Chino City Council
January 20, 2026

Exhibit A

COMPENSATION AND BENEFIT PLAN

FOR UNREPRESENTED MANAGEMENT EMPLOYEES

UNREPRESENTED MANAGEMENT EMPLOYEES:

The Unrepresented Management Employee group (Employee or Employees) shall be comprised of the following classifications and positions employed by the City of Chino (City):

Accessibility Coordinator
Administrative Services Manager
Assistant Budget Manager
Assistant City Engineer
Assistant Civil Engineer
Assistant Engineer
Assistant Parks & Facilities Manager
Assistant Public Works Services Manager
Assistant to the City Manager
Associate Civil Engineer
Associate Engineer
Associate Planner
Budget Manager
Building and Code Compliance Manager
Building Official
Capital Improvement Projects Engineering
Manager
City Clerk
City Planner
City Traffic Engineer
Civil Engineering Manager
Clinical Program Manager
Communications Manager
Construction Project Coordinator
Contracts and DIF Administrator
Council Liaison
Crime Prevention & Community Outreach
Supervisor
Community Services, Parks & Recreation
Manager
Community Services, Parks & Recreation
Supervisor
Economic Development Analyst
Economic Development Manager
Emergency Services Coordinator
Engineering Manager
Environmental Compliance Coordinator
Environmental Compliance Supervisor
Environmental Services Administrator
Equipment Mechanic Supervisor
Facility Coordinator
Fiscal Services Manager
Grounds Supervisor
Housing Manager
Human Resources/Risk Management Analyst
Information Technology Analyst
Information Technology Manager
Information Technology Supervisor
Management Analyst
Multimedia Officer
Parks & Facilities Manager
Payroll Supervisor
Permit & Inspection Supervisor
Permit Center Coordinator
Police Records & Evidence Supervisor
Police Technical Services Manager
Principal Engineer
Principal Planner
Projects Manager
Public Information Officer
Public Safety Dispatch Supervisor
Public Works Project Manager
Public Works Services Manager
Public Works Supervisor
Purchasing Manager
Revenue Manager
Risk Manager
Senior Engineer
Senior Human Resources/Risk Management
Analyst
Senior Information Technology Analyst
Senior Management Analyst
Senior Planner
Sewer & Storm Drain Supervisor
Strategic Initiatives Manager
Streets Supervisor
Supervising Building Inspector
Supervising Code Compliance Inspector
Supervising Plans Examiner
Transportation Manager
Utilities Engineering and Operations Manager
Water Utilities Superintendent
Water Utilities Supervisor

BASE COMPENSATION:

In addition to the two percent (2%) cost-of-living adjustment wage increase (COLA) previously provided to all Unrepresented Management Employees through City Council Resolution No. 2025-039, adopted on July 15, 2025 and made effective July 21, 2025, all Unrepresented Management Employees shall be provided an additional one percent (1%) COLA wage increase effective the pay period beginning on November 24, 2025, as reflected in the updated Classification Plan and Compensation Schedule set forth at the end of this Compensation and Benefit Plan.

Effective the beginning of the pay period including July 1, 2026, the Classification Plan and Compensation Schedule for Unrepresented Management Employees shall reflect a three percent (3%) COLA as reflected in the Classification Plan and Compensation Schedule set forth at the end of this Compensation and Benefit Plan.

RETENTION PAY:

All Unrepresented Management Employees still employed by the City as of November 24, 2025 shall receive a one-time, lump sum retention payment in the amount of 0.90% of their base pay, as Off-Salary-Schedule Pay per section 571(a) of Title 2 of the California Code of Regulations, to be issued through Payroll and subject to applicable taxes and withholdings, and shall not be considered earnable or pensionable compensation under the California Public Employees’ Retirement System.

DIRECT DEPOSIT:

All Employees will have funds directly deposited into an account they established for deposit of their payroll checks.

LONGEVITY PAY:

Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 10 years of service - $500 paid in a lump sum at time of anniversary.  15 years of service - $1,000 paid in a lump sum at time of anniversary.  20 years of service - $1,500 paid in a lump sum at time of anniversary.  25 years of service - $2,000 paid in a lump sum at time of anniversary.  30 years of service - $2,500 paid in a lump sum at time of anniversary.  35 years of service - $3,000 paid in a lump sum at time of anniversary.  40 years of service - $3,500 paid in a lump sum at time of anniversary.  45 years of service - $4,000 paid in a lump sum at time of anniversary.

