Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2023 through June 30, 2026
12. "Class " or "Classification" means a category into which is placed a position or group of positions with duties and responsibilities so similar that the same descriptive title, example of duties, recruiting standards, and salary can be applied with equity.
13. "Class Series" means two or more classification levels which have similar duties and responsibilities, but are distinguished from each other by degree of difficulty or level of responsibility.
14. "Classification Specification" means a written description of a classification.
15. "Classification Plan" means the list of class titles, class code numbers, a written classification specification for each class of positions as adopted by resolution of the City Council.
16. "Classified Service " means all positions in the City service, except Elective Offices, Special Positions, the City Manager, City Attorney, Assistant City Attorney, and all Heads of Departments.
17. "Compensation " means the salary, wage, allowances, and all other forms of valuable consideration earned by or paid to any employee by reason of said service in any position, but does not include any allowances authorized and incurred as incidents of employment.
18. "Competitive Examination" means one or more selection procedures used to assess the relative qualifications of a group of applicants or candidates.
19. "Competitive Service" means all regular full-time positions in the City service to which appointments are to be made from an employment list, but does not include those designated as elective, appointive, special, temporary, part-time, project, student, or seasonal positions.
20. "Continuous Examination" means a competitive examination or a particular class which is designed to be either open or promotional, or both; and the examination consists of the same or comparable tests of fitness which may be administered periodically; and as a result of which names of eligibles may be added to an existing employment list for the duration of such list.
21. "Continuous Service" means service without an authorized break or interruption during the period for which the employee has been employed by the City. A break or interruption in continuous service shall be construed as a deliberate severance of employment initiated by either the City or the employee for periods of more than fifteen (15) working days.
22. "Council" means the duly elected City Council of the City of Concord, California.
23. "Days" means work days the City's administrative offices are open, unless otherwise designated.
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2023 through June 30, 2026
24. "Demotion" means the movement of an employee from one class to another class having a lower maximum salary.
25. "Department" means an organizational unit with responsibility for carrying out a function under the supervision of a Department Head.
26. "Department Head" means the head of an established office or department having supervision of such department and office and also includes elected officials.
27. "Dismissal" means the involuntary termination of an employee from the City service for disciplinary reasons.
28. "Eligible" means a person whose name is on an employment list established by competitive examination.
29. "Employment List" means a list of names of persons who may be considered for employment with the City under specific conditions. Such lists may be designated as either a re-employment, reinstatement, promotional, or open employment list.
30. "Examination" means the selection procedures used to measure the relative capacities and fitness of the persons applying for positions within the Competitive Service.
31. "Exempt Service" means those offices and positions in classes specified in Section
2.40.110 of the Municipal Code.
32. "Grievance" defined in Section 18.1 of this Memorandum of Understanding
33. "Incumbent" means a person occupying a position in the City service.
34. "Layoff" means the separation of one or more employees from the active work force due to lack of work or funds, or to the abolition of positions by the Council for the above reasons, or due to organizational change.
35. "Open Examination" means a competitive examination for a particular class in which applications are invited from all qualified persons, regardless of whether or not they are employed by the City.
36. "Pay Range " means a series of base salary steps to which a class may be assigned.
37. "Permanent Appointment" or " Permanent Status" means the type of status granted an employee who has successfully completed an official probationary period for a particular class and in a regular position in the Competitive service.
38. "Personnel Ordinance" means Article XI of the Concord Municipal Code, which creates a personnel Merit System for the City.
39. "Position" means a combination of duties and responsibilities legally assigned to be performed by a single officer or employee or the equivalent and performed on a full-
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2023 through June 30, 2026
time basis. A position may be occupied or vacant.
40. "Probationary Appointment" or "Probationary Period" means a working test period during which an employee who has been selected from a reinstatement, promotional, or open employment list is required, by actual performance, to demonstrate fitness for the duties of the class to which appointed.
41. "Promotion" means the movement of an employee from one class to another class having a higher maximum rate of pay.
42. "Promotional Examination " means a competitive examination for a particular class which is only available to current employees who meet the qualifications for the class and who have a permanent appointment with the City or are otherwise permitted to take such an examination by Section 2.40.110(b) of the Municipal Code or by Section
2.49 of Policy and Procedure 37.0.
43. "Provisional Appointment" means an appointment of a person who possesses the qualifications established for a particular class and who has been appointed to a regular position in that class in the absence of available eligibles, or who has been assigned under the provisions of Section 2.40.140(d) of the Municipal Code or by Section 2.50 of Policy and Procedure No. 37.0.
44. "Reclassification" means a change in allocation of a position from an existing class to another existing or new class that is assigned to a salary range or rate in which the maximum salary is equal, higher, or lower.
45. "Re-employment" means the reappointment of a former employee (from a layoff re- employment list) who had a permanent appointment with the City at the time of layoff.
46. "Regular Employee" means a person occupying either an appointive or a regular position with the City.
47. "Regular Position" means a full-time position in the Competitive Service which is established without any limitation as to time.
48. "Rehire" means the reappointment of a former employee who does not have reemployment or reinstatement rights at the time of returning to the payroll.
49. "Reinstatement" means the probationary appointment, without examination, of either a former permanent status employee who resigned in good standing not more than one (1) year previously, or the return of a non-disciplinary demotion of an employee to a class in which status was held not more than one (1) year previously.
50. "Selection Procedure" means the use of any device or method used to make employment decisions such as application screening, written tests, oral interviews, performance tests, background investigations, assessments of physical or emotional condition, and probation periods.
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2023 through June 30, 2026
51. "Special Position" means those positions in the Exempt service so designated by Section 2.40.110(a)(3) of the Municipal Code to which a person may be assigned.
52. "Status " means the type of an employee's appointment, such as provisional, probationary, permanent, exempt, or limited service.
53. "Step Advancement " means a change to a higher salary step in the pay range to which a class is assigned.
54. "Suspension" means an involuntary absence from duty without pay imposed for disciplinary purposes or pending investigation or charges.
55. "Termination" means the separation of an employee from City service.
56. "Transfer" means a change of an employee from one position to another position in the same class or in a comparable class having the same maximum salary.
57. "Waiver" means the rejection of an appointment offer by an Eligible or by a person on a reemployment or reinstatement list.
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2023 through June 30, 2026
Attachment A
PAY TABLE ATC AND F&O
MONTHLY SALARY / HOURLY RATES
(EFFECTIVE 7/10/2023)
Grade Rate Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
1 Hourly
Monthly
$20.8566
$3,615
$21.8995
$3,796
$22.9943
$3,986
$24.1442
$4,185
$25.3513
$4,394
$26.6190
$4,614
2 Hourly
Monthly
$22.1916
$3,847
$23.3012
$4,039
$24.4664
$4,241
$25.6899
$4,453
$26.9742
$4,676
$28.3227
$4,909
3 Hourly
Monthly
$23.6541
$4,100
$24.8368
$4,305
$26.0787
$4,520
$27.3829
$4,746
$28.7518
$4,984
$30.1896
$5,233
4 Hourly
Monthly
$25.2694
$4,380
$26.5331
$4,599
$27.8597
$4,829
$29.2528
$5,070
$30.7154
$5,324
$32.2510
$5,590
5 Hourly
Monthly
$26.9537
$4,672
$28.3015
$4,906
$29.7165
$5,151
$31.2025
$5,408
$32.7626
$5,679
$34.4010
$5,963
6 Hourly
Monthly
$28.9468
$5,017
$30.3940
$5,268
$31.9139
$5,532
$33.5097
$5,808
$35.1852
$6,099
$36.9444
$6,404
7 Hourly
Monthly
$31.0477
$5,382
$32.5997
$5,651
$34.2300
$5,933
$35.9417
$6,230
$37.7386
$6,541
$39.6254
$6,868
8 Hourly
Monthly
$33.3737
$5,785
$35.0425
$6,074
$36.7945
$6,378
$38.6343
$6,697
$40.5660
$7,031
$42.5946
$7,383
9 Hourly
Monthly
$35.9605
$6,233
$37.7584
$6,545
$39.6465
$6,872
$41.6287
$7,216
$43.7104
$7,576
$45.8955
$7,955
10 Hourly
Monthly
$38.8491
$6,734
$40.7915
$7,071
$42.8310
$7,424
$44.9726
$7,795
$47.2212
$8,185
$49.5824
$8,594
11 Hourly
Monthly
$42.0169
$7,283
$44.1179
$7,647
$46.3238
$8,029
$48.6402
$8,431
$51.0721
$8,852
$53.6261
$9,295
12 Hourly
Monthly
$45.3912
$7,868
$47.6605
$8,261
$50.0438
$8,674
$52.5457
$9,108
$55.1732
$9,563
$57.9321
$10,042
13 Hourly
Monthly
$50.4638
$8,747
$52.9868
$9,184
$55.6361
$9,644
$58.4183
$10,126
$61.3390
$10,632
$64.4061
$11,164
14 Hourly
Monthly
$57.9795
$10,050
$60.8783
$10,552
$63.9223
$11,080
$67.1183
$11,634
$70.4740
$12,215
$73.9978
$12,826
15 Hourly
Monthly
$66.6189
$11,547
$69.9500
$12,125
$73.4477
$12,731
$77.1199
$13,367
$80.9760
$14,036
$85.0249
$14,738
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT B
ADMINISTRATIVE, TECHNICAL, AND CLERICAL UNIT
PAY ASSIGNMENT OF CLASSIFICATIONS
Class Title Pay
Grade
Class Title Pay
Grade
Administrative Clerk I…………………… 3 Permit Center Technician III…………. 10 Administrative Clerk II…………………... 6 Planning Technician…………………... 10 Administrative Clerk III………………….. 7 Program Assistant……………...………. 9 Administrative Secretary……………….. 9 Programmer Analyst ……………..…….. 12 Code Enforcement Officer 11 Recreation Cust. Service Coord……….. 7 Duplicate/Offset Printing Operator……. 5 Recreation Program Aide…………….…. 6 GIS Technician………………………….. 8 Recreation & Special Events Prg Coord. 11 Graphic Designer……………………...... 8 Senior Offset Duplicating Mach……… 7 Information Systems Tech. I…………... 7 Transportation Program Coordina…… 10 Information Systems Tech. II………..… 9 Video Services Coordinator………….. 9 Permit Center Technician I…………… 7 Youth Violence Prevention Spec......... 10 Permit Center Technician II………….. 9
MARKET RATE
Class Title Grade Rate Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Account Clerk I 4 Hourly
Monthly
$26.4961
$4,593
$27.8213
$4,822
$29.2121
$5,063
$30.6728
$5,317
$32.2063
$5,582
$33.8167
$5,862
Account Clerk II 6 Hourly
Monthly
$30.3521
$5,261
$31.8694
$5,524
$33.4631
$5,800
$35.1363
$6,090
$36.8931
$6,395
$38.7378
$6,715
Account Clerk III 7 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Accounting Technician I 8 Hourly
Monthly
$34.9941
$6,066
$36.7437
$6,369
$38.5808
$6,687
$40.5099
$7,022
$42.5353
$7,373
$44.6622
$7,741
Accounting Technician II 9 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Accounts Payable Team Leader 9 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Building Inspector 11 Hourly
Monthly
$47.1791
$8,178
$49.5380
$8,587
$52.0150
$9,016
$54.6158
$9,467
$57.3468
$9,940
$60.2142
$10,437
Buyer 9 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Community Service Officer 7 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Construction Inspector 10 Hourly
Monthly
$43.6853
$7,572
$45.8697
$7,951
$48.1632
$8,348
$50.5714
$8,766
$53.1003
$9,204
$55.7549
$9,664
Forensic Specialist I 8 Hourly
Monthly
$34.9941
$6,066
$36.7437
$6,369
$38.5808
$6,687
$40.5099
$7,022
$42.5353
$7,373
$44.6622
$7,741
Forensic Specialist II 10 Hourly
Monthly
$40.7348
$7,061
$42.7717
$7,414
$44.9100
$7,784
$47.1557
$8,174
$49.5136
$8,582
$51.9893
$9,011
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Police Records Clerk I 3 Hourly
Monthly
$24.8025
$4,299
$26.0426
$4,514
$27.3447
$4,740
$28.7120
$4,977
$30.1475
$5,226
$31.6551
$5,487
Police Records Clerk II 6 Hourly
Monthly
$30.3521
$5,261
$31.8694
$5,524
$33.4631
$5,800
$35.1363
$6,090
$36.8931
$6,395
$38.7378
$6,715
Police Records Clerk III 7 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Revenue Generation Team Leader 10 Hourly
Monthly
$40.7348
$7,061
$42.7717
$7,414
$44.9100
$7,784
$47.1557
$8,174
$49.5136
$8,582
$51.9893
$9,011
Senior Building Inspector 12 Hourly
Monthly
$51.8909
$8,994
$54.4854
$9,444
$57.2097
$9,916
$60.0702
$10,412
$63.0739
$10,933
$66.2272
$11,479
Senior Construction Inspector 11 Hourly
Monthly
$47.1710
$8,176
$49.5295
$8,585
$52.0061
$9,014
$54.6062
$9,465
$57.3368
$9,938
$60.2036
$10,435
Treasury Technician 7 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT B
FIELD & OPERATIONS UNIT
PAY ASSIGNMENT OF CLASSIFICATIONS
MARKET RATE
Class Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Automotive Parts and
Services Technician
007 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Custodian 004 Hourly
Monthly
$26.4961
$4,593
$27.8213
$4,822
$29.2121
$5,063
$30.6728
$5,317
$32.2063
$5,582
$33.8167
$5,862
Environmental
Maintenance Tech
008 Hourly
Monthly
$34.9941
$6,066
$36.7437
$6,369
$38.5808
$6,687
$40.5099
$7,022
$42.5353
$7,373
$44.6622
$7,741
General Laborer 002 Hourly
Monthly
$23.2689
$4,033
$24.4323
$4,235
$25.6541
$4,447
$26.9368
$4,669
$28.2838
$4,903
$29.6976
$5,148
Landscape Gardener 009 Hourly
Monthly
$36.6588
$6,354
$38.4916
$6,672
$40.4163
$7,005
$42.4372
$7,356
$44.5592
$7,724
$46.7869
$8,110
Lead Custodian 006 Hourly
Monthly
$30.3521
$5,261
$31.8694
$5,524
$33.4631
$5,800
$35.1363
$6,090
$36.8931
$6,395
$38.7378
$6,715
Lead Dispatcher 011 Hourly
Monthly
$51.6108
$8,946
$54.1918
$9,393
$56.9008
$9,863
$59.7460
$10,356
$62.7336
$10,874
$65.8702
$11,418
Lead Maint. Collection
System Worker
010 Hourly
Monthly
$40.7348
$7,061
$42.7717
$7,414
$44.9100
$7,784
$47.1557
$8,174
$49.5136
$8,582
$51.9893
$9,011
Maintenance Collection
System Wkr
009 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Maintenance Electrician 010 Hourly
Monthly
$44.2864
$7,676
$46.5009
$8,060
$48.8262
$8,463
$51.2675
$8,886
$53.8310
$9,331
$56.5222
$9,797
Maintenance Gardener 008 Hourly
Monthly
$34.9941
$6,066
$36.7437
$6,369
$38.5808
$6,687
$40.5099
$7,022
$42.5353
$7,373
$44.6622
$7,741
Maintenance Sprinkler
Fitter
010 Hourly
Monthly
$40.7348
$7,061
$42.8242
$7,423
$44.9100
$7,784
$47.1557
$8,174
$49.5136
$8,582
$51.9893
$9,011
Maintenance Team
Leader
010 Hourly
Monthly
$40.7348
$7,061
$42.8242
$7,423
$44.9100
$7,784
$47.1557
$8,174
$49.5136
$8,582
$51.9893
$9,011
Maintenance Worker I 005 Hourly
Monthly
$28.2620
$4,899
$29.6754
$5,144
$31.1590
$5,401
$32.7172
$5,671
$34.3530
$5,955
$36.0708
$6,252
Maintenance Worker II 007 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Parks Lead Worker 009 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Class Title Pay
Grade
Class Title Pay Grade
Equipment Mechanic……………........... 10 Maintenance Painter………………….. 10 Facilities Maintenance Technician……. 8 Maintenance Utility Mechanic….......... 10 Heavy Equipment Operator I………….. 9 Senior Equipment Mechanic…………. 11 Heavy Equipment Operator II…………. 10 Sweeper Operator…………………….. 8 Maintenance Carpenter………………… 10 Traffic Signal Trainee…………………. 9
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Police Dispatcher I 007 Hourly
Monthly
$38.6400
$6,698
$40.5722
$7,033
$42.6009
$7,384
$44.7308
$7,753
$46.9674
$8,141
$49.3158
$8,548
Police Dispatcher II 009 Hourly
Monthly
$46.9082
$8,131
$49.2538
$8,537
$51.7167
$8,964
$54.3023
$9,412
$57.0177
$9,883
$59.8688
$10,377
Public Works Lead
Worker
009 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
PW Lead Worker –
Infrastructure Maint.
009 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Recreation Utility Worker 007 Hourly
Monthly
$32.5546
$5,643
$34.1823
$5,925
$35.8917
$6,221
$37.6864
$6,532
$39.5705
$6,859
$41.5491
$7,202
Senior Maintenance
Team Leader
011 Hourly
Monthly
$44.0568
$7,637
$46.2596
$8,018
$48.5725
$8,419
$51.0013
$8,840
$53.5513
$9,282
$56.2291
$9,746
Senior Traffic Signal
Tech.
011 Hourly
Monthly
$47.8944
$8,302
$50.2893
$8,717
$52.8037
$9,153
$55.4442
$9,610
$58.2164
$10,091
$61.1273
$10,595
Traffic Signal Technician 010 Hourly
Monthly
$44.2864
$7,676
$46.5009
$8,060
$48.8262
$8,463
$51.2675
$8,886
$53.8310
$9,331
$56.5222
$9,797
Tree Lead Worker 009 Hourly
Monthly
$37.7062
$6,536
$39.5915
$6,863
$41.5711
$7,206
$43.6496
$7,566
$45.8325
$7,944
$48.1236
$8,341
Tree Trimmer 008 Hourly
Monthly
$34.9941
$6,066
$36.7437
$6,369
$38.5808
$6,687
$40.5099
$7,022
$42.5353
$7,373
$44.6622
$7,741
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT C
EDUCATIONAL BROKERS
(CONTRACTING AGENTS)
1. Academic Overtures....................................................................(213) 577-1260 Hilton Tower, 150 S. Los Robles
Pasadena, CA 91101
2. The Center for Continuing Education .........................................(916) 920-2488 P.O. Box 13032
Sacramento, CA 95813
3. Continuing Education Corporation .............................................(714) 832-8185 17291 Irvine Boulevard, Suite 262
Tustin, CA 92689
4. External Degree Services ............................................................(408) 629-8149 P.O. Box 24265
San Jose, CA 95154
5. Foundation for Educational Services ..........................................(213) 385-2891 520 South LaFayette Park Place
Los Angeles, CA 90057
6. The Institute for Professional Development................................(408) 262-8500 696 Trimble Road
San Jose, CA 95131
7. International Education Foundation ............................................(213) 389-3131 3550 Wilshire Boulevard
Los Angeles, CA 90010
8. Modulearn, Incorporated .............................................................(714) 493-8122 32158 Camino Capistrano
P.O. Box 635
San Juan Capistrano, CA 92675
9. Rockport Management Corporation............................................(714) 537-7045 12812 Garden Grove Boulevard, Suite O
Garden Grove, CA 92643
10. West Bristow Consultants ...........................................................(213) 373-6857 426 Via Corta, Suite 300
P.O. Box 232
Palos Verdes Estates, CA 90274
11. Western Management Institute....................................................(415) 376-1330 c/o St. Mary's College
Moraga, CA 94575
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT D
RETIREMENT AWARDS POLICY
A. Full-time regular employees who retire from the City will receive the following:
• Retirement plaque
• $100 contribution by City toward gift being purchased by coworkers • Reimbursement up to $50 for dinner for two
• Pair of tickets to performance of choice at Pavilion
• (Police only) Sworn officers with 25 years of service may keep duty weapon B. Full-time regular employees hired before April 26, 1994, who retire from the City, will receive:
• All items included in Section A
• (Such employees shall also receive) A monetary award based on years of service (as follows) in lieu of golfing/swimming privileges previously referenced in the City’s recognition policy:
10 years of service ...$200
20 years of service ...$500
25 years of service ...$700
C. For All Future Employees:
• The recognition items to be received by employees hired on or after April 26, 1994 (date of modification of Policy & Procedure No. 13) will be governed by City policy (if any) in effect at the time of retirement. Any employee recognition program developed by the City is subject to change or elimination at any time.
The foregoing benefits only apply to employees who actually retire upon cessation of their employment with the City. It does not apply to employees who leave the City to work for another employer and retire at a later date.
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT E
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT F
VACATION CASH OUT ELECTION FORM
(NON-REVOCABLE)
Pursuant to Personnel Policy & Procedure 37.17 Vacation, paragraph 4.3, I, hereby request to cash out hours of vacation leave
(must not exceed 40 hours). I am aware and agree that the IRS requires that this election be non- revocable and that I will receive this payment during the first full pay period of August, or as otherwise specified in my applicable MOU, of the calendar year following this election. I further acknowledge that the hours I am seeking to cash out are not currently accrued vacation balance hours, but rather, in compliance with IRS regulations, are for hours that will be accrued in the calendar year in which the cash-out occurs.
PROCEDURE:
(1) Employee must complete and sign the form.
(2) The original, signed form must be received in Payroll no later than close of business the last regular work day of the calendar year prior to the year in which the cash out will be made. Forms received after the final regular work day of the calendar year cannot be accepted.
I understand the following provisions apply:
• I must have at least eighty (80) hours of accrued vacation leave when submitting the non- revocable Vacation Cash Out Election Form.
• This request can only be made once in each twelve month period. • Payment is subject to ordinary deductions and withholdings. • This request is irrevocable. Once elected, the number of hours listed for cash-out will no longer be available for me to use as vacation time. Once cashed out, I will not be able to buy back hours at a later time.
• Adjustment of hours will begin to be reflected in a “Reserve” bank visible through Lawson Employee Self Service no later than the 2nd pay period in January.
Employee Name (please print) Employee #
Employee’s Signature
=====================================================================================
FOR PAYROLL USE ONLY
Date form was received in Payroll:
Vacation balance at time of request:
Hours requested to be cashed out:
Reserved hours available at time of cash-out:
Eligibility verified on by
Hours to be cashed out: x hourly pay rate of $ Total Gross: $ Pay Code VNR Note: This will be charged to the same expense account from which the employee is presently paid.
Cash out processed PPE Hours deducted from employee’s vacation balance Verification of completed process Date
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT G
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
ATTACHMENT H
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Memorandum of Understanding between the
City of Concord ~ and ~ ATC and F&O
Effective July 1, 2026 through June 30, 2029
Jay Wilverding
SIGNATURES
For the ADMINISTRATIVE,
TECHNCIAL & CLERICAL UNIT and
For the FIELD & OPERATIONS UNIT: For the CITY OF CONCORD:
Teamsters, Local 856 City Manager
Juan Escobar, Senior Business Agent Jasmin Loi
Teamsters, Local 856 Director of Human Resources
Annette-Soleil Ramirez, Business Agent
Teamsters, Local 856
Jack Siggens, Public Works Lead Worker
Teamsters, Local 856
Jessica Lorence, Police Records Clerk III
Teamsters, Local 856
Jane Valencia, Police Dispatcher II
Teamsters, Local 856
Darwin Bumatay, Lead Maintenance Collection
System Worker
Teamsters, Local 856
Richard Lance Sickler, Environmental Maintenance
Technician
Teamsters, Local 856
Peter Finn, Principal Officer
BEFORE THE CITY COUNCIL OF THE CITY OF CONCORD
COUNTY OF CONTRA COSTA, STATE OF CALIFORNIA
A Resolution Approving the Negotiated Terms and
Authorizing the City Manager to Execute a Three-
Year Memorandum of Understanding between the
City of Concord and Office and Professional
Employees International Union, Local 29 for the
period of July 1, 2026, through June 30, 2029, and
Authorizing Budget Appropriations of $81,052 in
Fiscal Year 2026-27
Resolution No. 26-XX
/
WHEREAS, the term of the current memorandum of understanding between the City of Concord and Office and Professional Employees International Union, Local 29 (“OPEIU, Local 29”), is set to expire June 30, 2026; and
WHEREAS, over the past several months, City of Concord negotiators and OPEIU, Local 29 representatives bargained in good faith regarding a successor memorandum of understanding and reached a tentative agreement in June 2026; and
WHEREAS, the attached successor memorandum of understanding between the City of Concord and OPEIU, Local 29 contains the terms and conditions of employment for classifications represented by the Office and Professional Employees International Union Local 29 for the period of July 1, 2026, through June 30, 2029 (Exhibit A); and .
