Covina City Council
July 21, 2026

ATTACHMENT A

EXHIBIT A

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024

TABLE OF CONTENTS
SECTION 1. PREAMBLE ................................................................................................................ 1 SECTION 2. CLASSIFICATIONS .................................................................................................. 1

2.1 POSITION CLASSIFICATIONS......................................................................1

2.2 AT-WILL CLASSIFICATIONS .......................................................................1 SECTION 3. COMPENSATION...................................................................................................... 2

3.1 TOTAL COMPENSATION ANALYSIS..........................................................2 A. 2024 EQUITY ANALYSIS ..................................................................... 2 B. COMPENSATION SURVEY.................................................................. 2 C. SURVEY CITIES .................................................................................... 3 D. Y-RATING............................................................................................... 3

3.2 SALARY ADJUSTMENTS ..............................................................................4 A. NEW HIRES AND PROMOTED EMPLOYEES ................................... 4

3.3 SALARY ADVANCEMENT............................................................................4

3.4 LONGEVITY PAY ...........................................................................................5 A. EXECUTIVE PERSONNEL ................................................................... 5 B. CHIEF OF POLICE ................................................................................. 6

3.5 BILINGUAL PAY.............................................................................................6 SECTION 4. HOURS OF WORK.................................................................................................... 7 SECTION 5. ADMINISTRATIVE LEAVE.................................................................................... 7 SECTION 6. HOLIDAYS.................................................................................................................. 8

6.1 FIXED HOLIDAYS ..........................................................................................8 A. FIXED HOLIDAYS FALLING ON A WEEKEND OR DAY OFF....... 8

6.2 FLOATING HOLIDAYS ..................................................................................9

6.3 HOLIDAY FURLOUGH...................................................................................9 SECTION 7. SICK LEAVE .............................................................................................................. 9

7.1 EARNING AND ACCURAL............................................................................9

7.2 PAYOUT OF ACCRUED SICK LEAVE UPON RETIREMENT....................9

7.3 USE OF SICK LEAVE ....................................................................................10 SECTION 8. VACATION ACCRUAL.......................................................................................... 11

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024

8.1 VACATION ACCRUAL.................................................................................11

8.2 MAXIMUM ACCRUAL AND PAYOUT PRIOR TO SEPARATION..........11

8.3 PAYOUT OF ACCRUED VACATION UPON SEPARATION ....................12 SECTION 9. WORKERS’ COMPENSATION............................................................................. 12

9.1 NON-SWORN EMPLOYEES.........................................................................12

9.2 SWORN EMPLOYEES...................................................................................13 SECTION 10. LEAVE OF ABSENCE WITHOUT PAY ............................................................ 13 SECTION 11. JURY DUTY AND COURT APPEARANCES .................................................... 13

11.1 JURY DUTY ...................................................................................................13

11.2 NON-JOB-RELATED COURT APPEARANCES .........................................14

11.3 JOB-RELATED COURT APPEARANCES ...................................................14 SECTION 12. EMPLOYEE BENEFITS ....................................................................................... 14

12.1 MEDICAL CONTRIBUTIONS ......................................................................14 A. FLEXIBLE BENEFIT CONTRIBUTIONS .......................................... 14

12.2 DENTAL & VISION PLANS..........................................................................16

12.3 LIFE INSURANCE .........................................................................................16

12.4 LONG-TERM DISABILITY INSURANCE...................................................16

12.5 PUBLIC OFFICIALS ERRORS AND OMISSIONS INSURANCE ..............16

12.6 UNIFORM ALLOWANCE.............................................................................16

12.7 CELLPHONE ALLOWANCE........................................................................17

12.8 AUTO USAGE ................................................................................................17

12.9 EDUCATION INCENTIVE............................................................................18 A. EXECUTIVE PERSONNEL ................................................................. 18 B. CHIEF OF POLICE ............................................................................... 18

12.10 DEFERRED COMPENSATION (CITY-PAID) ..........................................19 SECTION 13. RETIREMENT........................................................................................................ 20

13.1 RETIREMENT ................................................................................................20 A. MISCELLANEOUS EMPLOYEES ...................................................... 20 B. SAFETY EMPLOYEES (CHIEF OF POLICE).................................... 21 C. RETIREE MEDICAL BENEFITS – EXECUTIVE PERSONNEL...... 22 D. RETIREE MEDICAL BENEFITS – CHIEF OF POLICE.................... 23 SECTION 14. SEVERANCE .......................................................................................................... 23

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SECTION 15. DISCIPLINE – CHIEF OF POLICE.................................................................... 24

15.1 PROCEDURE UPON POST SUSPENSION OR REVOCATION OF PEACE OFFICER CERTIFICATION..........................................................................24

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
1 SECTION 1. PREAMBLE
This document establishes the salary and benefits, authorized by the City Council of the City of Covina. This action supersedes any prior rules or action taken with respect to the classifications listed below. These rules will remain in effect until such time as they are amended by the City Council.

SECTION 2. CLASSIFICATIONS

2.1 POSITION CLASSIFICATIONS
Assistant City Manager
Assistant to the City Manager
Chief Deputy City Clerk
Chief of Police
Deputy City Manager
Director of Administrative Services
Director of Community Development
Director of Finance
Director of Human Resources
Director of Parks & Recreation and Library Services
Director of Public Works
Unless otherwise specified, if an employee changes status (e.g. changes from fulltime to part-time employment), or separates from this employee group, the employee will be subject to his/her new bargaining group’s MOU, employee Compensation Rules, or employment contract.

2.2 AT-WILL CLASSIFICATIONS
All executive management personnel covered by these Rules and hired or promoted after January 1, 2002, will be part of the non-competitive service of the City and will be exempt from the provisions of the Personnel System in the Covina Municipal Code and the City of Covina Personnel Rules and Regulations.

As “at-will” employees, these individuals are excluded from probationary periods and the ability to obtain regular status. Employees in these classifications are excluded from the agency’s civil service rules. These employees serve “at-will,” i.e., at the pleasure of the City Manager, who is the appointing authority for

EXECUTIVE COMPENSATION RULES
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2 executive management personnel covered by these Rules. The employment relationship between the City of Covina and its at-will employees is at the mutual consent of both parties. Either the employee or the City of Covina can terminate the employment relationship at-will, at any time, with or without cause or advance notice. The City need not state reasons for release of such employees, and such employees have no right or expectation to receive any pre-release or post-release proceeding, hearing or appeal.

Employees hired or promoted after January 1, 2002, in the classifications covered under the Executive Compensation Rules have no right to return to employment in a former position or right to employment in any other position within the agency.

The City Manager, working with any designee he/she deems appropriate, will ensure that there are job descriptions for each of the classifications covered by these Rules and may make modifications to the job descriptions as he/she deems appropriate for the organization. The City Manager may also, at his or her discretion, designate an Executive Classification to also serve as a Deputy City Manager, in addition to the duties and responsibilities included in the Executive’s regular classification. Such designation will not receive any additional pay for service in this role.

SECTION 3. COMPENSATION

3.1 TOTAL COMPENSATION ANALYSIS
A. 2024 EQUITY ANALYSIS
Based on the results of the total compensation analysis (salary and benefits) conducted by the City, none of the classifications covered by these Rules were identified as being below the sixtieth (60th) percentile of market. At this time, no equity adjustment shall be made.

B. COMPENSATION SURVEY
The City will conduct a compensation survey of salary and medical benefit costs, and will make corresponding salary range adjustments to maintain competitive market-based compensation levels at the sixtieth percentile (60%), pursuant to the following provisions:
● The City will coordinate a salary survey for each classification represented by this Agreement according to a timeline which will allow

EXECUTIVE COMPENSATION RULES
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3 for the implementation of salary range adjustments on the first day of the pay period that includes July 1, 2026.
● In order to facilitate the timeliness associated with salary range adjustments, the salary survey process will be initiated by January 1, 2026.
● The benefits to be studied shall be the same as those compared in the 2024 compensation study.
● Should the results of the compensation survey reflect that the current top step of the salary range is at least at the 60th percentile of market, then no adjustment shall be made for that particular job classification. ● Reopener: The City agrees to meet and confer with PAC during the term of this MOU to discuss increasing the City’s total compensation from the sixtieth (60th) percentile to sixty-fifth (65th) percentile of the market. Such effort will be dependent on the City’s ability to afford such increase. There shall be no changes without an agreement.

C. SURVEY CITIES
Arcadia La Verne
Azusa Monrovia
Baldwin Park Pomona
Claremont West Covina
Glendora
Should any of the comparable cities be out of contract without a side letter or tentative agreement to update salaries at the start of the City’s compensation survey, then those cities shall be excluded from the survey.

D. Y-RATING
The City may, at its discretion and based on the results of a related compensation analysis, Y-Rate employees in the affected job classification.

The bargaining unit and affected employee(s) shall be notified.

Y-Rate: When a reclassification results in a lower maximum rate of pay for the incumbent, the incumbent shall be "Y-Rated" at the salary level he/she has earned up to that time. This protects the employee from an actual decrease in salary, although he/she may not receive an increase until such time as the maximum salary rate for the new class exceeds his/hers previously attained

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4 rate. The job classification shall be subject to applicable cost of living adjustments (COLAs).

3.2 SALARY ADJUSTMENTS
• Effective the first day of the pay period that includes July 1, 2024 (paid retroactively), the base salaries and related salary ranges for classifications covered by these Rules will increase by three percent (3%) as reflected in Attachment A (Executive Salary Schedule).
• Effective the first day of the pay period that includes July 1, 2025, the base salaries and related salary ranges for classifications covered by these Rules will increase by three percent (3%) as reflected in Attachment B Attachment B (Executive Salary Schedule).
• Effective the first day of the pay period that includes July 1, 2026, the base salaries and related salary ranges for classifications covered by these Rules will increase by three percent (3%) as reflected in Attachment C (Executive Salary Schedule).
• Effective the first day of the pay period that includes July 1, 2027, the base salaries and related salary ranges for classifications covered by these Rules will increase by three percent (3%) as reflected in Attachment D (Executive Salary Schedule).

If at any time during the term of these Rules, other City employees receive a higher increase, Executive members shall automatically be adjusted to match the higher amount.

A. NEW HIRES AND PROMOTED EMPLOYEES
Effective May 28, 2019, the initial salary for new hires and promoted employees shall be between the “Minimum” and “Maximum” salary range for the applicable position. The City Manager shall have sole discretion to appoint a new hire to a salary commensurate with the prospective employee’s education, experience and qualifications as they relate to the classification.

3.3 SALARY ADVANCEMENT
• Salary advancement for employees in classifications covered by these Rules shall be based upon the employee’s overall performance rating as demonstrated in his/her Annual Performance Review. A completed annual performance

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Effective: July 1, 2024
5 review and a Personnel Action Form (PAF) shall be submitted to Human Resources for implementation of the employee’s salary advancement. • Employees in classifications covered by these Rules shall be eligible for salary advancement every twelve (12) months.
• The City Manager may authorize accelerated movement in excess of five (5%) through the salary range for exceptional performance or to address compaction issues related to other classifications within the Executive’s own department. • If an employee receives a “Needs Improvement” or “Unsatisfactory” rating on an evaluation he/she may receive a salary reduction at the City Manager’s discretion and is not eligible for salary advancement until successful completion of at least six (6) months of paid service and a performance evaluation with a rating of at least “Meets Expectations”.

3.4 LONGEVITY PAY
A. EXECUTIVE PERSONNEL
Effective July 1, 2024, employees are eligible for longevity pay per the schedule below effective the next available paycheck following the employee’s hire date anniversary into a fulltime regular position and shall be for continuous employment.

Years of
Continuous
Service
Amount
10 years of service $1,500
15 years of service $2,000
20 years of service $2,500
25 years of service $3,000
30 years of service $3,500
35 years of service $4,000
40 years of service $4,500
The parties agree that this is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Tile 2 CCR, Section 571 (a)(1).

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
6 B. CHIEF OF POLICE
Effective the first day of the pay period that includes July 1, 2026, the Chief of Police is eligible for the following longevity pay percentages of base rate of pay, based on their continuous fulltime service benchmarks.

Years of Continuous
Fulltime Service Total % of Base
Rate of Pay
15 years of service 4%
20 years of service 5%
25 years of service 6%
Longevity pay is paid to the employee biweekly effective the employee’s fulltime anniversary date following receipt of the Personnel Action Form (PAF) by Human Resources.

The department must submit a PAF for each applicable increase for processing. Employees are eligible for longevity pay per the schedule above effective the next available paycheck following the employee’s hire date anniversary into a fulltime continuous and regular position.

The parties agree that this is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Tile 2 CCR, Section 571 (a)(1).

3.5 BILINGUAL PAY
● Effective July 1, 2024, employees are eligible to receive one hundred seventyfive dollars ($175.00) a month (paid biweekly) for possessing the ability to speak and understand a second language.
● Effective the first day of the pay period that includes July 1, 2025, employees shall receive two hundred dollars ($200.00) a month (paid biweekly) for possessing the ability to speak and understand a second language. ● Effective the first day of the pay period that includes July 1, 2026, employees shall receive two hundred twenty-five dollars ($225.00) a month (paid biweekly) for possessing the ability to speak and understand a second language.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
7 ● Effective the first day of the pay period that includes July 1, 2027, employees shall receive two hundred and fifty dollars ($250.00) a month (paid biweekly) for possessing the ability to speak and understand a second language.

To apply for bilingual pay, the employee must complete and submit the Request for Bilingual Pay form to Human Resources. The effective date for bilingual pay is the date Human Resources receives the passing results.

The parties agree that this is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4).

SECTION 4. HOURS OF WORK
Executive employees typically work a minimum of forty (40) hours per week. The City Manager approves work schedules and leaves of absence. Work schedules are typically the same as those employees under the Executives’ supervision. As exempt employees, individuals often attend evening meetings and/or weekend events as part of their role as executives in the organization.

SECTION 5. ADMINISTRATIVE LEAVE
In recognition that Executive employees are not entitled to receive overtime compensation despite devoting hours beyond the normal workweek, employees may be allowed to take administrative leave upon approval of the City Manager.

Effective the first pay period in January 2020, the earning of administrative leave will be at the rate of 3.07 hours per pay period. The maximum accrual of administrative leave shall not exceed eighty (80) hours per calendar year. Should accrued administrative leave reach eighty (80) hours, no additional administrative leave hours shall accrue until the hours in the administrative leave bank are below eighty (80) hours.

Upon separation from employment with the City, all earned and unused administrative leave hours will be paid to the employee at the employee’s current base hourly rate of pay.

In partial recognition of prolonged, uncommon, or exceptional hours of work beyond the standard work expectations for exempt executive staff, the City Manager may, at his/her discretion, adjust employees’ work hours and allow exempt Executive employees to take time off without using administrative leave.

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8 SECTION 6. HOLIDAYS

6.1 FIXED HOLIDAYS
The following schedule of holidays shall be observed and employees shall receive the following days off with pay:

1. New Year’s Day 7. Labor Day

2. Martin Luther King, Jr. Day 8. Veterans’ Day

3. Presidents’ Day 9. Indigenous Peoples’ Day

4. Memorial Day 10. Thanksgiving Day

5. Juneteenth 11. Friday after Thanksgiving

6. Independence Day 12. Christmas Day
A. FIXED HOLIDAYS FALLING ON A WEEKEND OR DAY OFF

1. When a holiday falls on a scheduled workday, the holiday will be observed on that day. Exempt employees working on the holiday shall be paid their base salary and do not earn a floating holiday (Refer to SECTION 5.

ADMINISTRATIVE LEAVE).

2. When a holiday falls on a Sunday, the holiday will be observed on the following Monday.

3. When a holiday falls on a Friday, when City Hall is regularly closed, or on a Saturday following a Friday closure, the employee’s floating holiday leave bank will be credited with ten (10) hours.

4. If a fixed holiday is observed on an employee’s regularly scheduled day off (other than the Friday off as described above) (e.g., due to his/her alternative work schedule) then the employee will receive ten (10) floating holiday hours credited to his/her floating holiday leave bank.

If at any time, during the term of these Rules, other Bargaining Units receive additional fixed holidays, Executive members shall automatically receive the same fixed holidays.

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9 6.2 FLOATING HOLIDAYS
In addition to fixed holidays, employees shall be provided floating holiday leave time. Floating holiday leave banks are capped at fifty (50) hours.

Effective January 1, 2025, employees shall receive forty (40) floating holiday hours annually with the first pay period that includes January 1st. Floating holiday hours are available to be used effective January 1st. An employee may receive a pro-rated annual allotment if the annual allotment of 40 hours would result in the employee’s bank exceeding fifty (50) hours. Floating holiday leave time may be used in incremental (hourly) amounts.

Use of floating holiday leave hours is subject to approval of the City Manager or his/her designee.

Upon separation of employment, all earned but unused floating holiday hours will be paid to the employee at the base hourly rate of pay.

New employees shall be pro-rated three-and-one-third (3.33) hours per month, effective the first of the month after the employee’s hire date. For example, an employee who starts on February 15 will be provided 33.3 floating holiday hours on March 1.

6.3 HOLIDAY FURLOUGH
The City reserves the right to close non-essential, non-safety facilities between Christmas Eve and New Year’s Day. Employees may use leave time including vacation, floating holiday leave, or administrative leave to cover workdays between December 24 and December 31.

SECTION 7. SICK LEAVE

7.1 EARNING AND ACCURAL
Executive employees shall accrue ten (10) hours of paid sick leave per month (120 hours earned per year) earned on a biweekly basis.

7.2 PAYOUT OF ACCRUED SICK LEAVE UPON RETIREMENT
Employees may be compensated for fifty-five percent (55%) of their accrued sick leave up to the maximums outlined below. Sick leave shall be paid out at the base hourly rate of pay and is subject to the following limitations:

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
10 A. Upon retirement from the City, employees who have been continuously employed by the City since February 29, 1988 may cash out up to 1,600 hours of accrued sick leave. Any unused balance of sick leave accruals shall be reported to CalPERS for service credit.

B. Upon retirement from the City, employees hired or promoted from bargaining units with a maximum sick leave cap on or after March 1, 1988, may cash out up to 1,200 hours of accrued sick leave. Any unused balance of sick leave accruals shall be reported to CalPERS for service credit.

7.3 USE OF SICK LEAVE
A. Sick leave shall be deducted from an employee’s accrued leave balance on an hour-for-hour basis. Sick leave may be used for personal illness or injury, and absences for medical, dental, and/or vision care appointments.

B. A minimum of fifty percent (50%) of the employee’s annual accrual (60 hours) of sick leave may be used to attend to an immediate family member (parent, child, spouse, registered domestic partner, sibling, grandparent, or grandchild as defined under California Labor Code Section 233) who is ill/injured or needs care as permitted by that law.
i. Use of additional sick leave in excess of sixty (60) hours annually may be granted by the City Manager and shall not exceed the employee’s annual accrual of sick leave.
ii. Any further use of sick leave shall be coordinated under the provisions of the Family Medical Leave Act (FMLA) and the City’s Leave Policy.

C. Employees may be asked to provide a physician's certification for any sick leave absence that involves the illness of the employee or family member.

D. From available accrued sick leave, an employee may be granted (on each separate occasion) up to five (5) days of bereavement leave with pay in the event of death to a member of the employee’s immediate family. The days of leave need not be taken consecutively, but must be taken within three (3) months of the date of death of the family member.
i. For purposes of bereavement leave an employee’s immediate family shall include: An employee’s spouse, domestic partner, children, grandchildren, sons-in-law, daughters-in-law, parents, grandparents,

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11 parents-in-law, brothers, sisters, brothers-in-law, and sisters-in-law. “Children” shall also include a biological, foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a person standing in loco parentis. “Parent” shall include a biological, foster, or adoptive parent, a stepparent, or a legal guardian.

SECTION 8. VACATION ACCRUAL

8.1 VACATION ACCRUAL
Unless otherwise authorized by the City Manager, employees shall accrue vacation as outlined in the schedule below:

Months of Service Annual Total Max Accrual
0 months to 59 months 120 hours 250 hours
60 months to 119 months 176 hours 368 hours
120 months to 179 months 200 hours 420 hours
180 months and beyond 224 hours 664 hours

8.2 MAXIMUM ACCRUAL AND PAYOUT PRIOR TO SEPARATION
Upon reaching the maximum accrual, employees cease to earn additional vacation until the balance is reduced below the maximum accrual cap. The City Manager may approve accrual of vacation above the maximum, provided the employee submits a plan to reduce the excess vacation leave within a six (6) month period.

On or before December 15 of each calendar year, an employee may make an irrevocable election to cash out accrued vacation leave which will be earned in the following calendar year. The employee can elect to receive the cash out in the pay period which includes May 15 and/or the pay period which includes October 15 for those vacation leave benefits that have been earned during that portion of the year.

An employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the City Manager for a payoff of accrued vacation leave.

This exception could apply to circumstances in which the employee did not originally elect the vacation cash out prior to the December 15 deadline, or

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12 circumstances in which the employee is seeking more than the original cash out election due to severe financial hardship.

8.3 PAYOUT OF ACCRUED VACATION UPON SEPARATION
Upon separation from employment with the City, all earned and unused vacation hours will be paid to the employee at the employee’s current base hourly rate of pay.

SECTION 9. WORKERS’ COMPENSATION
The City shall provide a Workers’ Compensation program in accordance with State Law and these provisions.

The City has the right to require the employee to go to a City-selected physician (unless the employee has pre-designated a physician at least thirty (30) days prior to the date of injury or illness) to verify the reported injury/illness and if it restricts the employee from performing his or her regular job assignment.

9.1 NON-SWORN EMPLOYEES

1. With the exception of the Chief of Police, all employees covered by these Rules, who sustain a work-related injury or illness and file a claim for workers’ compensation benefits, which is then accepted, shall be eligible to receive full base salary continuation for an initial period up to forty-five (45) calendar days or until the employee returns to work, whichever is earlier. In addition, the City will maintain its contribution to the employee’s benefits as provided for herein (retirement, health, dental, life and LTD insurance). This provision shall apply only up through the first 45 calendar days of absence from work for each separate injury or illness, including aggravations thereof.

2. During this initial 45-day period, the absent employee’s vacation, sick, and other leave accruals shall not be deducted for his/her time off work. Vacation and sick leave shall also continue to accrue during this time. In order for the employee to receive the above pay and benefit continuation, he/she must remit all Workers’ Compensation temporary disability checks to the City of Covina.

3. For workers’ compensation leave exceeding 45 days, employees may receive temporary disability payments through the workers’ compensation program.

Once temporary disability payments are exhausted, the employee may be eligible for long term disability benefits.

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13 4. Employees on workers’ compensation leave (either receiving salary continuation or temporary disability benefits) will have the leave designated as FMLA/CFRA leave. Benefits will continue during a maximum of twelve (12) weeks of FMLA/CFRA leave in the same manner as provided during active employment.

5. Employees who become ineligible for City-provided benefits may maintain those benefits at their own cost in accordance with COBRA regulations. The employee is responsible for coordinating COBRA coverage with the Human Resources Department.

9.2 SWORN EMPLOYEES
Base salary and benefit continuance for sworn employees (Chief of Police) shall be in accordance with California Labor Code Section 4850.

SECTION 10. LEAVE OF ABSENCE WITHOUT PAY
Employees covered by these Rules may apply in writing to the City Manager for a leave of absence without pay. If the City Manager determines there is adequate justification to grant such a leave of absence and that the work of the department will not be significantly impacted by a temporary absence of the employee, the leave without pay may be authorized, with the condition that the employee be available by phone if the City Manager needs to contact him/her. The City Manager’s decision on granting a leave of absence without pay is final and not subject to grievance or appeal. The City Manager may also terminate or cancel early any authorized leave by giving the employee notice of ten (10) calendar days. Notice will be given by any means including, but not limited to phone call, text, email, or U.S. mail.

During the period of authorized leave of absence without pay, the employee will not be entitled to any City-paid benefits nor will he/she accrue leave.

SECTION 11. JURY DUTY AND COURT APPEARANCES

11.1 JURY DUTY
Employees shall be granted fifteen (15) work days of jury duty service leave annually. For jury service that exceeds fifteen (15) days, an employee may request approval to use vacation, floating holiday, or administrative leave to cover the additional time for jury service.

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14 11.2 NON-JOB-RELATED COURT APPEARANCES
In the case where an action does not pertain to a job-related matter, leave without pay shall be granted for an appearance before a court, legislative committee, judicial or quasi-judicial body as a witness in response to a subpoena or other order by proper authority compelling his/her attendance under penalty described by law.

The employee may also seek approval of use of his or her earned vacation, administrative leave, or floating holiday leave to cover the required time off.

11.3 JOB-RELATED COURT APPEARANCES
In the case where an action is job-related, upon review and approval of the appropriate authority the time required will not be subject to any need for leave, and the employee will be considered on-duty.

SECTION 12. EMPLOYEE BENEFITS

12.1 MEDICAL CONTRIBUTIONS
The City participates in the CalPERS medical program (per the Public Employees’ Medical and Hospital Care Act – “PEMHCA”). For employees enrolled in a CalPERS medical plan, the City contributes the required statutory minimum (per Government Code Section 22892) toward the medical premium in addition to the Flexible Benefit Contributions described in Section 12.1 A. Amounts are determined by CalPERS and adjusted annually. Every fulltime active employee must be covered by a healthcare (medical) plan verified by the Human Resources Department.

A. FLEXIBLE BENEFIT CONTRIBUTIONS
Pursuant to the Section 125 flexible benefit plan adopted by the City, employees covered under these Rules receive a monthly allowance (in addition to the CalPERS statutory minimum) to pay for eligible qualified benefits as identified in the Plan Document, for example: Premiums for medical, dental, vision, and supplemental life insurance.

Amounts provided to employees shall be prorated for new employees, based on hire date and for employees who are in a Leave Without Pay status for all or part of a pay period (except for those on FMLA leave).

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15 ● Effective the first paycheck date starting on or after July 1, 2024 (paid retroactively), employees receive a monthly allowance of $1,500.
● Effective the first paycheck date starting on or after July 1, 2025, employees receive a monthly allowance of $1,575.
● Effective the first paycheck date starting on or after July 1, 2026, employees receive a monthly allowance of $1,650.
● Effective the first paycheck date starting on or after July 1, 2027, employees receive a monthly allowance of $1,725.

If at any time during the term of these Rules, other City employees receive a higher monthly allowance, Executive members shall automatically be increased to match the higher amount.

As described in Section 12.10, effective July 1, 2026, employees will receive fifty dollars ($50) per month that may be added to their flexible benefit allowance to pay for health premiums or deposited into the City’s participating pre-tax deferred compensation plan for each employee covered by these Rules.

