Cities Index.
Agenda packet

Brentwood City Council
August 11, 2026

Document
Agenda packet
Meeting
August 11, 2026
Body
Brentwood City Council
Pages
584
Original file
74.5 MB
Text extracted from the city's file for reading and search. Open the original on pub-brentwood.escribemeetings.com. That file is the official record.



 




 

 
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Sourcewell Contract # 110223-MCN | Amendment #1

Page 1 of 2 ends

AMENDMENT #1
TO
CONTRACT # 110223-MCN
THIS AMENDMENT is effective upon the date of the last signature below and is by and between Sourcewell and McNeilus Financial dba McNeilus Truck & Mfg. (Supplier).

Sourcewell awarded a contract to the Supplier to provide Refuse Collection Vehicles with Related Equipment, Accessories, and Services to Sourcewell and its Participating Entities, effective December 23, 2023, through December 28, 2027 (Contract).

Supplier has changed its sales model to include dealers.

NOW, THEREFORE, the parties wish to amend the Contract as follows:

1. The Response to Line item 29 under “Table 5: Pricing and Delivery” in the Proposal is deleted in its entirety and replaced with the following:
“The McNeilus discount offered to Sourcewell members has changed from an eight (8) percent to a three (3) percent discount off of MSRP for all whole goods and options with the exception of extended warranties. Chassis pricing will be priced upon request, as well as requests for rentals, pending availability. McNeilus is establishing a dealer network to build strategic relationships allowing us to harness the strength, experience and large footprint of we/I-established dealerships and enhance the overall customer experience. Our dealers will enhance sales, parts and service support, and bring more access to stock units on the ground along with connection to direct sales and support contacts.”

2. The Response to line item 35 under “Table 5: Pricing and Delivery” in the Proposal is deleted in its entirety and replaced with the following:
“McNeilus uses a combined factory direct and dealer sales and distribution model.”

3. The Response to line item 50 under “Table 11: Ability to Sell and Deliver Service” in the Proposal is deleted in its entirety and replaced with the following:
“McNeilus offers a combined factory direct and dealer sales force. With this sales force, Sourcewell members are getting experts helping them with the solutions they need. This also ensures a team of people intimately familiar with the Sourcewell pricing structure, contract and knowledge of how to provide options to customers via the Sourcewell contract.”

4. The Response to line item 52 under “Table 11: Ability to Sell and Deliver Service” in the Proposal is deleted in its entirety and replaced with the following:






 



Page 501 of 584 ends

Sourcewell Contract # 110223-MCN | Amendment #1

Page 2 of 2 ends

“With the expanding McNeilus dealer network, we are ready to meet the needs of customers wherever they may be. We are continuously working with our dealers to look at areas that need more McNeilus service and mobile technicians and are evaluating where we can continue to grow the footprint to better service our customers through traditional and nontraditional McNeilus methods. McNeilus also employes a team of remote (over the phone) factory direct, dedicated, troubleshooting technicians to aid dealers in diagnosing and troubleshooting issues through dialing one of our McNeilus help lines.”

5. The Response to line item 53 under “Table 11: Ability to Sell and Deliver Service” in the Proposal is deleted in its entirety and replaced with the following:
“Sourcewell members will contact a McNeilus dealer seeking information or a quotation on a refuse collection vehicle. After discussing the customer needs, and potentially an in-person review of existing equipment, a specification is set forth and the McNeilus dealer will use our web-based configurator to build the specification and generate a price to the Sourcewell member. All Sourcewell quotes will be reviewed by sales leadership for accuracy and to ensure all portions of the Sourcewell contract are adhered to, including price and clearly stating the Sourcewell contract number on the quote. The quote and specification are then shared with the Sourcewell member. If the Sourcewell member is providing their own chassis, or a chassis from their local dealer, a chassis specification will be shared with the dealer for a compatibility review to be done by McNeilus engineering and/or sales operations team members to ensure correct component placement, integration work is done and best possible body fitment. Upon acceptance, either the quote is signed and returned, or a customer issued PO is returned to the dealer, and the documentation is submitted into our quoting tool for placement of the order into our build schedule. Communication will be consistent through the build process to ensure updates are provided and Sourcewell members know when to expect their equipment so that they can plan accordingly.” Except as amended above, the Contract remains in full force and effect.

Sourcewell McNeilus Financial
dba McNeilus Truck & Mfg.

By: By:

Jeremy Schwartz, Chief Procurement Officer Jason Fritz
Date: Title:

Date:






 







 


 



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CITY COUNCIL AGENDA ITEM NO. F.2
08/11/2026
SUBJECT: Adopt a Resolution Approving an Adjustment to the City Manager’s Compensation from $304,515.00 to $313,650.40, effective July 16, 2026, Pursuant to the Compaction Provision in the City Manager’s Employment Agreement
DEPARTMENT: Human Resources Department
STAFF: Teresa Fairbanks, Interim Director of Human Resources/ Risk Manager

TITLE/RECOMMENDATION
Staff recommends that the City Council adopt a resolution

1. Approving an adjustment of the City Manager’s annual base salary from $304,515.00 to $313,650.40, effective July 16, 2026, pursuant to Sections

3.1 and 3.3 of the City Manager Employment Agreement.

2. Approving and adopting the amended Fiscal Year 2026/2027 Pay Schedule, which is attached hereto as Exhibit A and incorporated herein by this reference, to reflect the City Manager’s adjusted salary and the previously approved temporary Acting City Manager pay rate.

3. Authorizing the Human Resources Director, in consultation with the City Attorney, to make non-substantive, ministerial revisions to the 2026/2027 Pay Schedule provided that such revisions do not alter any salary range, pay rate, benefit, classification, or other substantive compensation term approved by the City Council.

4. Amending the Fiscal Year 2026/27 General Fund Operating Budget by $11,400 and amend the Fiscal Year 2027/28 General Fund Operating Budget by $11,400 to fund the salary and related benefit costs associated with the City Manager’s salary adjustment.

FISCAL IMPACT
If approved, the salary and related benefits cost to maintain the City Manager’s minimum salary differential of 5% above the base salary of the highest-paid employee who reports to the City Manager, currently the Police Chief, is $11,400 per

Page 503 of 584 ends

CITY COUNCIL AGENDA ITEM NO. F.2
08/11/2026
year for both Fiscal Year (FY) 2026/27 and FY 2027/28. The increase in cost would require amendments to both the FY 2026/27 and FY 2027/28 General Fund Operating Budget in the amount of $11,400. If approved, this action would also update the 2026/27 Pay Schedule for the increase in City Manager base salary from $304,515.00 to $313,650.40.

When the 2026/27 – 2027/28 Operating Budget was adopted on June 23, 2026, staff estimated the two-year General Fund surplus to be $35,000 after expected savings, an operational break-even result over the two upcoming fiscal years.

There is no fiscal impact associated with the action to approve the update to the 2026/27 Pay Schedule for the temporary compensation increase for the Acting City Manager. The Pay Schedule is being updated to include the temporary increase approved by the City Council on June 23, 2026, and is not being newly approved by this action.

BACKGROUND
On October 28, 2025, the City Council appointed G. Harold Duffey as City Manager.

Section 3.1 of the City Manager’s employment agreement establishes a minimum five-percent (5%) base salary differential above the annual base salary of the highest-paid employee who reports to the City Manager. The Police Chief is currently the highest-paid employee reporting to the City Manager.

On July 16, 2026, Walter O’Grodnick was appointed Police Chief with an annual base salary of $298,714.68. With the City Manager’s annual base salary at $304,515.00, the resulting differential between the City Manager and Police Chief is two-percent (2%), which is below the required five-percent (5%) minimum.

To maintain the required differential, the City Manager’s annual base salary would need to be adjusted to $313,650.40 effective July 16, 2026.

Section 3.1 of the City Manager’s employment agreement further provides that any upward salary adjustments made under this compaction provision must be approved by the City Council at a public meeting. In addition, pursuant to Section 3.3, an affirmative vote of three (3) members of the City Council is required to authorize any increase in salary or any compensation enhancement for the City Manager.

Government Code section 36506 requires the City Council to fix the compensation of appointive officers and employees by resolution or ordinance. The proposed resolution would satisfy this requirement by expressly approving the City Manager’s revised annual base salary.

The proposed resolution would also amend the City’s Pay Schedule to incorporate the adjustment. The amended Pay Schedule would reflect the monthly salary amount of $26,137.53, effective July 16, 2026.

Page 504 of 584 ends

CITY COUNCIL AGENDA ITEM NO. F.2
08/11/2026

ACTING CITY MANAGER
On June 16, 2026, the City Council appointed Assistant City Manager Terrance Davis to serve as Acting City Manager.

On June 23, 2026, the City Council approved Resolution No. 2026-67 memorializing Mr. Davis’ appointment as Acting City Manager and approving a temporary compensation increase for Mr. Davis equal to eight percent (8%) of his existing salary, effective June 16, 2026 during his service as the City’s Acting City Manager.

Staff was directed to prepare and return an amended Pay Schedule for formal adoption.

Mr. Davis’ base monthly salary prior to the increase was $21,907.91. The temporary monthly salary with the approved eight percent (8%) increase, effective June 16, 2026, is $23,660.54.

PAY SCHEDULE
The City Council last amended the Pay Schedule on June 23, 2026, at which time the Pay Schedule reflected the upcoming FY 2026/27 salaries previously authorized by the City Council.

The amended Pay Schedule presented for approval incorporates two compensation actions:
1) The City Manager’s adjusted salary, if authorized by the City Council pursuant to the compaction provision; and
2) The temporary eight-percent (8%) salary increase for Acting City Manager Terrance Davis.

CCR Title 2, Section 570.5 requires CalPERS employers to maintain a Council-approved Pay Schedule that is publicly available for at least five years.

Approval of the amended Pay Schedule (Exhibit A) will maintain continued compliance with these regulations.

CITY COUNCIL STRATEGIC INITIATIVE
Not applicable.

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

DATE OF NOTICE
Not applicable.

Page 505 of 584 ends

CITY COUNCIL AGENDA ITEM NO. F.2
08/11/2026

ENVIRONMENTAL DETERMINATION
Not applicable.

ALTERNATIVE OPTION(S)
Staff does not recommend any alternative options to approval of the City Manager’s compensation adjustment. If City Council does not authorize the City Manager compensation adjustment, the City Manager’s salary would remain below the minimum differential required by the employment agreement.

If the City Council does not approve the adjustment, it could still adopt the amended Pay Schedule to incorporate only the temporary eight-percent (8%) adjustment to ensure the City maintains compliance with CCR Title 2, Section 570.5.

ATTACHMENT(S)

1. Previous Action

2. Resolution

3. Exhibit A – Pay Schedule

Page 506 of 584 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 November 12, 2024, the City Council approved Resolution 2024-122, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5 and authorize the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by Council in the Brentwood Police Officers’ Association Memorandum of Understanding (MOU).

On December 10, 2024, the City Council approved Resolution 2024-133, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5 and authorize the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by Council in the Brentwood Police Lieutenants’ Group MOU.

On February 11, 2025, the City Council approved Resolution 2025-15 and 2025-16, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5 and authorize the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by Council in the Brentwood Managers and Confidential Employees Association MOU and the Compensation Summary for City of Brentwood Unrepresented Executive and Senior Management Employees, respectively.

On March 25, 2025, the City Council approved Resolution 2025-34, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorizes the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by the City Council in the Brentwood Supervisors and Professional Employees Association MOU.

On April 22, 2025, the City Council approved Resolution 2025-40, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorizes the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by the City Council in the Brentwood Employees Association Public Works Division MOU.

On June 10, 2025, the City Council approved Resolution 2025-62, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorizes the Director of Human Resources/Risk Manager to make ministerial revisions to the Pay Schedule as approved by the City Council in the Brentwood Employees Association Miscellaneous Office Division MOU.

Page 507 of 584 ends
Page 2 of 2 ends

On July 1, 2025, the City Council approved Resolution 2025-72, approving the FY 2025/2026 Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorizes the City Manager or Designee, in consultation with the City Attorney, to make ministerial revisions it.

On October 28, 2025, the City Council approved Resolution 2025-112, approving the employment agreement between the City of Brentwood and G. Harold Duffey.

On June 23, 2026, the City Council approved Resolution 2026-65, approving the FY 2026/2027 Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorizes the City Manager or Designee, in consultation with the City Attorney, to make ministerial revisions it.

On June 23, 2026, the City Council approved Resolution 2026-67, memorializing the prior appointment of Terrance Davis as Acting City Manager and setting temporary compensation increase equal to eight percent (8%) of his existing salary during his service as Acting City Manager.

Page 508 of 584 ends

RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BRENTWOOD (1) APPROVING AN ADJUSTMENT TO THE CITY
MANAGER’S ANNUAL BASE SALARY PURSUANT TO SECTIONS

3.1 AND 3.3 OF THE CITY MANAGER EMPLOYMENT AGREEMENT;
(2) APPROVING AND ADOPTING THE CITY’S 2026/2027 PAY
SCHEDULE TO INCORPORATE THE CITY MANAGER’S SALARY

ADJUSTMENT, PURSUANT TO THE COMPACTION PROVISION OF
THE CITY MANAGER’S EMPLOYMENT AGREEMENT AND THE

PREVIOUSLY APPROVED TEMPORARY ACTING CITY MANAGER
PAY RATE; (3) AUTHORIZING THE HUMAN RESOURCES

DIRECTOR, IN CONSULTATION WITH THE CITY ATTORNEY, TO

MAKE NON-SUBSTANTIVE, MINISTERIAL REVISIONS TO THE
PAY SCHEDULE; AND (4) AMENDING THE FISCAL YEAR 2026/27
GENERAL FUND OPERATING BUDGET BY $11,400 AND
AMENDING THE FISCAL YEAR 2027/28 GENERAL FUND
OPERATING BUDGET BY $11,400
WHEREAS, on October 28, 2025, the City Council approved Resolution No. 2025-112, appointing G. Harold Duffey as City Manager; and WHEREAS, Section 3.1 of the City Manager’s employment agreement requires that the City Manager’s annual base salary maintain a minimum five-percent (5%) differential above the annual base salary of the highest-paid employee who reports to the City Manager; and
WHEREAS, on July 16, 2026, Walter O’Grodnick was appointed Police Chief with an annual base salary of $298,714.68, resulting in a differential of two percent (2%) between the Police Chief and the City Manager’s annual base salary of $304,515.00; and
WHEREAS, to maintain the required five-percent (5%) differential, the City Manager’s annual base salary must be adjusted to $313,650.40, effective July 16, 2026, subject to City Council authorization pursuant to Sections 3.1 and 3.3 of the City Manager’s employment agreement; and
WHEREAS, Section 3.1 requires that any upward salary adjustment under the compaction provision be approved by the City Council at a public meeting, and Section 3.3 requires an affirmative vote of three (3) members of the City Council to authorize any increase in salary or compensation enhancement for the City Manager; and
WHEREAS, Government Code section 36506 requires the City Council to fix the compensation of appointive officers and employees by resolution or ordinance; and
WHEREAS, on June 23, 2026, the City Council approved Resolution No. 2026- 65, approving the FY 2026/2027 Pay Schedule in accordance with California Code of

Page 509 of 584 ends
Page 2 of 2 ends

Regulations, Title 2, Section 570.5, and authorizing the City Manager or designee, in consultation with the City Attorney, to make non-substantive, ministerial revisions to the Pay Schedule; and
WHEREAS, on June 23, 2026, the City Council approved Resolution No. 2026- 67, memorializing the prior appointment of Terrance Davis as Acting City Manager and approving a temporary compensation increase equal to eight percent (8%) of his existing salary during his service as Acting City Manager, effective June 16, 2026; and
WHEREAS, California Code of Regulations, Title 2, Section 570.5, requires California Public Employees’ Retirement System (CalPERS) employers to approve, adopt, and make publicly available a pay schedule meeting the requirements of that section; and
WHEREAS, the City Council desires to amend the FY 2026/2027 Pay Schedule to incorporate the City Manager salary adjustment, and the temporary Acting City Manager pay rate previously approved by the City Council.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Brentwood does hereby:

1. Approve an adjustment of the City Manager’s annual base salary from $304,515.00 to $313,650.40, effective July 16, 2026, pursuant to Sections

3.1 and 3.3 of the City Manager Employment Agreement.