WHEREAS, the total cost of the comprehensive negotiated changes to the memorandum of understanding over the three-year team (Fiscal Years 2026-27, 2027-28, 2028-29) is approximately $1,433,000; and
WHEREAS, budget appropriations of $81,052 for Fiscal Year 2026-27 are necessary to cover the costs of implementation of the terms of the successor memorandum of understanding; and WHEREAS, costs for Fiscal Years 2027-28 and 2028-29 will be incorporated into the next biennial budget; and
//
//
Attachment 2
WHEREAS, the City Council, after giving all public notices required by state law and the Concord Municipal Code, held a duly noticed public meeting on June 23, 2026, on this item, and, at such public meeting, Council considered the staff report dated June 23, 2026, together with all other relevant oral and written information, testimony, and comment received before deciding on this item.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CONCORD DOES RESOLVE AS FOLLOWS:
Section 1. City Council action herein is exempt from California Environmental Quality Act (CEQA) review because none of the activities addressed herein constitute a “project” within the meaning of Public Resources Code Section 21065, 14 Cal Code Regs. Section 15060(c)(2), 15060(c)(3), or 15378 because none of the activities has the potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, all of the activities are statutorily exempt pursuant to CEQA Guidelines Section 15273 because they involve government funding/fiscal activities, and, even if any activity was a project under California Environmental Quality Act (CEQA), each is exempt under 14 Cal. Code Regs.
Sections 15061(b)(2), 15061(b)(3), and 15378(b)(4). This determination reflects the City of Concord’s independent judgment and analysis.
Section 2. Approves the attached successor memorandum of understanding between the City of Concord and OPEIU, Local 29 for the period of July 1, 2026, through June 30, 2029.
Section 3. Approves a budget appropriation of $81,052 for Fiscal Year 2026-27.
Section 4. Authorizes the City Manager to execute the successor memorandum of understanding on behalf of the City of Concord and to execute such documents and take such other steps as might be necessary or desirable to implement the memorandum of understanding.
Section 5. This resolution shall become effective immediately upon its passage and adoption. //
//
//
//
//
PASSED AND ADOPTED by the City Council of the City of Concord on June 23, 2026, by the following vote:
AYES: Councilmembers -
NOES: Councilmembers -
ABSTAIN: Councilmembers -
ABSENT: Councilmembers -
I HEREBY CERTIFY that the foregoing Resolution No. 26-XX was duly and regularly adopted at a regular meeting of the City Council of the City of Concord on June 23, 2026.
Joelle Fockler, MMC
City Clerk
APPROVED AS TO FORM:
Susanne Meyer Brown
City Attorney
Exhibit A: Memorandum of Understanding between the City of Concord and the Office and Professional Employees International Union Local 29 for the period July 1, 2026, through June 30, 2029
MEMORANDUM OF UNDERSTANDING
Between
The City of Concord
and
Office and Professional Employees
International Union (OPEIU), Local 29
Local
AFL-CIO & CLC
July 1, 2026 – June 30, 2029
29 Exhibit A to Attachment 2
Table of Contents
i
SUBJECT PAGE
1. RECOGNITION .................................................................................................................1
1.1. Representation by Employees ..................................................................................2
1.2. Establishment of Classification................................................................................2
1.3. Membership..............................................................................................................2
1.4. Union Release ..........................................................................................................3
2. SCOPE OF AGREEMENT ...............................................................................................3
3. EMPLOYEE RIGHTS ......................................................................................................3
4. HOURS OF WORK ...........................................................................................................3
4.1 Breaks.......................................................................................................................3
4.2 Clean-up...................................................................................................................3
4.3 Meals ........................................................................................................................3
4.4 Alternate Work Schedule .........................................................................................4
4.5 Telecommuting Agreement .....................................................................................4
5. PAY ......................................................................................................................................4
5.1 Step Increases ...........................................................................................................4
5.2 Pay for Higher Class Work.......................................................................................4
5.3 Pay Administration Tables .......................................................................................5
5.4 Registration Differential ...........................................................................................5
5.5 Bilingual Pay ............................................................................................................5
5.6 Salary Changes .........................................................................................................5
5.7 Steps/Merit System ..................................................................................................6
6. OVERTIME ........................................................................................................................6
6.2 Comp Time Cash Out ..............................................................................................7
6.3 Call Back .................................................................................................................7
6.4 After Hours Electronic/Remote Work .....................................................................7
7. HOLIDAYS ........................................................................................................................8
8. VACATIONS ......................................................................................................................8
9. REDUCTIONS IN FORCE/LOSS OF EMPLOYMENT STATUS ..............................9
Table of Contents
ii
9.1 Layoff and Reemployment......................................................................................9
9.2 Loss of Employment Status ....................................................................................9
10. LEAVES OF ABSENCE .................................................................................................10
10.1 Sick Leave..............................................................................................................10
10.2 Bereavement Leave................................................................................................11
10.3 Family Care Leave .................................................................................................12
10.4 Catastrophic Leave.................................................................................................12
11. JURY DUTY .....................................................................................................................12
12. NON DISCRIMINATION ...............................................................................................12
13. DISCIPLINE PROCEDURE ..........................................................................................12
13.1 Cause of Disciplinary Action .................................................................................12
13.2 Extent of Disciplinary Actions...............................................................................14
13.3 Authority for Disciplinary Actions.........................................................................15
13.4 Notice to Employees ..............................................................................................16
13.5 Employee Response ...............................................................................................16
13.6 Order of Disciplinary Action..................................................................................16
13.7 Effective Date.........................................................................................................17
13.8 Right of Appeal......................................................................................................17
13.9 Employee Representative .......................................................................................17
13.10 Appeal Procedure ...................................................................................................17
13.11 Waiver of Steps or Time Limits.............................................................................19
13.12 No Interruption of Work ........................................................................................19
14. GRIEVANCE PROCEDURE .........................................................................................19
14.1 Definition ...............................................................................................................19
14.2 Employee Representative .......................................................................................20
14.3 Class Actions .........................................................................................................20
14.4 Parties’ Intent .........................................................................................................20
14.5 Procedure................................................................................................................20
14.6 Waiver of Steps or Time Limits ............................................................................22
14.7 No Interruption of Work........................................................................................22
Table of Contents
iii
15. SAFETY AND HEALTH ...............................................................................................22
15.1 Safety .....................................................................................................................22
15.2 Wellness Program ..................................................................................................23
15.3 Drug and Alcohol Use and Testing ........................................................................23
16. BENEFIT PLANS ............................................................................................................24
16.1 Medical...................................................................................................................24
16.2 Dental .....................................................................................................................31
16.3 Long Term Disability .............................................................................................32
16.4 Life Insurance.........................................................................................................32
16.5 Retirement ..............................................................................................................32
16.6 Deferred Compensation..........................................................................................32
16.7 Employee Assistance..............................................................................................33
16.8 Tuition Reimbursement..........................................................................................33
16.9 Retirement Award Package....................................................................................33
17. ENTIRE AGREEMENT .................................................................................................33
17.2 Severability.............................................................................................................34
18. REVISIONS, AMENDMENTS, EXTENSIONS ...........................................................34
19. PAPERLESS PAYROLL ................................................................................................34
20. TERM OF AGREEMENT ..............................................................................................34 Attachment A: Pay Table Professional Unit .................................................................................i Attachment B: Retirement Award Package.................................................................................vi Attachment C: Educational Incentive Program .........................................................................vii Educational Incentive Program Request Form...........................................................................xii Attachment D: Side Letters........................................................................................................xiii Signatures.................................................................................................................................xviii
This Memorandum of Understanding (MOU) made and entered into effective the first day of July 2023, by and between the City of Concord (hereafter referred to as “City” or “Employer”) and the Office and Professional Employees International Union (OPEIU) Local 29 (hereafter referred to as “Local 29,” or “Unit” as appropriate).
1. RECOGNITION
The City recognizes the OPEIU Local 29 (“Local 29” or “Union”) formerly known as the Concord Associated Professional Employees or “CAPE” as the Certified Employee Organization for the Professional Representation Unit.
This MOU entered into between the Union and the City represents the result of meeting and conferring in good faith in accordance with Section 3505 of the California Government Code.
The adjustments to wages, hours and conditions of employment that are set forth in this MOU have been discussed in good faith between the parties hereto. The members of the Professional Employees, have ratified the terms and conditions in the MOU, and the staff representatives of the City agree to recommend to the City Council that all the adjustments set forth herein be adopted in full by the City Council in the manner and procedure prescribed by law. Unless otherwise noted herein, changes to wages, hours, and conditions of employment are prospective following City Council approval of the MOU.
The section headings in this MOU are for convenience only and are not to be construed as modifying or governing the language in the section referred to.
As used in this MOU, the term “Employee(s)” refers to full time competitive service members of the Unit. The Professional Representation Unit is comprised of employees in the classifications set forth in Exhibit A hereto.
MEMORANDUM OF UNDERSTANDING
Between
The City of Concord
and
Office and Professional Employees
International Union
(OPEIU) Local 29
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
1.1 Representation by Employees
For purposes of meeting and conferring in good faith regarding wages, hours, and working conditions with the Professional Employees, the City, upon 24-hour notice, will provide time off with pay to no more than three City employee members during their normal work hours. Meetings held outside of the employee's normal work hours shall be on the employee's own time.
1.2 Establishment of Classification
When the City establishes a new classification, the City shall notify Local 29 of its intention to establish the new classification and the unit placement of the classification.
Notice under this provision will be accomplished by e-mailing Local 29 a copy of or link to the agenda packet for the meeting at which the City Council is scheduled to establish of the new classification.
OPEIU may request that the Human Resources Director meet to discuss the unit placement of the new classification. Such request shall be in writing and must be made prior to the Council meeting at which the unit placement is to be determined. Except as provided in the City’s Classification Plan, the decision of the Human Resources Director shall be final.
1.3 Membership
1.3.1 Purpose
The parties mutually understand and agree that under the Meyers-Milias- Brown Act (Government Code section 3500 et seq.), all employees represented by Local 29, have the right to join or not join the Union.
1.3.2 Union Dues
(a) Upon written notice from the Union that dues deduction has been authorized by the employee, membership dues will be automatically deducted from an employee’s pay and forwarded by the City to the Union. Dues deductions begin the beginning of the pay period following the City’s receipt of notice from the Union.
(b) The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of an employee in a non-pay status only during part of the pay period, whose salary is not sufficient to cover the full withholding, no deduction shall be made. In the case of an employee who is receiving catastrophic leave benefits during a pay period, no deduction shall be made. In this connection, all other legal and required deductions (including health care and insurance deductions) have priority over Union dues.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
(c) The provisions of the above shall not apply during periods that an employee is separated from the representation unit, but shall be reinstated upon the return of the employee to the representation unit. For the purpose of this section, the term separation includes transfer out of the representation unit, layoff, and leave of absence without pay.
1.3.3 New employee orientation and membership information is attached as Attachment D
1.3.4 Indemnification
The Union agrees to hold harmless, indemnify and defend the City and its officers, employees and agents against any and all claims, proceedings and liability arising, directly or indirectly, out of any actions taken or not taken by or on behalf of the City under this Section.
1.4 Union Release
The City agrees to pay up to eight (8) hours biannually for a maximum of two (2) stewards to attend stewards’ council meetings, training, and other union-sponsored meetings. Requests for time off pursuant to this article shall be made at least two (2) weeks in advance, except by mutual agreement.
2. SCOPE OF AGREEMENT
This MOU applies to all classifications assigned to Local 29 by the Personnel Board pursuant to Policy and Procedure No. 37.34, Section 4.
3. EMPLOYEE RIGHTS
3.1 The Parties hereby incorporate by reference Policy and Procedure No. 37.34, Section 3, in effect on the date of this MOU. Changes to any Policy and Procedure referenced in this MOU will become effective only after satisfying the City’s meet and confer obligations.
4. HOURS OF WORK
4.1 Breaks
There shall be provided one 15-minute relief break within each 4-hour work period, with no travel time permitted to go to some other site for the break. Relief break time may not be accumulated, and, if not taken, shall be lost.
4.2 Clean-up
There shall be provided, if necessary, five minutes cleanup time prior to the meal period and also at the end of the employee's workday.
4.3 Meals
All City vehicles involved in field crew operations will not leave the field job site
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
during the meal period and employees are not to be provided travel time to return to yard or other locations for meals. The City will provide waterless soap and towels for those at work in the field.
4.4 Alternate Work Schedule
By mutual agreement between the Department Head and employee, subject to approval of the City Manager and side letter signed by the Union, the parties may agree to an alternate work schedule. Any agreement will be subject to a thirty (30) day termination notice by either party. The City will provide at least two weeks’ notice to return from regularly scheduled telecommuting, whenever possible. The City reserves the right to require an employee to return with less than 2-weeks’ notice in cases such as emergencies or a significant unexpected operational need as determined by the City.
4.5 Telecommuting Agreement
By mutual agreement between the Department Head and the employee, subject to approval of the City Manager and side letter signed by the Union, the parties may agree to a Telecommuting Agreement. Any agreement will be subject to a thirty (30) day termination notice by either party. (See Administrative Directive No. 162, section K, and Administrative Directive No. 118.)
5. PAY
5.1 Step Increases
The Parties hereby incorporate by reference Policy and Procedure No. 37.7 Employment Status – Pay Plan, Section 3.4, in effect on the date of this MOU.
Changes to Policy and Procedure No. 37.7, Section 3.4 will become effective only after satisfying the City’s meet and confer obligations.
5.2 Pay for Higher Class Work
The Parties hereby incorporate by reference Policy and Procedure No. 37.6 Classification Plan, in effect on the date of this MOU. Changes to Policy and Procedure No. 37.6 will become effective only after satisfying the City’s meet and confer obligations.
The City will continue its practice of budgeting and paying all employee costs related to training and fees associated with required professional certification as specified in the respective job classifications.
5.2.1 Working Out of Class
5.2.1.1 Definition. Employees who are temporarily assigned by the City Manager, or designee, to perform a substantial amount of additional work customarily assigned to a higher classification.
5.2.1.2 Pay Differential. The salary increase received by an employee
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
when working out-of-class will be determined by the City Manager based on the range of duties assigned. However, the standard increase will be five percent (5%). Once the Out-of- Class assignment ends, the pay differential shall be terminated.
Termination of the pay differential is not discipline and the disciplinary appeal process does not apply under these
circumstances.
5.2.1.3 Duration. Out-of-Class assignments must not extend past six (6) months except through written authorization of the City Manager, or designee.
5.2.1.4 The parties agree that to the extent permitted by law, the City shall report this pay to CalPERS as special compensation for Classic members only (as that term is defined by CalPERS) under 2 CCR 571(a)(3) – Temporary Upgrade Pay.
5.3 Pay Administration Tables
5.3.1 Pay Table Professional Unit - Table of Pay Grades and Hourly Rate Ranges as of the first full pay period following ratification and approval of the MOU is found at Attachment A
5.3.2 Any class that is placed in a salary rate higher than its assigned pay grade shall carry the class's assigned pay grade designation as recommended by that study, coded by the letter "M" indicating a special rate authorized due to competitive rates found in the market place, or for whatever reason agreed upon as a result of the meet and confer process.
5.4 Registration Differential
The registration differential for Junior Civil Engineers and for Assistant Civil Engineers who have received registration from the Board of Registration for Professional Engineers of the California Department of Consumer Affairs shall be non-cumulative 5% of each step within the pay range. The amount of this registration differential shall be included in base pay and subject to related fringe benefits.
5.5 Bilingual Pay
The City will pay a $150 per month bilingual premium to City-designated employees who have been certified as fluent in a language that meets the City’s operational needs The parties agree that to the extent permitted by law, the City shall report this pay to CalPERS as special compensation under Title 2 CCR, Sections 571(a)(4) and 571.1(b)(3) as Bilingual Premium.
5.6 Salary Changes
Effective the first full pay period after Council approval of this MOU or the first full pay
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
period of July 2026, whichever is later, bargaining unit members shall receive a three percent (3%) wage increase.
Effective the first full pay period after July 1, 2027, bargaining unit members shall receive a three percent (3%) wage increase.
Effective the first full pay period after July 1, 2028, all bargaining unit members shall receive a three percent (3%) wage increase.
5.7. Steps/Merit System
Effective October 1, 2013, Local 29 members began participation in the Results Based Performance Management System for salary step increase eligibility.
Normally, and as a general rule, upon employment, reemployment, rehire, and upon progress and productivity, employees shall be considered for initial placements and subsequent step advancement according to Policy & Procedure 37.7 Employment Status – Pay Plan.
An employee who receives an overall “Not Fully Achieves Expectations” will not be considered for any merit or length of service step advancement until an overall “Achieves Expectations” rating is established. Where an employee receives an overall rating of “Not Fully Achieves Expectations” on two consecutive occasions, disciplinary action may be taken by the appointing authority as provided in Section 13.
An employee who receives an overall “Not Fully Achieves Expectations” and does not receive a step increase may appeal this decision to his or her Department Head. If the employee is not satisfied with the outcome of the decision he/she may request a meeting with the City Manager. The City Manager will meet with the employee to discuss the evaluation. The employee may be accompanied by their union representative. The decision of the City Manager will be final.
6. OVERTIME
6.1 The Parties hereby incorporate by reference Policy and Procedure No. 37.14, Overtime, in effect on the date of this MOU. All classifications covered by this MOU shall be assigned to Overtime Group A. Overtime hours are defined as hours worked, including all authorized paid leave hours, excess of forty (40) per week. All overtime work must be authorized and approved in advance by the Department Head or designee. Employees shall not perform overtime work without such approval except in emergency situations where immediate action is necessary to protect life, safety, property, or the continuity of essential public services.
Employees shall be granted either time off equivalent to one and one-half times the overtime hours worked, or cash compensation equivalent to one and one-half times their straight time rate of pay for the overtime hours worked. Employees entitled to overtime may accumulate up to a maximum of 160 hours compensatory time off with pay. The City shall balance accounts twice annually in April and October.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
6.2 Comp Time Cash Out
An employee may request up to forty (40) hours of Compensatory Time earned (Comp Time) to be paid in cash in accordance with the following provisions:
6.2.1 During the periods April 15 through April 30 and October 15 through October 30, the employee may elect to receive cash for up to forty (40) hours’ worth of Comp Time earned.
6.2.2 Payment of the cash in lieu of Comp Time off shall be made no later than the last payday occurring in the following month.
6.2.3 Payment of cash in lieu of time off shall not exceed the employee’s Comp Time balance on hand at the time of the payment.
6.3 Call Back
Employees called back to work after the conclusion of their regular workday or called into work on the scheduled day off, including scheduled off observed holidays, shall be paid a minimum of two (2) hours of overtime or receive Comp Time. Court appearances related to official duties are also subject to the same minimum compensation.
Call back includes (1) an employee’s return to work upon the City’s request after the conclusion of the employee’s normal work shift, provided the employee has left the worksite to return home or to personal activities off-site; (2) employees called into work on their regular scheduled day off, including scheduled off observed holidays. Call Back does not include scheduled requests that an employee report to work prior to the commencement of the employee’s regular work shift.
As used here, “called back to work" means required to physically return to the worksite.
When a court appearance, which has been scheduled to occur on the employee’s time off, is cancelled and less than six (6) hours’ notice of the cancellation is given, the employee shall be paid two (2) hours of overtime. Personal contact or a message left on the employee’s department voice mail is considered adequate notice.
6.4 After Hours Electronic / Remote Work
After hours work performed remotely, from home, or through electronic means, including but not limited to telephone calls, electronic mail, text messages, remote computer access, video conferencing, or other similar communications, shall not constitute a call back and shall not qualify for the minimum two (2) hour call back guarantee.
Employees who perform authorized work remotely or electronically outside their regular
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
work schedule shall be compensated for actual time worked in accordance with the overtime provisions of this Agreement and applicable law.
7. HOLIDAYS
The following shall be provided as holidays for purposes of wages and hours of work for eligible full time employees:
Observed
New Year’s Day ..............................................................January 1st Martin Luther King Jr. Day ...........................................Third Monday in January Washington's Birthday.................................................Third Monday in February Memorial Day..................................................................Last Monday in May Independence Day...........................................................July 4th Labor Day.........................................................................First Monday in September Veteran's Day...................................................................November 11th Thanksgiving Day...........................................................As Proclaimed by the President Day Following Thanksgiving ....................................As Proclaimed by the President Christmas Eve ............................................................December 24th Christmas Day .................................................................December 25th
7.1 In addition, the City will credit each full-time employee’s compensatory time bank with an additional three (3) hours of straight time leave in the first pay period in March.
8. VACATIONS
8.1 Except as provided immediately below, the Parties hereby incorporate by reference Policy and Procedure No. 37.17 in effect on the date of this MOU. Provided, however, that the maximum vacation balance available for an employee at any one time shall be the amount of the employee's vacation accrual for the previous anniversary year plus the amount of the vacation accrual for the current anniversary year. However, upon approval of the Department Head, up to 40 additional days of vacation may be accumulated for a period not to exceed one anniversary year. Changes to Policy and Procedure No. 37.17 will become effective only after satisfying the City’s meet and confer obligations.
8.1.1 Annual Vacation Cash-Out. For the purposes of reducing excess vacation accrual, employees may elect to receive compensation (“cash-out”), annually, for a maximum of 40 hours of accrued vacation each year, so long as two workweeks of accrued vacation remain for the benefit of the employee after the cash-out is taken. This election must be made in writing no later than
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
December 31 of the calendar year prior to when the cash-out is scheduled to occur. By way of illustration, employees seeking a cash-out in calendar year 2016 must submit their cash-out election by December 31, 2015. This compensation shall occur on the first full pay period in August following submission of the irrevocable election form (which will be made available in the Human Resources Department). No exceptions will be made to this policy. If the non-revocable election is not made by December 31, there will be no other opportunity to cash-out vacation accruals until/unless the non- revocable election is made by the employee on or before December 31 of the following year.
8.1.2 On September 9 of each calendar year, employees in pay status shall accrue an additional eight (8) hours of vacation in lieu of an Admissions Day holiday.
Such vacation accrual shall occur at the end of the pay period which includes September 9 and shall be credited to the employee's vacation balance regardless of the number of hours paid during the pay period. However, such vacation accrual shall not be credited in any amount that exceeds the employee's vacation accrual maximum unless specifically authorized by, and at the sole discretion of, the City Manager after considering alternatives that may be available. The City agrees to provide advance notification to those employees who may, as a result of such crediting, exceed their vacation maximum so that they may schedule vacation time or initiate other appropriate action in order to avoid a loss. Such notification shall be with the understanding that it is the employee's responsibility to initiate the appropriate request. For purposes of this section, pay status means the employee has worked or is on authorized paid leave of absence for at least four hours on the workday prior to and following the holiday. Employees on authorized or unauthorized leaves of absence without pay are not considered to be in pay status during the leave of absence.
9. REDUCTIONS IN FORCE/LOSS OF EMPLOYMENT STATUS
9.1 Layoff and Reemployment
The Parties hereby incorporate by reference Policy & Procedure No. 37.33 Layoff, Displacement, Re-employment in effect on the date of this MOU. Changes to Policy & Procedure No. 37.33 will become effective only after satisfying the City’s meet and confer obligations.
Layoffs shall proceed consistent with the terms of existing City policy. However, in the event layoffs are required, the City will provide up to thirty (30) calendar days’ notice to affected bargaining unit employees. If the City determines it is appropriate to give less than thirty (30) calendar days’ notice, it will pay the employee the difference between the notice period and the thirty calendar days. For example, if the City gives an employee ten (10) days’ notice of layoff, the City will pay the employee his or her normal pay for the period between the tenth and thirtieth day.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
9.2 Loss of Employment Status
The Parties hereby incorporate by reference Policy & Procedure No. 37.7 Employment Status – Pay Plan, Section 2.3.6, and Policy & Procedure No. 37.20 Personal Leave, Section 3.8 in effect on the date of this MOU. Changes to Policy & Procedure No. 37.7, Section 2.3.6, and Policy & Procedure No. 37.20, Section 3.8 will become effective only after satisfying the City’s meet and confer obligations.