Effective July 1, 2027, employees will receive one hundred dollars ($100) per month that may be added to their flexible benefit allowance to pay for health premiums or deposited into the City’s participating pre-tax deferred compensation plan for each employee covered by these Rules.

Employees may receive unused portions of the flexible benefit allowance as cash. The maximum amount of cash received is limited to the following:
• $750 per month for employees hired before January 1, 2013; • $300 per month for employees hired on or after January 1, 2013; and • $150 per month for employees hired on or after May 28, 2019.

Cash payments are treated as taxable income.

The City will administer this provision so that any benefits which are purchased by each employee will be deducted from his/her monthly allowance on a pre-tax basis. Any remaining funds will be paid out up to the maximums described above.

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, have or will have

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16 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 provide proof (sign an attestation) that the employee and his/her tax family (“tax family” is defined as individuals the employee expects to claim for personal tax exemption deductions) 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 thirty (30) calendar days after the start of the plan year.

Cash-in-lieu payments will not be made if the City knows or has reason to know that the employee or tax family member does not have minimum essential coverage, or if the conditions in the previous paragraph are not satisfied.

12.2 DENTAL & VISION PLANS
Enrollment in the City’s dental and vision plans is voluntary.

12.3 LIFE INSURANCE
The City shall provide a $100,000 Term Life Insurance policy for all Executive Management personnel. The Chief of Police shall receive a Term Life Insurance policy equal to one-and-one-half times (1.5x) his/her annual salary to a maximum of $350,000 provided by the City.

12.4 LONG-TERM DISABILITY INSURANCE
Employees covered by these Rules are provided with a long-term disability plan.

The City pays all premium costs.

12.5 PUBLIC OFFICIALS ERRORS AND OMISSIONS INSURANCE
Employees covered by these Rules shall be covered by a Public Officials Errors and Omissions insurance policy. The City shall pay for the premium for the policy.

12.6 UNIFORM ALLOWANCE
The Chief of Police shall receive a uniform allowance of one-thousand-five hundred dollars ($1,500) per year.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
17 The amount to be received by the Chief of Police is as follows:
a. Effective June 1, 2025 and from year to year thereafter, employees shall receive a one-time lump sum payment of $1,500 with the first paycheck in June of each year.
i. To comply with CalPERS regulations, this special compensation will be reported to CalPERS as a retroactive special
compensation for each fiscal year.

If at any time during the term of these Rules, the Police Management Group (PMG) receive a higher allowance, the Chief of Police shall automatically be increased to match the higher amount.

The parties agree that special compensation shall be reported to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571 (a)(5).

12.7 CELLPHONE ALLOWANCE
Effective July 20, 2021, employees shall have available to them a monthly reimbursement of up to $100 per month for applicable technology costs (voice and date plan) as per the City’s Accessibility and Technology Reimbursement Policy.

Employees must refer to the City’s Accessibility and Technology Reimbursement Policy for full program details.

12.8 AUTO USAGE
It is understood that this authorization is at the discretion of the City Manager.

He/she shall consider the City costs involved, the availability of vehicles, and the potential of the executive employee being called out on emergencies on behalf of the City.

A. The City Manager may authorize an employee to utilize an assigned City vehicle for commuting to and from his/her home and work.

B. An employee in a position not provided a City vehicle who occasionally uses his/her private vehicle to perform official City business will be reimbursed for mileage at the current IRS rate per mile.

C. Employees using their personal vehicles on authorized City business are required to maintain a valid California Driver’s License and adequate automobile insurance at all times.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
18 12.9 EDUCATION INCENTIVE
A. EXECUTIVE PERSONNEL
Effective the first day of the pay period that includes July 1, 2024 (paid retroactively), Executive personnel who have earned a job-related advanced degree from an accredited college or university (approved by the Human Resources Department) may receive an additional three percent (3%) of base salary with the approval of the City Manager.

B. CHIEF OF POLICE
Effective the first day of the pay period that includes July 1, 2024 (paid retroactively), the Chief of Police shall be eligible for education incentive pay as follows:
• An amount of six percent (6%) per month (paid biweekly) for possessing a Baccalaureate (BA/BS) degree in a job-related area • An amount of eight percent (8%) per month (paid biweekly) for possessing a Master’s Degree (MA/MS) in a job-related area If at any time during the term of these Rules, the Police Management Group (PMG) receives a higher education incentive pay, the Chief of Police shall automatically be increased to match the higher amount.

The Chief of Police may receive only one level of pay; the above amounts are not cumulative.

To qualify for the Education Incentive Pay, the degree(s) must be earned by a college or university that is accredited by the Western Association of Schools and Colleges, or a similar regional accrediting association. Degrees obtained via online institutions who are not accredited by any regional accrediting association will not qualify for Education Incentive Pay. A copy of the qualifying degree or official transcripts must be submitted, verifying the qualifying degrees has been earned, or other acceptable verification the qualifying degree has been earned with a memo requesting the special pay to Human Resources for review and approval.

Eligible Degrees:

Eligible job-related degree areas will include the following:

1. Criminal Justice/Safety

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
19 2. Police Science

3. Business Administration and related business majors

4. Public Administration

5. Political Science

6. Management

7. Psychology

8. Sociology

9. Law

10. Any other degree area pre-approved in writing by Human Resources before degree course work is begun.

Education pay shall be treated as compensation subject to applicable taxes and deductions. The parties agree that this is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(2).

12.10 DEFERRED COMPENSATION (CITY-PAID)
The City shall provide access to a deferred compensation program authorized by the City Council for voluntary participation by employees.

Effective July 1, 2026, the City shall contribute fifty dollars ($50) per month into the City’s participating pre-tax deferred compensation plan to each employee covered by these Rules.

Effective July 1, 2027, the City shall contribute one hundred dollars ($100) per month into the City’s participating pre-tax deferred compensation plan to each employee covered by these Rules.

Employees whose health premiums exceed their flexible benefit contribution amount may elect to redirect the full City-paid deferred compensation contribution to be added to their flexible benefit allowance. This election may be made upon City Council adoption and each year during the open enrollment period.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
20 SECTION 13. RETIREMENT

13.1 RETIREMENT
A. MISCELLANEOUS EMPLOYEES

1. Classic Members
Retirement benefits for miscellaneous employees are provided as specified under the City’s contract with the California Public Employees’ Retirement System (CalPERS) and include the following benefits:
a. 2.5% at 55 benefit formula
b. One-half pay continuance (GC Sections 21624, 21626,
21628)
c. 1959 Survivors Benefit, Level VI
d. One (1) year final compensation (single highest year) per GC Section 20042
e. Purchase of military service as credit for retirement purposes, in accordance with GC Section 21024.
f. Credit for unused and unpaid Sick Leave per GC Section 20965.
g. $600 Retired Employee Death Benefit per GC Section
21622.

All “classic” miscellaneous employees contribute eleven percent (11%) (eight percent (8%) member contribution and three percent (3%) costsharing per contract amendment) toward retirement. The deduction will be made on a pre-tax basis.

2. Public Employees’ Pension Reform Act (PEPRA) Members Pursuant to PEPRA:
a. 2% at 62 benefit formula.
b. Final compensation is equal to the new member’s highest average PERS compensation for 36 consecutive months of
employment.

PEPRA members are required to pay a portion of the cost for the 2% at 62 retirement formula. This mandatory member contribution is not a fixed

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
21 amount, rather it is determined in accordance with the formula established by PEPRA. The mandatory contribution will be equal to at least 50% of the total normal cost rate attributable to the 2% at 62 benefit formula, as determined by CalPERS. The mandatory contribution for PEPRA members is subject to adjustment. In addition, new members contribute 3% cost-sharing (per contract amendment) toward retirement.

B. SAFETY EMPLOYEES (CHIEF OF POLICE)

1. Classic Members
Retirement benefits for safety employees are provided as specified under the City’s contract with the PERS and include the following benefits:
a. Tier 1- 3% at 50 benefit formula
b. Tier 2- 3% at 55 benefit formula, effective January 1, 2011
c. One-half pay continuance (GC Sections 21624, 21626,
21628)
d. 1959 Survivors Benefit, Level VI
e. One (1) year final compensation (single highest year) per GC Section 20042
f. Purchase of military service as credit for retirement purposes, for employees hired prior to January 1, 1987 in accordance with GC Section 21024
g. Unused Sick Leave Credit per GC Section 20965
h. $600 Retired Employee Death Benefit per GC Section
21622
All “classic” safety employees contribute nine percent (9%) member contribution. The deduction will be made on a pre-tax basis.

2. Public Employees’ Pension Reform Act (PEPRA) members Pursuant to PEPRA:
a. 2.7% at 57 benefit formula for “new members”.
b. Final compensation is equal to the new member’s highest average PERS compensation for 36 consecutive months
of employment

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
22 New members are required to pay a portion of the cost for the 2.7% at 57 retirement formula. This mandatory member contribution is not a fixed amount, rather it is determined in accordance with the formula established by PEPRA. The mandatory contribution will be equal at least 50% of the total normal cost rate attributable to the 2.7% at 57 benefit formula, as determined by CalPERS. The mandatory contribution for PEPRA members is subject to adjustment.

C. RETIREE MEDICAL BENEFITS – EXECUTIVE PERSONNEL
For all members who are eligible “annuitants” pursuant to Government Code section 22760 and choose to enroll in a CalPERS medical plan as an annuitant, the City will contribute the PEMHCA minimum to CalPERS on the retiree’s behalf.

Effective December 31, 1996, the City shall contribute $472.00 per month per eligible retiree toward an optional benefit plan until the beginning of the month the retiree reaches Medicare eligibility age. Eligible retirees will receive this amount in cash. Upon reaching Medicare eligibility age (65 years old), an eligible retiree shall receive $34.00 per month toward optional benefits.

Employees, who in 1986, while employed with the City, chose to not enroll in Medicare, and who have no other ability to enroll in Medicare optional/supplemental benefits, the City will contribute the actual cost of supplemental benefits up to a maximum of $472.00 per month. Should the employee be eligible to enroll in optional benefits through Medicare, the City’s contribution will be $34.00 per month toward optional benefits. Any monies received in cash will be considered as taxable income.
“Eligible retiree” means any person who meets the retirement eligibility standards of the Public Employee’s Retirement System (PERS) and either was a current full-time employee on December 31, 1996, or is a person who has ten (10) years of uninterrupted service as a fulltime employee with the City of Covina subsequent to December 31, 1996. Additionally, the City Manager may authorize an employee who meets retirement criteria established by PERS to be an eligible retiree; such authorization must be done in writing. An employee retiring due to job-related disabilities shall be entitled to supplemental retiree benefits.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
23 D. RETIREE MEDICAL BENEFITS – CHIEF OF POLICE
The Chief of Police shall receive the Retiree Medical Benefit as described in the section below.

During the term of these Rules, the City shall contribute the required minimum contribution, under PEMCHA, for as long as the City is enrolled in the PERS Health Plan.

Effective July 1, 2014, an eligible retiree shall receive an eight hundred dollar ($800) per month allowance to be used toward an optional benefit plan until the beginning of the month the retiree reaches Medicare age. Eligible retirees will receive this amount in cash. Upon reaching Medicare age (65 years old), an eligible retiree shall receive a monthly amount equal to the Medicare Standard Part B costs, subject to adjustment by the Department of Health and Human Services. These amounts are considered taxable income per IRS rules. “Eligible retiree” means any employee who meets the retirement eligibility standards of the Public Employee's Retirement System (PERS), retires through PERS within one (1) week of leaving City of Covina service, retires during the term of these Rules, and is a person who has ten (10) years of cumulative service immediately prior to retirement as a fulltime employee with the City of Covina. An employee covered by these Rules and retiring due to job-related disabilities shall be entitled to the same retiree benefits.

If at any time during the term of these Rules, the Police Management Group (PMG) receives a higher retiree medical benefit allowance, the Chief of Police shall automatically be increased to match the higher amount.

SECTION 14. SEVERANCE
Executives are at-will employees as described in California Labor Code Section 2922. As such, they can be terminated from employment without cause. If an Executive employee is terminated from employment, he/she shall be entitled to receive three (3) months of severance pay unless it is determined by the City Manager that the Executive employee engaged in misconduct. If that occurs, the employee is not entitled to severance pay.

The determination as to whether an Executive employee engaged in misconduct is exclusively the decision of the City Manager and is not subject to challenge in any way.

The City Manager does not have a burden of proof, but has the right to make that determination within his/her discretion. If severance is denied, the City Manager will inform the Executive employee in writing of the misconduct.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
24 SECTION 15. DISCIPLINE – CHIEF OF POLICE

15.1 PROCEDURE UPON POST SUSPENSION OR REVOCATION OF PEACE

OFFICER CERTIFICATION
All peace officers in the Department must have and maintain valid certification from the Commission on Peace Officer Standards and Training (POST) (or temporary Proof of Eligibility or “POE” where applicable) at all times. Having and maintaining valid certification from POST at all times is an essential minimum requirement for employment as a peace officer in the Department. Suspension or revocation of an officer’s POST certification will lead to an unpaid suspension or termination of employment with the City. Officers without certification shall have no right to be employed by the City in any non-sworn position if their certification is suspended or revoked.

1. Suspension or Revocation of Peace Officer Certification If POST suspends or revokes a peace officer’s certification, the peace officer is subject to termination from employment or suspension from employment without pay.
a. Pre-Deprivation Procedural Due Process
A termination or unpaid suspension from employment based on a suspension or revocation of an officer’s certificate by POST is subject to the officer’s ability to first participate in an informal Skelly meeting with a City representative prior to the
termination or suspension taking effect, pursuant to Section

18.2(1)(a). If the officer elects to participate in a Skelly meeting with the City representative, the Skelly meeting shall be scheduled promptly, but not sooner than 5 days after the officer receives written notice of the charges and recommended action. b. Final Notice of Termination or Unpaid Suspension from Employment
If termination or an unpaid suspension from employment is imposed, the City representative shall issue a notice of termination or suspension. The notice will set forth the officer’s appeal rights advising the officer that if he/she wishes to appeal the action, he/she must do so in writing by serving a notice of appeal on the Human Resources Manager within seven (7)
calendar days.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
25 c. Conditions of Unpaid Suspension from Employment without Pay Pending Suspension of Certificate by POST
If a peace officer’s employment is suspended without pay due to the suspension or revocation of the officer’s POST certificate by POST, the suspension without pay shall continue until either the suspension or revocation of their certification is no longer in effect or until the City terminates the peace officer’s employment. During such suspension without pay, the officer is not permitted to exercise the powers of a peace officer, but the officer shall continue to be required to respond to and abide by Department orders, including but not limited to orders to participate in an investigation. If an officer is required by the Department to perform any work, such as submitting to an investigatory interview, then the officer shall be paid for the work performed.

2. Administrative Appeal Rights
If a peace officer’s certification is suspended or revoked by POST and the Department terminates the officer’s employment or suspends the officer from employment without pay as a result, and the officer has passed their initial probationary period, then the peace officer may request an administrative appeal pursuant to Section 18.2(1)(b). An administrative appeal will be heard by either the City Manager or a hearing officer designated by the City Manager. Any decision by a hearing officer shall be advisory to the City Manager. Any such appeal shall be subject to the following.
a. Appeal Rights if POST Revokes an Officer’s Certificate and the Department Suspends or Terminates the Officer’s Employment If the officer is appealing either termination or an unpaid suspension from employment resulting from POST’s revocation of the officer’s certification, then the limited purpose of the appeal shall be to provide the officer the opportunity to establish a record of the circumstances surrounding the action. In such cases, the Department’s burden is satisfied if the Department establishes that POST revoked the officer’s certification. If as a result of the appeal, the termination from employment is overturned and the officer is reinstated to employment, the officer shall not be entitled to any retroactive compensation for

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
26 any periods during which the officer’s POST certification was revoked.
b. Appeal Rights if POST Suspends an Officer’s Certificate and the Department Terminates or Suspends the Officer’s Employment If the officer is appealing either termination or an unpaid suspension from employment resulting from POST’s suspension of the officer’s certification, then the Department shall have the burden of establishing that POST suspended the officer’s certification and the burden of persuasion that the unpaid suspension or termination was reasonable under the
circumstances. If as a result of the appeal, the unpaid suspension is overturned, the officer shall not be entitled to any retroactive compensation for any periods during which the officer’s POST certification was suspended.
c. Effect of Independent Charges of Administrative Misconduct If the Department files charges of administrative misconduct against the officer, then any appeal from discipline stemming from the charges of misconduct will be conducted pursuant to Section 18.2(1)(b). An appeal from discipline stemming from administrative charges of misconduct and an appeal from a suspension without pay or termination based on POST’s
suspension or revocation of a certificate may be combined and processed according to Section 18.2(1)(b), but the Department’s burden of proof/ persuasion in connection with its actions in response to POST’s suspension or revocation of the certificate shall be as described in this policy. Therefore, even if a punitive action that is imposed in connection with administrative misconduct charges is not sustained, a termination or suspension without pay imposed due to POST’s suspension or revocation of the officer’s certificate shall be upheld if the Department satisfies the burden stated in this policy.

3. Effect of Reinstatement of POST Certification
If POST’s suspension or revocation of an officer’s certification is reversed, in whole or in part, including by judicial or administrative process, that shall not result in the automatic reversal of any unpaid suspension or termination of employment that was in effect up to the point that POST restores the certificate.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
27 In the case that the Department had imposed an unpaid suspension from employment, if the Department imposes an unpaid suspension beyond the date that POST restores the officer’s certification, and if it has not done so already, then the Department shall follow existing City rules for imposing discipline and the officer shall be entitled to appeal the extended suspension pursuant to Section 18.2(1)(b).

In the case that the Department terminated the officer’s employment, and did so based solely on the suspension/ revocation (i.e., the Department did not take action based on any independent administrative charges of misconduct), if POST’s suspension or revocation of the officer’s certification is overturned, then the officer may request reinstatement to employment in writing within thirty (30) calendar days of POST’s restoration of the officer’s certificate.

A request for reinstatement pursuant to this policy must be made to the Department by filing the request with the City Manager. The request for reinstatement must be accompanied by written proof of the restoration of the officer’s POST certificate.

Upon receipt of a request for reinstatement, if the officer’s termination was based solely on POST’s suspension or revocation of the officer’s certificate, then the Department may choose either to (1) reinstate the officer if reappointment is otherwise permitted by law, or (2) conduct an investigation into the circumstances surrounding the suspension/ revocation.

If the Department elects to do an investigation into the circumstances surrounding the suspension/ revocation, then the investigation must be completed within 365 calendar days of the officer’s request for reinstatement. Within 365 calendar days of the officer’s request for reinstatement, or sooner as may be required by law, the Department must notify the officer whether their request is granted or denied. a. Appeal from Denial of Reinstatement
If the officer’s employment was terminated based solely on the suspension/ revocation of the officer’ POST certificate, and the Department denies the request for reinstatement, then the officer may appeal the decision. The appeal will be conducted according to the following rules.
• The City Manager, or his or her designee, will be the hearing officer.

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
28 • The former officer appealing the denial of reinstatement shall bear the burden of proving that the denial of
reinstatement was an abuse of discretion, which means that the Chief or his or her designee exceeded their lawful
authority or made a decision that was arbitrary or capricious.

If reasonable people could disagree whether reinstatement was appropriate, then there is no abuse of discretion.
• The formal rules of evidence do not apply, although the hearing officer shall have discretion to exclude evidence that is incompetent, irrelevant or cumulative, or the presentation of which would otherwise unduly consume time. Hearsay is admissible.
• The parties may present opening statements.
• The parties may present evidence through documents and testimony.
• Witnesses shall testify under oath. However, the parties shall not be entitled to confront and cross-examine witnesses. • Following the presentation of evidence, if any, the parties may submit oral and/or written closing argument for
consideration by the hearing officer.
• The hearing will be recorded. Either party may request the proceeding to be recorded by a stenographer. The party
requesting a stenographer shall bear the cost. A party seeking a copy of the transcript shall be responsible for the cost of the transcript.
• The officer may be represented by an association
representative or attorney of his or her choice at all stages of the proceedings. All costs associated with such
representation shall be borne by the officer.
• The Department shall also be entitled to representation at all stages of the proceedings.
• If the City Manager designates a hearing officer, then he or she will issue a written recommendation to the City
Manager. The City Manager will issue a written decision to the parties. The decision shall be final and not appealable. b. No Appeal from Denial of Reinstatement if Original Termination Not Based Solely on Revocation of Certificate

EXECUTIVE COMPENSATION RULES
Effective: July 1, 2024
29 If an officer was terminated based on grounds in addition to or other than revocation by POST of the officer’s certificate and if 1) the termination was sustained based on one or more of the charges of administrative misconduct following any administrative appeal, or 2) the officer did not appeal the termination, then the officer shall have no right of reinstatement and an appeal will not be provided, even if POST subsequently restores the officer’s certificate. In such case, the Department may reject the request for reinstatement without right of appeal.
c. No Right of Appeal for Probationary Officers
An officer who did not pass their initial probationary period is not eligible to appeal release from employment or seek reinstatement from release, even if the release was based on POST’s suspension or revocation of the officer’s certificate.

EXHIBIT B

CITY OF COVINA

EXECUTIVE SALARY SCHEDULE
EFFECTIVE JUNE 27, 2026

JOB CODE DESCRIPTION HOURLY MONTHLY ANNUAL
8010 ASSISTANT CITY MANAGER
MINIMUM $ 83.87 $ 14,536.64 $ 174,439.64
MAXIMUM $ 114.01 $ 19,762.27 $ 237,147.20
8020 ASSISTANT TO THE CITY MANAGER
MINIMUM $ 51.61 $ 8,946.43 $ 107,357.16
MAXIMUM $ 67.56 $ 11,709.89 $ 140,518.73
8025 CHIEF DEPUTY CITY CLERK
MINIMUM $ 53.54 $ 9,279.93 $ 111,359.21
MAXIMUM $ 71.75 $ 12,436.00 $ 149,232.00
8000 CHIEF OF POLICE
MINIMUM $ 108.26 $ 18,764.22 $ 225,170.65
MAXIMUM $ 137.25 $ 23,789.73 $ 285,476.76
8030 DEPUTY CITY MANAGER
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48
8040 DIRECTOR OF COMMUNITY DEVELOPMENT
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48
8060 DIRECTOR OF FINANCE
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48
8065 DIRECTOR OF HUMAN RESOURCES
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48
8090 DIRECTOR OF PARKS AND RECREATION

AND LIBRARY SERVICES
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48
8011 DIRECTOR OF PUBLIC WORKS
MINIMUM $ 79.87 $ 13,844.42 $ 166,132.99
MAXIMUM $ 108.58 $ 18,821.21 $ 225,854.48

EXHIBIT C

CITY OF COVINA

EXECUTIVE SALARY SCHEDULE
EFFECTIVE JUNE 26, 2027

JOB CODE DESCRIPTION HOURLY MONTHLY ANNUAL
8010 ASSISTANT CITY MANAGER
MINIMUM $ 87.22 $ 15,118.10 $ 181,417.22
MAXIMUM $ 118.57 $ 20,552.76 $ 246,633.09
8020 ASSISTANT TO THE CITY MANAGER
MINIMUM $ 53.16 $ 9,214.82 $ 110,577.88
MAXIMUM $ 69.58 $ 12,061.19 $ 144,734.29
8025 CHIEF DEPUTY CITY CLERK
MINIMUM $ 55.68 $ 9,651.13 $ 115,813.57
MAXIMUM $ 74.62 $ 12,933.44 $ 155,201.28
8000 CHIEF OF POLICE
MINIMUM $ 112.59 $ 19,514.79 $ 234,177.48
MAXIMUM $ 142.74 $ 24,741.32 $ 296,895.83
8030 DEPUTY CITY MANAGER
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66
8040 DIRECTOR OF COMMUNITY DEVELOPMENT
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66
8060 DIRECTOR OF FINANCE
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66
8065 DIRECTOR OF HUMAN RESOURCES
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66
8090 DIRECTOR OF PARKS AND RECREATION

AND LIBRARY SERVICES
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66
8011 DIRECTOR OF PUBLIC WORKS
MINIMUM $ 83.07 $ 14,398.19 $ 172,778.31
MAXIMUM $ 112.93 $ 19,574.05 $ 234,888.66

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6410 ACCOUNTANT 1 $ 39.29 $ 6,810.64 $ 81,727.62
2 $ 41.26 $ 7,151.77 $ 85,821.24
3 $ 43.32 $ 7,508.49 $ 90,101.93
4 $ 45.49 $ 7,884.27 $ 94,611.19
5 $ 47.76 $ 8,279.08 $ 99,349.01
6 $ 50.15 $ 8,693.04 $ 104,316.47
7 $ 52.66 $ 9,127.69 $ 109,532.29
6270 ACCOUNTING SUPERVISOR 1 $ 42.54 $ 7,374.18 $ 88,490.13 2 $ 44.67 $ 7,742.89 $ 92,914.62
3 $ 46.90 $ 8,130.03 $ 97,560.36
4 $ 49.25 $ 8,536.53 $ 102,438.38
5 $ 51.71 $ 8,963.36 $ 107,560.31
6 $ 54.30 $ 9,411.53 $ 112,938.33
7 $ 57.01 $ 9,882.10 $ 118,585.24
6020 ADMINISTRATIVE TECHNICIAN 1 $ 27.04 $ 4,686.56 $ 56,238.67 6543 2 $ 28.39 $ 4,920.88 $ 59,050.59
3 $ 29.81 $ 5,166.22 $ 61,994.64
4 $ 31.29 $ 5,424.14 $ 65,089.64
5 $ 32.86 $ 5,696.21 $ 68,354.53
6 $ 34.51 $ 5,981.02 $ 71,772.25
7 $ 36.23 $ 6,280.07 $ 75,360.86
6460 BUILDING OFFICIAL 1 $ 48.12 $ 8,341.63 $ 100,099.61 2 $ 50.53 $ 8,759.18 $ 105,110.14
3 $ 53.06 $ 9,196.75 $ 110,361.02
4 $ 55.71 $ 9,655.90 $ 115,870.77
5 $ 58.50 $ 10,139.69 $ 121,676.32
6 $ 61.42 $ 10,646.68 $ 127,760.13
7 $ 64.49 $ 11,179.01 $ 134,148.14
6470 CITY ENGINEER 1 $ 63.12 $ 10,940.83 $ 131,289.95
2 $ 66.28 $ 11,487.87 $ 137,854.46
3 $ 69.59 $ 12,062.27 $ 144,747.19
4 $ 73.07 $ 12,665.38 $ 151,984.54
5 $ 76.72 $ 13,298.65 $ 159,583.76
6 $ 80.56 $ 13,963.58 $ 167,562.95
7 $ 84.59 $ 14,661.76 $ 175,941.10
6040 DEPUTY CITY CLERK 1 $ 31.50 $ 5,460.43 $ 65,525.13 2 $ 33.08 $ 5,733.14 $ 68,797.70
3 $ 34.73 $ 6,019.72 $ 72,236.64
4 $ 36.46 $ 6,320.17 $ 75,842.02
5 $ 38.28 $ 6,636.02 $ 79,632.25
6 $ 40.20 $ 6,967.82 $ 83,613.86
7 $ 42.21 $ 7,316.21 $ 87,794.56
Adopted 06.16.2026_rev 07.21.26 Page 1 of 10 Exhibit A