2. Approve and adopt the amended Fiscal Year 2026/2027 Pay Schedule, which is attached hereto as Exhibit A and incorporated herein by this reference, to reflect the City Manager’s adjusted salary and the previously approved temporary Acting City Manager pay rate.

3. Authorize the Human Resources Director, in consultation with the City Attorney, to make non-substantive, ministerial revisions to the 2026/2027 Pay Schedule provided that such revisions do not alter any salary range, pay rate, benefit, classification, or other substantive compensation term approved by the City Council.

4. Amend the Fiscal Year 2026/27 General Fund Operating Budget by $11,400 and amend the Fiscal Year 2027/28 General Fund Operating Budget by $11,400 to fund the salary and related benefit costs associated with the City Manager’s salary adjustment.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on the 11th day of August 2026 by the following vote:

Page 510 of 584 ends

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date Accountant I 2381 SUPV 8,213.62 8,624.31 9,055.52 9,508.30 9,983.72 7/1/2026 Accountant II 2382 SUPV 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Accounting Assistant I 3301 MISC 5,671.22 5,954.79 6,252.53 6,565.16 6,893.41 7/1/2026 Accounting Assistant II 3302 MISC 6,259.98 6,572.97 6,901.62 7,246.70 7,609.04 7/1/2026 Accounting Manager 2420 MGMT 12,810.46 13,450.99 14,123.52 14,829.70 15,571.19 7/1/2026 Accounting Supervisor 2390 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Accounting Technician 3320 MISC 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Accounting Technician^ 3320X MISC 8,136.53 8,543.36 8,970.52 9,419.05 9,890.00 7/1/2026 Administrative Assistant I 3001 MISC 5,532.91 5,809.55 6,100.03 6,405.03 6,725.29 7/1/2026 Administrative Assistant II 3002 MISC 6,107.29 6,412.66 6,733.30 7,069.95 7,423.46 7/1/2026 Administrative Assistant II^^ 3002X MISC 6,707.66 7,043.05 7,395.19 7,764.96 8,153.20 7/1/2026 Administrative Supervisor 3040 MISC 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Administrative Technician 3020 MISC 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Assistant City Attorney 1200 ADDR 15,998.50 16,798.42 17,638.36 18,520.27 19,446.29 7/1/2026 Assistant City Clerk 2020 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Assistant City Manager 1100 DIRS 19,492.63 20,467.25 21,490.62 22,565.15 23,693.41 7/1/2026 Assistant Director of Finance and Information Systems 1245 ADDR 15,998.50 16,798.42 17,638.36 18,520.27 19,446.29 7/1/2026 Assistant Director of Finance and Information Systems* 1245X ADDR 16,407.46 17,227.83 18,089.21 18,993.67 19,943.36 7/1/2026 Assistant Director of Public Works 1231 ADDR 15,998.50 16,798.42 17,638.36 18,520.27 19,446.29 7/1/2026 Assistant Engineer 2681 SUPV 10,514.15 11,039.85 11,591.84 12,171.43 12,780.00 7/1/2026 Assistant Planner 2121 SUPV 9,525.30 10,001.55 10,501.63 11,026.72 11,578.05 7/1/2026 Associate Civil Engineer 2683 SUPV 12,193.18 12,802.84 13,442.97 14,115.14 14,820.88 7/1/2026 Associate Engineer 2682 SUPV 11,605.64 12,185.92 12,795.23 13,434.98 14,106.74 7/1/2026 Associate Planner 2122 SUPV 10,514.15 11,039.85 11,591.84 12,171.43 12,780.00 7/1/2026 Building Inspector I 3141 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Building Inspector I**** 3141X MISC 8,602.60 9,032.74 9,484.37 9,958.61 10,456.53 7/1/2026 Building Inspector II 3142 MISC 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Building Inspector II**** 3142X MISC 9,484.37 9,958.61 10,456.53 10,979.35 11,528.32 7/1/2026 Chief Building Official 2200 MGMT 14,493.87 15,218.56 15,979.49 16,778.46 17,617.39 7/1/2026 Chief Building Official* 2200X MGMT 14,576.77 15,305.60 16,070.88 16,874.43 17,718.15 7/1/2026 City Attorney 1015 CONTRACT 25,416.66 4/29/2026
City Clerk 2040 MGMT 13,130.73 13,787.26 14,476.63 15,200.46 15,960.48 7/1/2026 City Council 500 CNCL 1,150.59 12/13/2022
City Manager^^^ 1000 CONTRACT 23,660.54 26,137.53 7/16/2026 City Treasurer/Director of Finance and Information Systems 1115 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Code Enforcement Officer I 3181 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Code Enforcement Officer II 3182 MISC 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Code Enforcement Supervisor 2210 SUPV 11,046.42 11,598.75 12,178.69 12,787.61 13,427.00 7/1/2026

MONTHLY SALARY
Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 1 of 7 Page 511 of 584

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date

MONTHLY SALARY
Community Development Technician I 3221 MISC 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Community Development Technician II 3222 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Community Service Officer I 6001 MISC 6,259.98 6,572.97 6,901.62 7,246.70 7,609.04 7/1/2026 Community Service Officer II 6002 MISC 6,909.85 7,255.33 7,618.10 7,999.00 8,398.95 7/1/2026 Construction Inspector I 3481 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Construction Inspector I**** 3481X MISC 8,602.60 9,032.74 9,484.37 9,958.61 10,456.53 7/1/2026 Construction Inspector II 3482 MISC 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Construction Inspector II**** 3482X MISC 9,484.37 9,958.61 10,456.53 10,979.35 11,528.32 7/1/2026 Cross-Connection Control Specialist 4060 PWKS 8,013.30 8,413.97 8,834.67 9,276.40 9,740.22 7/1/2026 Deputy City Attorney 2100 ADDR 13,130.73 13,787.26 14,476.63 15,200.46 15,960.48 7/1/2026 Development Services Manager 2170 MGMT 13,795.47 14,485.24 15,209.51 15,969.99 16,768.48 7/1/2026 Director of Community Development 1130 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Director of Engineering/City Engineer 1170 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Director of Human Resources/Risk Manager 1180 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Director of Parks and Recreation 1145 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Director of Public Works 1160 DIRS 18,553.37 19,481.04 20,455.10 21,477.85 22,551.75 7/1/2026 Economic Development Manager 2240 MGMT 13,795.47 14,485.24 15,209.51 15,969.99 16,768.48 7/1/2026 Electrician 4080 PWKS 9,292.97 9,757.61 10,245.50 10,757.77 11,295.66 7/1/2026 Engineering Manager 2720 MGMT 14,856.20 15,599.02 16,378.97 17,197.92 18,057.82 7/1/2026 Engineering Services Supervisor 2730 SUPV 9,763.42 10,251.59 10,764.18 11,302.39 11,867.51 7/1/2026 Engineering Services Supervisor** 2730X SUPV 9,964.55 10,462.76 10,985.92 11,535.21 12,111.96 7/1/2026 Engineering Technician 3520 MISC 8,629.44 9,060.91 9,513.97 9,989.66 10,489.14 7/1/2026 Engineering Technician**** 3520X MISC 8,664.07 9,097.28 9,552.14 10,029.76 10,531.24 7/1/2026 Environmental Compliance Inspector 3620 MISC 9,763.42 10,251.59 10,764.18 11,302.39 11,867.51 7/1/2026 Executive Assistant 3060 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Facilities Maintenance Supervisor 2610 SUPV 9,525.30 10,001.55 10,501.63 11,026.72 11,578.05 7/1/2026 Facilities Maintenance Worker I 4031 PWKS 6,107.29 6,412.66 6,733.30 7,069.95 7,423.46 7/1/2026 Facilities Maintenance Worker I*** 4031X PWKS 6,114.51 6,420.24 6,741.26 7,078.32 7,432.23 7/1/2026 Facilities Maintenance Worker II 4032 PWKS 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Fleet and Facilities Maintenance Manager 2770 MGMT 12,193.18 12,802.84 13,442.98 14,115.14 14,820.89 7/1/2026 Fleet Supervisor 2750 SUPV 9,763.42 10,251.59 10,764.18 11,302.39 11,867.51 7/1/2026 Fleet Supervisor** 2750X SUPV 9,884.81 10,379.05 10,898.00 11,442.90 12,015.05 7/1/2026 Geographic Information Systems Coordinator 2740 SUPV 10,514.15 11,039.85 11,591.84 12,171.43 12,780.00 7/1/2026 Geographic Information Systems Coordinator** 2740X SUPV 11,811.11 12,401.66 13,021.75 13,672.83 14,356.46 7/1/2026 Geographic Information Systems Technician 3510 MISC 8,629.44 9,060.91 9,513.97 9,989.66 10,489.14 7/1/2026 Housing Program Manager 2250 SUPV 11,895.79 12,490.57 13,115.10 13,770.85 14,459.41 7/1/2026 Housing Program Manager** 2250X SUPV 11,955.90 12,553.68 13,181.36 13,840.43 14,532.48 7/1/2026 Human Resources Analyst I 2071 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 2 of 7 Page 512 of 584

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date

MONTHLY SALARY
Human Resources Analyst II 2072 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Human Resources Analyst II** 2072X SUPV 10,380.42 10,899.45 11,444.41 12,016.63 12,617.47 7/1/2026 Human Resources Manager 2080 MGMT 13,130.73 13,787.26 14,476.63 15,200.46 15,960.48 7/1/2026 Human Resources Technician 3120 MISC 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Human Resources Technician**** 3120X MISC 8,654.26 9,086.97 9,541.32 10,018.38 10,519.30 7/1/2026 Information Systems Analyst 2520 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Information Systems Analyst** 2520X SUPV 10,598.82 11,128.77 11,685.21 12,269.45 12,882.94 7/1/2026 Information Systems Manager 2540 MGMT 14,140.36 14,847.37 15,589.73 16,369.22 17,187.68 7/1/2026 Information Systems Manager* 2540X MGMT 14,552.23 15,279.83 16,043.84 16,846.02 17,688.32 7/1/2026 Information Systems Supervisor 2530 SUPV 11,605.64 12,185.92 12,795.23 13,434.98 14,106.74 7/1/2026 Information Systems Supervisor** 2530X SUPV 11,658.70 12,241.64 12,853.74 13,496.40 14,171.24 7/1/2026 Information Systems Technician I 3381 MISC 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Information Systems Technician II 3382 MISC 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Information Systems Technician II**** 3382X MISC 8,482.50 8,906.63 9,351.95 9,819.55 10,310.53 7/1/2026 Laboratory Analyst 2910 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Laboratory Supervisor 2920 SUPV 11,605.64 12,185.92 12,795.23 13,434.98 14,106.74 7/1/2026 Laboratory Technician I 4261 PWKS 7,627.17 8,008.53 8,408.96 8,829.41 9,270.88 7/1/2026 Laboratory Technician II 4262 PWKS 8,418.97 8,839.91 9,281.91 9,746.01 10,233.32 7/1/2026 Management Analyst I 2001 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Management Analyst II 2002 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Management Analyst II** 2002X SUPV 10,380.42 10,899.45 11,444.41 12,016.63 12,617.47 7/1/2026 Mayor 400 CNCL 1,150.59 12/13/2022
Mechanic I 4101 PWKS 6,909.85 7,255.33 7,618.10 7,999.00 8,398.95 7/1/2026 Mechanic II 4102 PWKS 7,627.17 8,008.53 8,408.96 8,829.41 9,270.88 7/1/2026 Mechanic II*** 4102X PWKS 7,796.36 8,186.18 8,595.48 9,025.27 9,476.54 7/1/2026 Park Maintenance Manager 2595 MGMT 12,498.01 13,122.91 13,779.05 14,468.00 15,191.40 7/1/2026 Park Maintenance Supervisor 2590 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Park Maintenance Worker I 4011 PWKS 6,107.29 6,412.66 6,733.30 7,069.95 7,423.46 7/1/2026 Park Maintenance Worker I*** 4011X PWKS 6,114.51 6,420.24 6,741.26 7,078.32 7,432.23 7/1/2026 Park Maintenance Worker II 4012 PWKS 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Parks Planner 2620 SUPV 10,514.15 11,039.85 11,591.84 12,171.43 12,780.00 7/1/2026 Payroll Manager 2410 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Payroll Technician 3070 MISC 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Payroll Technician**** 3070X MISC 8,136.53 8,543.36 8,970.52 9,419.05 9,890.00 7/1/2026 Planning Manager 2180 MGMT 14,493.87 15,218.56 15,979.49 16,778.46 17,617.39 7/1/2026 Planning Manager* 2180X MGMT 14,576.77 15,305.60 16,070.88 16,874.43 17,718.15 7/1/2026 Police Captain 1275 ADDR 17,443.32 18,315.48 19,231.26 20,192.83 21,202.47 7/1/2026 Police Chief 1175 DIRS 20,479.45 21,503.41 22,578.58 23,707.51 24,892.89 7/1/2026 Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 3 of 7 Page 513 of 584

