Agenda packet — Chino City Council, May 19, 2026 (part 2 of 3)

 Develops and implements integrated strategies that align housing programs with code enforcement, public safety, and community preservation initiatives.
 Serves as the City’s primary liaison with developers, non-profit housing providers, lenders, consultants, community-based organizations, and state and federal agencies.  Prepares and presents staff reports, policy recommendations, resolutions, and presentations for the City Council, Planning Commission, and advisory bodies.
 Develops and implements division-level policies, procedures, guidelines, and application materials for housing and neighborhood revitalization programs.
 Prepares and manages division budgets; monitors expenditures; and identifies and pursues grant and funding opportunities to support City housing goals.
 Responds to complex and sensitive public inquiries and provides technical assistance related to housing programs and policies.
 Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Directs the establishment and maintenance of working and official division files.  Ensures staff compliance with City and mandated safety rules, regulations, and protocols.  Performs related duties as assigned.

QUALIFICATIONS

Knowledge of:

 Principles and practices of affordable housing development and finance, including performa nce analysis, layered financing, and public-private partnerships.  Federal, State, and local housing and community development programs and funding sources.  Community Development Block Grant (CDBG) program requirements, including eligible activities, national objectives, reporting, and compliance.
 California housing law, including Housing Element law, RHNA requirements, and related State mandates.
 Neighborhood revitalization strategies and housing rehabilitation programs.  Principles and practices of budget development and administration.  Applicable Federal, State, and local laws, r egulations, and reporting requirements related to housing programs.
 Principles and practices of employee supervision, including work planning, assignment, review and evaluation, and the training of staff in work procedures.  Principles and practices of leadership.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Methods and techniques of research and statistical analysis.  Techniques for effectively representing the City in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations.  Recent and on -going developments, current literature, and sources of information related to the operations of the assigned division.
 Methods and techniques of preparing technical and adm inistrative reports, and general business correspondence.
 City and mandated safety rules, regulations, and protocols.  Techniques for providing a high level of customer service by effectively dealing with the public, 187
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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, including computers and software programs relevant to work performed.

Ability to:

 Plan, organize, oversee, and manage the staff and operations of the Housing Division.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Prepare and administer large and complex budgets; allocate limited resources in a cost -effective manner.
 Provide administrative, management, and professional leadership for the division.  Select and supervise staff, provide training and development opportu nities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Interpret, apply, explain, and ensure compliance with Federal, State, and local policies, procedures, laws, and regulations.
 Evaluate and develop improvements in operations, procedures, policies, or methods.  Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.  Research, analyze, and evaluate new service delivery methods, procedures, and techniques.  Analyze, interpret, summarize, and present technical information and data in an effective manner.  Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.
 Effectively represent the di vision and the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations, and in meetings with individuals.
 Direct the establishment and maintenance of a variety of filing, record-keeping, and tracking systems.  Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
 Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

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:

Education:
 Equivalent to a bachelor’s degree from an accredited college or university with major coursework in urban planning, public administration, housing, community development, finance, economics, or a closely related field.

Experience:
 Five (5) years of responsible experience in housing programs, community development, affordable housing finance, or a closely related field , including two (2) years of experience in a supervisory or management capacity.

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Licenses and Certifications:

 Possession of a valid California Driver’s License, to be maintained throughout employment.

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; 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, p ush, 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 mode rate 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 departmental policies and procedures.

189
May 2026
FLSA: Exempt

ENGINEERING MANAGER

DEFINITION

Under general direction, plans, organizes, oversees, coordinates, and manages the staff and operations within the Engineering Division of Public Works; participates in the development of policies and department strategies for program operations; ensures effective utilization of division resources to enhance organizational productivity; provides highly responsible and complex support to the Director of Pub lic Works in specialized areas; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Deputy Director of Public Works /Engineering. Exercises direct supervision over supervisory, professional, para-professional, technical, and administrative support staff.

CLASS CHARACTERISTICS

This is a management classification responsible for managing a n assigned division in the Public Works Department. The incumbent is responsible for developing and implementing policies and procedures for assigned division, including short - and long -term planning, budget administration and reporting, and coordination of key programs/projects with other City d ivisions and departments and external agencies.

The position applies advanced management principles and strategic thinking to decisions that impact the organization as a whole and the public being served. This position generally serves as an advisor and contributor to executive management on policies, procedures, and major City initiatives.

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 qualified employees can perform the essential functions of the job.

 Participates in the development and implementation of goals, objectives, policies, and priorities for the division; continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities and makes recommendations for improvement.  Participates in the development, administration, and oversight of division budget; determines funding needed for staffing, equipment, materials, and supplies; ensures compliance with budgeted funding.  Participates in the selection of, trains, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures.  Develops and manages requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends award; negotiates contracts; administers contracts to ensure compliance with City specifications and service quality.  Prepares and evaluates requests for proposals and negotiates contracts.  Prepares and presents staff and agenda reports and other necessary correspondence related to assigned activities and services; presents reports to various commissions, committees, and boards.  Attends and participates in professional group meetings; stays abreast of new trends and innovations in capital improvement program engineering; researches emerging products and enhancements and their applicability to City needs.
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 Conducts a variety of organizational and operational studies and investigations; r ecommends modifications to assigned programs, policies, and procedures, as appropriate.  Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
 Serves as a liaison for assigned functions with other City departments, divisions, and outside agencies; provides staff support to commissions, committees, and task forces, as necessary.  Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.  Plans, manages, and oversees the daily functions, operations, and activities of the Capital Improvement Program, including public works engineering, construction, and financing.  Coordinates project inspections and drafts ordinances according to general instruction.  Supervises and participates in the review of plans; evaluate s compliance with laws, ordinances, and acceptable engineering standards ; recommends corrections or improvements; supervise s the preparation of legal descriptions and deeds for easements and rights-of-way.  Provides technical assistance to other departments and City personnel; assist s in the design and construction of municipal works facilities, including streets, water, sewer, and storm drainage systems.  Directs the establishment and maintenance of working and official division files.  Ensures staff compliance with City and mandated safety rules, regulations, and protocols.  Performs related duties as assigned.

QUALIFICATIONS

Knowledge of:

 Administrative principles and practices, including goal setting, program development, implementation, and evaluation, and project management.
 Principles and practices of budget development and administration.  Principles and practices of employee supervision, including work planning, assignment, review and evaluation, and the training of staff in work procedures.  Principles and practices of leadership.
 Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
 Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned areas of responsibility.
 Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Principles and practices of contract administration and management.  Engineering principles, methods, and practices as applied to public works, including planning , development, design, and construction.
 Techniques for reviewing designs, plans, specifications, estimates, reports, and recommendations related to public works projects.
 Cost accounting.
 Budgetary, work planning, and time/material cost estimation techniques.  Techniques for effectively representing the City in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations.  Recent and on -going developments, current literature, and sources of information related to the operations of the assigned division.
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 Methods and techniques of preparing technical and administrative reports, a nd general business correspondence.
 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, including computers and software programs relevant to work performed.

Ability to:

 Plan, organize, oversee, and manage the staff and operations within the Engineering Division.  Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Prepare and administer large and complex budgets; allocate limited resources in a cost -effective manner.
 Provide administrative, management, and professional leadership for the division.  Select and supervise staff, provide training and development opportunities, ensu re work is performed effectively, and evaluate performance in an objective and positive manner.  Interpret, apply, explain, and ensure compliance with Federal, State, and local policies, procedures, laws, and regulations.
 Evaluate and develop improvements in operations, procedures, policies, or methods.  Research, prepare, and present technical engineering reports.  Review and check complex engineering designs, computations, plans, and studies.  Plan, direct, and coordinate public works engineering programs an d manage a section of the Public Works Department.
 Operate programs within allocated amounts.
 Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.  Research, analyze, and evaluate new service delivery methods, procedures, and techniques.  Analyze, interpret, summarize, and present technical information and data in an effective manner.  Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.
 Effectively represent the division and the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations, and in meetings with individuals.
 Direct the establishment and maintenance of a variety of filing, record-keeping, and tracking systems.  Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
 Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
 Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

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:

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Education
 Equivalent to a b achelor’s degree from an accredited college or university in civil engineering , mechanical engineering, or a related field.

Experience:
 Five (5) years of increasingly responsible, diversified experience, including two (2) years of experience in a lead or supervisory capacity serving in a public sector agency.

Licenses and Certifications:

 Possession of a valid California Driver’s License, to be maintained throughout employment.  Possession of a valid Certificate of Registration as a Professional Engineer in the State of California, to be maintained throughout employment.

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; 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 alth ough 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 oc casionally 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

When assigned to an office environment, must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone; ability to stand and walk 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.

When assigned to field inspection, must possess mobility to work in changing site conditions; possess the strength, stamina, and mobility to perform light to medium physical work; to sit, stand, and walk on level, uneven, or slippery surfaces; to reach, twist, turn, kneel, and bend, to climb and descend ladders; and to operate a motor vehicle and visit various Agency sites; vision to inspect site conditions and work in progress. The job involves fieldwork requiring frequent walking in operational areas to identify problems or hazards, with exposure to hazardous materials in some site locations. Employees must possess the ability to lift, carry, push, and pull materials and objects averaging a weight of 40 pounds, or heavier weights, in all cases with the use of proper equipment and/or assistance from other staff.

WORKING CONDITIONS

City employees are expected to work overtime, weekends, evenings , and holidays as required to accommodate the City’s needs, in addition to responding as a Disaster Services Emergency Worker.

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RESOLUTION NO. 2026-029

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,

CALIFORNIA, APPROVING THE ESTABLISHMENT OF THE WATER

RESOURCES MANAGER JOB CLASSIFICATION AND AMENDED AND

RESTATED COMPENSATION AND BENEFIT S FOR UNREPRESENTED

MANAGEMENT EMPLOYEES
WHEREAS, Section 36506 of the California Government Code requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and

WHEREAS, the City Council of the City of Chino previously adopted resolutions establishing compensation and benefits for Unrepresented Management Employees, with the most recent being Resolution No. 2026-003; and

WHEREAS, City staff has determined the need to reclassify a vacant Engineering Manager (Assigned to Water Resources) position and establish a Water Resources Manager classification; and

WHEREAS, the job classification for Water Resources Manager has been created in collaboration with the Public Works Department; and

WHEREAS, it is the City Council’s desire to amend the Compensation and Benefit Plan for Unrepresented Management Employees to designate the Water Resources Manager a s an Unrepresented Management classification.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The City Council hereby approves and adopts the job classification for the Water Resources Manager, which is attached hereto as Exhibit A.

SECTION 2. Resolution No. 2026-003 and all prior compensation and benefits resolutions adopted by City Council are hereby rescinded and replaced by this Resolution 2026-029, which approves the amended compensation and benefits for Unrepresented Management Employees.

In the event of conflict between this Resolution and any prior City Council resolution relating to the subject matter of this Resolution No. 2026-029, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent this Resolution No. 2026-029 provides benefits in excess or is different from the benefits provided in any prior City Council resolution, the provisions of this Resolution shall control.

SECTION 3 . The City Council hereby approves and adopts the amended and restated Compensation and Benefit Plan for Unrepresented Management Employees, which is attached hereto as Exhibit B.

SECTION 4. The City Clerk shall certify the adoption of this Resolution.

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RESOLUTION NO. 2026-029
PAGE 3

APPROVED AND ADOPTED THIS 19th day of May, 2026.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

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RESOLUTION NO. 2026-029
PAGE 3

State of California )
County of San Bernardino )
§ City of Chino )

I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 19th day of May 2026 by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK

ATTACHMENTS:

EXHIBIT A. Water Resources Manager Job Classification

EXHIBIT B. Compensation and Benefit Plan for Unrepresented Management

196
May 2026
FLSA: Exempt

WATER RESOURCES MANAGER

DEFINITION

Under general direction, plans, organizes, oversees, coordinates, and manages the staff and operations of the Water Resources and Environmental Programs within the Water Division of Public Works; participates in the development of policies and department strategies for program operations; ensures effective utilization of division resources to enhance organizational productivity; provides highly responsible and complex support to the Deputy Director of Public Works/Services in specialized areas; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Deputy Director of Public Works/Services. Exercises direct supervision over supervisory, professional, para-professional, technical, and administrative services support staff.

CLASS CHARACTERISTICS

This is a management classification responsible for managing an assigned division within the Public Works Department. The incumbent is responsible for developing and implementing policies and procedures for assigned division, including short and long -term water resources planning, budget administration and reporting, and coordination of key programs/projects within the water/sewer utilities divisions and represent the City of Chino with external agencies. The position applies advanced management principles and strategic thinking to decisions that impact the organization as a wh ole and the public being served. The position generally serves as an advisor and contributor to executive management on policies, procedures, and major City initiatives.