DEFERRED COMPENSATION PLAN:

A deferred compensation plan, 457(b), is available to all Employees, providing tax-deferred savings to serve as a retirement supplement. An Employee may contribute to the City’s designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

City Contribution
The City-paid contribution to deferred compensation is two hundred and fifty dollars ($250) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City. Loans are permitted.

“Catch-up” Provision
Pursuant to federal and state law, Employees attaining the minimum age of 47, who are within three (3) years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan “Catch-up” provisions and allowances as defined in federal and state law. To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an Employee's planned retirement date, the conversion of accrued Sick, Vacation, Sick Leave Conversion, Management, Floating Holiday/Compensatory and Holiday Leave hours to cash contribution at the Employee's base rate of pay in effect at the time of conversion.

Leave conversion contributions for the “457 Catch-up” shall normally be distributed over an Employee's last three (3) years prior to their planned retirement date. However, based on the total amount of “457 catch-up” contributions available to the Employee, accumulated Sick Leave hours, and the Employee's designated retirement date, “457 Catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the Employee must be within three (3) years of their planned retirement date, have “457 catch-up” privileges available to them, be enrolled in the City- sponsored 457 Deferred Compensation Plan.

“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance Employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an Employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said Employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the Employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the Employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The Employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.

The Employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be counted towards the Employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
To participate, the Employee will select the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The Employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

The Employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The Employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the Employee will select the amount of other leave (this may be Sick Leave Conversion, Management, Floating Holiday, Compensatory Time and/or Holiday Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The Employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an Employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Sick, Vacation, Management, Floating Holiday, Compensatory Time leave hours to contribute this additional amount.

Defined Contribution Plan - 401(A):

This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows Employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating Employee. An Employee’s election to enroll in the 401(a) Plan is irrevocable.

Loans are permitted.

Contributions to the deferred compensation plan will be discontinued while an Employee is receiving Workers’ Compensation payments.

ACTING PAY:

The City will grant Acting after an Employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an Employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the Employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager

Subject to the conditions noted above, qualifying Employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The Employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.

ADDITIONAL DUTY PAY:

Afforded to an Employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An Employee performing this type of work

for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

BILINGUAL PAY:

Employees are eligible to receive one hundred and sixty dollars ($160) per month (except for eligible Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who receive two hundred and forty dollars ($240) per month) (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:

a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine Employees’ proficiency. Testing and its frequency are at the discretion of the City. An Employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an Employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the Employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the Employee to use bilingual skills on the job. If an Employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the Employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the Employee with no right of appeal.

CERTIFICATE PAY:

If a professional certificate is required as part of an Employees’ job, it will be paid for in the same manner and subject to the same limits as American Federation of State, County and Municipal Employees (AFSCME) Employees.

Certified Access Specialist (CASp) – Qualifying Employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.

COMMERCIAL DRIVER’S LICENSE:

Employees who are required to maintain their Class “A”, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive two hundred and fifty dollars ($250) per fiscal year.

BENEFIT BANK:

Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.

The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the Employee’s regular paychecks as earned.

Any Employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.

New Hires:

Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the Employee in the lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next Open Enrollment period.

Recertification:

Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the Employee in lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next open enrollment period.

BEREAVEMENT LEAVE:

A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified family member is provided. A “qualified family member” is defined as spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in- law, son-in-law, grandparent, step-grandparent, grandchild, or any other relative residing within the Employee’s home.

The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The Employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Director. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial service from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

COMPENSATORY TIME:

Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Two (2) Compensatory Time banks, each consisting of eighty (80) hours, are established:

 Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours of Compensatory Time to be paid out only upon separation from employment. The first eighty (80) hours of Compensatory Time earned by an Employee are recorded in this account. No annual buy back of this time is provided.
 Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hours of Compensatory Time for use as time off only. This time may not be sold back to the City.

Overtime hours in excess of eighty (80) in this account will be paid to Employees in salary at one and one-half (1 ½) times the Employee’s regular rate of pay.

COMPUTER LOAN PROGRAM:

All non-represented management Employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
 Maximum amount financed is two thousand, five hundred dollars ($2,500).  Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program.  Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).

 System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc.  No game or entertainment software will qualify under this program.  Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
 Payments on the loan will be made through payroll deduction on a bi-weekly basis.  Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
 The City must approve in advance all purchases for equipment under this program.  A written agreement between the City and participant is required to participate in this program.

The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.

DEATH BENEFIT:

Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.

In the event of an Employee’s death, their beneficiary will receive payment of all unused Leave time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the Employee would have been eligible for retirement using the CalPERS definition, Sick Leave will be paid to the Employee’s beneficiary(ies) at 100% cash-out of the Employee’s accrued Sick Leave on record.