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date

MONTHLY SALARY
Police Dispatch Supervisor 3432 MISC 9,525.30 10,001.55 10,501.62 11,026.72 11,578.05 7/1/2026 Police Dispatcher I 3425 MISC 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Police Dispatcher II 3430 MISC 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Police Lieutenant 5000 LIEUT 15,517.76 16,293.65 17,108.34 17,963.74 18,861.95 7/1/2026 Police Officer 6100 BPOA 9,966.02 10,464.33 10,987.54 11,536.92 12,113.76 7/1/2026 Police Records Clerk I 3441 MISC 5,813.01 6,103.66 6,408.84 6,729.28 7,065.75 7/1/2026 Police Records Clerk I**** 3441X MISC 5,824.34 6,115.56 6,421.34 6,742.40 7,079.52 7/1/2026 Police Records Clerk II 3442 MISC 6,416.47 6,737.30 7,074.15 7,427.87 7,799.26 7/1/2026 Police Records Clerk II**** 3442X MISC 6,421.34 6,742.40 7,079.52 7,433.50 7,805.18 7/1/2026 Police Records Supervisor 3470 MISC 9,525.30 10,001.55 10,501.62 11,026.72 11,578.05 7/1/2026 Police Sergeant 6200 BPOA 12,159.16 12,767.11 13,405.47 14,075.73 14,779.53 7/1/2026 Principal Planner 2160 SUPV 12,766.20 13,404.51 14,074.74 14,778.48 15,517.41 7/1/2026 Project Services Specialist**** 3560X MISC 9,056.67 9,509.51 9,984.97 10,484.22 11,008.44 7/1/2026 Property and Evidence Technician I 6031 MISC 6,107.29 6,412.66 6,733.30 7,069.95 7,423.46 7/1/2026 Property and Evidence Technician I**** 6031X MISC 6,116.51 6,422.33 6,743.44 7,080.63 7,434.65 7/1/2026 Property and Evidence Technician II 6032 MISC 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Property and Evidence Technician II**** 6032X MISC 6,743.44 7,080.63 7,434.65 7,806.39 8,196.71 7/1/2026 Public Information Officer 1300 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Recreation Coordinator 3420 MISC 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Recreation Manager 2660 MGMT 12,498.01 13,122.91 13,779.05 14,468.00 15,191.40 7/1/2026 Recreation Supervisor 2640 SUPV 9,292.97 9,757.61 10,245.49 10,757.77 11,295.66 7/1/2026 Risk and Safety Analyst 2065 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Senior Accountant 2400 SUPV 10,257.71 10,770.58 11,309.12 11,874.57 12,468.29 7/1/2026 Senior Accounting Assistant 3303 MISC 6,576.89 6,905.74 7,251.01 7,613.57 7,994.24 7/1/2026 Senior Building Inspector 3160 MISC 10,007.51 10,507.88 11,033.29 11,584.95 12,164.20 7/1/2026 Senior Building Inspector**** 3160X MISC 10,430.75 10,952.29 11,499.90 12,074.90 12,678.65 7/1/2026 Senior Code Enforcement Officer 3200 MISC 10,007.51 10,507.88 11,033.29 11,584.95 12,164.20 7/1/2026 Senior Community Development Technician 3260 MISC 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Senior Community Development Technician**** 3260X MISC 9,390.39 9,859.90 10,352.89 10,870.54 11,414.06 7/1/2026 Senior Community Service Officer 6020 MISC 8,013.30 8,413.97 8,834.67 9,276.40 9,740.22 7/1/2026 Senior Construction Inspector 3500 MISC 10,007.51 10,507.88 11,033.29 11,584.95 12,164.20 7/1/2026 Senior Construction Inspector**** 3500X MISC 10,430.75 10,952.29 11,499.90 12,074.90 12,678.65 7/1/2026 Senior Engineer 2700 SUPV 12,810.46 13,450.99 14,123.52 14,829.70 15,571.19 7/1/2026 Senior Management Analyst 2010 SUPV 11,895.79 12,490.57 13,115.10 13,770.85 14,459.41 7/1/2026 Senior Management Analyst** 2010X SUPV 11,955.90 12,553.68 13,181.36 13,840.44 14,532.48 7/1/2026 Senior Mechanic 4120 PWKS 8,418.97 8,839.91 9,281.91 9,746.01 10,233.32 7/1/2026 Senior Park Maintenance Worker 4015 PWKS 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Senior Planner 2140 SUPV 11,605.64 12,185.92 12,795.23 13,434.98 14,106.74 7/1/2026 Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 4 of 7 Page 514 of 584

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date

MONTHLY SALARY
Senior Police Records Clerk 3460 MISC 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Senior Police Records Clerk**** 3460X MISC 7,434.77 7,806.49 8,196.82 8,606.67 9,037.00 7/1/2026 Senior Property and Evidence Technician 6033 MISC 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Senior Property and Evidence Technician**** 6033X MISC 7,751.30 8,138.85 8,545.81 8,973.09 9,421.74 7/1/2026 Senior Solid Waste Equipment Operator 4180 PWKS 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Senior Street Maintenance Worker 4220 PWKS 7,627.17 8,008.53 8,408.96 8,829.41 9,270.88 7/1/2026 Senior Street Maintenance Worker*** 4220X PWKS 7,747.29 8,134.64 8,541.38 8,968.45 9,416.87 7/1/2026 Senior Wastewater Collection System Worker 4043 PWKS 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Senior Wastewater Collection System Worker*** 4043X PWKS 8,369.47 8,787.95 9,227.36 9,688.72 10,173.16 7/1/2026 Senior Wastewater Treatment Plant Operator 4304 PWKS 10,514.15 11,039.85 11,591.84 12,171.43 12,780.00 7/1/2026 Senior Water Distribution Worker 4340 PWKS 8,629.44 9,060.91 9,513.97 9,989.66 10,489.14 7/1/2026 Senior Water Distribution Worker*** 4340X PWKS 8,796.99 9,236.84 9,698.69 10,183.62 10,692.79 7/1/2026 Senior Water Services Worker 4420 PWKS 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Solid Waste and Recycling Manager 2800 MGMT 12,193.18 12,802.84 13,442.98 14,115.14 14,820.89 7/1/2026 Solid Waste Equipment Operator I 4161 PWKS 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Solid Waste Equipment Operator II 4162 PWKS 7,441.14 7,813.20 8,203.86 8,614.05 9,044.76 7/1/2026 Solid Waste Supervisor 2780 SUPV 10,007.51 10,507.88 11,033.29 11,584.95 12,164.19 7/1/2026 Street Maintenance Worker I 4201 PWKS 6,107.29 6,412.66 6,733.30 7,069.95 7,423.46 7/1/2026 Street Maintenance Worker I*** 4201X PWKS 6,114.51 6,420.24 6,741.26 7,078.32 7,432.23 7/1/2026 Street Maintenance Worker II 4202 PWKS 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Street Sweeper Operator 4240 PWKS 6,741.31 7,078.38 7,432.29 7,803.91 8,194.10 7/1/2026 Street Sweeper Operator*** 4240X PWKS 7,074.88 7,428.64 7,800.07 8,190.07 8,599.57 7/1/2026 Streets Manager 2840 MGMT 11,895.79 12,490.58 13,115.11 13,770.86 14,459.41 7/1/2026 Streets Supervisor 2820 SUPV 10,007.51 10,507.88 11,033.29 11,584.95 12,164.19 7/1/2026 Utilities Maintenance Mechanic 4130 PWKS 9,066.32 9,519.62 9,995.60 10,495.39 11,020.16 7/1/2026 Warehouse Coordinator 4140 PWKS 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Wastewater Collection System Supervisor 2950 SUPV 9,525.30 10,001.55 10,501.63 11,026.72 11,578.05 7/1/2026 Wastewater Collection System Worker I 4041 PWKS 6,576.89 6,905.74 7,251.01 7,613.57 7,994.24 7/1/2026 Wastewater Collection System Worker I*** 4041X PWKS 6,885.59 7,229.87 7,591.36 7,970.93 8,369.47 7/1/2026 Wastewater Collection System Worker II 4042 PWKS 7,259.66 7,622.64 8,003.77 8,403.96 8,824.15 7/1/2026 Wastewater Collection System Worker II*** 4042X PWKS 7,591.36 7,970.93 8,369.47 8,787.95 9,227.36 7/1/2026 Wastewater Operations Manager 2900 MGMT 13,458.99 14,131.94 14,838.54 15,580.47 16,359.49 7/1/2026 Wastewater Treatment Plant Operator I 4301 PWKS 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Wastewater Treatment Plant Operator II 4302 PWKS 8,629.44 9,060.91 9,513.97 9,989.66 10,489.14 7/1/2026 Wastewater Treatment Plant Operator III 4303 PWKS 9,525.30 10,001.55 10,501.62 11,026.72 11,578.05 7/1/2026 Wastewater Treatment Plant Supervisor 2880 SUPV 11,605.64 12,185.92 12,795.23 13,434.98 14,106.74 7/1/2026 Water Distribution Supervisor 2940 SUPV 10,007.51 10,507.88 11,033.29 11,584.95 12,164.19 7/1/2026 Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 5 of 7 Page 515 of 584

PAY SCHEDULE
Effective August 11, 2026

EXHIBIT A
Classification Class Code Bargaining Group STEP A STEP B STEP C STEP D STEP E Effective Date

MONTHLY SALARY
Water Distribution Supervisor** 2940X SUPV 10,397.59 10,917.47 11,463.36 12,036.53 12,638.36 7/1/2026 Water Distribution Worker I 4321 PWKS 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Water Distribution Worker I*** 4321X PWKS 7,237.32 7,599.19 7,979.13 8,378.09 8,796.99 7/1/2026 Water Distribution Worker II 4322 PWKS 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Water Distribution Worker II*** 4322X PWKS 7,979.13 8,378.09 8,796.99 9,236.84 9,698.69 7/1/2026 Water Efficiency Specialist 4380 PWKS 8,213.62 8,624.31 9,055.53 9,508.30 9,983.73 7/1/2026 Water Operations Manager 2980 MGMT 12,810.46 13,450.99 14,123.52 14,829.70 15,571.19 7/1/2026 Water Production Supervisor 2960 SUPV 10,007.51 10,507.88 11,033.29 11,584.95 12,164.19 7/1/2026 Water Production Supervisor** 2960X SUPV 10,397.59 10,917.47 11,463.36 12,036.53 12,638.36 7/1/2026 Water Production Worker I 4361 PWKS 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Water Production Worker II 4362 PWKS 7,817.85 8,208.75 8,619.18 9,050.14 9,502.65 7/1/2026 Water Service Supervisor 2930 SUPV 9,525.30 10,001.55 10,501.63 11,026.72 11,578.05 7/1/2026 Water Service Worker I 4401 PWKS 6,416.47 6,737.30 7,074.15 7,427.87 7,799.26 7/1/2026 Water Service Worker I*** 4401X PWKS 6,558.22 6,886.14 7,230.44 7,591.95 7,971.56 7/1/2026 Water Service Worker II 4402 PWKS 7,082.59 7,436.71 7,808.55 8,198.98 8,608.94 7/1/2026 Water Service Worker II*** 4402X PWKS 7,230.44 7,591.95 7,971.56 8,370.14 8,788.64 7/1/2026 Salary Range for Incumbent as of 2/11/2025*, 3/25/2025**, 4/22/2025***, 6/10/2025****, ^former Accounting Specialist, ^^Former Human Resources Assistant II, ^^^Minimum effective 6/16/2026; Maximum effective 7/16/2026 Page 6 of 7 Page 516 of 584

A B C D E
Pool Manager $ 23.99 $ 25.19 $ 26.45 $ 27.77 $ 29.16
Assistant Pool Manager $ 21.76 $ 22.85 $ 23.99 $ 25.19 $ 26.45 Lifeguard II $ 19.73 $ 20.72 $ 21.76 $ 22.85 $ 23.99
Lifeguard I $ 17.90 $ 18.80 $ 19.73 $ 20.72 $ 21.76
Aquatics Instructor $ 19.73 $ 20.72 $ 21.76 $ 22.85 $ 23.99 Aquatics Assistant $ 16.90 $ 17.75 $ 18.63 $ 19.56 $ 20.54 Senior Recreation Leader $ 22.65 $ 23.78 $ 24.97 $ 26.22 $ 27.53 Recreation Leader II $ 19.56 $ 20.54 $ 21.57 $ 22.65 $ 23.78 General Laborer $ 16.90 $ 23.78
Intern $ 16.90
Recreation Leader I (min wage/benchmark) $ 16.90 $ 17.75 $ 18.63 $ 19.56 $ 20.54

A B C D E
Police Officer Trainee $ 40.22
Pay Schedule
Limited Service
Minimum Wage Based
Effective 1/1/2026
Non-Minimum Wage Based
Effective 7/1/2026

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CITY COUNCIL AGENDA ITEM NO. F.3
08/11/2026
SUBJECT: An Amendment to the Longevity Incentive Plan Section of the Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees to Add a Longevity Incentive for the Police Chief Classification
DEPARTMENT: Human Resources
STAFF: Teresa Fairbanks, Interim Director of Human Resources/ Risk Manager

TITLE/RECOMMENDATION
Staff recommends that the City Council adopt a resolution approving an amendment to the Longevity Incentive Plan section of the Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees to provide the Police Chief with longevity incentive pay equal to two percent (2%) of base salary upon completion of twenty-five (25) years of continuous service as a sworn employee of the City of Brentwood, effective July 1, 2026.

FISCAL IMPACT
If approved, the annual General Fund cost of a 2% longevity incentive for the Police Chief position, including associated benefits, would be approximately $8,000. For FY 2026/27, a budget amendment is not required due to personnel vacancy savings.

For FY 2027/28, if a budget amendment is required for this cost, an amendment to the General Fund will be proposed in the Mid-Term Operating Budget process in June of 2027.

BACKGROUND
The City provides a longevity incentive pay to eligible sworn personnel through the rank of Police Captain. However, the existing Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees does not provide longevity incentive pay for the Police Chief classification.

Establishing a longevity incentive at the Police Chief level promotes retention, supports internal career pathways, and encourages experienced and career Brentwood sworn personnel to continue their advancement. The City currently

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CITY COUNCIL AGENDA ITEM NO. F.3
08/11/2026
provides a longevity incentive plan for sworn personnel up to the rank of Police Captain. However, under the existing Compensation Summary for Unrepresented Executive and Senior Management Employees, the Police Chief classification does not receive a longevity incentive.