10. LEAVES OF ABSENCE
10.1 Sick Leave
The Parties hereby incorporate by reference Policy and Procedure No. 41, in effect on the date of this MOU, subject to the changes described below. Changes to Policy and Procedure No. 41, other than those to incorporate the exceptions below, will become effective only after satisfying the City’s meet and confer obligations.
10.1.1 The accrual of sick leave for an eligible employee (an employee in the Competitive Service or those in Appointive Positions) shall be at the rate of 3.692 hours credited at the end of each full bi-weekly pay period during which such an employee receives 56 hours straight time pay. No sick leave credit shall accrue to an eligible employee who receives less than 56 hours straight time pay for the bi-weekly pay period. Such straight time pay may consist of pay for regular hours worked or pay for approved vacation, sick leave, or compensatory time off.
10.1.2 Upon retirement, or termination when eligible for retirement, unused accrued sick leave can be used to extend service credit and an employee will receive 0.004 years of service credit for each 8 hours of unused accrued sick leave. Alternatively, an employee can elect to cash out up to 800 hours of unused accrued sick leave at the rate of two hours of pay for each 8 hours of unused accrued sick leave. An employee can also elect a combination of cash out up to the maximum 800 hours (200 hours pay) and extended service for the balance.
10.1.3 For an eligible full-time employee, sick leave shall be available as it accrues at the end of each pay period following date of eligible employment.
10.1.4 In the event of the death of a parent-in-law, grandparents of employee or spouse, the employee's sick leave benefit may be used in the same manner as applies to the employee's "immediate family" under provisions of Policy & Procedure No. 41, titled "SICK LEAVE".
10.1.5 In the case of the employee's illness due to pregnancy, sick leave shall apply to those periods when the employee is expected to return to work during the term of the pregnancy. If the employee is ordered to cease
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
work by her physician due to pregnancy, the employee should be allowed to use any available sick leave, vacation, or compensatory time, and authorized leave of absence without pay during the period commencing with the cessation of work to the date released to return to work by the attending physician. An extension of paid absence beyond this period through the use of available vacation and comp time is at the discretion of the appointing authority. An extension of authorized leave of absence without pay shall be in accordance with Policy & Procedure No. 77 Family and Medical Leave.
10.1.6 Not more than one hundred and twenty (120) hours of sick leave within any calendar year may be granted to an employee for the care or attendance upon the members of the employee's immediate family.
10.1.7 Use of Sick Leave. An eligible employee can only be granted sick leave with pay upon recommendation of the appointing authority for the following:
10.1.7.1 In the case of a bona fide illness of the employee.
10.1.7.2 In the event of the serious illness a member of the employee’s immediate family.
Immediate Family means an employee's: spouse;
biological, adoptive or foster parent (including a step- parent, or legal guardian of an employee or the
employee’s spouse or registered domestic partner, or a
person who stood in loco parentis when the employee
was a minor child); child (defined to include a biological or legally adopted child, a foster child, a step-child, legal ward, or a child to whom the employee stands in loco
parentis. This definition of child is applicable regardless of age or dependency status.); registered domestic
partner; parent-in-law; sibling; grandchild; grandparent; designated person, which is defined as any individual
related by blood or whose association with the employee is the equivalent of a family relationship (the employee may identify one designated person per 12-month period
at the time they request the leave); or any or either of them.
10.1.7.3 In the event of a scheduled medical or dental appointment for the eligible employee, the employee’s spouse, the employee’s registered domestic partner, or the employee’s dependent children that requires the employee’s absence from work.
10.2 Bereavement Leave
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
10.2.1 Paid Bereavement Leave
An employee will be entitled to a maximum of five (5) paid days of bereavement leave due to the death of an employee’s family member. For purposes of this section, the term “family member” means spouse or a child, child-in-law, parent, parent-in-law, sibling, grandparent, grandchild, grandchild-in-law, or domestic partner as defined by California Government Code 12945.2.
10.2.2 Other Conditions
Days of bereavement leave need not be consecutive but shall be completed within three months of the date of death of the family member.
If requested by the City, the employee, within thirty (30) days of the first day of leave, shall provide documentation of the death of the family member. As used in this section, “documentation” includes, but is not limited to, a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
10.3 Family Care Leave
The parties hereby incorporate by reference Policy and Procedure No. 77, in effect on the date of this MOU. Changes to Policy and Procedure No. 77 will become effective only after satisfying the City’s meet and confer obligations.
10.4 Catastrophic Leave
The parties hereby incorporate by reference Administrative Directive No. 157, in effect on the date of this MOU. Changes to Administrative Directive No. 157 will become effective only after satisfying the City’s meet and confer obligations.
11. JURY DUTY
The parties hereby incorporate by reference Policy and Procedure No. 47, in effect on the date of this MOU. Changes to Policy and Procedure No. 47 will become effective only after satisfying the City’s meet and confer obligations.
12. NON DISCRIMINATION
The parties fully subscribe to the City’s policy providing an environment free of unlawful discrimination in its work place, programs, and activities. An employee who engages in impermissible discrimination will be subject to appropriate remedial action, which may include discipline, up to and including termination, depending upon the nature and severity of the discriminatory act.
13. DISCIPLINE PROCEDURE
13.1 Cause of Disciplinary Action
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
Disciplinary measures may be taken for any good and sufficient cause. Cause for disciplinary action shall include:
13.1.1 Fraud in securing appointment or falsification concerning records, fellow employees, or work performed.
13.1.2 Incompetency or inefficiency.
13.1.3 Inexcusable neglect of duty.
13.1.4 Insubordination.
13.1.5 Willful disobedience.
13.1.6 Endangering self or others, or failure to follow adopted safety practices, or failure to properly use required personal protective gear or equipment.
13.1.7 Being under the influence of alcohol or any controlled substances while on duty; including but not limited to drunkenness on duty or intoxication on duty.
13.1.8 Illegal use of narcotics or drugs or use to the detriment of work performance.
13.1.9 Dishonesty or immorality.
13.1.10 Conviction by any state or by the Federal Government for a crime, the punishment for which could have been imprisonment in a federal penitentiary or a state prison; or conviction of any crime involving moral turpitude.
13.1.1 Unauthorized absence without leave.
13.1.12 Discourteous or non-cooperative treatment of the public or other employees.
13.1.13 Misuse of or misappropriation of City property or funds.
13.1.14 Improper political activity as defined in Section 2.40.180 of the Municipal Code.
13.1.15 Failure to abide by any condition of employment stipulated in the Personnel Ordinance; Personnel Rules, any personnel Policy & Procedure, Administrative Directive or Memorandum of Understanding used in the establishment and maintenance of the City's personnel program; or by formal action of the Council or Board.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
13.1.16 Failure to meet financial obligations to the extent that this leads to repeated attachment or garnishment of wages.
13.1.17 Acceptance of gifts or gratuities for favors or services performed during the course of City employment or due to City employment.
13.1.18 No City-owned, leased, or rented equipment, autos, trucks, instruments, tools, supplies, machines, or any other item which is the property of the City shall be used by any City employee while said employee is engaged in any outside employment or activity for compensation or otherwise for personal use, except upon prior authorization of the City Manager.
Further, no City employee shall allow any person to rent, borrow, or use any of the items mentioned, except upon prior authorization of the City Manager.
Violations and Penalties. Any violation of these provisions respecting use of City property shall constitute sufficient grounds for disciplinary action, including immediate dismissal of the employee from the City service.
13.1.19 Any other acts or omissions which are incompatible with or unfavorable to the public service.
13.1.20 Consuming, purchasing, or transporting any alcoholic beverages or illegal substances, or abusing the use of controlled substances during any portion of the paid duty time. This includes all coffee breaks, unpaid lunch breaks and during any overtime hours worked. The consumption of alcoholic beverages or illegal substances during unpaid lunch breaks is likewise prohibited.
Note: The Union’s agreement to prohibit consuming alcoholic beverages or illegal substances during unpaid lunch breaks was conditioned upon implementation of the same policy for managers and professional as well as the ATC/F&O units. That condition has been fulfilled.
13.2 Extent of Disciplinary Actions
The extent of the disciplinary action taken shall be commensurate with the offense, provided that the prior employment history of the employee may also be considered pertinent. The disciplinary actions that may be taken are written reprimand, suspension without pay, reduction in step within range, demotion without consent, dismissal, or any appropriate combination of these.
13.2.1 Warning Notice is an informal procedure used by a supervisor to caution an employee and is not an official disciplinary action. The warning notice may be issued verbally or in writing. If the notice is presented in writing, the form titled “Employee Discussion Record” (Form PER 30) shall be used, and it
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
shall be retained within the employee's department and purged after one (1) year if the situation corrects itself. In using this procedure, a written warning is not to be forwarded to the Human Resources Director for filing in the employee's official personnel file. Warning notices are not subject to either the grievance procedure or discipline appeal process; however, they may be considered as pertinent evidence or information in any hearing resulting from any subsequent official action taken.
13.2.2 Written Reprimand as a disciplinary action means official notification to the employee that there is cause for dissatisfaction with the employee's services and that further disciplinary measures may be taken if said cause is not corrected. Written reprimands shall be given in the manner and on forms prescribed or accepted by the Human Resources Director. Written reprimands shall be made a part of the employee's official personnel record and may be considered as pertinent evidence or information in any hearing. Written reprimands are not subject to the discipline appeal procedure, but may be subject to the grievance procedure.
13.2.3 Suspension without pay shall be a temporary separation from City service not to exceed thirty (30) consecutive days.
13.2.4 Reduction in Step within range as a disciplinary measure is the withdrawal of step advancements granted for merit, efficiency, and length of service.
Reduction in pay shall become effective on the effective date of the disciplinary action. Reduction may be made on permanent or temporary basis.
13.2.5 Demotion without consent as a disciplinary action shall be a reduction in classification to a classification having a lower maximum salary with reduction in salary in accordance with Policy & Procedure 37.7 Employment Status – Pay Plan, section 3.4.7. Demotion without consent may be made to the classification having the lowest maximum salary in the classification series or a classification series comparable to that within which the employee's position is located. Demotion may be made on a permanent or temporary basis.
13.2.6 Dismissal means the termination of an employee from the City service.
13.3 Authority for Disciplinary Actions
The appointing authority shall have authority to take disciplinary action, provided also that the appointing authority shall delegate to subordinate supervisory employees the authority to make immediate suspensions in emergency situations.
The duration of such suspensions may not be stipulated, however, except by the appointing authority. The Human Resources Director shall be notified of any contemplated disciplinary action prior to the time it is taken, provided that in emergency situations or other instances when prior notification is not practicable, the Human Resources Director may be notified as soon as possible subsequent to
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
the time the action is taken.
13.4 Notice to Employees
Before taking any of the disciplinary actions specified in Section 13.2 of the MOU against any employee who has passed a probationary period for a position in the City's Competitive Service, the City shall cause to be served, personally or by certified mail, to the employee a “Notice of Intent to Take Disciplinary Action”.
Such notice shall contain:
13.4.1 A statement describing the proposed disciplinary action.
13.4.2 A reference to the rule or standard violated.
13.4.3 A summary of the facts, including acts or omissions, which substantiate that the rule or standard was violated.
13.4.4 A statement that the employee may review and request copies of materials upon which the proposed disciplinary action is based.
13.4.5 A statement that the employee upon whom such Notice of Intent to take Disciplinary Action has been served shall have at least five (5) working days from the receipt of the notice to respond to the City, either orally or in writing, before the proposed action is taken.
13.4.6 A statement that failure to respond to the notice will be regarded as a waiver of the employee's subsequent right to respond to the notice.
13.5 Employee Response
Upon the employee’s request, and for cause acceptable to the appointing authority, the City may extend the period for submitting a response. The City shall confirm such extension in writing. If the employee's response is not received within the period specified in the original Notice of Intent, or within an authorized extension period, any subsequent right to respond shall be forfeited.
13.6 Order of Disciplinary Action
At the expiration of the response period, and after consideration of the employee’s response, if any, the appointing authority shall determine if disciplinary action is warranted. If so, a written notice, including specific charges as to offense and the time, place, and circumstances of such offense shall be made to the employee at the time when any disciplinary action is made effective, provided that in emergency situations or other instances when simultaneous notification is not practicable, written notification may be given the following normal City working day. Said notice shall, whenever possible, be made in the form prescribed by the Human Resources Director and copies shall be submitted to the Human Resources Director
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
for the employee's official personnel record.
13.7 Effective Date
A disciplinary action shall be effective as of the time designated by the person or persons authorizing the action, provided that no disciplinary action shall be recorded with an effective date which is prior to the date such action is taken. In addition, except for suspensions under emergency situations, the effective date shall not be earlier than the date of the notice of Order of Disciplinary Action.
13.8 Right of Appeal
An employee who has been suspended, demoted, dismissed, or whose pay step is reduced in the pay range shall be entitled to request a hearing as set forth below.
Written reprimands shall not be subject to the discipline appeal process, but may be subject to the grievance procedure as provided in Section 14 (Grievance Procedure).
13.9 Employee Representative
At any step in the discipline appeal procedure, the employee concerned will be represented by the Union or, alternatively, may elect self-representation. In either case, the employee concerned shall be personally present at all stages unless that employee specifically waives the right in writing.
13.10 Appeal Procedure
The following procedure shall be used in the appeal process:
13.10.1 Protest. Within seven (7) working days of the receipt of written notice of Order of Disciplinary Action, the disciplined employee may protest the disciplinary action. Such protest shall be in writing and given to the Human Resources Director.
13.10.2 Hearing. The Human Resources Director, within seven (7) working days of the receipt of such an employee's protest, shall initiate arrangements to hold a hearing between the City Manager or designee and the employee.
13.10.3 Specification of Intent. The City Manager or designee shall consider the disciplined employee's protest presentation and any other pertinent information that may be forthcoming during the hearing. Within seven (7) working days subsequent to such hearing the City Manager or designee may revoke, modify, or affirm the initial disciplinary action and shall notify the employee, in writing, of the intended action, together with any further relevant information. A copy of the notice will be sent to the Human Resources Director.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
13.10.4 Appeal to Personnel Board or Arbitrator. If the matter has not been settled, the employee may, within seven (7) working days of the receipt of the City Manager’s or designee’s specification of intention, request in writing to the Human Resources Director that an investigation and decision of the matter be made by either, but not both, the Personnel Board or an arbitrator, subject, in cases submitted to arbitration, to the execution in writing of “An Agreement for Arbitration” signed by the employee, the employee's representative (if any), and the City Manager.
13.10.5 Personnel Board. In considering an employee appeal, the Personnel Board shall investigate and hear the appeal and shall make findings and a decision.
The decision of the Personnel Board will have the effect of a judgment.
13.10.6 Arbitrator. The agreement for arbitration will provide that the arbitration decision will have the effect of a judgment. Except as may be otherwise provided herein, the provisions of Title 9, commencing with Section 1280 of the Code of Civil Procedure dealing with arbitration will apply.
The arbitrator shall be selected from among a list of no more than ten (10) names provided by the California State Conciliation Service, the American Arbitration Association, or a similar body mutually agreed to between the parties. After a toss of a coin to decide which party shall move first, the representative of the City and the employee (or the employee's representative) shall alternately strike one name from the list until one name remains and such person shall act as the arbitrator. The next to the last name stricken shall be the alternate arbitrator to serve in the event the first arbitrator is not available. This procedure shall be followed until there is an available arbitrator.
The cost of arbitration, including the incidental expenses of the hearing shall be borne equally by the parties.
13.10.7 Decision - Final and Binding. The decision of the Personnel Board or the arbitrator, whichever is selected, shall be made in writing within ten (10) working days of the close of the investigation and/or hearing; direct the appropriate appointing authority in the disposition of the case; and shall be final and binding upon both parties. The Personnel Board or the arbitrator, whichever is selected, shall be restricted to the interpretation and application of existing policies, rules, directives, or procedures and shall not change existing wage rate schedules or employee benefits.
13.10.7.1 Modification or Revocation. The Personnel Board or the arbitrator, whichever selected, may modify or revoke a
disciplinary action based on any of the following guidelines:
13.10.7.1.1 There is no evidence to justify the disciplinary action taken.
13.10.7.1.2 A violation or omission of procedure for
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
disciplinary action was made, which violation
or omission resulted in prejudice to the
employee.
13.10.7.1.3 The action taken resulted from political,
religious, or racial bias or prejudice.
13.10.7.1.4 The action taken was unreasonable,
capricious, or arbitrary in view of the offense,
the circumstances surrounding the offense,
and the past record of the employee.
13.10.7.2 Reimbursement for Lost Pay. Reimbursement shall be made as directed by the Personnel Board or arbitrator, whichever is selected, to an employee for loss of pay due to a disciplinary action which is subsequently revoked or modified. Such reimbursement pertains to and is confined to the period of time between the date of initial action under Section 13.7 and ending with the date of final decision.
Limitation: No reimbursement shall be made for any portion of the said period during which the employee was not ready, willing, and able to perform the duties of the position (excluding bona fide sick leave).
13.11 Waiver of Steps or Time Limits
Notwithstanding any provision in this section, any time limit or stage of procedure specified in this Section may be waived upon consent of all parties involved.
13.12 No Interruption of Work
During the determination of a discipline appeal herein, there shall be no interruption of scheduled work relating to the discipline appeal, except as provided by Section
13.9. For purposes of grievances or appeal meetings, the City will provide time off with pay for no more than the aggrieved employee, plus one other employee during the employee's normal work hours. Meetings held outside the employee's normal work hours shall be on the employee's own time.
Additional employees called by either party may be present with pay during his/her normal work hours to serve as a resource person or as a witness for meetings described above for the limited time required to cover the subject. Meetings held outside of that employee's normal work hours shall be on the employee's own time.
14. GRIEVANCE PROCEDURE
14.1 Definition
A grievance is any dispute which involves the interpretation or application of any
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
provision of this MOU excluding, however, those provisions of this MOU which specifically provide that the decision of any City official shall be final; the interpretation or application of those provisions not being subject to the grievance procedure.
14.2 Employee Representative
At any step in the grievance procedure, the employee concerned will be represented by the Union or, alternatively, may elect self-representation. In either case, the employee concerned shall be personally present at all stages unless that employee specifically waives the right in writing.
14.3 Class Actions
In the event more than one employee is directly involved with an issue, the employees may, at any step in the grievance procedure, name one of their members to carry the grievance through the procedure as a class action and be represented by the Union. In a class action grievance, the named employee directly concerned shall be personally present at all stages.
14.4 Parties’ Intent
It is the intent to deal with and settle grievances informally, and at the earliest practical organizational level, and as promptly and fairly as possible. Whenever feasible, grievances will be handled during the regularly scheduled working day hours of the parties involved.
14.5 Procedure
14.5.1 First Step. The employee or employees concerned shall first make efforts to resolve such grievance with their immediate supervisor concerned. The grievance shall be submitted to the supervisor within thirty (30) calendar days following the occurrence of the events on which the grievance is based.
14.5.2 Second Step. If a mutually satisfactory solution of a grievance as specified in the paragraph above is not reached, then within seven (7) days of the discussion with the immediate supervisor, the employee or employees aggrieved may submit the grievance in writing. The grievance shall set forth all of the issues involved; shall be dated and signed by the employee or employees; and shall be submitted to the employee's Department Head. A copy of the written grievance shall be sent to the Director of Human Resources. The Department Head or the person appointed by the Department Head to hear and determine the grievance at this step shall make such investigation of the facts and issues as is required and reach a conclusion at the earliest date consistent with the nature of the investigation and with normal conduct of the department's business. Upon reaching such conclusion, but in any event within seven (7) working days of the receipt of the grievance statement, the Department Head or the person appointed by the Department
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
Head shall reply in writing stating the department's view of the issue involved.
14.5.3 Third Step. If the grievance has not been disposed of in the second step, the employee, within seven (7) working days after receiving the department's written reply, shall forward the written grievance to the City Manager or the City Manager's designated representative, who will review the facts and issues and make such further investigation as is necessary and will reach a conclusion at the earliest date consistent with the nature of the investigation and with normal conduct of the City's business. Upon reaching such conclusion, but in any event within ten (10) working days of the receipt of the grievance statement, the City Manager or the City Manager's designated representative shall reply in writing to the employee setting forth the City's decision.
14.5.4 Fourth Step. Within seven (7) working days after receiving the City Manager’s written decision, the employee may submit the grievance for consideration by either, but not both, the Personnel Board or an arbitrator, subject, in each grievance submitted to arbitration, to the execution of “An Agreement for Arbitration” signed by the employee, the employee's representative (if any), and the City Manager.
14.5.6 Personnel Board. In considering an employee grievance, the Personnel Board shall hear and investigate the grievance and shall make findings and a decision. The decision of the Personnel Board will have the effect of a judgment.
14.5.7 Arbitrator. The agreement for arbitration will provide that the arbitration decision will have the effect of a judgment. Except as may be otherwise provided herein, provisions of Title 9, commencing with Section 1280 of the Code of Civil Procedure dealing with arbitration, will apply.
The arbitrator shall be selected from among a list of no more than ten (10) names provided by the California State Conciliation Service, the American Arbitration Association, or a similar body mutually agreed to between the parties. After a toss of a coin to decide which party shall move first, the representative of the City and the employee (or the employee's representative) shall alternately strike one name from the list until one name remains and such person shall act as the arbitrator. The next to the last name stricken shall be the alternate arbitrator to serve in the event the first arbitrator is not available.
This procedure shall be followed until there is an available arbitrator.
The cost of arbitration, including the incidental expenses of the hearing shall be borne equally by the parties.
14.5.8 Decision - Final and Binding. The decision of the Personnel Board or the arbitrator, whichever is selected, shall be made in writing within ten (10) working days of the close of the investigation and/or hearing, shall direct the
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
appropriate appointing authority in the disposition of the case, and shall be final and binding upon both parties. In each grievance matter, the Personnel Board and the arbitrator shall be restricted to the interpretation and application of existing policies, rules, directives, or procedures and shall not change existing wage rate schedules or employee benefits.
14.6 Waiver of Steps or Time Limits
Notwithstanding any provision in this section, any time limit or stage of procedure specified in this Section may be waived upon consent of all parties involved.
14.7 No Interruption of Work
During the determination of a grievance herein, there shall be no interruption of scheduled work relating to the grievance, except as provided for in Section 14.2.
15. SAFETY AND HEALTH
15.1 Safety
15.1.1 Safety Committee. There shall be a City Employee Safety Committee.
Committee members shall designate a chairperson and vice chairperson, one of whom will regularly attend the meetings of the Executive Safety Committee. In order to facilitate the committee's work, its members or alternates will be provided reasonable time to meet without causing overtime compensation or interfering with the needs of the City. The City will notify the Union of Safety Committee vacancies and the Union may make committee appointments after consulting with, and considering the concerns of, the employees' Department Head. The Union shall be entitled to appoint up to two committee members and one alternate for each representation unit.
If the Union elects not to make an appointment, the City Manager may.
15.1.2 Safety Boots. The City will provide an annual allowance in the amount of $300 to employees who are required to perform field work for the purpose of purchasing safety boots complying with standards established by the Safety Committee. This allowance shall be paid in the first full pay period in July.
15.1.3 Uniform Allowance. The City shall provide to employees assigned to Building Inspection Supervisor, Public Works Supervisor, and Construction Inspection Supervisor classifications an annual clothing allowance of $350.
Such allowance shall be paid in 26 equal installments over the fiscal year, beginning with the first full pay period in July. In the event there is a 27th payroll in the fiscal year, there will be no payment in the last pay period of the year. The purpose of this allowance is for the purchase of a uniform as designated by the Director of Community Development and Director of Public Works. The wearing and use of such uniform shall conform to the Uniform Policy set by the Director of Community
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City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
Development.
The City shall provide to Administrative Assistants assigned to supervise Community Service officers, an annual clothing allowance of $750. Such allowance shall be paid in 26 equal installments over the fiscal year, beginning with the first full pay period in July. In the event there is a 27th payroll in the fiscal year, there will be no payment in the last pay period of the year. The purpose of this allowance is for the purchase of a uniform as designated by the Chief of Police. The wearing and use of such uniform shall conform to the Uniform Policy set by the Chief of Police.
The parties agree that for "classic members" (as defined by CalPERS), this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(5) as uniform allowance. The parties agree it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.
15.1.4 All employees performing field work shall be provided, on an individual basis, safety glasses pursuant to Policy and Procedure No. 106, in addition to hard hats, and safety vests.
15.2 Wellness Program
The City shall maintain a Wellness Program for all City of Concord employees.
Local 29 has the right to have a seat on the committee as designated by the Union.