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 Attends and participates in professional group meetings; researches water resources related emerging products and enhancements and their applicability to City needs.  Conducts a variety of organizational and operational studie s and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate.  Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
 Plans, manages, and oversees the daily functions, operations, and activities of the Water Resources Program related to groundwater, recycled water management plans , including applicable hydraulic analyses; models, monitors, permits, and ensure compliance of water resource activities.  Manages and directs a wide variety of planning designed to assist the City in planning for the development of water resources to meet future needs and requirements; and oversees development and administration of various plans.
 Interprets engineering reports, and legal descriptions to support Geographic Information System (GIS) database development efforts for the City.
 Oversees water use efficiency programs and legislative initiatives; monitors and tracks regulations, ordinances, and practices that impact the City.
 Oversees environmental services and gives general direction to staff for compliance with the City, state, and federal regulations related to National Pollutant Discharge Elimination System (NPDES) compliance, air quality programs, pretreatment and source control.  Oversees the City’s water conservation programs, including supervision of the Conservation Specialist, program development, regulatory compliance, and i mplementation of water use efficiency initiatives in alignment with state mandates.
 Manages and implements the City’s water rights.
 Represents the City at regional, interagency, and stakeholder meetings related to water resources, wastewater, and environmental programs; participates in policy, technical advisory, and governing board meetings to support coordination, compliance, and strategic planning efforts.  Receives, investigates, and responds to difficult and sensitive problems and complaints; identifies and reports findings and takes necessary corrective action.  Directs the establishment and maintenance of working and official division files.  Ensures staff compliance with City and mandated safety rules, regulations, and protocols.  Performs related duties as assigned.

QUALIFICATIONS

Knowledge of:

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 Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned areas of responsibility.
 Organization and management pract ices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.  Principles and practices of contract administration and management.  Budgetary, work planning, and time/material cost estimation techniques.  Techniques for effectively representing the City in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations.  Recent and on -going develop ments, current literature, and sources of information related to the operations of the assigned division.
 Methods and techniques of preparing technical and administrative reports, and general business correspondence.
 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, including computers and software programs relevant to work performed.

Ability to:

 Plan, organize, oversee, and manage the staff and operations of the Water Resources Program and Environmental program.
 Develop and implement goals, objectives, practices, policies, procedures, and work standards.  Prepare and administer large and complex budgets; allocate limited resources in a cost-effective manner and ensure programs operate within approved funding levels ; and o perate programs within allocated amounts.
 Provide administrative, management, and professional leadership for the division.  Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner.  Interpret, apply, explain, and ensure compliance with Federal, State, and local po licies, procedures, laws, and regulations.
 Evaluate and develop improvements in operations, procedures, policies, or methods.  Plan, direct, and coordinate Public Works water resources and environmental programs and manage a section of the Public Works Department.
 Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.  Research, analyze, and evaluate new service delivery methods, procedures, and techniques.  Analyze, interpret, summarize, and present technical information and data in an effective manner.  Conduct complex research and analysis on water -related issues; evaluate alternatives; develop sound recommendations; and research, prepare, and present comprehensive technical reports and effective staff reports.
 Effectively represent the division and the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations, and in meetings with individuals.
 Direct the establishment and maintenance of a variety of filing, record-keeping, and tracking systems.  Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.  Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
 Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
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 Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
 Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

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:

Education
 Equivalent to a bachelor’s degree from an accredited college or university in environmental science, water resources, or a related field.

Experience:
 Five (5) years of increasingly responsible, diversified experience, including two (2) years of experience in a lead or supervisory capacity serving in a public sector agency.

Licenses and Certifications:

 Possession of a valid California Driver’s License, to be maintained throughout employment.

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; 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 key board 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, carr y, push, and pull materials and objects up to 10 pounds.

ENVIRONMENTAL CONDITIONS

When assigned to field inspection, must possess mobility to work in changing site conditions; possess the strength, stamina, and mobility to perform light to medium physical work; to sit, stand, and walk on level, uneven, or slippery surfaces; to reach, twist, turn, kneel, and bend, to climb and desc end ladders; and to operate a motor vehicle and visit various Agency sites; vision to inspect site conditions and work in progress. The job involves fieldwork requiring frequent walking in operational areas to identify problems or hazards, with exposure to hazardous materials in some site locations. Employees must possess the ability to lift, carry, push, and pull materials and objects averaging a weight of 40 pounds, or heavier weights, in all cases with the use of proper equipment and/or assistance from other staff.

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WORKING CONDITIONS

City employees are expected to work overtime, weekends, evenings, and holidays as required to accommodate the City’s needs, in addition to responding as a Disaster Services Emergency Worker. 201

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Exhibit B

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 Resources Manager
Water Utilities Superintendent
Water Utilities Supervisor
202

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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.

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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.
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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 205

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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. 206

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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.).
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 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.

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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 209

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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.

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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. 211

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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
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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.
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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.

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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.

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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.

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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.

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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:

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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.

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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$ Building and Code Compliance ManagerM34 Associate Civil Engineer M26Associate Engineer M24Associate Planner M17Assistant to the City Manager M24 Assistant City Engineer M34Assistant Civil Engineer M20Assistant Engineer M18 Budget Manager M25
Accessibility Coordinator M17Administrative Services Manager M19Assistant Budget Manager M21 Assistant Parks & Facilities Manager M28Assistant Public Works Services ManagerM22 220

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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$ Crime Prevention & Community Outreach SupervisorM17Construction Project Coordinator M16Contracts & DIF Administrator M24Council Liaison M17 Communications Manager M30Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 City Traffic Engineer M39Civil Engineering Manager M30Clinical Program Manager M34 Capital Improvement Projects (CIP) Engineering ManagerM34City Clerk M30City Planner M34Building Official M34 221

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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$ Human Resources/Risk Management AnalystM17Information Technology Analyst M16 Fiscal Services Manager M22Grounds Supervisor M13Housing Manager M21 Equipment Mechanic Supervisor M15Facility Coordinator M22 Engineering Manager M34Environmental Compliance CoordinatorM18Environmental Compliance SupervisorM12 Economic Development Analyst M17Economic Development Manager M25Emergency Services Coordinator M17 Environmental Services AdministratorM23
222

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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$ Public Information Officer M25Principal Engineer M29Principal Planner M28Projects Manager M23 Permit Center Coordinator M17Police Records & Evidence SupervisorM8Police Technical Services Manager M32 Parks & Facilities Manager M34Payroll Supervisor M15Permit & Inspection Supervisor M22 Information Technology Supervisor M23Management Analyst M17Multimedia Officer M17Information Technology Manager M34 223

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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$ Senior Planner M22Sewer & Storm Drain Supervisor M15Strategic Initiatives Manager M32 Senior Human Resources/Risk Management AnalystM21Senior Information Technology AnalystM20Senior Management Analyst M21 Revenue Manager M21Risk Manager M21Senior Engineer M27
Public Works Services Manager M34Public Works Supervisor M15Purchasing Manager M21 Public Safety Dispatch Supervisor M14Public Works Project Manager M26 224

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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 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 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$ Water Utilities Superintendent M27Water Utilities Supervisor M17 Supervising Plans Examiner M22Transportation Manager M34Utilities Engineering & Operations ManagerM32Water Resources Manager M34 Streets Supervisor M15Supervising Building Inspector M22Supervising Code Compliance InspectorM22 225

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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$ Building and Code Compliance ManagerM34 Associate Civil Engineer M26Associate Engineer M24Associate Planner M17Assistant to the City Manager M24 Assistant City Engineer M34Assistant Civil Engineer M20Assistant Engineer M18 Budget Manager M25
Accessibility Coordinator M17Administrative Services Manager M19Assistant Budget Manager M21 Assistant Parks & Facilities Manager M28Assistant Public Works Services ManagerM22 226

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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$ Crime Prevention & Community Outreach SupervisorM17Construction Project Coordinator M16Contracts & DIF Administrator M24Council Liaison M17 Communications Manager M30Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 City Traffic Engineer M39Civil Engineering Manager M30Clinical Program Manager M34 Capital Improvement Projects (CIP) Engineering ManagerM34City Clerk M30City Planner M34Building Official M34 227

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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$ Human Resources/Risk Management AnalystM17Information Technology Analyst M16 Fiscal Services Manager M22Grounds Supervisor M13Housing Manager M21 Equipment Mechanic Supervisor M15Facility Coordinator M22 Engineering Manager M34Environmental Compliance CoordinatorM18Environmental Compliance SupervisorM12 Economic Development Analyst M17Economic Development Manager M25Emergency Services Coordinator M17 Environmental Services AdministratorM23
228

Page 28 ends

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$ Public Information Officer M25Principal Engineer M29Principal Planner M28Projects Manager M23 Permit Center Coordinator M17Police Records & Evidence SupervisorM8Police Technical Services Manager M32 Parks & Facilities Manager M34Payroll Supervisor M15Permit & Inspection Supervisor M22 Information Technology Supervisor M23Management Analyst M17Multimedia Officer M17Information Technology Manager M34 229

Page 29 ends

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$ Senior Planner M22Sewer & Storm Drain Supervisor M15Strategic Initiatives Manager M32 Senior Human Resources/Risk Management AnalystM21Senior Information Technology AnalystM20Senior Management Analyst M21 Revenue Manager M21Risk Manager M21Senior Engineer M27
Public Works Services Manager M34Public Works Supervisor M15Purchasing Manager M21 Public Safety Dispatch Supervisor M14Public Works Project Manager M26 230

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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 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 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$ Water Utilities Superintendent M27Water Utilities Supervisor M17 Supervising Plans Examiner M22Transportation Manager M34Utilities Engineering & Operations ManagerM32Water Resources Manager M34 Streets Supervisor M15Supervising Building Inspector M22Supervising Code Compliance InspectorM22 231

RESOLUTION NO. 2026-027

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, AUTHORIZING THE CITY’S CLASSIFICATION PLANS AND

COMPENSATION SCHEDULES FOR UNREPRESENTED MANAGEMENT

EMPLOYEES
WHEREAS, the City of Chino is a contracting agency under the California Public Employees’ Retirement System (“CalPERS”); and

WHEREAS, CalPERS requires that publicly available pay schedules be duly adopted and approved by the employer’ s governing body in accordance with Title 2, California Code of Regulations (“CCR”) § 570.5; and

WHEREAS, the City Council previously adopted Resolution No. 2026 -001 approving the Classifications Plans and Compensation Schedules for Unrepresented Management Employees; and

WHEREAS, the Water Resources Manager classification must be added to the Classification Plans and Compensation Schedules for Unrepresented Management Employees.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The foregoing recitals are true and correct and are incorporated herein by this reference.

SECTION 2. The City Council hereby approves and adopts the amended Classification Plans and Compensation Schedules for Unrepresented Management Employees, which are attached hereto as Exhibit A.

SECTION 3. The City Clerk shall certify the adoption of this Resolution.

APPROVED AND ADOPTED THIS 19th day of May, 2026.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

232

RESOLUTION NO. 2026-027
PAGE 2

State of California )
County of San Bernardino )
§ City of Chino )

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK

ATTACHMENT:

EXHIBIT A. Classification Plans and Compensation Schedules for Unrepresented Management Employees

233
City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 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 M17
Administrative Services ManagerM19
Assistant Budget Manager M21
Assistant Parks & Facilities ManagerM28
Assistant Public Works Services
Manager M22
Assistant to the City Manager M24
Assistant City Engineer M34
Assistant Civil Engineer M20
Assistant Engineer M18
Budget Manager M25
Building and Code Compliance
Manager M34
Associate Civil Engineer M26
Associate Engineer M24
Associate Planner M17

Page 1 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M39
Civil Engineering Manager M30
Clinical Program Manager M34
Capital Improvement Projects (CIP)
Engineering Manager M34
City Clerk M30
City Planner M34
Construction Project CoordinatorM16
Contracts & DIF Administrator M24
Council Liaison M17
Communications Manager M30
Community Services, Parks &
Recreation Manager M32
Community Services, Parks &
Recreation Supervisor M18
Crime Prevention & Community
Outreach Supervisor M17

Page 2 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M17
Economic Development ManagerM25
Emergency Services CoordinatorM17
Environmental Services AdministratorM23
Equipment Mechanic SupervisorM15
Facility Coordinator M22
Engineering Manager M34
Environmental Compliance
Coordinator M18
Environmental Compliance SupervisorM12
Human Resources/Risk Management
Analyst M17
Information Technology Analyst M16
Fiscal Services Manager M22
Grounds Supervisor M13
Housing Manager M21

Page 3 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 ManagerM34
Parks & Facilities Manager M34
Payroll Supervisor M15
Permit & Inspection Supervisor M22
Information Technology SupervisorM23
Management Analyst M17
Multimedia Officer M17
Principal Engineer M29
Principal Planner M28
Projects Manager M23
Permit Center Coordinator M17
Police Records & Evidence SupervisorM8
Police Technical Services ManagerM32
Public Information Officer M25

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City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M34
Public Works Supervisor M15
Purchasing Manager M21
Public Safety Dispatch SupervisorM14
Public Works Project Manager M26
Senior Human Resources/Risk
Management Analyst M21
Senior Information Technology AnalystM20
Senior Management Analyst M21
Revenue Manager M21
Risk Manager M21
Senior Engineer M27
Senior Planner M22
Sewer & Storm Drain Supervisor M15
Strategic Initiatives Manager M32