ATTACHMENT B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6042 DEPUTY CITY CLERK/RECORDS MANAGER 1 $ 39.75 $ 6,889.24 $ 82,670.87 2 $ 41.73 $ 7,233.70 $ 86,804.41
3 $ 43.82 $ 7,595.39 $ 91,144.63
4 $ 46.01 $ 7,975.16 $ 95,701.87
5 $ 48.31 $ 8,373.91 $ 100,486.96
6 $ 50.73 $ 8,792.61 $ 105,511.31
7 $ 53.26 $ 9,232.24 $ 110,786.87
6465 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 64.70 $ 11,214.35 $ 134,572.19 FINANCE 2 $ 67.93 $ 11,775.07 $ 141,300.80
3 $ 71.33 $ 12,363.82 $ 148,365.85
4 $ 74.90 $ 12,982.01 $ 155,784.13
5 $ 78.64 $ 13,631.11 $ 163,573.34
6 $ 82.57 $ 14,312.67 $ 171,752.01
7 $ 86.70 $ 15,028.30 $ 180,339.61
6464 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 64.70 $ 11,214.35 $ 134,572.19 HUMAN RESOURCES 2 $ 67.93 $ 11,775.07 $ 141,300.80
3 $ 71.33 $ 12,363.82 $ 148,365.85
4 $ 74.90 $ 12,982.01 $ 155,784.13
5 $ 78.64 $ 13,631.11 $ 163,573.34
6 $ 82.57 $ 14,312.67 $ 171,752.01
7 $ 86.70 $ 15,028.30 $ 180,339.61
6461 DEPUTY DIRECTOR OF COMMUNITY 1 $ 65.27 $ 11,312.60 $ 135,751.26 DEVELOPMENT & BUILDING OFFICIAL 2 $ 68.53 $ 11,878.24 $ 142,538.84 3 $ 71.95 $ 12,472.15 $ 149,665.78
4 $ 75.55 $ 13,095.75 $ 157,149.06
5 $ 79.33 $ 13,750.54 $ 165,006.51
6 $ 83.30 $ 14,438.07 $ 173,256.84
7 $ 87.46 $ 15,159.97 $ 181,919.68
6462 DEPUTY DIRECTOR OF PUBLIC WORKS/ 1 $ 71.19 $ 12,340.17 $ 148,082.00 CITY ENGINEER 2 $ 74.75 $ 12,957.18 $ 155,486.10
3 $ 78.49 $ 13,605.03 $ 163,260.41
4 $ 82.42 $ 14,285.29 $ 171,423.43
5 $ 86.54 $ 14,999.55 $ 179,994.59
6 $ 90.86 $ 15,749.53 $ 188,994.32
7 $ 95.41 $ 16,537.00 $ 198,444.04
6463 DEPUTY DIRECTOR OF PUBLIC WORKS - 1 $ 69.93 $ 12,121.52 $ 145,458.22 OPERATIONS AND TRANSPORTATION 2 $ 73.43 $ 12,727.59 $ 152,731.13 3 $ 77.10 $ 13,363.97 $ 160,367.69
4 $ 80.95 $ 14,032.17 $ 168,386.07
5 $ 85.00 $ 14,733.78 $ 176,805.38
6 $ 89.25 $ 15,470.47 $ 185,645.64
7 $ 93.72 $ 16,243.99 $ 194,927.92
Adopted 06.16.2026_rev 07.21.26 Page 216 of 1097 Page 2 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6450 ECONOMIC DEVELOPMENT MANAGER 1 $ 54.20 $ 9,395.28 $ 112,743.32 2 $ 56.91 $ 9,865.04 $ 118,380.49
3 $ 59.76 $ 10,358.29 $ 124,299.52
4 $ 62.75 $ 10,876.21 $ 130,514.50
5 $ 65.88 $ 11,420.02 $ 137,040.22
6 $ 69.18 $ 11,991.02 $ 143,892.24
7 $ 72.64 $ 12,590.57 $ 151,086.85
6135 ENVIRONMENTAL SERVICES ANALYST 1 $ 38.11 $ 6,605.26 $ 79,263.16 2 $ 40.01 $ 6,935.53 $ 83,226.32
3 $ 42.01 $ 7,282.30 $ 87,387.64
4 $ 44.11 $ 7,646.42 $ 91,757.02
5 $ 46.33 $ 8,031.12 $ 96,373.42
6 $ 48.65 $ 8,432.67 $ 101,192.08
7 $ 51.08 $ 8,854.31 $ 106,251.69
6132 ENVIRONMENTAL SERVICES 1 $ 46.17 $ 8,002.67 $ 96,032.03 AND TRANSPORTATION MANAGER 2 $ 48.47 $ 8,401.72 $ 100,820.69 3 $ 50.90 $ 8,822.35 $ 105,868.20
4 $ 53.44 $ 9,263.00 $ 111,156.06
5 $ 56.12 $ 9,726.77 $ 116,721.25
6 $ 58.92 $ 10,213.11 $ 122,557.31
7 $ 61.87 $ 10,723.77 $ 128,685.18
6493 EQUIPMENT MAINTENANCE SUPERINTENDENT 1 $ 42.68 $ 7,398.20 $ 88,778.41 2 $ 44.82 $ 7,768.11 $ 93,217.33
3 $ 47.06 $ 8,156.52 $ 97,878.20
4 $ 49.41 $ 8,564.34 $ 102,772.10
5 $ 51.88 $ 8,992.56 $ 107,910.71
6 $ 54.47 $ 9,442.19 $ 113,306.25
7 $ 57.20 $ 9,914.30 $ 118,971.56
6140 EQUIPMENT MAINTENANCE 1 $ 35.86 $ 6,215.01 $ 74,580.13 SUPERVISOR 2 $ 37.65 $ 6,526.59 $ 78,319.02
3 $ 39.54 $ 6,853.14 $ 82,237.68
4 $ 41.51 $ 7,194.67 $ 86,336.07
5 $ 43.59 $ 7,555.68 $ 90,668.16
6 $ 45.77 $ 7,933.46 $ 95,201.57
7 $ 48.06 $ 8,330.14 $ 99,961.65
6027 EXECUTIVE ASSISTANT TO THE 1 $ 33.88 $ 5,871.87 $ 70,462.43 CITY MANAGER 2 $ 35.57 $ 6,165.71 $ 73,988.47
3 $ 37.35 $ 6,474.07 $ 77,688.87
4 $ 39.21 $ 6,796.97 $ 81,563.60
5 $ 41.18 $ 7,137.62 $ 85,651.49
6 $ 43.24 $ 7,494.50 $ 89,934.06
7 $ 45.40 $ 7,869.23 $ 94,430.76
Adopted 06.16.2026_rev 07.21.26 Page 217 of 1097 Page 3 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6028 EXECUTIVE ASSISTANT TO THE 1 $ 33.88 $ 5,871.87 $ 70,462.43 POLICE CHIEF 2 $ 35.57 $ 6,165.71 $ 73,988.47
3 $ 37.35 $ 6,474.07 $ 77,688.87
4 $ 39.21 $ 6,796.97 $ 81,563.60
5 $ 41.18 $ 7,137.62 $ 85,651.49
6 $ 43.24 $ 7,494.50 $ 89,934.06
7 $ 45.40 $ 7,869.23 $ 94,430.76
6070 FINANCE MANAGER 1 $ 58.22 $ 10,091.60 $ 121,099.23 2 $ 61.13 $ 10,595.34 $ 127,144.10
3 $ 64.18 $ 11,125.03 $ 133,500.41
4 $ 67.40 $ 11,682.20 $ 140,186.41
5 $ 70.76 $ 12,265.32 $ 147,183.80
6 $ 74.30 $ 12,878.58 $ 154,542.99
7 $ 78.01 $ 13,522.51 $ 162,270.15
6124 GIS ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51
2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6315 HUMAN RESOURCES ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48 2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6320 HUMAN RESOURCES MANAGER 1 $ 62.16 $ 10,774.80 $ 129,297.65 2 $ 65.27 $ 11,312.65 $ 135,751.75
3 $ 68.53 $ 11,878.20 $ 142,538.39
4 $ 71.96 $ 12,473.09 $ 149,677.03
5 $ 75.55 $ 13,095.68 $ 157,148.15
6 $ 79.33 $ 13,750.46 $ 165,005.55
7 $ 83.30 $ 14,437.99 $ 173,255.83
6185 INFORMATION TECHNOLOGY 1 $ 63.12 $ 10,940.83 $ 131,289.95 SERVICES MANAGER 2 $ 66.28 $ 11,487.87 $ 137,854.46
3 $ 69.59 $ 12,062.27 $ 144,747.19
4 $ 73.07 $ 12,665.38 $ 151,984.54
5 $ 76.72 $ 13,298.65 $ 159,583.76
6 $ 80.56 $ 13,963.58 $ 167,562.95
7 $ 84.59 $ 14,661.76 $ 175,941.10
Adopted 06.16.2026_rev 07.21.26 Page 218 of 1097 Page 4 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6180 INFORMATION TECHNOLOGY TECHNICIAN 1 $ 33.16 $ 5,748.24 $ 68,978.91 2 $ 34.82 $ 6,035.65 $ 72,427.86
3 $ 36.56 $ 6,337.44 $ 76,049.25
4 $ 38.39 $ 6,654.31 $ 79,851.71
5 $ 40.31 $ 6,987.02 $ 83,844.30
6 $ 42.33 $ 7,336.38 $ 88,036.51
7 $ 44.44 $ 7,703.19 $ 92,438.34
6148 LIBRARIAN I 1 $ 33.86 $ 5,869.04 $ 70,428.44
2 $ 35.55 $ 6,162.49 $ 73,949.86
3 $ 37.33 $ 6,470.61 $ 77,647.36
4 $ 39.20 $ 6,794.14 $ 81,529.73
5 $ 41.16 $ 7,133.85 $ 85,606.21
6 $ 43.21 $ 7,490.54 $ 89,886.52
7 $ 45.38 $ 7,865.07 $ 94,380.84
6149 LIBRARIAN II 1 $ 36.49 $ 6,324.73 $ 75,896.73
2 $ 38.31 $ 6,640.96 $ 79,691.56
3 $ 40.23 $ 6,973.01 $ 83,676.14
4 $ 42.24 $ 7,321.66 $ 87,859.95
5 $ 44.35 $ 7,687.75 $ 92,252.94
6 $ 46.57 $ 8,072.13 $ 96,865.59
7 $ 48.90 $ 8,475.74 $ 101,708.87
6147 LIBRARY MANAGER 1 $ 53.89 $ 9,340.13 $ 112,081.58
2 $ 56.58 $ 9,807.14 $ 117,685.65
3 $ 59.41 $ 10,297.50 $ 123,569.95
4 $ 62.38 $ 10,812.37 $ 129,748.43
5 $ 65.50 $ 11,352.99 $ 136,235.86
6 $ 68.77 $ 11,920.64 $ 143,047.67
7 $ 72.21 $ 12,516.67 $ 150,200.04
6146 LIBRARY SERVICES SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6141 LITERACY PROGRAM COORDINATOR 1 $ 35.83 $ 6,210.77 $ 74,529.28 6142 2 $ 37.62 $ 6,520.47 $ 78,245.58
3 $ 39.50 $ 6,847.10 $ 82,165.26
4 $ 41.48 $ 7,189.15 $ 86,269.82
5 $ 43.56 $ 7,549.69 $ 90,596.25
6 $ 45.73 $ 7,927.17 $ 95,126.06
7 $ 48.02 $ 8,323.53 $ 99,882.36
Adopted 06.16.2026_rev 07.21.26 Page 219 of 1097 Page 5 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6150 MANAGEMENT ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48 6550 2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6160 MANAGEMENT ANALYST TRAINEE 1 $ 29.73 $ 5,153.76 $ 61,845.06 6161 2 $ 31.22 $ 5,411.52 $ 64,938.24
3 $ 32.78 $ 5,681.56 $ 68,178.69
4 $ 34.42 $ 5,965.40 $ 71,584.86
5 $ 36.13 $ 6,263.06 $ 75,156.72
6 $ 37.94 $ 6,576.21 $ 78,914.57
7 $ 39.84 $ 6,905.02 $ 82,860.29
6451 NEIGHBORHOOD PRESERVATION MANAGER 1 $ 56.49 $ 9,792.04 $ 117,504.50 2 $ 59.32 $ 10,281.64 $ 123,379.73
3 $ 62.28 $ 10,795.73 $ 129,548.70
4 $ 65.40 $ 11,335.51 $ 136,026.14
5 $ 68.67 $ 11,902.29 $ 142,827.45
6 $ 72.10 $ 12,497.40 $ 149,968.83
7 $ 75.71 $ 13,122.27 $ 157,467.27
6110 NEIGHBORHOOD PRESERVATION SUPERVISOR 1 $ 42.48 $ 7,362.44 $ 88,349.25 2 $ 44.60 $ 7,730.56 $ 92,766.71
3 $ 46.83 $ 8,117.09 $ 97,405.04
4 $ 49.17 $ 8,522.94 $ 102,275.30
5 $ 51.63 $ 8,949.09 $ 107,389.06
6 $ 54.21 $ 9,396.54 $ 112,758.51
7 $ 56.92 $ 9,866.37 $ 118,396.44
6356 PARKS AND BUILDING SUPERINTENDENT 1 $ 49.68 $ 8,610.87 $ 103,330.41 2 $ 52.16 $ 9,041.41 $ 108,496.93
3 $ 54.77 $ 9,493.48 $ 113,921.78
4 $ 57.51 $ 9,968.16 $ 119,617.86
5 $ 60.38 $ 10,466.56 $ 125,598.76
6 $ 63.40 $ 10,989.89 $ 131,878.70
7 $ 66.57 $ 11,539.39 $ 138,472.64
6230 PARKS AND RECREATION MANAGER 1 $ 52.11 $ 9,033.18 $ 108,398.15 2 $ 54.72 $ 9,484.84 $ 113,818.05
3 $ 57.46 $ 9,959.08 $ 119,508.96
4 $ 60.33 $ 10,457.03 $ 125,484.40
5 $ 63.35 $ 10,979.89 $ 131,758.63
6 $ 66.51 $ 11,528.88 $ 138,346.57
7 $ 69.84 $ 12,105.32 $ 145,263.89
Adopted 06.16.2026_rev 07.21.26 Page 220 of 1097 Page 6 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6105 PARKS AND RECREATION SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6311 RECREATION SUPERINTENDENT 1 $ 44.52 $ 7,716.25 $ 92,594.99 2 $ 46.74 $ 8,102.06 $ 97,224.74
3 $ 49.08 $ 8,507.16 $ 102,085.98
4 $ 51.53 $ 8,932.52 $ 107,190.27
5 $ 54.11 $ 9,379.15 $ 112,549.79
6 $ 56.82 $ 9,848.11 $ 118,177.28
7 $ 59.66 $ 10,340.51 $ 124,086.14
6190 PARKS MAINTENANCE SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6055 PAYROLL TECHNICIAN 1 $ 29.87 $ 5,177.83 $ 62,133.93 2 $ 31.37 $ 5,436.72 $ 65,240.59
3 $ 32.93 $ 5,708.55 $ 68,502.56
4 $ 34.58 $ 5,993.98 $ 71,927.82
5 $ 36.31 $ 6,293.67 $ 75,524.10
6 $ 38.13 $ 6,608.36 $ 79,300.30
7 $ 40.03 $ 6,938.78 $ 83,265.32
6056 PAYROLL ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48
2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6120 PERMIT TECHNICIAN 1 $ 27.59 $ 4,782.95 $ 57,395.35 2 $ 28.97 $ 5,022.09 $ 60,265.13
3 $ 30.42 $ 5,273.20 $ 63,278.39
4 $ 31.94 $ 5,536.86 $ 66,442.30
5 $ 33.54 $ 5,813.70 $ 69,764.42
6 $ 35.22 $ 6,104.39 $ 73,252.64
7 $ 36.98 $ 6,409.61 $ 76,915.27
Adopted 06.16.2026_rev 07.21.26 Page 221 of 1097 Page 7 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6481 PLANNING MANAGER 1 $ 56.35 $ 9,767.47 $ 117,209.69 2 $ 59.17 $ 10,255.85 $ 123,070.18
3 $ 62.13 $ 10,768.64 $ 129,223.69
4 $ 65.23 $ 11,307.07 $ 135,684.88
5 $ 68.49 $ 11,872.43 $ 142,469.12
6 $ 71.92 $ 12,466.05 $ 149,592.58
7 $ 75.52 $ 13,089.35 $ 157,072.21
6234 PUBLIC WORKS MANAGER - ENGINEERING AND 1 $ 53.68 $ 9,304.94 $ 111,659.25 CAPITAL IMPROVEMENT 2 $ 56.37 $ 9,770.19 $ 117,242.22
3 $ 59.18 $ 10,258.69 $ 123,104.33
4 $ 62.14 $ 10,771.63 $ 129,259.55
5 $ 65.25 $ 11,310.21 $ 135,722.53
6 $ 68.51 $ 11,875.72 $ 142,508.66
7 $ 71.94 $ 12,469.51 $ 149,634.09
6235 PUBLIC WORKS MANAGER - ENVIRONMENTAL AND 1 $ 53.68 $ 9,304.94 $ 111,659.25 UTILITY SERVICES 2 $ 56.37 $ 9,770.19 $ 117,242.22
3 $ 59.18 $ 10,258.69 $ 123,104.33
4 $ 62.14 $ 10,771.63 $ 129,259.55
5 $ 65.25 $ 11,310.21 $ 135,722.53
6 $ 68.51 $ 11,875.72 $ 142,508.66
7 $ 71.94 $ 12,469.51 $ 149,634.09
6035 RECORDS TECHNICIAN 1 $ 27.04 $ 4,687.11 $ 56,245.27 2 $ 28.39 $ 4,921.44 $ 59,057.33
3 $ 29.81 $ 5,166.83 $ 62,001.96
4 $ 31.30 $ 5,424.77 $ 65,097.22
5 $ 32.87 $ 5,696.86 $ 68,362.37
6 $ 34.51 $ 5,981.71 $ 71,780.48
7 $ 36.24 $ 6,280.79 $ 75,369.51
6231 RECREATION & LIBRARY SERVICES MANAGER 1 $ 52.11 $ 9,033.18 $ 108,398.15 2 $ 54.72 $ 9,484.84 $ 113,818.05
3 $ 57.46 $ 9,959.08 $ 119,508.96
4 $ 60.33 $ 10,457.03 $ 125,484.40
5 $ 63.35 $ 10,979.89 $ 131,758.63
6 $ 66.51 $ 11,528.88 $ 138,346.57
7 $ 69.84 $ 12,105.32 $ 145,263.89
6310 SAFETY COORDINATOR 1 $ 42.67 $ 7,395.80 $ 88,749.57 2 $ 44.80 $ 7,765.12 $ 93,181.39
3 $ 47.04 $ 8,153.29 $ 97,839.52
4 $ 49.40 $ 8,561.90 $ 102,742.81
5 $ 51.86 $ 8,989.37 $ 107,872.41
6 $ 54.45 $ 9,438.84 $ 113,266.04
7 $ 57.18 $ 9,910.78 $ 118,929.34
Adopted 06.16.2026_rev 07.21.26 Page 222 of 1097 Page 8 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6280 SENIOR ACCOUNTANT 1 $ 44.79 $ 7,764.12 $ 93,169.49 2 $ 47.03 $ 8,152.33 $ 97,827.97
3 $ 49.38 $ 8,559.95 $ 102,719.36
4 $ 51.85 $ 8,987.94 $ 107,855.33
5 $ 54.45 $ 9,437.34 $ 113,248.10
6 $ 57.17 $ 9,909.21 $ 118,910.50
7 $ 60.03 $ 10,404.67 $ 124,856.03
6090 SENIOR ADMINISTRATIVE TECHNICIAN 1 $ 29.73 $ 5,152.69 $ 61,832.32 2 $ 31.22 $ 5,410.95 $ 64,931.45
3 $ 32.78 $ 5,681.74 $ 68,180.84
4 $ 34.41 $ 5,965.04 $ 71,580.47
5 $ 36.14 $ 6,264.00 $ 75,167.96
6 $ 37.95 $ 6,577.20 $ 78,926.37
7 $ 39.84 $ 6,906.06 $ 82,872.68
6255 SENIOR HOUSING/CDBG ECONOMIC 1 $ 53.16 $ 9,213.92 $ 110,566.98 DEVELOPMENT MANAGER 2 $ 55.81 $ 9,673.79 $ 116,085.43
3 $ 58.60 $ 10,157.63 $ 121,891.52
4 $ 61.53 $ 10,665.43 $ 127,985.19
5 $ 64.61 $ 11,198.70 $ 134,384.45
6 $ 67.84 $ 11,758.64 $ 141,103.66
7 $ 71.23 $ 12,346.57 $ 148,158.85
6325 SENIOR HUMAN RESOURCES ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6300 SENIOR MANAGEMENT ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 6301 2 $ 46.10 $ 7,991.28 $ 95,895.41
6553 3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6057 SENIOR PAYROLL ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
Adopted 06.16.2026_rev 07.21.26 Page 223 of 1097 Page 9 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6305 SENIOR PLANNER 1 $ 44.73 $ 7,752.59 $ 93,031.03
2 $ 46.97 $ 8,141.08 $ 97,692.96
3 $ 49.32 $ 8,548.45 $ 102,581.39
4 $ 51.78 $ 8,974.69 $ 107,696.32
5 $ 54.37 $ 9,424.53 $ 113,094.31
6 $ 57.09 $ 9,895.75 $ 118,749.02
7 $ 59.95 $ 10,390.54 $ 124,686.48
6330 STREET MAINTENANCE SUPERVISOR 1 $ 37.75 $ 6,542.86 $ 78,514.31 2 $ 39.63 $ 6,870.00 $ 82,440.02
3 $ 41.62 $ 7,213.50 $ 86,562.03
4 $ 43.70 $ 7,574.18 $ 90,890.11
5 $ 45.88 $ 7,952.89 $ 95,434.63
6 $ 48.18 $ 8,350.53 $ 100,206.37
7 $ 50.58 $ 8,768.06 $ 105,216.68
6354 STREETS AND SEWER SUPERINTENDENT 1 $ 52.91 $ 9,170.57 $ 110,046.88 2 $ 55.55 $ 9,629.10 $ 115,549.23
3 $ 58.33 $ 10,110.56 $ 121,326.69
4 $ 61.25 $ 10,616.09 $ 127,393.03
5 $ 64.31 $ 11,146.89 $ 133,762.68
6 $ 67.52 $ 11,704.23 $ 140,450.81
7 $ 70.90 $ 12,289.45 $ 147,473.36
6351 WATER DISTRIBUTION SUPERVISOR 1 $ 44.49 $ 7,711.95 $ 92,543.36 2 $ 46.72 $ 8,097.54 $ 97,170.53
3 $ 49.05 $ 8,502.42 $ 102,029.05
4 $ 51.51 $ 8,927.54 $ 107,130.51
5 $ 54.08 $ 9,373.92 $ 112,487.03
6 $ 56.78 $ 9,842.62 $ 118,111.39
7 $ 59.62 $ 10,334.75 $ 124,016.96
6352 WATER SYSTEMS SUPERVISOR 1 $ 40.77 $ 7,066.82 $ 84,801.79 2 $ 42.81 $ 7,420.16 $ 89,041.88
3 $ 44.95 $ 7,791.16 $ 93,493.97
4 $ 47.20 $ 8,180.72 $ 98,168.68
5 $ 49.56 $ 8,589.76 $ 103,077.12
6 $ 52.03 $ 9,019.25 $ 108,230.98
7 $ 54.64 $ 9,470.21 $ 113,642.51
6353 WATER UTILITY SUPERINTENDENT 1 $ 55.47 $ 9,614.14 $ 115,369.66 2 $ 58.24 $ 10,094.84 $ 121,138.14
3 $ 61.15 $ 10,599.59 $ 127,195.05
4 $ 64.21 $ 11,129.57 $ 133,554.79
5 $ 67.42 $ 11,686.04 $ 140,232.54
6 $ 70.79 $ 12,270.35 $ 147,244.16
7 $ 74.33 $ 12,883.86 $ 154,606.37
Adopted 06.16.2026_rev 07.21.26 Page 224 of 1097 Page 10 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6410 ACCOUNTANT 1 $ 40.47 $ 7,014.95 $ 84,179.45
2 $ 42.50 $ 7,366.32 $ 88,395.88
3 $ 44.62 $ 7,733.75 $ 92,804.99
4 $ 46.85 $ 8,120.79 $ 97,449.52
5 $ 49.20 $ 8,527.46 $ 102,329.48
6 $ 51.66 $ 8,953.83 $ 107,445.96
7 $ 54.24 $ 9,401.52 $ 112,818.25
6270 ACCOUNTING SUPERVISOR 1 $ 43.82 $ 7,595.40 $ 91,144.83 2 $ 46.01 $ 7,975.17 $ 95,702.06
3 $ 48.31 $ 8,373.93 $ 100,487.17
4 $ 50.73 $ 8,792.63 $ 105,511.53
5 $ 53.26 $ 9,232.26 $ 110,787.12
6 $ 55.93 $ 9,693.87 $ 116,326.48
7 $ 58.72 $ 10,178.57 $ 122,142.79
6020 ADMINISTRATIVE TECHNICIAN 1 $ 28.52 $ 4,944.32 $ 59,331.80 6543 2 $ 29.95 $ 5,191.53 $ 62,298.38
3 $ 31.44 $ 5,450.36 $ 65,404.34
4 $ 33.01 $ 5,722.46 $ 68,669.57
5 $ 34.67 $ 6,009.50 $ 72,114.03
6 $ 36.40 $ 6,309.98 $ 75,719.72
7 $ 38.22 $ 6,625.48 $ 79,505.71
6460 BUILDING OFFICIAL 1 $ 49.57 $ 8,591.88 $ 103,102.59 2 $ 52.05 $ 9,021.95 $ 108,263.45
3 $ 54.65 $ 9,472.65 $ 113,671.85
4 $ 57.38 $ 9,945.57 $ 119,346.89
5 $ 60.25 $ 10,443.88 $ 125,326.61
6 $ 63.27 $ 10,966.08 $ 131,592.94
7 $ 66.43 $ 11,514.38 $ 138,172.58
6470 CITY ENGINEER 1 $ 65.01 $ 11,269.05 $ 135,228.65
2 $ 68.26 $ 11,832.51 $ 141,990.09
3 $ 71.68 $ 12,424.13 $ 149,089.60
4 $ 75.26 $ 13,045.34 $ 156,544.07
5 $ 79.02 $ 13,697.61 $ 164,371.28
6 $ 82.98 $ 14,382.49 $ 172,589.84
7 $ 87.12 $ 15,101.61 $ 181,219.33
6040 DEPUTY CITY CLERK 1 $ 32.45 $ 5,624.24 $ 67,490.89 2 $ 34.07 $ 5,905.14 $ 70,861.63
3 $ 35.77 $ 6,200.31 $ 74,403.74
4 $ 37.56 $ 6,509.77 $ 78,117.28
5 $ 39.43 $ 6,835.10 $ 82,021.22
6 $ 41.40 $ 7,176.86 $ 86,122.28
7 $ 43.48 $ 7,535.70 $ 90,428.40
Adopted 06.16.2026_rev 07.21.26 Page 225 of 1097 Page 1 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6042 DEPUTY CITY CLERK/RECORDS MANAGER 1 $ 40.94 $ 7,095.92 $ 85,151.00 2 $ 42.98 $ 7,450.71 $ 89,408.55
3 $ 45.13 $ 7,823.25 $ 93,878.97
4 $ 47.39 $ 8,214.41 $ 98,572.92
5 $ 49.76 $ 8,625.13 $ 103,501.57
6 $ 52.25 $ 9,056.39 $ 108,676.65
7 $ 54.86 $ 9,509.21 $ 114,110.48
6465 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 66.64 $ 11,550.78 $ 138,609.36 FINANCE 2 $ 69.97 $ 12,128.32 $ 145,539.83
3 $ 73.47 $ 12,734.74 $ 152,816.83
4 $ 77.14 $ 13,371.47 $ 160,457.66
5 $ 81.00 $ 14,040.05 $ 168,480.54
6 $ 85.05 $ 14,742.05 $ 176,904.57
7 $ 89.30 $ 15,479.15 $ 185,749.80
6464 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 66.64 $ 11,550.78 $ 138,609.36 HUMAN RESOURCES 2 $ 69.97 $ 12,128.32 $ 145,539.83
3 $ 73.47 $ 12,734.74 $ 152,816.83
4 $ 77.14 $ 13,371.47 $ 160,457.66
5 $ 81.00 $ 14,040.05 $ 168,480.54
6 $ 85.05 $ 14,742.05 $ 176,904.57
7 $ 89.30 $ 15,479.15 $ 185,749.80
6461 DEPUTY DIRECTOR OF COMMUNITY 1 $ 69.51 $ 12,047.92 $ 144,575.09 DEVELOPMENT & BUILDING OFFICIAL 2 $ 72.98 $ 12,650.32 $ 151,803.86 3 $ 76.63 $ 13,282.84 $ 159,394.06
4 $ 80.46 $ 13,946.98 $ 167,363.75
5 $ 84.49 $ 14,644.33 $ 175,731.94
6 $ 88.71 $ 15,376.54 $ 184,518.54
7 $ 93.15 $ 16,145.37 $ 193,744.46
6462 DEPUTY DIRECTOR OF PUBLIC WORKS/ 1 $ 73.33 $ 12,710.37 $ 152,524.46 CITY ENGINEER 2 $ 77.00 $ 13,345.89 $ 160,150.69
3 $ 80.85 $ 14,013.18 $ 168,158.22
4 $ 84.89 $ 14,713.84 $ 176,566.13
5 $ 89.13 $ 15,449.54 $ 185,394.43
6 $ 93.59 $ 16,222.01 $ 194,664.15
7 $ 98.27 $ 17,033.11 $ 204,397.36
6463 DEPUTY DIRECTOR OF PUBLIC WORKS - 1 $ 74.48 $ 12,909.42 $ 154,913.00 OPERATIONS AND TRANSPORTATION 2 $ 78.20 $ 13,554.89 $ 162,658.65 3 $ 82.11 $ 14,232.63 $ 170,791.59
4 $ 86.22 $ 14,944.26 $ 179,331.16
5 $ 90.53 $ 15,691.48 $ 188,297.73
6 $ 95.05 $ 16,476.05 $ 197,712.60
7 $ 99.81 $ 17,299.85 $ 207,598.24
Adopted 06.16.2026_rev 07.21.26 Page 226 of 1097 Page 2 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6450 ECONOMIC DEVELOPMENT MANAGER 1 $ 55.83 $ 9,677.13 $ 116,125.62 2 $ 58.62 $ 10,160.99 $ 121,931.91
3 $ 61.55 $ 10,669.04 $ 128,028.50
4 $ 64.63 $ 11,202.49 $ 134,429.93
5 $ 67.86 $ 11,762.62 $ 141,151.43
6 $ 71.25 $ 12,350.75 $ 148,209.00
7 $ 74.82 $ 12,968.29 $ 155,619.45
6135 ENVIRONMENTAL SERVICES ANALYST 1 $ 39.25 $ 6,803.42 $ 81,641.06 2 $ 41.21 $ 7,143.59 $ 85,723.11
3 $ 43.27 $ 7,500.77 $ 90,009.27
4 $ 45.44 $ 7,875.81 $ 94,509.73
5 $ 47.72 $ 8,272.05 $ 99,264.62
6 $ 50.11 $ 8,685.65 $ 104,227.84
7 $ 52.62 $ 9,119.94 $ 109,439.24
6132 ENVIRONMENTAL SERVICES 1 $ 47.55 $ 8,242.75 $ 98,912.99 AND TRANSPORTATION MANAGER 2 $ 49.93 $ 8,653.78 $ 103,845.31 3 $ 52.43 $ 9,087.02 $ 109,044.25
4 $ 55.04 $ 9,540.90 $ 114,490.74
5 $ 57.80 $ 10,018.57 $ 120,222.89
6 $ 60.69 $ 10,519.50 $ 126,234.03
7 $ 63.72 $ 11,045.48 $ 132,545.74
6493 EQUIPMENT MAINTENANCE SUPERINTENDENT 1 $ 45.46 $ 7,879.08 $ 94,549.00 2 $ 47.73 $ 8,273.04 $ 99,276.46
3 $ 50.12 $ 8,686.69 $ 104,240.28
4 $ 52.62 $ 9,121.02 $ 109,452.29
5 $ 55.25 $ 9,577.08 $ 114,924.91
6 $ 58.01 $ 10,055.93 $ 120,671.15
7 $ 60.92 $ 10,558.73 $ 126,704.71
6140 EQUIPMENT MAINTENANCE 1 $ 36.93 $ 6,401.46 $ 76,817.53 SUPERVISOR 2 $ 38.78 $ 6,722.38 $ 80,668.59
3 $ 40.72 $ 7,058.73 $ 84,704.81
4 $ 42.75 $ 7,410.51 $ 88,926.15
5 $ 44.90 $ 7,782.35 $ 93,388.20
6 $ 47.14 $ 8,171.47 $ 98,057.61
7 $ 49.50 $ 8,580.04 $ 102,960.50
6027 EXECUTIVE ASSISTANT TO THE 1 $ 36.25 $ 6,282.90 $ 75,394.80 CITY MANAGER 2 $ 38.06 $ 6,597.31 $ 79,167.66
3 $ 39.96 $ 6,927.26 $ 83,127.09
4 $ 41.96 $ 7,272.75 $ 87,273.05
5 $ 44.06 $ 7,637.26 $ 91,647.09
6 $ 46.26 $ 8,019.12 $ 96,229.44
7 $ 48.58 $ 8,420.08 $ 101,040.91
Adopted 06.16.2026_rev 07.21.26 Page 227 of 1097 Page 3 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6028 EXECUTIVE ASSISTANT TO THE 1 $ 36.25 $ 6,282.90 $ 75,394.80 POLICE CHIEF 2 $ 38.06 $ 6,597.31 $ 79,167.66
3 $ 39.96 $ 6,927.26 $ 83,127.09
4 $ 41.96 $ 7,272.75 $ 87,273.05
5 $ 44.06 $ 7,637.26 $ 91,647.09
6 $ 46.26 $ 8,019.12 $ 96,229.44
7 $ 48.58 $ 8,420.08 $ 101,040.91
6070 FINANCE MANAGER 1 $ 59.97 $ 10,394.35 $ 124,732.21 2 $ 62.96 $ 10,913.20 $ 130,958.42
3 $ 66.11 $ 11,458.79 $ 137,505.43
4 $ 69.42 $ 12,032.67 $ 144,392.00
5 $ 72.88 $ 12,633.28 $ 151,599.32
6 $ 76.53 $ 13,264.94 $ 159,179.28
7 $ 80.35 $ 13,928.19 $ 167,138.25
6124 GIS ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58
2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6315 HUMAN RESOURCES ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67 2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6320 HUMAN RESOURCES MANAGER 1 $ 64.03 $ 11,098.05 $ 133,176.58 2 $ 67.22 $ 11,652.03 $ 139,824.31
3 $ 70.58 $ 12,234.55 $ 146,814.54
4 $ 74.12 $ 12,847.28 $ 154,167.34
5 $ 77.82 $ 13,488.55 $ 161,862.59
6 $ 81.71 $ 14,162.98 $ 169,955.72
7 $ 85.79 $ 14,871.13 $ 178,453.51
6185 INFORMATION TECHNOLOGY 1 $ 65.01 $ 11,269.05 $ 135,228.65 SERVICES MANAGER 2 $ 68.26 $ 11,832.51 $ 141,990.09
3 $ 71.68 $ 12,424.13 $ 149,089.60
4 $ 75.26 $ 13,045.34 $ 156,544.07
5 $ 79.02 $ 13,697.61 $ 164,371.28
6 $ 82.98 $ 14,382.49 $ 172,589.84
7 $ 87.12 $ 15,101.61 $ 181,219.33
Adopted 06.16.2026_rev 07.21.26 Page 228 of 1097 Page 4 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6180 INFORMATION TECHNOLOGY TECHNICIAN 1 $ 34.16 $ 5,920.69 $ 71,048.28 2 $ 35.87 $ 6,216.72 $ 74,600.69
3 $ 37.66 $ 6,527.56 $ 78,330.73
4 $ 39.54 $ 6,853.94 $ 82,247.26
5 $ 41.52 $ 7,196.64 $ 86,359.63
6 $ 43.60 $ 7,556.47 $ 90,677.61
7 $ 45.77 $ 7,934.29 $ 95,211.49
6148 LIBRARIAN I 1 $ 34.88 $ 6,045.11 $ 72,541.29
2 $ 36.62 $ 6,347.36 $ 76,168.36
3 $ 38.45 $ 6,664.73 $ 79,976.78
4 $ 40.37 $ 6,997.97 $ 83,975.62
5 $ 42.39 $ 7,347.87 $ 88,174.40
6 $ 44.51 $ 7,715.26 $ 92,583.12
7 $ 46.74 $ 8,101.02 $ 97,212.27
6149 LIBRARIAN II 1 $ 37.58 $ 6,514.47 $ 78,173.63
2 $ 39.46 $ 6,840.19 $ 82,082.31
3 $ 41.44 $ 7,182.20 $ 86,186.42
4 $ 43.51 $ 7,541.31 $ 90,495.75
5 $ 45.68 $ 7,918.38 $ 95,020.53
6 $ 47.97 $ 8,314.30 $ 99,771.56
7 $ 50.37 $ 8,730.01 $ 104,760.13
6147 LIBRARY MANAGER 1 $ 57.39 $ 9,947.24 $ 119,366.88
2 $ 60.26 $ 10,444.60 $ 125,335.22
3 $ 63.27 $ 10,966.83 $ 131,601.99
4 $ 66.43 $ 11,515.17 $ 138,182.08
5 $ 69.76 $ 12,090.93 $ 145,091.19
6 $ 73.24 $ 12,695.48 $ 152,345.77
7 $ 76.91 $ 13,330.25 $ 159,963.05
6146 LIBRARY SERVICES SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6141 LITERACY PROGRAM COORDINATOR 1 $ 36.91 $ 6,397.10 $ 76,765.16 6142 2 $ 38.75 $ 6,716.08 $ 80,592.95
3 $ 40.69 $ 7,052.52 $ 84,630.22
4 $ 42.72 $ 7,404.83 $ 88,857.92
5 $ 44.86 $ 7,776.18 $ 93,314.13
6 $ 47.11 $ 8,164.99 $ 97,979.84
7 $ 49.46 $ 8,573.24 $ 102,878.83
Adopted 06.16.2026_rev 07.21.26 Page 229 of 1097 Page 5 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6150 MANAGEMENT ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67 6550 2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6160 MANAGEMENT ANALYST TRAINEE 1 $ 31.37 $ 5,437.21 $ 65,246.54 6161 2 $ 32.94 $ 5,709.15 $ 68,509.84
3 $ 34.58 $ 5,994.04 $ 71,928.52
4 $ 36.31 $ 6,293.50 $ 75,522.03
5 $ 38.12 $ 6,607.53 $ 79,290.34
6 $ 40.03 $ 6,937.91 $ 83,254.87
7 $ 42.03 $ 7,284.80 $ 87,417.61
6451 NEIGHBORHOOD PRESERVATION MANAGER 1 $ 58.19 $ 10,085.80 $ 121,029.64 2 $ 61.10 $ 10,590.09 $ 127,081.12
3 $ 64.15 $ 11,119.60 $ 133,435.16
4 $ 67.36 $ 11,675.58 $ 140,106.92
5 $ 70.73 $ 12,259.36 $ 147,112.27
6 $ 74.26 $ 12,872.32 $ 154,467.89
7 $ 77.98 $ 13,515.94 $ 162,191.28
6110 NEIGHBORHOOD PRESERVATION SUPERVISOR 1 $ 43.75 $ 7,583.31 $ 90,999.72 2 $ 45.94 $ 7,962.48 $ 95,549.71
3 $ 48.23 $ 8,360.60 $ 100,327.20
4 $ 50.65 $ 8,778.63 $ 105,343.56
5 $ 53.18 $ 9,217.56 $ 110,610.73
6 $ 55.84 $ 9,678.44 $ 116,141.27
7 $ 58.63 $ 10,162.36 $ 121,948.33
6356 PARKS AND BUILDING SUPERINTENDENT 1 $ 51.17 $ 8,869.19 $ 106,430.32 2 $ 53.73 $ 9,312.65 $ 111,751.84
3 $ 56.41 $ 9,778.29 $ 117,339.43
4 $ 59.23 $ 10,267.20 $ 123,206.40
5 $ 62.20 $ 10,780.56 $ 129,366.73
6 $ 65.31 $ 11,319.59 $ 135,835.06
7 $ 68.57 $ 11,885.57 $ 142,626.81
6230 PARKS AND RECREATION MANAGER 1 $ 53.68 $ 9,304.17 $ 111,650.09 2 $ 56.36 $ 9,769.38 $ 117,232.59
3 $ 59.18 $ 10,257.85 $ 123,094.23
4 $ 62.14 $ 10,770.74 $ 129,248.93
5 $ 65.25 $ 11,309.28 $ 135,711.39
6 $ 68.51 $ 11,874.75 $ 142,496.97
7 $ 71.93 $ 12,468.48 $ 149,621.81
Adopted 06.16.2026_rev 07.21.26 Page 230 of 1097 Page 6 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6105 PARKS AND RECREATION SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6311 RECREATION SUPERINTENDENT 1 $ 45.85 $ 7,947.74 $ 95,372.84 2 $ 48.14 $ 8,345.12 $ 100,141.48
3 $ 50.55 $ 8,762.38 $ 105,148.55
4 $ 53.08 $ 9,200.50 $ 110,405.98
5 $ 55.73 $ 9,660.52 $ 115,926.28
6 $ 58.52 $ 10,143.55 $ 121,722.60
7 $ 61.45 $ 10,650.73 $ 127,808.73
6190 PARKS MAINTENANCE SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6055 PAYROLL TECHNICIAN 1 $ 30.77 $ 5,333.16 $ 63,997.95 2 $ 32.31 $ 5,599.82 $ 67,197.81
3 $ 33.92 $ 5,879.80 $ 70,557.64
4 $ 35.62 $ 6,173.80 $ 74,085.65
5 $ 37.40 $ 6,482.49 $ 77,789.82
6 $ 39.27 $ 6,806.61 $ 81,679.31
7 $ 41.23 $ 7,146.94 $ 85,763.28
6056 PAYROLL ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67
2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6120 PERMIT TECHNICIAN 1 $ 28.42 $ 4,926.43 $ 59,117.22 2 $ 29.84 $ 5,172.76 $ 62,073.08
3 $ 31.33 $ 5,431.40 $ 65,176.74
4 $ 32.90 $ 5,702.96 $ 68,435.57
5 $ 34.55 $ 5,988.11 $ 71,857.36
6 $ 36.27 $ 6,287.52 $ 75,450.22
7 $ 38.09 $ 6,601.89 $ 79,222.73
Adopted 06.16.2026_rev 07.21.26 Page 231 of 1097 Page 7 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6481 PLANNING MANAGER 1 $ 59.45 $ 10,304.69 $ 123,656.22 2 $ 62.42 $ 10,819.92 $ 129,839.04
3 $ 65.54 $ 11,360.92 $ 136,330.99
4 $ 68.82 $ 11,928.96 $ 143,147.55
5 $ 72.26 $ 12,525.41 $ 150,304.93
6 $ 75.88 $ 13,151.68 $ 157,820.18
7 $ 79.67 $ 13,809.27 $ 165,711.18
6234 PUBLIC WORKS MANAGER - ENGINEERING AND 1 $ 55.29 $ 9,584.09 $ 115,009.03 CAPITAL IMPROVEMENT 2 $ 58.06 $ 10,063.29 $ 120,759.49
3 $ 60.96 $ 10,566.45 $ 126,797.46
4 $ 64.01 $ 11,094.78 $ 133,137.34
5 $ 67.21 $ 11,649.52 $ 139,794.20
6 $ 70.57 $ 12,231.99 $ 146,783.92
7 $ 74.10 $ 12,843.59 $ 154,123.11
6235 PUBLIC WORKS MANAGER - ENVIRONMENTAL AND 1 $ 55.29 $ 9,584.09 $ 115,009.03 UTILITY SERVICES 2 $ 58.06 $ 10,063.29 $ 120,759.49
3 $ 60.96 $ 10,566.45 $ 126,797.46
4 $ 64.01 $ 11,094.78 $ 133,137.34
5 $ 67.21 $ 11,649.52 $ 139,794.20
6 $ 70.57 $ 12,231.99 $ 146,783.92
7 $ 74.10 $ 12,843.59 $ 154,123.11
6035 RECORDS TECHNICIAN 1 $ 27.85 $ 4,827.72 $ 57,932.63 2 $ 29.24 $ 5,069.09 $ 60,829.05
3 $ 30.70 $ 5,321.84 $ 63,862.02
4 $ 32.24 $ 5,587.51 $ 67,050.14
5 $ 33.85 $ 5,867.77 $ 70,413.24
6 $ 35.55 $ 6,161.16 $ 73,933.90
7 $ 37.32 $ 6,469.22 $ 77,630.60
6231 RECREATION & LIBRARY SERVICES MANAGER 1 $ 53.68 $ 9,304.17 $ 111,650.09 2 $ 56.36 $ 9,769.38 $ 117,232.59
3 $ 59.18 $ 10,257.85 $ 123,094.23
4 $ 62.14 $ 10,770.74 $ 129,248.93
5 $ 65.25 $ 11,309.28 $ 135,711.39
6 $ 68.51 $ 11,874.75 $ 142,496.97
7 $ 71.93 $ 12,468.48 $ 149,621.81
6310 SAFETY COORDINATOR 1 $ 43.95 $ 7,617.67 $ 91,412.06 2 $ 46.14 $ 7,998.07 $ 95,976.83
3 $ 48.45 $ 8,397.89 $ 100,774.70
4 $ 50.88 $ 8,818.76 $ 105,825.09
5 $ 53.42 $ 9,259.05 $ 111,108.58
6 $ 56.09 $ 9,722.00 $ 116,664.02
7 $ 58.89 $ 10,208.10 $ 122,497.22
Adopted 06.16.2026_rev 07.21.26 Page 232 of 1097 Page 8 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6280 SENIOR ACCOUNTANT 1 $ 46.14 $ 7,997.05 $ 95,964.58 2 $ 48.44 $ 8,396.90 $ 100,762.80
3 $ 50.87 $ 8,816.75 $ 105,800.94
4 $ 53.41 $ 9,257.58 $ 111,090.99
5 $ 56.08 $ 9,720.46 $ 116,645.54
6 $ 58.88 $ 10,206.48 $ 122,477.82
7 $ 61.83 $ 10,716.81 $ 128,601.71
6090 SENIOR ADMINISTRATIVE TECHNICIAN 1 $ 31.21 $ 5,410.33 $ 64,923.93 2 $ 32.78 $ 5,681.50 $ 68,178.02
3 $ 34.42 $ 5,965.82 $ 71,589.88
4 $ 36.13 $ 6,263.29 $ 75,159.49
5 $ 37.95 $ 6,577.20 $ 78,926.36
6 $ 39.84 $ 6,906.06 $ 82,872.69
7 $ 41.83 $ 7,251.36 $ 87,016.32
6255 SENIOR HOUSING/CDBG ECONOMIC 1 $ 54.75 $ 9,490.33 $ 113,883.99 DEVELOPMENT MANAGER 2 $ 57.48 $ 9,964.00 $ 119,567.99
3 $ 60.36 $ 10,462.36 $ 125,548.27
4 $ 63.38 $ 10,985.40 $ 131,824.75
5 $ 66.55 $ 11,534.67 $ 138,415.99
6 $ 69.87 $ 12,111.40 $ 145,336.77
7 $ 73.37 $ 12,716.97 $ 152,603.62
6325 SENIOR HUMAN RESOURCES ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6300 SENIOR MANAGEMENT ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 6301 2 $ 48.87 $ 8,470.76 $ 101,649.14
6553 3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6057 SENIOR PAYROLL ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
Adopted 06.16.2026_rev 07.21.26 Page 233 of 1097 Page 9 of 10