The City will provide program funding.
15.3 Drug and Alcohol Use and Testing
15.3.1 No employee shall use, purchase, sell, or transport any alcoholic beverages or illegal substances, or abuse the use of controlled substances during any portion of the paid duty time. Paid duty time includes all "coffee breaks", lunch breaks, whether paid or unpaid, and any overtime hours worked.
15.3.2 In addition to existing rules governing use of alcohol and drugs or being under the influence while on duty, drinking alcoholic beverages during unpaid lunch is also prohibited. Note: The Association's agreement to this provision was conditioned upon implementation of the same policy for mid-managers, executive managers, and members of the Local 856 bargaining unit. That condition has been fulfilled.
15.3.3 The parties agree that the issue of how prescription as well as over-the- counter drugs are used and regulated for employees is a matter of mutual importance and concern. Supervisors and employees have a common responsibility for maintaining safe working conditions. These common responsibilities include a need to be sensitive to the ways in which
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
prescription and over-the-counter drugs may affect work performance and safety. Supervisors also have a responsibility for protecting confidentiality of medical information regarding employees.
15.3.4 An employee who violates these provisions will be subject to disciplinary action.
16. BENEFIT PLANS
16.1 Medical
16.1.1 Active Employees
16.1.1.1 The City shall continue to contract with CalPERS for medical insurance plans for unit employees through the term of this Agreement.
16.1.1.2 The City shall pay 90% of the 2016 Kaiser premium at each rate of coverage (Employee Only, Employee plus 1, and Employee plus 2 or more):
Employee only $ 671.82
Employee + One Dependent $1,343.65
Employee + Two or more Dependents $1,746.74
16.1.1.3 Beginning with Plan year 2017, the parties agree to share seventy- five percent (75%) City and twenty-five percent (25%) employee any future increases (or decreases) in the Kaiser premiums.
The City contribution towards medical premiums shall be calculated as follows: 90% of 2016 Kaiser premium +
((current Kaiser premium – 2016 Kaiser premium)*(.75)). 60 days prior to the effective date of the new Kaiser premium rates, as announced by CalPERS, the parties will meet to calculate the City and employee contributions.
16.1.1.4 Notwithstanding Section 16.1.1.3, and for the term of this MOU only, for Kaiser premium rate increases effective January 1, 2027, January 1, 2028, and January 1, 2029, the City shall pay one hundred percent (100%) of the first five percent (5%) of the annual increase, measured against the Kaiser premium rate in effect during the immediately preceding calendar year for the applicable coverage tier. The determination of whether an annual premium increase exceeds five percent (5%) shall be made separately each year. The five percent (5%) threshold shall not be carried forward, accumulated, compounded, or otherwise applied across multiple years. To the extent an annual Kaiser premium increase exceeds five percent (5%), only the portion above five
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
percent (5%) shall be allocated seventy-five percent (75%) to the City and twenty-five percent (25%) to employees.
This Section applies only during the term of the 2026-2029 MOU, shall expire without precedent upon expiration of the MOU, shall not constitute a binding past practice, and shall not be cited or relied upon by either party in any future negotiations or disputes, except to enforce this Section during the term of the MOU.
16.1.2 Flexible Spending Account (IRC Section 125)
The City shall maintain the current Flexible Spending
Account/Cafeteria Plan (FSA) offered by the City. The FSA will include accounts for dependent care, medical premium co-payment, and medical expenses.
The parties also agree that the City may pay the employer portion of medical premiums (less the statutorily mandated PEMHCA
contribution) through the FSA. The parties understand that the City’s use of the FSA as a vehicle for its medical contributions would not change the City or employee’s overall contribution to active medical premiums as set forth in this agreement.
16.1.2.1 As soon as practical, but not later than 90 days from the effective date of the agreement, the City will expand the existing premium conversion arrangement under IRC Section 125 to enable pre-tax contributions for medical insurance only by the City on behalf of participating employees.
16.1.2.2 The City shall make a direct contribution equal to the minimum employer contribution for agencies participating in the Public Employees Medical and Hospital Care Act (PEMHCA) on behalf of each active employee.
16.1.2.3 The City shall make a premium contribution on behalf of each active employee in an amount which, together with the minimum PEMHCA contribution, equals the City contribution calculated in Section 16.1.1. For 2026, the PEMHCA minimum is $162 per month.
[EXAMPLE: If the PEMHCA minimum contribution is $151,
and the City’s share of premium for Employee Only is $797.27, then the City will make a direct PEMHCA payment of $151 and make available $646.27 to the employee under the premium conversion arrangement.]
16.1.2.4 Any employee who has health plan coverage as a result of being an eligible dependent of another City employee, or who has health plan coverage as an eligible dependent of a person employed elsewhere, may request that their health plan coverage as an
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
employee of the City be terminated, and that they be paid the amount of the monthly health waiver benefit as follows:
• For those qualified and hired by the City of Concord
before January 1, 2015, Medical in Lieu shall be
$230.77 per pay period. (These employees also
received a one-time lump sum payment in the amount
of $750, which was paid during the first full pay
period in January 2015);
• For those qualified and hired by the City on or after January 1, 2015, Medical in Lieu shall be $92.31 per
pay period; and the “waiver” benefit shall be capped
at these levels.
• Medical in lieu payments will begin the first pay
period after health insurance coverage would be
effective.
• Employees who opt out of the CalPERS medical plan
and receive cash must provide the following: (1)
proof that the employee and all individuals for whom
the employee intends to claim a personal exemption
deduction (“tax family”), have or will have minimum
essential coverage through another source (other than
coverage in the individual market, whether or not
obtained through Covered California) for the plan
year to which the opt out arrangement applies (“opt
out period”); and (2) the employee must sign an
attestation that the employee and his/her tax family
have or will have such minimum essential coverage
for the opt out period. An employee must provide the
attestation every plan year at open enrollment or
within 30 days after the start of the plan year. The
opt-out payment cannot be made and the City will
not in fact make payment if the employer knows that
the employee or tax family member doesn’t have
such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied. Employees and
known dependents who do not provide the annual
information required will be enrolled in the lowest
cost health plan.
16.1.2.5 Consistent with applicable laws and regulations, each worker may authorize salary deductions for any benefits permitted by law and provided for in the FSA plan document. Those benefits will include:
a. Health insurance in accordance with PERS
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
regulations and Federal law;
b. Child care expenses not otherwise reimbursed by the
City;
c. Any qualified personal medical, dental and vision
care expenses not covered by the City’s plans,
including but not limited to deductibles, co-
payments, medication and medical equipment;
d. Commuter Benefits
16.1.3 Retiree Medical Insurance
16.1.3.1 Current employees hired prior to 7/12/2016 and who meet the requirements set forth in this section shall be vested in the flat dollar contribution rates set forth in the chart below. For active employees hired before 7/12/2016 and who work for the City of Concord continuously for five (5) or more years, who retire directly from the City, in accordance with CalPERS and
PEMHCA requirements, the City shall reimburse the retirees up to the following amounts determined by the level of coverage selected and plan type:
Plan Types:
• Basic Plan (Pre-Medicare)
• Supplemental Medicare Plan (Retiree and dependent(s) are Medicare eligible) • Combination Plan (when at least one covered party – retiree or dependent are Medicare eligible but at least one of the other covered individuals is not Medicare eligible) Level of Coverage City Monthly Contribution
Single Party Only $671.82
Two-Party $1,343.65
Family $1,746.74
Plan Type – Supplemental Medicare Plan Type (Retiree and dependent(s) are all Medicare eligible) Level of Coverage City Monthly Contribution
Medicare Retiree Only $287.52
Medicare Retiree+1 Medicare Dependent $575.04
Medicare Retiree+2 or more Medicare Dependents $862.56
Plan Type – Combination Plan Type Option 1 (Retiree is Medicare eligible, but dependent(s) are not) Level of Coverage City Monthly Contribution
Medicare Retiree+1 Basic Dependent $937.30
Medicare Retiree+2 or more Basic Dependents $1,321.01
Plan Type – Basic Plan (Pre-Medicare)
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
Medicare Retiree+1 Medicare Dependent+1 or more Basic Dependent(s) $974.16 Plan Type – Combination Plan Type Option 2 (Retiree is not Medicare eligible, but one or more dependent(s) are)
Level of Coverage City Monthly Contribution
Basic Retiree+1 Medicare Dependent $937.30
Basic Retiree+2 or more Medicare Dependents $1,235.10
Basic Retiree+1 Basic Dependent+1 or more Medicare Dependent(s) $1,321.01 Retiree contributions will vary based on future changes to health premiums and health plan selected. However, the City contribution shall be capped at the levels listed above.
City contributions to medical premiums shall not exceed 100% of the premium cost for the applicable level of Kaiser coverage.
16.1.3.2 Employees hired on or after 7/12/2016 and employees hired before 7/12/2016 but who work fewer than five (5) continuous years for the City of Concord shall have no vested right to retiree medical benefits beyond the minimum contribution rate provided by law.
However, any employee who retired directly from City of Concord and was eligible for the retirement medical benefit prior to 7/12/2016, but subsequently returns to employment with Concord shall retain his/her eligibility for retirement health benefits pursuant to 16.1.3.1. In addition, any employee who has received a conditional offer of employment with the City prior to 7/12/2016 shall be treated as an active employee on the effective date for purposes of section 16.1.3.1.
16.1.4 Nothing in this agreement shall preclude the City from selecting an alternative health care provider (other than PEMHCA) after the expiration of this agreement, subject to bargaining obligations under state law. However, should the City change health care providers in the future, it shall continue to pay toward retiree health coverage in the amounts set forth in 16.1.3.1.
16.1.5 The City agrees to provide employee and dependent coverage as determined in 16.1.1 above when an employee becomes disabled due to a City of Concord workers' compensation injury. Such coverage shall extend for up to one year from the date of injury or to the date when the employee's disability is determined to be permanent and stationary, whichever comes first.
16.1.6 Health Care Coverage for Disabled Eligible Employees Health care coverage may be extended to disabled eligible employees subject to the following provisions:
16.1.3.3 Definitions
16.1.6.1.1 Eligible employee means a person currently
employed full-time by the City of Concord in a
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
competitive service position.
16.1.6.1.2 Dependent means the eligible employee's legal spouse and/or children eligible for coverage by one
of the City's health care programs.
16.1.6.1.3 Extended health care coverage means continued eligibility to participate in and be covered by the
City provided CalPERS health plan after
commencement of Long Term Disability benefits.
16.1.6.1.4 Individual coverage means coverage under the City provided CalPERS health plan for the disabled
eligible employee or the surviving spouse of a
disabled eligible employee.
16.1.6.1.5 Residual Balance of Unused Sick Leave means all hours of unused sick leave in excess of 800 hours.
16.1.3.4 Eligibility
16.1.6.2.1 Extended health care coverage shall be
limited to those eligible employees who, in
the future, will become eligible and continue
to be eligible to receive benefits under the
City of Concord's long term disability
program.
16.1.6.2.2 Participation in extended health care coverage program by a disabled eligible employee and
the employee’s dependent(s) shall be
voluntary.
16.1.6.2.3 Extended health care conversion coverage
will cease on the last day of the month for
which long term disability benefits are
payable. Continued enrollment in the
CalPERS health plan will be available as a
continuation benefit at the employee's
expense under standard Leave of Absence
provisions.
16.1.3.5 Scope of Extended Health Care Coverage
16.1.6.3.1 Extended health care coverage shall not
include prescription drug programs that are
independent of available health plans.
Continuation of dental plan coverage is at the
entire expense of the eligible employee and is
not included under the sick leave conversion
provisions of this section.
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
16.1.6.3.2 Participants in the extended health care
coverage program shall, when eligible, apply
for Medicare, parts A and B and/or other
insurance programs under which there is an
entitlement to benefits.
16.1.3.6 Participation/Election Options
At the time an eligible employee commences receipt of
benefits from the City's Long Term Disability program, the eligible employee who elects to participate in the extended health care coverage program may choose one of the
following options.
16.1.3.6.1 Option 1 - Conversion of Entire Sick Leave Balance Convert the entire unused sick leave balance
available at the date the employee commences
receipt of benefits on the basis of one month of
prepaid health care coverage for each 8 hours of
unused sick leave. The number of unused sick leave
hours shall be divided by 8 and rounded to the
nearest whole number to determine the number of
months of fully paid CalPERS Health Plan coverage
as described in section 16.1.1 above.
16.1.3.6.2 Option 2 - Conversion of Residual Balance of Sick Leave
Freeze 800 hours of the unused sick leave balance
available at the date the employee commences
receipt of benefits from the City's Long Term
Disability program. The residual balance of unused
sick leave (excess over 800 hours) may be converted
to fully- paid extended health care coverage as
described above. At the time of service retirement
occurring while the eligible employee is eligible to
receive benefits from the City's long term disability
program, an eligible employee may receive the
dollar value of the frozen 800 hours of unused sick
leave computed at the rate of two hours of pay for
each eight hours of sick leave accrual, or use the
frozen sick leave to extend service credit at the rate
of 0.004 years of service credit for each 8 hours of
unused accrued sick leave.
16.1.3.6.3 Option 3 - Payment for Participation
In lieu of converting any unused sick leave as
described in Options 1 and 2 above, the eligible
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
employee may choose to participate by paying the
entire monthly premium rate for the selected
CalPERS coverage to the City by the 10th of each
month.
16.1.3.6.4 Except as provided immediately above, if the eligible employee elects to use any or all of the
unused sick leave balance as an option for extended
health care coverage, the employee may not at a
later date receive any portion of the unused sick
leave in cash, even if the employee elects to no
longer participate in the extended health care
coverage program.
16.1.3.7 Death of Disabled Eligible Employee
16.1.3.7.1 Upon the death of the spouse of a disabled eligible employee who has been covered under these
conversion provisions, any or all of the unused
months of fully-paid extended health care coverage
will be made available to the disabled eligible
employee.
16.1.3.7.2 Upon the death of the disabled eligible employee, the surviving spouse may continue on extended
health care until the number of months originally
covered is exhausted.
16.1.3.7.3 Upon remarriage, a surviving spouse may continue individual coverage in the extended health care
coverage by paying the full amount required for
such coverage. Health care coverage for eligible
dependent children of the deceased eligible
employee would be at the sole expense of the
surviving spouse.
16.1.3.8 Conversion of Sick Leave to Retirement Service Credit Nothing contained in this section affects an eligible
employee's rights under Section 2809.B.6. of the Retirement Ordinance to convert all unused sick leave to retirement service credit as described in section 10.1.2.
16.1.4 Domestic Partner Coverage
Registered domestic partners of bargaining unit employees shall be eligible to qualify as dependents under the City’s medical and dental plans, subject to the conditions set forth by the benefit carriers.
16.2 Dental
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
The City shall maintain the current dental and orthodontia plan, described in the Delta Dental “Evidence of Coverage”, Group No. 3676-1016, for the term of this MOU and will pay the cost of any increase in monthly dental premiums which become effective during the term of this MOU.
Minor changes in the dental plan that may be stipulated by the dental claims administrator as mandatory may be incorporated into the described health insurance program without contradicting the concept of the "present level of coverage".
16.3 Long Term Disability
The City shall maintain, at the City’s cost, the current Long Term Disability program for the term of this MOU. Individual coverage ceases upon termination of employment. The City will notify the Union and provide an opportunity to meet and confer before changing the level of coverage.
16.4 Life Insurance
The City shall maintain the current City-paid Group Life Insurance program for employees for the term of this MOU. The City will notify the Union and provide an opportunity to meet and confer before changing the level of coverage.
16.5 Retirement
16.5.1 Retirement Formula
Bargaining unit employees hired before November 29, 2010, are entitled to retirement benefits under the California Public Employee Retirement System (CalPERS) 2.5% @ 55 retirement formula (Tier I).
Bargaining unit employees hired November 29, 2010, or later, who “classic members” are as defined by CalPERS, are entitled to retirement benefits under the CalPERS 2.0% @ 55 retirement formula (Tier II).
Bargaining unit employees hired January 1, 2013 or later, who are “new members” as defined by CalPERS, are entitled to retirement benefits under the CalPERS 2% @ 62 retirement formula (Tier III).
16.5.2 Employee Contribution Pick-up
Bargaining unit members will pay the entire Member Contribution. For employees in Tier 1, the Member contribution is eight (8%) percent. For employees in Tier 2, the Member Contribution is seven (7%) percent.
For employees in Tier 3, the Member Contribution is one-half of the Normal Cost as calculated by CalPERS (currently 6.25%).
16.6 Deferred Compensation
Employees in the Professional Representation Unit shall be eligible to participate voluntarily in the City of Concord Deferred Compensation Plan 457 and 401K
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
subject to Internal Revenue Service approval. There is no City contribution.
16.7 Employee Assistance
City agrees to pay for six (6) Employee Assistance Program (E.A.P.) counseling sessions per contract year for each employee and for their eligible dependents.
Coverage ceases upon termination of employment. Except for the number of counseling sessions, the E.A.P. shall be at the present level of coverage. If two (2) or more family members are seen together in one session, each would be considered to have used a City-paid session. Costs for more than six (6) sessions for the employee or dependents shall be paid by the employee.
16.8 Tuition Reimbursement
16.8.1 The parties hereby incorporate by reference Policy and Procedure No. 42, Tuition for Employee Schooling, in effect on the date of this MOU; provided, however, that the tuition reimbursement under section 4.2 shall be increased to $1,500.00 effective July 8, 2002. Changes to Policy and Procedure No. 42 will become effective only after satisfying the City’s meet and confer obligations.
16.8.2 Education Incentive Program
16.8.2.1 The City’s Educational Incentive Program is attached to this MOU as Attachment C.
16.8.2.2 The parties agree that to the extent permitted by law, the City shall report this pay to CalPERS as special compensation under 2 CCR 571(a)(2) and 2 CCR 571.1(b)(4) – Educational incentive.
16.8.2.3 Upon the written request of the union, the City agrees to constitute a joint committee within ninety (90) calendar days of adoption of the successor MOU whose purpose shall be to review the existing Educational Employee Incentive Program. The committee shall consist of two representatives selected by the union and two representatives chosen by the City. The committee will deliberate for no more than ninety (90) days and shall make its written recommendations regarding changes, if any, to the Human Resources Director for consideration.
16.9 Retirement Award Package
The Retirement Award Package shall be continued as described in Attachment B.
17. ENTIRE AGREEMENT
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026 - June 30, 2029
17.1 Except as otherwise specifically provided herein, this MOU fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entire agreement between the parties in any and all matters subject to meet and confer.
17.2 Severability
Should any part of this MOU, or any provision herein contained, be rendered or declared invalid by reason of any existing or subsequently enacted legislation, or by any decree of any court of competent jurisdiction, such invalidation of such part or portions of this MOU shall not invalidate the remaining portions thereof. The remaining portions or parts shall remain in full force and effect. It is mutually agreed that upon such invalidation, the City and the Professional Employees will meet and confer in good faith with reference to the parts or provisions thus invalidated.
This MOU is subject to all existing State Laws and the ordinances, resolutions, and administrative rules of the City, except as expressly provided to the contrary by this MOU.
18. REVISIONS, AMENDMENTS, EXTENSIONS
Neither party shall, during the term of this MOU, demand any change herein, provided that nothing herein shall prohibit the parties from changing the terms of this MOU by mutual agreement.
19. PAPERLESS PAYROLL
Effective the first pay period of March 2013, the City implemented a paperless payroll system.
As of that date, all bargaining unit members agreed to a direct/automatic deposit of their paycheck.
In the event that a bargaining unit member fails to establish a direct automatic deposit of his or her paycheck or needs to cancel the direct/automatic deposit for unforeseen reasons, the City will issue the employee a debit card with the City’s primary financial institution. The debit card will be funded in each payday until the employee establishes or re-establishes a direct/automatic deposit of his or her paycheck.