Page 5 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 02/02/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 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 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 M15
Supervising Building Inspector M22
Supervising Code Compliance
Inspector M22
Water Utilities Superintendent M27
Water Utilities Supervisor M17
Supervising Plans Examiner M22
Transportation Manager M34
Utilities Engineering & Operations
Manager M32
Water Resources Manager M34

Page 6 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 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 M17
Administrative Services ManagerM19
Assistant Budget Manager M21
Assistant Parks & Facilities ManagerM28
Assistant Public Works Services
Manager M22
Assistant to the City Manager M24
Assistant City Engineer M34
Assistant Civil Engineer M20
Assistant Engineer M18
Budget Manager M25
Building and Code Compliance
Manager M34
Associate Civil Engineer M26
Associate Engineer M24
Associate Planner M17

Page 1 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M39
Civil Engineering Manager M30
Clinical Program Manager M34
Capital Improvement Projects (CIP)
Engineering Manager M34
City Clerk M30
City Planner M34
Construction Project CoordinatorM16
Contracts & DIF Administrator M24
Council Liaison M17
Communications Manager M30
Community Services, Parks &
Recreation Manager M32
Community Services, Parks &
Recreation Supervisor M18
Crime Prevention & Community
Outreach Supervisor M17

Page 2 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M17
Economic Development ManagerM25
Emergency Services CoordinatorM17
Environmental Services AdministratorM23
Equipment Mechanic SupervisorM15
Facility Coordinator M22
Engineering Manager M34
Environmental Compliance
Coordinator M18
Environmental Compliance SupervisorM12
Human Resources/Risk Management
Analyst M17
Information Technology Analyst M16
Fiscal Services Manager M22
Grounds Supervisor M13
Housing Manager M21

Page 3 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 ManagerM34
Parks & Facilities Manager M34
Payroll Supervisor M15
Permit & Inspection Supervisor M22
Information Technology SupervisorM23
Management Analyst M17
Multimedia Officer M17
Principal Engineer M29
Principal Planner M28
Projects Manager M23
Permit Center Coordinator M17
Police Records & Evidence SupervisorM8
Police Technical Services ManagerM32
Public Information Officer M25

Page 4 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 M34
Public Works Supervisor M15
Purchasing Manager M21
Public Safety Dispatch SupervisorM14
Public Works Project Manager M26
Senior Human Resources/Risk
Management Analyst M21
Senior Information Technology AnalystM20
Senior Management Analyst M21
Revenue Manager M21
Risk Manager M21
Senior Engineer M27
Senior Planner M22
Sewer & Storm Drain Supervisor M15
Strategic Initiatives Manager M32

Page 5 of 6 ends

City of Chino
Unrepresented Management Classification Plan and Salary Schedule Effective 07/01/2026 (3% COLA)
Classification Title Range Base Midpoint Maximum
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 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 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 M15
Supervising Building Inspector M22
Supervising Code Compliance
Inspector M22
Water Utilities Superintendent M27
Water Utilities Supervisor M17
Supervising Plans Examiner M22
Transportation Manager M34
Utilities Engineering & Operations
Manager M32
Water Resources Manager M34

Page 6 of 6 ends

MEMORANDUM

CITY OF CHINO

HUMAN RESOURCES DEPARTMENT

CITY COUNCIL MEETING DATE: MAY 19, 2026

TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT

SUBJECT
..titl e
Updated Compensation and Benefit Plan for Unrepresented Sworn Management. ..end

RECOMMENDATION
Adopt Resolution No. 2026 -030 approving the updated Compensation and Benefit Plan for Unrepresented Sworn Management to revise the Holiday Pay and Floating Holiday Time provisions.
..body

FISCAL IMPACT
There is no fiscal impact associated with this action.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above furthers the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Responsible Long-Range Planning
 Integrity and Accountability

Revenue: Click or tap here to enter text.

Expenditure:

Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 246
CITY COUNCIL MEETING DATE: MAY 19, 2026
TITLE: UPDATED COMPENSATION AND BENEFIT PLAN FOR UNREPRESENTED SWORN MANAGEMENT.

PAGE: 2

BACKGROUND
The Compensation and Benefit Plan for Unrepresented Sworn Management includes provisions regarding Holiday Pay and Floating Holiday Time. The California Public Employees’ Retirement System (“CalPERS”) recently conducted a review of the City’s Compensation and Benefit Plan for Unrepresented Sworn Management and determined these provisions must be updated to comply with the California Public Employees’ Retirement Law (“PERL”).

ISSUES/ANALYSIS
The PERL, which includes provisions from California Government Codes and the California Code of Regulations, establishes the criteria for reporting special compensation. In coordination with CalPERS, the City has revised the Compensation and Benefit Plan for Unrepresented Sworn Management to update the Holiday Pay and Floating Holiday Time language ensuring it is in compliance with applicable reporting requirements.

The amended Compensation and Benefit Plan for Unrepresented Sworn Management must be formally adopted by the City Council. There is no fiscal impact associated with this amendment as it is only to ensure the Compensation and Benefit Plan for Unrepresented Sworn Management is compliant with CalPERS’ reporting requirements.

Attachment:

Resolution No. 2026 -030 Compensation and Benefit Plan for Unrepres ented Sworn Management

247

RESOLUTION NO. 2026-030

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,

CALIFORNIA, APPROVING THE AMENDED AND RESTATED

COMPENSATION AND BENEFITS FOR UNREPRESENTED SWORN

MANAGEMENT EMPLOYEES

WHEREAS, the City Council of the City of Chino previously adopted resolutions establishing compensation and benefits for Unrepresented Sworn Management Employees, with the most recent being Resolution No. 2025-092; and

WHEREAS, amendments to Holiday Pay and Floating Holiday Time provisions are necessary to comply with the applicable provisions of the California Public Employees’ Retirement System (“CalPERS”); and
WHEREAS, the City’s Holiday Pay provides compensation for employees who are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The foregoing recitals are true and correct and are incorporated herein by this reference.

SECTION 2 . Resolution No. 2025 -092 and all prior compensation and benefits resolutions adopted by City Council are hereby rescinded and replaced by this Resolution 2026-030, which approves amended and restated compensation and benefits for Unrepresented Sworn Management Employees. In the event of conflict between this Resolution and any prior City Council resolution relating to the subject matter of this Resolution No. 2026-030, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent this Resolution No. 202 6-030 provides benefits in excess or is different from the benefits provided in any prior City Council resolution, the provisions of this Resolution shall control.

SECTION 3. The City Council hereby approves and adopts the amended and restated Compensation and Benefit Plan for Unrepresented Sworn Management Employees, which is attached hereto as Exhibit A.

SECTION 4. The City Clerk shall certify the adoption of this Resolution.

APPROVED AND ADOPTED THIS 19th day of May, 2026.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK
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RESOLUTION NO. 2026-030

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State of California )
County of San Bernardino ) §
City of Chino )

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK

ATTACHMENT:

EXHIBIT A. Compensation and Benefit Plan for Unrepresented Sworn Management

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Exhibit A

COMPENSATION AND BENEFIT PLAN

FOR UNREPRESENTED SWORN MANAGEMENT EMPLOYEES

UNREPRESENTED SWORN MANAGEMENT EMPLOYEES:

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

Chief of Police
Captain
Deputy Chief of Police

BASE COMPENSATION:

All Unrepresented Sworn Management Employees shall be provided an three percent (3%) cost- of-living adjustment wage increase (COLA) effective the beginning of the pay period that includes July 1, 2025, as reflected in the updated Classification Plan and Compensation Schedule set forth below:

In the event the City authorizes or provides any general salary increase, cost-of-living adjustment (COLA), or other form of economic improvement (including, but not limited to, increases to deferred compensation contributions, uniform allowances, specialt y pays, or other monetary benefits) for employees represented by the Chino Police Managers Association (CPMA), the same percentage or dollar-for-dollar improvement shall be applied concurrently to the Captain, Deputy Chief of Police, and Chief of Police, e xcept that the Chief of Police shall maintain their City deferred compensation contribution of seven hundred dollars ($700) per month.

Any such salary or benefit adjustments shall be applied retroactively effective to the same date and under the same conditions as applied to CPMA.

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.

Classification Title Range Base Midpoint Maximum
Hourly 88.81$ 97.69$ 106.56$ Monthly 15,393.33$ 16,933.17$ 18,471.00$ Annually 184,720.00$ 203,198.00$ 221,652.00$
Hourly 103.61$ 121.74$ 139.88$ Monthly 17,959.08$ 21,101.58$ 24,246.17$ Annually 215,509.00$ 253,219.00$ 290,954.00$ Hourly 93.24$ 102.57$ 111.90$ Monthly 16,161.75$ 17,778.83$ 19,395.92$ Annually 193,941.00$ 213,346.00$ 232,751.00$ Captain 4020
Chief of Police 1400
Deputy Chief of Police 4000
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❖ 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.

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 Chief of Police (Captain & Deputy Chief of Police) or City Manager (Chief of Police).

ADDITIONAL LEAVE:

Deputy Chief of Police and Captain – In addition to Management Leave, affected Employees may be provided up to thirty (30) additional hours of leave, at the Police Chief’s discretion, per fiscal year based on workload and hours worked. These hours will be cashed out if they are not used by the last pay period of the fiscal year.

ANNUAL PHYSICAL/WELLNESS:

Chief of Police – Up to one thousand, two hundred dollars ($1,200) may be provided to Employees for reimbursement toward the cost of gym membership, an annual physical, or related out -of- pocket medical expenses. Employees must submit an invoice from the medical provider or proof of gym membership to receive reimbursement.

BENEFIT BANK:

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.

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New Hires:

Recertification:

BEREAVEMENT LEAVE:

A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified, immediate family member is provided.

A “qualified immediate family member” is defined as spouse, domestic partner, parent, parent - in-law, step -parent, sibling, child, step -child, sibling -in-law, daughter/son -in-law, grandparent, grandchild, or any other relative residing within the Employee’s home.

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 Head. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

BILINGUAL PAY:

Employees are eligible to receive an allowance (paid over 24 pay periods) for verbal fluency in any language other than English, 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. Approval: To be eligible to take the City’s competency examination, an Employee must be recommended by the Chief of Police (Approver). Eligibility for the opportunity to test for Bilingual Pay is solely at the Approver’s discretion and is not subject to administrative appeal or challenge. The Approver will make their recommendation b ased 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, classificatio n, job duties, or is transferred or promoted, a determination may be made by the Approver 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.
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Chief of Police – Eligible to receive a one hundred and sixty dollar ($160) allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that the City Manager deems necessary, including sign language.

Deputy Chief of Police and Captain – Eligible to receive a two hundred and forty dollar ($240) allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that the Chief of Police deems necessary, including sign language.

COMPUTER LOAN PROGRAM:

Non-probationary 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 cons ideration and then a lottery for any participants upgrading their current system will be held.

DEATH BENEFIT:

Chief of Police – Employee is provided with $250,000 in life insurance coverage, payable to beneficiary on file in the Human Resources/Risk Management at time of death.

Deputy Chief of Police and Captain – Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in the 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 CalPERS definition, Sick Leave will be paid out to the Employee’s beneficiary(ies) at 100% cash out of the Employees accrued Sick Leave on record.

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In the event of an Employee death, and 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.

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
Chief of Police – A contribution of seven hundred dollars ($700) per month is made into the City’s selected plan, 401(a), for the Employee. Loans are permitted.

Deputy Chief of Police and Captain – A contribution of f ive hundred and ten dollars ($ 510) per month is made into the City’s selected plan, 401(a), for each Employee. 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, Vacati on, Management, Floating Holiday, Sick Leave Conversion, 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, "45 7 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 his/her 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.

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The Employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch -up” hours advanced will be added back to the Employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the Employee will select the amount of Vacation Leave he/she wants 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.

“Catch-up”– Other Leave Banks
In order to participate, the Employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Management 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, Sick Leave Conversion, and Holiday Leave hours to contribute this additional amount.

Defined Contribution Plan - 401(A):

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

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DISABILITY:

The City will pay all premiums for a 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 41 st 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 41 st 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 ACTION APPEAL PROCEDURE CONSISTING OF A WRITTEN REPRIMAND OR LESS:

Chief of Police – The following Appeal procedure will be utilized by the Chief of Police for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusive procedure afforded to the Chief for appealing disciplinary action consisting of a Written Reprimand or less.

The Chief having received a disciplinary action consisting of a Written Reprimand or less will be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.

Within five (5) workdays of the time the written or verbal reprimand is issued, the Chief will be entitled to a non -evidentiary meeting with the City Manager. The purpose of this administrative appeal is to afford the Chief an opportunity to be heard by th e City Manager as to why the Chief believes the discipline should be revoked or modified. The Chief may be heard verbally or in writing. The City Manager will have ten (10) workdays to respond to the Chief. If the City Manager does not respond within ten ( 10) workdays from the date of the administrative appeal to respond to the Employee, the original disciplinary action will be deemed unchanged.

The determination of the City Manager will be final, binding and conclusive. There will be no other administrative method to appeal the determination of the City Manager.

Deputy Chief of Police and Captain – The following Appeal procedure will be utilized by sworn Employees for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This shall be the sole and exclusive procedure afforded to sworn Employees for appealing disciplinary action consisting of a Written Reprimand or less.