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6305 SENIOR PLANNER 1 $ 46.07 $ 7,985.16 $ 95,821.96
2 $ 48.38 $ 8,385.31 $ 100,623.75
3 $ 50.80 $ 8,804.90 $ 105,658.83
4 $ 53.33 $ 9,243.93 $ 110,927.21
5 $ 56.00 $ 9,707.26 $ 116,487.14
6 $ 58.80 $ 10,192.62 $ 122,311.49
7 $ 61.74 $ 10,702.26 $ 128,427.07
6330 STREET MAINTENANCE SUPERVISOR 1 $ 38.88 $ 6,739.15 $ 80,869.74 2 $ 40.82 $ 7,076.10 $ 84,913.22
3 $ 42.86 $ 7,429.91 $ 89,158.89
4 $ 45.01 $ 7,801.40 $ 93,616.82
5 $ 47.26 $ 8,191.47 $ 98,297.67
6 $ 49.62 $ 8,601.05 $ 103,212.56
7 $ 52.10 $ 9,031.10 $ 108,373.18
6354 STREETS AND SEWER SUPERINTENDENT 1 $ 56.35 $ 9,766.66 $ 117,199.93 2 $ 59.16 $ 10,254.99 $ 123,059.93
3 $ 62.12 $ 10,767.74 $ 129,212.93
4 $ 65.23 $ 11,306.13 $ 135,673.57
5 $ 68.49 $ 11,871.44 $ 142,457.26
6 $ 71.91 $ 12,465.01 $ 149,580.11
7 $ 75.51 $ 13,088.26 $ 157,059.13
6351 WATER DISTRIBUTION SUPERVISOR 1 $ 45.83 $ 7,943.31 $ 95,319.67 2 $ 48.12 $ 8,340.47 $ 100,085.64
3 $ 50.52 $ 8,757.49 $ 105,089.92
4 $ 53.05 $ 9,195.37 $ 110,344.42
5 $ 55.70 $ 9,655.14 $ 115,861.65
6 $ 58.49 $ 10,137.89 $ 121,654.73
7 $ 61.41 $ 10,644.79 $ 127,737.46
6352 WATER SYSTEMS SUPERVISOR 1 $ 43.42 $ 7,526.16 $ 90,313.91 2 $ 45.59 $ 7,902.47 $ 94,829.60
3 $ 47.87 $ 8,297.59 $ 99,571.08
4 $ 50.26 $ 8,712.47 $ 104,549.65
5 $ 52.78 $ 9,148.09 $ 109,777.13
6 $ 55.42 $ 9,605.50 $ 115,265.99
7 $ 58.19 $ 10,085.77 $ 121,029.28
6353 WATER UTILITY SUPERINTENDENT 1 $ 57.13 $ 9,902.56 $ 118,830.75 2 $ 59.99 $ 10,397.69 $ 124,772.28
3 $ 62.99 $ 10,917.58 $ 131,010.90
4 $ 66.14 $ 11,463.45 $ 137,561.44
5 $ 69.44 $ 12,036.63 $ 144,439.52
6 $ 72.91 $ 12,638.46 $ 151,661.48
7 $ 76.56 $ 13,270.38 $ 159,244.56
Adopted 06.16.2026_rev 07.21.26 Page 234 of 1097 Page 10 of 10 CC Regular Meeting

AGENDA ITEM REPORT
ITEM NO. CC 9
Meeting: July 21, 2026
Title: Amendments to the City’s Classification Plan
Presented by: Joanna Espinosa, Human Resources Manager
Ric Walczak, Chief of Police
Brian Lee, Director of Community Development
Recommendation: Staff recommends that the City Council take the following actions:

1. Amend the City's Classification Plan to establish the job description and salary range for the new classifications of Police Support Services Manager, Records Lead, Dispatch Lead and Jailer Lead;

2. Authorize the City Manager to execute a Side Letter of Agreement with the Police Association of Covina;

3. Authorize the City Manager to execute a Side Letter of Agreement with the Police Supervisors of Covina;

4. Adopt Resolution CC 2026-80 for Amendments to the Mid-Management, Supervisor and Professional, and Confidential and Technical Compensation Rules.