In the event of an Employee death, if said such death is defined by the Workers’ Compensation system as an industrial death, the Employee’s beneficiary(ies) will receive 100% cash-out of the Employee’s accrued Sick Leave on record.

DISABILITY:

The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, non-probationary Employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the Employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the Employee’s base salary. The entire benefit period will not exceed five (5) years.

DISCIPLINARY APPEAL PROCEDURE:

The City Manager will no longer serve as the Hearing Officer.

FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 – Flexible Benefits Spending Plan is available for Employee contributions in accordance with IRS regulations.

FLOATING HOLIDAY TIME:

Employees are provided with thirty-five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).

This time off is used by the Employee with the approval of their supervisor.

Employees may cash out up to thirty-five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the Employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for Employees retiring from the City, Employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.

HOLIDAYS:

The City has designated twelve (12) ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.

HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to advance Vacation time, which will be earned by the Employee in the future, to those Employees who request it and who do not have any current Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

HOLIDAY PAY:

Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Credited with one hundred and fifty-five (155) holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. These positions have the option of converting holiday time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current base hourly rate. Any holidays converted to accumulated

time off must be utilized during the fiscal year, and there will be no option to carry unused accumulated holiday time from one fiscal year to another. Any unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.

Upon written request to the City’s Finance Department, payment of holidays will be made in a check separate from the regular payroll check at any time throughout the year. Holiday pay will be calculated at the pay rate at the time of cash-out. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employees’ Retirement System.

Except for Employees retiring from the City, Holiday leave time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal year for observed City holidays, will be reimbursed to the City upon termination of their employment.

HOLIDAY TIME COMPENSATION BANK:

When a City-designated holiday is observed on an Employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the Employee’s current hourly rate.

Should the Employee separate from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday shall be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

JURY DUTY:

It is the policy of the City that no Employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected Employee.

For all jury service, Employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.

LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City shall pay the Employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the Employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.

LIFE INSURANCE:

Employees are provided with a total of $100,000 in life insurance coverage.

See also Death Benefit Section in this Compensation and Benefit Plan.

LUNCH (PAID):

Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors will receive a paid lunch break.

MANAGEMENT LEAVE:

With exception of Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors, who earn overtime, Employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management Employees or current Employees promoted into management will receive a prorated management leave benefit.

Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the final payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to thirty (30) hours maximum.

Up to an additional sixty (60) hours of Management Leave may be granted by the City Manager with a corresponding ability to cash-out these hours for any Employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.

Except for Employees retiring from the City, Employees resigning/separating from employment will have Management Leave credited on a prorated basis (5 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.

MILEAGE REIMBURSEMENT:

The City agrees to reimburse Employees authorized by their Department Head for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification.

Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an Employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the Employee may not be paid until current vehicle coverage has been provided.

The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

MILITARY LEAVE:

Under certain conditions, Employees ordered to active duty may receive wage continuation and benefits for up to one (1) year. Cost-of-living adjustments will be received and leave accruals will continue during the first year of ordered active duty.

OVERTIME:

Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Are eligible to earn overtime hours. For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. Overtime hours are paid at the rate of one and one-half (1-½) times the Employee’s base rate of pay unless otherwise specified in this Compensation and Benefit Plan.

Also see Regular Rate of Pay Section in this Compensation and Benefit Plan.

PERFORMANCE EVALUATION:

Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.

PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.

An Employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.

RECRUITMENT INCENTIVES:

For recommendation resulting in Sworn Officer hire:
 $2,000 at hire + $500 upon completion of probation for entry level.  $4,000 at hire + $1,000 upon completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of Employees are not eligible for this benefit unless the recommendation for hire is made independent of his/her duties as a Recruitment Team Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.

REGULAR RATE OF PAY:

Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the Employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the Employee during the seven (7) day work period pursuant to the following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank actually received as cash  Bilingual Pay
 Longevity
 Uniform Clothing/Cleaning Allowance

For purposes of determining the total hours actually worked in the work period, all hours taken as leave are deducted from total number of hours paid.

See also Overtime section of this Compensation and Benefit Plan.

REHIRE POLICY:

Any Employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve the same probationary period that any new hire would otherwise serve and shall be otherwise subject to all terms and conditions of employment applicable to any newly hired Employee. The only exception shall be that any Employee rehired shall have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.

Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.

Sick Leave on record at the time of separation that was not compensated for will be reinstated.