Any sworn Employee having received a disciplinary action consisting of a Written Reprimand or less shall be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.

Within five (5) work days of the time the written or verbal reprimand is issued, the Employee shall be entitled to a non -evidentiary meeting with the supervisor who issued the disciplinary action.

The purpose of this administrative appeal is to afford the Employee an opportunity to be heard by the supervisor as to why the Employee believes the discipline should be revoked or modified. The Employee may be heard verbally or in writing. The supervisor shall have ten (10) workdays to respond to the Employee. If the supervisor does not respond within ten (10) workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.

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If the matter is not resolved to the aggrieved Employee's satisfaction, within ten (10) workdays of the supervisor's response to the Employee’s appeal, or ten (10) workdays after the time for the supervisor to respond has passed, the Employee shall then be entitled to a non-evidentiary meeting with the Chief of Police. The purpose of this administrative appeal shall be to afford the Employee an opportunity to be heard by the Chief of Police as to why the Employee believes the discipline should be revoked or modified. The Employee may be heard verbally or in writing. The Chief of Police shall have ten (10) workdays to respond to the Employee. If the Chief of Police does not respond within ten (10) workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.

The determination of the Chief of Police shall be final, binding and conclusive. There shall be no other administrative method to appeal the determination of the Chief of Police.

DISCIPLINARY APPEAL PROCEDURE CONSISTING OF MORE THAN A WRITTEN REPRIMAND:

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

EDUCATIONAL INCENTIVE PAY:

Deputy Chief of Police and Captain – Employees who have served two (2) consecutive years of full-time employment with the Chino Police Department are eligible to receive a one-time payment of his/her total annual base salary at the time the degree is awarded.

Degree Percentage of Salary
Associate of Arts/Science 2-1/2%
Bachelor of Arts/Science 5%
Master of Arts/Science 7%

Employees are eligible to concurrently receive the one -time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.

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 35 hours of Floating Holiday Time in July of each year (prorated for new-hires following completion of 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 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 nea rest the request of the cash -out (requires minimum of 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 257

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are not available, the employee will be responsible to pay back the City within 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

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 PAY:

Employees required to work without regard to Holidays, shall receive one hundred and twenty (120) Holiday hours each fiscal year for all recognized Holidays listed in this Article. The Deputy Chief of Police and Captain Ranks are considered to be required staffing without regard to holiday.

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 accumulat ed 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 pay day 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.

Except for 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 reimburse the City upon termination of their employment.

To the extent legally permitted, as determined by CalPERS, additional compensation for the purposes of holiday pay paid to employees shall be reported to CalPERS as compensation earnable pursuant to Title 2 California Code of Regulations, Section 571(a)(5) for Classic members, and pensionable compensation pursuant to Section 571.1(b)(4) for PEPRA members subject to the provisions and limitations under the Public Employees’ Retirement Law.

However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Holiday Pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

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JURY DUTY:

LIFE INSURANCE:

See Death Benefit section.

LUNCH (PAID):

Chief of Police, Deputy Chief of Police, and Captain – Employees receive a one (1) hour paid lunch period included in their 10-hour workday.

MANAGEMENT LEAVE:

Chief of Police – Employee is provided with ninety (90) Management Leave hours in the first pay period of July of each fiscal year. Management Leave is non-accruing and will 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.

Time taken as management leave must be pre -approved by the City Manager prior to its use.

Employees may cash out up to seventy (70) hours of Management Leave per fiscal year at their current base rate of pay at any time throughout the fiscal year by making notification of request to cash out to the Finance Department. Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to seventy (70) hours maximum. Any remaining Management Leave at that time will be removed from the Employee’s leave bank.

Deputy Chief of Police and Captain – 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 second 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. See also Additional Leave.

Up to an additional sixty (60) hours of Management Leave may be granted by the Chief of Police 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.

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Except for Employees retiring from the City, Employees resigning/separating from employment will have Management Leave credited on a prorated basis, 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.

MEDICARE CONTRIBUTION:

Chief of Police – The City will pay the cost of the Employee portion of the Medicare Tax.

MILEAGE REIMBURSEMENT:

Deputy Chief of Police and Captain – The City agrees to reimburse Employees authorized by the Chief of Police 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 Chief of Police 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 year. Cost -of-living adjustments will be received and leave accruals will continue during the first year of ordered active duty.

PERFORMANCE EVALUATION:

PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

An Employee is limited to thirty (30) calendar days from service of an adverse document in which to respond to said document placed in his/her Personnel File. If the affected Employee, or the affected Employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional thirty (30) days extension will be granted.

PHYSICAL FITNESS PROGRAM (VOLUNTARY):

Employees shall receive 1 -30 hours of pay respectively per fiscal year for demonstration of physical fitness.

The City and the Employee agree and acknowledge that participation in this program is not an implied or express requirement of employment. The City will not be liable for the payment of workers’ compensation benefits for any injuries arising from participation in the program or from training/preparation, which any Employee undertakes for participation in the program. Each 260

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Employee participating in the program is required to sign the following acknowledgement at the inception of his/her participation, training, or preparation for the program:

“Participation by Employees of the City of Chino in the volunteer physical fitness program and in training/preparation for participation in the program, is strictly voluntary. No City Employee is expected to participate in the program, and participation is not a part of any City Employee’s work-related duties. The City shall not be liable for the payment of workers’ compensation benefits for any injury which arises from participation in the volunteer physical fitness program, or from training/preparation for participation in the program.

I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file no Workers’ Compensation claim which is related in any way to my participation, training, or preparation for the program.

Dated:

Signature of Employee”

The CPOA and CPMA Association Board Members will determine test dates for the Voluntary Physical Fitness Program and testing will take place over a period of time not to exceed three (3) three months from the date of the first test to the date of the final test. Sworn Employees unable to participate in the testing process due to a work -related illness or injury will be credited the following year in which they participate in the Program with benefits equal to two (2) years of credit.

P.O.S.T. CERTIFICATE PAY:

Chief of Police – Eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):

Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary; and Executive P.O.S.T. Certificate 1% of monthly base salary

Deputy Chief of Police and Captain – Employees are eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):

Intermediate P.O.S.T. Certificate 6% of monthly base salary; or Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary

Qualified Employees eligible to receive P.O.S.T. Certificate Pay will receive compensation paid over the normal twenty-six (26) pay periods each fiscal year.

Deputy Chief of Police and Captain – Employees will be eligible to concurrently receive the one- time Educational Incentive Pay (equal to that provided to the Chino Police Association in Resolution 85 -54) while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.

PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS:

Each fiscal year, the City shall reimburse the Chief of Police for dues and related meeting attendance meals for one (1) of the following organizations:
❖ Chino Valley Lions Club
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❖ Rotary Club of Chino Valley
❖ Kiwanis Club of Chino
❖ Soroptimists Chino Valley

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: The Chief of Police is not eligible for this benefit. In addition, 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 their duties as a Recruitment Team Member, i.e., outside of the work hours in which they are formally assigned to serve in the capacity of “Recruiter”. 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.

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 pos ition 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 serve and shall be subject to all terms and conditions of employment applicable to an y newly hired Employee. The only exception shall be that any Employee rehired shall have their leave accrual rates determined based upon the number of years of service with the City of Chino prior to their 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:

Plan for sworn personnel:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 3% at age 50 Plan, with the single highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011, will be enrolled in the 3% at age 55 Plan, with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2.7% at age 57 (PEPRA) Plan, with a 3-year average final compensation.

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Member contributions:

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. 3% at age 50, if hired before October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation.

B. 3% at age 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation.

C. 2.7% at age 57 (PEPRA), if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 13% of reportable compensation (subject to change).

RETIREMENT HEALTH SAVINGS (RHS) PLAN:

A Retirement Health Savings Plan is established in accordance with IRS regulations. • Employee contributes 1% of base earnings each pay period. Upon separation from the City, a 90% cash out of all qualifying, verified accrued leave will be deposited to the Employee’s RHS plan.
• City will contribute three hundred dollars ($300) per month, deposited on a twenty -four (24) pay period cycle.

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

B. Recovery

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C. Underpayments

SEPARATION FROM CITY:

Chief of Police – At the discretion and approval of the City Manager, Employees may be allowed to extend their last day of employment through the use of leave time for up to one (1) pay period beyond the last day the Employee actually reports to work.

Deputy Chief of Police and Captain – At the discretion and approval of the Chief of Police, Employees may be allowed to extend their last day of employment through the use of leave time for up to one (1) pay period beyond the last day the Employee actually reports to work.

The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. The Chief of Police or designee shall be responsible for reviewing and granting requests on a ca se-by-case basis to ensure consistency and fairness in application.

Leave time is defined as vacation, holiday, or management. Sick leave usage will be allowed under the terms of Sick Leave, and those provisions must be followed for any sick leave usage to be allowed.

SEVERANCE:

Should the City Manager elect to terminate employment without cause, the City shall, upon effective date of such termination, and with signature on Waiver and Release Agreement, pay to the Employee severance in the amount equal to six (6) months of their base monthly salary, less applicable deductions and excluding deferred compensation or the value of any other benefits.

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 90 th 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 bargaining group, 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 264

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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 COMPENSATION:

Chief of Police – Who has accrued in excess of three hundred and twenty (320) hours of Sick Leave as of the final pay period in June of each year will have the option of annually converting up to forty (40) hours to compensation, for hours in excess of three hundred and twen ty (320) hours, calculated at their base rate of pay. Sick Leave Conversion is paid in the final payroll check of each fiscal year.

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.

Personal Leave 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 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 hun dred and sixty (960) hours, up to a maximum of fifty six (56) hours.

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SPECIAL COMPENSATION PAYMENT SCHEDULE:

Employees eligible to receive special compensation benefits which are a percentage of base pay, such as P.O.S.T. Certificate Pay, will receive compensation paid over twenty-six (26) pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over twenty-four (24) pay periods each fiscal year. 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.

SUPPLEMENTAL CONTRIBUTION FOR RETIREES:

Employees separating from City employment as a result of a non -disputed disability or service retirement after completion in either case of fifteen (15) years of continuous, uninterrupted, full - time sworn City service shall receive a monthly supplemental contribution equal to fifteen dollars ($15) per month multiplied by the number of years of service from time of retirement and shall continue until death of the retiree. (For example, an Employee retiring after 15 years of required continuous service shall receive a City-funded supplemental contribution in the amount of $225 per month.) However, if the retiree dies after receipt of this benefit for less than fifteen (15) years, then the benefit will continue to be paid to the eligible spouse, if any, until the duration of benefits payments totals a complete fifteen (15) years from the date that the payments commenced. For example, if the eligible retiree should die after receiving ten (10) years of the supplemental contribution as described herein, and the no w deceased eligible retiree has a legal spouse, said spouse shall continue to receive the benefit for a remaining 5 years. No benefit shall be provided to any other beneficiary with the exception of what is noted here after the member’s death. A disputed disability retirement is defined as one in which the City has not certified the retirement as being valid for disability status. This benefit in its entirety shall apply only to Employees employed as of June 30, 1998. Thereafter, no future Employees in this position classification shall qualify for this benefit at any level whatsoever. Future hires will be provided with no supplemental contribution for retirees.

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 appr oved budget allocation will be authorized to cover any amount of any Employee’s educational expenses.

The non-probationary status requirement does not pertain to those Employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected Employees are required to complete one 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 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.

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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 eli gible. 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 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 in order to verify the number of Employees making an 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 in order 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:

The City shall provide to affected Employees a clothing/cleaning allowance of one thousand two hundred dollars ($1,200) per year. Affected Employees shall receive payment for their total clothing/cleaning allowance one time per year. This payment shall be in a check separate from the Employee’s regular paycheck and shall be provided at the time of distribution on the second payroll check in August of each year. Upon appointment/promotion to a non -eligible position classification or separation from employment prior to the end of a fiscal year, the Employee shall be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.

Page 19 ends

allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each Employee.

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.

Vacation Leave will be taken at a time approved by the Chief of Police 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 Chief of Police.

In the event that 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 Chief of Police 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:

Chief of Police – May convert a maximum of one hundred and twenty (120) 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.

Deputy Chief of Police and Captain – 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) 268

Page 20 ends

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.

VEHICLE ALLOWANCE:

Chief of Police – Employee is provided with a vehicle. The City pays all expenses related to the operation of the vehicle.

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, and/or Management Leave for full salary continuance. Thereafter, the Employee will receive 100% salary plus full benefits continuation for a period of one (1) year.

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.

SAVINGS CLAUSE:

MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment not specifically altered herein and presently enjoyed by the Employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.

IMPLEMENTATION:

These compensation and 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.