EXECUTIVE SUMMARY:

The Police Records Supervisor position became vacant in December 2025 following the abrupt resignation of the supervisor. This provided an opportunity for the Police Department to review current staffing structure within the Dispatch and Records divisions, operational needs and goals. The current approved personnel budget for the Police Department includes one (1) Records Supervisor, one (1) Dispatch Supervisor, ten (10) Dispatchers, six (6) Records Clerks, and four (4) Jailers. It is proposed to restructure the Support Services divisions by creating new job classifications of Support Services Manager, Lead Records Clerk, Lead Dispatcher and Lead Jailer. The proposed changes would not add additional positions but rather provide promotional and growth opportunities.

Additionally, the current approved FY 26-27 personnel budget for full-time regular positions in the Community Development Department included the reclassification of one (1) Senior Management Analyst to Community Development Manager. It is recommended that City Council approve establishing the job description and salary range for the classification of Community Development Manager. Funding for the position was included in the City’s Fiscal Year 2027 budget, approved by City Council on May 5, 2026.

DISCUSSION:

Human Resources continues to review the operating structure and job classifications in the City’s various departments to ensure competitiveness with the labor market and address changing operational needs.

Based on the review of current staffing needs in the Community Development and Police Departments, it was determined that the changes being recommended herein are necessary to support the growing needs of each respective Department’s operations. The following changes are recommended for the City Council’s consideration.

 Community Development Department
The Community Development Department has taken on an increasing number of grant funded projects that require long-term coordination and administration. Examples of recent and ongoing projects include implementation of projects identified within the Covina Active Streets and Multi Modal Connectivity Plan, coordinating the Covina Citywide Comprehensive Safety Action Plan and facilitating the Town Center Pedestrian Bridge project. As the number and complexity of these projects have grown, it has become necessary to establish a dedicated management-level position to provide oversight, ensure grant compliance, prepare projects for grant readiness, coordinate project implementation, and support partnerships that advance the Department’s goals. The proposed reclassification of a Senior Management Analyst position to Community Development Manager will provide the capacity needed to effectively manage these ongoing responsibilities.

As proposed, the existent Senior Management incumbent will be reclassified to the Community Development Manager classification. The new job specification and salary schedules are attached hereto.
 Police Department
The Covina Police Department proposes a restructuring of the Support Services Division to strengthen its chain of command, improve operational efficiency, realign responsibilities, and prepare for the future implementation of a Real Time Information Center (RTIC) to enhance public safety communications and information sharing.

As part of this restructuring, the Department would establish a single management position to oversee both the Records and Dispatch units. These units serve interconnected functions within the Department’s Computer-Aided Dispatch (CAD) and Records Management System (RMS), which together form the foundation for the collection, management, and dissemination of critical public safety data. Unified oversight of both units will promote greater coordination, consistency, accountability, and strategic management of these essential functions.

The proposed Support Services Manager position would replace the existing Dispatch Supervisor and Records Supervisor positions, consolidating leadership under a single manager.

To maintain effective day-to-day supervision and operational support, the Department would create Dispatch Lead and Records Lead positions responsible for scheduling, training, performance evaluations, and other supervisory duties. A comparable lead position would also be established within the Jail Bureau to ensure consistency in supervisory structure across all Support Services functions.

Overall, these organizational changes will improve operational effectiveness, strengthen supervision and accountability, create opportunities for employee development, and better position the Department to meet the evolving public safety needs of the Covina community.

The new job specifications and salary schedules are attached hereto.

FISCAL IMPACT:

Funding for the Community Development Department’s proposed personnel change was included in the Fiscal Year 2026-2027 budget, which was approved by City Council on May 5, 2026.

Cost savings of approximately $98,000 from the vacant Police Records Supervisor position will be used to fund the incremental cost of the new Police classifications for Fiscal Year 2026-27. If approved, the increases will be included in the annual budget.

CEQA (CALIFORNIA ENVIRONMENTAL QUALITY ACT):

Not applicable.

Respectfully submitted,

ATTACHMENT A
RESOLUTION CC 2026-78

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COVINA, CALIFORNIA, AMENDING THE CITY’S CLASSIFICATION PLAN AND

SALARY RANGE, AND AUTHORIZE A SIDE LETTER BETWEEN THE

CITY OF COVINA AND THE POLICE ASSOCIATION OF COVINA
WHEREAS, the City of Covina (“City”) is a municipal corporation duly organized and existing pursuant to the Constitution and laws of the State of California; and WHEREAS, the Police Department and Human Resources desire to amend the City's Classification Plan to establish the classification of Lead Public Safety Dispatcher, Police Lead Jailer, Police Lead Records Clerk; and enter into a Side Letter Agreement between the City of Covina and the Police Association of Covina (PAC) revising Article

3.1 (Exclusive Representation) and Article 11.3 (Special Assignment Pay) of the Memorandum of Understanding (MOU) between the City of Covina and PAC.

The Side Letter Agreement, respective job descriptions, and the PAC Salary Schedules, effective June 28, 2025, June 27, 2026, and June 26, 2027, are attached hereto as Exhibits A, B, C, D, and E.

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

SECTION 1. The City Council approves and authorizes the Human Resources Manager to establish the amendments as follows:

A. Effective July 21, 2026, the classification of Lead Public Safety Dispatcher, Police Lead Jailer, Police Lead Police Records Clerk shall be established and the salary range for this classification shall be added to the current salary schedule for full time employees as part of the Non-Sworn Classifications.

B. The monthly salary range for Lead Public Safety Dispatcher shall be added within the PAC salary schedule for fulltime employees starting at $5,788.83 (Step 1) to $7,577.39 (Step 7).

C. The monthly salary range for Police Lead Jailer shall be added within the PAC salary schedule for fulltime employees starting at $5,256.04 (Step 1) to $6,879.98 (Step 7).

D. The monthly salary range for Police Lead Police Records Clerk shall be added within the PAC salary schedule for fulltime employees starting at $4,399.70 (Step 1) to $5,754.92 (Step 7).

SECTION 2. The City Council approves and authorizes the City Manager to execute a Side Letter Agreement between the City of Covina and PAC revising Article 3.1 and Article 11.3 of the Memorandum of Understanding and PAC Salary Schedules between the City of Covina and PAC, adopted by the City Council on July 21, 2026, attached hereto.

Resolution CC 2026-78 Page 2 of 2
SECTION 3. The City Clerk shall certify to the passage and adoption of this resolution and shall enter the same in the Book of Original Resolutions.

APPROVED and PASSED this 21st day of July, 2026.

City of Covina, California
BY:

HECTOR DELGADO, Mayor
ATTEST:
___________________________________________
FABIAN VELEZ, Chief Deputy City Clerk

CERTIFICATION
I, Fabian Velez, Chief Deputy City Clerk of the City of Covina, do hereby certify that Resolution CC 2026-78 was duly adopted by the City Council of the City of Covina at a regular meeting held on the 21st day of July, 2026, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Dated:
_____________________________________
FABIAN VELEZ, Chief Deputy City Clerk

Exhibit A

SIDE LETTER OF AGREEMENT

BETWEEN

THE CITY OF COVINA
AND

THE POLICE ASSOCIATION OF COVINA
This Side Letter of Agreement (“Agreement”) between the City of Covina (“City”) and the Police Association of Covina (“PAC”) (collectively “Parties”) is entered into with respect to the following:

WHEREAS, on June 18, 2024, the City Council approved a Memorandum of Understanding (MOU) between the City of Covina and the Police Association of Covina; and
WHEREAS, Article 3.1 (Exclusive Representation) sets forth the full-time sworn and non-sworn job classifications represented by the PAC bargaining unit; and WHEREAS, Article 11.3 (Special Assignment Pay) of the PAC MOU establishes premium pay for specific identified assignments; and
WHEREAS, the Parties met and conferred and agree to revise the language set forth in the Parties’ Agreement; and
THEREFORE, the Parties hereby agree to the following:

Article 3.1(B) of the PAC MOU shall be revised as follows:

3.1 EXCLUSIVE REPRESENTATIVE
The City hereby acknowledges the Police Association of Covina as the exclusive representative for certain fulltime sworn and non-sworn employees in the Covina Police Department holding the classifications listed below, for the purpose of meeting and conferring in good faith regarding wages, hours, and other terms and conditions of employment.

A. SWORN
Police Officer
Police Corporal
B. NON-SWORN
Community Services Officer
Community Services Specialist
Court Officer

Jailer
Lead Public Safety Dispatcher
Parking Enforcement Officer
Public Safety Dispatcher
Police Lead Jailer
Police Lead Records Clerk
Police Officer Recruit
Police Records Clerk
Property and Evidence Clerk
Unless otherwise specified, if an employee changes status (e.g. changes from fulltime to part-time employment), or separates from this bargaining group, the employee will be subject to his/her new bargaining group’s MOU, Compensation Rules, or Personnel Rules.

Article 11.3(A) of the PAC MOU shall be revised as follows – remove the following special assignments:

11.3 SPECIAL ASSIGNMENT PAY
A. Special Assignments
1) The Chief of Police has final discretion to determine who shall receive a special assignment. Employees assigned to the following special assignments listed below shall receive, in addition to their regular compensation, premium pay at the rate indicated. However, in no case may an employee receive more than one (1) special assignment premium. The special assignment premium pay shall end when the applicable assignment ends.

The parties agree that special compensation shall be reported to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4).

1. Detective - Seven and one-half percent (7.5%)

2. Motorcycle/Traffic Officer - Seven and one-half percent (7.5%)

3. School Resource Officer - Five percent (5%)

4. Field Training Officer - Five percent (5%)

5. Canine Officer - Five percent (5%)

6. Community Impact Team Officer (Police Liaison) – Five Percent (5%)

7. Lead Jailer – Five Percent (5%)

8. Communications Training Officer – Five Percent (5%)

9. Lead Police Records Clerk – Five Percent (5%)
Safety personnel receiving Special Assignment Compensation as a School Resource Officer will work a 3/12 or 4/10 shift when school is not in session (i.e., Christmas or Summer breaks).

All other terms of the PAC MOU remain in effect for the term of the MOU.

This side letter shall become effective upon City Council approval.

FOR THE CITY OF COVINA
Chris Marcarello Date
City Manager

FOR THE POLICE ASSOCIATION OF COVINA
Ryan Balsz Date
President
David Meadows Date
Vice President

EXHIBIT B

CITY OF COVINA

LEAD PUBLIC SAFETY DISPATCHER
DEFINITION:

Under general supervision, provides coordination and oversight of the activities of the Public Safety Commuications Division including providing lead worker support, evaluate performance of assigned personnel, programs and operations. Participates in the work of civilian personnel responsible for the day-to-day operations in the Communations Division. Receives and processes routine and emergency calls and alarms; dispatches public safety and public works field units as required; provides pre-arrival instructions; enters, retrieves and uses data from various automated law enforcement information systems; coordinates with other emergency service providers as appropriate; assists in the training of less experienced personnel; learns applicable policies, procedures and work methods associated with assigned duties; performs other related duties as required.

DISTINGUISHING CHARACTERISTICS:

The Lead Public Safety Dispatcher is a lead senior-level classification responsible for assisting with overseeing, directing, and coordinating a broad range of complex technicial, administrative, and operational support functions within the Public Safety Communcations Division. This position is distinguished from the Public Safety Dispatcher classification by its advanced knowledge of records management operations, policies, procedures, and applicable regulatory requirements, as well as it expanded scope of responsibility and leadership authority. The incumbent is responsible for ensuring adherence to established policies, procedures, and service standards; keeps superior informed on events affecting area of responsibility, particularly personnel problems, complaints, and other occurrences having an impact on the department or City.

SUPERVISION RECEIVED/EXERCISED:

Receives general supervision from the Administrative Lieutenant and Police Support Services Manager. Excercises direct and indirect lead worker responsibilities and provides leadership guidance and support to Public Safety Dispatchers.

ESSENTIAL FUNCTIONS: (included but are not limited to the following) • Accepts lead worker responsibilities for the day-to-day operations of the Public Safety Communications Division; assists in the planning, coordination and assigning of work assignments, work schedules, reviews and participates in the work of assigned staff; assists in the training, motivation, and performance evaluation of assigned personnel; monitors Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position.

LEAD PUBLIC SAFETY DISPATCHER

staff activities to ensure adherence to safety standards, work quality, accuracy, and confidentiality requirements; and assists with reviewing, implementing, and updating policies and procedures.
• Receives and processes routine and emergency calls and alarms; dispatches public safety and public works field units as required; provides pre-arrival instructions; enters, retrieves and uses data from various automated law enforcement information systems; coordinates with other emergency service providers as appropriate; assists in the training of less experienced personnel.
• Learns and develops an understanding of applicable policies, procedures, and work methods associated with assigned duties.
• Receives and enters calls for service in CAD; dispatches and monitors the status of field units; interprets level of service needed through information obtained from field officers or citizens; retrieves information for officers from CLETS, including information on outstanding warrants; coordinates multi-agency responses when necessary; transfers calls to appropriate agencies if warranted.
• Informs the Watch Commander of calls in progress; maintains records of all pending and dispatched calls for service; receives information and calls for service from other law enforcement agencies; provides information to other agencies by telephone and teletype. • Monitors station security after hours; monitors the City’s alarm system and determines the appropriate response; assists in the care of juveniles; provides matron services when required.
• Responds to questions and concerns from the general public, department staff and other agencies; takes and records telephone and counter reports; provides information as appropriate and resolves service issues and complaints. • Establishes positive working relationships with representatives of community organizations, state/ local agencies and associations, City management and staff, and the public.

PHYSICAL, MENTAL, AND ENVIRONMENTAL CONDITIONS:

Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily office activities. The position also requires grasping, repetitive hand movement, and fine coordination in retrieving and entering data using a computer keyboard. Additionally, the position requires near and far vision in reading work related documents and using the computer, and acute hearing is required when providing phone,

LEAD PUBLIC SAFETY DISPATCHER

dispatch and personal service. The need to lift, drag, and push files, paper, and documents weighing up to 25 pounds also is required.

Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.

QUALIFICATIONS: (The following are minimal qualifications necessary for entry into the classification)
Education and/or Experience:

Any combination of education and experience that has provided the knowledge, skills and abilities necessary for a Lead Public Safety Dispatcher. A typical way of obtaining the required qualifications is to possess three (3) years of progressively responsible experience as a Public Safety Dispatcher and a high school diploma or equivalent.

License/Certificate:

Possesion of an Advacned Post Dispatcher Certificate within eleven (11) months of appointment.

KNOWLEDGE/ABILITIES/SKILLS: (The following are a representative sample of the KAS’s necessary to perform essential duties of the position.)
Knowledge of:

Modern office administrative practices and procedures; location of major streets, public places and landmarks in the City of Covina; public and agency desk procedures; methods of providing services and information; ability to learn alphanumeric code systems; Federal Communications Commission regulations governing voice radio and telephone communications; proper operation and care of voice radio and telephone equipment; basic principles of mathematics; applicable federal, state and local laws, codes and regulations; methods and techniques of scheduling work assignments; standard office procedures, practices and equipment; modern office practices, methods and equipment, including a computer and applicable software; methods and techniques for record keeping and report preparation and writing; proper English, spelling and grammar; occupational hazards and standard safety practices.

Ability to:

Perform a variety of complex work with speed and accuracy; remain calm under emergency situations; learn to operate specialized law enforcement automated information, communication and dispatch systems; work flexible hours, including evenings, weekends, overtime and rotating shifts; wear a department uniform; perform mathematical calculations quickly and accurately; interpret, explain and apply applicable laws, codes and regulations; read, interpret and record data accurately; organize, prioritize and follow-up on work assignments; work independently and as part of a team; make sound decisions

LEAD PUBLIC SAFETY DISPATCHER

within established guidelines; analyze a complex issue, and develop and implement an appropriate response; follow written and oral directions; observe safety principles and work in a safe manner; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships.

Skill to:

Effectively operate specialized law enforcement automated information, communication and dispatch systems.

Bargaining Unit: PAC
Created: 07/21/2026

CITY OF COVINA

POLICE LEAD JAILER
DEFINITION:

Under general supervision, plans, organizes, supervises and evaluates the personnel, programs, and operations of the jail facility. Participates in the work of civilian personnel responsible for the day-to-day operations of the jail including providing lead worker support and training over assigned personnel. Oversees staff engaged in monitoring the safety and welfare of arrestees in custody; processes and supervises the health, safety and welfare of persons in custody; provides complex staff assistance to management staff in areas of expertise; and performs related work as required.

DISTINGUISING CHARATERISTICS:

The Lead Jailer serves as the lead senior-level classification responsible for assisting with overseeing, directing, and coordinating a wide range of complex technical, administrative, and operational support functions within the police jail. This position is distinguished from the Police Jailer classification by its advanced knowledge of jail operations, policies, procedures, and regulatory requirements, as well as its greater scope of responsibility and leadership authority.

In addition to performing specialized jail functions, the Lead Jailer provides day-to-day supervision of assigned personnel, coordinates staff scheduling and work assignments, conducts training and mentoring, and ensures the efficient, safe, and compliant operation of jail services.

The position requires a comprehensive understanding of jail division operations and the ability to exercise independent judgment, leadership, and decision-making in support of departmental objectives.

SUPERVISION RECEIVED/EXERCISED:

Receives general administrative and operational direction from the Support Services Captain and Administrative Lieutenant. Exercises direct and indirect supervision over assigned office staff, jail personnel, and volunteers.

ESSENTIAL FUNCTIONS: (included but are not limited to the following) • Accepts lead worker responsibilities for the day-to-day operations of the Jail; plans, assigns, schedules, reviews, and participates in the work of assigned staff; assists in the training, motivation, and performance evaluation of assigned personnel; monitors staff activities to ensure adherence to safety standards, work quality, accuracy, and Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position.

LEAD POLICE JAILER

confidentiality requirements; and assists with reviewing, developing, implementing, and updating jail policies and procedures, including maintenance of the Jail Manual. • Books and processes arrestees, including preparation and completion of booking records for incoming prisoners; photographs and fingerprints individuals in custody; receives, inventories, and maintains control of arrestees’ personal property in accordance with established procedures; supervises the care, custody, and security of persons in detention; prepares inmates for court appearances; issues citations and processes releases; and ensures the proper return of prisoner property upon release. • Maintains jail operations, facilities, and records in an efficient, accurate, and secure manner; coordinates visitation activities and responds to visitor inquiries, questions, and concerns; applies applicable federal, state, and local laws, regulations, and departmental policies governing the care and custody of incarcerated individuals; and ensures compliance with safe work practices, procedures, and security protocols. • Processes moving citations; fingerprints employees and members of the public; responds to inquiries and concerns from the public, departmental staff, and external agencies; provides accurate information as appropriate; and resolves service-related issues and complaints in a professional and timely manner.
• Establishes and maintains effective working relationships with representatives of community organizations, local and state agencies, City management and staff, and members of the public to support efficient jail operations and service delivery. • Applies and ensures compliance with applicable federal, state, and local laws, codes, regulations, and departmental policies governing jail operations, custody, and related functions.

PHYSICAL, MENTAL AND ENVIRONMENTAL WORKING CONDITIONS:

Position requires prolonged sitting, standing, walking, running, jumping, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily activities. The position also requires both near and far vision, and acute hearing. The position entails working in hazardous situations, and may involve abusive persons, potential physical violence and the potential risk of exposure to chemical and biological hazards in the performance of law enforcement duties. The need to lift 25 pounds or more is also required. Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.

QUALIFICATIONS: (The following are minimal qualifications necessary for entry into the classification.)
Education and/or Experience:

Any combination of education and experience that provides the knowledge, skills, and abilities necessary to perform the duties of a Lead Jailer. A typical qualifying pathway includes three (3) years of progressively responsible experience as a Police Jailer, and possession of a high school diploma or equivalent.

LEAD POLICE JAILER

License/Certificate:
• Possession of, or ability to obtain, a valid Class C California driver’s license. • Incumbents must have completed the California Department of Corrections training course within eleven (11) months of appointment.

KNOWLEDGE/ABILITIES/SKILLS: (The following are a representative sample of the KAS’s
necessary to perform essential duties of the position.) Knowledge of:

Practices and procedures of supervising the care and custody of prisoners; methods and techniques of fingerprinting; standard office and jail procedures and equipment; methods of providing services and information to the public and visitors; automated law enforcement information systems and procedures; basic billing and collection procedures; basic principles of mathematics; applicable federal, state and local laws, codes and regulations related to the care and custody of prisoners and the laws of arrest; methods and techniques of scheduling work assignments; standard office procedures, practices and equipment; modern office practices, methods and equipment, including a computer and applicable software; methods and techniques for record keeping and report preparation and writing; proper English, spelling and grammar; occupational hazards and standard safety practices.

Ability to:

Perform a variety of concurrent tasks in an effective and efficient manner; act quickly and calmly in emergency situations; maintain order and discipline within the jail; read, interpret and record data accurately; work independently and as part of a team; work flexible hours, including holidays, weekends and rotating shifts; organize and prioritize work assignments; perform mathematical calculations quickly and accurately; interpret, explain and apply applicable laws, codes and regulations; read, interpret and record data accurately; organize, prioritize and follow up on work assignments; work independently and as part of a team; make sound decisions within established guidelines; analyze a complex issue, and develop and implement an appropriate response; follow written and oral directions; observe safety principles and work in a safe manner; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships.

Skills to:

Operate office equipment, including a computer and applicable software; safely and effectively operate a variety of equipment used in the maintenance and operation of a jail.

Bargaining Unit: PAC
Created: 07/21/2026

CITY OF COVINA

POLICE LEAD RECORDS CLERK
DEFINITION:

Under general supervision, provides lead worker support and training over assigned personnel, performs a wide variety of law enforcement office support duties related to recording, maintaining, retrieving, and distributing law enforcement data and information; processes a high volume of police-related documents to contribute to the effective operation of the department; enters reports and data into a variety of automated law enforcement records systems; ensures that records and information are accurate, clear and comprehensive for law enforcement personnel and the general public; performs other related duties as required.

DISTINGUISHING CHARACTERISTICS:

The Police Lead Records Clerk is the lead senior-level classification responsible for assisting with overseeing, directing, and coordinating a broad range of complex technical, administrative, and operational support functions within the Records Division. This position is distinguished from the Police Records Clerk classification by its advanced knowledge of records management operations, policies, procedures, and applicable regulatory requirements, as well as its expanded scope of responsibility and leadership authority.

In addition to performing specialized and advanced records clerk duties, the Police Lead Records Clerk provides day-to-day direction and leadership for assigned personnel, including coordinating work schedules, assigning and reviewing workload, and ensuring adequate coverage of division functions. The incumbent is responsible for training, mentoring, and evaluating staff performance, while fostering a productive, efficient, and service-oriented work environment. The incumbent is also responsible for ensuring adherence to established policies, procedures, and service standards; keeps superior informed on events affecting area of responsibility, particularly personnel problems, complaints, and other occurrences having an impact on the department or City.

SUPERVISION RECEIVED/EXERCISED
Receives general administrative and operational direction from the Administrative Lieutenant and Police Support Services Manager. Exercises direct and indirect lead worker responsibilities over assigned office staff, records personnel, and volunteers.

Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position.

POLICE LEAD RECORDS CLERK

ESSENTIAL FUNCTIONS: (included but are not limited to the following) • Accepts lead worker responsibilities for the day-to-day operations of the Records Division; assists in the planning, coordination and assigning of work assignments, work schedules, reviews and participates in the work of assigned staff; assists in the training, motivation, and performance evaluation of assigned personnel; monitors staff activities to ensure adherence to safety standards, work quality, accuracy, and confidentiality requirements; and assists with reviewing, implementing and updating policies and procedures. • Performs a wide variety of office support and computer entry/retrieval using various automated information systems; types correspondence; tabulates statistical data; acts as the first line of contact in the Police Department lobby; operates a variety of office equipment, including the computerized parking system, optical imaging, and microfilm retrieval systems; maintains confidential files of crime and traffic accident reports, registrants, and applicant files.
• Enters and maintains accurate data and information into the California Law Enforcement Telecommunications System (CLETS), including stolen vehicles, missing and unidentified persons and domestic violence restraining orders; enters and retrieves information from a variety of state and local automated systems, including the Records Management System (RMS); validates selected records from the Department of Justice files, including vehicles, firearms and missing persons.
• Demonstrates a full understanding of applicable policies, procedures, and work methods associated with assigned duties, including National Incident Based Reporting System (NIBRS) and California Incident Based Reporting System (CIBRS) requirements as mandated by Department of Justice.
• Photocopies and distributes crime, incident, arrest, and accident reports to the general public and various agencies such as the Department of Justice (DOJ), California Highway Patrol, District Attorney, Department of Motor Vehicles (DMV), and insurance companies; prepares misdemeanor/felony court packets for the District Attorney’s Office including crime report, amendment information and supporting documents such as criminal history, DMV driving history and drug analysis results; prepares moving violation transmittals for court; applies federal, state and local laws when releasing information. • Assists department personnel and the public at the front counter and by telephone; issues visitor’ permits; assists the public with parking permit application and purchase; provides assistance to outside agencies requiring information.
• Collects fees for services provided by the Department; may assist in the transportation of female prisoners and the care of juveniles.
• Establishes positive working relationships with representatives of community organizations, state/ local agencies and associations, City management and staff, and the public.

POLICE LEAD RECORDS CLERK

PHYSICAL, MENTAL AND ENVIRONMENTAL WORKING CONDITIONS:

Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily office activities. The position also requires grasping, repetitive hand movement, and fine coordination in preparing reports and retrieving and entering data using a computer keyboard. Additionally, the position requires near and far vision in reading work related documents and using the computer, and acute hearing is required when providing phone and personal service. The need to lift, drag, and push files, paper, and documents weighing up to 25 pounds also is required.

Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodation.

QUALIFICATIONS: (The following are minimal qualifications necessary for entry into the classification.)
Education and/or Experience:

Any combination of education and experience that provides the knowledge, skills, and abilities necessary to perform the duties of a Police Lead Records Clerk. A typical qualifying pathway includes three (3) years of progressively responsible experience as a Police Records Clerk, and possession of a high school diploma or equivalent.

License/Certificate:

Completion of California POST 40-hour Police Records Clerk.

KNOWLEDGE/ABILITIES/SKILLS: (The following are a representative sample of the KAS’s necessary to perform essential duties of the position.) Knowledge of:

Modern office administrative practices and procedures; public and agency desk procedures and methods of providing services and information; automated law enforcement information systems and procedures; basic principles of mathematics; applicable federal, state and local laws, codes and regulations, including the Public Record Act; methods and techniques of scheduling work assignments; standard office procedures, practices and equipment; modern office practices, methods and equipment, including a computer and applicable software; methods and techniques for record keeping and report preparation and writing; proper English, spelling and grammar;
occupational hazards and standard safety practices.