20. TERM OF AGREEMENT
This MOU shall be effective upon ratification by approval of the members of Local 29 and approval by the Concord City Council; its effective date shall be as stated upon its adoption by the City Council. The term of this MOU shall be from the effective date until June 30, 2029. All salary, benefits, and other provisions in effect on July 1, 2026, shall continue at their same June 30, 2029 level until impasse procedures are exhausted. The parties will commence meeting and conferring toward a successor MOU on or before March 1, 2029
INTENTIONALLY LEFT BLANK
Page i
ATTACHMENT A
CITY OF CONCORD
PAY TABLE PROFESSIONAL UNIT
Job
Code Classification Pay
Grade Step Hourly Rate
Effective 7/8/24
Hourly Rate
Effective 7/7/25
Hourly Rate
Effective 7/6/26
1 $ 41.7273 $ 43.8136 $ 45.1280
2 $ 43.8137 $ 46.0043 $ 47.3844
3 $ 46.0045 $ 48.3047 $ 49.7538
4 $ 48.3048 $ 50.7200 $ 52.2416
5 $ 50.7199 $ 53.2558 $ 54.8534
6 $ 53.2558 $ 55.9185 $ 57.5960
3536 Accountant I 010*
1 $ 48.7515 $ 51.1890 $ 52.7246
2 $ 51.1889 $ 53.7483 $ 55.3607
3 $ 53.7486 $ 56.4360 $ 58.1290
4 $ 56.4356 $ 59.2573 $ 61.0350
5 $ 59.2576 $ 62.2204 $ 64.0870
6 $ 62.2204 $ 65.3314 $ 67.2913
3530 Accountant II 012*
1 $ 39.2388 $ 41.2007 $ 42.4367
2 $ 41.2004 $ 43.2604 $ 44.5582
3 $ 43.2607 $ 45.4237 $ 46.7864
4 $ 45.4236 $ 47.6947 $ 49.1255
5 $ 47.6948 $ 50.0795 $ 51.5818
6 $ 50.0798 $ 52.5837 $ 54.1612
3709 Administrative Assistant 011
1 $ 47.1310 $ 49.4875 $ 50.9721
2 $ 49.4877 $ 51.9620 $ 53.5208
3 $ 51.9617 $ 54.5597 $ 56.1964
4 $ 54.5601 $ 57.2881 $ 59.0067
5 $ 57.2883 $ 60.1527 $ 61.9572
6 $ 60.1526 $ 63.1602 $ 65.0550
3711 Administrative
Coordinator
013
1 $ 52.9522 $ 55.5998 $ 57.2677
2 $ 55.6000 $ 58.3800 $ 60.1314
3 $ 58.3798 $ 61.2987 $ 63.1376
4 $ 61.2990 $ 64.3639 $ 66.2948
5 $ 64.3639 $ 67.5820 $ 69.6094
6 $ 67.5819 $ 70.9609 $ 73.0897
3114 Assistant Engineer 012*
1 $ 41.9562 $ 44.0540 $ 45.3756
2 $ 44.0540 $ 46.2567 $ 47.6444
3 $ 46.2568 $ 48.5696 $ 50.0266
4 $ 48.5697 $ 50.9981 $ 52.5280
5 $ 50.9981 $ 53.5480 $ 55.1544
3134 Assistant Planner 011*
6 $ 53.5479 $ 56.2252 $ 57.9119
Page ii
Job
Code Classification Pay
Grade Step Hourly Rate
Effective 7/8/24
Hourly Rate
Effective 7/7/25
Hourly Rate
Effective 7/6/26
1 $ 62.8951 $ 66.0398 $ 68.0209
2 $ 66.0399 $ 69.3418 $ 71.4220
3 $ 69.3422 $ 72.8093 $ 74.9935
4 $ 72.8089 $ 76.4493 $ 78.7427
5 $ 76.4497 $ 80.2721 $ 82.6802
6 $ 80.2721 $ 84.2857 $ 86.8142
3113 Associate Civil Engineer 014*
1 $ 46.6729 $ 49.0065 $ 50.4766
2 $ 49.0066 $ 51.4569 $ 53.0006
3 $ 51.4569 $ 54.0297 $ 55.6505
4 $ 54.0298 $ 56.7312 $ 58.4331
5 $ 56.7315 $ 59.5680 $ 61.3550
6 $ 59.5680 $ 62.5464 $ 64.4227
3132 Associate Planner 012*
1 $ 53.9061 $ 56.6014 $ 58.2994
2 $ 56.6016 $ 59.4316 $ 61.2145
3 $ 59.4317 $ 62.4032 $ 64.2752
4 $ 62.4030 $ 65.5231 $ 67.4887
5 $ 65.5233 $ 68.7994 $ 70.8633
6 $ 68.7995 $ 72.2394 $ 74.4065
3375 Building Inspection
Supervisor
013*
1 $ 49.9049 $ 52.4001 $ 53.9721
2 $ 52.4001 $ 55.0201 $ 56.6707
3 $ 55.0200 $ 57.7710 $ 59.5041
4 $ 57.7712 $ 60.6597 $ 62.4794
5 $ 60.6598 $ 63.6927 $ 65.6034
6 $ 63.6927 $ 66.8773 $ 68.8836
3377 Construction Inspection
Supervisor
012*
1 $ 49.4861 $ 51.9604 $ 53.5192
2 $ 51.9606 $ 54.5586 $ 56.1953
3 $ 54.5583 $ 57.2862 $ 59.0047
4 $ 57.2864 $ 60.1507 $ 61.9552
5 $ 60.1508 $ 63.1583 $ 65.0530
6 $ 63.1585 $ 66.3164 $ 68.3058
7121 Crimes and Intelligence
Analyst
014
1 $ 49.4861 $ 51.9604 $ 53.5192
2 $ 51.9606 $ 54.5586 $ 56.1953
3 $ 54.5583 $ 57.2862 $ 59.0047
4 $ 57.2864 $ 60.1507 $ 61.9552
5 $ 60.1508 $ 63.1583 $ 65.0530
6 $ 63.1585 $ 66.3164 $ 68.3058
3135 Economic Development
Specialist
014
1 $ 42.3915 $ 44.5110 $ 45.84633710 GIS Program Analyst 012 2 $ 44.5110 $ 46.7365 $ 48.1385
Page iii
Job
Code Classification Pay
Grade Step Hourly Rate
Effective 7/8/24
Hourly Rate
Effective 7/7/25
Hourly Rate
Effective 7/6/26
3 $ 46.7365 $ 49.0733 $ 50.5454
4 $ 49.0737 $ 51.5273 $ 53.0731
5 $ 51.5272 $ 54.1035 $ 55.7266
6 $ 54.1037 $ 56.8088 $ 58.5130
1 $ 47.1310 $ 49.4875 $ 50.9721
2 $ 49.4877 $ 51.9620 $ 53.5208
3 $ 51.9617 $ 54.5597 $ 56.1964
4 $ 54.5601 $ 57.2881 $ 59.0067
5 $ 57.2883 $ 60.1527 $ 61.9572
6 $ 60.1526 $ 63.1602 $ 65.0550
3798 Housing Program
Analyst
013
1 $ 47.1310 $ 49.4875 $ 50.9721
2 $ 49.4877 $ 51.9620 $ 53.5208
3 $ 51.9617 $ 54.5597 $ 56.1964
4 $ 54.5601 $ 57.2881 $ 59.0067
5 $ 57.2883 $ 60.1527 $ 61.9572
6 $ 60.1526 $ 63.1602 $ 65.0550
3799 Housing Rehabilitation
Coordinator
013
1 $ 37.3732 $ 39.2418 $ 40.4190
2 $ 39.2419 $ 41.2039 $ 42.4400
3 $ 41.2039 $ 43.2640 $ 44.5619
4 $ 43.2644 $ 45.4276 $ 46.7904
5 $ 45.4274 $ 47.6987 $ 49.1296
6 $ 47.6989 $ 50.0838 $ 51.5863
3797 Housing Rehabilitation
Specialist
010*
1 $ 45.2227 $ 47.4838 $ 48.9083
2 $ 47.4840 $ 49.8582 $ 51.3539
3 $ 49.8580 $ 52.3509 $ 53.9214
4 $ 52.3511 $ 54.9686 $ 56.6176
5 $ 54.9686 $ 57.7170 $ 59.4485
6 $ 57.7173 $ 60.6031 $ 62.4211
3116 Junior Engineer 010*
1 $ 39.2388 $ 41.2007 $ 42.4367
2 $ 41.2004 $ 43.2604 $ 44.5582
3 $ 43.2607 $ 45.4237 $ 46.7864
4 $ 45.4236 $ 47.6947 $ 49.1255
5 $ 47.6948 $ 50.0795 $ 51.5818
6 $ 50.0798 $ 52.5837 $ 54.1612
3702 Microcomputer
Coordinator
011
1 $ 53.9061 $ 56.6014 $ 58.2994
2 $ 56.6016 $ 59.4316 $ 61.2145
3 $ 59.4317 $ 62.4032 $ 64.2752
4 $ 62.4030 $ 65.5231 $ 67.4887
5 $ 65.5233 $ 68.7994 $ 70.8633
6 $ 68.7995 $ 72.2394 $ 74.4065
3791 Neighborhood Services
Supervisor
013*
Page iv
Job
Code Classification Pay
Grade Step Hourly Rate
Effective 7/8/24
Hourly Rate
Effective 7/7/25
Hourly Rate
Effective 7/6/26
1 $ 42.3915 $ 44.5110 $ 45.8463
2 $ 44.5110 $ 46.7365 $ 48.1385
3 $ 46.7365 $ 49.0733 $ 50.5454
4 $ 49.0737 $ 51.5273 $ 53.0731
5 $ 51.5272 $ 54.1035 $ 55.7266
6 $ 54.1037 $ 56.8088 $ 58.5130
3707 Network Engineer 012
1 $ 60.6958 $ 63.7305 $ 65.6424
2 $ 63.7308 $ 66.9173 $ 68.9248
3 $ 66.9171 $ 70.2629 $ 72.3707
4 $ 70.2631 $ 73.7762 $ 75.9894
5 $ 73.7763 $ 77.4651 $ 79.7890
6 $ 77.4651 $ 81.3383 $ 83.7784
3140 Plan Check Engineer 014*
1 $ 49.9049 $ 52.4001 $ 53.9721
2 $ 52.4001 $ 55.0201 $ 56.6707
3 $ 55.0200 $ 57.7710 $ 59.5041
4 $ 57.7712 $ 60.6597 $ 62.4794
5 $ 60.6598 $ 63.6927 $ 65.6034
6 $ 63.6927 $ 66.8773 $ 68.8836
3378 Public Works Supervisor 012*
1 $ 55.6042 $ 58.3844 $ 60.1359
2 $ 58.3843 $ 61.3035 $ 63.1426
3 $ 61.3035 $ 64.3686 $ 66.2996
4 $ 64.3687 $ 67.5871 $ 69.6147
5 $ 67.5871 $ 70.9664 $ 73.0953
6 $ 70.9664 $ 74.5147 $ 76.7501
7122 Senior Crimes and
Intelligence Analyst
016
1 $ 42.3915 $ 44.5110 $ 45.8463
2 $ 44.5110 $ 46.7365 $ 48.1385
3 $ 46.7365 $ 49.0733 $ 50.5454
4 $ 49.0737 $ 51.5273 $ 53.0731
5 $ 51.5272 $ 54.1035 $ 55.7266
6 $ 54.1037 $ 56.8088 $ 58.5130
3792 Senior Housing
Rehabilitation Specialist
012
1 $ 47.1310 $ 49.4875 $ 50.9721
2 $ 49.4877 $ 51.9620 $ 53.5208
3 $ 51.9617 $ 54.5597 $ 56.1964
4 $ 54.5601 $ 57.2881 $ 59.0067
5 $ 57.2883 $ 60.1527 $ 61.9572
3704 Senior Network Systems
Engineer
013
6 $ 60.1526 $ 63.1602 $ 65.0550
1 $ 52.2301 $ 54.8416 $ 56.4868
2 $ 54.8415 $ 57.5835 $ 59.3110
3 $ 57.5836 $ 60.4627 $ 62.2765
4 $ 60.4629 $ 63.4860 $ 65.3905
3130 Senior Planner 014*
5 $ 63.4861 $ 66.6604 $ 68.6602
Page v
Job
Code Classification Pay
Grade Step Hourly Rate
Effective 7/8/24
Hourly Rate
Effective 7/7/25
Hourly Rate
Effective 7/6/26
6 $ 66.6605 $ 69.9935 $ 72.0933
1 $ 39.2388 $ 41.2007 $ 42.4367
2 $ 41.2004 $ 43.2604 $ 44.5582
3 $ 43.2607 $ 45.4237 $ 46.7864
4 $ 45.4236 $ 47.6947 $ 49.1255
5 $ 47.6948 $ 50.0795 $ 51.5818
6 $ 50.0798 $ 52.5837 $ 54.1612
7123 Senior Police Crimes
Analyst
011
1 $ 47.1310 $ 49.4875 $ 50.9721
2 $ 49.4877 $ 51.9620 $ 53.5208
3 $ 51.9617 $ 54.5597 $ 56.1964
4 $ 54.5601 $ 57.2881 $ 59.0067
5 $ 57.2883 $ 60.1527 $ 61.9572
6 $ 60.1526 $ 63.1602 $ 65.0550
3703 Senior Programmer
Analyst
013
1 $ 49.4861 $ 51.9604 $ 53.5192
2 $ 51.9606 $ 54.5586 $ 56.1953
3 $ 54.5583 $ 57.2862 $ 59.0047
4 $ 57.2864 $ 60.1507 $ 61.9552
5 $ 60.1508 $ 63.1583 $ 65.0530
6 $ 63.1585 $ 66.3164 $ 68.3058
3706 Senior Systems Analyst 014
1 $ 57.5311 $ 60.4076 $ 62.2198
2 $ 60.4076 $ 63.4279 $ 65.3307
3 $ 63.4281 $ 66.5995 $ 68.5974
4 $ 66.5995 $ 69.9294 $ 72.0272
5 $ 69.9293 $ 73.4257 $ 75.6284
6 $ 73.4259 $ 77.0971 $ 79.4100
3570 Supervising Accountant 014*
1 $ 36.2824 $ 38.0965 $ 39.2393
2 $ 38.0965 $ 40.0013 $ 41.2013
3 $ 40.0014 $ 42.0014 $ 43.2614
4 $ 42.0014 $ 44.1014 $ 45.4244
5 $ 44.1015 $ 46.3065 $ 47.6956
6 $ 46.3067 $ 48.6220 $ 50.0806
3705 Web Coordinator 010
*Market Rate *Market Rate *Market Rate
Page vi
ATTACHMENT B
Retirement Award Package
A. Full time regular employees who retire from the City will receive the following:
▪ Retirement plaque
▪ $100 contribution by City toward gift being purchased for retiree by co-workers ▪ Reimbursement up to $50 for dinner for two
▪ Pair of tickets to performance of choice at Sleep Train Pavilion (this benefit will remain available only so long as the City has access to complementary tickets from the Pavilion B. Full time regular employees hired before April 26, 1994, who retire from the City will receive, in addition to the items listed in paragraph A:
▪ A monetary award based on years of service as follows:
10 years of service $200.00
20 years of service: $500.00
25 years of service: $700.00
C. For employees hired on or after April 26, 1994, retirement recognition awards will be governed by City policy, if any, in effect at the time of retirement. Any employee recognition program developed by the City is subject to change or elimination at any time.
D. The foregoing benefits only apply to employees who actually retire upon cessation of their employment from the City. They do not apply to employees who leave the City to work for another employer and retire at a later time.
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ATTACHMENT C
EFFECTIVE WITH COUNCIL APPROVAL ON NOVEMBER 18, 2003
OPEIU - LOCAL 29
EDUCATIONAL INCENTIVE PROGRAM
1. P URPOSE
To establish a voluntary Educational Incentive Program for Office and Professional Employees International Union (OPEIU) Local 29 members that would enhance the organization’s ability to provide exceptional service delivery and respond effectively to continually changing business needs. The program is self-initiated, with the Local 29 member taking full responsibility to propose, pursue, and complete agreed upon training and educational curriculum. In addition, the program would:
Encourage growth through education.
Be mutually beneficial for both the City of Concord organization and Local 29 members. Provide a monetary incentive for recognizing relevant educational accomplishments and the employee’s efforts to obtain skill sets that are of value to the Organization. Recognize that the Organization and greater Concord Community will have evolving needs, and that changes will occur within the professions represented by Local 29 members, requiring Local 29 members to continually update their skills and education. Fit the parameters of the City’s 10-Year Financial Plan and be simple to administer.
Upon the written request of the union, the City agrees to constitute a joint committee within ninety (90) calendar days of adoption of the successor MOU whose purpose shall be to review the existing Educational Employee Incentive Program. The committee shall consist of two representatives selected by the union and two representatives chosen by the City. The committee will deliberate for no more than ninety (90) days and shall make its written recommendations regarding changes, if any, to the Human Resources Director for consideration.
2. S COPE
This voluntary program would apply to all members of Local 29, and be administered on an annual (fiscal year) basis by the Human Resources Department.
3. P OLICY
The program will provide an incentive for pursuing educational goals that fall within the parameters of the program, defined as follows:
3.1 Employee Participation: To participate in the Local 29 Educational Incentive Program, an employee must meet the following criteria:
3.1.1 The employee must be a member of Local 29.
Page viii
3.1.2 To receive the Incentive Award, the employee must be a current full-time employee of the City of Concord. The Incentive Program will not apply to those who have left employment.
3.1.3 The Local 29 member may participate during their probationary period; however, they are not eligible to receive the corresponding Incentive Award until they have successfully completed their probationary period.
3.2 Coursework Eligibility: To be eligible for program inclusion, a workshop, program or course of study must meet the following criteria:
3.2.1 Support the City of Concord’s Mission, Vision, Values and Corporate Goals.
3.2.2 Link to the division or department’s Strategic Plan.
3.2.3 Be part of a formal educational process (college level, undergraduate or graduate degree) OR is part of an industry-recognized program (licensing, certification, etc.). College coursework should be in a field related to the employee’s work, and specific electives will be reviewed and approved by the Department Head to ensure applicability to the department’s desired outcomes. The Department Head reserves the right to identify specific electives, which would then apply to the Educational Incentive Program.
3.2.4 Provide a skill that is of immediate or strategic value to the department.
3.2.5 Must be completed with a grade of “C” or better, or a “Pass” if course is a Pass/Fail.
3.2.6 Be conducted during off-work hours. If the employee chooses, vacation time may be used for classes only available during normal work hours. Such use remains subject to the normal policies, procedures, and Department needs as any other vacation request.
3.3 Calculating the Incentive Award: Upon successful completion of pre-approved eligible coursework, the Educational Incentive benefit will be applied as follows:
3.3.1 Benefits will be based on earning a specific number of CEUs or their hourly equivalent within one fiscal year (July 1 – June 30):
2-3 CEUs = 1% bonus*
4-6 CEUs = 3% bonus*
7 + CEUs = 5% bonus*
(*) Bonus is calculated based on gross wages earned, using the tax information provided on the employee’s prior year W-2
3.3.2 Recognizing that coursework may reflect Continuing Educational Units, (CEU), quarter units, semester units or hours of instruction, the following nationally recognized conversion formula will apply:
1 CEU = 10 hours of instruction = 1 Quarter Unit = 2/3 Semester Unit
Page ix
3.3.3 The Bonus will be paid out in a lump-sum basis, calculated using gross wages earned as reflected in the employee’s prior year W-2 tax form. The bonus is payable upon the first pay period in September, and considered to be income for calculating retirement benefits under the CalPERS System.
3.3.4 The employee must provide proof of satisfactory completion, as well as the number of CEUs, prior to the end of the fiscal year in order to receive credit. No credit will be given for partially complete course work. Only completed coursework within the fiscal year will be considered for calculating the Incentive award.
3.3.5 The coursework completion date will identify the fiscal year in which the units are earned and eligible for an incentive award. For example, an approved course of study that begins in April 2003 and ends in July of 2003 would be considered for FY 03-04 and any corresponding incentive award would be payable at the end of FY 03-04.
3.4 Linkage to Evaluation Process: While the employee and manager have the right to initiate this program at any time, the program will also be linked to the evaluation process. The Manager and Employee are required to discuss the employee’s educational and developmental goals and the applicability of the Local 29 Educational Incentive Award Program during the course of the annual review process.
Furthermore, managers of Local 29 employees are required to include specific discussion of this program within their Achievement Plan Part III and report back on the successful implementation of the program in Part III of their Year-end Report.
4. ADMINISTRATION
The Human Resources Department is responsible for overseeing the implementation of this policy as outlined below. The program may be initiated during the course of the Local 29 member’s annual review process, or at any other time of the year as initiated by the employee:
4.1 Employee completes the Local 29 Educational Incentive Program Request Form. This form provides specific required information to enable the manager to make an informed decision.
4.2 Manager reviews the request using established program criteria and guidelines as specified in this policy document, to determine whether the requested course of study fits the parameters of the program.
4.3 If manager does not support the request:
4.3.1 Manager must provide written documentation as to the foundation for their decision, inform the employee, and retain a copy of the employee’s request form along with the documentation outlining the manager’s decision making process and their rejection of the request.
4.3.2 A copy of this paperwork must be forwarded to the Human Resources Department for inclusion in the employee’s personnel file.
Page x
4.4 If a manager supports the request:
4.4.1 Manager completes their portion of the Request Form, which will specify the date the course of study is to commence, the anticipated completion date, and the number of CEUs it is anticipated the employee will complete within the specified fiscal year.
4.4.2 Human Resources reviews the paperwork for consistency of application from an organization-wide perspective, and provides final approval. Any concerns are addressed with the appropriate Department Head. Human Resources will retain a copy of the form for inclusion in the employee’s personnel file, and forward the remaining copies to the manager.
4.4.2 The manager and the employee both retain a copy of the Request form in their working files.
4.4.3 Prior to the end of the fiscal year, the employee must submit proof of completion including number of CEUs or hours of instruction, and a grade of C or better or Pass if coursework is Pass/Fail.
4.4.4 Manager reviews the proof of completion, compares it to the agreement outlined in the Request Form to ensure that the course work has been successfully completed and meets the necessary standards for issuance of an educational incentive award.
4.4.5 Manager then completes a “Local 29 Educational Incentive Program Award Authorization” form, indicating the corresponding number of CEUs completed, and the correlating award percentage as defined in section 3.3.
4.4.6 Manager sends the authorization form, along with a copy of the original request form and proof of completion documentation to Human Resources for final review.
4.4.7 Human Resources retains a copy of the paperwork for the employee’s personnel file, then forwards the original paperwork to the Payroll Division for processing.
4.4.8 The Payroll Division then applies the specified educational incentive award as a lump sum payment in the first full payroll period of the following Fiscal Year provided the employee has successfully completed their probationary employment period.
4.4.9 Employee classification change: If an employee changes classification or department in the midst of a previously approved course of study, any existing Educational Incentive Program requests must be reviewed and confirmed by the new Department Head and supervisor. The supervisor will review the coursework agreement to ensure that the existing program is applicable to the new department’s objectives. Continuation of an existing Educational Incentive Program request is conditional upon the new supervisor’s approval.
Page xi
4.4.10 Change in Department Head or Supervisor: In the case of a change in management, any existing Educational Incentive Program requests will remain in force under the conditions previously approved and established.
4.4.10.1 Any new Educational Incentive coursework requests will be reviewed by the new manager under the guidelines
established in this policy document.
5. EXCLUSIONS AND LIMITATIONS
5.1 Employee is responsible for providing sufficient information to the manager to help them make an informed decision as to whether the requested course of study fits the parameters of the Local 29 Educational Incentive Program.
5.2 The Department Head is the ultimate authority. There is no higher appeals process.
5.3 Managers and Department Heads retain the right to deny an eligible course of study if having the employee participate would create an undue operational hardship.
Page xii
CITY OF CONCORD
OPEIU Local 29 Educational Incentive Program Request Form Employee
NAME JOB TITLE
DEPARTMENT/DIVISION HIRE DATE
COURSE NAME OR SEMINAR
CEUs (please do the conversion)
BEGINNING DATE ENDING DATE
PURPOSE AND BENEFIT (please attach course description or flyer) Manager
NAME
APPROVED DENIED
RATIONALE FOR DECISION
APPROVAL IS CONDITIONAL BASED ON COMPLETEION OF THE ABOVE COURSEWORK BY (date) By signing this form, both Employee and Manager agree to the information noted above. Employee and Manager must abide by the policies governing this program.
MANAGER SIGNATURE DATE
EMPLOYEE SIGNATURE DATE
APPROVED BY HUMAN RESOURCES DATE
Page xiii
ATTACHMENT D
Page xiv
ATTACHMENT D (continued)
Page xv
ATTACHMENT D (continued)
Page xvi
ATTACHMENT D (continued)
Page xvii
ATTACHMENT D (continued)
Memorandum of Understanding between the
City of Concord and OPEIU Local 29 July 1, 2026- June 30, 2029 Page xviii
SIGNATURES
For the OFFICE AND PROFESSIONAL
EMPLOYEES INTERNATIONAL UNION
LOCAL 29:
Kelly Gschwend Date
President/Business Manager
OPEIU Local 29
Samuel Berry Date
Business Representative
OPEIU Local 29
For the CITY OF CONCORD:
Jay Wilverding Date
City Manager
Jasmin Loi Date
Director of Human Resources
Staff Report
Date: June 23, 2026
To: City Council
From: Jasmin Loi, Director of Human Resources
Prepared by: Mark Love, Human Resources Manager
[email protected]
(925)671-3397
Subject: Considering the following actions to recruit and retain qualified employees:
1. Adopting a Resolution approving the following base wage increases for unrepresented employees and the City Attorney:
3% effective the first pay period after July 1, 2026, 3% effective the first pay period after July 1, 2027, and 3% effective the first pay period after July 1, 2028, and approving adjustments to payment of healthcare premiums for Confidential employees, and authorizing budget appropriations of $165,145 in Fiscal Year 2026-27;
2. Adopting a Resolution amending Policy and Procedure No.
37.15, Administrative Leave, to create a 24-hour Chief’s Holiday Administrative Leave Bank and other non-substantive changes to reflect current practice and procedure; and
3. Adopting a Resolution approving the City of Concord’s Salary Schedule effective July 1, 2026, in accordance with the California Public Employees’ Retirement System for a publicly available pay schedule. (General Fund)
CEQA: Not a project/exempt pursuant to Public Resources Code Section 21065, California Code of Regulations Title 14 Sections 15016(b)(2), 15061(b)(3), 15273, and/or 15378(b)(4).
6.d6.d6.d6.d6.d6.d6.d
City Council Agenda Report
Agenda Item No. 6.d
June 23, 2026
Report in Brief
All persons employed by the City of Concord in classifications not represented by an employee organization are defined as “unrepresented” employees. Because Unrepresented employees are not covered under a memorandum of understanding, Council sets their terms and conditions of employment.
Recommended Action
1. Adopt a Resolution approving the following base wage increases for unrepresented employees and the City Attorney: 3% effective the first full pay period after July 1, 2026; 3% effective the first full pay period after July 1, 2027; and 3% effective the first full pay period after July 1, 2028, approving adjustments to payment of healthcare premiums for Confidential employees, and authorizing budget appropriations of $165,145 in Fiscal Year 2026-27.
2. Adopt a Resolution approving amendments to Policy and Procedure 37.15, Administrative Leave, to create a 24-hour Chief’s Holiday Administrative Leave Bank and other non-substantive changes to reflect current practice and procedure.
3. Adopt a Resolution approving the City of Concord’s salary schedule effective July 1, 2026, in accordance with the requirements of the California Public Employees’ Retirement System for a publicly available pay schedule.
Background
Unrepresented employees are divided into the following categories: (1) confidential employees – 10 employees, (2) management/executive management employees – 57 employees, and (3) exempt service/appointive employees – 17 employees. The City Attorney is an appointive employee and her contract provides that she receive the same benefits and base wage adjustments provided to executive management employees.
The City Manager is also an appointive employee, and his pay and benefits are not impacted by any of the changes being proposed. Executive Management employees and the City Attorney are considered “local agency executives” pursuant to Government Code Section 3511.1. Government Code 54953 requires that prior to taking final action, the legislative body must orally report a summary of the recommendation for final action on salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive during the open meeting in which the final action is to be taken.
Local agency executive means any person employed by a local agency who is not subject to the Meyers-Milias-Brown Act.
Historically, unrepresented employees have received base wage increases roughly paralleling base wage increases granted to represented employees. On tonight’s agenda, via a separate agenda item, Council is expected to approve a three-year successor memorandum of understanding with two labor groups to grant total wage increases of 9% for all bargaining unit classifications over a three year term (July 1, 2026 through June 30, 2029).
City Council Agenda Report
Agenda Item No. 6.d
June 23, 2026
Additionally, the California Code of Regulations (CCR) requires Council adopt the City’s salary schedule at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges/steps are changed to ensure that salary rates are transparent and publicly available. These publicly adopted rates are used by the California Public Retirement System to determine the appropriate compensation earnable for each City employee when calculating their pension benefit. The salary schedule includes salaries for “local agency executives” as that term is defined in Government Code § 3511.1(d).