269

MEMORANDUM

CITY OF CHINO

FINANCE DEPARTMENT

CITY COUNCIL MEETING DATE: MAY 19, 2026

TO: LINDA REICH, CITY MANAGER
FROM: KIM SAO, DIRECTOR OF FINANCE

SUBJECT
..titl e
Annexation of Territory into Existing Community Facilities District No. 2020-1 Improvement Area 4 for Municipal Services.
..end

RECOMMENDATION
Adopt Resolution No. 2026 -031 declaring the City of Chino’s intention to annex Territory to Improvement Area 4 of Community Facilities District No. 2020-1 (Services). ..body

FISCAL IMPACT
Annexation of the property to Community Facilities District No. 2020 -1 of the Ci ty of Chino will add an additional $19,915.00 of Special Taxes annually, to be levied within CFD No. 2020 -1 to be used for certain municipal services described in Resolution No. 2020 -053 adopted by the City Council on September 1, 2020, with respect to CFD No. 2020 -1, the Resolution of Formation.

Revenue: Click or tap here to enter text.

Expenditure:

Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 270
CITY COUNCIL MEETING DATE: MAY 19, 2026
TITLE: ANNEXATION OF TERRITORY INTO EXISTING COMMUNITY FACILITIES DISTRICT NO. 2020-1 IMPROVEMENT AREA 4 FOR MUNICIPAL SERVICES.

PAGE: 2

BACKGROUND
The City formed CFD 2020 -1 to provide a community facilities district with a future annexation area encompassing the entire City of Chino. The District was formed to finance eligible city services including public safety services; library and recreation program s ervices; the operation and maintenance of future museums and cultural facilities; street and road maintenance; and the lighting of parks, parkways, streets, roads and open space and other authorized services.

ISSUES/ANALYSIS
The property owner petitioning the City Council to annex into CFD 2020 -1 is BCT Corporate Center, LLC, a Delaware limited liability company. The owner is seeking to annex into CFD 2020-1 as a condition to the development of its project. The City requires that all new development projects annex into existing services of a CFD or otherwise fund the expected burden that the necessary municipal services for the project will place on the City.

Therefore, it is recommended that the City Council adopt Resolutio n No. 2026 -031, declaring the City of Chino’s intention to annex Territory to Improvement Area 4 of Community Facilities District No. 2020-1 (Services).

Attachments:

Resolution No. 2026-031
Annexation Boundary Map

271
1 RESOLUTION NO. 2026-031

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO ,

CALIFORNIA, DECLARING INTENTION TO ANNEX TERRITORY TO
COMMUNITY FACILITIES DISTRICT NO. 2020 -1 OF THE CITY OF

CHINO (SERVICES) AND ADOPTING MAP OF AREA PROPOSED TO
BE ANNEXED THERETO (ANNEXATION NO. 4)
WHEREAS, on September 1, 2020 , the City Council of the City of Chino (the “City Council”) adopted Resolution No. 2020-053 (the “Resolution of Formation”) to form Community Facilities District No. 2020-1 of the City of Chino (Services) (the “Community Facilities District”) pursuant to the Mello -Roos Community Facilities Act of 1982, as amended, comprising Chapter 2.5 of Part 1 of Division 2 of Title 5 of the Government Code of the Sta te of California (the “Act”), and the Community Facilities District has been established for the purpose of levying special taxes on parcels of taxable property therein for the purpose of providing certain services which are necessary to meet increased demands placed upon the City of Chino (the “City”) as a result of the development of said real property; and
WHEREAS, the City has received a petition from BCT Corporate Center, LLC, a Delaware limited liability company (the “Owne r”), the owner and developer of the territory described in Exhibit A attached hereto (the “Proposed Annexation Area”), requesting that such property be annexed to the Community Facilities District, and agreeing to the annual levy of special taxes on such property sufficient to pay the costs of such services and costs incidental thereto; and WHEREAS, the City Council, acting as the legislative body of the Community Facilities District, is authorized by Article 3.5 of the Act to annex territory to the Community Facilities District by complying with the procedures set forth in said Article 3.5 of the Act;

NOW, THEREFORE, BE IT RESOLVED, DETERMINED AND ORDERED BY THE CITY COUNCIL OF THE CITY OF CHINO AS FOLLOWS:

Section 1. Intention. The City Council declares its intention to conduct proceedings pursuant to said Article 3.5 of the Act for the annexation to the Community Facilities District of the Proposed Annexation Area. The City Council determines that the public convenience and necessity require that such Proposed Annexation Area be annexed to t he Community Facilities District.

Section 2. Name of the Community Facilities District . The name of the existing Community Facilities District is Community Facilities District No. 2020-1 of the City of Chino (Services), County of San Bernardino, State of California.

Section 3. Description of Territory Proposed To Be Annexed; Annexation Map . The territory which is included in the Community Facilities District is described on the Map of the Community Facilities District recorded on August 18, 2020 in Book 8 9 of Maps of Assessment and Community Facilities Districts, pages 32, as Instrument No. 2020-0290615 of the official records of the County of San Bernardino . The Proposed Annexation Area proposed to be annexed to the Community Facilities District is described in Exhibit A attached hereto and by this reference made a part hereof. Such Proposed Annexation Area is also shown and described on the map thereof entitled “ Boundaries – Potential Annexation Area, Community Facilities District No. 2020-1 (Services), City of Chino, County of San Bernardino, State of California,” which was recorded on August 18 , 20 20 in Book 8 9 of Maps of Assessment and Community Facilities 272
2 Districts, pages 33, as Instrument No. 2020-0290615 of the official records of the County of San Bernardino. (the “Annexation Map”).

Section 4. Types of Services; Incidental Expenses; Plan for Providing Services . The services to be provided and financed by the Community Facilities District (the “Services”) consist of services permitted under the Act and described in Exhibit A to Resolution No. 2020-053 of the City Council adopted on September 1, 2020 (the “Resolution of Formation”), including, without limitation, maintenance of parks, parkways, park lighting, sidewalks, signage, landscaping in public areas, easements or right of way and open space; flood and storm protection services; the operation of storm drainage systems; maintenance of streets and roadways, traffic signals and street lighting; graffiti and debris removal from public improvements; public safet y services including police, fire protection and fire suppression; operation of library and recreation programs; operation of future museums and cultural facilities; and maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years that is owned by the City of Chino. In addition to payment of the cost and expense of the forgoing services, proceeds of the special tax may be expended to pay Administrative Expenses and to establish an operating r eserve for the costs of services as determined by the CFD Administrator . The Community Facilities District shall also finance costs associated with the determination of the amount of and the levy and collection of special taxes which are levied to provide such services and costs otherwise incurred in order to carry out its authorized purposes. The services described above shall be provided, as needed, throughout the Community Facilities District and the Proposed Annexation Area for the benefit of all owner s of property and residents of the Community Facilities District and the Proposed Annexation Area, and any other territory annexed thereto. All owners of taxable parcels of property within the Community Facilities District and the Proposed Annexation Area shall pay special taxes at the same rate to finance the annual cost of providing such services in accordance with the Rate and Method of Apportionment attached hereto as Exhibit C.

Section 5. Special Taxes. Except where funds are otherwise available, special taxes sufficient to pay the costs of the services described in Section 4 above and the annual administrative expenses of the Community Facilities District in determining, apportioning, levying and collecting such special taxes, shall be annually levied within the Proposed Annexation Area.

Pursuant to Section 53340 of the Act, the special taxes shall be collected in the same manner as ordinary ad valorem property taxes are collected and shall be subject to the same penalties and the same procedure, sale, and lien priority in case of delinquency as is provided for ad valorem taxes. However, under no circumstances shall the special tax levied against any parcel subject to the levy of the special tax be increased as a consequence of delinquency or default by the owner of any other parcel or parcels within the Community Facilities District by more than ten (10) percent. The rates and method of apportionment of said special taxes shall be as set forth in Exhibit C attached hereto and by this reference made a part hereof. The rate of special tax to be levied on property within the Proposed Annexation Area in any fiscal year to pay the cost of the services described in Section 4 above shall be equal to the rate of special tax which will be levied on all other property w ithin the Community Facilities District to pay the cost of such services in such fiscal year.

Section 6. Adoption of Annexation Map . Pursuant to Section 3110.5 of the California Streets and Highways Code, the City Council adopts the Annexation Map as the map of the Proposed Annexation Area to the Community Facilities District. Pursuant to Section 3111 of said Code, the Clerk of the City (the “City Clerk”) shall file the original of the Annexation Map in her office and shall file a copy of the Annexation Map with the County Recorder of the County of San Bernardino no later than 15 days following the adoption of this resolution. 273
3 PASSED AND ADOPTED by the City Council at a regular meeting held on the 19TH day of May 2026.

CITY COUNCIL OF THE CITY OF CHINO

By:_____________________________________
Eunice M. Ulloa
Mayor of the City of Chino
ATTEST:
________________________________
Natalie Gonzaga
City Clerk of the City of Chino

274
4 STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO )ss.

CITY OF CHINO )

I, Natalie Gonzaga, City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council of the City of Chino at a regular meeting held on the 19th day of May 2026, by the following votes:

AYES: COUNCIL MEMBERS

NOES: COUNCIL MEMBERS

ABSENT: COUNCIL MEMBERS

NATALIE GONZAGA, CITY CLERK

Attachments: Exhibits A, B and C
275
A-1

EXHIBIT A

DESCRIPTION OF THE PROPOSED ANNEXATION AREA
The property in the City of Chino, County of San Bernardino, California, identified by the San Bernardino County Assessor as Assessor’s Parcel Nos.:

APN NUMBERS

APPROXIMATE

ACREAGE
1025-211-29-0-000 4.12 acres

276
B-1

EXHIBIT B

DESCRIPTION OF PUBLIC FACILITIES AND SERVICES

TYPES OF PUBLIC FACILITIES
No Public Facilities are proposed to be funded by Community Facilities District No. 2020-1.

TYPES OF SERVICES
The services which may be funded with proceeds of the special tax of CFD No. 2020 -1, as provided by Section 53313 of the Act, include the following (collectively, the “Services”):

(i) maintenance of parks, parkways, park lighting, sidewalks, signage, landscaping in public areas, easements or right of way and open space; (ii) flood and storm protection services;
(iii) the operation of storm drainage systems;
(iv) maintenance of streets and roadways, traffic signals and street lighting; (v) graffiti and debris removal from public improvements; (vi) public safety services including police, fire protection and fire suppression; (vii) operation of library and recreation programs;
(viii) operation of future museums and cultural facilities; and (ix) maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years that is owned by the City of Chino.

In addition to payment of the cost and expense of the forgoing services, proceeds of the special tax may be expended to pay “Administrative Expenses” as said term is defined in the Rate and Method of Apportionment and to establish an operating reserve for the costs of services as determined by the CFD Administrator. Capitalized terms used and not defined herein shall have the meanings set forth in the Rate and Method of Apportionment of Special Tax for CFD No. 2020-

1. 277
C-1

EXHIBIT C

RATE AND METHOD OF APPORTIONMENT FOR
COMMUNITY FACILITIES DISTRICT NO. 2020-1
(SERVICES) OF THE CITY OF CHINO
The following sets forth the Rate and Method of Apportionment for the levy and collection of Annual Special Tax in the City of Chino (“City”) Community Facilities District No. 2020-1 (Services) (“CFD No. 2020-1”). An Annual Special Tax shall be levied on and collected in CFD No. 2020-1 each Fiscal Year, in an amount determined through the application of the Rate and Method of Apportionment described below. All the real property with in CFD No. 2020-1, unless exempted by law or by the provisions hereof, shall be taxed for the purposes, to the extent, and in the manner herein provided.