RETIREMENT:

The City has a three-tier retirement benefit as follows:

A. 2.7% at age 55 if hired before October 17, 2011, with the single highest year final compensation.

B. 2% at age 55, if hired on or after October 17, 2011, with a 3-year average final compensation.

C. 2% at age 62 (PEPRA), if entering CalPERS membership on or after January 1, 2013, with a 3-year average final compensation.

Member Contribution to CalPERS
Members will contribute the Employee rate of contributions each payroll. All Employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2) and CalPERS guidelines:

A. 2.7% at 55, if hired before October 17, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 17, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

RETIREMENT HEALTH SAVINGS (RHS) PLAN:

A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of Employee contributions only.

Beginning January 1, 2021, Employees will contribute twenty five dollars ($25) per pay period on a pre-tax basis. Upon separation or retirement, Employees will contribute fifty percent (50%) of all qualifying accrued Sick Leave to the plan.

SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):

All adjustments to an Employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.

A. Overpayments

1. In situations involving overpayment to an Employee by the City, the Employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the Employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.

2. Written documentation showing the calculations of the overpayment will be provided to the Employee. A meeting may be requested by the Employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.

3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the Employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.

B. Recovery

1. If the Employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the Employee’s final pay. If the amount owed is greater than the Employee’s final pay, the City may initiate a collections process against the Employee.

C. Underpayments

1. In situations involving underpayment to an Employee by the City, the Employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.

SEPARATION FROM CITY:

At the discretion and approval of the Department Director, Employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the Employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.

SICK LEAVE:

Upon hire, Employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the Employee is paid for more than two-thirds (2/3) of the working days in such month, Employees accrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty (1,080) hours.

If an Employee changes status (e.g. changes from full-time to part-time employment), or separates from this Employee unit, the Employee will be subject to the new bargaining group’s MOU or Compensation and Benefit Plan.

Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the Employee will not receive payment for any Sick Leave hours for time missed from work.

SICK LEAVE BUY BACK:

At separation of employment the City will buy back a percentage of the Employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City shall buy back 100% of the Employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.

SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For Employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.

A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs

Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.

SICK LEAVE HIRING INCENTIVE:

New Employees may be eligible to be credited with up to two hundred (200) hours of Sick Leave from their prior employer so long as the prior employer did not compensate the Employee for Sick Leave hours at this amount or greater. New Employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.

SICK LEAVE PROGRAM:

Employees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.

TUITION ADVANCE PROGRAM:

Full-time, non-probationary Employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any Employee’s educational expenses.

Affected Employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program.

Said reimbursement shall be deducted from any separation check to be distributed to the Employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the Employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the Employee). In the event that the educational institution attended does not provide the Employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the Employee is responsible to notify the Director

of Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an Employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to one hundred twenty (120) calendar days total), the City will have the right to automatically make a payroll deduction from the Employee’s next regular payroll check in an amount equal to the amount of tuition funds advanced.

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of Employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year to participate in this Enhanced Program.

It shall remain the individual Employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

UNIFORM CLOTHING/CLEANING ALLOWANCE:

Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – The City shall provide to affected Employees a clothing/cleaning allowance of seven hundred and seventy dollars ($770) per year. Payment for the total uniform cleaning allowance will be made one time per year.

This payment will be in a check separate from the Employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. If assignment is made to a non-uniformed unit prior to the end of the fiscal year, the Employee will be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.

The amount of reportable compensation for uniforms shall not exceed seven hundred and seventy dollars ($770) per year. Non-uniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the Employee’s option, the annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each Employee.

Also see Work Boots and Work Shoes in this Compensation and Benefit Plan.

VACATION LEAVE:

Maximum accrual of Vacation is four hundred (400) hours. Upon termination of employment, accrued Vacation will be paid at the Employee’s then existing hourly rate of pay. New Employees with less than six (6) months of City service are ineligible to receive Vacation Leave Buy Back. It is the responsibility of Employees to schedule Vacation time off for rest and recuperation in order that earned vacation time in excess of four hundred (400) hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)

Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the Employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, Employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual Vacation Leave, the holidays will not be charged as Vacation Leave; however, extension of the Vacation Leave for the period of such holiday(s) is subject to approval of the City Manager.

A temporary increase in the total Vacation hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to the Finance Department to affect this temporary exception.

VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred (400) hours, will be paid at the Employee’s existing base rate of pay. New Employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.

VACATION LEAVE CONVERSION:

Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the Employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.

*This usage requirement is waived for “active” military personnel.

WORK BOOTS/WORK SHOES:

Supervising Building Inspector and Supervising Code Compliance Inspector – Will receive a three hundred dollar ($300) allowance in their first paycheck in January. These funds will be used by the Employee for the purchase of safety-rated work boots or work shoes. Employees are required to wear and maintain work boots/work shoes in conformance with OSHA regulations and City appearance standards.

