which would be addressed separately under the Change Control procedures described in this SOW
Project Management:

1. The customer’s project manager will work closely with the Maintenance Connection implementation team to maintain forward progress and ensure alignment on the project plan, scheduled activities, and customer responsibilities.

2. Should implementation milestones, deliverables, or scheduled meetings shift because of customer team readiness, engagement, or participation, an adjustment to the implementation timeline will be required and additional fees will be incurred.

3. Two customer-facing meetings are included within this Scope of Work. Both parties will make all efforts to minimize ad-hoc meetings and address all issues and questions during the scheduled meetings. a. All project kick-off and scheduling activities will be handled between the customer and Accruent via email communication
b. Ad-hoc meeting requests will be evaluated on a case-by-case basis but may require a change control and additional Fees

4. Customer-facing meetings included in this SOW:
a. One pre-migration meeting with the customer for a duration of 1 hour to prepare for the migration b. One migration meeting with the customer for a duration of 5 hours to perform the migration c. If LoginHub or Integrations are included, the migration meeting will increase by 1 hour per each additional feature, for a maximum length of 7 hours.

5. Project management effort has been calculated based on the estimated duration and defined scope of the project; any required changes to Project scope, deliverables, or duration may result in additional fees Technical Environment:

1. Accruent will advise and assist the customer in converting the data from its current format, MC Onsite, into the proposed format, Maintenance Connection Cloud environment.

2. Number of source databases: 1
Integrations:

1. Two (2) integrations: Integration with a GIS system, and mileage integration with Fuel Master

2. Accruent will be providing Maintenance Connection expert services for providing guidance and support for the Customer team in Scope and Requirements, Development, Test in Stage, and Release to Production.

3. Customer is responsible for the design, implementation, and validation of the integration via Maintenance Connection Web API.

4. Customer is familiar with restful Web API and has appointed a team, that is capable of implementing the integration via MC Web API.

Production Cutover (service break planning):

1. Customer is responsible for planning downtime processes and how daily work will be accomplished by customer users during final data migration

2. Customer is responsible for data entry of any changes to records or creation of new records that occur during scheduled final migration downtime
Accruent Technical Services:

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1. Communication of Maintenance Connection Cloud migration process

2. FTP access for the customer for data transfer

3. Setup of Single Sign On (SSO), if applicable and within SOW scope a. Communicate to the customer the necessary documentation needed for SSO configuration

4. Setup of Cloud MC API and support with an API integration.

5. Migration of data from onsite MC

6. Migration of users to Cloud MC

7. Troubleshoot issues with the customer and resolve

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EXCLUSIONS
Data, data migrations:

1. Data provided by the customer in a different format than the expected data format as instructed by Accruent Technical Services; if data is provided in a different format than instructed, the data must be reviewed by Accruent and, if needed, a Change Control document will be required for additional services determined to be necessary for a successful data migration
a. If Accruent data transformation or mapping is required due to quality or formatting issues within customer-delivered data, additional fees will be incurred.

2. Any corrections to the Data Migration that are requested after ten (10) business days from the date which Accruent delivers the Final migration; corrections after this date may result in additional fees Maintenance Connection Cloud services:

1. The migration of the existing product customizations of the on-premises Maintenance Connection is out of scope.

2. New modules are not configured or tested as part of the migration package

3. If additional modules are licensed or included in the Cloud package, they will be provisioned, but not configured or tested unless specifically outlined as additional scope.

4. All product SW quality issues are to be addressed to the Accruent product support team

CLOUD MIGRATION PLAN
Project duration: The estimated duration for this project is 10-12 weeks*, with 8 consecutive weeks of engagement from the scheduled date of the premigration meeting.
*) The integrations with other business applications may have an impact on the project duration. The project duration and timeline estimations are to be clarified at the project kick-off phase.

The project team is assigned when

1. The customer has indicated readiness – mobilizing resources and confirming the Pre-Migration steps outlined below will be completed by the required date.