SECTION A

DEFINITIONS
The terms hereinafter set forth have the following meanings:
“Acre or Acreage” means the land area of an Assessor’s Parcel as shown on an Assessor’s Parcel Map, or if the land area is not shown on the Assessor’s Parcel Map, the land area as shown on the applicable Final Map, or if the land area is not shown on the applicable Final Map, the land area shall be calculated by the City Engineer.
“Act” means the Mello-Roos Communities Facilities Act of 1982 as amended, being Chapter 2.5, Division 2 of Title 5 of the Government Code of the State of California. “Administrative Expenses” means the following actual or reasonably estimated costs directly related to the administration of CFD No. 2020-1: the costs of computing the amount of Special Tax to be levied and preparing the Annual Special Tax collection schedules (whether by the City or designee thereof or both); the costs of collecting Special Tax (whether by the City or otherwise); the costs to the City, CFD No. 2020-1 or any designee thereof of complying with City or obligated persons annual reporting requirements associated with applicable federal and state laws and of the Act; the costs associated with responding to public inquiries regarding Special Tax; the costs associated with the City’s annual administration fees and third party expenses . Administrative Expenses shall also include amounts estimated or advanced by the City or CFD No. 2020-1 for any other administrative purposes, including attorney’s fees and other costs related to commencing and pursuing to completion any foreclosure, or otherwise addressing the disposition of delinquent Special Tax payments.
“Annual Special Tax” means the Special Tax actually levied in any Fiscal Year on any Assessor’s Parcel.
“Apartment Property” means all Assessor’s Parcels of Residential Property on which one or more Apartment Units are constructed. In cases where an Apartment Unit has been included in its own Assessor’s Parcel through the recordation of a condominium map or similar instrument that creates individual lots for which building permits may be issued without further subdivisi on, each Assessor’s Parcel associated with an individual lot created will be classified as Apartment Property and taxed accordingly, unless a Builder Notice has been filed with the City, in which case, each Assessor’s Parcel associated with an individual lot created will be classified as Single 278

C-2

Family Property and taxed accordingly.
“Apartment Unit” means a dwelling unit within a building comprised of attached residential units available for rental by the general public, not for sale to an end user, and und er common management.
“Approved Property” means all Assessor’s Parcels of Taxable Property: (i) that are included in a Final Map that was recorded prior to the March 1st preceding the Fiscal Year in which the Special Tax is being levied, and (ii) that have not been issued a building permit on or before March 1st preceding the Fiscal Year in which the Special Tax is being levied. “Assessor’s Parcel” means a lot or parcel of land designated on an Assessor’s Parcel Map with an assigned Assessor’s Parcel Number within the boundaries of CFD No. 2020-1. “Assessor’s Parcel Map” means an official map of the Assessor of the County designating parcels by Assessor’s Parcel Number.
“Assessor’s Parcel Number” means that number assigned to an Assessor’s Parcel by the County for purposes of identification.
“Builder Notice” means a certified written notice to the Finance Director of the City filed by the owner of the Assessor’s Parcels within a Final Map at or prior to the time the Final Map is recorded stating that residential uses, other than Apartment Units, are planned to be constructed within such Final Map area.
“Building Square Footage” or “BSF” means the square footage of assessable internal living space, exclusive of garages or other structures not used as living space, as determined by reference to the building permit application for such Assessor’s Parcel and subject to verification by City Staff.
“Calendar Year” means the period commencing January 1 of any year and ending the following December 31.
“CFD Administrator” means an official of the City, or designee thereof, responsible for determining the Special Tax Requirement and providing for the levy and collection of the Special Taxes.
“CFD No. 2020-1” means Community Facilities District No. 2020-1 established by the City under the Act.
“City Council” means the City Council of the City of Chino, acting as the Legislative Body of CFD No. 2020-1, or its designee.
“Consumer Price Index” or “CPI” means the index published monthly by the U.S. Department of Labor, Bureau of Labor Statistics for all urban consumers in the Riverside -San Bernardino- Ontario area. In the event this index ceases to be published, the Consumer Price Index shall be another index as determined by the CFD Administrator that is reasonably comparable to the Consumer Price Index for the Riverside-San Bernardino-Ontario. “County” means the County of San Bernardino, California. 279

C-3

“Developed Property” means all Assessor’s Parcels of Taxable Property that: (i) are included in a Final Map that was recorded prior to January 1st preceding the Fiscal Year in which the Special Tax is being levied, and (ii) a building permit was issued on or before March 1st preceding the Fiscal Year in which the Special Tax is being levied. “Exempt Property” means all Assessor’s Parcels designated as being exempt from Special Tax as provided for in Section G.
“Final Map” means a subdivision of property by recordation of a final map, parcel map, or lot line adjustment, pursuant to the Subdivision Map Act (California Government Code Section 66410 et seq.) or recordation of a condominium plan pursuant to California Civil Code 1352 that creates individual lots for which building permits may be issued without further subdivision. “Fiscal Year” means the period commencing July 1 of any year and ending the following June 30.
“Maximum Special Tax” means the Maximum Special Tax, determined in accordance with Section C that can be levied by CFD No. 2020-1 within in any Fiscal Year on any Assessor’s Parcel.
“Non-Residential Property” means all Assessor’s Parcels of Developed Property for which a building permit was issued for any type of non-residential use. “Proportionately,” in the case of Special Tax, means that the ratio of the Annual Special Tax levy to the applicable Maximum Special Tax is equal for all applicable Assessor’s Parcels. “Residential Property” means all Assessor’s Parcels of Developed Property for which a building permit has been issued for purposes of constructing one or more residential dwelling units. “Services” means services permitted under the Mello -Roos Community Facilities Act of 1982 including, without limitation, maintenance of parks, parkways and open space; flood and storm protection services; the operation of storm drainage systems; and public safety services . All of the services financed must be provided within the bounda ries of or for the benefit of CFD No. 2020-1.
“Single Family Property” means all Assessor’s Parcels of Residential Property other than Apartment Property.
“Single Family Unit” means a dwelling unit other than an Apartment Unit. “Special Tax” means any of t he special taxes authorized to be levied within CFD No. 2020-1 pursuant to the Act to fund the Special Tax Requirement. “Special Tax Requirement” means that amount to be collected in any Fiscal Year to pay for certain costs as required to meet the needs of CFD No. 2020-1 in both the current Fiscal Year and the next Fiscal Year. The costs to be covered shall be the direct costs for (i) Services, and (ii) Administrative Expenses. Under no circumstances shall the Special Tax Requirement include funds for Bonds.
280

C-4

“Taxable Property” means all Assessor’s Parcels within CFD No. 2020-1, which are not Exempt Property.
“Undeveloped Property” means all Assessor’s Parcels of Taxable Property which are not Developed Property or Approved Property.

SECTION B
CLASSIFICATION OF ASSESSOR’S PARCELS
Each Fiscal Year, beginning with Fiscal Year 2020 -21, each Assessor’s Parcel within CFD No. 2020-1 shall be classified as Taxable Property or Exempt Property. In addition, each Assessor’s Parcel of Taxable Property shall be further classified as Developed Property, Approved Property, or Undeveloped Property. In addition, each Assessor’s Parcel of Developed Property shall further be classified as Residential Property or Non-Residential Property. Lastly, each Assessor’s Parcel of Residential Property shall further be classified as Single Family Property or Apartment Property, and the Building Square Footage of each Single Family Unit or Apartment Unit within each such Assessor’s Parcel shall be determined.

SECTION C

MAXIMUM SPECIAL TAX

1. Developed Property
Maximum Special Tax
The Maximum Special Tax for each Assessor’s Parcel of Developed Property for each Land Use Type is shown below in Table 1.

On each July 1, commencing July 1, 2021, the Maximum Special Tax for the pr ior Fiscal Year shall be increased by (i) an amount equal to the percentage change increase in the Consumer Price Index for the twelve month period ending in March of the prior Fiscal Year.

TABLE 1
281

C-5

Maximum Special Tax for Developed Property
Land Use Type Building Square Footage Rate
Single Family Unit Less than 1,050 $223 per Unit
Single Family Unit 1,050 – 1,199 $242 per Unit
Single Family Unit 1,200 – 1,349 $261 per Unit
Single Family Unit 1,350 – 1,499 $280 per Unit
Single Family Unit 1,500 – 1,649 $299 per Unit
Single Family Unit 1,650 – 1,799 $319 per Unit
Single Family Unit 1,800 – 1,949 $339 per Unit
Single Family Unit 1,950 – 2,099 $359 per Unit
Single Family Unit 2,100 – 2,249 $379 per Unit
Single Family Unit 2,250 – 2,399 $399 per Unit
Single Family Unit 2,400 – 2,549 $419 per Unit
Single Family Unit 2,550 – 2,699 $439 per Unit
Single Family Unit 2,700 – 2,849 $459 per Unit
Single Family Unit 2,850 – 2,999 $479 per Unit
Single Family Unit 3,000 – 3,149 $499 per Unit
Single Family Unit 3,150 – 3,299 $519 per Unit
Single Family Unit 3,300 – 3,449 $540 per Unit
Single Family Unit 3,450 – 3,599 $561 per Unit
Single Family Unit 3,600 – 3,749 $582 per Unit
Single Family Unit 3,750 or Greater $603 per Unit
Apartment Unit Less than 850 $ 108 per Unit
Apartment Unit 850 - 1,049 $ 123 per Unit
Apartment Unit 1,050 or greater $ 138 per Unit
Non-Residential Property N/A $ 1,450 per Acre

2. Approved Property and Undeveloped Property
No Special Tax shall be levied on Approved Property and Undeveloped Property.

SECTION D

METHOD OF APPORTIONMENT OF THE MAXIMUM SPECIAL TAX
Commencing with Fiscal Year 2020-21 and for each following Fiscal Year, the City shall levy the Special Tax at up to 100% of the applicable Maximum Special Tax, Proport ionately on each Assessor’s Parcel of Developed Property until the amount of Special Tax equals the Special Tax Requirement.

SECTION E

PREPAYMENT OF ANNUAL SPECIAL TAX
The Special Tax cannot be prepaid.

SECTION F

TERM OF SPECIAL TAX
For each Fiscal Year, t he Special Tax shall be levied in perpetuity as long as the Services are being provided.

SECTION G
282

C-6

EXEMPTIONS
The City shall classify Exempt Property within as (i) Assessor’s Parcels which are owned by, irrevocably offered for dedication, encumbered by or restricted in use by the State of California, Federal or other local governments, including school districts, (ii) Assessor’s Parcels which are used as places of worship and are exempt from ad valorem property taxes because they are owned by a religious organization, (iii) Assessor’s Parcels which are owned by, irrevocably offered for dedication, encumbered by or restricted in use by a homeowners’ association, (iv) Assessor’s Parcels with public or utility easements making impractical their utilization for other than the purposes set forth in the easement, (v) Assessor’s Parcels which are privately owned and are encumbered by or restricted solely for public uses or classified as Agricultural Buffer Property, or (vi) other types of public uses determined by the City Council.

SECTION H

APPEALS
Any property owner claiming that the amount or application of the Special Tax is not correct may file a written notice of appeal with the City Council not later than twelve months after having paid the first installment o f the Special Tax that is disputed . A representative(s) of CFD No. 2020-1 shall promptly review the appeal, and if necessary, meet with the property owner, consider written and oral evidence regarding the amount of the Special Tax, and rule on the appeal . If the representative’s decision requires that the Special Tax for an Assessor’s Parcel be modified or changed in favor of the property owner, a cash refund shall not be made, but an adjustment shall be made to the Annual Special Tax on that Assessor’s Parcel in the subsequent Fiscal Year(s).

SECTION I

MANNER OF COLLECTION
The Annual Special Tax shall be collected in the same manner and at the same time as ordinary ad valorem property taxes, provided, however, that CFD No. 2020 -1 may collect the Annual Special Tax at a different time or in a different manner, if necessary, to meet its financial obligations.

SECTION J

INTERPRETATIONS
The City Council may interpret this Rate and Method of Apportionment of Special Tax by ordinance or resolution for purposes of clarifying any vagueness or ambiguity . Any decision of the City Council shall be final and binding as to all persons.

SECTION K

FUTURE ANNEXATIONS
It is anticipated that additional properties will be annexed to CFD No. 2020-1 from time to time .

Pursuant to California Government Code Section 53339 et seq., the rate and method adopted for the annexed property shall reflect the Maximum Special Tax rate at the then current year’s Maximum Special Tax rate as set forth in Section C.
283
SAN BERNARDINO COUNTY RECORDER’S CERTIFICATE

THIS MAP HAS BEEN FILED UNDER DOCUMENT NUMBER
_________________ THIS _____ DAY OF _________________,
20____, AT ____ __ M., IN BOOK ____ OF ________________ AT PAGE ____, AT THE REQUEST OF CITY OF CHINO IN
THE AMOUNT OF $____________.

ASSESSOR-RECORDER-COUNTY CLERK

COUNTY OF SAN BERNARDINO
BY: __________________________________

DEPUTY RECORDER
SHEET 1 OF 1 SHEET
·|}þ
142
·|}þ
71 1025-211-29-0000

THIS MAP CORRECTLY SHOWS THE LOT OR PARCEL OF

LAND INCLUDED WITHIN THE BOUNDARIES OF THE COMMUNITY
FACILITIES DISTRICT. FOR DETAILS CONCERNING THE LINES

AND DIMENSIONS OF LOTS OR PARCELS REFER TO THE SAN
BERNADINO COUNTY ASSESSOR'S MAPS FOR FISCAL YEAR 2025-2026.

ANNEXATION
AREA
·|}þ71
·|}þ83
EUCLID

EL PRADO

BICKMORE

CHINO-CORONA

SULTANA

HELLMAN

MOUNTAIN

KIMBALL GROVE

MILL CREEK

SAN ANTONIO

BON VIEW

MERRILL
PINE
EUCLID
³

VICINITY MAP

NOT TO SCALE
0 250 500
Feet
M:\GIS-Assessment\Chino\Pro\Chino_CFD2020-1\Chino_CFD2020-1.aprx LEGEND

ANNEXATION BOUNDARY

PARCEL BOUNDARY

CITY OF CHINO

ASSESSOR'S PARCEL NUMBERXXXX-XXX-XX-XXXX

I HEREBY CERTIFY THAT THE WITHIN MAP SHOWING THE PROPOSED BOUNDARY OF ANNEXATION NO. 4 TO COMMUNITY FACILITIES DISTRICT NO. 2020-1 (SERVICES), CITY OF CHINO, COUNTY OF SAN BERNARDINO,

STATE OF CALIFORNIA, WAS APPROVED BY THE CITY COUNCIL OF SAID CITY OF CHINO AT A REGULAR MEETING THEREOF HELD ON THE ______ DAY OF ________________, 20____, BY RESOLUTION NO. ______________________. _____________________________________

CITY CLERK, CITY OF CHINO

THIS MAP SHOWS THE BOUNDARIES OF THE AREA PROPOSED TO BE ANNEXED INTO COMMUNITY FACILITIES DISTRICT NO. 2020-1 (SERVICES) OF THE CITY OF CHINO, COUNTY OF SAN BERNARDINO, STATE OF CALIFORNA.