POLICE LEAD RECORDS CLERK

Ability to:

Operate standard office equipment, including a computer; operate specialized automated law enforcement information systems; understand and follow instructions; organize and prioritize work assignments; perform a variety of work with speed and accuracy; work flexible hours including evenings, weekends and rotating shifts; wear a department uniform; maintain confidentiality of information; perform mathematical calculations quickly and accurately; interpret, explain and apply applicable laws, codes and regulations; read, interpret and record data accurately; organize, prioritize and follow-up on work assignments; work independently and as part of a team; make sound decisions within established guidelines; analyze a complex issue, and develop and implement an appropriate response; follow written and oral directions; observe safety principles and work in a safe manner; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships.

Skills to:

Operate office equipment, including a computer, applicable software, and specialized law enforcement automated information and records systems; safely and effectively operate a variety of equipment used in the maintenance and operation of a Records Division.

Bargaining Group: PAC
Created: 07/21/2026

EXHIBIT C

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 28, 2025

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
4010 COMMUNITY SERVICES OFFICER 1 $ 24.86 $ 4,309.64 $ 51,715.69 4530 2 $ 26.11 $ 4,525.12 $ 54,301.47
3 $ 27.41 $ 4,751.38 $ 57,016.55
4 $ 28.78 $ 4,988.95 $ 59,867.38
5 $ 30.22 $ 5,238.40 $ 62,860.75
6 $ 31.73 $ 5,500.32 $ 66,003.79
7 $ 32.55 $ 5,641.18 $ 67,694.14
4020 COMMUNITY SERVICES SPECIALIST 1 $ 30.98 $ 5,369.91 $ 64,438.88 4531 2 $ 32.53 $ 5,638.40 $ 67,660.80
3 $ 34.16 $ 5,920.32 $ 71,043.85
4 $ 35.86 $ 6,216.34 $ 74,596.05
5 $ 37.66 $ 6,527.15 $ 78,325.83
6 $ 39.54 $ 6,853.51 $ 82,242.12
7 $ 40.55 $ 7,029.03 $ 84,348.36
4030 COURT OFFICER 1 $ 30.98 $ 5,369.91 $ 64,438.88
2 $ 32.53 $ 5,638.40 $ 67,660.80
3 $ 34.16 $ 5,920.32 $ 71,043.85
4 $ 35.86 $ 6,216.34 $ 74,596.05
5 $ 37.66 $ 6,527.15 $ 78,325.83
6 $ 39.54 $ 6,853.51 $ 82,242.12
7 $ 40.55 $ 7,029.03 $ 84,348.36
4040 JAILER 1 $ 25.35 $ 4,394.68 $ 52,736.17
4570 2 $ 26.62 $ 4,614.41 $ 55,372.98
3 $ 27.95 $ 4,845.14 $ 58,141.63
4 $ 29.35 $ 5,087.39 $ 61,048.73
5 $ 30.82 $ 5,341.76 $ 64,101.15
6 $ 32.36 $ 5,608.85 $ 67,306.21
7 $ 33.19 $ 5,752.49 $ 69,029.93
4050 PARKING ENFORCEMENT OFFICER 1 $ 24.63 $ 4,269.86 $ 51,238.35 4521 2 $ 25.87 $ 4,483.36 $ 53,800.28
3 $ 27.16 $ 4,707.52 $ 56,490.28
4 $ 28.52 $ 4,942.90 $ 59,314.80
5 $ 29.94 $ 5,190.04 $ 62,280.54
6 $ 31.44 $ 5,449.55 $ 65,394.56
7 $ 32.24 $ 5,589.11 $ 67,069.32
3080 POLICE CORPORAL 1 $ 48.67 $ 8,436.58 $ 101,239.01
2 $ 51.11 $ 8,858.41 $ 106,300.96
3 $ 53.66 $ 9,301.33 $ 111,616.00
4 $ 56.34 $ 9,766.40 $ 117,196.80
5 $ 59.16 $ 10,254.72 $ 123,056.65
6 $ 62.12 $ 10,767.46 $ 129,209.48
7 $ 63.67 $ 11,036.64 $ 132,439.71

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 28, 2025

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
3070 POLICE OFFICER 1 $ 44.25 $ 7,669.62 $ 92,035.46
3580 2 $ 46.46 $ 8,053.10 $ 96,637.24
3 $ 48.78 $ 8,455.76 $ 101,469.09
4 $ 51.22 $ 8,878.55 $ 106,542.56
5 $ 53.78 $ 9,322.47 $ 111,869.67
6 $ 56.47 $ 9,788.60 $ 117,463.15
7 $ 57.92 $ 10,039.28 $ 120,471.41
3070 POLICE OFFICER 1 $ 44.25 $ 7,669.62 $ 92,035.46
Y-RATED 2 $ 46.46 $ 8,053.10 $ 96,637.24
3 $ 48.78 $ 8,455.76 $ 101,469.09
4 $ 51.22 $ 8,878.55 $ 106,542.56
5 $ 53.78 $ 9,322.47 $ 111,869.67
6 $ 55.13 $ 9,555.53 $ 114,666.42
7 $ 56.51 $ 9,794.42 $ 117,533.08
4080 POLICE OFFICER RECRUIT 1 $ 40.14 $ 6,956.87 $ 83,482.49 2 $ 42.14 $ 7,304.72 $ 87,656.62
3 $ 44.25 $ 7,669.95 $ 92,039.44
4 $ 46.46 $ 8,053.45 $ 96,641.41
5 $ 48.79 $ 8,456.12 $ 101,473.48
6 $ 51.22 $ 8,878.93 $ 106,547.16
7 $ 52.54 $ 9,106.32 $ 109,275.84
2106 POLICE RECORDS CLERK 1 $ 22.40 $ 3,883.23 $ 46,598.73 2566 2 $ 23.52 $ 4,077.02 $ 48,924.20
3 $ 24.70 $ 4,281.24 $ 51,374.88
4 $ 25.94 $ 4,495.90 $ 53,950.77
5 $ 27.23 $ 4,719.50 $ 56,634.00
6 $ 28.59 $ 4,955.47 $ 59,465.70
7 $ 29.30 $ 5,079.36 $ 60,952.34
4100 PROPERTY AND EVIDENCE CLERK 1 $ 27.42 $ 4,752.18 $ 57,026.18 4540 2 $ 28.79 $ 4,989.79 $ 59,877.47
3 $ 30.23 $ 5,239.28 $ 62,871.36
4 $ 31.74 $ 5,501.24 $ 66,014.93
5 $ 33.32 $ 5,776.31 $ 69,315.68
6 $ 34.99 $ 6,065.12 $ 72,781.46
7 $ 35.89 $ 6,220.45 $ 74,645.41
4060 PUBLIC SAFETY DISPATCHER 1 $ 29.48 $ 5,109.30 $ 61,311.55 4571 2 $ 30.95 $ 5,364.76 $ 64,377.14
3 $ 32.50 $ 5,633.00 $ 67,596.01
4 $ 34.12 $ 5,914.65 $ 70,975.80
5 $ 35.83 $ 6,210.38 $ 74,524.59
6 $ 37.62 $ 6,520.90 $ 78,250.82
7 $ 38.58 $ 6,687.90 $ 80,254.84

EXHIBIT D

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
4010 COMMUNITY SERVICES OFFICER 1 $ 26.04 $ 4,514.35 $ 54,172.19 4530 2 $ 27.35 $ 4,740.07 $ 56,880.79
3 $ 28.71 $ 4,977.07 $ 59,724.84
4 $ 30.15 $ 5,225.92 $ 62,711.08
5 $ 31.66 $ 5,487.22 $ 65,846.64
6 $ 33.24 $ 5,761.58 $ 69,138.97
7 $ 34.09 $ 5,909.13 $ 70,909.61
4020 COMMUNITY SERVICES SPECIALIST 1 $ 31.91 $ 5,531.00 $ 66,372.04 4531 2 $ 33.51 $ 5,807.55 $ 69,690.62
3 $ 35.18 $ 6,097.93 $ 73,175.16
4 $ 36.94 $ 6,402.83 $ 76,833.93
5 $ 38.79 $ 6,722.97 $ 80,675.61
6 $ 40.73 $ 7,059.12 $ 84,709.39
7 $ 41.77 $ 7,239.90 $ 86,878.81
4030 COURT OFFICER 1 $ 31.91 $ 5,531.00 $ 66,372.04
2 $ 33.51 $ 5,807.55 $ 69,690.62
3 $ 35.18 $ 6,097.93 $ 73,175.16
4 $ 36.94 $ 6,402.83 $ 76,833.93
5 $ 38.79 $ 6,722.97 $ 80,675.61
6 $ 40.73 $ 7,059.12 $ 84,709.39
7 $ 41.77 $ 7,239.90 $ 86,878.81
4040 JAILER 1 $ 26.37 $ 4,570.47 $ 54,845.62
4570 2 $ 27.69 $ 4,798.99 $ 57,587.89
3 $ 29.07 $ 5,038.94 $ 60,467.29
4 $ 30.52 $ 5,290.89 $ 63,490.68
5 $ 32.05 $ 5,555.43 $ 66,665.19
6 $ 33.65 $ 5,833.20 $ 69,998.45
7 $ 34.51 $ 5,982.59 $ 71,791.13
4091 LEAD PUBLIC SAFETY DISPATCHER 1 $ 33.40 $ 5,788.83 $ 69,465.99 2 $ 35.07 $ 6,078.28 $ 72,939.30
3 $ 36.82 $ 6,382.19 $ 76,586.28
4 $ 38.66 $ 6,701.30 $ 80,415.58
5 $ 40.59 $ 7,036.36 $ 84,436.36
6 $ 42.62 $ 7,388.18 $ 88,658.17
7 $ 43.72 $ 7,577.39 $ 90,928.73
4050 PARKING ENFORCEMENT OFFICER 1 $ 25.37 $ 4,397.96 $ 52,775.50 4521 2 $ 26.64 $ 4,617.86 $ 55,414.28
3 $ 27.97 $ 4,848.75 $ 58,184.99
4 $ 29.37 $ 5,091.19 $ 61,094.25
5 $ 30.84 $ 5,345.75 $ 64,148.95
6 $ 32.38 $ 5,613.03 $ 67,356.40
7 $ 33.21 $ 5,756.78 $ 69,081.40
Adopted 07.21.2026 Page 260 of 1097 Page 1 of 3 Exhibit D

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
3080 POLICE CORPORAL 1 $ 50.13 $ 8,689.68 $ 104,276.18
2 $ 52.64 $ 9,124.17 $ 109,489.99
3 $ 55.27 $ 9,580.37 $ 114,964.48
4 $ 58.03 $ 10,059.39 $ 120,712.71
5 $ 60.94 $ 10,562.36 $ 126,748.34
6 $ 63.98 $ 11,090.48 $ 133,085.76
7 $ 65.58 $ 11,367.74 $ 136,412.91
4092 POLICE LEAD JAILER 1 $ 30.32 $ 5,256.04 $ 63,072.46 2 $ 31.84 $ 5,518.84 $ 66,226.08
3 $ 33.43 $ 5,794.78 $ 69,537.39
4 $ 35.10 $ 6,084.52 $ 73,014.28
5 $ 36.86 $ 6,388.75 $ 76,664.97
6 $ 38.70 $ 6,708.19 $ 80,498.22
7 $ 39.69 $ 6,879.98 $ 82,559.80
4090 POLICE LEAD RECORDS CLERK 1 $ 25.38 $ 4,399.70 $ 52,796.36 2 $ 26.65 $ 4,619.26 $ 55,431.12
3 $ 27.98 $ 4,850.65 $ 58,207.74
4 $ 29.39 $ 5,093.85 $ 61,126.22
5 $ 30.85 $ 5,347.19 $ 64,166.32
6 $ 32.39 $ 5,614.55 $ 67,374.63
7 $ 33.20 $ 5,754.92 $ 69,059.00
3070 POLICE OFFICER 1 $ 46.24 $ 8,014.75 $ 96,177.06
3580 2 $ 48.55 $ 8,415.49 $ 100,985.91
3 $ 50.98 $ 8,836.27 $ 106,035.20
4 $ 53.53 $ 9,278.08 $ 111,336.97
5 $ 56.20 $ 9,741.98 $ 116,903.80
6 $ 59.01 $ 10,229.08 $ 122,748.99
7 $ 60.53 $ 10,491.05 $ 125,892.62
3070 POLICE OFFICER 1 $ 46.24 $ 8,014.75 $ 96,177.06
Y-RATED 2 $ 48.55 $ 8,415.49 $ 100,985.91
3 $ 50.98 $ 8,836.27 $ 106,035.20
4 $ 53.53 $ 9,278.08 $ 111,336.97
5 $ 56.20 $ 9,741.98 $ 116,903.80
6 $ 57.61 $ 9,985.53 $ 119,826.41
7 $ 59.05 $ 10,235.17 $ 122,822.07
4080 POLICE OFFICER RECRUIT 1 $ 41.34 $ 7,165.58 $ 85,986.96 2 $ 43.41 $ 7,523.86 $ 90,286.32
3 $ 45.58 $ 7,900.05 $ 94,800.62
4 $ 47.86 $ 8,295.05 $ 99,540.65
5 $ 50.25 $ 8,709.81 $ 104,517.69
6 $ 52.76 $ 9,145.30 $ 109,743.57
7 $ 54.11 $ 9,379.51 $ 112,554.12
Adopted 07.21.2026 Page 261 of 1097 Page 2 of 3 Exhibit D

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
2106 POLICE RECORDS CLERK 1 $ 23.08 $ 3,999.72 $ 47,996.69 2566 2 $ 24.23 $ 4,199.33 $ 50,391.93
3 $ 25.44 $ 4,409.68 $ 52,916.13
4 $ 26.72 $ 4,630.77 $ 55,569.29
5 $ 28.04 $ 4,861.08 $ 58,333.02
6 $ 29.45 $ 5,104.14 $ 61,249.67
7 $ 30.18 $ 5,231.74 $ 62,780.91
4100 PROPERTY AND EVIDENCE CLERK 1 $ 28.24 $ 4,894.75 $ 58,736.97 4540 2 $ 29.65 $ 5,139.48 $ 61,673.80
3 $ 31.13 $ 5,396.46 $ 64,757.50
4 $ 32.69 $ 5,666.28 $ 67,995.37
5 $ 34.32 $ 5,949.60 $ 71,395.15
6 $ 36.04 $ 6,247.08 $ 74,964.90
7 $ 36.96 $ 6,407.06 $ 76,884.77
4060 PUBLIC SAFETY DISPATCHER 1 $ 30.36 $ 5,262.58 $ 63,150.90 4571 2 $ 31.88 $ 5,525.70 $ 66,308.46
3 $ 33.47 $ 5,801.99 $ 69,623.89
4 $ 35.15 $ 6,092.09 $ 73,105.08
5 $ 36.90 $ 6,396.69 $ 76,760.32
6 $ 38.75 $ 6,716.53 $ 80,598.34
7 $ 39.74 $ 6,888.54 $ 82,662.48
Adopted 07.21.2026 Page 262 of 1097 Page 3 of 3 Exhibit D

EXHIBIT E

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
4010 COMMUNITY SERVICES OFFICER 1 $ 26.83 $ 4,649.78 $ 55,797.35 4530 2 $ 28.17 $ 4,882.27 $ 58,587.21
3 $ 29.58 $ 5,126.38 $ 61,516.58
4 $ 31.05 $ 5,382.70 $ 64,592.42
5 $ 32.61 $ 5,651.84 $ 67,822.04
6 $ 34.24 $ 5,934.43 $ 71,213.14
7 $ 35.11 $ 6,086.41 $ 73,036.90
4020 COMMUNITY SERVICES SPECIALIST 1 $ 32.87 $ 5,696.93 $ 68,363.20 4531 2 $ 34.51 $ 5,981.78 $ 71,781.34
3 $ 36.24 $ 6,280.87 $ 75,370.42
4 $ 38.05 $ 6,594.91 $ 79,138.95
5 $ 39.95 $ 6,924.66 $ 83,095.88
6 $ 41.95 $ 7,270.89 $ 87,250.67
7 $ 43.02 $ 7,457.10 $ 89,485.18
4030 COURT OFFICER 1 $ 32.87 $ 5,696.93 $ 68,363.20
2 $ 34.51 $ 5,981.78 $ 71,781.34
3 $ 36.24 $ 6,280.87 $ 75,370.42
4 $ 38.05 $ 6,594.91 $ 79,138.95
5 $ 39.95 $ 6,924.66 $ 83,095.88
6 $ 41.95 $ 7,270.89 $ 87,250.67
7 $ 43.02 $ 7,457.10 $ 89,485.18
4040 JAILER 1 $ 27.16 $ 4,707.58 $ 56,490.99
4570 2 $ 28.52 $ 4,942.96 $ 59,315.53
3 $ 29.94 $ 5,190.11 $ 62,281.31
4 $ 31.44 $ 5,449.62 $ 65,395.40
5 $ 33.01 $ 5,722.10 $ 68,665.15
6 $ 34.66 $ 6,008.20 $ 72,098.41
7 $ 35.55 $ 6,162.07 $ 73,944.86
4091 LEAD PUBLIC SAFETY DISPATCHER 1 $ 34.40 $ 5,962.50 $ 71,549.97 2 $ 36.12 $ 6,260.62 $ 75,127.48
3 $ 37.92 $ 6,573.66 $ 78,883.86
4 $ 39.82 $ 6,902.34 $ 82,828.05
5 $ 41.81 $ 7,247.45 $ 86,969.45
6 $ 43.90 $ 7,609.83 $ 91,317.92
7 $ 45.03 $ 7,804.72 $ 93,656.59
4050 PARKING ENFORCEMENT OFFICER 1 $ 26.13 $ 4,529.90 $ 54,358.77 4521 2 $ 27.44 $ 4,756.39 $ 57,076.71
3 $ 28.81 $ 4,994.21 $ 59,930.54
4 $ 30.25 $ 5,243.92 $ 62,927.07
5 $ 31.77 $ 5,506.12 $ 66,073.42
6 $ 33.35 $ 5,781.42 $ 69,377.09
7 $ 34.21 $ 5,929.49 $ 71,153.85
Adopted 07.21.2026 Page 264 of 1097 Page 1 of 3 Exhibit E

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
3080 POLICE CORPORAL 1 $ 51.64 $ 8,950.37 $ 107,404.46
2 $ 54.22 $ 9,397.89 $ 112,774.69
3 $ 56.93 $ 9,867.78 $ 118,413.42
4 $ 59.78 $ 10,361.17 $ 124,334.09
5 $ 62.76 $ 10,879.23 $ 130,550.79
6 $ 65.90 $ 11,423.19 $ 137,078.33
7 $ 67.55 $ 11,708.77 $ 140,505.29
4092 POLICE LEAD JAILER 1 $ 31.23 $ 5,413.72 $ 64,964.64 2 $ 32.79 $ 5,684.41 $ 68,212.86
3 $ 34.43 $ 5,968.63 $ 71,623.51
4 $ 36.16 $ 6,267.06 $ 75,204.71
5 $ 37.96 $ 6,580.41 $ 78,964.92
6 $ 39.86 $ 6,909.43 $ 82,913.17
7 $ 40.88 $ 7,086.38 $ 85,036.59
4090 POLICE LEAD RECORDS CLERK 1 $ 26.14 $ 4,531.69 $ 54,380.25 2 $ 27.45 $ 4,757.84 $ 57,094.06
3 $ 28.82 $ 4,996.16 $ 59,953.98
4 $ 30.27 $ 5,246.67 $ 62,960.01
5 $ 31.77 $ 5,507.61 $ 66,091.31
6 $ 33.36 $ 5,782.99 $ 69,395.87
7 $ 34.20 $ 5,927.56 $ 71,130.77
3070 POLICE OFFICER 1 $ 47.63 $ 8,255.20 $ 99,062.37
3580 2 $ 50.01 $ 8,667.96 $ 104,015.49
3 $ 52.51 $ 9,101.35 $ 109,216.25
4 $ 55.13 $ 9,556.42 $ 114,677.08
5 $ 57.89 $ 10,034.24 $ 120,410.92
6 $ 60.78 $ 10,535.96 $ 126,431.46
7 $ 62.34 $ 10,805.78 $ 129,669.40
3070 POLICE OFFICER 1 $ 47.63 $ 8,255.20 $ 99,062.37
Y-RATED 2 $ 50.01 $ 8,667.96 $ 104,015.49
3 $ 52.51 $ 9,101.35 $ 109,216.25
4 $ 55.13 $ 9,556.42 $ 114,677.08
5 $ 57.89 $ 10,034.24 $ 120,410.92
6 $ 59.34 $ 10,285.10 $ 123,421.20
7 $ 60.82 $ 10,542.23 $ 126,506.73
4080 POLICE OFFICER RECRUIT 1 $ 42.58 $ 7,380.55 $ 88,566.57 2 $ 44.71 $ 7,749.58 $ 92,994.91
3 $ 46.94 $ 8,137.05 $ 97,644.64
4 $ 49.29 $ 8,543.91 $ 102,526.87
5 $ 51.76 $ 8,971.10 $ 107,653.22
6 $ 54.34 $ 9,419.66 $ 113,035.88
7 $ 55.74 $ 9,660.89 $ 115,930.74
Adopted 07.21.2026 Page 265 of 1097 Page 2 of 3 Exhibit E

CITY OF COVINA

PAC SALARY SCHEDULE
EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
2106 POLICE RECORDS CLERK 1 $ 23.77 $ 4,119.72 $ 49,436.59 2566 2 $ 24.95 $ 4,325.31 $ 51,903.69
3 $ 26.20 $ 4,541.97 $ 54,503.62
4 $ 27.52 $ 4,769.70 $ 57,236.37
5 $ 28.89 $ 5,006.92 $ 60,083.01
6 $ 30.33 $ 5,257.26 $ 63,087.16
7 $ 31.09 $ 5,388.69 $ 64,664.34
4100 PROPERTY AND EVIDENCE CLERK 1 $ 29.09 $ 5,041.59 $ 60,499.08 4540 2 $ 30.54 $ 5,293.67 $ 63,524.01
3 $ 32.07 $ 5,558.35 $ 66,700.23
4 $ 33.67 $ 5,836.27 $ 70,035.23
5 $ 35.35 $ 6,128.08 $ 73,537.00
6 $ 37.12 $ 6,434.49 $ 77,213.85
7 $ 38.07 $ 6,599.28 $ 79,191.31
4060 PUBLIC SAFETY DISPATCHER 1 $ 31.27 $ 5,420.45 $ 65,045.43 4571 2 $ 32.84 $ 5,691.48 $ 68,297.71
3 $ 34.48 $ 5,976.05 $ 71,712.60
4 $ 36.20 $ 6,274.85 $ 75,298.23
5 $ 38.01 $ 6,588.59 $ 79,063.13
6 $ 39.91 $ 6,918.02 $ 83,016.29
7 $ 40.93 $ 7,095.20 $ 85,142.36
Adopted 07.21.2026 Page 266 of 1097 Page 3 of 3 Exhibit E

ATTACHMENT B
RESOLUTION CC 2026-79

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COVINA, CALIFORNIA, AMENDING THE CITY’S CLASSIFICATION PLAN AND

SALARY RANGE, AND AUTHORIZE A SIDE LETTER BETWEEN THE

CITY OF COVINA AND THE POLICE SUPERVISORS OF COVINA
WHEREAS, the City of Covina (“City”) is a municipal corporation duly organized and existing pursuant to the Constitution and laws of the State of California; and WHEREAS, the Police Department and Human Resources desire to amend the City's Classification Plan to establish the classification of Police Support Services Manager; and enter into a Side Letter Agreement between the City of Covina and the Police Supervisors of Covina (PSC) revising Article 2.1 (Exclusive Representation) of the Memorandum of Understanding (MOU) between the City of Covina and PSC.

The Side Letter Agreement, respective job description, and the PSC Salary Schedules, effective June 27, 2026, and June 26, 2027, are attached hereto as Exhibits A, B, C and D.

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

SECTION 1. The City Council approves and authorizes the Human Resources Manager to establish the amendments as follows:

A. Effective July 21, 2026, the classification of Police Support Services Manager shall be established and the salary range for this classification shall be added to the current salary schedule for full time employees as part of the Non-Sworn Classifications.

B. The monthly salary range for Police Support Services Manager shall be added within the PAC salary schedule for fulltime employees starting at $7,979.00 (Step 1) to $10,445.76 (Step 8).

SECTION 2. The City Council approves and authorizes the City Manager to execute a Side Letter Agreement between the City of Covina and PSC revising Article 2.1 of the Memorandum of Understanding and PSC Salary Schedules between the City of Covina and PSC, adopted by the City Council on July 21, 2026, attached hereto.

SECTION 3. The City Clerk shall certify to the passage and adoption of this resolution and shall enter the same in the Book of Original Resolutions.

APPROVED and PASSED this 21st day of July, 2026.

Resolution CC 2026-79 Page 2 of 2
City of Covina, California
BY:

HECTOR DELGADO, Mayor
ATTEST:
___________________________________________
FABIAN VELEZ, Chief Deputy City Clerk

CERTIFICATION
I, Fabian Velez, Chief Deputy City Clerk of the City of Covina, do hereby certify that Resolution CC 2026-79 was duly adopted by the City Council of the City of Covina at a regular meeting held on the 21st day of July, 2026, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Dated:
_____________________________________
FABIAN VELEZ, Chief Deputy City Clerk

Exhibit A

SIDE LETTER OF AGREEMENT

BETWEEN

THE CITY OF COVINA
AND

THE POLICE SUPERVISORS OF COVINA
This Side Letter of Agreement (“Agreement”) between the City of Covina (“City”) and the Police Supervisors of Covina (“PSC”) (collectively “Parties”) is entered into with respect to the following:

WHEREAS, on June 18, 2024, the City Council approved a Memorandum of Understanding (MOU) between the City of Covina and the Police Supervisors of Covina; and
WHEREAS, Article 2.1 (Exclusive Representation) sets forth the full-time sworn and non-sworn job classifications represented by the PSC bargaining unit; and WHEREAS, the Parties met and conferred and agree to revise the language set forth in the Parties’ Agreement; and
THEREFORE, the Parties hereby agree to the following:

Article 2.1(A) of the PSC MOU shall be revised as follows:

2.1 EXCLUSIVE REPRESENTATIVE
The City hereby acknowledges the Police Supervisors of Covina as the exclusive
representative for certain fulltime sworn and non-sworn employees in the Covina Police Department holding the classifications listed below, for the purpose of meeting and conferring in good faith regarding wages, hours, and other terms and conditions of employment.