WORKERS’ COMPENSATION PROGRAM:

Whenever any Employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the Employee will be compensated as follows: On the first, second, and third day of the injury Employees will use accrued Sick,

Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.

Commencing the fourth day of the injury, the City will continue the Employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the Employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.

WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
 That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
 That the injured Employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
 That the injured Employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an Employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

SAVINGS CLAUSE:

Should any clause in this Compensation and Benefit Plan be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Compensation and Benefit Plan will remain in full force and effect.

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.

Unrepresented Management Classification Plan and Compensation Schedule Effective 02/02/2026 (3% COLA)

Classification Title Range Base Midpoint MaximumHourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 44.22$ 50.85$ 58.48$ Monthly 7,664.67$ 8,814.42$ 10,136.50$ Annually 91,976.00$ 105,773.00$ 121,638.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 45.32$ 52.12$ 59.94$ Monthly 7,856.25$ 9,034.75$ 10,389.92$ Annually 94,275.00$ 108,417.00$ 124,679.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 55.22$ 63.51$ 73.03$ Monthly 9,572.17$ 11,007.92$ 12,659.17$ Annually 114,866.00$ 132,095.00$ 151,910.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 52.56$ 60.45$ 69.51$ Monthly 9,110.83$ 10,477.50$ 12,049.08$ Annually 109,330.00$ 125,730.00$ 144,589.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 51.28$ 58.97$ 67.82$ Monthly 8,888.67$ 10,222.00$ 11,755.25$ Annually 106,664.00$ 122,664.00$ 141,063.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Accessibility Coordinator M17Administrative Services Manager M19Assistant Budget Manager M21 Assistant Parks & Facilities Manager M28Assistant Public Works Services ManagerM22Assistant to the City Manager M24 Assistant City Engineer M34Assistant Civil Engineer M20Assistant Engineer M18 Budget Manager M25Building and Code Compliance ManagerM34 Associate Civil Engineer M26Associate Engineer M24Associate Planner M17

Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 41.06$ 47.22$ 54.30$ Monthly 7,117.42$ 8,185.00$ 9,412.75$ Annually 85,409.00$ 98,220.00$ 112,953.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Building Official M34
City Traffic Engineer M39Civil Engineering Manager M30Clinical Program Manager M34 Capital Improvement Projects (CIP) Engineering ManagerM34City Clerk M30City Planner M34 Construction Project Coordinator M16Contracts & DIF Administrator M24Council Liaison M17 Communications Manager M30Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 Crime Prevention & Community Outreach SupervisorM17

Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 51.28$ 58.97$ 67.82$ Monthly 8,888.67$ 10,222.00$ 11,755.25$ Annually 106,664.00$ 122,664.00$ 141,063.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 48.07$ 55.29$ 63.58$ Monthly 8,332.67$ 9,583.08$ 11,020.00$ Annually 99,992.00$ 114,997.00$ 132,240.00$ Hourly 48.81$ 56.13$ 64.55$ Monthly 8,460.33$ 9,729.42$ 11,188.83$ Annually 101,524.00$ 116,753.00$ 134,266.00$ Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 38.13$ 43.85$ 50.43$ Monthly 6,609.25$ 7,600.67$ 8,740.67$ Annually 79,311.00$ 91,208.00$ 104,888.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 41.06$ 47.22$ 54.30$ Monthly 7,117.42$ 8,185.00$ 9,412.75$ Annually 85,409.00$ 98,220.00$ 112,953.00$ Economic Development Analyst M17Economic Development Manager M25Emergency Services Coordinator M17 Environmental Services AdministratorM23Equipment Mechanic Supervisor M15Facility Coordinator M22 Engineering Manager M34Environmental Compliance CoordinatorM18Environmental Compliance SupervisorM12 Human Resources/Risk Management AnalystM17Information Technology Analyst M16 Fiscal Services Manager M22Grounds Supervisor M13Housing Manager M21