THE BOUNDARIES OF WHICH COMMUNITY FACILITIES DISTRICT BOUNDARY MAP WAS RECORDED AS INSTRUMENT NO. 2020-0290615 IN BOOK 89 OF MAPS OF ASSESSMENT AND COMMUNITY FACILITIES DISTRICTS AT PAGE 32, AND ANNEXATION AREA BOUNDARY MAP RECORDED AS INSTRUMENT NO. 2020-0290616 IN BOOK 89 OF MAPS OF ASSESSMENT AND COMMUNITY FACILITIES DISTRICTS AT PAGE 33. RECORDED IN THE OFFICE OF THE COUNTY RECORDER FOR THE COUNTY OF SAN BERNARDINO, STATE OF CALIFORNIA.

FILED IN THE OFFICE OF THE CITY CLERK OF CHINO
ON THIS ______ DAY OF _______________ , 20____
BY: _______________________________________

CITY CLERK, CITY OF CHINO
ANNEXATION MAP NO. 4
COMMUNITY FACILITIES DISTRICT NO. 2020-1 (SERVICES)

CITY OF CHINO

COUNTY OF SAN BERNARDINO, STATE OF CALIFORNIA

CORPORATE CENTER AVE

CHINO HILLS PARKWAY
STATE 71

CHINO CREEK
284

MEMORANDUM

CITY OF CHINO

PUBLIC WORKS DEPARTMENT

CITY COUNCIL MEETING DATE: MAY 19, 2026

TO: LINDA REICH, CITY MANAGER
FROM: HYE JIN LEE, PE, DIRECTOR OF PUBLIC WORKS

SUBJECT
..titl e
Acceptance of State Department of Resources, Recycling and Recovery (CalRecycle) California Beverage Container Recycling City/County Payment Program (CCPP-25) Grant Funds. ..end

RECOMMENDATION
1) Authorize the acceptance of the State Department of Resources, Recycling and Recovery (CalRecycle) California Beverage Container Recycli ng City/County Payment Program (CCPP - 25) grant funds in the amount of $23,771; 2) establish Grant No. G7804; 3) appropriate $23,771 to the Sanitation Fund (550) with corresponding increase in revenues for FY 2025-26; and 4) authorize the City Manager to execute the necessary documents on behalf of the City. ..body

FISCAL IMPACT
Requires an appropriation of $23,771 to the Sanitation Fund (550), with a corresponding increase to the Sanitation Fund revenue estimate. This appropriation is fully offset with grant funding from the State of California, Department of Resources, Recycling and Recovery with no City matching requirement.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Positive City Image
 Financial Stability
 Responsible Long-Range Planning
 Public Service Excellence through Internal and External Partnerships

Revenue: 5507380 – 59500 – G7804

Expenditure: 5507380 – 40010 – G7804
Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 285
CITY COUNCIL MEETING DATE: MAY 19, 2026
TITLE: ACCEPTANCE OF STATE DEPARTMENT OF RESOURCES, RECYCLING AND

RECOVERY (CALRECYCLE) CALIFORNIA BEVERAGE CONTAINER RECYCLING CITY/COUNTY PAYMENT PROGRAM (CCPP-25) GRANT FUNDS.

PAGE: 2

BACKGROUND
The State of California provides annual payments to cities and counties through the CalRecycle California Beverage Container Recycling City/County Payment Program, which is funded by statewide beverage container recycling fees. These funds are distributed based on a per capita formula, meaning the award amounts can vary from year to year depending on population changes and the total funds available.

Administered by the State Department of Resources, Recycling, and Recovery (CalRecycle ), the program mandates that the funds be specifically allocated for beverage container recycling initiatives, programs for school -aged youth, litter clean up events and community events. As a part of the City’s outreach efforts, the funds will support the City’s recycling outreach initiatives, including distributing educational materials, installing and providing recycling bins, purchase and installation of water refill stations, and promoting beverage container recycling through public education.

ISSUES/ANALYSIS
In March 2026, the City received funding from CalRecycle’s City/County Payment Program for Fiscal Year 2025 -26. The term of this funding begins on the date of the award and extends through January 5, 2028, covering both Fiscal Years 2025-26 and 2026-27.

Therefore, staff is recommending that the City Council approve an appropriation of $23,771 to the Sanitation Fund (550), along with a corresponding increase in revenues. No matching funds are required from the City, and the funds have already been received from the State Controller’s Office.

Attachment – Award Approval

286

Request for Approval
Revised February 2026

To: Michelle Martin
Deputy Director, Division of the Circular Economy

From: Lauren Barva
Branch Chief, Financial Resources Management Branch II

Request Date: January 6, 2026

Decision Subject: Awards for the Beverage Container Recycling City/County Payment Program (California Beverage Container Recycling Fund, Fiscal Year 2025–26)

Action By: January 20, 2026; February 5, 2026

Summary of Request
Staff requests approval of 390 payments for the Beverage Container Recycling City/County Payment Program (Program) for fiscal year (FY) 2025–26 in the amount of $9,511,921. Staff received 391 eligible Funding Requests that included 430 jurisdictions, requesting a total of $9,538,381 in eligible costs for this program. The funding available for FY 2025-26 is $10,500,000.

Funding
The Beverage Container Recycling City/County Payment Program has a continuous appropriation from the California Beverage Container Recycling Fund of $10,500,000 per fiscal year. The amount remaining reflects the total of all eligible funds from the jurisdictions that did not apply or were denied funding.

Table 1. Funding
Fund Source Amount
Available
Amount to
Fund Item
Amount
Remaining Line Item
California Beverage
Container Recycling
Account (FY 2025–26)
$10,500,000 $9,538,381
$9,511,921
$961,619
$988,079
Local Assistance/
Grants

Background and Findings
Statutory Authority
Public Resources Code section 14581(a)(3)(A) of the California Beverage Container Recycling and Litter Reduction Act authorizes CalRecycle to expend $10,500,000 annually for payments to cities and counties for beverage container recycling and litter cleanup activities. Payments are calculated on a per capita basis, with a minimum payment of $5,000 to cities and $10,000 to counties.
287

Program Background
The program provides annual funding to California cities and counties for beverage container recycling projects that assist in achieving an 80 percent recycling rate for the state.

Incorporated areas of a city, city and county, or the unincorporated area of a county as reported by the California Department of Finance’s annual population report (Report E-1 Population Estimates for Cities, Counties, and the State Population Estimates with Annual Percent Change (January 1, 2024, and 2025), are eligible to receive funding. Jurisdictions receive funding on a per capita basis, or a minimum of $5,000 for cities and $10,000 for counties, whichever is greater. All funds shall be available for expenditure until January 5, 2028, and are subject to reporting requirements.

Criteria and Process
The Notice of Funds Available was posted on the CalRecycle website on August 19, 2025, with an appropriate notice sent to stakeholders. Funding Requests were due November 18, 2025.

There are 540 jurisdictions statewide. CalRecycle received 391 eligible Funding Requests, including 13 Regional Funding Requests, which include 39 participating jurisdictions. Of the remaining 110 jurisdictions, 1 failed to submit a Payment Program Resolution, 1 withdrew their Funding Request and 109 did not submit a Funding Request and therefore are ineligible to receive funding. Any remaining funds will revert back to the California Beverage Container Recycling Fund. All funds shall be available for expenditure until January 5, 2028, and are subject to reporting requirements.

Listed below are the types of projects recommended for funding.

The types of projects recommended for funding include implementation of new or existing curbside or neighborhood drop-off beverage container recycling programs, the purchase and/or installation of recycling bins for collection of California Refund Value (CRV) materials, public education and outreach promoting beverage container recycling, cooperative regional efforts among two or more cities and counties, purchase and installation of water refill stations, litter reduction and cleanup where the waste stream includes beverage containers, and in some instances, the expansion of current recycling collection activities in underserved areas and locations.

Recommendation

Staff recommends approval of 391 390 payment awards as listed below for $9,538,381 $9,511,921.

Table 2. Recommended Awards

288

Applicant Award Amount
Alameda County $37,033
Alpine County $10,000
Amador County $10,000
Butte County $13,936
City of Alameda $19,794
City of Albany $5,431
City of Alhambra $20,618
City of Aliso Viejo $12,714
City of American Canyon $5,878
City of Anaheim $84,366
City of Antioch $29,074
City of Arcadia $14,165
City of Arcata $5,044
City of Arroyo Grande $5,000
City of Atascadero $7,780
City of Azusa $12,413
City of Bakersfield $103,404
City of Baldwin Park $17,785
City of Banning $8,226
City of Barstow $6,472
City of Beaumont $15,048
City of Bell Gardens $9,829
City of Bellflower $19,213
City of Belmont $7,306
City of Benicia $6,812
City of Berkeley $31,916
City of Beverly Hills $8,225
City of Big Bear Lake $5,000
City of Biggs $5,000
City of Blue Lake $5,000
City of Bradbury $5,000
City of Brawley $7,489
City of Brea $12,146
City of Brentwood $16,532
City of Brisbane $5,000
City of Buellton $5,000
City of Buena Park $20,690
City of Burbank $26,460
City of Burlingame $8,128
City of Calabasas $5,977
City of Calexico $10,222
City of Calimesa $5,000
City of Calipatria $5,000
City of Camarillo $17,313
City of Capitola $5,000
289

Applicant Award Amount
City of Carlsbad $28,972
City of Carmel-by-the-Sea $5,000
City of Carpinteria $5,000
City of Cathedral City $13,068
City of Ceres $12,491
City of Cerritos $12,139
City of Chico $28,353
City of Chino $23,771
City of Chowchilla $5,000
City of Chula Vista $69,530
City of Citrus Heights $21,578
City of Claremont $9,541
City of Clearlake $5,000
City of Clovis $32,106
City of Coachella $11,282
City of Coalinga $5,000
City of Colfax $5,000
City of Colton $13,467
City of Corning $5,000
City of Coronado $5,931
City of Costa Mesa $27,486
City of Covina $12,930
City of Culver City $10,303
City of Cupertino $15,078
City of Cypress $12,539
City of Daly City $25,479
City of Davis $16,452
City of Del Mar $5,000
City of Desert Hot Springs $8,548
City of Diamond Bar $13,532
City of Dinuba $6,770
City of Dos Palos $5,000
City of Downey $27,867
City of Duarte $6,210
City of Dublin $18,730
City of East Palo Alto $7,534
City of Eastvale $17,528
City of El Cajon $26,162
City of El Centro $11,681
City of El Cerrito $6,730
City of El Monte $26,912
City of El Paso De Robles (Paso Robles) $8,008
City of El Segundo $5,000
City of Elk Grove $45,308
City of Emeryville $5,000
290

Applicant Award Amount
City of Encinitas $15,600
City of Escondido $37,342
City of Eureka $6,794
City of Fairfield $30,042
City of Folsom $23,125
City of Fontana $54,237
City of Fortuna $5,000
City of Foster City $8,400
City of Fountain Valley $14,274
City of Fowler $5,000
City of Fremont $57,541
City of Fresno $137,267
City of Fullerton $35,141
City of Galt $6,786
City of Garden Grove $42,519
City of Gardena $15,184
City of Gilroy $15,661
City of Glendale $47,611
City of Glendora $12,970
City of Goleta $8,422
City of Gonzales $5,000
City of Grass Valley $5,000
City of Greenfield $5,482
City of Gridley $5,000
City of Grover Beach $5,000
City of Guadalupe $5,000
City of Hanford $15,424
City of Hawaiian Gardens $5,000
City of Hawthorne $21,424
City of Hayward $40,275
City of Hemet $22,967
City of Hercules $6,819.00
City of Hermosa Beach $5,047.00
City of Hesperia $25,390
City of Hidden Hills $5,000
City of Highland $14,404
City of Holtville $5,000
City of Hughson $5,000
City of Huntington Beach $47,838
City of Huntington Park $13,412
City of Huron $5,000
City of Imperial $5,994
City of Imperial Beach $6,854
City of Indian Wells $5,000
City of Indio $23,116
291

Applicant Award Amount
City of Irvine $78,679
City of Irwindale $5,000
City of Jurupa Valley $26,406
City of Kerman $5,000
City of King City $5,000
City of Kingsburg $5,000
City of La Cañada Flintridge $5,329
City of La Habra $15,415
City of La Habra Heights $5,000
City of La Mesa $15,343
City of La Mirada $12,228
City of La Palma $5,000
City of La Puente $9,601
City of La Verne $8,312
City of Lafayette $6,531
City of Laguna Beach $5,968
City of Laguna Hills $7,823
City of Laguna Niguel $16,411
City of Lake Elsinore $18,507
City of Lake Forest $21,912
City of Lakewood $20,181
City of Lancaster $44,061
City of Larkspur $5,000
City of Lawndale $7,958
City of Lemon Grove $7,295
City of Livermore $21,484
City of Lodi $16,863
City of Loma Linda $6,597
City of Lomita $5,389
City of Lompoc $11,046
City of Long Beach $114,051
City of Los Alamitos $5,000
City of Los Angeles $942,907
City of Los Banos $12,391
City of Malibu $5,000
City of Manhattan Beach $8,742
City of Martinez $9,422
City of Maywood $6,394
City of Mendota $5,000
City of Menifee $28,714
City of Menlo Park $8,560
City of Merced $24,468
City of Mill Valley $5,000
City of Millbrae $6,067
City of Milpitas $20,505
292