2. Accruent resources are available and mobilized.

The following outlines the tasks and deliverables applied to the Maintenance Connection (MC) Cloud Migration process.

The migration will be performed on specific MC modules and services running in Production.

MIGRATION PREPARATION
Tasks Roles/Responsibilities

1. Prepare for Migration Accruent:

1. Communicate the Maintenance Connection cloud migration process to the customer via kick-off email, including a list of pre-migration tasks

2. Secure Accruent resources to deliver all migration activities as per the agreement

3. Share the information about Single Sign On connection setup and request needed information from the customer, as applicable

4. Share the information needed for integration setup (via MC Cloud Web API), as applicable

5. Send FTP Credentials to the customer team

6. Propose a date and time for the pre-migration meeting with the customer, schedule the meeting upon customer confirmation
Customer:

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1. Respond to Accruent questions related to the migration project, Maintenance Connection setup, and technical environment

2. Describe the current onsite Maintenance Connection environment, including modules in use in production and description of intended use.

3. Secure customer resources to deliver all migration activities as per the agreement, appoint a primary point of contact

4. Review system prerequisites for end user components; meet with stakeholders to align on project schedule and responsibilities

5. Clarify the customer’s change control process and communicate to Accruent.

6. Design acceptance test cases as needed to verify Maintenance Connection cloud migration

PRE-MIGRATION MEETING & MIGRATION IN STAGE (TEST)

1. Pre-migration
meeting

2. Test migration
executed in Staging
(Test
Accruent:

1. Lead a pre-migration online meeting with the customer including a readiness assessment to prepare for the migration date

2. Provide the migration process and list of migration day steps to the customer

3. Review of Maintenance Connection onsite environment
• Pre-migration scripts run

4. Maintenance Connection Technical Services completes the Staging test migration of each module identified by the customer as in production in the current environment and licensed for use.

5. Configuration of Single Sign On, as applicable and if within the scope of the SOW.

6. Set up of MC Cloud Web API and support the customer with the API integration.

7. Verify the basic functionalities of the Maintenance Connection Stage after the migration process is completed

8. Notify the customer of successful Stage migration completion and the ability to begin testing

9. Troubleshoot Stage migration issues with the customer, actively resolve and keep the customer informed of progress for open items

10. Confirm customer and Accruent readiness and schedule the production migration meeting (date and time) with the customer
Customer:

1. Customer representative, who has access to the servers for onsite Maintenance Connection participates in a pre-migration online meeting with the Accruent Technical Services Consultant

2. Customer provides current backups of their databases for migration via FTP

3. Complete all migration prerequisites as requested by Accruent by defined dates

4. Verify the connectivity with Accruent Central Auth (between identity provider and service provider), as applicable

5. Verify end-to-end functionality with Web API integrations, as applicable.

6. Verify the Single Sign On (login, authentication, access management) functionality, as applicable

7. Access the Maintenance Connection cloud system once the migration is complete and perform User Acceptance Testing

PRODUCTION MIGRATION

1. Production
Migration Executed

2. Production
Integrations

3. Customer completes
UAT
Accruent:

1. Maintenance Connection Technical Services completes the Productionmigration of each module as confirmed within scope during the pre-migration meeting and as available in onsite production and licensed for use.

2. Verify the basic functionalities of Maintenance Connection Production after the migration process is completed

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4. Stabilization calls, if
applicable

3. Notify the customer of successful Production migration completion and the ability to begin testing

4. Troubleshoot Production migration issues with the customer, actively resolve and keep the customer informed of progress for open items Customer:

1. Access the Maintenance Connection cloud system once the migration is complete and perform User Acceptance Testing, including final validation for reported issues as resolved by Accruent during the Stabilization Period.

STABILIZATION AND CLOSING

1. 10-day stabilization
period after the final
production
migration
Accruent:

1. Allocate Technical Services Access to the Maintenance Connection cloud system once the migration is complete and perform User Acceptance Testing, including final validation for reported issues as resolved by Accruent during the Stabilization Period. resources to troubleshoot and resolve potential issues related to Production data migration as reported by the customer during the 10-day stabilization period

2. Close the project and handover to Accruent Support
Customer:

1. Document and communicate possible data migration issues to the Accruent Implementation Team within a 10-business-day stabilization period.