Under the proposed amendment, the Police Chief would receive longevity incentive pay equal to two percent (2%) of base salary upon completion of twenty-five (25) years of continuous service as a sworn employee of the City of Brentwood. The amendment would preserve eligibility for longevity incentive pay that could otherwise be lost when an eligible sworn employee is promoted from a lower sworn rank to Police Chief. This incentive also ensures that sworn employees who have dedicated significant portions of their careers to the City do not experience a reduction in total compensation upon promotion due to the loss of longevity incentive pay.

Staff recommends that the City Council approve the proposed amendment to the Longevity Incentive Plan section of the Compensation Summary (Exhibit A), effective July 1, 2026. This staff report and related attachments have been reviewed by the City Attorney and outside legal counsel who specializes in employment law.

CITY COUNCIL STRATEGIC INITIATIVE
Not Applicable

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

DATE OF NOTICE
Not Applicable.

ENVIRONMENTAL DETERMINATION
The proposed action is not a project subject to the California Environmental Quality Act because it involves an organizational or administrative activity of government that will not result in a direct or indirect physical change in the environment. (CEQA Guidelines, § 15378(b)(5).)

ALTERNATIVE OPTION(S)

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CITY COUNCIL AGENDA ITEM NO. F.3
08/11/2026
The City Council could decline to approve the proposed amendment, in which case the existing longevity incentive provisions would remain unchanged.

ATTACHMENT(S)

1. Previous Action

2. Resolution

3. Exhibit A – Compensation Summary for City of Brentwood Unrepresented Executive and Senior Management Employees

4. Exhibit A – Compensation Summary for City of Brentwood Unrepresented Executive and Senior Management Employees – Red Line

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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 February 11, 2025, City Council approved Resolution 2025-16, approving and authorizing the City Manager to implement the Compensation Summary between the City of Brentwood and the Unrepresented Executive and Senior Management Employees for the period of July 1, 2024 through June 30, 2027.

On July 1, 2025, the City Council approved Resolution 2025-72, amending the FY 2024/25 and FY 2025/26 Operating Budgets.

On July 22, 2025, City Council approved Resolution 2025-86, approving and authorizing the City Manager to execute updates to the Compensation Summary between the City of Brentwood and the Unrepresented Executive and Senior Management Employees for the period of July 1, 2024 through June 30, 2027.

On August 26, 2025, City Council approved Resolution 2025-97, approving and authorizing updates to the management incentive pay language of the Compensation Summary for the Unrepresented Executive and Senior Management Employees.

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RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

BRENTWOOD APPROVING AN AMENDMENT TO THE LONGEVITY

INCENTIVE PLAN SECTION OF THE COMPENSATION SUMMARY

FOR THE UNREPRESENTED EXECUTIVE AND SENIOR

MANAGEMENT EMPLOYEES TO ADD A LONGEVITY INCENTIVE

FOR THE POLICE CHIEF CLASSIFICATION
WHEREAS, on February 11, 2025, the City Council adopted Resolution No. 2025-16, approving the Compensation Summary for the City’s Unrepresented Executive and Senior Management Employees; and
WHEREAS, on July 1, 2025, the City Council approved Resolution 2025-72, amending the FY 2024/25 and FY 2025/26 Operating Budgets; and WHEREAS, on July 22, 2025, the City Council adopted Resolution No. 2025- 86, approving updates to the Compensation Summary for the City’s Unrepresented Executive and Senior Management Employees for the period of July 1, 2024, through June 30, 2027; and
WHEREAS, on August 26, 2025, the City Council adopted Resolution No. 2025-97, approving updates to the management incentive pay provisions in the Compensation Summary for the City’s Unrepresented Executive and Senior Management Employees; and
WHEREAS, the City currently provides longevity incentive pay to eligible sworn personnel through the rank of Police Captain, but the existing Compensation Summary for the City’s Unrepresented Executive and Senior Management Employees does not provide longevity incentive pay for the Police Chief classification; and WHEREAS, extending the longevity incentive to the Police Chief classification would support retention and succession planning and maintain continuity in longevity pay for eligible sworn personnel who advance to the City’s highest-ranking sworn classification; and
WHEREAS, the proposed amendment would provide an employee in the Police Chief classification with longevity incentive pay equal to two percent (2%) of base salary upon completion of twenty-five (25) years of continuous service as a sworn employee of the City of Brentwood and would avoid the loss of longevity incentive pay that could otherwise result from promotion to Police Chief from a lower sworn rank.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Brentwood does hereby:

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Page 2 of 2 ends

1. Approve the amendment, effective July 1, 2026, to the Longevity Incentive Plan section of the Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees (Exhibit A, attached hereto and incorporated herein by this reference) to provide an employee in the Police Chief classification with longevity incentive pay equal to two percent (2%) of base salary upon completion of twenty-five (25) years of continuous service as a sworn employee of the City of Brentwood; and

2. Authorize the City Manager or designee to take the administrative actions necessary to implement this Resolution and, in consultation with the City Attorney, to make non-substantive revisions to Exhibit A that do not alter the substantive compensation terms approved by this Resolution.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on the 11th day of August 2026 by the following vote:

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EXHIBIT A
Compensation Summary
for
City of Brentwood Unrepresented
Executive and Senior Management Employees
Approved: February 11, 2025, July 22, 2025, August 26, 2025, and August 11, 2026
Resolution No. 2025-16, 2025-86, 2025-97, and 2026-XX
July 1, 2024 to June 30, 2027

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2 Table of Contents
SECTION I Salaries ..............................................................................................4 SECTION II Other Pay ...........................................................................................4 SECTION III Holidays..............................................................................................6 SECTION IV Vacation .............................................................................................6 SECTION V Longevity Incentive Plan.....................................................................7 SECTION VI Personal Time Off & Comp Payout ....................................................8 SECTION VII Sick Leave..........................................................................................8 SECTION VIII Health Insurance ................................................................................8 SECTION IX Dental Insurance ..............................................................................11 SECTION X Vision Insurance...............................................................................11 SECTION XI Flexible Benefit Plan.........................................................................12 SECTION XII Life Insurance...................................................................................12 SECTION XIII Disability Insurance ..........................................................................12 SECTION XIV Retirement Plan................................................................................12 SECTION XV Deferred Compensation and Retiree Health Savings Account.........14 SECTION XVI Severance Pay .................................................................................15 SECTION XVIISeverability of Provisions .................................................................15

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3 COMPENSATION SUMMARY FOR

CITY OF BRENTWOOD EXECUTIVE AND SENIOR MANAGEMENT EMPLOYEES The City Council of the City of Brentwood hereby establishes the following salary, benefits and other provisions related to the employment of the City's Executive Management and Senior Management employees during the period of July 1, 2024 through June 30, 2027.

Employees designated as executive management and senior management are “at will” and serve at the pleasure of the City Manager or City Attorney as appropriate. This document does not supersede the Public Safety Officers Procedural Bill of Rights Act (“POBR”), Government Code Sections 3300-3313 for employees covered by the POBR.

The City agrees that there shall be no discrimination of any kind due to race, creed, color, religion, age, national origin, medical condition, pregnancy, marital status, disability, sex, sexual orientation, gender identity, gender expression, political affiliation, or any other classification or category protected by law, against any employee or applicant for employment.

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4 SECTION I Salaries
Effective July 1, 2024 through June 30, 2027, salary ranges for employees in the executive and senior management classifications as set forth in Attachment “A” which is attached hereto and made a part hereof. Salary increases will be granted as follows:

Effective July 1, 2024, all ranges shall be increased by four percent (4.0%).

Effective July 1, 2025, all ranges shall be increased by three percent (3.0%).

Effective July 1, 2026, all ranges shall be increased by three percent (3.0%).

Effective July 1, 2024 employees in classifications listed in the table below will receive the following one-time equity adjustments:

Classification Title Equity
Assistant City Attorney 0.19%
Assistant City Manager 6.63%
City Treasurer/Director of Finance and Information Systems 1.50% Deputy City Attorney 7.66%
Director of Community Development 4.41%
Director of Engineering/City Engineer 4.41%
Director of Human Resources/Risk Manager 4.41%
Director of Parks & Recreation 4.41%
Director of Public Works 1.50%
Police Captain 4.63%
Police Chief 4.35%
Effective July 1, 2024, the City shall provide a one-time payment of $2,000 to unrepresented executive and senior management employees who are: 1) actively employed by the City on the date of adoption in 2025; and, 2) actively employed by the City on the date of payment in 2025. Said one-time payment to be paid to eligible employees no later than the second full pay period after adoption. The one-time payment is non-pensionable and subject to all applicable withholding.

SECTION II Other Pay
A. Bilingual Premium Pay
The City shall pay $25 per semi-monthly pay period, to individuals that are fluent in a foreign language or American Sign Language (ASL) who are routinely and consistently assigned to positions requiring communication skills in languages other than English. The determination of the need of the community for employees fluent in a language shall be determined by the City Manager or designee. The determination of the employee's fluency shall be by a mutually agreed upon procedure. The Parties agree that to the extent permitted by law, bilingual premium pay shall be reported as special compensation pursuant to CalPERS regulations and the Public Employees’ Retirement Law (PERL).

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5 B. Management Incentive Pay
Management Incentive Pay is provided to Department Directors in recognition of their significant workloads and the unique nature of their work, including their responsibility to coordinate department functions, services, and responses to growth and maintenance efforts for the City of Brentwood during normal work hours. These efforts must be responsive to the maintenance and improvement to the quality of life for current and future residents as well as that of future and current employees of the City.

Management Incentive Pay is in the amount of 5.5 hours bi-monthly, calculated based on the employee’s base hourly payrate. The dollar value of the 5.5 hours shall be paid bi-monthly and to the extent permitted by law, Management Incentive Pay shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

C. Educational Incentive (Sworn)
The Police Chief and Police Captains are eligible to receive the following educational incentive pay:

Possession of a BS/BA Degree or P.O.S.T. Advanced Certificate shall receive an increase to base salary of five percent (5%); or
Possession of a Master’s Degree shall receive an increase to base salary of seven and one-half percent (7.5%)
The educational incentive pay shall be paid on a monthly basis. Qualifying courses and special instruction are to be pursued during the employee's off-duty time. As the approved training will be outside the area of assignment, no employee shall be allowed to attend the training while on duty. This will not restrict any employee to apply for time off, for arranging to trade shifts with another employee, or having another employee work his/her shift in order to attend classes. The time off and trading of shifts shall be pre-approved by the Police Chief or City Manager. Employees shall not be permitted to use City vehicles to attend courses to qualify for the educational supplement.

Only educational degrees from accredited institutions of higher learning qualify for the educational incentive program.

The Parties agree that to the extent permitted by law, educational incentive shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

D. Uniform Allowance (Sworn)
The Police Chief and Police Captain(s) shall receive a total annual uniform allowance based on the fiscal year, July 1, in the amount of $1,500. The uniform allowance shall be paid through payroll on a pro rata basis each pay period (less applicable taxes). The total annual fiscal year uniform allowance will be pro-rated for new hires.

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6 The Parties agree that to the extent permitted by law, uniform allowance shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

E. Professional Dues
Effective January 1, 2025, employees who participate in professional associations, organizations, and continuing educational programs for directly related professional growth, and the direct benefit of the City may seek payments for membership dues, and professional certifications as approved by the City Manager. Such payments will not exceed $2,000 per fiscal year.

SECTION III Holidays
As provided in the Personnel Rules and Regulations, Rule 10, full-time and part-time employees receive holiday pay. In order for an employee to receive compensation for a holiday, the employee must be in a pay status (working, vacation, sick leave, worker’s compensation, scheduled day off) the day prior to and the day following the holiday. Police Captains will be compensated for their entire regularly assigned shift, up to ten (10) hours of holiday pay.

Holidays will be observed by the City as follows:
1) January 1 (New Year’s Day) 8) Veteran’s Day (Observed) 2) Martin Luther King Jr.’s Birthday 9) Thanksgiving Day (Observed) 10) The Friday following Thanksgiving Day
3) Washington’s Birthday (Observed) 11) December 24
4) Memorial Day 12) December 25
5) June 19, (Juneteenth) 13) December 31
6) July 4, Independence Day 14) Two Floating Holidays (Personal Days) 7) Labor Day based upon Employment on January 1st
For Police Captains, if a holiday falls on a regularly-scheduled day off, the employee will accrue holiday pay in the form of personal leave hours in the amount of their regularlyscheduled shift, up to ten hours.

SECTION IV Vacation
A. Vacation Usage New Employees
No employee who has served less than six months shall be eligible to use their vacation credits regardless of their accrual during the initial six months of employment. However, upon completion of six months of service, the employee will then be eligible to use accrued vacation hours.

B. Vacation Accrual Tables
Employees are subject to the following vacation accrual schedule:

Years Employed Monthly Accrual Annual Days

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7 0 - 5 years 10.67 hours 16
5 – 10 years 14.00 hours 21
10 years+ 17.33 hours 26
20 years (sworn) 18.67 hours 28
Sworn employees hired on or prior to June 1, 1998, with twenty (20) years of service, vacation accrual will increase from twenty-six (26) to twenty-eight (28) days annually.

Vacation accrual shall begin with the first hour of work.

Vacation accrual is capped at no more than eighteen (18) times an employee’s monthly vacation accrual at any time. Upon reaching the vacation accrual cap the employee will cease to accrue vacation until the balance is below the accrual cap. Regular employees who work fifty percent (50%) of full-time or more shall accrue vacation credits in proportion to their time worked.

SECTION V Longevity Incentive Plan
A. Longevity
Non-Sworn
The City recognizes employees that make a commitment to continue their employment long-term. After each five-year period of continuous, full-time employment, a regular non-sworn employee shall receive forty (40) hours of bonus vacation time posted to their vacation accrual balance, up to the vacation accrual cap.

Sworn – Police Chief
Effective July 1, 2026, the City will pay the Police Chief an additional amount based on the Police Chief’s years of service as a full-time sworn peace officer with the City of Brentwood. That amount shall be as follows: a total of 2% of base salary rate once the Police Chief reaches twenty-five (25) years of continuous service as a full-time sworn peace officer with the City of Brentwood.

Sworn – Police Captain
Employees hired or promoted into the Police Captain rank on or after July 1, 2021, will receive an additional four percent (4%) of base salary rate once they reach one hundred twenty (120) months of service as a full-time sworn peace officer in the State of California.

Effective July 1, 2026, the City will pay employees in the Police Captain rank an additional amount based on their months of service as a full-time sworn peace officer in the State of California. Those amounts shall be as follows: a total of 2% of base salary rate once they reach sixty (60) months of service as a full-time sworn peace officer in the State of California through completion of one hundred nineteen (119) months of service or a total of 6% of base salary rate once they reach one hundred eighty (180) months of service as a full-time sworn peace officer in the State of California and thereafter.