Applicant Award Amount
City of Mission Viejo $22,920
City of Modesto $54,382
City of Monrovia $9,939
City of Montclair $9,596
City of Montebello $15,791
City of Monterey $7,077
City of Monterey Park $14,940
City of Moorpark $8,915
City of Moreno Valley $52,185
City of Morgan Hill $11,826
City of Morro Bay $5,000
City of Mountain View $21,635
City of Murrieta $27,847
City of Napa $19,478
City of National City $14,865
City of Needles $5,000
City of Nevada City $5,000
City of Newman $5,000
City of Newport Beach $20,687
City of Norwalk $25,214
City of Novato $13,077
City of Oakdale $6,083
City of Oakland $105,178
City of Oakley $11,882
City of Oceanside $43,219
City of Ontario $45,692
City of Orange $34,712
City of Orinda $5,130
City of Oroville $5,204
City of Oxnard $49,214
City of Pacifica $9,520
City of Palm Desert $13,148
City of Palmdale $41,439
City of Paramount $13,245
City of Pasadena $34,935
City of Patterson $6,731
City of Perris $20,339
City of Pico Rivera $15,330
City of Piedmont $5,000
City of Pinole $5,000
City of Pismo Beach $5,000
City of Pittsburg $19,143
City of Placentia $13,640
City of Placerville $5,000
City of Pleasant Hill $8,632
293

Applicant Award Amount
City of Pleasanton $19,354
City of Point Arena $5,000
City of Pomona $37,985
City of Porterville $16,010
City of Poway $12,755
City of Rancho Cordova $21,374
City of Rancho Cucamonga $43,625
City of Rancho Mirage $5,000
City of Rancho Palos Verdes $10,383
City of Rancho Santa Margarita $11,763
City of Red Bluff $5,000
City of Redding $23,361
City of Redlands $18,434
City of Redondo Beach $17,108
City of Redwood City $20,544
City of Reedley $6,912
City of Rialto $26,317
City of Richmond $28,290
City of Ridgecrest $7,350
City of Rio Dell $5,000
City of Rio Vista $5,000
City of Riverbank $6,786
City of Riverside $79,098
City of Rolling Hills Estates $5,000
City of Rosemead $12,785
City of Roseville $39,325
City of Sacramento $130,127
City of Salinas $39,853
City of San Bernardino $55,110
City of San Bruno $10,851
City of San Buenaventura (Ventura) $27,158
City of San Carlos $7,633
City of San Clemente $15,824
City of San Diego $346,627
City of San Dimas $8,781
City of San Francisco $207,306
City of San Jacinto $13,888
City of San Joaquin $5,000
City of San Jose $241,070
City of San Juan Capistrano $9,056
City of San Leandro $21,955
City of San Luis Obispo $12,547
City of San Marcos $24,243
City of San Mateo $26,010
City of San Pablo $8,117
294

Applicant Award Amount
City of San Rafael $15,091
City of San Ramon $20,868
City of Sanger $7,019
City of Santa Ana $77,867
City of Santa Barbara $21,620
City of Santa Clara $33,450
City of Santa Clarita $57,482
City of Santa Fe Springs $5,000
City of Santa Maria $27,950
City of Santa Monica $23,281
City of Santa Paula $8,154
City of Santee $15,013
City of Sausalito $5,000
City of Seal Beach $6,371
City of Seaside $8,243
City of Signal Hill $5,000
City of Simi Valley $31,048
City of Solana Beach $5,000
City of Soledad $7,086
City of Solvang $5,000
City of South El Monte $5,175
City of South Gate $23,218
City of South Lake Tahoe $5,540
City of South San Francisco $16,446
City of Stockton $79,231
City of Sunnyvale $39,615
City of Susanville $5,000
City of Taft $5,000
City of Tehama $5,000
City of Temecula $27,953
City of Thousand Oaks $30,471
City of Torrance $35,581
City of Tracy $24,511
City of Tulare $18,315
City of Turlock $18,122
City of Tustin $19,869
City of Twentynine Palms $6,335
City of Ukiah
• Mendocino County
• City of Willits
• City of Fort Bragg
$30,745
City of Union City $16,755
City of Upland $19,823
City of Vacaville $25,731
City of Vallejo $30,407
295

Applicant Award Amount
City of Victorville $35,029
City of Villa Park $5,000
City of Visalia $36,495
City of Vista $25,343
City of Walnut $7,308
City of Wasco $6,822
City of Watsonville $12,932
City of West Covina $27,267
City of West Hollywood $9,045
City of West Sacramento $13,990
City of Westlake Village $5,000
City of Westmorland $5,000
City of Whittier $21,964
City of Wildomar $9,486
City of Williams $5,000
City of Winters $5,000
City of Woodlake $5,000
City of Woodland $15,518
City of Yucaipa $13,851
Contra Costa County $43,980
Del Norte County
• City of Crescent City
$15,000
El Dorado County $39,849
Fresno County $40,119
Glenn County
• City of Willows
• City of Orland
$20,000
Humboldt County $18,067
Imperial County $10,000
Inyo County $10,000
Kern County $76,123
Lake County $11,978
Los Angeles County $247,606
Madera County $19,773
Mariposa County $10,000
Merced County $22,401
Modoc County $10,000
Mono County $10,000
Monterey County $26,576
Napa County
• City of Yountville
• City of St. Helena
• City of Calistoga
$25,000
Nevada County $17,146
Placer County $28,589
296

Applicant Award Amount
Riverside County $103,449
Sacramento County $148,879
San Benito County
• City of San Juan Bautista
• City of Hollister
$26,063
San Bernardino County $73,861
San Diego County $125,876
San Joaquin County
• City of Mountain House
• City of Ripon
• City of Manteca
• City of Lathrop
• City of Escalon
$84,782
San Luis Obispo County $30,258
San Mateo County $15,948
Santa Barbara County $35,122
Santa Clara County $23,130
Santa Cruz County $32,238
Shasta County
• City of Shasta Lake
• City of Anderson
$26,861
Sierra County
• City of Loyalton
$15,000
Siskiyou County
• City of Yreka
• City of Montague
• City of Fort Jones
• City of Etna
$30,000
Solano County
• City of Dixon
$15,332
Sonoma County
• City of Windsor
• City of Sonoma
• City of Sebastopol
• City of Santa Rosa
• City of Rohnert Park
• City of Petaluma
• City of Healdsburg
• City of Cotati
• City of Cloverdale
$134,895
Stanislaus County $27,720
Tehama County $10,987
City Town of Apple Valley $18,870
City Town of Atherton $5,000
City Town of Corte Madera $5,000
297

Applicant Award Amount
City Town of Danville $10,932
City Town of Fairfax $5,000
City Town of Hillsborough $5,000
City Town of Loomis $5,000
City Town of Los Altos Hills $5,000
City Town of Los Gatos $8,571
City Town of Mammoth Lakes $5,000
City Town of Moraga $5,000
City Town of Paradise $5,000
City Town of San Anselmo $5,000
City Town of Tiburon $5,000
City Town of Truckee $5,000
City Town of Woodside $5,000
City Town of Yucca Valley $5,787
Trinity County $10,000
Tulare County $34,226
Tuolumne County
• City of Sonora
$17,849
Yolo County $10,000
Yuba County
• Sutter County
• City of Yuba City
• City of Wheatland
• City of Marysville
• City of Live Oak
$60,220
Total Award $9,538,381 $9,511,921

Deputy Director Action
On the basis of the information and analysis in this Request for Approval and the findings set out herein, I hereby conditionally approve the payments for the Beverage Container Recycling City/County Payment Program for FY 2025-26 as listed in Table 2. Each proposed applicant’s payment is subject to two conditions:

1. The recommended jurisdictions must pay all outstanding debts due to CalRecycle, or bring current any outstanding payments owed to CalRecycle, within 60 days of the date of the award email.

2. Compliance with the Beverage Container Recycling City/County Payment Program Guidelines, Fiscal Year 2025-26, which included a Funding Request due date of November 18, 2025.

___________________________ ___________________________ Michelle Martin Dated
Deputy Director

Michelle
Martin
Digitally signed by
Michelle Martin
Date: 2025.12.10
07:10:19 -08'00'
298

MEMORANDUM

CITY OF CHINO

PUBLIC WORKS DEPARTMENT

CITY COUNCIL MEETING DATE: MAY 19, 2026

TO: LINDA REICH, CITY MANAGER
FROM: HYE JIN LEE, PE, DIRECTOR OF PUBLIC WORKS

SUBJECT
..titl e
Acceptance of State Department of Resources, Recycling and Recovery (CalRecycle) Used Oil Payment Program (OPP16) Grant Funds.
..end

RECOMMENDATION
Authorize the acceptance of the State Department of Resources, Recycling and Recovery (CalRecycle) Used Oil Payment Program (OPP16) grant funds in the amount of $13,225; 2) establish Grant No. G7805; 3) appropriate $13,225 to the Sanitation Fund with a corresponding increase in revenues for FY 2025 -26; and 4) authorize the City Manager to execute the necessary documents on behalf of the City.
..body

FISCAL IMPACT
Requires an appropriation of $13,225 to the Sanitation Fund (550), with a co rresponding increase in Sanitation Fund revenues. This appropriation is fully offset with grant funding from the State of California, Department of Resources Recycling and Recovery , and no City matching funds are required.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Positive City Image
 Superior Customer Service
 Financial Stability
 Responsible Long-Range Planning
 Public Service Excellence through Internal and External Partnerships

Revenue: 5507380 – 59500 – G7805

Expenditure: 5507380 – 40010 – G7805
Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 299
CITY COUNCIL MEETING DATE: MAY 19, 2026
TITLE: ACCEPTANCE OF STATE DEPARTMENT OF RESOURCES, RECYCLING AND RECOVERY (CALRECYCLE) USED OIL PAYMENT PROGRAM (OPP16) GRANT FUNDS.

PAGE: 2

BACKGROUND
The State of California awards annual Used Oil Payment Program (OPP) funds to cities and counties for used oil and used oil filter recycling activities. The State awards amounts are based on a per capita formula , which also causes fluctuation from year -to-year due to population change and OPP fund availability.

ISSUES/ANALYSIS
The Department of Resources Recycling and Recovery (CalRecycle) has made funds available to cities and counties since the early 1990s for support and promotion of used oil and household hazardous waste programs. These funds supplement costs for the City’s inspection of certified oil collection centers, as well as outreach, education, and materials to promote used oil recycling.

Staff received notification from CalRecycle that funding was approved from OPP to be expended during the grant cycle term of July 1, 2025, through June 30, 2027, which covers Fiscal Years 2025 -26 and 2026 -27. Therefore, Staff is recommending an appropriation of $13,225 from the unappropriated reserved of the Sanitation Fund with a corresponding increase to the revenues. There are no city matching funds required. The Fiscal Year 2025 -26 funds have been distributed by the State Controller’s Office and received by the City.

Attachment – Award Approval

300

Request for Approval

To: Michelle Martin
Deputy Director, Division of the Circular Economy

From: Marissa Cota
Branch Chief, Financial Resources Management Branch I

Request Date: December 1, 2025

Decision Subject: Awards for the Used Oil Payment Program (Used Oil Payment Program Account, Fiscal Year 2025–26)

Action By: December 16, 2025

Summary of Request
Staff requests approval of 184 grant awards in the amount of $6,000,000 for the non-competitive Used Oil Payment Program (Program) for fiscal year (FY) 2025–26.

Funding
The FY 2025–26 Budget Act allocates $6,000,000 to the Used Oil Recycling Account for the Program.

Table 1. Funding
Fund Source Amount
Available
Amount to
Fund Item
Amount
Remaining Line Item
Used Oil Recycling
Account (FY 2025–26)
$6,000,000 $6,000,000 $0 Local Assistance
Grants

Background and Findings
Statutory Authority
Public Resources Code (PRC) sections 48600 et seq. describes the California Oil Recycling Enhancement Act, which authorizes CalRecycle to develop and administer an oil collection and recycling program for local jurisdictions. Senate Bill 546 (Lowenthal, Chapter 353, Statutes of 2009) established the Used Oil Payment Program to replace the Used Oil Block Grant Program beginning with FY 2010–11.

PRC section 48653(a)(3) describes the payment calculation methodology and process for determining the total amount of funding to be made available. If sufficient funds are not available to initially issue full funding, one-half of the amount that remains in the fund after the expenditures are made pursuant to paragraphs (1) and (2) and subdivision (b) will be made available for the implementation of local used oil collection programs. Payment amounts are determined by multiplying the total annual funding amount by the fraction equal to the population of cities and counties that are eligible for payments pursuant to section 48690, divided by the 301

Page 2 of 15 ends

Chino City CouncilMay 19, 2026

Chino City Council
May 19, 2026