Analysis
In order to recruit and retain qualified employees, it is recommended that unrepresented employees’ base wages be increased by 3% in each of the three fiscal years 2026-27, 2027-28, and 2028-29 to maintain competitiveness in the labor market while maintaining fiscal prudence.
It is also recommended to approve for plan years 2027-2029 that the City will pay the first five percent (5%) of any increase to the healthcare premiums for confidential employees. This temporary three-year cost-sharing adjustment is a targeted measure to ensure total compensation equity in the confidential workforce. Employees in this classification face unique market-driven disparities in total compensation. By absorbing the first 5% of premium increases and maintaining the 75/25 ratio on the remainder through June 2029, the City proactively mitigates the impact of rising healthcare inflation on this specific employee group. This adjustment will only be made for the next three years, after which all cost increases revert to the 75/25 ratio. This approach fosters workforce stability, supports talent retention, and promotes long-term equity among all City classifications.
Policy and Procedure 37.15 governs administrative leave in the City. This policy and procedure provides for paid administrative leave, on a discretionary basis, to Executive and Management employees who are not eligible to receive overtime compensation or compensatory time off. The policy recognizes that the employees may be required to periodically or routinely work long or irregular hours to fulfill the responsibilities of their position and to attend to various meetings and functions that occur outside the normal workday. Each fiscal year a Department Head may grant up to forty (40) hours of paid administrative leave to each eligible managerial employee. An additional forty (40) hours may be granted with the approval of the City Manager. The benefit is use-it or lose it.
The proposed amendments include the following:
• Changing the eligibility from full-time “permanent” to full-time “regular” Executive and Management Employees.
City Council Agenda Report
Agenda Item No. 6.d
June 23, 2026
• Makes clear that employees hired or promoted into eligible classification will receive administrative leave on a prorated basis determined by the number of remaining pay periods in the fiscal year that they are hired or promoted. • In recognition of the City’s fiscal constraints, eliminates a provision that has not been used for over 18 years where the City Manager could select to pay out one week of admin leave vs requiring it to be used.
• Creates a new category of administrative leave, called “Chief’s Holiday Administrative Leave.” This provision would allow the City Manager to grant a Police Chief who has held the position of Concord Police Chief for five years with 24-hours of administrative leave. This discretionary leave bank is intended to recognize the unique operational demands of a 24/7 department where personnel must work on holidays, and where a Chief’s practice is to work-on holidays to encourage culture-building and morale. This benefit is discretionary, and uniquely restricted to the position of Police Chief, and is only available after completing five (5) consecutive years of service as the Police Chief for the City of Concord and is not persable.
Financial Impact
The cost of the base wage increases over each fiscal year is as follows:
• Fiscal Year 2026-27: $487,000
• Fiscal Year 2027-28: $991,600
• Fiscal Year 2028-29: $1,514,900
The total cost of the increases, over three fiscal years, is $2,993,500.
The estimated cost for the additional five percent (5%) contribution to medical premium increases for Confidential employees is:
• Fiscal Year 2026-27: $1,100
• Fiscal Year 2027-28: $3,100
• Fiscal Year 2028-29: $5,400
The total cost of the 5% contribution to medical premium increase for Confidential employees is $9,600.
Fiscal Year 2026-27 budget appropriations of $167,145 for Unrepresented employees are necessary to cover the costs of these proposed increases. Funds are available in the adopted FY 2026-27 Operating Budget for the remainder of the costs. Costs for FYs 2027-28 and 2028-29 will be incorporated into the next biennial budget.
City Council Agenda Report
Agenda Item No. 6.d
June 23, 2026
Environmental Determination
None of the activities addressed herein constitute a “project” within the meaning of Public Resources Code Section 21065, 14 Cal Code Regs. Section 15060(c)(2), 15060(c)(3), or 15378 because none of the activities has the potential for resulting in either a direct physical change in the environment, are statutorily exempt pursuant to CEQA Guidelines Section 15273 because they involve government funding/fiscal activities, and, or a reasonably foreseeable indirect physical change in the environment, even if any activity was a project under California Environmental Quality Act (CEQA), each is exempt under 14 Cal. Code Regs. Sections 15061(b)(2), 15061(b)(3), 15273 and 15378(b)(4).
Public Contact
The City Council Agenda was posted.
Attachments
1. Resolution approving base wage increases for unrepresented employees and the City Attorney and additional city contributions to healthcare premiums for confidential employees
2. Resolution approving an amendment to Policy and Procedure 37.15, Administrative Leave with Exhibit A, Redline version of Policy and Procedure
37.15, Administrative Leave.
3. Resolution approving the City of Concord’s Salary Schedule effective July 1, 2026, with Exhibit A, Salary Schedule.
Res. No. 26-XX 1
BEFORE THE CITY COUNCIL OF THE CITY OF CONCORD
COUNTY OF CONTRA COSTA, STATE OF CALIFORNIA
A Resolution Approving the Following Base Wage
Increases for Unrepresented Employees and the City
Attorney: 3% Effective the First Pay Period after
July 1, 2026, 3% Effective the First Pay Period after
July 1, 2027, and 3% Effective the First Pay Period
after July 1, 2028, Approving Adjustments to
Payment of Healthcare Premiums for Confidential
Employees, and Authorizing Budget Appropriations
of $165,145 in Fiscal Year 2026-27
Resolution No. 26-XX
/
WHEREAS, unrepresented employees are divided into one of the following categories: (1) confidential employees, (2) management/executive management employees, and (3) exempt service/appointive employees; and
WHEREAS, as unrepresented employees are not covered under a memorandum of understanding, Council establishes their terms and conditions of employment; and WHEREAS, The City Council, as required by statute, at its meeting on June 23, 2026, considered base wage adjustments to the salaries and benefits of unrepresented employees and the City Attorney; and
WHEREAS, the City Attorney’s contract provides that she is to receive the same benefits and base adjustments provided to executive management employees; and WHEREAS, the executive management employees and the City Attorney are considered “local agency executives” pursuant to Government Code Section 3511.1; and WHEREAS, the confidential employees, management/executive management employees, and exempt service/appointive employees, and the City Attorney are collectively referred to herein as “unrepresented employees”; and
WHEREAS, the total cost of the base wage increases over three fiscal years (Fiscal Years 2026-27, 2027-28, and 2028-29) is $2,993,500; and
//
Attachment 1
Res. No. 26-XX 2
WHEREAS, the total cost of the City paying one hundred percent (100%) of the first five percent (5%) of the increase in the Kaiser healthcare premium rate, as described in Section 4 below, for confidential employees is $9,600 over three (3) years; and WHEREAS, budget appropriations of $165,145 for Fiscal Year 2026-27 are necessary to cover the costs of implementation of these adjustments; and WHEREAS, costs for Fiscal Years 2027-28 and 2028-29 will be incorporated into the next biennial budget; and
WHEREAS, the City Council, after giving all public notices required by state law and Concord Municipal Code, held a duly noticed public meeting on June 23, 2026, on this item and at such public meeting considered the staff report dated June 23, 2026, together with all other relevant oral and written information, testimony and comment received, before deciding on this item.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CONCORD DOES RESOLVE AS FOLLOWS:
Section 1. City Council action herein is exempt from California Environmental Quality Act (CEQA) review because none of the activities addressed herein constitute a “project” within the meaning of Public Resources Code Section 21065, 14 Cal Code Regs. Section 15060(c)(2), 15060(c)(3), or 15378 because none of the activities has the potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, all of the activities are statutorily exempt pursuant to CEQA Guidelines Section 15273 because they involve government funding/fiscal activities, and, even if any activity was a project under California Environmental Quality Act (CEQA), each is exempt under 14 Cal. Code Regs.
Sections 15061(b)(2), 15061(b)(3), 15273, and 15378(b)(4). This determination reflects the City of Concord’s independent judgment and analysis.
Section 2. Approves the following base wage increases for unrepresented employees and the City Attorney three percent (3%) effective the first full pay period after July 1, 2026, three percent (3%) effective the first full pay period after July 1, 2027, and 3% effective the first full pay period after July 1, 2028.
Res. No. 26-XX 3
Section 3. Approves Kaiser premium rate increases effective January 1, 2027, January 1, 2028, and January 1, 2029, the City shall pay one hundred percent (100%) of the first five percent (5%) of the annual increase, measured against the Kaiser premium rate in effect during the immediately preceding calendar year for the applicable coverage tier. The determination of whether an annual premium increase exceeds five percent (5%) shall be made separately each year. The five percent (5%) threshold shall not be carried forward, accumulated, compounded, or otherwise applied across multiple years. To the extent an annual Kaiser premium increase exceeds five percent (5%), only the portion above five percent (5%) shall be allocated seventy-five percent (75%) to the City and twenty-five percent (25%) to employees.
Section 4. Approves budget appropriations of $165,145 for Fiscal Year 2026-27.
Section 5. Authorizes the City Manager to execute such documents and take such other steps as might be necessary or desirable to implement the terms and conditions of employment for unrepresented employees and the City Attorney.
Section 6. This resolution shall become effective immediately upon its passage and adoption. //
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Res. No. 26-XX 4
PASSED AND ADOPTED by the City Council of the City of Concord on June 23, 2026, by the following vote:
AYES: Councilmembers -
NOES: Councilmembers -
ABSTAIN: Councilmembers -
ABSENT: Councilmembers -
I HEREBY CERTIFY that the foregoing Resolution No. 26-XX was duly and regularly adopted at a regular meeting of the City Council of the City of Concord on June 23, 2026.
Joelle Fockler, MMC
City Clerk
APPROVED AS TO FORM:
Susanne Meyer Brown
City Attorney
Res. No. 26-XX 1
BEFORE THE CITY COUNCIL OF THE CITY OF CONCORD
COUNTY OF CONTRA COSTA, STATE OF CALIFORNIA
Resolution Approving an Amendment to Policy and
Procedure No. 37.15, Administrative Leave, and
Other Non-Substantive Changes to Reflect Current
Practice and Procedure
Resolution No. 26-XX
/
WHEREAS, City Policy and Procedure No. 37.15 governs paid Administrative Leave for Executive and Management employees; and
WHEREAS, the City seeks to review and update policies and procedures as necessary; and WHEREAS, the City Council wishes to create a 24-hour Chief’s Holiday Administrative Leave Bank; and
WHEREAS, the City Council further wishes to make other non-substantive changes to reflect current practice and procedure. \
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CONCORD DOES RESOLVE AS FOLLOWS:
Section 1. Policy and Procedure No. 37.15, Administrative Leave, is hereby amended as shown in the redline attached hereto as Exhibit A and incorporated by reference.
Section 2. This resolution shall become effective immediately upon its passage and adoption. //
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Attachment 2
Res. No. 26-XX 1
PASSED AND ADOPTED by the City Council of the City of Concord on June 23, 2026, by the following vote:
AYES: Councilmembers -
NOES: Councilmembers -
ABSTAIN: Councilmembers -
ABSENT: Councilmembers -
I HEREBY CERTIFY that the foregoing Resolution No. 26-XX was duly and regularly adopted at a regular meeting of the City Council of the City of Concord on June 23, 2026.
Joelle Fockler, MMC
City Clerk
APPROVED AS TO FORM:
Susanne Meyer Brown
City Attorney
Attachment: Exhibit A, Redline Policy and Procedure No. 37.15
1 CITY OF CONCORD
POLICY & PROCEDURE
Number:
Authority:
Effective:
Revised:
Reviewed:
Initiating Dept.:
37.15 Council Motion
02-10-04
7-1-26
2004
HR
ADMINISTRATIVE LEAVE
1. P URPOSE
To provide paid aAdministrative lLeave, on a discretionary basis, to Executive and Management employees who are not eligible to receive overtime compensation or compensatory time off. This policy recognizes that managerial employees may be required to periodically or routinely work long or irregular hours to fulfill the responsibilities of their positions and to attend various meetings and functions that occur outside the normal work day.
2. E LIGIBILITY
This administrative leave policy shall apply to all full-time permanent regular Executive and Management employees subject to Department Head or City Manager approval, as outlined below.
3. G ENERAL
Due to the nature of their positions, managers are required to place greater emphasis on the accomplishment of program objectives, rather than on the actual number of hours worked. The purpose of this administrative leave program is to provide a process for authorized time with pay for those managerial employees whose work activities are not regulated by scheduled hours but by fulfilling program responsibilities.
4. U SE OF ADMINISTRATIVE LEAVE
4.1 Each fiscal year, the Department Head may grant up to 40 hours of such paid leave to each eligible managerial employee. An additional 40 hours may be granted with the approval of the City Manager, or with the approval of the City Attorney as to eligible managerial employees in the City Attorney’s Office.
Department Heads may, with City Manager approval, provide to eligible managerial employees an amount not to exceed one week’s salary at the end of a fiscal year, in lieu of administrative paid leave, for extraordinary efforts and time commitments in carrying out their responsibilities.
4.2 Employees hired into an eligible classification or through promotion, shall receive administrative leave on a prorated basis determined by the number of remaining pay periods in the fiscal year that they are hired or promoted.
4.3 Chief’s Holiday Administrative Leave
4.3.1 To recognize the unique operational demands of a 24/7 department where personnel must work on holidays, and to encourage culture-building, work-alongs, or morale-boosting events, the City Manager may grant the Police Chief up to an additional twenty-four (24) hours of “Chief’s Holiday Administrative Leave” each fiscal year. This benefit is uniquely restricted to the position of Police Chief and is only available after completing five (5) consecutive years of service as the Police Chief for the City of Concord.
4.3.2 The allotment of this leave is granted concurrent with the traditional administrative leave at the beginning of the fiscal year, subject to the sole advanced approval and discretion of the City Manager based on the Chief regularly leading and remaining at work during holiday periods.
4.3.3 Unlike traditional administrative leave, any unused portion of the twenty-four (24) hours of Exhibit A to Attachment 2Changes in redline/strikeout
font
2 Chief’s Holiday Administrative Leave shall not forfeit at the conclusion of the fiscal year.
Instead, any remaining balance from this specific tier shall automatically be paid out as salary at the end of the fiscal year.
4.4 The benefits provided by this Program are not an entitlement, are not subject to accrual, and may not be carried over beyond the end of the fiscal year.
4.5 Upon resignation or termination, an employee shall not be entitled to any payouts hereunder. This exclusion applies to all tiers, including any unused Chief’s Holiday Administrative Leave remaining at the time of separation.
4.0 The City Manager and City Attorney shall provide notice to the City Council when they use the provisions of this policy for their personal benefit.
5. A PPROVAL
5.1 All aAdministrative lLeave is subject to the must be approved in advance discretion and approval of by the Department Head, except for City Manager appointed positions which are subject to the discretion and approval must be approved in advance of by the City Manager, or City Attorney appointed positions, which must be approved in advance by the City Attorney.
5.2 The following are examples of situations which may warrant the granting of aAdministrative lLeave.
5.2.1 The employee periodically or routinely works in excess of normal work hours due to heavy workload demands and/or required meeting attendance.
5.2.2 The employee works additional hours for an extended period of time to meet seasonal workload demands.
5.2.3 The employee works additional hours to complete a special project and to meet a specified deadline.
5.2.4 The employee works additional hours to complete an unanticipated, high priority project.
5.2.5 Other similar situations as determined by the Department Head or City Manager.
5.3 Final resolution of any disputes arising from this program shall rest with the City Manager
2
Res. No. 26-X 1
BEFORE THE CITY COUNCIL OF THE CITY OF CONCORD
COUNTY OF CONTRA COSTA, STATE OF CALIFORNIA
A Resolution Adopting the City of Concord’s
Salary Schedule Effective July 1, 2026, in
Accordance with the Requirements of the California
Public Employees Retirement System (CalPERS) for
a Publicly Available Pay Schedule
Resolution No. 26-XX
/
WHEREAS, the California Public Employees’ Retirement System’s (CalPERS) regulations require member agencies to formally adopt a publicly available pay schedule under Government Code Section 20636(b)(1) and California Code of Regulations (CCR) Section 570.5; and WHEREAS, the City Council of the City of Concord has the authority to implement Government Code Section 20636(b)(1); and
WHEREAS, attached to this resolution is the City’s comprehensive salary schedule effective July 1, 2026; and
WHEREAS, the information contained in the salary schedule effective July 1, 2026, has been approved by Council within the adopted budget, employee contracts and memoranda of understanding with the City’s labor groups and various City resolutions; and WHEREAS, CalPERS regulations require this information be included in one document; and WHEREAS, the City Council, after giving all public notices required by state law and the Concord Municipal Code, held a duly noticed public hearing on June 23, 2026, on this item, considered testimony and information received at the public meeting, the oral and written reports from City staff dated June 23, 2026, as well as other documents contained in the record of proceeding which are maintained at the offices of the City of Concord City Clerk’s Office, 1950 Parkside Drive, Concord, CA.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CONCORD DOES RESOLVE AS FOLLOWS:
Section 1 None of the activities addressed herein, the staff report, or Exhibit A hereto, constitute a “project” within the meaning of Public Resources Code Section 21065, 14 Cal Code Regs.
Attachment 3
Res. No. 26-X 2
Sections 15060(c)(2), 15060(c)(3), or 15378 because none of the activities has the potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment; even if any activity was a project under California Environmental Quality Act (CEQA), each is exempt under 14 Cal. Code Regs. Sections 15061(b)(2), 15061(b)(3) and 15378(b)(4).
Section 2. The City Council adopts the salary schedule effective July 1, 2026, as shown in Exhibit A hereto. The salary schedule includes salaries for “local agency executives” as that term is defined in Government Code § 3511.1(d).
Section 3. This resolution shall become effective immediately upon its passage and adoption.
PASSED AND ADOPTED by the City Council of the City of Concord on June 23, 2026, by the following vote:
AYES: Councilmembers -
NOES: Councilmembers -
ABSTAIN: Councilmembers -
ABSENT: Councilmembers -
I HEREBY CERTIFY that the foregoing Resolution No. 26-XX was duly and regularly adopted at a regular meeting of the City Council of the City of Concord on June 23, 2026.
Joelle Fockler, MMC
City Clerk
APPROVED AS TO FORM:
Susanne Meyer Brown
City Attorney
Exhibit A: Salary Schedule
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
4156 Account Clerk I ATC 4156 4 26.4961$ 27.8213$ 29.2121$ 30.6728$ 32.2063$ 33.8167$ 4,593 $ 4,822 $ 5,063 $ 5,317 $ 5,582 $ 5,862$ 7/6/2026 4154 Account Clerk II ATC 4154 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4155 Account Clerk III ATC 4155 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 4151 Accounting Technician I ATC 4151 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 4152 Accounting Technician II ATC 4152 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4153 Accounts Payable Team Leader ATC 4153 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4588 Administrative Clerk I ATC PG-ATC 3 23.6541$ 24.8368$ 26.0787$ 27.3829$ 28.7518$ 30.1896$ 4,100 $ 4,305 $ 4,520 $ 4,746 $ 4,984 $ 5,233$ 7/6/2026 4586 Administrative Clerk II ATC PG-ATC 6 28.9468$ 30.3940$ 31.9139$ 33.5097$ 35.1852$ 36.9444$ 5,017 $ 5,268 $ 5,532 $ 5,808 $ 6,099 $ 6,404$ 7/6/2026 4584 Administrative Clerk III ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 4570 Administrative Secretary ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3374 Building Inspector ATC 3374 11 47.1791$ 49.5380$ 52.0150$ 54.6158$ 57.3468$ 60.2142$ 8,178 $ 8,587 $ 9,016 $ 9,467 $ 9,940 $ 10,437$ 7/6/2026 3795 Buyer ATC 3795 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 3376 Code Enforcement Officer ATC PG-ATC 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 7126 Community Service Officer ATC 7126 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3354 Construction Inspector ATC 3354 10 43.6853$ 45.8697$ 48.1632$ 50.5714$ 53.1003$ 55.7549$ 7,572 $ 7,951 $ 8,348 $ 8,766 $ 9,204 $ 9,664$ 7/6/2026 4337 Duplicate/Offset Printing Oper. ATC PG-ATC 5 26.9537$ 28.3015$ 29.7165$ 31.2025$ 32.7626$ 34.4010$ 4,672 $ 4,906 $ 5,151 $ 5,408 $ 5,679 $ 5,963$ 7/6/2026 7130 Forensic Specialist I ATC 7130 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 7131 Forensic Specialist II ATC 7131 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 3754 GIS Technician ATC PG-ATC 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 4576 Graphic Designer ATC PG-ATC 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 3750 Information Sys. Technician I ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3752 Information Sys. Technician II ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3341 Permit Center Technician I ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3342 Permit Center Technician II ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3343 Permit Center Technician III ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 3336 Planning Technician ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 4558 Police Records Clerk I ATC 4558 3 24.8025$ 26.0426$ 27.3447$ 28.7120$ 30.1475$ 31.6551$ 4,299 $ 4,514 $ 4,740 $ 4,977 $ 5,226 $ 5,487$ 7/6/2026 4556 Police Records Clerk II ATC 4556 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4554 Police Records Clerk III ATC 4554 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3630 Program Assistant ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3701 Programmer Analyst ATC PG-ATC 12 45.3912$ 47.6605$ 50.0438$ 52.5457$ 55.1732$ 57.9321$ 7,868 $ 8,261 $ 8,674 $ 9,108 $ 9,563 $ 10,042$ 7/6/2026 3640 Rec & Special Events Prg Coord. ATC PG-ATC 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 5128 Rec Cus Svc Coordinator ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 5140 Recreation Program Aide ATC PG-ATC 6 28.9468$ 30.3940$ 31.9139$ 33.5097$ 35.1852$ 36.9444$ 5,017 $ 5,268 $ 5,532 $ 5,808 $ 6,099 $ 6,404$ 7/6/2026 4159 Revenue Generation Team Leader ATC 4159 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 3369 Senior Building Inspector ATC 3369 12 51.8909$ 54.4854$ 57.2097$ 60.0702$ 63.0739$ 66.2272$ 8,994 $ 9,444 $ 9,916 $ 10,412 $ 10,933 $ 11,479$ 7/6/2026 3355 Senior Construction Inspector ATC 3355 11 47.1710$ 49.5295$ 52.0061$ 54.6062$ 57.3368$ 60.2036$ 8,176 $ 8,585 $ 9,014 $ 9,465 $ 9,938 $ 10,435$ 7/6/2026 4336 Sr Offset Duplic. Print. Oper. ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3323 Transportation Program Coord. ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
4150 Treasury Technician ATC 4150 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3757 Video Services Coordinator ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 7128 Youth Violence Prevention Spec ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 1705 City Attorney EXEC CONTR 164.0295$ 164.0295$ 28,432 $ 28,432$ 7/6/2026 1521 City Manager EXEC CONTR 166.7942$ 166.7942$ 28,911 $ 28,911$ 7/7/2025 1760 Director of Recreation Services EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1733 Director of Community Development EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1725 Director of Public Works EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1750 Director Commun Reuse Planning EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1727 Director of Finance EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1745 Director of Human Resources EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1728 Director of Info. Technology EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1712 Assistant City Manager EXEC MGMT EXECUTIVE E-6 113.0235$ 155.3979$ 19,591 $ 26,936$ 7/6/2026 1720 Chief of Police CHIEF EXECUTIVECP E-6 113.0235$ $ 163.1679* 19,591 $ 28,282$ 7/6/2026 3758 Admin Services Coordinator CONF PG-C 10 50.1006$ 52.6053$ 55.2359$ 57.9976$ 60.8975$ 63.9427$ 8,684 $ 9,118 $ 9,574 $ 10,053 $ 10,556 $ 11,083$ 7/6/2026 4571 Confidential Secretary CONF PG-C 7 40.8165$ 42.8573$ 45.0001$ 47.2503$ 49.6128$ 52.0936$ 7,075 $ 7,429 $ 7,800 $ 8,190 $ 8,600 $ 9,030$ 7/6/2026 4568 Exec Secretary CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4569 Exec Secretary - Confidential CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4564 Exec.Assistant - Council/Mgr. CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4566 Executive Legal Secretary CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4580 Human Resources Specialist CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4587 Human Resources Technician I CONF PG-C 3 32.5613$ 34.1893$ 35.8990$ 37.6938$ 39.5786$ 41.5578$ 5,644 $ 5,926 $ 6,222 $ 6,534 $ 6,860 $ 7,203$ 7/6/2026 4585 Human Resources Technician II CONF PG-C 5 36.5055$ 38.3309$ 40.2473$ 42.2598$ 44.3728$ 46.5916$ 6,328 $ 6,644 $ 6,976 $ 7,325 $ 7,691 $ 8,076$ 7/6/2026 4567 Legal Secretary CONF PG-C 7 40.8165$ 42.8573$ 45.0001$ 47.2503$ 49.6128$ 52.0936$ 7,075 $ 7,429 $ 7,800 $ 8,190 $ 8,600 $ 9,030$ 7/6/2026 4565 Paralegal CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4158 Payroll Specialist CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4160 Payroll Technician I CONF PG-C 3 32.5613$ 34.1893$ 35.8990$ 37.6938$ 39.5786$ 41.5578$ 5,644 $ 5,926 $ 6,222 $ 6,534 $ 6,860 $ 7,203$ 7/6/2026 4161 Payroll Technician II CONF PG-C 5 36.5055$ 38.3309$ 40.2473$ 42.2598$ 44.3728$ 46.5916$ 6,328 $ 6,644 $ 6,976 $ 7,325 $ 7,691 $ 8,076$ 7/6/2026 9531 Camp Director CONTRACT CONTRACT 54.6729$ 54.6729$ 9,477 $ 9,477$ 12/22/2025 9555 Recycling Theft Prevent Spec CONTRACT CONTRACT 30.4069$ 30.4069$ 5,721 $ 5,271$ 5/11/2026 9557 Vehicle Abatement Officer CONTRACT CONTRACT 28.9590$ 28.9590$ 5,020 $ 5,020$ 4/14/2025 9542 Violence -Victim Advocate CONTRACT CONTRACT 35.2496$ 35.2496$ 6,110 $ 6,110$ 7/1/2019 *Required Master's Degree to obtain the top pay range; otherwise, the top pay range is 5% lower than maximum rate.
Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
1341 City Treasurer COUNCIL ELECTED 600$ 600$ 12/9/2008 1127 Council Member COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 1121 Mayor COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 1124 Vice Mayor COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 4760 Automotive Parts & Svs Tech. F AND O 4760 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6812 Custodian F AND O 6812 4 26.4961$ 27.8213$ 29.2121$ 30.6728$ 32.2063$ 33.8167$ 4,593 $ 4,822 $ 5,063 $ 5,317 $ 5,582 $ 5,862$ 7/6/2026 6163 Environmental Maint. Tech. F AND O 6163 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 6412 Equipment Mechanic F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6542 Facilities Maintenance Tech F AND O PG-F&O 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 6722 General Laborer F AND O 6722 2 23.2689$ 24.4323$ 25.6541$ 26.9368$ 28.2838$ 29.6976$ 4,033 $ 4,235 $ 4,447 $ 4,669 $ 4,903 $ 5,148$ 7/6/2026 6314 Heavy Equipment Operator I F AND O PG-F&O 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 6312 Heavy Equipment Operator II F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6616 Landscape Gardener F AND O 6616 9 36.6588$ 38.4916$ 40.4163$ 42.4372$ 44.5592$ 46.7869$ 6,354 $ 6,672 $ 7,005 $ 7,356 $ 7,724 $ 8,110$ 7/6/2026 6193 Lead Custodian F AND O 6193 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4351 Lead Dispatcher F AND O 4351 11 51.6108$ 54.1918$ 56.9008$ 59.7460$ 62.7336$ 65.8702$ 8,946 $ 9,393 $ 9,863 $ 10,356 $ 10,874 $ 11,418$ 7/6/2026 6562 Lead Maint. Collection System Worker F AND O 6562 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6512 Maintenance Carpenter F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6552 Maintenance Collection System Wkr F AND O 6552 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6532 Maintenance Electrician F AND O 6532 10 44.2864$ 46.5009$ 48.8262$ 51.2675$ 53.8310$ 56.5222$ 7,676 $ 8,060 $ 8,463 $ 8,886 $ 9,331 $ 9,797$ 7/6/2026 6614 Maintenance Gardener F AND O 6614 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 6522 Maintenance Painter F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6434 Maintenance Sprinkler Fitter F AND O 6434 10 40.7348$ 42.8242$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,423 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6115 Maintenance Team Leader F AND O 6115 10 40.7348$ 42.8242$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,423 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6426 Maintenance Utility Mechanic F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6714 Maintenance Worker I F AND O 6714 5 28.2620$ 29.6754$ 31.1590$ 32.7172$ 34.3530$ 36.0708$ 4,899 $ 5,144 $ 5,401 $ 5,671 $ 5,955 $ 6,252$ 7/6/2026 6712 Maintenance Worker II F AND O 6712 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6168 Parks Lead Worker F AND O 6168 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4352 Police Dispatcher I F AND O 4352 7 38.6400$ 40.5722$ 42.6009$ 44.7308$ 46.9674$ 49.3158$ 6,698 $ 7,033 $ 7,384 $ 7,753 $ 8,141 $ 8,548$ 7/6/2026 4353 Police Dispatcher II F AND O 4353 9 46.9082$ 49.2538$ 51.7167$ 54.3023$ 57.0177$ 59.8688$ 8,131 $ 8,537 $ 8,964 $ 9,412 $ 9,883 $ 10,377$ 7/6/2026 6114 Public Works Lead Worker F AND O 6114 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6113 PW Lead Worker-Infra Maint. F AND O 6113 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6709 Recreation Utility Worker F AND O 6709 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6130 Senior Equipment Mechanic F AND O PG-F&O 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 6120 Senior Maintenance Team Ld. F AND O 6120 11 44.0568$ 46.2596$ 48.5725$ 51.0013$ 53.5513$ 56.2291$ 7,637 $ 8,018 $ 8,419 $ 8,840 $ 9,282 $ 9,746$ 7/6/2026 6510 Senior Traffic Signal Tech F AND O 6510 11 47.8944$ 50.2893$ 52.8037$ 55.4442$ 58.2164$ 61.1273$ 8,302 $ 8,717 $ 9,153 $ 9,610 $ 10,091 $ 10,595$ 7/6/2026 6324 Sweeper Operator F AND O PG-F&O 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 6511 Traffic Signal Technician F AND O 6511 10 44.2864$ 46.5009$ 48.8262$ 51.2675$ 53.8310$ 56.5222$ 7,676 $ 8,060 $ 8,463 $ 8,886 $ 9,331 $ 9,797$ 7/6/2026 6509 Traffic Signal Trainee F AND O PG-F&O 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 6166 Tree Lead Worker F AND O 6166 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
6615 Tree Trimmer F AND O 6615 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 0910 Ltd Ser-Admin Support Limited Ser 0910 16.9000$ 28.0500$ 1/1/2026 0920 Ltd Ser-Camp Specialist Limited Ser 0920 16.9000$ 151.5500$ 1/1/2026 0930 Ltd Ser-Craft Worker Limited Ser 0930 16.9000$ 44.8400$ 1/1/2026 0940 Ltd Ser-Maint. Laborer Limited Ser 0940 16.9000$ 28.0500$ 1/1/2026 0950 Ltd Ser-Professional Limited Ser 0950 16.9000$ 161.8700$ 1/1/2026 0960 Ltd Ser-Public Safety Asst Limited Ser 0960 16.9000$ 44.8400$ 1/1/2026 0970 Ltd Ser-Recreation Specialist Limited Ser 0970 16.9000$ 38.6700$ 1/1/2026 0971 Ltd Ser-Seasonal Limited Ser 0971 16.9000$ 38.6700$ 1/1/2026 0980 Ltd Ser-Technician Limited Ser 0980 16.9000$ 38.6700$ 1/1/2026 2307 Administrative Analyst MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2315 Administrative Svcs Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 1707 Assistant City Attorney MGMT MANAGER M10 85.5309$ 117.5983$ 14,825 $ 20,384$ 7/6/2026 2140 Assistant City Engineer MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2342 Budget Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2324 Budget & Treasury Officer MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2130 Chief Building Official MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 1321 City Clerk MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2120 City Engineer MGMT MANAGERCE M-9 82.7802$ 113.8166$ 14,349 $ 19,728$ 7/6/2026 2340 Communications Center Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2334 Community Relations Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2133 Community Reuse Area Planner MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2322 Controller MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2345 Crime Scene Investigations Mgr MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2309 Deputy City Attorney MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 3759 Deputy City Clerk MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 1714 Deputy City Manager MGMT MANAGER M11 93.0235$ 127.8674$ 16,124 $ 22,164$ 7/6/2026 1715 Deputy Dir. of Public Works MGMT MANAGERPW M-9 83.5763$ 114.9108$ 14,487 $ 19,918$ 7/6/2026 2134 Economic Dev. Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2353 Employee Services Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2725 Facilities Maint Prog. Mgr. MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2721 Facilities Maint. Supervisor MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2710 Facilities Maintenance Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2326 Financial Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2362 Fleet Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2760 Horticultural Advisor MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2377 Housing & Community Services Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2312 Housing Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2357 Human Resources Analyst I MGMT MANAGER M-2 44.2264$ 60.8076$ 7,666 $ 10,540$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
2356 Human Resources Analyst II MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2331 Information Technology Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2715 Infrastructure Maint. Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2727 Maintenance Superintendent MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2126 Manager of Busi Sys & Pr Mgmt MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2190 Neighborhood Services Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2128 Network & Operations Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2325 Network Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2519 Parks & Facilities Maint. Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2518 Parks Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2723 Parks Program Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2123 Planning Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2332 Police Records Manager MGMT MANAGER M-3 48.0649$ 66.0864$ 8,331 $ 11,455$ 7/6/2026 2132 Principal Planner MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2520 Program Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2360 Purchasing Agent MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2521 Recreation Services Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2136 Redevelopment/Housing Mgr MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2385 Risk Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2311/16 Senior Administrative Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 1706 Senior Assistant City Attorney MGMT MANAGER M11 93.0235$ 127.8674$ 16,124 $ 22,164$ 7/6/2026 2150 Senior Civil Engineer MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2338 Senior Financial Analyst MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2352 Senior Human Resources Analyst MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2523 Senior Recreation Program Mgr MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2327 Systems & Programming Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2329 Systems Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2118 Transportation Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2156 Transportation Program Mgr. I MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2151 Transportation Program Mgr. II MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 7115 Police Officer POA 7115 1 60.1094$ 63.1149$ 66.2706$ 69.5841$ 73.0633$ 10,419 $ 10,940 $ 11,487 $ 12,061 $ 12,664 $ 7/6/2026 7114 Police Sergeant POA 7114 1 77.1134$ 80.9691$ 85.0176$ 89.2685$ 93.7319$ 13,366 $ 14,035 $ 14,736 $ 15,473 $ 16,247 $ 7/6/2026 2921 Police Captain POA MGMT PM-10 1 132.7460$ 139.3833$ 23,009 $ 24,160 $ 7/6/2026 2923 Police Lieutenant POA MGMT PM-8 1 109.4587$ 114.9316$ 120.6782$ 18,973 $ 19,921 $ 20,918 $ 7/6/2026 3536 Accountant I PROF 3536 10 45.1280$ 47.3844$ 49.7538$ 52.2416$ 54.8534$ 57.5960$ 7,822 $ 8,213 $ 8,624 $ 9,055 $ 9,508 $ 9,983$ 7/6/2026 3530 Accountant II PROF 3530 12 52.7246$ 55.3607$ 58.1290$ 61.0350$ 64.0870$ 67.2913$ 9,139 $ 9,596 $ 10,076 $ 10,579 $ 11,108 $ 11,664$ 7/6/2026 3709 Administrative Assistant PROF PG-P 11 42.4367$ 44.5582$ 46.7864$ 49.1255$ 51.5818$ 54.1612$ 7,356 $ 7,723 $ 8,110 $ 8,515 $ 8,941 $ 9,388$ 7/6/2026 3711 Administrative Coordinator PROF PG-P 13 50.9721$ 53.5208$ 56.1964$ 59.0067$ 61.9572$ 65.0550$ 8,835 $ 9,277 $ 9,741 $ 10,228 $ 10,739 $ 11,276$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
3114 Assistant Engineer PROF 3114 12 57.2677$ 60.1314$ 63.1376$ 66.2948$ 69.6094$ 73.0897$ 9,926 $ 10,423 $ 10,944 $ 11,491 $ 12,066 $ 12,669$ 7/6/2026 3134 Assistant Planner PROF 3134 11 45.3756$ 47.6444$ 50.0266$ 52.5280$ 55.1544$ 57.9119$ 7,865 $ 8,258 $ 8,671 $ 9,105 $ 9,560 $ 10,038$ 7/6/2026 3113 Associate Civil Engineer PROF 3113 14 68.0209$ 71.4220$ 74.9935$ 78.7427$ 82.6802$ 86.8142$ 11,790 $ 12,380 $ 12,999 $ 13,649 $ 14,331 $ 15,048$ 7/6/2026 3132 Associate Planner PROF 3132 12 50.4766$ 53.0006$ 55.6505$ 58.4331$ 61.3550$ 64.4227$ 8,749 $ 9,187 $ 9,646 $ 10,128 $ 10,635 $ 11,167$ 7/6/2026 3375 Building Inspection Supervisor PROF 3375 13 58.2994$ 61.2145$ 64.2752$ 67.4887$ 70.8633$ 74.4065$ 10,105 $ 10,611 $ 11,141 $ 11,698 $ 12,283 $ 12,897$ 7/6/2026 3377 Construction Inspection Sprvsr PROF 3377 12 53.9721$ 56.6707$ 59.5041$ 62.4794$ 65.6034$ 68.8836$ 9,355 $ 9,823 $ 10,314 $ 10,830 $ 11,371 $ 11,940$ 7/6/2026 7121 Crimes & Intelligence Analyst PROF PG-P 14 53.5192$ 56.1953$ 59.0047$ 61.9552$ 65.0530$ 68.3058$ 9,277 $ 9,741 $ 10,227 $ 10,739 $ 11,276 $ 11,840$ 7/6/2026 3135 Economic Development Spec PROF PG-P 14 53.5192$ 56.1953$ 59.0047$ 61.9552$ 65.0530$ 68.3058$ 9,277 $ 9,741 $ 10,227 $ 10,739 $ 11,276 $ 11,840$ 7/6/2026 3710 GIS Program Analyst PROF PG-P 12 45.8463$ 48.1385$ 50.5454$ 53.0731$ 55.7266$ 58.5130$ 7,947 $ 8,344 $ 8,761 $ 9,199 $ 9,659 $ 10,142$ 7/6/2026 3798 Housing Program Analyst PROF PG-P 13 50.9721$ 53.5208$ 56.1964$ 59.0067$ 61.9572$ 65.0550$ 8,835 $ 9,277 $ 9,741 $ 10,228 $ 10,739 $ 11,276$ 7/6/2026 3799 Housing Rehab. Coordinator PROF PG-P 13 50.9721$ 53.5208$ 56.1964$ 59.0067$ 61.9572$ 65.0550$ 8,835 $ 9,277 $ 9,741 $ 10,228 $ 10,739 $ 11,276$ 7/6/2026 3797 Housing Rehab. Specialist PROF 3797 10 40.4190$ 42.4400$ 44.5619$ 46.7904$ 49.1296$ 51.5863$ 7,006 $ 7,356 $ 7,724 $ 8,110 $ 8,516 $ 8,942$ 7/6/2026 3116 Junior Engineer PROF 3116 10 48.9083$ 51.3539$ 53.9214$ 56.6176$ 59.4485$ 62.4211$ 8,477 $ 8,901 $ 9,346 $ 9,814 $ 10,304 $ 10,820$ 7/6/2026 3702 Microcomputer Coordinator PROF PG-P 11 42.4367$ 44.5582$ 46.7864$ 49.1255$ 51.5818$ 54.1612$ 7,356 $ 7,723 $ 8,110 $ 8,515 $ 8,941 $ 9,388$ 7/6/2026 3791 Neighborhood Services Supv PROF 3791 13 58.2994$ 61.2145$ 64.2752$ 67.4887$ 70.8633$ 74.4065$ 10,105 $ 10,611 $ 11,141 $ 11,698 $ 12,283 $ 12,897$ 7/6/2026 3707 Network Engineer PROF PG-P 12 45.8463$ 48.1385$ 50.5454$ 53.0731$ 55.7266$ 58.5130$ 7,947 $ 8,344 $ 8,761 $ 9,199 $ 9,659 $ 10,142$ 7/6/2026 3140 Plan Check Engineer PROF 3140 14 65.6424$ 68.9248$ 72.3707$ 75.9894$ 79.7890$ 83.7784$ 11,378 $ 11,947 $ 12,544 $ 13,171 $ 13,830 $ 14,522$ 7/6/2026 3378 Public Works Supervisor PROF 3378 12 53.9721$ 56.6707$ 59.5041$ 62.4794$ 65.6034$ 68.8836$ 9,355 $ 9,823 $ 10,314 $ 10,830 $ 11,371 $ 11,940$ 7/6/2026 3704 Senior Network System Eng. PROF PG-P 13 50.9721$ 53.5208$ 56.1964$ 59.0067$ 61.9572$ 65.0550$ 8,835 $ 9,277 $ 9,741 $ 10,228 $ 10,739 $ 11,276$ 7/6/2026 3130 Senior Planner PROF 3130 14 56.4868$ 59.3110$ 62.2765$ 65.3905$ 68.6602$ 72.0933$ 9,791 $ 10,281 $ 10,795 $ 11,334 $ 11,901 $ 12,496$ 7/6/2026 7123 Senior Police Crimes Analyst PROF PG-P 11 42.4367$ 44.5582$ 46.7864$ 49.1255$ 51.5818$ 54.1612$ 7,356 $ 7,723 $ 8,110 $ 8,515 $ 8,941 $ 9,388$ 7/6/2026 3703 Senior Programmer Analyst PROF PG-P 13 50.9721$ 53.5208$ 56.1964$ 59.0067$ 61.9572$ 65.0550$ 8,835 $ 9,277 $ 9,741 $ 10,228 $ 10,739 $ 11,276$ 7/6/2026 3706 Senior Systems Analyst PROF PG-P 14 53.5192$ 56.1953$ 59.0047$ 61.9552$ 65.0530$ 68.3058$ 9,277 $ 9,741 $ 10,227 $ 10,739 $ 11,276 $ 11,840$ 7/6/2026 7122 Sr Crimes & Intelligence Analy PROF PG-P 16 60.1359$ 63.1426$ 66.2996$ 69.6147$ 73.0953$ 76.7501$ 10,424 $ 10,945 $ 11,492 $ 12,067 $ 12,670 $ 13,303$ 7/6/2026 3792 Sr. Housing Rehab Specialist PROF PG-P 12 45.8463$ 48.1385$ 50.5454$ 53.0731$ 55.7266$ 58.5130$ 7,947 $ 8,344 $ 8,761 $ 9,199 $ 9,659 $ 10,142$ 7/6/2026 3570 Supervising Accountant PROF 3570 14 62.2198$ 65.3307$ 68.5974$ 72.0272$ 75.6284$ 79.4100$ 10,785 $ 11,324 $ 11,890 $ 12,485 $ 13,109 $ 13,764$ 7/6/2026 3705 Web Coordinator PROF PG-P 10 39.2393$ 41.2013$ 43.2614$ 45.4244$ 47.6956$ 50.0806$ 6,801 $ 7,142 $ 7,499 $ 7,874 $ 8,267 $ 8,681$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, Professionals, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
4156 Account Clerk I ATC 4156 4 26.4961$ 27.8213$ 29.2121$ 30.6728$ 32.2063$ 33.8167$ 4,593 $ 4,822 $ 5,063 $ 5,317 $ 5,582 $ 5,862$ 7/6/2026 4154 Account Clerk II ATC 4154 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4155 Account Clerk III ATC 4155 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 4151 Accounting Technician I ATC 4151 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 4152 Accounting Technician II ATC 4152 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4153 Accounts Payable Team Leader ATC 4153 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4588 Administrative Clerk I ATC PG-ATC 3 23.6541$ 24.8368$ 26.0787$ 27.3829$ 28.7518$ 30.1896$ 4,100 $ 4,305 $ 4,520 $ 4,746 $ 4,984 $ 5,233$ 7/6/2026 4586 Administrative Clerk II ATC PG-ATC 6 28.9468$ 30.3940$ 31.9139$ 33.5097$ 35.1852$ 36.9444$ 5,017 $ 5,268 $ 5,532 $ 5,808 $ 6,099 $ 6,404$ 7/6/2026 4584 Administrative Clerk III ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 4570 Administrative Secretary ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3374 Building Inspector ATC 3374 11 47.1791$ 49.5380$ 52.0150$ 54.6158$ 57.3468$ 60.2142$ 8,178 $ 8,587 $ 9,016 $ 9,467 $ 9,940 $ 10,437$ 7/6/2026 3795 Buyer ATC 3795 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 3376 Code Enforcement Officer ATC PG-ATC 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 7126 Community Service Officer ATC 7126 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3354 Construction Inspector ATC 3354 10 43.6853$ 45.8697$ 48.1632$ 50.5714$ 53.1003$ 55.7549$ 7,572 $ 7,951 $ 8,348 $ 8,766 $ 9,204 $ 9,664$ 7/6/2026 4337 Duplicate/Offset Printing Oper. ATC PG-ATC 5 26.9537$ 28.3015$ 29.7165$ 31.2025$ 32.7626$ 34.4010$ 4,672 $ 4,906 $ 5,151 $ 5,408 $ 5,679 $ 5,963$ 7/6/2026 7130 Forensic Specialist I ATC 7130 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 7131 Forensic Specialist II ATC 7131 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 3754 GIS Technician ATC PG-ATC 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 4576 Graphic Designer ATC PG-ATC 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 3750 Information Sys. Technician I ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3752 Information Sys. Technician II ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3341 Permit Center Technician I ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3342 Permit Center Technician II ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3343 Permit Center Technician III ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 3336 Planning Technician ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 4558 Police Records Clerk I ATC 4558 3 24.8025$ 26.0426$ 27.3447$ 28.7120$ 30.1475$ 31.6551$ 4,299 $ 4,514 $ 4,740 $ 4,977 $ 5,226 $ 5,487$ 7/6/2026 4556 Police Records Clerk II ATC 4556 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4554 Police Records Clerk III ATC 4554 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3630 Program Assistant ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 3701 Programmer Analyst ATC PG-ATC 12 45.3912$ 47.6605$ 50.0438$ 52.5457$ 55.1732$ 57.9321$ 7,868 $ 8,261 $ 8,674 $ 9,108 $ 9,563 $ 10,042$ 7/6/2026 3640 Rec & Special Events Prg Coord. ATC PG-ATC 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 5128 Rec Cus Svc Coordinator ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 5140 Recreation Program Aide ATC PG-ATC 6 28.9468$ 30.3940$ 31.9139$ 33.5097$ 35.1852$ 36.9444$ 5,017 $ 5,268 $ 5,532 $ 5,808 $ 6,099 $ 6,404$ 7/6/2026 4159 Revenue Generation Team Leader ATC 4159 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 3369 Senior Building Inspector ATC 3369 12 51.8909$ 54.4854$ 57.2097$ 60.0702$ 63.0739$ 66.2272$ 8,994 $ 9,444 $ 9,916 $ 10,412 $ 10,933 $ 11,479$ 7/6/2026 3355 Senior Construction Inspector ATC 3355 11 47.1710$ 49.5295$ 52.0061$ 54.6062$ 57.3368$ 60.2036$ 8,176 $ 8,585 $ 9,014 $ 9,465 $ 9,938 $ 10,435$ 7/6/2026 4336 Sr Offset Duplic. Print. Oper. ATC PG-ATC 7 31.0477$ 32.5997$ 34.2300$ 35.9417$ 37.7386$ 39.6254$ 5,382 $ 5,651 $ 5,933 $ 6,230 $ 6,541 $ 6,868$ 7/6/2026 3323 Transportation Program Coord. ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
Agenda Item 6.d, June 23, 2026
Benched Exhibit A to Attachment 3
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
4150 Treasury Technician ATC 4150 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 3757 Video Services Coordinator ATC PG-ATC 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 7128 Youth Violence Prevention Spec ATC PG-ATC 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 1705 City Attorney EXEC CONTR 164.0295$ 164.0295$ 28,432 $ 28,432$ 7/6/2026 1521 City Manager EXEC CONTR 166.7942$ 166.7942$ 28,911 $ 28,911$ 7/7/2025 1760 Director of Recreation Services EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1733 Director of Community Development EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1725 Director of Public Works EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1750 Director Commun Reuse Planning EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1727 Director of Finance EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1745 Director of Human Resources EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1728 Director of Info. Technology EXEC MGMT EXECUTIVE E-4 95.7442$ 131.6405$ 16,596 $ 22,818$ 7/6/2026 1712 Assistant City Manager EXEC MGMT EXECUTIVE E-6 113.0235$ 155.3979$ 19,591 $ 26,936$ 7/6/2026 1720 Chief of Police CHIEF EXECUTIVECP E-6 113.0235$ $ 163.1679* 19,591 $ 28,282$ 7/6/2026 3758 Admin Services Coordinator CONF PG-C 10 50.1006$ 52.6053$ 55.2359$ 57.9976$ 60.8975$ 63.9427$ 8,684 $ 9,118 $ 9,574 $ 10,053 $ 10,556 $ 11,083$ 7/6/2026 4571 Confidential Secretary CONF PG-C 7 40.8165$ 42.8573$ 45.0001$ 47.2503$ 49.6128$ 52.0936$ 7,075 $ 7,429 $ 7,800 $ 8,190 $ 8,600 $ 9,030$ 7/6/2026 4568 Exec Secretary CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4569 Exec Secretary - Confidential CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4564 Exec.Assistant - Council/Mgr. CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4566 Executive Legal Secretary CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4580 Human Resources Specialist CONF PG-C 8 43.2466$ 45.4090$ 47.6795$ 50.0635$ 52.5669$ 55.1952$ 7,496 $ 7,871 $ 8,264 $ 8,678 $ 9,112 $ 9,567$ 7/6/2026 4587 Human Resources Technician I CONF PG-C 3 32.5613$ 34.1893$ 35.8990$ 37.6938$ 39.5786$ 41.5578$ 5,644 $ 5,926 $ 6,222 $ 6,534 $ 6,860 $ 7,203$ 7/6/2026 4585 Human Resources Technician II CONF PG-C 5 36.5055$ 38.3309$ 40.2473$ 42.2598$ 44.3728$ 46.5916$ 6,328 $ 6,644 $ 6,976 $ 7,325 $ 7,691 $ 8,076$ 7/6/2026 4567 Legal Secretary CONF PG-C 7 40.8165$ 42.8573$ 45.0001$ 47.2503$ 49.6128$ 52.0936$ 7,075 $ 7,429 $ 7,800 $ 8,190 $ 8,600 $ 9,030$ 7/6/2026 4565 Paralegal CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4158 Payroll Specialist CONF PG-C 9 46.0450$ 48.3472$ 50.7646$ 53.3029$ 55.9682$ 58.7667$ 7,981 $ 8,380 $ 8,799 $ 9,239 $ 9,701 $ 10,186$ 7/6/2026 4160 Payroll Technician I CONF PG-C 3 32.5613$ 34.1893$ 35.8990$ 37.6938$ 39.5786$ 41.5578$ 5,644 $ 5,926 $ 6,222 $ 6,534 $ 6,860 $ 7,203$ 7/6/2026 4161 Payroll Technician II CONF PG-C 5 36.5055$ 38.3309$ 40.2473$ 42.2598$ 44.3728$ 46.5916$ 6,328 $ 6,644 $ 6,976 $ 7,325 $ 7,691 $ 8,076$ 7/6/2026 9531 Camp Director CONTRACT CONTRACT 54.6729$ 54.6729$ 9,477 $ 9,477$ 12/22/2025 9555 Recycling Theft Prevent Spec CONTRACT CONTRACT 30.4069$ 30.4069$ 5,721 $ 5,271$ 5/11/2026 9557 Vehicle Abatement Officer CONTRACT CONTRACT 28.9590$ 28.9590$ 5,020 $ 5,020$ 4/14/2025 9542 Violence -Victim Advocate CONTRACT CONTRACT 35.2496$ 35.2496$ 6,110 $ 6,110$ 7/1/2019 *Required Master's Degree to obtain the top pay range; otherwise, the top pay range is 5% lower than maximum rate.
Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
1341 City Treasurer COUNCIL ELECTED 600$ 600$ 12/9/2008 1127 Council Member COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 1121 Mayor COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 1124 Vice Mayor COUNCIL ELECTED 1,900 $ 1,900$ 11/5/2024 4760 Automotive Parts & Svs Tech. F AND O 4760 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6812 Custodian F AND O 6812 4 26.4961$ 27.8213$ 29.2121$ 30.6728$ 32.2063$ 33.8167$ 4,593 $ 4,822 $ 5,063 $ 5,317 $ 5,582 $ 5,862$ 7/6/2026 6163 Environmental Maint. Tech. F AND O 6163 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 6412 Equipment Mechanic F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6542 Facilities Maintenance Tech F AND O PG-F&O 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 6722 General Laborer F AND O 6722 2 23.2689$ 24.4323$ 25.6541$ 26.9368$ 28.2838$ 29.6976$ 4,033 $ 4,235 $ 4,447 $ 4,669 $ 4,903 $ 5,148$ 7/6/2026 6314 Heavy Equipment Operator I F AND O PG-F&O 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 6312 Heavy Equipment Operator II F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6616 Landscape Gardener F AND O 6616 9 36.6588$ 38.4916$ 40.4163$ 42.4372$ 44.5592$ 46.7869$ 6,354 $ 6,672 $ 7,005 $ 7,356 $ 7,724 $ 8,110$ 7/6/2026 6193 Lead Custodian F AND O 6193 6 30.3521$ 31.8694$ 33.4631$ 35.1363$ 36.8931$ 38.7378$ 5,261 $ 5,524 $ 5,800 $ 6,090 $ 6,395 $ 6,715$ 7/6/2026 4351 Lead Dispatcher F AND O 4351 11 51.6108$ 54.1918$ 56.9008$ 59.7460$ 62.7336$ 65.8702$ 8,946 $ 9,393 $ 9,863 $ 10,356 $ 10,874 $ 11,418$ 7/6/2026 6562 Lead Maint. Collection System Worker F AND O 6562 10 40.7348$ 42.7717$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,414 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6512 Maintenance Carpenter F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6552 Maintenance Collection System Wkr F AND O 6552 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6532 Maintenance Electrician F AND O 6532 10 44.2864$ 46.5009$ 48.8262$ 51.2675$ 53.8310$ 56.5222$ 7,676 $ 8,060 $ 8,463 $ 8,886 $ 9,331 $ 9,797$ 7/6/2026 6614 Maintenance Gardener F AND O 6614 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 6522 Maintenance Painter F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6434 Maintenance Sprinkler Fitter F AND O 6434 10 40.7348$ 42.8242$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,423 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6115 Maintenance Team Leader F AND O 6115 10 40.7348$ 42.8242$ 44.9100$ 47.1557$ 49.5136$ 51.9893$ 7,061 $ 7,423 $ 7,784 $ 8,174 $ 8,582 $ 9,011$ 7/6/2026 6426 Maintenance Utility Mechanic F AND O PG-F&O 10 38.8491$ 40.7915$ 42.8310$ 44.9726$ 47.2212$ 49.5824$ 6,734 $ 7,071 $ 7,424 $ 7,795 $ 8,185 $ 8,594$ 7/6/2026 6714 Maintenance Worker I F AND O 6714 5 28.2620$ 29.6754$ 31.1590$ 32.7172$ 34.3530$ 36.0708$ 4,899 $ 5,144 $ 5,401 $ 5,671 $ 5,955 $ 6,252$ 7/6/2026 6712 Maintenance Worker II F AND O 6712 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6168 Parks Lead Worker F AND O 6168 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 4352 Police Dispatcher I F AND O 4352 7 38.6400$ 40.5722$ 42.6009$ 44.7308$ 46.9674$ 49.3158$ 6,698 $ 7,033 $ 7,384 $ 7,753 $ 8,141 $ 8,548$ 7/6/2026 4353 Police Dispatcher II F AND O 4353 9 46.9082$ 49.2538$ 51.7167$ 54.3023$ 57.0177$ 59.8688$ 8,131 $ 8,537 $ 8,964 $ 9,412 $ 9,883 $ 10,377$ 7/6/2026 6114 Public Works Lead Worker F AND O 6114 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6113 PW Lead Worker-Infra Maint. F AND O 6113 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 6709 Recreation Utility Worker F AND O 6709 7 32.5546$ 34.1823$ 35.8917$ 37.6864$ 39.5705$ 41.5491$ 5,643 $ 5,925 $ 6,221 $ 6,532 $ 6,859 $ 7,202$ 7/6/2026 6130 Senior Equipment Mechanic F AND O PG-F&O 11 42.0169$ 44.1179$ 46.3238$ 48.6402$ 51.0721$ 53.6261$ 7,283 $ 7,647 $ 8,029 $ 8,431 $ 8,852 $ 9,295$ 7/6/2026 6120 Senior Maintenance Team Ld. F AND O 6120 11 44.0568$ 46.2596$ 48.5725$ 51.0013$ 53.5513$ 56.2291$ 7,637 $ 8,018 $ 8,419 $ 8,840 $ 9,282 $ 9,746$ 7/6/2026 6510 Senior Traffic Signal Tech F AND O 6510 11 47.8944$ 50.2893$ 52.8037$ 55.4442$ 58.2164$ 61.1273$ 8,302 $ 8,717 $ 9,153 $ 9,610 $ 10,091 $ 10,595$ 7/6/2026 6324 Sweeper Operator F AND O PG-F&O 8 33.3737$ 35.0425$ 36.7945$ 38.6343$ 40.5660$ 42.5946$ 5,785 $ 6,074 $ 6,378 $ 6,697 $ 7,031 $ 7,383$ 7/6/2026 6511 Traffic Signal Technician F AND O 6511 10 44.2864$ 46.5009$ 48.8262$ 51.2675$ 53.8310$ 56.5222$ 7,676 $ 8,060 $ 8,463 $ 8,886 $ 9,331 $ 9,797$ 7/6/2026 6509 Traffic Signal Trainee F AND O PG-F&O 9 35.9605$ 37.7584$ 39.6465$ 41.6287$ 43.7104$ 45.8955$ 6,233 $ 6,545 $ 6,872 $ 7,216 $ 7,576 $ 7,955$ 7/6/2026 6166 Tree Lead Worker F AND O 6166 9 37.7062$ 39.5915$ 41.5711$ 43.6496$ 45.8325$ 48.1236$ 6,536 $ 6,863 $ 7,206 $ 7,566 $ 7,944 $ 8,341$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
6615 Tree Trimmer F AND O 6615 8 34.9941$ 36.7437$ 38.5808$ 40.5099$ 42.5353$ 44.6622$ 6,066 $ 6,369 $ 6,687 $ 7,022 $ 7,373 $ 7,741$ 7/6/2026 0910 Ltd Ser-Admin Support Limited Ser 0910 16.9000$ 28.0500$ 1/1/2026 0920 Ltd Ser-Camp Specialist Limited Ser 0920 16.9000$ 151.5500$ 1/1/2026 0930 Ltd Ser-Craft Worker Limited Ser 0930 16.9000$ 44.8400$ 1/1/2026 0940 Ltd Ser-Maint. Laborer Limited Ser 0940 16.9000$ 28.0500$ 1/1/2026 0950 Ltd Ser-Professional Limited Ser 0950 16.9000$ 161.8700$ 1/1/2026 0960 Ltd Ser-Public Safety Asst Limited Ser 0960 16.9000$ 44.8400$ 1/1/2026 0970 Ltd Ser-Recreation Specialist Limited Ser 0970 16.9000$ 38.6700$ 1/1/2026 0971 Ltd Ser-Seasonal Limited Ser 0971 16.9000$ 38.6700$ 1/1/2026 0980 Ltd Ser-Technician Limited Ser 0980 16.9000$ 38.6700$ 1/1/2026 2307 Administrative Analyst MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2315 Administrative Svcs Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 1707 Assistant City Attorney MGMT MANAGER M10 85.5309$ 117.5983$ 14,825 $ 20,384$ 7/6/2026 2140 Assistant City Engineer MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2342 Budget Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2324 Budget & Treasury Officer MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2130 Chief Building Official MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 1321 City Clerk MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2120 City Engineer MGMT MANAGERCE M-9 82.7802$ 113.8166$ 14,349 $ 19,728$ 7/6/2026 2340 Communications Center Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2334 Community Relations Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2133 Community Reuse Area Planner MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2322 Controller MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2345 Crime Scene Investigations Mgr MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2309 Deputy City Attorney MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 3759 Deputy City Clerk MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 1714 Deputy City Manager MGMT MANAGER M11 93.0235$ 127.8674$ 16,124 $ 22,164$ 7/6/2026 1715 Deputy Dir. of Public Works MGMT MANAGERPW M-9 83.5763$ 114.9108$ 14,487 $ 19,918$ 7/6/2026 2134 Economic Dev. Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2353 Employee Services Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2725 Facilities Maint Prog. Mgr. MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2721 Facilities Maint. Supervisor MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2710 Facilities Maintenance Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2326 Financial Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2362 Fleet Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2760 Horticultural Advisor MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2377 Housing & Community Services Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2312 Housing Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2357 Human Resources Analyst I MGMT MANAGER M-2 44.2264$ 60.8076$ 7,666 $ 10,540$ 7/6/2026 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 6
Hourly
Step 1
Mthly.
Step 2
Mthly.
Step 3
Mthly.
Step 4
Mthly.
Step 5
Mthly.
Step 6
Mthly. Effective
2356 Human Resources Analyst II MGMT MANAGER M-4 52.3194$ 71.9353$ 9,069 $ 12,469$ 7/6/2026 2331 Information Technology Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2715 Infrastructure Maint. Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2727 Maintenance Superintendent MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2126 Manager of Busi Sys & Pr Mgmt MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2190 Neighborhood Services Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2128 Network & Operations Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2325 Network Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2519 Parks & Facilities Maint. Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2518 Parks Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2723 Parks Program Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2123 Planning Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2332 Police Records Manager MGMT MANAGER M-3 48.0649$ 66.0864$ 8,331 $ 11,455$ 7/6/2026 2132 Principal Planner MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2520 Program Manager MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 2360 Purchasing Agent MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2521 Recreation Services Manager MGMT MANAGER M-8 73.1809$ 100.6185$ 12,685 $ 17,441$ 7/6/2026 2136 Redevelopment/Housing Mgr MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2385 Risk Manager MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2311/16 Senior Administrative Analyst MGMT MANAGER M-5 56.9278$ 78.2717$ 9,867 $ 13,567$ 7/6/2026 1706 Senior Assistant City Attorney MGMT MANAGER M11 93.0235$ 127.8674$ 16,124 $ 22,164$ 7/6/2026 2150 Senior Civil Engineer MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 2338 Senior Financial Analyst MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2352 Senior Human Resources Analyst MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2523 Senior Recreation Program Mgr MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2327 Systems & Programming Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2329 Systems Manager MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2118 Transportation Manager MGMT MANAGER M-9 79.5965$ 109.4391$ 13,797 $ 18,969$ 7/6/2026 2156 Transportation Program Mgr. I MGMT MANAGER M-6 61.8798$ 85.0801$ 10,726 $ 14,747$ 7/6/2026 2151 Transportation Program Mgr. II MGMT MANAGER M-7 67.3236$ 92.5651$ 11,669 $ 16,045$ 7/6/2026 7115 Police Officer POA 7115 1 60.1094$ 63.1149$ 66.2706$ 69.5841$ 73.0633$ 10,419 $ 10,940 $ 11,487 $ 12,061 $ 12,664 $ 7/6/2026 7114 Police Sergeant POA 7114 1 77.1134$ 80.9691$ 85.0176$ 89.2685$ 93.7319$ 13,366 $ 14,035 $ 14,736 $ 15,473 $ 16,247 $ 7/6/2026 2921 Police Captain POA MGMT PM-10 1 132.7460$ 139.3833$ 23,009 $ 24,160 $ 7/6/2026 2923 Police Lieutenant POA MGMT PM-8 1 109.4587$ 114.9316$ 120.6782$ 18,973 $ 19,921 $ 20,918 $ 7/6/2026 3536 Accountant I PROF 3536 10 43.8136$ 46.0043$ 48.3047$ 50.7200$ 53.2558$ 55.9185$ 7,594 $ FALSE 8,373 $ 8,791 $ 9,231 $ 9,693$ 7/7/2025 3530 Accountant II PROF 3530 12 51.1890$ 53.7483$ 56.4360$ 59.2573$ 62.2204$ 65.3314$ 8,873 $ 9,316 $ 9,782 $ 10,271 $ 10,785 $ 11,324$ 7/7/2025 3709 Administrative Assistant PROF PG-P 11 41.2007$ 43.2604$ 45.4237$ 47.6947$ 50.0795$ 52.5837$ 7,141 $ 7,498 $ 7,873 $ 8,267 $ 8,680 $ 9,115$ 7/7/2025 3711 Administrative Coordinator PROF PG-P 13 49.4875$ 51.9620$ 54.5597$ 57.2881$ 60.1527$ 63.1602$ 8,578 $ 9,007 $ 9,457 $ 9,930 $ 10,426 $ 10,948$ 7/7/2025 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.
City of Concord Salary Schedule
Job Code Classification Title Unit Schedule Grade Step 1 Hourly
Step 2
Hourly
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3114 Assistant Engineer PROF 3114 12 55.5998$ 58.3800$ 61.2987$ 64.3639$ 67.5820$ 70.9609$ 9,637 $ 10,119 $ 10,625 $ 11,156 $ 11,714 $ 12,300$ 7/7/2025 3134 Assistant Planner PROF 3134 11 44.0540$ 46.2567$ 48.5696$ 50.9981$ 53.5480$ 56.2252$ 7,636 $ 8,018 $ 8,419 $ 8,840 $ 9,282 $ 9,746$ 7/7/2025 3113 Associate Civil Engineer PROF 3113 14 66.0398$ 69.3418$ 72.8093$ 76.4493$ 80.2721$ 84.2857$ 11,447 $ 12,019 $ 12,620 $ 13,251 $ 13,914 $ 14,610$ 7/7/2025 3132 Associate Planner PROF 3132 12 49.0065$ 51.4569$ 54.0297$ 56.7312$ 59.5680$ 62.5464$ 8,494 $ 8,919 $ 9,365 $ 9,833 $ 10,325 $ 10,841$ 7/7/2025 3375 Building Inspection Supervisor PROF 3375 13 56.6014$ 59.4316$ 62.4032$ 65.5231$ 68.7994$ 72.2394$ 9,811 $ 10,301 $ 10,817 $ 11,357 $ 11,925 $ 12,521$ 7/7/2025 3377 Construction Inspection Sprvsr PROF 3377 12 52.4001$ 55.0201$ 57.7710$ 60.6597$ 63.6927$ 66.8773$ 9,083 $ 9,537 $ 10,014 $ 10,514 $ 11,040 $ 11,592$ 7/7/2025 7121 Crimes & Intelligence Analyst PROF PG-P 14 51.9604$ 54.5586$ 57.2862$ 60.1507$ 63.1583$ 66.3164$ 9,006 $ 9,457 $ 9,930 $ 10,426 $ 10,947 $ 11,495$ 7/7/2025 3135 Economic Development Spec PROF PG-P 14 51.9604$ 54.5586$ 57.2862$ 60.1507$ 63.1583$ 66.3164$ 9,006 $ 9,457 $ 9,930 $ 10,426 $ 10,947 $ 11,495$ 7/7/2025 3710 GIS Program Analyst PROF PG-P 12 44.5110$ 46.7365$ 49.0733$ 51.5273$ 54.1035$ 56.8088$ 7,715 $ 8,101 $ 8,506 $ 8,931 $ 9,378 $ 9,847$ 7/7/2025 3798 Housing Program Analyst PROF PG-P 13 49.4875$ 51.9620$ 54.5597$ 57.2881$ 60.1527$ 63.1602$ 8,578 $ 9,007 $ 9,457 $ 9,930 $ 10,426 $ 10,948$ 7/7/2025 3799 Housing Rehab. Coordinator PROF PG-P 13 49.4875$ 51.9620$ 54.5597$ 57.2881$ 60.1527$ 63.1602$ 8,578 $ 9,007 $ 9,457 $ 9,930 $ 10,426 $ 10,948$ 7/7/2025 3797 Housing Rehab. Specialist PROF 3797 10 39.2418$ 41.2039$ 43.2640$ 45.4276$ 47.6987$ 50.0838$ 6,802 $ 7,142 $ 7,499 $ 7,874 $ 8,268 $ 8,681$ 7/7/2025 3116 Junior Engineer PROF 3116 10 47.4838$ 49.8582$ 52.3509$ 54.9686$ 57.7170$ 60.6031$ 8,231 $ 8,642 $ 9,074 $ 9,528 $ 10,004 $ 10,505$ 7/7/2025 3702 Microcomputer Coordinator PROF PG-P 11 41.2007$ 43.2604$ 45.4237$ 47.6947$ 50.0795$ 52.5837$ 7,141 $ 7,498 $ 7,873 $ 8,267 $ 8,680 $ 9,115$ 7/7/2025 3791 Neighborhood Services Supv PROF 3791 13 56.6014$ 59.4316$ 62.4032$ 65.5231$ 68.7994$ 72.2394$ 9,811 $ 10,301 $ 10,817 $ 11,357 $ 11,925 $ 12,521$ 7/7/2025 3707 Network Engineer PROF PG-P 12 44.5110$ 46.7365$ 49.0733$ 51.5273$ 54.1035$ 56.8088$ 7,715 $ 8,101 $ 8,506 $ 8,931 $ 9,378 $ 9,847$ 7/7/2025 3140 Plan Check Engineer PROF 3140 14 63.7305$ 66.9173$ 70.2629$ 73.7762$ 77.4651$ 81.3383$ 11,047 $ 11,599 $ 12,179 $ 12,788 $ 13,427 $ 14,099$ 7/7/2025 3378 Public Works Supervisor PROF 3378 12 52.4001$ 55.0201$ 57.7710$ 60.6597$ 63.6927$ 66.8773$ 9,083 $ 9,537 $ 10,014 $ 10,514 $ 11,040 $ 11,592$ 7/7/2025 3704 Senior Network System Eng. PROF PG-P 13 49.4875$ 51.9620$ 54.5597$ 57.2881$ 60.1527$ 63.1602$ 8,578 $ 9,007 $ 9,457 $ 9,930 $ 10,426 $ 10,948$ 7/7/2025 3130 Senior Planner PROF 3130 14 54.8416$ 57.5835$ 60.4627$ 63.4860$ 66.6604$ 69.9935$ 9,506 $ 9,981 $ 10,480 $ 11,004 $ 11,554 $ 12,132$ 7/7/2025 7123 Senior Police Crimes Analyst PROF PG-P 11 41.2007$ 43.2604$ 45.4237$ 47.6947$ 50.0795$ 52.5837$ 7,141 $ 7,498 $ 7,873 $ 8,267 $ 8,680 $ 9,115$ 7/7/2025 3703 Senior Programmer Analyst PROF PG-P 13 49.4875$ 51.9620$ 54.5597$ 57.2881$ 60.1527$ 63.1602$ 8,578 $ 9,007 $ 9,457 $ 9,930 $ 10,426 $ 10,948$ 7/7/2025 3706 Senior Systems Analyst PROF PG-P 14 51.9604$ 54.5586$ 57.2862$ 60.1507$ 63.1583$ 66.3164$ 9,006 $ 9,457 $ 9,930 $ 10,426 $ 10,947 $ 11,495$ 7/7/2025 7122 Sr Crimes & Intelligence Analy PROF PG-P 16 58.3844$ 61.3035$ 64.3686$ 67.5871$ 70.9664$ 74.5147$ 10,120 $ 10,626 $ 11,157 $ 11,715 $ 12,301 $ 12,916$ 7/7/2025 3792 Sr. Housing Rehab Specialist PROF PG-P 12 44.5110$ 46.7365$ 49.0733$ 51.5273$ 54.1035$ 56.8088$ 7,715 $ 8,101 $ 8,506 $ 8,931 $ 9,378 $ 9,847$ 7/7/2025 3570 Supervising Accountant PROF 3570 14 60.4076$ 63.4279$ 66.5995$ 69.9294$ 73.4257$ 77.0971$ 10,471 $ 10,994 $ 11,544 $ 12,121 $ 12,727 $ 13,363$ 7/7/2025 3705 Web Coordinator PROF PG-P 10 38.0965$ 40.0013$ 42.0014$ 44.1014$ 46.3065$ 48.6220$ 6,603 $ 6,934 $ 7,280 $ 7,644 $ 8,026 $ 8,428$ 7/7/2025 Wage increase: 3% for Confidentials, City Attorney, Exec Mgmt, Management, and Teamsters; 1% for POA. Salary schedule restructured to PMA.