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8 Once the required number of months has been reached, longevity incentive pay is ongoing and paid on a pay period basis. Only full-time service as a peace officer as defined in Chapter 4.5, Section 830 of the California Penal Code, and while employed with a city police agency, a county sheriff department, transit agency, or the California Highway Patrol, will be counted towards determining the months of service for purpose of Longevity Incentive Pay. Comparable law enforcement experience out of state, in a state whose training qualifies an applicant for a Basic Course Waiver from California P.O.S.T., will be evaluated on a case-by-case basis and will be counted towards the months of service.

The Parties agree that to the extent permitted by law, longevity pay shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

B. Non-Recurring Leave
The bonus week of vacation for non-sworn employees shall not increase the employee’s vacation accrual rate. The forty (40) hours of vacation is a one (1) time bonus for the year in which it is earned through the employee’s length of service.

SECTION VI Personal Time Off and Comp Payout
A. Personal Time Off
Employees are eligible for paid time off for personal leave. Effective July 1, 2024, employees are eligible to use up to eighty (80) hours. The employee can use this time off all at once or in as little as one (1) hour increments. These hours shall have no cash value, shall not be eligible for payment upon termination of employment, and shall not be transferable from one year to the next. Each employee is eligible for the full hours, based on classification, of paid time off regardless of the duration of their employment.

The time will be placed on the employees books effective every July 1.

B. Comp Payout
Employees who internally promote from a represented bargaining group that receives compensatory time off (CTO), shall have the CTO paid out at the pre-promotion classification wage rate prior to the promotion.

SECTION VII Sick Leave
Regular and probationary employees earn sick leave at the rate of eight (8) hours per month.

Sick leave accrues on the basis of hours worked, therefore regular and probationary employees who work fifty percent (50%) of full-time or more shall accrue sick leave credits in proportion to their time worked. Unused sick leave shall accumulate from year to year. Sick leave may not be used before it is earned. Sick leave may be used consistent with City Policy and state and federal law. See Personnel Rules/Regulations, Rule 10.3 for more details that apply to the accrual and use of sick leave.

SECTION VIII Health Insurance

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9 A. Executive and Senior Management (Sworn)
The City shall provide medical coverage for the Police Chief and Police Captains consistent with the coverage provided for members of the Brentwood Police Officers’ Association. The City shall pay medical premiums up to the full family rate for the lowest cost HMO plan offered by the City. The City currently offers health insurance benefits through the CalPERS Health Benefits Program. The City shall provide for a maximum annual increase of 10% but in no instance shall the maximum annual contribution exceed the full family rate for the lowest cost HMO plan offered by the City. In the event the medical premium increase is less than 10%, the City’s sole obligation is to pay the actual increase. The maximum amounts described herein include the PEMHCA minimum (currently $158 per month). The employees shall agree to pay any excess medical premium costs through a pre-tax payroll deduction of the employee chosen plan, unless the IRS tax code changes.

1. Retiree Medical Coverage
Retiree medical is available through the CalPERS Health Benefits Plan.

Employees must be vested with CalPERS and retire from the City of Brentwood within the timeline set by CalPERS to be eligible to receive the retiree medical benefit.

For existing retiree retired prior to July 1, 2012:

The maximum premium amount paid by the City shall be equal to the Kaiser employee plus one dependent rate. The maximum amounts described herein include the PEMHCA minimum (currently $158 per month). The payment method of any excess premium due from retiree will be prescribed by CalPERS.

For employees hired prior to July 1, 2012 and not yet retired by that date:

The maximum premium amount paid by the City shall be capped at $1,500 per month. If during the term of the agreement, the Kaiser employee only rate exceeds $1,500 per month, the retirees shall receive a monthly amount equal to the Kaiser employee only amount. This maximum amount includes the PEMHCA minimum (currently $158 per month). Retirees shall be responsible for payment of any excess premium costs due CalPERS. The payment method of the excess premium will be prescribed by CalPERS.

For employees hired on or after July 1, 2012:

The maximum premium amount paid by the City shall be equal to the PEMHCA minimum amount, (currently $158 per month). Retirees shall be responsible for payment of any excess premium costs due CalPERS. The payment method of excess premium will be prescribed by CalPERS. The City shall increase the maximum medical premium amount to match the PEMHCA minimum amount in compliance with the required PEMHCA minimum amount.

2. Cash In-Lieu of Medical Coverage

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10 Executive and Senior Management sworn employees that have medical coverage by some other means, for example through a spouse, may elect to receive “cash inlieu” of medical coverage after they provide proof of such medical coverage to the Human Resources Department. Upon the loss of such coverage, employees shall notify the Human Resources Department and shall enroll in one of the medical plans offered by the City. The benefit amount shall be $668.63 per month and shall be capped at that amount. The “cash in-lieu” benefit amount shall be $300 per month for: a) employees hired after July 1, 2014; or b) existing employees who discontinue the City’s medical coverage and opt for “cash in-lieu” of medical coverage at a later date as long as they meet the requirements as described above.

B. Executive and Senior Management (Non-Sworn)
The City shall provide medical coverage for Executive and Senior Management nonsworn employees consistent with coverage provided for Brentwood Management and Confidential Employees’ Association. The maximum monthly medical premium paid by the City for employee’s medical coverage shall be as follows:

Effective as soon as administratively possible but not later than the start of the second full month after Council adoption the City shall provide the following contributions for full time employees:

Employee only: 100% of the premium, regardless of plan.

Employee plus 1 dependent: an amount equal to the Region 1 Kaiser Employee + one dependent rate.

Employee plus 2 or more dependents: an amount equal to 85% of the Region 1 Kaiser Family rate.

The maximum monthly medical premium described above includes the Public Employees’ Medical and Hospital Care Act (“PEMHCA”) minimum monthly contribution (currently $158 per month).

Employee Contribution
The employees shall pay any excess premium costs through a pre-tax payroll deduction of the employee chosen plan, unless the IRS tax code changes.

1. Retiree Medical Coverage
Retiree medical is available through the CalPERS Health Benefits Plan.

Employees must be vested with CalPERS and retire from the City of Brentwood within the timeline set by CalPERS to be eligible to receive the retiree medical benefit.

For employees retired prior to July 1, 2012:

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11 The City’s monthly contribution rate shall equal the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum.

For employees hired prior to July 1, 2012 and not yet retired by that date:

The maximum premium amount paid by the City for an employee retiring on or after July 1, 2012 shall be $1,326.63 until such time that the Kaiser employee only rate exceeds this amount. At that time, the maximum medical premium amount paid by the City shall equal the Kaiser employee only rate. At no time shall the maximum medical premium amount paid by the City be less than the Kaiser employee only rate. This maximum premium amount includes the PEMHCA minimum amount.

For employees hired on or after July 1, 2012:

The maximum premium amount paid by the City for an employee retiring on or after July 1, 2012 shall be equal to the PEMHCA minimum amount. Retirees shall be responsible for payment of any excess premium costs due CalPERS.

The payment method of excess premium will be prescribed by CalPERS. The City shall increase the maximum medical premium amount to match the PEMHCA minimum amount in compliance with the required PEMHCA minimum amount.

2. Cash In-Lieu of Medical Coverage
Executive and Senior Management non-sworn employees that provide proof of alternative minimum essential medical coverage for the employee and the employee’s taxable family (individuals for whom the employee expects to claim a personal exemption deduction), may elect to receive “cash in-lieu” of medical coverage after they provide annual proof of such medical coverage to the Human Resources Department. Individual coverage and individual coverage from Covered California does not qualify as alternative minimum essential coverage for this section.

For those employees who received the “cash in-lieu” amount on or before May 1 2014, and retained the benefit, the maximum benefit amount will be $668.63.

The “cash in-lieu” benefit amount shall be $300 per month for: a) employees hired after May 1, 2014; or, b) existing employees who discontinue the City’s medical coverage and opt for “cash in-lieu” of medical coverage at a later date as long as they meet the requirements as described above.

SECTION IX Dental Insurance
The City shall pay the premium for dental coverage for all full-time personnel and their family.

In the event that during the period of July 1, 2024 through June 30, 2027 in the Compensation Summary for Executive and Senior Management Employees, the premiums required to maintain the current level of dental benefits are increased, the City shall pay such increased premium amounts.

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12 The City shall contract with their dental insurance provider for an enhanced benefit package.

Any employee who enrolls in the enhanced dental benefit package shall be responsible for the difference in the premium between the basic and enhanced benefit.

SECTION X Vision Insurance
The City shall pay the premium for vision coverage through Vision Services Plan (VSP) that provides vision care services through participating providers. This applies to all full-time personnel and their family. In the event that during the period of the Memorandum of Understanding, the premiums required to maintain the current level of vision benefits are increased, the City shall pay such increased premium amounts.

SECTION XI Flexible Benefit Plan
Employees in this bargaining unit may voluntarily participate in the Flexible Benefit Plan. The plan allows employees to receive nontaxable benefits in exchange for a reduction in taxable compensation.

SECTION XII Life Insurance
The City shall pay the premium for term life insurance and accidental death & dismemberment coverage for all members of this bargaining unit. The coverage provides for one and one-half times the employee’s annual salary to a maximum of one-hundred and fifty-thousand dollars ($150,000).

SECTION XIII Disability Insurance
The City shall contribute one hundred percent (100%) of premiums for Disability Insurance with a twenty-nine (29) day waiting period. Employees may use accrued vacation, sick leave or compensatory time off pay during the twenty-nine (29) day waiting period until the Disability benefit begins. Once the employee becomes eligible for the Disability benefit, other time off benefits may be utilized as allowed by the policy.

SECTION XIV Retirement Plan
The City provides and maintains membership in the California Public Employees’ Retirement System (CalPERS) for eligible employees who are miscellaneous or safety members.

A. Executive and Senior Management - Miscellaneous Members Employees hired on or before October 1, 2010, shall receive the 2.7% at 55 miscellaneous retirement benefit and receive the following Optional Benefits:

Section 20042 One-Year Final Compensation.

Section 20965 Credit for Unused Sick Leave.

Section 21024 Military Service Credit as Public Service, Statutes of 1976.

Employees electing this option are fully responsible for any costs associated with the election of this benefit.

Section 21335 5% Cost-of-Living Allowance, base year 2001, for miscellaneous members and local police members only.

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13 Section 21573 Third Level of 1959 Survivor Benefits.

All benefits included in the City retirement plan under CalPERS effective October 1, 2010, shall be maintained during the life of the contract. Employees will contribute the entire 8% of the Member Contribution towards retirement.

Employees hired after October 1, 2010 who are “classic members” as defined by CalPERS, shall receive the 2% at 60 miscellaneous retirement benefit and receive the following Optional Benefits:

Section 20965 Credit for Unused Sick Leave.

Section 21024 Military Service Credit as Public Service, Statutes of 1976.

Employees electing this option are fully responsible for any costs associated with the election of this benefit.

Section 21573 Third Level of 1959 Survivor Benefits.

The retirement benefit will be calculated on a consecutive thirty-six (36) month period and the Cost of Living Allowance will be the base amount provided by CalPERS.

Employees will pay the entire 7% Member Contribution each month for all wages that are CalPERS reportable.

New Members - Employees hired on or after January 1, 2013, who are “new members” as that term is defined in the Public Employees’ Pension Reform Act (PEPRA) shall be members of the CalPERS Miscellaneous Employees’ Retirement Plan 2% at age 62 retirement formula. Final compensation is based on a 36-month final compensation period, and employees will contribute at least 50 percent of the total normal cost rate for their retirement plan.

Optional benefits that are already in place under the City’s CalPERS contract and contract amendments will apply to new members unless those optional benefits are inconsistent with the PEPRA, such as the 12-month final compensation period.

B. Executive and Senior Management - Safety Members
Employees hired on or before September 1, 2012, shall receive the 3% at 50 safety retirement benefit including the 5% Annual Cost of Living Allowance, and the one year highest compensation. Employees shall pay the full 9% member contribution to PERS on a pre-tax basis (unless the IRS tax code changes).

Employees hired after September 1, 2012 who are “classic members” as determined by CalPERS, shall receive the 3% at 55 safety retirement benefit, including the 2% Annual Cost of Living Allowance, and the three years highest compensation calculation as defined by CalPERS. Employees shall pay the 9% member contribution to PERS on a pre-tax basis (unless the IRS tax code changes).

In accordance with the Public Employees’ Pension Reform Act (PEPRA), safety members hired on or after January 1, 2013, who are “new members” as determined by CalPERS, shall receive the 2.7% at 57 safety benefit, including the 2% Annual Cost of Living Allowance, and the three years highest compensation calculation as defined by

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14 CalPERS. Members of this retirement plan shall pay 50% of the normal cost of retirement as determined annually by CalPERS on a pre-tax basis (unless the IRS tax code changes).

Safety members shall be covered by the PERS “1959 Survivor Benefit” at Level III.

The PERS contract for safety members includes Military Service Credit as Public Service, an optional benefit available through CalPERS. Employees electing this option are fully responsible for any costs associated with the election of this benefit.

SECTION XV Deferred Compensation and Retiree Health Savings Account A. Deferred Compensation
The City contracts with 457 Deferred Compensation Plan providers. Employees have the option to choose the plan they wish to participate in and receive a matching contribution from the City equal to fifty-five dollars ($55.00) each pay period, for a total of one-hundred ten dollars ($110.00) per month.

In addition to the matching contribution above, Senior Management employees shall receive an amount equal to four percent (4%) of their salary into a 457 Deferred Compensation Plan provided by the City. There is no matching requirement for this contribution. Contributions to the 457 Deferred Compensation Plans are subject to the annual IRS contribution limits.

B. Retiree Health Savings Account

1. Executive and Senior Management (Non-Sworn) The account shall be solely for employees hired on or after July 1, 2012 and shall allow for employer and employee contributions to the plan. The City shall contribute fifty dollars ($50) per pay period on behalf of each qualified employee to the plan. City contributions shall immediately vest to the qualified employee. The City shall pay the accounting fee as charged by the plan. Employees may withdraw from the plan upon separation from City employment.

2. Executive and Senior Management (Sworn)
Employees hired on or after July 1, 2012:

The Retiree Health Savings Account shall be solely for sworn members and shall allow for employer and employee contributions to the plan. The City shall contribute one hundred dollars ($100) per pay period on behalf of each qualified employee to the plan. City contributions shall immediately vest to the qualified employee. The City shall pay the accounting fee as charged by the plan. Employees may withdraw from the plan upon separation from City employment.

Employees hired before July 1, 2012:

The City agrees to meet with sworn members regarding the establishment of Retiree Health Savings Accounts in members’ names on the condition that the City will make no contributions to such Accounts and all members agree to contribute the minimum required amount.