A. NON-SWORN
• Police Records Supervisor
• Police Support Services Manager
• Public Safety Communications Supervisor
B. SWORN
• Police Sergeant
Unless otherwise specified, if an employee changes status (e.g. changes from full time to part-time employment), or separates from this bargaining

group, the employee will be subject to his/her new bargaining group’s MOU or Compensation Rules.

All other terms of the PAC MOU remain in effect for the term of the MOU.

This side letter shall become effective upon City Council approval.

FOR THE CITY OF COVINA
Chris Marcarello Date
City Manager

FOR THE POLICE SUPERVISORS OF COVINA
Michael Colburn Date
Police Sergeant

EXHIBIT B

CITY OF COVINA

POLICE SUPPORT SERVICES MANAGER
DEFINITION:

Under general direction, plans, organizes, manages, supervises, and evaluates the personnel, programs, and operations of the Public Safety Communications Dispatch Center, Police Records Division, and related administrative support functions. Oversees the receipt, processing, maintenance, security, retention, and dissemination of police records, reports, and law enforcement information, ensuring compliance with applicable laws, regulations, policies, and operational standards; provides advanced technical and administrative support to departmental operations, assumes responsibility for complex and sensitive assignments; and performs other related duties as assigned.

DISTINGUISHING CHARACTERISTICS:

The Police Support Services Manager is a supervisory-level classification responsible for planning, directing, and coordinating the operations of the Police Records Division and Public Safety Communications/Dispatch Center. The position oversees a wide range of complex technical, communications, records management, and administrative support functions essential to departmental operations.

This classification is distinguished from the Police Records Lead and Public Safety Communications/Dispatcher Lead positions by its broader scope of responsibility, requiring comprehensive knowledge of public safety support services, communications, and records operations. The Police Support Services Manager exercises full supervisory responsibility for assigned personnel, including staffing, scheduling, training, performance management, and operational oversight, while ensuring efficient service delivery and compliance with applicable policies, procedures, and regulatory requirements.

SUPERVISION RECEIVED/EXERCISED:

Receives general direction from the Administrative Lieutenant and Support Service Captain.

Exercises direct and indirect supervision over assigned professional, technical, administrative, and clerical personnel, providing leadership, guidance, performance management, and operational oversight to ensure efficient and effective service delivery.

Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position.

ESSENTIAL FUNCTIONS: (include but are not limited to the following) • Plans, organizes, coordinates, and oversees the operations of the Police Records Division and Public Safety Communications/Dispatch Center. Directs and evaluates the work of assigned personnel; participates in recruitment, selection, training, scheduling, performance management, and professional development activities to ensure efficient and effective delivery of service.
• Oversees the maintenance, security, retention, dissemination, and lawful release of confidential police records, reports, criminal histories, citations, arrests, warrants, and related law enforcement information. Ensures compliance with applicable federal, state, and local laws, regulations, court orders, and records management standards. Serves as a resource for the interpretation and application of records laws, confidentiality requirements, and public disclosure regulations.
• Manages communications and dispatch operations, including the receipt and processing of emergency and non-emergency calls for service, alarms, radio communications, and the dispatching of public safety, public works, and other field personnel. Ensures adequate staffing and operational readiness to provide continuous 24-hour dispatch services and coordinates activities with allied law enforcement, fire, medical, and emergency service agencies.
• Manages the use of computerized records management systems, computer-aided dispatch (CAD), parking enforcement, and automated law enforcement information systems, ensuring data integrity, security, and authorized information access. • Develops, implements, and updates operational policies, procedures, manuals, schedules, performance standards, and quality assurance processes for records and communications functions. Monitors workflow, reviews work products, evaluates operational effectiveness, and implements service improvements to enhance efficiency, accuracy, compliance, and customer service.
• Administers and maintains records management systems, computer-aided dispatch (CAD) systems, automated law enforcement databases, archival records, and related information systems. Ensures data integrity, system security, authorized access, and compliance with regulatory reporting requirements.
• Provides technical guidance and support regarding communications technology, records management practices, and law enforcement information systems. Monitors legislative and regulatory developments, implements operational changes as required, and ensures staff receive appropriate training and certification, including Department of Justice requirements.
• Prepares and maintains operational, statistical, analytical, and administrative reports; participates in budget development and administration; forecasts staffing, equipment, technology, and resource needs; and monitors expenditures to ensure fiscal accountability. • Serves as a liaison with departmental personnel, allied agencies, courts, attorneys, crime victims, and the public. Responds to inquiries, resolves complaints and service issues, represents the division at meetings and professional forums, and promotes effective communication between sworn and professional staff. May serve as custodian of records, provide testimony in court regarding records authenticity and retention practices, and perform other related duties as assigned.

PHYSICAL, MENTAL AND ENVIRONMENTAL CONDITIONS
Position requires prolonged sitting, standing, walking, reaching, twisting, turning kneeling, bending, squatting, and stooping in the performance of daily office activities. The position also requires grasping, repetitive hand movement, and fine coordination in preparing reports and retrieving and entering data using a computer keyboard. Additionally, the position requires near and far vision in reading work related documents and using the computer, and acute hearing is required when providing phone and personal service. The need to lift, drag, and push files, paper, and documents weighing up to 25 pounds also is required.

QUALIFICATIONS: (The following are minimal qualifications necessary for entry into the classification.)
Education and or/Experience:

Any combination of education and experience that provides the knowledge, skills, and abilities required to effectively manage public safety communications, police records, and related support services. A typical qualification would include five (5) years of progressively responsible experience in public safety dispatching, police records administration, and support services operations, including two (2) years of supervisory or lead experience, and graduation from high school or equivalent. An Associate’s Degree in criminal justice, public administration, business administration, or a related field is highly desirable.

Licenses or Certification:
• Possession of and ability to maintain a valid Class C California driver’s license and a satisfactory driving record.
• Must possess within eleven (11) months of appointment Police Records Supervisor Certificate from P.O.S.T.
• Must possess within eleven (11) months of appointment Dispatch Certificate from P.O.S.T.
• Successful completion of the Spillman Database Administrator training process is preferred.

KNOWLEDGE/ABILITIES/SKILLS
Knowledge of:

Principles, practices, procedures, terminology, and technologies related to public safety communications, emergency dispatching, police records management, and law enforcement information systems; applicable federal, state, and local laws, regulations, and standards governing public safety communications, records management, confidentiality,

and public records disclosure; methods and techniques of supervision, leadership, training, employee development, and performance management; workforce scheduling and operational planning; records retention and information management practices; modern office administration, business processes, and customer service principles; computerized records management, computer-aided dispatch, and related software applications; report preparation, recordkeeping, and statistical analysis; proper English usage, grammar, spelling, and business correspondence; basic mathematical principles; and occupational hazards, safety practices, and risk management related to public safety support operations.

Ability to:

Plan, organize, schedule, direct and evaluate the work of subordinate staff; train, supervise and motivate staff in assigned areas of activity; exercise self-control and good judgment in emergency and stress situations; operate specialized automated law enforcement communications systems; work flexible hours including evenings, weekends and rotating shifts; wear a department uniform; speak clearly and distinctly in a well-modulated voice; direct and review the work of assigned staff; perform mathematical calculations quickly and accurately; interpret, explain and apply applicable laws, codes and regulations; read, interpret and record data accurately; organize, prioritize and follow-up on work assignments; work independently and as part of a team; make sound decisions within established guidelines; analyze a complex issue, and develop and implement an appropriate response; follow written and oral directions; observe safety principles and work in a safe manner; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships.

Skills to:

Effectively operate and oversee specialized law enforcement information, records management, communications, and dispatch systems to ensure accurate, secure, and efficient public safety operations.

Bargaining Unit: PSC
Created: 07/21/2026

EXHIBIT C

CITY OF COVINA

PSC SALARY SCHEDULE
EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
4372 POLICE RECORDS SUPERVISOR 1 $ 37.14 $ 6,438.21 $ 77,258.48 2 $ 39.00 $ 6,760.26 $ 81,123.18
3 $ 40.95 $ 7,098.80 $ 85,185.63
4 $ 43.00 $ 7,453.82 $ 89,445.82
5 $ 45.15 $ 7,826.81 $ 93,921.71
6 $ 46.28 $ 8,022.48 $ 96,269.76
7 $ 47.44 $ 8,223.04 $ 98,676.50
8 $ 48.63 $ 8,428.62 $ 101,143.39
3390 POLICE SERGEANT 1 $ 60.94 $ 10,562.88 $ 126,754.51 2 $ 63.99 $ 11,091.83 $ 133,101.96
3 $ 67.19 $ 11,646.66 $ 139,759.95
4 $ 70.55 $ 12,228.99 $ 146,747.89
5 $ 74.08 $ 12,840.45 $ 154,085.37
6 $ 75.93 $ 13,161.40 $ 157,936.82
7 $ 77.83 $ 13,490.49 $ 161,885.85
8 $ 79.78 $ 13,827.75 $ 165,933.03
4600 POLICE SUPPORT SERVICES MANAGER 1 $ 46.03 $ 7,979.00 $ 95,748.00 2 $ 48.34 $ 8,378.13 $ 100,537.61
3 $ 50.76 $ 8,797.69 $ 105,572.29
4 $ 53.29 $ 9,237.67 $ 110,852.03
5 $ 55.96 $ 9,699.92 $ 116,399.09
6 $ 57.36 $ 9,942.42 $ 119,309.08
7 $ 58.79 $ 10,190.98 $ 122,291.80
8 $ 60.26 $ 10,445.76 $ 125,349.07
4330 PUBLIC SAFETY COMMUNICATIONS 1 $ 40.03 $ 6,938.26 $ 83,259.13 SUPERVISOR 2 $ 42.03 $ 7,285.33 $ 87,424.01
3 $ 44.14 $ 7,650.17 $ 91,801.99
4 $ 46.34 $ 8,032.76 $ 96,393.07
5 $ 48.66 $ 8,434.72 $ 101,216.60
6 $ 49.88 $ 8,645.59 $ 103,747.03
7 $ 51.13 $ 8,861.72 $ 106,340.70
8 $ 52.40 $ 9,083.27 $ 108,999.19
Adopted 07.21.2026 Page 277 of 1097 Page 1 of 1 Exhibit C

EXHIBIT D

CITY OF COVINA

PSC SALARY SCHEDULE
EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
4372 POLICE RECORDS SUPERVISOR 1 $ 38.26 $ 6,631.35 $ 79,576.23 2 $ 40.17 $ 6,963.07 $ 83,556.87
3 $ 42.18 $ 7,311.77 $ 87,741.20
4 $ 44.29 $ 7,677.43 $ 92,129.20
5 $ 46.51 $ 8,061.61 $ 96,739.36
6 $ 47.67 $ 8,263.15 $ 99,157.86
7 $ 48.86 $ 8,469.73 $ 101,636.80
8 $ 50.09 $ 8,681.47 $ 104,177.69
3390 POLICE SERGEANT 1 $ 62.77 $ 10,879.76 $ 130,557.15 2 $ 65.91 $ 11,424.59 $ 137,095.02
3 $ 69.21 $ 11,996.06 $ 143,952.75
4 $ 72.67 $ 12,595.86 $ 151,150.33
5 $ 76.30 $ 13,225.66 $ 158,707.93
6 $ 78.21 $ 13,556.24 $ 162,674.92
7 $ 80.16 $ 13,895.20 $ 166,742.43
8 $ 82.17 $ 14,242.59 $ 170,911.02
4600 POLICE SUPPORT SERVICES MANAGER 1 $ 47.41 $ 8,218.37 $ 98,620.44 2 $ 49.79 $ 8,629.48 $ 103,553.74
3 $ 52.28 $ 9,061.62 $ 108,739.46
4 $ 54.89 $ 9,514.80 $ 114,177.59
5 $ 57.64 $ 9,990.92 $ 119,891.06
6 $ 59.08 $ 10,240.70 $ 122,888.35
7 $ 60.56 $ 10,496.71 $ 125,960.56
8 $ 62.07 $ 10,759.13 $ 129,109.54
4330 PUBLIC SAFETY COMMUNICATIONS 1 $ 41.23 $ 7,146.41 $ 85,756.91 SUPERVISOR 2 $ 43.29 $ 7,503.89 $ 90,046.73
3 $ 45.46 $ 7,879.67 $ 94,556.05
4 $ 47.73 $ 8,273.74 $ 99,284.86
5 $ 50.12 $ 8,687.76 $ 104,253.10
6 $ 51.37 $ 8,904.95 $ 106,859.44
7 $ 52.66 $ 9,127.58 $ 109,530.92
8 $ 53.98 $ 9,355.76 $ 112,269.16
Adopted 07.21.2026 Page 279 of 1097 Page 1 of 1 Exhibit D

ATTACHMENT C
RESOLUTION CC 2026-80

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COVINA,

CALIFORNIA, AMENDING THE CITY OF COVINA COMPENSATION

RULES FOR THE MID-MANAGEMENT, SUPERVISORY AND

PROFESSIONAL, AND CONFIDENTIAL AND TECHNICAL

EMPLOYEES
WHEREAS, the City of Covina (“City”) is a municipal corporation duly organized and existing pursuant to the Constitution and laws of the State of California; and WHEREAS, the Community Development Department and Human Resources desire to amend the City’s Classification Plan to establish the new job classification and salary range for Community Development Manager, thereby revising Sections 3.A of the Compensation Rules for the Mid-Management, Supervisory and Professional, and Confidential and Technical Employees and Compensation Rules (Unaffiliated) and Salary Schedule. The job description for the position is attached to this Resolution as Exhibit A. The new job description and revised Unaffiliated Salary Schedules, June 27, 2026, and June 26, 2027 are attached to this Resolution as Exhibits B and C.

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

SECTION 1. The City Council approves and authorizes the Human Resources Manager to establish the amendments effective July 21, 2026, as follows:

A. Establish the classification of Community Development Manager.

B. The monthly salary range for Community Development Manager shall be added within the salary schedule for fulltime mid-management employees starting at $9,304.94 (Step 1) to $12,469.51 (Step 7).

SECTION 2. The City Clerk shall certify to the passage and adoption of this resolution and shall enter the same in the Book of Original Resolutions.

APPROVED and PASSED this 21st day of July, 2026.

City of Covina, California
BY:

HECTOR DELGADO, Mayor
ATTEST:
___________________________________________
FABIAN VELEZ, Chief Deputy City Clerk

Resolution CC 2026-80 Page 2 of 2

CERTIFICATION
I, Fabian Velez, Chief Deputy City Clerk of the City of Covina, do hereby certify that Resolution CC 2026-80 was duly adopted by the City Council of the City of Covina at a regular meeting held on the 21st day of July, 2026, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Dated:
_____________________________________
FABIAN VELEZ, Chief Deputy City Clerk

EXHIBIT A

CITY OF COVINA

COMMUNITY DEVELOPMENT MANAGER
Class specifications are only intended to present a descriptive summary of the range of duties and responsibilities associated with specified positions. Therefore, specifications may not include all duties performed by individuals within a classification. In addition, specifications are intended to outline the minimum qualifications necessary for entry into the class and do not necessarily convey the qualifications of incumbents within the position.

DEFINITION:

Under general direction, assists the Community Development Director in administration and management of various city initiatives, projects, and programs for the City under the purview of the Community Development Department; supervises administrative support personnel; oversees the management of the Department budget and all personnel related issues; and performs related duties as required.

DISTINGUISHING CHARACTERISTICS:

The Community Development Manager is the mid-management class responsible for managing and overseeing the implementation of city-initiated programs, projects, and administrative functions within the Community Development Department. This classification serves as the division manager exercising responsibility for planning, organizing, and directing a variety of assigned projects, as well as directing the work of assigned professional and support staff. The position exercises considerable independent judgment in the design, administration, and management of activities necessary to maintain the City of Covina’s compliance with applicable local, state and federal ordinances, codes, regulations, and laws related to Community Development programs and capital improvement projects. This position may also serve as a liaison to internal City departments, external agencies, community organizations, and other stakeholders to promote interdisciplinary collaborations and achieve comprehensive, community-focused outcomes.

SUPERVISION RECEIVED/EXERCISED:

Receives general direction from the Director of Community Development or designee. Exercises direct and indirect supervision over assigned staff.

ESSENTIAL FUNCTIONS: (include but are not limited to the following)

• Assists in overseeing the operations of the Departments divisions as directed by the Director of Community Development. Develops and implements policies and processes; recommends programs, projects, and work assignments to the Director of Community Development; establishes and monitors goals, objectives, and schedules for assigned function areas; and ensures compliance with applicable laws, regulations, policies, and procedures.

• Oversees and completes the preparation, submission and implementation of all budgets for the Community Development divisions; prepares and/or reviews contracts, agreements, resolutions, ordinances and bid documents; ensures compliance with federal, state, and local laws, rules and regulations in regards to the procedures and services provided by the department.

• Develops funding strategies to support long-range planning initiatives, including identifying funding opportunities, forecasting grant and funding availability, preparing and coordinating grant applications, administering awarded funds, and monitoring compliance with program requirements, reporting obligations, and deliverables.
• Responsible for planning, coordinating, leading, and directing long-range community planning and sustainability initiatives, in collaboration with relevant internal departments and external organizations and agencies, as assigned by the Director.
• Develops and/or assists in the preparation and evaluation of Requests for Qualifications and Requests for Proposals.
• Confers with the Community Development Director on policies and programs and represents the City in meetings and conferences relating to Community Development matters and programs; acts as a liaison to various outside agencies and is responsible for the public relations activities of the Department. • Identifies and rectifies weaknesses in internal controls; ensures compliance with established policies and procedures, requirements, laws and regulations.
• Implements and recommends improvements in the Department’s financial, personnel and purchasing practices.
• Participates in the selection, training, and evaluation of personnel; assumes responsibility for motivating and evaluating assigned personnel; provides necessary training; assigns work activities; initiates disciplinary procedures as is appropriate; provides guidance and operational assistance to other division heads in the areas of budget, personnel management and administrative policy as needed.

• Establishes positive working relationships with representatives of community organizations, state/ local agencies and associations, City management and staff, and the public.

PHYSICAL, MENTAL AND ENVIRONMENTAL WORKING CONDITIONS:

Physical
Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, squatting, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing reports using a computer keyboard. Additionally, the position requires near and far vision in reading written reports and work-related documents. Acute hearing is required when providing phone and personal service. The need to lift, drag and push files, paper and documents weighing up to 25 pounds is required.

Mental
Incumbents are required to use written and oral communication skills, read and interpret data, information and documents; analyze and solve problems; use math and mathematical reasoning; observe and interpret situations; learn and apply new information or new skills; perform highly detailed work on multiple, concurrent tasks; work under deadlines with constant interruptions; and interact with City management, staff, the public and others encountered in the course of work.

Environmental
Work is generally performed in a standard office setting. Environment is generally indoors and clean, with limited exposure to dust, fumes, odors or noise. Work schedule may include evenings and weekends.

Some of these requirements may be accommodated for otherwise qualified individuals requiring and requesting such accommodations.

QUALIFICATIONS: (The following are minimal qualifications necessary for entry into the classification.)
Education and/or Experience:

Any combination of education and experience that has provided the knowledge, skills and abilities necessary for a Community Development Manager will be considered qualifying. The required qualifications include graduation from an accredited college or university with a Bachelor’s Degree in Public Administration or a closely related field, and a minimum of five years of progressively responsible management level administrative experience. At least two years of this experience must be in the public sector, with substantial responsibility in personnel management, budget development and administration, and regulatory analysis. A Master’s Degree in Public Administration or a related field is highly desirable.

License/Certificate:

Possession of, or ability to obtain, a valid Class C California driver’s license.

KNOWLEDGE/ABILITIES/SKILLS: (The following are a representative sample of the KAS’s necessary to perform essential duties of the position.) Knowledge of:

The fundamental and accepted practices in public administration, management, and financing; municipal budgeting; legal requirements for community development contracting; rules and laws governing municipal labor relations and personnel issues; modern principles, practices and methods of administrative and organizational management; organizational development and public administration policies and procedures; research and reporting methods, techniques and procedures; city government and inter-governmental relationships; basic mathematics and analysis; structure and organization of public sector agencies; principles and practices of public sector personnel administration and supervisory techniques, budget development and implementation; public relations and customer service practices; applicable federal, state and local laws, codes and regulations; standard office procedures, practices and equipment; modern office practices, methods and equipment, including a computer and applicable software; methods and techniques for record keeping and report preparation and writing; proper English, spelling and grammar; occupational hazards and standard safety practices.

Ability to:

Supervise and evaluate subordinates; analyze community development programs and suggest opportunities for improvement; analyze financial, budgetary, administrative, operational and organizational problems; provide sound policy and procedural recommendations; oversee and/or

manage specialty projects and programs; work effectively with management, staff, and the public; supervise and/or lead teams; develop, coordinate and administer assigned work programs and grants; identify private, state and federal funding sources; serve as a liaison between various public agencies; develop and administer a budget; prepare clear and concise administrative documents and reports; work effectively with people of varying backgrounds, educational levels, races and cultures; analyze, interpret, summarize and present a variety of fiscal and administrative reports in an effective manner; perform mathematical calculations quickly and accurately; interpret, explain and apply applicable laws, codes and regulations; read, interpret and record data accurately; organize, prioritize and follow-up on work assignments; work independently and as part of a team; make sound decisions within established guidelines; analyze a complex issue, and develop and implement an appropriate response; follow written and oral directions; observe safety principles and work in a safe manner; communicate clearly and concisely, both orally and in writing.

Skill to:

Operate an office computer and a variety of word processing, spreadsheet, financial information, and other software applications.

Note:

The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department.

Provisions of the California Government Code and Emergency Services Act declare all public employees to be disaster service workers. As disaster service workers, all public employees (except legally employed aliens), are subject to such disaster service activities as may be assigned to them by their superiors or by law.