PROJECT TEAM ROLES & RESPONSIBILITIES
Customer Implementation Team
Role Responsibilities
Project Manager
Will work hand in hand with Accruent Project Manager, assist in the creation of a project plan, coordinate project resources, provide timely status updates on customer deliverables, and assist in driving the project timeline.

Ensure that key project dependencies which may exist outside the control of Accruent are managed properly and on time
IT
Will provide database backups.

Will provide expertise on authentication methods and end-to-end integration verification as applicable.

Business Owners Will participate in UAT to ensure current workflows are intact following the migration.

Accruent Implementation Team
Role Responsibilities
Accruent Project Sponsor Is accountable for project success; determines project success criteria and monitors project performance. Role fulfilled by Professional Services Manager.

Accruent Project Manager Works hand in hand with Customer Project Manager to draft and maintain Project Plan; drives timeline and ensures scope completion; provides timely status updates on Accruent deliverables; keeps Customer up to date on project progress, risks, and issues.

Closes out the project and transitions to Customer Support.

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Maintenance Connection
Technical Services Consultant
Provides technical guidance; migrates to cloud sandbox and Production environments.

Works with customers on any API integrations if included in the scope, and including Single Sign On Authentication, if included in the scope.

Advises on application deployment.

CHANGE CONTROL GOVERNANCE

1. The recommended escalation path within Accruent during implementation includes:
a. Project Manager
b. Manager, Professional Services
c. Director, Professional Services

2. The recommended escalation path for the Customer during implementation includes:
a. Project Manager
b. Project Sponsor

CANCELLATIONS
Accruent and Customer Project Managers will collaborate and agree to specified dates and times for remote (offsite) sessions as part of the project plan. Disruption to the agreed-upon timeline significantly impacts the Accruent team’s ability to deliver the project on time and availability for other projects.

Remote Engagements: For remote sessions canceled with less than 24 hours’ notice, a cancellation fee equal to the total estimated Professional Services fees for the full length of the scheduled session will be due to Accruent.

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CITY COUNCIL AGENDA ITEM NO. H.3
02/25/2025
SUBJECT: Memorandum of Understanding with Grace Arms of Antioch Midnight Basketball League
DEPARTMENT: Parks and Recreation
STAFF: Darin Gale, Interim Director of Parks and Recreation Thien Nguyen, Recreation Manager
Amanda Chaney, Recreation Supervisor

TITLE/RECOMMENDATION
Adopt a resolution 1) approving a Memorandum of Understanding (“MOU”) between the City of Brentwood (“City”) and Grace Arms of Antioch (“Grace Arms”) regarding a payment of $25,000 towards the operation of their Midnight Basketball League which includes a one-time inclusion in the City of Brentwood Activities Guide in 2025; 2) amending the FY 2024/25 General Fund Operating Budget in the amount of $25,000; and 3) authorizing the City Manager or designee to execute the MOU and make minor non-substantive revisions to it, in consultation with the City Attorney.

FISCAL IMPACT
If approved, funding for this MOU would come from the General Fund. Based on the timing provided in the agreement, the FY 2024/25 General Fund Operating Budget would require an amendment of $25,000 for a total one-time payment of $25,000.

If the budget amendment is approved, the updated estimated General Fund total two-year draw on the Budget Stabilization Fund (BSF) would be $1,409,000. General Fund operating revenues are sufficient in the two-year period to cover operating and one-time expenses with no deficit spending from ongoing operations. However, including these proposed amendments, $1,409,000 would need to be transferred into the General Fund from the BSF to increase the General Fund Reserve of 30% of operating expenses per Budget and Fiscal Policies, No. 10-5.

The BSF balance was established and planned to be drawn down over time to offset rising pension and retiree medical costs in the intermediate-term.