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15 SECTION XVI At Will Employment
Executive and Senior Management employees are “at will” and, as such, may be dismissed at any time with or without cause. This section does not supersede the POBR, Government Code Sections 3300-3313, for employees covered by the POBR.

The following listing provides clarification on which positions are categorized under Executive Management, Senior Management, and/or Peace Officer Bill of Rights (POBR) – designated Sworn personnel.

Executive Management:

Assistant City Manager
City Treasurer/Director of Finance and Information Systems Director of Community Development
Director of Engineering/City Engineer
Director of Human Resources/Risk Manager
Director of Parks and Recreation
Director of Public Works
Police Chief (Sworn)
Senior Management:

Assistant City Attorney
Assistant Director of Finance and Information Systems
Assistant Director of Public Works
Deputy City Attorney
Police Captain (Sworn)
POBR (Sworn):

Police Chief
Police Captain
SECTION XVII Severance Pay
Unless otherwise specified in an employment contract, employees terminated without cause will be entitled to receive severance pay as follows:

Executive Management: Employees after six months employment in an Executive Management position shall receive six months severance.

Senior Management: Employees after twelve months employment in a Senior Management position shall receive three months severance. Police Captains are not eligible for severance.

This provision does not apply to an employee who resigns, retires or is terminated for cause.

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16 SECTION XVIII Severability of Provisions
If any provision of the Compensation Summary should be found to be invalid, unlawful or unenforceable by reason of any existing or subsequently enacted legislation or voter initiative or by judicial authority, all other provisions of this agreement shall remain in full force and effect for the duration. In the event of invalidation of any provision, the City shall meet with the employees covered by this agreement to discuss the invalidation(s).

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EXHIBIT A
Compensation Summary
for
City of Brentwood Unrepresented
Executive and Senior Management Employees
Approved: February 11, 2025, July 22, 2025, and August 26, 2025, and August 11, 2026
Resolution No. 2025-16, 2025-86, and 2025-97, and 2026-XX July 1, 2024 to June 30, 2027

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2 Table of Contents
SECTION I Salaries ..............................................................................................4 SECTION II Other Pay ...........................................................................................4 SECTION III Holidays..............................................................................................6 SECTION IV Vacation .............................................................................................6 SECTION V Longevity Incentive Plan.....................................................................7 SECTION VI Personal Time Off & Comp Payout ....................................................8 SECTION VII Sick Leave..........................................................................................8 SECTION VIII Health Insurance ................................................................................8 SECTION IX Dental Insurance ..............................................................................11 SECTION X Vision Insurance...............................................................................11 SECTION XI Flexible Benefit Plan.........................................................................12 SECTION XII Life Insurance...................................................................................12 SECTION XIII Disability Insurance ..........................................................................12 SECTION XIV Retirement Plan................................................................................12 SECTION XV Deferred Compensation and Retiree Health Savings Account.........14 SECTION XVI Severance Pay .................................................................................15 SECTION XVIISeverability of Provisions .................................................................15

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3 COMPENSATION SUMMARY FOR

CITY OF BRENTWOOD EXECUTIVE AND SENIOR MANAGEMENT EMPLOYEES The City Council of the City of Brentwood hereby establishes the following salary, benefits and other provisions related to the employment of the City's Executive Management and Senior Management employees during the period of July 1, 2024 through June 30, 2027.

Employees designated as executive management and senior management are “at will” and serve at the pleasure of the City Manager or City Attorney as appropriate. This document does not supersede the Public Safety Officers Procedural Bill of Rights Act (“POBR”), Government Code Sections 3300-3313 for employees covered by the POBR.

The City agrees that there shall be no discrimination of any kind due to race, creed, color, religion, age, national origin, medical condition, pregnancy, marital status, disability, sex, sexual orientation, gender identity, gender expression, political affiliation, or any other classification or category protected by law, against any employee or applicant for employment.

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4 SECTION I Salaries
Effective July 1, 2024 through June 30, 2027, salary ranges for employees in the executive and senior management classifications as set forth in Attachment “A” which is attached hereto and made a part hereof. Salary increases will be granted as follows:

Effective July 1, 2024, all ranges shall be increased by four percent (4.0%).

Effective July 1, 2025, all ranges shall be increased by three percent (3.0%).

Effective July 1, 2026, all ranges shall be increased by three percent (3.0%).

Effective July 1, 2024 employees in classifications listed in the table below will receive the following one-time equity adjustments:

Classification Title Equity
Assistant City Attorney 0.19%
Assistant City Manager 6.63%
City Treasurer/Director of Finance and Information Systems 1.50% Deputy City Attorney 7.66%
Director of Community Development 4.41%
Director of Engineering/City Engineer 4.41%
Director of Human Resources/Risk Manager 4.41%
Director of Parks & Recreation 4.41%
Director of Public Works 1.50%
Police Captain 4.63%
Police Chief 4.35%
Effective July 1, 2024, the City shall provide a one-time payment of $2,000 to unrepresented executive and senior management employees who are: 1) actively employed by the City on the date of adoption in 2025; and, 2) actively employed by the City on the date of payment in 2025. Said one-time payment to be paid to eligible employees no later than the second full pay period after adoption. The one-time payment is non-pensionable and subject to all applicable withholding.

SECTION II Other Pay
A. Bilingual Premium Pay
The City shall pay $25 per semi-monthly pay period, to individuals that are fluent in a foreign language or American Sign Language (ASL) who are routinely and consistently assigned to positions requiring communication skills in languages other than English. The determination of the need of the community for employees fluent in a language shall be determined by the City Manager or designee. The determination of the employee's fluency shall be by a mutually agreed upon procedure. The Parties agree that to the extent permitted by law, bilingual premium pay shall be reported as special compensation pursuant to CalPERS regulations and the Public Employees’ Retirement Law (PERL).

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5 B. Management Incentive Pay
Management Incentive Pay is provided to Department Directors in recognition of their significant workloads and the unique nature of their work, including their responsibility to coordinate department functions, services, and responses to growth and maintenance efforts for the City of Brentwood during normal work hours. These efforts must be responsive to the maintenance and improvement to the quality of life for current and future residents as well as that of future and current employees of the City.

Management Incentive Pay is in the amount of 5.5 hours bi-monthly, calculated based on the employee’s base hourly payrate. The dollar value of the 5.5 hours shall be paid bi-monthly and to the extent permitted by law, Management Incentive Pay shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

C. Educational Incentive (Sworn)
The Police Chief and Police Captains are eligible to receive the following educational incentive pay:

Possession of a BS/BA Degree or P.O.S.T. Advanced Certificate shall receive an increase to base salary of five percent (5%); or
Possession of a Master’s Degree shall receive an increase to base salary of seven and one-half percent (7.5%)
The educational incentive pay shall be paid on a monthly basis. Qualifying courses and special instruction are to be pursued during the employee's off-duty time. As the approved training will be outside the area of assignment, no employee shall be allowed to attend the training while on duty. This will not restrict any employee to apply for time off, for arranging to trade shifts with another employee, or having another employee work his/her shift in order to attend classes. The time off and trading of shifts shall be pre-approved by the Police Chief or City Manager. Employees shall not be permitted to use City vehicles to attend courses to qualify for the educational supplement.

Only educational degrees from accredited institutions of higher learning qualify for the educational incentive program.

The Parties agree that to the extent permitted by law, educational incentive shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

D. Uniform Allowance (Sworn)
The Police Chief and Police Captain(s) shall receive a total annual uniform allowance based on the fiscal year, July 1, in the amount of $1,500. The uniform allowance shall be paid through payroll on a pro rata basis each pay period (less applicable taxes). The total annual fiscal year uniform allowance will be pro-rated for new hires.

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6 The Parties agree that to the extent permitted by law, uniform allowance shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

E. Professional Dues
Effective January 1, 2025, employees who participate in professional associations, organizations, and continuing educational programs for directly related professional growth, and the direct benefit of the City may seek payments for membership dues, and professional certifications as approved by the City Manager. Such payments will not exceed $2,000 per fiscal year.

SECTION III Holidays
As provided in the Personnel Rules and Regulations, Rule 10, full-time and part-time employees receive holiday pay. In order for an employee to receive compensation for a holiday, the employee must be in a pay status (working, vacation, sick leave, worker’s compensation, scheduled day off) the day prior to and the day following the holiday. Police Captains will be compensated for their entire regularly assigned shift, up to ten (10) hours of holiday pay.

Holidays will be observed by the City as follows:
1) January 1 (New Year’s Day) 8) Veteran’s Day (Observed) 2) Martin Luther King Jr.’s Birthday 9) Thanksgiving Day (Observed) 10) The Friday following Thanksgiving Day
3) Washington’s Birthday (Observed) 11) December 24
4) Memorial Day 12) December 25
5) June 19, (Juneteenth) 13) December 31
6) July 4, Independence Day 14) Two Floating Holidays (Personal Days) 7) Labor Day based upon Employment on January 1st
For Police Captains, if a holiday falls on a regularly-scheduled day off, the employee will accrue holiday pay in the form of personal leave hours in the amount of their regularlyscheduled shift, up to ten hours.

SECTION IV Vacation
A. Vacation Usage New Employees
No employee who has served less than six months shall be eligible to use their vacation credits regardless of their accrual during the initial six months of employment. However, upon completion of six months of service, the employee will then be eligible to use accrued vacation hours.

B. Vacation Accrual Tables
Employees are subject to the following vacation accrual schedule:

Years Employed Monthly Accrual Annual Days

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7 0 - 5 years 10.67 hours 16
5 – 10 years 14.00 hours 21
10 years+ 17.33 hours 26
20 years (sworn) 18.67 hours 28
Sworn employees hired on or prior to June 1, 1998, with twenty (20) years of service, vacation accrual will increase from twenty-six (26) to twenty-eight (28) days annually.

Vacation accrual shall begin with the first hour of work.

Vacation accrual is capped at no more than eighteen (18) times an employee’s monthly vacation accrual at any time. Upon reaching the vacation accrual cap the employee will cease to accrue vacation until the balance is below the accrual cap. Regular employees who work fifty percent (50%) of full-time or more shall accrue vacation credits in proportion to their time worked.

SECTION V Longevity Incentive Plan
A. Longevity
Non-Sworn
The City recognizes employees that make a commitment to continue their employment long-term. After each five-year period of continuous, full-time employment, a regular non-sworn employee shall receive forty (40) hours of bonus vacation time posted to their vacation accrual balance, up to the vacation accrual cap.

Sworn – Police Chief
Effective July 1, 2026, the City will pay the Police Chief an additional amount based on theirthe Police Chief’s years of service as a full-time sworn peace officer with the City of Brentwood. That amount shall be as follows: a total of 2% of base salary rate once they Police Chief reaches twenty-five (25) years of continuous service as a full-time sworn peace officer with the City of Brentwood.

Sworn – Police Captain
Employees hired or promoted into the Police Captain rank on or after July 1, 2021, will receive an additional four percent (4%) of base salary rate once they reach one hundred twenty (120) months of service as a full-time sworn peace officer in the State of California.

Effective July 1, 2026, the City will pay employees in the Police Captain rank an additional amount based on their months of service as a full-time sworn peace officer in the State of California. Those amounts shall be as follows: a total of 2% of base salary rate once they reach sixty (60) months of service as a full-time sworn peace officer in the State of California through completion of one hundred nineteen (119) months of service or a total of 6% of base salary rate once they reach one hundred eighty (180) months of service as a full-time sworn peace officer in the State of California and thereafter.

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8 Once the required number of months has been reached, longevity incentive pay is ongoing and paid on a pay period basis. Only full-time service as a peace officer as defined in Chapter 4.5, Section 830 of the California Penal Code, and while employed with a city police agency, a county sheriff department, transit agency, or the California Highway Patrol, will be counted towards determining the months of service for purpose of Longevity Incentive Pay. Comparable law enforcement experience out of state, in a state whose training qualifies an applicant for a Basic Course Waiver from California P.O.S.T., will be evaluated on a case-by-case basis and will be counted towards the months of service.

The Parties agree that to the extent permitted by law, longevity pay shall be reported as special compensation pursuant to CalPERS regulations and the PERL.

B. Non-Recurring Leave
The bonus week of vacation for non-sworn employees shall not increase the employee’s vacation accrual rate. The forty (40) hours of vacation is a one (1) time bonus for the year in which it is earned through the employee’s length of service.

SECTION VI Personal Time Off and Comp Payout
A. Personal Time Off
Employees are eligible for paid time off for personal leave. Effective July 1, 2024, employees are eligible to use up to eighty (80) hours. The employee can use this time off all at once or in as little as one (1) hour increments. These hours shall have no cash value, shall not be eligible for payment upon termination of employment, and shall not be transferable from one year to the next. Each employee is eligible for the full hours, based on classification, of paid time off regardless of the duration of their employment.

The time will be placed on the employees books effective every July 1.

B. Comp Payout
Employees who internally promote from a represented bargaining group that receives compensatory time off (CTO), shall have the CTO paid out at the pre-promotion classification wage rate prior to the promotion.

SECTION VII Sick Leave
Regular and probationary employees earn sick leave at the rate of eight (8) hours per month.

Sick leave accrues on the basis of hours worked, therefore regular and probationary employees who work fifty percent (50%) of full-time or more shall accrue sick leave credits in proportion to their time worked. Unused sick leave shall accumulate from year to year. Sick leave may not be used before it is earned. Sick leave may be used consistent with City Policy and state and federal law. See Personnel Rules/Regulations, Rule 10.3 for more details that apply to the accrual and use of sick leave.

SECTION VIII Health Insurance

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9 A. Executive and Senior Management (Sworn)
The City shall provide medical coverage for the Police Chief and Police Captains consistent with the coverage provided for members of the Brentwood Police Officers’ Association. The City shall pay medical premiums up to the full family rate for the lowest cost HMO plan offered by the City. The City currently offers health insurance benefits through the CalPERS Health Benefits Program. The City shall provide for a maximum annual increase of 10% but in no instance shall the maximum annual contribution exceed the full family rate for the lowest cost HMO plan offered by the City. In the event the medical premium increase is less than 10%, the City’s sole obligation is to pay the actual increase. The maximum amounts described herein include the PEMHCA minimum (currently $158 per month). The employees shall agree to pay any excess medical premium costs through a pre-tax payroll deduction of the employee chosen plan, unless the IRS tax code changes.

1. Retiree Medical Coverage
Retiree medical is available through the CalPERS Health Benefits Plan.

Employees must be vested with CalPERS and retire from the City of Brentwood within the timeline set by CalPERS to be eligible to receive the retiree medical benefit.