Hourly 64.04$ 73.65$ 84.68$ Monthly 11,100.75$ 12,765.83$ 14,678.17$ Annually 133,209.00$ 153,190.00$ 176,138.00$ Hourly 48.81$ 56.13$ 64.55$ Monthly 8,460.33$ 9,729.42$ 11,188.83$ Annually 101,524.00$ 116,753.00$ 134,266.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 33.70$ 38.76$ 44.57$ Monthly 5,841.58$ 6,717.83$ 7,725.50$ Annually 70,099.00$ 80,614.00$ 92,706.00$ Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Hourly 56.60$ 65.10$ 74.86$ Monthly 9,811.42$ 11,283.17$ 12,975.58$ Annually 117,737.00$ 135,398.00$ 155,707.00$ Hourly 55.22$ 63.51$ 73.03$ Monthly 9,572.17$ 11,007.92$ 12,659.17$ Annually 114,866.00$ 132,095.00$ 151,910.00$ Hourly 48.81$ 56.13$ 64.55$ Monthly 8,460.33$ 9,729.42$ 11,188.83$ Annually 101,524.00$ 116,753.00$ 134,266.00$ Hourly 51.28$ 58.97$ 67.82$ Monthly 8,888.67$ 10,222.00$ 11,755.25$ Annually 106,664.00$ 122,664.00$ 141,063.00$ Information Technology Manager M34
Parks & Facilities Manager M34Payroll Supervisor M15Permit & Inspection Supervisor M22 Information Technology Supervisor M23Management Analyst M17Multimedia Officer M17 Principal Engineer M29Principal Planner M28Projects Manager M23 Permit Center Coordinator M17Police Records & Evidence SupervisorM8Police Technical Services Manager M32 Public Information Officer M25

Hourly 41.04$ 47.19$ 54.27$ Monthly 7,113.25$ 8,180.08$ 9,407.17$ Annually 85,359.00$ 98,161.00$ 112,886.00$ Hourly 52.56$ 60.45$ 69.51$ Monthly 9,110.83$ 10,477.50$ 12,049.08$ Annually 109,330.00$ 125,730.00$ 144,589.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 53.88$ 61.96$ 71.25$ Monthly 9,338.67$ 10,739.50$ 12,350.42$ Annually 112,064.00$ 128,874.00$ 148,205.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 45.32$ 52.12$ 59.94$ Monthly 7,856.25$ 9,034.75$ 10,389.92$ Annually 94,275.00$ 108,417.00$ 124,679.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Public Works Services Manager M34Public Works Supervisor M15Purchasing Manager M21 Public Safety Dispatch Supervisor M14Public Works Project Manager M26 Senior Human Resources/Risk Management AnalystM21Senior Information Technology AnalystM20Senior Management Analyst M21 Revenue Manager M21Risk Manager M21Senior Engineer M27
Senior Planner M22Sewer & Storm Drain Supervisor M15Strategic Initiatives Manager M32

Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Hourly 53.88$ 61.96$ 71.25$ Monthly 9,338.67$ 10,739.50$ 12,350.42$ Annually 112,064.00$ 128,874.00$ 148,205.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Streets Supervisor M15Supervising Building Inspector M22Supervising Code Compliance InspectorM22 Water Utilities Superintendent M27Water Utilities Supervisor M17 Supervising Plans Examiner M22Transportation Manager M34Utilities Engineering & Operations ManagerM32

Unrepresented Management Classification Plan and Compensation Schedule Effective 07/01/2026 (3% COLA)

Classification Title Range Base Midpoint MaximumHourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 45.55$ 52.38$ 60.23$ Monthly 7,894.58$ 9,078.83$ 10,440.58$ Annually 94,735.00$ 108,946.00$ 125,287.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 46.68$ 53.69$ 61.74$ Monthly 8,091.92$ 9,305.83$ 10,701.58$ Annually 97,103.00$ 111,670.00$ 128,419.00$ Hourly 44.44$ 51.10$ 58.76$ Monthly 7,702.08$ 8,857.42$ 10,185.92$ Annually 92,425.00$ 106,289.00$ 122,231.00$ Hourly 56.88$ 65.41$ 75.22$ Monthly 9,859.33$ 11,338.17$ 13,038.92$ Annually 118,312.00$ 136,058.00$ 156,467.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 51.53$ 59.26$ 68.15$ Monthly 8,932.00$ 10,271.83$ 11,812.58$ Annually 107,184.00$ 123,262.00$ 141,751.00$ Hourly 54.14$ 62.26$ 71.60$ Monthly 9,384.17$ 10,791.83$ 12,410.58$ Annually 112,610.00$ 129,502.00$ 148,927.00$ Hourly 51.53$ 59.26$ 68.15$ Monthly 8,932.00$ 10,271.83$ 11,812.58$ Annually 107,184.00$ 123,262.00$ 141,751.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 52.82$ 60.74$ 69.85$ Monthly 9,155.33$ 10,528.67$ 12,107.92$ Annually 109,864.00$ 126,344.00$ 145,295.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Accessibility Coordinator M17Administrative Services Manager M19Assistant Budget Manager M21 Assistant Parks & Facilities Manager M28Assistant Public Works Services ManagerM22Assistant to the City Manager M24 Assistant City Engineer M34Assistant Civil Engineer M20Assistant Engineer M18 Budget Manager M25Building and Code Compliance ManagerM34 Associate Civil Engineer M26Associate Engineer M24Associate Planner M17

Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 59.76$ 68.72$ 79.03$ Monthly 10,358.33$ 11,912.08$ 13,699.00$ Annually 124,300.00$ 142,945.00$ 164,388.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 74.63$ 85.83$ 98.70$ Monthly 12,936.25$ 14,876.67$ 17,108.17$ Annually 155,235.00$ 178,520.00$ 205,298.00$ Hourly 59.76$ 68.72$ 79.03$ Monthly 10,358.33$ 11,912.08$ 13,699.00$ Annually 124,300.00$ 142,945.00$ 164,388.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 59.76$ 68.72$ 79.03$ Monthly 10,358.33$ 11,912.08$ 13,699.00$ Annually 124,300.00$ 142,945.00$ 164,388.00$ Hourly 62.79$ 72.20$ 83.03$ Monthly 10,882.83$ 12,515.25$ 14,392.50$ Annually 130,594.00$ 150,183.00$ 172,710.00$ Hourly 44.44$ 51.10$ 58.76$ Monthly 7,702.08$ 8,857.42$ 10,185.92$ Annually 92,425.00$ 106,289.00$ 122,231.00$ Hourly 42.29$ 48.64$ 55.93$ Monthly 7,330.92$ 8,430.58$ 9,695.17$ Annually 87,971.00$ 101,167.00$ 116,342.00$ Hourly 51.53$ 59.26$ 68.15$ Monthly 8,932.00$ 10,271.83$ 11,812.58$ Annually 107,184.00$ 123,262.00$ 141,751.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Building Official M34
City Traffic Engineer M39Civil Engineering Manager M30Clinical Program Manager M34 Capital Improvement Projects (CIP) Engineering ManagerM34City Clerk M30City Planner M34 Construction Project Coordinator M16Contracts & DIF Administrator M24Council Liaison M17 Communications Manager M30Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 Crime Prevention & Community Outreach SupervisorM17

Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 52.82$ 60.74$ 69.85$ Monthly 9,155.33$ 10,528.67$ 12,107.92$ Annually 109,864.00$ 126,344.00$ 145,295.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 44.44$ 51.10$ 58.76$ Monthly 7,702.08$ 8,857.42$ 10,185.92$ Annually 92,425.00$ 106,289.00$ 122,231.00$ Hourly 49.52$ 56.95$ 65.48$ Monthly 8,582.67$ 9,870.58$ 11,350.58$ Annually 102,992.00$ 118,447.00$ 136,207.00$ Hourly 50.27$ 57.82$ 66.49$ Monthly 8,714.17$ 10,021.33$ 11,524.50$ Annually 104,570.00$ 120,256.00$ 138,294.00$ Hourly 41.26$ 47.45$ 54.57$ Monthly 7,152.17$ 8,225.00$ 9,458.75$ Annually 85,826.00$ 98,700.00$ 113,505.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 39.27$ 45.17$ 51.94$ Monthly 6,807.50$ 7,828.67$ 9,002.92$ Annually 81,690.00$ 93,944.00$ 108,035.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 42.29$ 48.64$ 55.93$ Monthly 7,330.92$ 8,430.58$ 9,695.17$ Annually 87,971.00$ 101,167.00$ 116,342.00$ Economic Development Analyst M17Economic Development Manager M25Emergency Services Coordinator M17 Environmental Services AdministratorM23Equipment Mechanic Supervisor M15Facility Coordinator M22 Engineering Manager M34Environmental Compliance CoordinatorM18Environmental Compliance SupervisorM12 Human Resources/Risk Management AnalystM17Information Technology Analyst M16 Fiscal Services Manager M22Grounds Supervisor M13Housing Manager M21

Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 50.27$ 57.82$ 66.49$ Monthly 8,714.17$ 10,021.33$ 11,524.50$ Annually 104,570.00$ 120,256.00$ 138,294.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 41.26$ 47.45$ 54.57$ Monthly 7,152.17$ 8,225.00$ 9,458.75$ Annually 85,826.00$ 98,700.00$ 113,505.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Hourly 34.71$ 39.92$ 45.91$ Monthly 6,016.83$ 6,919.33$ 7,957.25$ Annually 72,202.00$ 83,032.00$ 95,487.00$ Hourly 62.79$ 72.20$ 83.03$ Monthly 10,882.83$ 12,515.25$ 14,392.50$ Annually 130,594.00$ 150,183.00$ 172,710.00$ Hourly 58.30$ 67.05$ 77.10$ Monthly 10,105.75$ 11,621.67$ 13,364.83$ Annually 121,269.00$ 139,460.00$ 160,378.00$ Hourly 56.88$ 65.41$ 75.22$ Monthly 9,859.33$ 11,338.17$ 13,038.92$ Annually 118,312.00$ 136,058.00$ 156,467.00$ Hourly 50.27$ 57.82$ 66.49$ Monthly 8,714.17$ 10,021.33$ 11,524.50$ Annually 104,570.00$ 120,256.00$ 138,294.00$ Hourly 52.82$ 60.74$ 69.85$ Monthly 9,155.33$ 10,528.67$ 12,107.92$ Annually 109,864.00$ 126,344.00$ 145,295.00$ Information Technology Manager M34
Parks & Facilities Manager M34Payroll Supervisor M15Permit & Inspection Supervisor M22 Information Technology Supervisor M23Management Analyst M17Multimedia Officer M17 Principal Engineer M29Principal Planner M28Projects Manager M23 Permit Center Coordinator M17Police Records & Evidence SupervisorM8Police Technical Services Manager M32 Public Information Officer M25

Hourly 42.27$ 48.61$ 55.90$ Monthly 7,326.67$ 8,425.50$ 9,689.42$ Annually 87,920.00$ 101,106.00$ 116,273.00$ Hourly 54.14$ 62.26$ 71.60$ Monthly 9,384.17$ 10,791.83$ 12,410.58$ Annually 112,610.00$ 129,502.00$ 148,927.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 41.26$ 47.45$ 54.57$ Monthly 7,152.17$ 8,225.00$ 9,458.75$ Annually 85,826.00$ 98,700.00$ 113,505.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 55.49$ 63.82$ 73.39$ Monthly 9,618.83$ 11,061.67$ 12,720.92$ Annually 115,426.00$ 132,740.00$ 152,651.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 46.68$ 53.69$ 61.74$ Monthly 8,091.92$ 9,305.83$ 10,701.58$ Annually 97,103.00$ 111,670.00$ 128,419.00$ Hourly 47.85$ 55.03$ 63.28$ Monthly 8,294.33$ 9,538.42$ 10,969.17$ Annually 99,532.00$ 114,461.00$ 131,630.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 41.26$ 47.45$ 54.57$ Monthly 7,152.17$ 8,225.00$ 9,458.75$ Annually 85,826.00$ 98,700.00$ 113,505.00$ Hourly 62.79$ 72.20$ 83.03$ Monthly 10,882.83$ 12,515.25$ 14,392.50$ Annually 130,594.00$ 150,183.00$ 172,710.00$ Public Works Services Manager M34Public Works Supervisor M15Purchasing Manager M21 Public Safety Dispatch Supervisor M14Public Works Project Manager M26 Senior Human Resources/Risk Management AnalystM21Senior Information Technology AnalystM20Senior Management Analyst M21 Revenue Manager M21Risk Manager M21Senior Engineer M27
Senior Planner M22Sewer & Storm Drain Supervisor M15Strategic Initiatives Manager M32

Hourly 41.26$ 47.45$ 54.57$ Monthly 7,152.17$ 8,225.00$ 9,458.75$ Annually 85,826.00$ 98,700.00$ 113,505.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 49.05$ 56.41$ 64.87$ Monthly 8,501.58$ 9,776.92$ 11,243.42$ Annually 102,019.00$ 117,323.00$ 134,921.00$ Hourly 65.96$ 75.86$ 87.24$ Monthly 11,433.75$ 13,148.83$ 15,121.08$ Annually 137,205.00$ 157,786.00$ 181,453.00$ Hourly 62.79$ 72.20$ 83.03$ Monthly 10,882.83$ 12,515.25$ 14,392.50$ Annually 130,594.00$ 150,183.00$ 172,710.00$ Hourly 55.49$ 63.82$ 73.39$ Monthly 9,618.83$ 11,061.67$ 12,720.92$ Annually 115,426.00$ 132,740.00$ 152,651.00$ Hourly 43.35$ 49.85$ 57.33$ Monthly 7,514.17$ 8,641.25$ 9,937.50$ Annually 90,170.00$ 103,695.00$ 119,250.00$ Streets Supervisor M15Supervising Building Inspector M22Supervising Code Compliance InspectorM22 Water Utilities Superintendent M27Water Utilities Supervisor M17 Supervising Plans Examiner M22Transportation Manager M34Utilities Engineering & Operations ManagerM32