BACKGROUND
City Council brought forth a discussion for the Grace Arms to receive $25,000 in a one-time payment for the purpose of partially funding operating costs of their

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CITY COUNCIL AGENDA ITEM NO. H.3
02/25/2025
Midnight Basketball League as a future agenda item at their November 12, 2024 and January 14, 2025 City Council Meetings.

The Grace Arms Midnight Basketball League was established in Antioch in 2020 as an initiative to curb inner-city crime by keeping urban youth off the streets and engaging them with alternatives to drugs and crime. This league caters to youth ages 11-28 and is a free program that includes mentorship classes and hands on basketball play.

Players attend weekly educational workshops before their on the court basketball sessions, where they gain practical skills and insights to support their personal growth and future opportunities. Topics covered include financial aid for college, career planning, military and law enforcement career paths, and bullying prevention. A catered dinner is also provided to participants each Friday night during the program.

The program operates in 8-week sessions, with 3-4 sessions held each year. To run the program, an average of 15-25 staff members are needed each week, including videographers, coaches, security personnel, clock and scorekeepers, and mentors.

Over three years from 2021 to 2024, a combined total of 246 youth players and 188 adult players participated in the program. Of these, 29 youth (11%) and 20 adults (10%) were from the City of Brentwood (please see attachment 2).

The program is hosted in the City of Antioch at the Antioch Community Center on Friday nights. Currently Grace Arms has a fee waiver with the City of Antioch and receives the gym and classroom space at no cost, and will continue to operate the program from the Antioch Community Center. Additionally, the City of Antioch provided past payments to Grace Arms in the amount of $50,000 (2023) and $30,000 (2024) for the operation of the program and no additional program funding being allocated for the program in 2025 outside of the fee waiver.

When this item was brought forth from the City Council, the City of Brentwood Parks and Recreation reviewed its current facilities and joint use agreements with City school districts, and there is currently no availability for a Midnight Basketball league on Fridays in the City. Programming at school facilities with the City’s joint use agreement currently consists of programs including Junior Warriors Youth Basketball, adult drop-in basketball, and several of our contract classes.

The City publishes an Activities Guide (“Guide”) quarterly during the calendar year.

Programs and events included in the Guide are city-run and/or City contracted programs. The Activities Guide typically does not promote non-City programming or events. Staff recommends if Council directs Staff to include Midnight Basketball in the Guide, that the advertising be for a one-time occasion (following execution of an

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CITY COUNCIL AGENDA ITEM NO. H.3
02/25/2025
agreement, and submission of fee waiver/reduction application) for inclusion during the terms of the MOU, due to the precedent it could set for other organizations wanting space, or to advertise in the Guide.

With approval from City Council, staff will finalize the attached draft MOU with Grace Arms for the payment and details surrounding the use of funds and advertisement in the Guide including a required report to submit at the end of the program. Upon execution of the MOU, and Grace Arms providing the proper documentation of insurance, non-profit status, a completed fee waiver/reduction application and invoice, staff will provide a one-time payment of $25,000.

CITY COUNCIL STRATEGIC INITIATIVE
Focus Area 5.4- Expand and enhance recreation opportunities by increasing programming for seniors, youth, and teens; Adaptive Recreation.

PREVIOUS ACTION
Previous Action by the City Council is included on Attachment 1.

DATE OF NOTICE
Not Applicable.

ENVIRONMENTAL DETERMINATION
Not Applicable.

ALTERNATIVE OPTION(S)
Alternative Options to the Staff Recommendation:

1. Do not approve the payment of $25,000 to Grace Arms of Antioch

2. Modify the amount of the payment of staff’s recommendation and/or conditions of the draft MOU with Grace Arms

3. Continue item with direction for staff to return with additional information.

ATTACHMENT(S)

1. Previous Action

2. Midnight Basketball Numbers 2021-2024

3. Draft MOU

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Brentwood City CouncilFebruary 25, 2025

Brentwood City Council
February 25, 2025