For existing retiree retired prior to July 1, 2012:

The maximum premium amount paid by the City shall be equal to the Kaiser employee plus one dependent rate. The maximum amounts described herein include the PEMHCA minimum (currently $158 per month). The payment method of any excess premium due from retiree will be prescribed by CalPERS.

For employees hired prior to July 1, 2012 and not yet retired by that date:

The maximum premium amount paid by the City shall be capped at $1,500 per month. If during the term of the agreement, the Kaiser employee only rate exceeds $1,500 per month, the retirees shall receive a monthly amount equal to the Kaiser employee only amount. This maximum amount includes the PEMHCA minimum (currently $158 per month). Retirees shall be responsible for payment of any excess premium costs due CalPERS. The payment method of the excess premium will be prescribed by CalPERS.

For employees hired on or after July 1, 2012:

The maximum premium amount paid by the City shall be equal to the PEMHCA minimum amount, (currently $158 per month). Retirees shall be responsible for payment of any excess premium costs due CalPERS. The payment method of excess premium will be prescribed by CalPERS. The City shall increase the maximum medical premium amount to match the PEMHCA minimum amount in compliance with the required PEMHCA minimum amount.

2. Cash In-Lieu of Medical Coverage

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10 Executive and Senior Management sworn employees that have medical coverage by some other means, for example through a spouse, may elect to receive “cash inlieu” of medical coverage after they provide proof of such medical coverage to the Human Resources Department. Upon the loss of such coverage, employees shall notify the Human Resources Department and shall enroll in one of the medical plans offered by the City. The benefit amount shall be $668.63 per month and shall be capped at that amount. The “cash in-lieu” benefit amount shall be $300 per month for: a) employees hired after July 1, 2014; or b) existing employees who discontinue the City’s medical coverage and opt for “cash in-lieu” of medical coverage at a later date as long as they meet the requirements as described above.

B. Executive and Senior Management (Non-Sworn)
The City shall provide medical coverage for Executive and Senior Management nonsworn employees consistent with coverage provided for Brentwood Management and Confidential Employees’ Association. The maximum monthly medical premium paid by the City for employee’s medical coverage shall be as follows:

Effective as soon as administratively possible but not later than the start of the second full month after Council adoption the City shall provide the following contributions for full time employees:

Employee only: 100% of the premium, regardless of plan.

Employee plus 1 dependent: an amount equal to the Region 1 Kaiser Employee + one dependent rate.

Employee plus 2 or more dependents: an amount equal to 85% of the Region 1 Kaiser Family rate.

The maximum monthly medical premium described above includes the Public Employees’ Medical and Hospital Care Act (“PEMHCA”) minimum monthly contribution (currently $158 per month).

Employee Contribution
The employees shall pay any excess premium costs through a pre-tax payroll deduction of the employee chosen plan, unless the IRS tax code changes.

1. Retiree Medical Coverage
Retiree medical is available through the CalPERS Health Benefits Plan.

Employees must be vested with CalPERS and retire from the City of Brentwood within the timeline set by CalPERS to be eligible to receive the retiree medical benefit.

For employees retired prior to July 1, 2012:

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11 The City’s monthly contribution rate shall equal the Kaiser employee plus one dependent rate. This amount includes the PEMHCA minimum.

For employees hired prior to July 1, 2012 and not yet retired by that date:

The maximum premium amount paid by the City for an employee retiring on or after July 1, 2012 shall be $1,326.63 until such time that the Kaiser employee only rate exceeds this amount. At that time, the maximum medical premium amount paid by the City shall equal the Kaiser employee only rate. At no time shall the maximum medical premium amount paid by the City be less than the Kaiser employee only rate. This maximum premium amount includes the PEMHCA minimum amount.

For employees hired on or after July 1, 2012:

The maximum premium amount paid by the City for an employee retiring on or after July 1, 2012 shall be equal to the PEMHCA minimum amount. Retirees shall be responsible for payment of any excess premium costs due CalPERS.

The payment method of excess premium will be prescribed by CalPERS. The City shall increase the maximum medical premium amount to match the PEMHCA minimum amount in compliance with the required PEMHCA minimum amount.

2. Cash In-Lieu of Medical Coverage
Executive and Senior Management non-sworn employees that provide proof of alternative minimum essential medical coverage for the employee and the employee’s taxable family (individuals for whom the employee expects to claim a personal exemption deduction), may elect to receive “cash in-lieu” of medical coverage after they provide annual proof of such medical coverage to the Human Resources Department. Individual coverage and individual coverage from Covered California does not qualify as alternative minimum essential coverage for this section.

For those employees who received the “cash in-lieu” amount on or before May 1 2014, and retained the benefit, the maximum benefit amount will be $668.63.

The “cash in-lieu” benefit amount shall be $300 per month for: a) employees hired after May 1, 2014; or, b) existing employees who discontinue the City’s medical coverage and opt for “cash in-lieu” of medical coverage at a later date as long as they meet the requirements as described above.

SECTION IX Dental Insurance
The City shall pay the premium for dental coverage for all full-time personnel and their family.

In the event that during the period of July 1, 2024 through June 30, 2027 in the Compensation Summary for Executive and Senior Management Employees, the premiums required to maintain the current level of dental benefits are increased, the City shall pay such increased premium amounts.

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12 The City shall contract with their dental insurance provider for an enhanced benefit package.

Any employee who enrolls in the enhanced dental benefit package shall be responsible for the difference in the premium between the basic and enhanced benefit.

SECTION X Vision Insurance
The City shall pay the premium for vision coverage through Vision Services Plan (VSP) that provides vision care services through participating providers. This applies to all full-time personnel and their family. In the event that during the period of the Memorandum of Understanding, the premiums required to maintain the current level of vision benefits are increased, the City shall pay such increased premium amounts.

SECTION XI Flexible Benefit Plan
Employees in this bargaining unit may voluntarily participate in the Flexible Benefit Plan. The plan allows employees to receive nontaxable benefits in exchange for a reduction in taxable compensation.

SECTION XII Life Insurance
The City shall pay the premium for term life insurance and accidental death & dismemberment coverage for all members of this bargaining unit. The coverage provides for one and one-half times the employee’s annual salary to a maximum of one-hundred and fifty-thousand dollars ($150,000).

SECTION XIII Disability Insurance
The City shall contribute one hundred percent (100%) of premiums for Disability Insurance with a twenty-nine (29) day waiting period. Employees may use accrued vacation, sick leave or compensatory time off pay during the twenty-nine (29) day waiting period until the Disability benefit begins. Once the employee becomes eligible for the Disability benefit, other time off benefits may be utilized as allowed by the policy.

SECTION XIV Retirement Plan
The City provides and maintains membership in the California Public Employees’ Retirement System (CalPERS) for eligible employees who are miscellaneous or safety members.

A. Executive and Senior Management - Miscellaneous Members Employees hired on or before October 1, 2010, shall receive the 2.7% at 55 miscellaneous retirement benefit and receive the following Optional Benefits:

Section 20042 One-Year Final Compensation.

Section 20965 Credit for Unused Sick Leave.

Section 21024 Military Service Credit as Public Service, Statutes of 1976.

Employees electing this option are fully responsible for any costs associated with the election of this benefit.

Section 21335 5% Cost-of-Living Allowance, base year 2001, for miscellaneous members and local police members only.

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13 Section 21573 Third Level of 1959 Survivor Benefits.

All benefits included in the City retirement plan under CalPERS effective October 1, 2010, shall be maintained during the life of the contract. Employees will contribute the entire 8% of the Member Contribution towards retirement.

Employees hired after October 1, 2010 who are “classic members” as defined by CalPERS, shall receive the 2% at 60 miscellaneous retirement benefit and receive the following Optional Benefits:

Section 20965 Credit for Unused Sick Leave.

Section 21024 Military Service Credit as Public Service, Statutes of 1976.

Employees electing this option are fully responsible for any costs associated with the election of this benefit.

Section 21573 Third Level of 1959 Survivor Benefits.

The retirement benefit will be calculated on a consecutive thirty-six (36) month period and the Cost of Living Allowance will be the base amount provided by CalPERS.

Employees will pay the entire 7% Member Contribution each month for all wages that are CalPERS reportable.

New Members - Employees hired on or after January 1, 2013, who are “new members” as that term is defined in the Public Employees’ Pension Reform Act (PEPRA) shall be members of the CalPERS Miscellaneous Employees’ Retirement Plan 2% at age 62 retirement formula. Final compensation is based on a 36-month final compensation period, and employees will contribute at least 50 percent of the total normal cost rate for their retirement plan.

Optional benefits that are already in place under the City’s CalPERS contract and contract amendments will apply to new members unless those optional benefits are inconsistent with the PEPRA, such as the 12-month final compensation period.

B. Executive and Senior Management - Safety Members
Employees hired on or before September 1, 2012, shall receive the 3% at 50 safety retirement benefit including the 5% Annual Cost of Living Allowance, and the one year highest compensation. Employees shall pay the full 9% member contribution to PERS on a pre-tax basis (unless the IRS tax code changes).

Employees hired after September 1, 2012 who are “classic members” as determined by CalPERS, shall receive the 3% at 55 safety retirement benefit, including the 2% Annual Cost of Living Allowance, and the three years highest compensation calculation as defined by CalPERS. Employees shall pay the 9% member contribution to PERS on a pre-tax basis (unless the IRS tax code changes).

In accordance with the Public Employees’ Pension Reform Act (PEPRA), safety members hired on or after January 1, 2013, who are “new members” as determined by CalPERS, shall receive the 2.7% at 57 safety benefit, including the 2% Annual Cost of Living Allowance, and the three years highest compensation calculation as defined by

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14 CalPERS. Members of this retirement plan shall pay 50% of the normal cost of retirement as determined annually by CalPERS on a pre-tax basis (unless the IRS tax code changes).

Safety members shall be covered by the PERS “1959 Survivor Benefit” at Level III.

The PERS contract for safety members includes Military Service Credit as Public Service, an optional benefit available through CalPERS. Employees electing this option are fully responsible for any costs associated with the election of this benefit.

SECTION XV Deferred Compensation and Retiree Health Savings Account A. Deferred Compensation
The City contracts with 457 Deferred Compensation Plan providers. Employees have the option to choose the plan they wish to participate in and receive a matching contribution from the City equal to fifty-five dollars ($55.00) each pay period, for a total of one-hundred ten dollars ($110.00) per month.

In addition to the matching contribution above, Senior Management employees shall receive an amount equal to four percent (4%) of their salary into a 457 Deferred Compensation Plan provided by the City. There is no matching requirement for this contribution. Contributions to the 457 Deferred Compensation Plans are subject to the annual IRS contribution limits.

B. Retiree Health Savings Account

1. Executive and Senior Management (Non-Sworn) The account shall be solely for employees hired on or after July 1, 2012 and shall allow for employer and employee contributions to the plan. The City shall contribute fifty dollars ($50) per pay period on behalf of each qualified employee to the plan. City contributions shall immediately vest to the qualified employee. The City shall pay the accounting fee as charged by the plan. Employees may withdraw from the plan upon separation from City employment.

2. Executive and Senior Management (Sworn)
Employees hired on or after July 1, 2012:

The Retiree Health Savings Account shall be solely for sworn members and shall allow for employer and employee contributions to the plan. The City shall contribute one hundred dollars ($100) per pay period on behalf of each qualified employee to the plan. City contributions shall immediately vest to the qualified employee. The City shall pay the accounting fee as charged by the plan. Employees may withdraw from the plan upon separation from City employment.

Employees hired before July 1, 2012:

The City agrees to meet with sworn members regarding the establishment of Retiree Health Savings Accounts in members’ names on the condition that the City will make no contributions to such Accounts and all members agree to contribute the minimum required amount.

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15 SECTION XVI At Will Employment
Executive and Senior Management employees are “at will” and, as such, may be dismissed at any time with or without cause. This section does not supersede the POBR, Government Code Sections 3300-3313, for employees covered by the POBR.

The following listing provides clarification on which positions are categorized under Executive Management, Senior Management, and/or Peace Officer Bill of Rights (POBR) – designated Sworn personnel.

Executive Management:

Assistant City Manager
City Treasurer/Director of Finance and Information Systems Director of Community Development
Director of Engineering/City Engineer
Director of Human Resources/Risk Manager
Director of Parks and Recreation
Director of Public Works
Police Chief (Sworn)
Senior Management:

Assistant City Attorney
Assistant Director of Finance and Information Systems
Assistant Director of Public Works
Deputy City Attorney
Police Captain (Sworn)
POBR (Sworn):

Police Chief
Police Captain
SECTION XVII Severance Pay
Unless otherwise specified in an employment contract, employees terminated without cause will be entitled to receive severance pay as follows:

Executive Management: Employees after six months employment in an Executive Management position shall receive six months severance.

Senior Management: Employees after twelve months employment in a Senior Management position shall receive three months severance. Police Captains are not eligible for severance.

This provision does not apply to an employee who resigns, retires or is terminated for cause.

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16 SECTION XVIII Severability of Provisions
If any provision of the Compensation Summary should be found to be invalid, unlawful or unenforceable by reason of any existing or subsequently enacted legislation or voter initiative or by judicial authority, all other provisions of this agreement shall remain in full force and effect for the duration. In the event of invalidation of any provision, the City shall meet with the employees covered by this agreement to discuss the invalidation(s).

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CITY COUNCIL AGENDA ITEM NO. F.4
08/11/2026
SUBJECT: Adopt a Resolution Establishing the Deputy City Manager Classification
DEPARTMENT: Human Resources
STAFF: Teresa Fairbanks, Interim Director of Human Resources/ Risk Manager

TITLE/RECOMMENDATION
Adopt a Resolution: (1) Establishing the Deputy City Manager classification and approving the job description, and salary range; (2) Assigning the classification to the Senior Management category of the Unrepresented Executive and Senior Management Employees group and directing the corresponding update to the Compensation Summary for that employee group; (3) Approving an amendment to the 2026/2027 Pay Schedule in accordance with the California Code of Regulations (CCR), Title 2, Section 570.5, effective August 11, 2026, to include the Deputy City Manager salary range; (4) Authorizing the City Manager to make nonsubstantive, ministerial revisions to the 2026/2027 Pay Schedule necessary to implement the City Council’s action and ensure consistency with the CCR, Title 2, Section 570.5; and (5) Amending the 2026/27 General Fund Operating Budget in the amount of $27,285 and the 2027/28 General Fund Operating Budget in the amount of $28,102.

Staff recommends that the City Council adopt the resolution. The recommended action will establish the classification and its compensation, clarify the applicable employee category and employment status, and authorize the necessary budgetary and administrative implementation actions.

FISCAL IMPACT
If established, the current Economic Development Manager vacancy in the City Manager’s Office will be alternatively filled with the new Deputy City Manager classification. The cost to the General Fund to fill the Economic Development Manager vacancy with the new Deputy City Manager classification would be $27,285 in FY 2026/27 and approximately $28,102 in FY 2027/28. This cost increase would require an amendment to the 2026/27 – 2027/28 General Fund Budget.

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CITY COUNCIL AGENDA ITEM NO. F.4
08/11/2026
In June 2026, included in the presentation of the 2026/27 – 2027/28 General Fund Operating Budget for adoption, the conservative two-year projected surplus was estimated to be $35,000, or a break-even result of operations over the two-year period.

BACKGROUND
The City's operations continue to evolve, with an increasing emphasis on citywide strategic planning, organizational coordination, and the implementation of complex initiatives. As the organization has grown, so has the need for executive-level leadership dedicated to advancing the priorities of the City Council, including support for projects such as the Innovation Center.

With the recent vacancy of the Economic Development Manager position, the City evaluated both the immediate and long-term organizational needs of the department and the broader organization. Rather than filling the vacancy as it previously existed, staff identified an opportunity to establish a higher-level executive position that can provide organization-wide leadership and oversight of strategic initiatives.

The proposed Deputy City Manager classification is intended to strengthen capacity by leading citywide strategic planning efforts, coordinating high-priority projects across departments, supporting organizational initiatives, and assisting the City Manager in implementing the City Council’s goals and priorities. Furthermore, the Deputy City Manager classification supports succession planning and creates additional career growth opportunities.

The duties and work previously performed by the Economic Development Manager can be effectively carried out by existing City staff whose current classification specifications already encompass these functions, ensuring continuity of economic development activities without interruption to service delivery.

In collaboration with the City Manager’s Office, the Human Resources Department conducted a comprehensive review of the current body of work, operational needs, and service demands. Based on this analysis, staff developed the proposed Deputy City Manager classification, including the job description and salary range, to reflect the City's continued commitment to aligning its organizational structure with its evolving operational needs, ensuring the leadership capacity necessary to effectively manage current priorities while positioning the organization for future growth and service delivery demands.

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CITY COUNCIL AGENDA ITEM NO. F.4
08/11/2026
Based on the proposed duties and responsibilities, the Deputy City Manager classification is consistent with classifications under the Unrepresented Executive and Senior Management Employees group. Accordingly, staff recommends that the Deputy City Manager be assigned to the unrepresented group.

The proposed salary range for the Deputy City Manager classification has been developed with consideration for internal equity and alignment with the existing Assistant Director classifications. Staff recommends approval of the Deputy City Manager classification, including the job description (Exhibit A) and corresponding salary range, as well as an amendment to the Pay Schedule to reflect these changes.

This staff report and all related attachments have been reviewed by the City Attorney and outside legal counsel specializing in employment law.

CITY COUNCIL STRATEGIC INITIATIVE
Focus Area 6: Classification and Compensation Study.

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

DATE OF NOTICE
Not Applicable.

ENVIRONMENTAL DETERMINATION
The proposed action is not a “project” within the meaning of the California Environmental Quality Act because it involves organizational and administrative activities of the City that will not result in direct or reasonably foreseeable indirect physical changes in the environment. Accordingly, no environmental review is required.

ALTERNATIVE OPTION(S)

1. The City Council may decline to establish the Deputy City Manager classification. In the event of that occurrence, the City Manager would recruit for the existing Economic Development Manager classification.

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CITY COUNCIL AGENDA ITEM NO. F.4
08/11/2026

2. The City Council may also provide alternative direction regarding the proposed organizational structure, salary range, or employee category.

ATTACHMENT(S)

1. Previous Action

2. Resolution

3. Exhibit A – Deputy City Manager Job Description

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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 May 13, 2025, City Council approved Resolution 2025-51, approving and authorizing the City Manager to: 1) Establish 13 new classifications, job descriptions, and salary ranges; 2) Abolish 16 obsolete classifications, job descriptions, and salary ranges; 3) Adopt the 2024/25 Pay Schedule in accordance with California Code of Regulations Title 2, 570.5 and authorize the City Manager or designee, in consultation with the City Attorney, to make ministerial revisions to it; and 4) Adopt Appropriations Amendments to the 2024/25 - 2025/26 Operating Budget.

On July 22, 2025, City Council approved Resolution 2025-86, approving the Pay Schedule in accordance with the California Code of Regulations, Title 2, Section 570.5, and authorized the City Manager to Execute Updates to the Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees.

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RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BRENTWOOD ESTABLISHING THE DEPUTY CITY MANAGER CLASSIFICATION;
APPROVING THE JOB DESCRIPTION AND SALARY RANGE; ASSIGNING

THE CLASSIFICATION TO THE SENIOR MANAGEMENT CATEGORY OF

THE UNREPRESENTED EXECUTIVE AND SENIOR MANAGEMENT
EMPLOYEES GROUP; APPROVING AN AMENDMENT TO THE 2026/2027

PAY SCHEDULE TO INCLUDE THE DEPUTY CITY MANAGER SALARY
RANGE; AUTHORIZING THE CITY MANAGER OR DESIGNEE TO MAKE NON-SUBSTANTIVE, MINISTERIAL REVISIONS TO THE 2026/2027 PAY SCHEDULE; AUTHORIZING THE CITY MANAGER OR DESIGNEE TO

TAKE ALL NECESSARY ADMINISTRATIVE ACTIONS TO IMPLEMENT THE DEPUTY CITY MANAGER CLASSIFICATION; AMENDING THE FY
2026/27 GENERAL FUND OPERATING BUDGET BY $27,285; AND
AMENDING THE FY 2027/28 GENERAL FUND OPERATING BUDGET BY $28,102
WHEREAS, on May 13, 2025, City Council approved Resolution 2025-51, approving and authorizing the City Manager to: 1) Establish 13 new classifications, job descriptions, and salary ranges; 2) Abolish 16 obsolete classifications, job descriptions, and salary ranges; 3) Adopt the 2024/25 Pay Schedule in accordance with California Code of Regulations Title 2, 570.5 and authorize the City Manager or designee, in consultation with the City Attorney, to make ministerial revisions to it; and 4) Adopt Appropriations Amendments to the 2024/25 - 2025/26 Operating Budget; and
WHEREAS, on July 22, 2025, City Council approved Resolution 2025-86, approving the Pay Schedule, and authorized the City Manager to execute updates to the Compensation Summary for the City of Brentwood Unrepresented Executive and Senior Management Employees; and
WHEREAS, staff is requesting approval of the Deputy City Manager classification, job description, and salary range.

WHEREAS, the Economic Development Manager position in the City Manager’s Office is vacant, and staff recommends establishing the Deputy City Manager classification to address the City’s current organizational and operational needs; and WHEREAS, the proposed Deputy City Manager classification is a senior management classification, and staff recommends assigning it to the Senior Management category of the Unrepresented Executive and Senior Management Employees group; and

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WHEREAS, the proposed job description and salary range are set forth in Exhibit A, and the amended 2026/2027 Pay Schedule, effective August 11, 2026, is set forth in Exhibit B; and
WHEREAS, filling the vacant position with the Deputy City Manager classification rather than the Economic Development Manager classification will increase General Fund costs by $27,285 in FY 2026/27 and $28,102 in FY 2027/28, requiring corresponding budget amendments; and
WHEREAS, the proposed action is not a project within the meaning of the California Environmental Quality Act pursuant to State CEQA Guidelines section 15378(b)(5), because it consists of organizational and administrative activities of government that will not result in direct or indirect physical changes in the environment.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Brentwood does hereby:

1. Establish the Deputy City Manager classification and approve the job description and salary range attached hereto as Exhibit A and incorporated herein by this reference.

2. Assign the Deputy City Manager classification to the Senior Management category of the Unrepresented Executive and Senior Management Employees group and authorize the City Manager or designee to update the applicable Compensation Summary consistent with this resolution.

3. Approve an amendment to the 2026/2027 Pay Schedule, effective August 11, 2026, to include the Deputy City Manager classification and salary range in accordance with California Code of Regulations, title 2, section 570.5.

4. Authorize the City Manager or designee to make non-substantive, ministerial revisions to the 2026/2027 Pay Schedule necessary to implement this resolution and ensure compliance with California Code of Regulations, title 2, section 570.5, provided that such revisions do not alter the City Councilapproved classification title, salary range, effective date, or any other substantive term.

5. Authorize the City Manager or designee to take all necessary administrative actions to implement the Deputy City Manager classification and the actions approved by this resolution.

6. Amend the FY 2026/27 General Fund Operating Budget to increase appropriations by $27,285 and amend the FY 2027/28 General Fund Operating Budget to increase appropriations by $28,102.

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7. Find that the actions approved by this resolution are not a project within the meaning of the California Environmental Quality Act pursuant to State CEQA Guidelines section 15378(b)(5).

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on the 11th day of August 2026 by the following vote:

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EXHIBIT A
Established Date: XXXX
FLSA: Exempt
Bargaining Group: Unrepresented

DEPUTY CITY MANAGER

SALARY RANGE
$92.30 - $112.19 Hourly
$7,999.25 - $9,723.15 Semi-Monthly
$15,998.50 - $19,446.29 Monthly
$191,982.00 - $233,355.48 Annually

DEFINITION
Under general direction, provides comprehensive leadership and direction to assigned major City functional areas, including inter-departmental projects or programs; administers sustainability initiatives and programs; provides executive leadership to citywide strategic planning initiatives; performs policy and legislative analysis, coordinates the activities of assigned staff and services; represents the City and fosters cooperative working relationships with community groups, intergovernmental agencies, and City staff; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the City Manager or their designee. Exercises supervision over supervisory, professional, technical, and administrative support staff.

CLASS CHARACTERISTICS
This executive management classification is responsible for the development of citywide policies, goals, objectives and priorities. This position provides general strategic and administrative direction to the city departments that are assigned. Incumbent is responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities, which include assisting in the development and implementation of policies and procedures for assigned programs, budget administration, short- and long-term planning, and ensuring compliance with regulatory requirements. The Deputy City Manager is distinguished from the Assistant City Manager by the assignment of programmatic responsibilities, with a focus on intergovernmental relationships, policy analysis, and public communications. It is further distinguished from the Assistant City Manager by the level and scope of functional responsibilities.

Specific programmatic responsibilities may vary based on needs and as assigned by the City Manager or Assistant City Manager
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

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Deputy City Manager

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1. Assists the City Manager and Assistant City Manager in the development of a variety of plans, programs, and projects designed to better the City, including the development of short- and long-range City strategies.

2. Participates in the development and implementation of goals, objectives, policies, and priorities for their program; continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; identifies areas of improvement and makes recommendations.

3. Participates in the development, administration, and oversight of assigned budget; determines funding needed for programs, equipment, and supplies; ensures compliance with budgeted funding.

4. Selects, trains, motivates, and directs department personnel; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees to correct deficiencies; implements discipline and termination procedures; responds to staff questions and concerns.

5. Contributes to the overall quality of the City’s services by developing, reviewing, and implementing policies and procedures to meet legal requirements and City needs; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems, and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change.

6. Monitors legal, regulatory, technology, and societal changes and court decisions that may affect assigned programs; evaluates their impact upon City operations and recommends and implements policy and procedural improvements.

7. Oversees the development of requests for proposals for professional services and/or contracted services; evaluates proposals and recommends award; coordinates with legal counsel to determine City needs and requirements for contractual services; negotiates contracts and agreements and administers same after award.

8. Represents the department to other City departments, elected officials, and outside agencies; explains and interprets departmental programs, policies, procedures, and activities; negotiates and resolves significant and controversial issues.

9. Conducts specialized City wide organizational and operational studies and investigations; recommends modifications to programs, policies, and procedures as appropriate.

10. Participates in and makes presentations to the City Council and a wide variety of committees, boards, and commissions; attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of municipal government.

11. Directs the maintenance of working and official departmental files; prepares, reviews, and presents staff reports, various management and information updates, and reports on special projects as assigned by the City Manager.

12. Ensures staff observe and comply with all City and mandated safety rules, regulations, and protocols.

13. Performs related duties as required.

QUALIFICATIONS
Knowledge of:
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the City.  Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.  Principles and practices of leadership.

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Deputy City Manager

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 Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 Principles, practices, and procedures of public administration as applied to assigned program and service areas.
 Principles and practices of contract administration and management.  Principles and practices of budget administration.
 Principles of effective public relations and interrelationships with community groups and agencies, the private sector, and other levels of government.  Current social, political and economic trends affecting City government and service provision.  Principles and techniques of conducting studies, evaluating alternatives, making sound recommendations, and preparing and presenting effective and technical reports.  Technology and systems for public communications, including social media, websites, and related platforms.
 Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility.  Recordkeeping principles and procedures including record destruction according to rules and regulations.
 Basic math, statistics, and accounting principles and procedures.  City and mandated safety rules, regulations, and protocols.  Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
 The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
 Modern equipment and communication tools used for business functions and program, project, and task coordination.
 Computers and software programs (e.g., Microsoft software packages) to conduct, compile, and/or generate documentation.

Ability to:
 Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.
 Plan, organize, direct and coordinate the work of management, professional and technical personnel; delegate authority and responsibility.
 Prepare and administer budgets.
 Conduct complex research projects on a variety of topics, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.  Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner for a variety of audiences.
 Research, analyze, and evaluate new service delivery methods, procedures and techniques.  Evaluate alternatives and make judgments within established policy and procedural guidelines.
 Direct the establishment of filing, record keeping, and tracking systems.  Make accurate arithmetic, financial, and statistical computations.

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 Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
 Effectively represent the department and the City in meetings with governmental agencies; community groups; various business, professional, and regulatory organizations; and in meetings with individuals.
 Prepare clear, concise, and competent reports, correspondence, and other written material.  Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
 Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
 Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
 Effectively use computer systems, software applications, and modern business equipment to perform a variety of work tasks.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:
 Equivalent to the completion of a bachelor’s degree from an accredited college or university with major coursework in business or public administration or a related field.  Seven (7) years progressively responsible administrative or staff experience in municipal government including two (2) years of management experience.

Licenses and Certifications:
 When the position’s duties require operating a motor vehicle, incumbents must possess and maintain a valid California Driver’s License and a satisfactory driving record for the period such duties are assigned.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various City sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.

ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures.

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Deputy City Manager

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CLASSIFICATION HISTORY
Title Deputy City Manager
Classification Code 1210
Classification Established XXXX
FLSA Status Exempt
Bargaining Group Unrepresented

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