REPRESENTATION: UNAFFILIATED
CLASSIFICATION: MID-MANAGEMENT
Created: 07/21/2026

EXHIBIT B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6410 ACCOUNTANT 1 $ 39.29 $ 6,810.64 $ 81,727.62
2 $ 41.26 $ 7,151.77 $ 85,821.24
3 $ 43.32 $ 7,508.49 $ 90,101.93
4 $ 45.49 $ 7,884.27 $ 94,611.19
5 $ 47.76 $ 8,279.08 $ 99,349.01
6 $ 50.15 $ 8,693.04 $ 104,316.47
7 $ 52.66 $ 9,127.69 $ 109,532.29
6270 ACCOUNTING SUPERVISOR 1 $ 42.54 $ 7,374.18 $ 88,490.13 2 $ 44.67 $ 7,742.89 $ 92,914.62
3 $ 46.90 $ 8,130.03 $ 97,560.36
4 $ 49.25 $ 8,536.53 $ 102,438.38
5 $ 51.71 $ 8,963.36 $ 107,560.31
6 $ 54.30 $ 9,411.53 $ 112,938.33
7 $ 57.01 $ 9,882.10 $ 118,585.24
6020 ADMINISTRATIVE TECHNICIAN 1 $ 27.04 $ 4,686.56 $ 56,238.67 6543 2 $ 28.39 $ 4,920.88 $ 59,050.59
3 $ 29.81 $ 5,166.22 $ 61,994.64
4 $ 31.29 $ 5,424.14 $ 65,089.64
5 $ 32.86 $ 5,696.21 $ 68,354.53
6 $ 34.51 $ 5,981.02 $ 71,772.25
7 $ 36.23 $ 6,280.07 $ 75,360.86
6460 BUILDING OFFICIAL 1 $ 48.12 $ 8,341.63 $ 100,099.61 2 $ 50.53 $ 8,759.18 $ 105,110.14
3 $ 53.06 $ 9,196.75 $ 110,361.02
4 $ 55.71 $ 9,655.90 $ 115,870.77
5 $ 58.50 $ 10,139.69 $ 121,676.32
6 $ 61.42 $ 10,646.68 $ 127,760.13
7 $ 64.49 $ 11,179.01 $ 134,148.14
6470 CITY ENGINEER 1 $ 63.12 $ 10,940.83 $ 131,289.95
2 $ 66.28 $ 11,487.87 $ 137,854.46
3 $ 69.59 $ 12,062.27 $ 144,747.19
4 $ 73.07 $ 12,665.38 $ 151,984.54
5 $ 76.72 $ 13,298.65 $ 159,583.76
6 $ 80.56 $ 13,963.58 $ 167,562.95
7 $ 84.59 $ 14,661.76 $ 175,941.10
6040 DEPUTY CITY CLERK 1 $ 31.50 $ 5,460.43 $ 65,525.13 2 $ 33.08 $ 5,733.14 $ 68,797.70
3 $ 34.73 $ 6,019.72 $ 72,236.64
4 $ 36.46 $ 6,320.17 $ 75,842.02
5 $ 38.28 $ 6,636.02 $ 79,632.25
6 $ 40.20 $ 6,967.82 $ 83,613.86
7 $ 42.21 $ 7,316.21 $ 87,794.56
Adopted 06.16.2026_rev 07.21.26 Page 289 of 1097 Page 1 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6042 DEPUTY CITY CLERK/RECORDS MANAGER 1 $ 39.75 $ 6,889.24 $ 82,670.87 2 $ 41.73 $ 7,233.70 $ 86,804.41
3 $ 43.82 $ 7,595.39 $ 91,144.63
4 $ 46.01 $ 7,975.16 $ 95,701.87
5 $ 48.31 $ 8,373.91 $ 100,486.96
6 $ 50.73 $ 8,792.61 $ 105,511.31
7 $ 53.26 $ 9,232.24 $ 110,786.87
6465 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 64.70 $ 11,214.35 $ 134,572.19 FINANCE 2 $ 67.93 $ 11,775.07 $ 141,300.80
3 $ 71.33 $ 12,363.82 $ 148,365.85
4 $ 74.90 $ 12,982.01 $ 155,784.13
5 $ 78.64 $ 13,631.11 $ 163,573.34
6 $ 82.57 $ 14,312.67 $ 171,752.01
7 $ 86.70 $ 15,028.30 $ 180,339.61
6464 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 64.70 $ 11,214.35 $ 134,572.19 HUMAN RESOURCES 2 $ 67.93 $ 11,775.07 $ 141,300.80
3 $ 71.33 $ 12,363.82 $ 148,365.85
4 $ 74.90 $ 12,982.01 $ 155,784.13
5 $ 78.64 $ 13,631.11 $ 163,573.34
6 $ 82.57 $ 14,312.67 $ 171,752.01
7 $ 86.70 $ 15,028.30 $ 180,339.61
6461 DEPUTY DIRECTOR OF COMMUNITY 1 $ 65.27 $ 11,312.60 $ 135,751.26 DEVELOPMENT & BUILDING OFFICIAL 2 $ 68.53 $ 11,878.24 $ 142,538.84 3 $ 71.95 $ 12,472.15 $ 149,665.78
4 $ 75.55 $ 13,095.75 $ 157,149.06
5 $ 79.33 $ 13,750.54 $ 165,006.51
6 $ 83.30 $ 14,438.07 $ 173,256.84
7 $ 87.46 $ 15,159.97 $ 181,919.68
6462 DEPUTY DIRECTOR OF PUBLIC WORKS/ 1 $ 71.19 $ 12,340.17 $ 148,082.00 CITY ENGINEER 2 $ 74.75 $ 12,957.18 $ 155,486.10
3 $ 78.49 $ 13,605.03 $ 163,260.41
4 $ 82.42 $ 14,285.29 $ 171,423.43
5 $ 86.54 $ 14,999.55 $ 179,994.59
6 $ 90.86 $ 15,749.53 $ 188,994.32
7 $ 95.41 $ 16,537.00 $ 198,444.04
6463 DEPUTY DIRECTOR OF PUBLIC WORKS - 1 $ 69.93 $ 12,121.52 $ 145,458.22 OPERATIONS AND TRANSPORTATION 2 $ 73.43 $ 12,727.59 $ 152,731.13 3 $ 77.10 $ 13,363.97 $ 160,367.69
4 $ 80.95 $ 14,032.17 $ 168,386.07
5 $ 85.00 $ 14,733.78 $ 176,805.38
6 $ 89.25 $ 15,470.47 $ 185,645.64
7 $ 93.72 $ 16,243.99 $ 194,927.92
Adopted 06.16.2026_rev 07.21.26 Page 290 of 1097 Page 2 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6450 ECONOMIC DEVELOPMENT MANAGER 1 $ 54.20 $ 9,395.28 $ 112,743.32 2 $ 56.91 $ 9,865.04 $ 118,380.49
3 $ 59.76 $ 10,358.29 $ 124,299.52
4 $ 62.75 $ 10,876.21 $ 130,514.50
5 $ 65.88 $ 11,420.02 $ 137,040.22
6 $ 69.18 $ 11,991.02 $ 143,892.24
7 $ 72.64 $ 12,590.57 $ 151,086.85
6135 ENVIRONMENTAL SERVICES ANALYST 1 $ 38.11 $ 6,605.26 $ 79,263.16 2 $ 40.01 $ 6,935.53 $ 83,226.32
3 $ 42.01 $ 7,282.30 $ 87,387.64
4 $ 44.11 $ 7,646.42 $ 91,757.02
5 $ 46.33 $ 8,031.12 $ 96,373.42
6 $ 48.65 $ 8,432.67 $ 101,192.08
7 $ 51.08 $ 8,854.31 $ 106,251.69
6132 ENVIRONMENTAL SERVICES 1 $ 46.17 $ 8,002.67 $ 96,032.03 AND TRANSPORTATION MANAGER 2 $ 48.47 $ 8,401.72 $ 100,820.69 3 $ 50.90 $ 8,822.35 $ 105,868.20
4 $ 53.44 $ 9,263.00 $ 111,156.06
5 $ 56.12 $ 9,726.77 $ 116,721.25
6 $ 58.92 $ 10,213.11 $ 122,557.31
7 $ 61.87 $ 10,723.77 $ 128,685.18
6493 EQUIPMENT MAINTENANCE SUPERINTENDENT 1 $ 42.68 $ 7,398.20 $ 88,778.41 2 $ 44.82 $ 7,768.11 $ 93,217.33
3 $ 47.06 $ 8,156.52 $ 97,878.20
4 $ 49.41 $ 8,564.34 $ 102,772.10
5 $ 51.88 $ 8,992.56 $ 107,910.71
6 $ 54.47 $ 9,442.19 $ 113,306.25
7 $ 57.20 $ 9,914.30 $ 118,971.56
6140 EQUIPMENT MAINTENANCE 1 $ 35.86 $ 6,215.01 $ 74,580.13 SUPERVISOR 2 $ 37.65 $ 6,526.59 $ 78,319.02
3 $ 39.54 $ 6,853.14 $ 82,237.68
4 $ 41.51 $ 7,194.67 $ 86,336.07
5 $ 43.59 $ 7,555.68 $ 90,668.16
6 $ 45.77 $ 7,933.46 $ 95,201.57
7 $ 48.06 $ 8,330.14 $ 99,961.65
6027 EXECUTIVE ASSISTANT TO THE 1 $ 33.88 $ 5,871.87 $ 70,462.43 CITY MANAGER 2 $ 35.57 $ 6,165.71 $ 73,988.47
3 $ 37.35 $ 6,474.07 $ 77,688.87
4 $ 39.21 $ 6,796.97 $ 81,563.60
5 $ 41.18 $ 7,137.62 $ 85,651.49
6 $ 43.24 $ 7,494.50 $ 89,934.06
7 $ 45.40 $ 7,869.23 $ 94,430.76
Adopted 06.16.2026_rev 07.21.26 Page 291 of 1097 Page 3 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6028 EXECUTIVE ASSISTANT TO THE 1 $ 33.88 $ 5,871.87 $ 70,462.43 POLICE CHIEF 2 $ 35.57 $ 6,165.71 $ 73,988.47
3 $ 37.35 $ 6,474.07 $ 77,688.87
4 $ 39.21 $ 6,796.97 $ 81,563.60
5 $ 41.18 $ 7,137.62 $ 85,651.49
6 $ 43.24 $ 7,494.50 $ 89,934.06
7 $ 45.40 $ 7,869.23 $ 94,430.76
6070 FINANCE MANAGER 1 $ 58.22 $ 10,091.60 $ 121,099.23 2 $ 61.13 $ 10,595.34 $ 127,144.10
3 $ 64.18 $ 11,125.03 $ 133,500.41
4 $ 67.40 $ 11,682.20 $ 140,186.41
5 $ 70.76 $ 12,265.32 $ 147,183.80
6 $ 74.30 $ 12,878.58 $ 154,542.99
7 $ 78.01 $ 13,522.51 $ 162,270.15
6124 GIS ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51
2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6315 HUMAN RESOURCES ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48 2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6320 HUMAN RESOURCES MANAGER 1 $ 62.16 $ 10,774.80 $ 129,297.65 2 $ 65.27 $ 11,312.65 $ 135,751.75
3 $ 68.53 $ 11,878.20 $ 142,538.39
4 $ 71.96 $ 12,473.09 $ 149,677.03
5 $ 75.55 $ 13,095.68 $ 157,148.15
6 $ 79.33 $ 13,750.46 $ 165,005.55
7 $ 83.30 $ 14,437.99 $ 173,255.83
6185 INFORMATION TECHNOLOGY 1 $ 63.12 $ 10,940.83 $ 131,289.95 SERVICES MANAGER 2 $ 66.28 $ 11,487.87 $ 137,854.46
3 $ 69.59 $ 12,062.27 $ 144,747.19
4 $ 73.07 $ 12,665.38 $ 151,984.54
5 $ 76.72 $ 13,298.65 $ 159,583.76
6 $ 80.56 $ 13,963.58 $ 167,562.95
7 $ 84.59 $ 14,661.76 $ 175,941.10
Adopted 06.16.2026_rev 07.21.26 Page 292 of 1097 Page 4 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6180 INFORMATION TECHNOLOGY TECHNICIAN 1 $ 33.16 $ 5,748.24 $ 68,978.91 2 $ 34.82 $ 6,035.65 $ 72,427.86
3 $ 36.56 $ 6,337.44 $ 76,049.25
4 $ 38.39 $ 6,654.31 $ 79,851.71
5 $ 40.31 $ 6,987.02 $ 83,844.30
6 $ 42.33 $ 7,336.38 $ 88,036.51
7 $ 44.44 $ 7,703.19 $ 92,438.34
6148 LIBRARIAN I 1 $ 33.86 $ 5,869.04 $ 70,428.44
2 $ 35.55 $ 6,162.49 $ 73,949.86
3 $ 37.33 $ 6,470.61 $ 77,647.36
4 $ 39.20 $ 6,794.14 $ 81,529.73
5 $ 41.16 $ 7,133.85 $ 85,606.21
6 $ 43.21 $ 7,490.54 $ 89,886.52
7 $ 45.38 $ 7,865.07 $ 94,380.84
6149 LIBRARIAN II 1 $ 36.49 $ 6,324.73 $ 75,896.73
2 $ 38.31 $ 6,640.96 $ 79,691.56
3 $ 40.23 $ 6,973.01 $ 83,676.14
4 $ 42.24 $ 7,321.66 $ 87,859.95
5 $ 44.35 $ 7,687.75 $ 92,252.94
6 $ 46.57 $ 8,072.13 $ 96,865.59
7 $ 48.90 $ 8,475.74 $ 101,708.87
6147 LIBRARY MANAGER 1 $ 53.89 $ 9,340.13 $ 112,081.58
2 $ 56.58 $ 9,807.14 $ 117,685.65
3 $ 59.41 $ 10,297.50 $ 123,569.95
4 $ 62.38 $ 10,812.37 $ 129,748.43
5 $ 65.50 $ 11,352.99 $ 136,235.86
6 $ 68.77 $ 11,920.64 $ 143,047.67
7 $ 72.21 $ 12,516.67 $ 150,200.04
6146 LIBRARY SERVICES SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6141 LITERACY PROGRAM COORDINATOR 1 $ 35.83 $ 6,210.77 $ 74,529.28 6142 2 $ 37.62 $ 6,520.47 $ 78,245.58
3 $ 39.50 $ 6,847.10 $ 82,165.26
4 $ 41.48 $ 7,189.15 $ 86,269.82
5 $ 43.56 $ 7,549.69 $ 90,596.25
6 $ 45.73 $ 7,927.17 $ 95,126.06
7 $ 48.02 $ 8,323.53 $ 99,882.36
Adopted 06.16.2026_rev 07.21.26 Page 293 of 1097 Page 5 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6150 MANAGEMENT ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48 6550 2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6160 MANAGEMENT ANALYST TRAINEE 1 $ 29.73 $ 5,153.76 $ 61,845.06 6161 2 $ 31.22 $ 5,411.52 $ 64,938.24
3 $ 32.78 $ 5,681.56 $ 68,178.69
4 $ 34.42 $ 5,965.40 $ 71,584.86
5 $ 36.13 $ 6,263.06 $ 75,156.72
6 $ 37.94 $ 6,576.21 $ 78,914.57
7 $ 39.84 $ 6,905.02 $ 82,860.29
6451 NEIGHBORHOOD PRESERVATION MANAGER 1 $ 56.49 $ 9,792.04 $ 117,504.50 2 $ 59.32 $ 10,281.64 $ 123,379.73
3 $ 62.28 $ 10,795.73 $ 129,548.70
4 $ 65.40 $ 11,335.51 $ 136,026.14
5 $ 68.67 $ 11,902.29 $ 142,827.45
6 $ 72.10 $ 12,497.40 $ 149,968.83
7 $ 75.71 $ 13,122.27 $ 157,467.27
6110 NEIGHBORHOOD PRESERVATION SUPERVISOR 1 $ 42.48 $ 7,362.44 $ 88,349.25 2 $ 44.60 $ 7,730.56 $ 92,766.71
3 $ 46.83 $ 8,117.09 $ 97,405.04
4 $ 49.17 $ 8,522.94 $ 102,275.30
5 $ 51.63 $ 8,949.09 $ 107,389.06
6 $ 54.21 $ 9,396.54 $ 112,758.51
7 $ 56.92 $ 9,866.37 $ 118,396.44
6356 PARKS AND BUILDING SUPERINTENDENT 1 $ 49.68 $ 8,610.87 $ 103,330.41 2 $ 52.16 $ 9,041.41 $ 108,496.93
3 $ 54.77 $ 9,493.48 $ 113,921.78
4 $ 57.51 $ 9,968.16 $ 119,617.86
5 $ 60.38 $ 10,466.56 $ 125,598.76
6 $ 63.40 $ 10,989.89 $ 131,878.70
7 $ 66.57 $ 11,539.39 $ 138,472.64
6230 PARKS AND RECREATION MANAGER 1 $ 52.11 $ 9,033.18 $ 108,398.15 2 $ 54.72 $ 9,484.84 $ 113,818.05
3 $ 57.46 $ 9,959.08 $ 119,508.96
4 $ 60.33 $ 10,457.03 $ 125,484.40
5 $ 63.35 $ 10,979.89 $ 131,758.63
6 $ 66.51 $ 11,528.88 $ 138,346.57
7 $ 69.84 $ 12,105.32 $ 145,263.89
Adopted 06.16.2026_rev 07.21.26 Page 294 of 1097 Page 6 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6105 PARKS AND RECREATION SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6311 RECREATION SUPERINTENDENT 1 $ 44.52 $ 7,716.25 $ 92,594.99 2 $ 46.74 $ 8,102.06 $ 97,224.74
3 $ 49.08 $ 8,507.16 $ 102,085.98
4 $ 51.53 $ 8,932.52 $ 107,190.27
5 $ 54.11 $ 9,379.15 $ 112,549.79
6 $ 56.82 $ 9,848.11 $ 118,177.28
7 $ 59.66 $ 10,340.51 $ 124,086.14
6190 PARKS MAINTENANCE SUPERVISOR 1 $ 40.47 $ 7,014.77 $ 84,177.26 2 $ 42.48 $ 7,363.92 $ 88,367.07
3 $ 44.61 $ 7,732.47 $ 92,789.66
4 $ 46.84 $ 8,118.65 $ 97,423.83
5 $ 49.19 $ 8,526.00 $ 102,311.97
6 $ 51.65 $ 8,952.30 $ 107,427.58
7 $ 54.23 $ 9,399.91 $ 112,798.96
6055 PAYROLL TECHNICIAN 1 $ 29.87 $ 5,177.83 $ 62,133.93 2 $ 31.37 $ 5,436.72 $ 65,240.59
3 $ 32.93 $ 5,708.55 $ 68,502.56
4 $ 34.58 $ 5,993.98 $ 71,927.82
5 $ 36.31 $ 6,293.67 $ 75,524.10
6 $ 38.13 $ 6,608.36 $ 79,300.30
7 $ 40.03 $ 6,938.78 $ 83,265.32
6056 PAYROLL ANALYST 1 $ 37.60 $ 6,517.21 $ 78,206.48
2 $ 39.48 $ 6,843.64 $ 82,123.73
3 $ 41.45 $ 7,185.00 $ 86,219.99
4 $ 43.53 $ 7,544.58 $ 90,534.97
5 $ 45.71 $ 7,922.39 $ 95,068.67
6 $ 47.99 $ 8,318.51 $ 99,822.11
7 $ 50.39 $ 8,734.43 $ 104,813.21
6120 PERMIT TECHNICIAN 1 $ 27.59 $ 4,782.95 $ 57,395.35 2 $ 28.97 $ 5,022.09 $ 60,265.13
3 $ 30.42 $ 5,273.20 $ 63,278.39
4 $ 31.94 $ 5,536.86 $ 66,442.30
5 $ 33.54 $ 5,813.70 $ 69,764.42
6 $ 35.22 $ 6,104.39 $ 73,252.64
7 $ 36.98 $ 6,409.61 $ 76,915.27
Adopted 06.16.2026_rev 07.21.26 Page 295 of 1097 Page 7 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6481 PLANNING MANAGER 1 $ 56.35 $ 9,767.47 $ 117,209.69 2 $ 59.17 $ 10,255.85 $ 123,070.18
3 $ 62.13 $ 10,768.64 $ 129,223.69
4 $ 65.23 $ 11,307.07 $ 135,684.88
5 $ 68.49 $ 11,872.43 $ 142,469.12
6 $ 71.92 $ 12,466.05 $ 149,592.58
7 $ 75.52 $ 13,089.35 $ 157,072.21
6234 PUBLIC WORKS MANAGER - ENGINEERING AND 1 $ 53.68 $ 9,304.94 $ 111,659.25 CAPITAL IMPROVEMENT 2 $ 56.37 $ 9,770.19 $ 117,242.22
3 $ 59.18 $ 10,258.69 $ 123,104.33
4 $ 62.14 $ 10,771.63 $ 129,259.55
5 $ 65.25 $ 11,310.21 $ 135,722.53
6 $ 68.51 $ 11,875.72 $ 142,508.66
7 $ 71.94 $ 12,469.51 $ 149,634.09
6235 PUBLIC WORKS MANAGER - ENVIRONMENTAL AND 1 $ 53.68 $ 9,304.94 $ 111,659.25 UTILITY SERVICES 2 $ 56.37 $ 9,770.19 $ 117,242.22
3 $ 59.18 $ 10,258.69 $ 123,104.33
4 $ 62.14 $ 10,771.63 $ 129,259.55
5 $ 65.25 $ 11,310.21 $ 135,722.53
6 $ 68.51 $ 11,875.72 $ 142,508.66
7 $ 71.94 $ 12,469.51 $ 149,634.09
6035 RECORDS TECHNICIAN 1 $ 27.04 $ 4,687.11 $ 56,245.27 2 $ 28.39 $ 4,921.44 $ 59,057.33
3 $ 29.81 $ 5,166.83 $ 62,001.96
4 $ 31.30 $ 5,424.77 $ 65,097.22
5 $ 32.87 $ 5,696.86 $ 68,362.37
6 $ 34.51 $ 5,981.71 $ 71,780.48
7 $ 36.24 $ 6,280.79 $ 75,369.51
6231 RECREATION & LIBRARY SERVICES MANAGER 1 $ 52.11 $ 9,033.18 $ 108,398.15 2 $ 54.72 $ 9,484.84 $ 113,818.05
3 $ 57.46 $ 9,959.08 $ 119,508.96
4 $ 60.33 $ 10,457.03 $ 125,484.40
5 $ 63.35 $ 10,979.89 $ 131,758.63
6 $ 66.51 $ 11,528.88 $ 138,346.57
7 $ 69.84 $ 12,105.32 $ 145,263.89
6310 SAFETY COORDINATOR 1 $ 42.67 $ 7,395.80 $ 88,749.57 2 $ 44.80 $ 7,765.12 $ 93,181.39
3 $ 47.04 $ 8,153.29 $ 97,839.52
4 $ 49.40 $ 8,561.90 $ 102,742.81
5 $ 51.86 $ 8,989.37 $ 107,872.41
6 $ 54.45 $ 9,438.84 $ 113,266.04
7 $ 57.18 $ 9,910.78 $ 118,929.34
Adopted 06.16.2026_rev 07.21.26 Page 296 of 1097 Page 8 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6280 SENIOR ACCOUNTANT 1 $ 44.79 $ 7,764.12 $ 93,169.49 2 $ 47.03 $ 8,152.33 $ 97,827.97
3 $ 49.38 $ 8,559.95 $ 102,719.36
4 $ 51.85 $ 8,987.94 $ 107,855.33
5 $ 54.45 $ 9,437.34 $ 113,248.10
6 $ 57.17 $ 9,909.21 $ 118,910.50
7 $ 60.03 $ 10,404.67 $ 124,856.03
6090 SENIOR ADMINISTRATIVE TECHNICIAN 1 $ 29.73 $ 5,152.69 $ 61,832.32 2 $ 31.22 $ 5,410.95 $ 64,931.45
3 $ 32.78 $ 5,681.74 $ 68,180.84
4 $ 34.41 $ 5,965.04 $ 71,580.47
5 $ 36.14 $ 6,264.00 $ 75,167.96
6 $ 37.95 $ 6,577.20 $ 78,926.37
7 $ 39.84 $ 6,906.06 $ 82,872.68
6255 SENIOR HOUSING/CDBG ECONOMIC 1 $ 53.16 $ 9,213.92 $ 110,566.98 DEVELOPMENT MANAGER 2 $ 55.81 $ 9,673.79 $ 116,085.43
3 $ 58.60 $ 10,157.63 $ 121,891.52
4 $ 61.53 $ 10,665.43 $ 127,985.19
5 $ 64.61 $ 11,198.70 $ 134,384.45
6 $ 67.84 $ 11,758.64 $ 141,103.66
7 $ 71.23 $ 12,346.57 $ 148,158.85
6325 SENIOR HUMAN RESOURCES ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6300 SENIOR MANAGEMENT ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 6301 2 $ 46.10 $ 7,991.28 $ 95,895.41
6553 3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
6057 SENIOR PAYROLL ANALYST 1 $ 43.91 $ 7,611.21 $ 91,334.51 2 $ 46.10 $ 7,991.28 $ 95,895.41
3 $ 48.41 $ 8,390.77 $ 100,689.21
4 $ 50.83 $ 8,811.28 $ 105,735.32
5 $ 53.37 $ 9,251.19 $ 111,014.33
6 $ 56.04 $ 9,713.75 $ 116,565.05
7 $ 58.84 $ 10,199.44 $ 122,393.30
Adopted 06.16.2026_rev 07.21.26 Page 297 of 1097 Page 9 of 10 Exhibit A

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 27, 2026

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6305 SENIOR PLANNER 1 $ 44.73 $ 7,752.59 $ 93,031.03
2 $ 46.97 $ 8,141.08 $ 97,692.96
3 $ 49.32 $ 8,548.45 $ 102,581.39
4 $ 51.78 $ 8,974.69 $ 107,696.32
5 $ 54.37 $ 9,424.53 $ 113,094.31
6 $ 57.09 $ 9,895.75 $ 118,749.02
7 $ 59.95 $ 10,390.54 $ 124,686.48
6330 STREET MAINTENANCE SUPERVISOR 1 $ 37.75 $ 6,542.86 $ 78,514.31 2 $ 39.63 $ 6,870.00 $ 82,440.02
3 $ 41.62 $ 7,213.50 $ 86,562.03
4 $ 43.70 $ 7,574.18 $ 90,890.11
5 $ 45.88 $ 7,952.89 $ 95,434.63
6 $ 48.18 $ 8,350.53 $ 100,206.37
7 $ 50.58 $ 8,768.06 $ 105,216.68
6354 STREETS AND SEWER SUPERINTENDENT 1 $ 52.91 $ 9,170.57 $ 110,046.88 2 $ 55.55 $ 9,629.10 $ 115,549.23
3 $ 58.33 $ 10,110.56 $ 121,326.69
4 $ 61.25 $ 10,616.09 $ 127,393.03
5 $ 64.31 $ 11,146.89 $ 133,762.68
6 $ 67.52 $ 11,704.23 $ 140,450.81
7 $ 70.90 $ 12,289.45 $ 147,473.36
6351 WATER DISTRIBUTION SUPERVISOR 1 $ 44.49 $ 7,711.95 $ 92,543.36 2 $ 46.72 $ 8,097.54 $ 97,170.53
3 $ 49.05 $ 8,502.42 $ 102,029.05
4 $ 51.51 $ 8,927.54 $ 107,130.51
5 $ 54.08 $ 9,373.92 $ 112,487.03
6 $ 56.78 $ 9,842.62 $ 118,111.39
7 $ 59.62 $ 10,334.75 $ 124,016.96
6352 WATER SYSTEMS SUPERVISOR 1 $ 40.77 $ 7,066.82 $ 84,801.79 2 $ 42.81 $ 7,420.16 $ 89,041.88
3 $ 44.95 $ 7,791.16 $ 93,493.97
4 $ 47.20 $ 8,180.72 $ 98,168.68
5 $ 49.56 $ 8,589.76 $ 103,077.12
6 $ 52.03 $ 9,019.25 $ 108,230.98
7 $ 54.64 $ 9,470.21 $ 113,642.51
6353 WATER UTILITY SUPERINTENDENT 1 $ 55.47 $ 9,614.14 $ 115,369.66 2 $ 58.24 $ 10,094.84 $ 121,138.14
3 $ 61.15 $ 10,599.59 $ 127,195.05
4 $ 64.21 $ 11,129.57 $ 133,554.79
5 $ 67.42 $ 11,686.04 $ 140,232.54
6 $ 70.79 $ 12,270.35 $ 147,244.16
7 $ 74.33 $ 12,883.86 $ 154,606.37
Adopted 06.16.2026_rev 07.21.26 Page 298 of 1097 Page 10 of 10 Exhibit A Exhibit C

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6410 ACCOUNTANT 1 $ 40.47 $ 7,014.95 $ 84,179.45
2 $ 42.50 $ 7,366.32 $ 88,395.88
3 $ 44.62 $ 7,733.75 $ 92,804.99
4 $ 46.85 $ 8,120.79 $ 97,449.52
5 $ 49.20 $ 8,527.46 $ 102,329.48
6 $ 51.66 $ 8,953.83 $ 107,445.96
7 $ 54.24 $ 9,401.52 $ 112,818.25
6270 ACCOUNTING SUPERVISOR 1 $ 43.82 $ 7,595.40 $ 91,144.83 2 $ 46.01 $ 7,975.17 $ 95,702.06
3 $ 48.31 $ 8,373.93 $ 100,487.17
4 $ 50.73 $ 8,792.63 $ 105,511.53
5 $ 53.26 $ 9,232.26 $ 110,787.12
6 $ 55.93 $ 9,693.87 $ 116,326.48
7 $ 58.72 $ 10,178.57 $ 122,142.79
6020 ADMINISTRATIVE TECHNICIAN 1 $ 28.52 $ 4,944.32 $ 59,331.80 6543 2 $ 29.95 $ 5,191.53 $ 62,298.38
3 $ 31.44 $ 5,450.36 $ 65,404.34
4 $ 33.01 $ 5,722.46 $ 68,669.57
5 $ 34.67 $ 6,009.50 $ 72,114.03
6 $ 36.40 $ 6,309.98 $ 75,719.72
7 $ 38.22 $ 6,625.48 $ 79,505.71
6460 BUILDING OFFICIAL 1 $ 49.57 $ 8,591.88 $ 103,102.59 2 $ 52.05 $ 9,021.95 $ 108,263.45
3 $ 54.65 $ 9,472.65 $ 113,671.85
4 $ 57.38 $ 9,945.57 $ 119,346.89
5 $ 60.25 $ 10,443.88 $ 125,326.61
6 $ 63.27 $ 10,966.08 $ 131,592.94
7 $ 66.43 $ 11,514.38 $ 138,172.58
6470 CITY ENGINEER 1 $ 65.01 $ 11,269.05 $ 135,228.65
2 $ 68.26 $ 11,832.51 $ 141,990.09
3 $ 71.68 $ 12,424.13 $ 149,089.60
4 $ 75.26 $ 13,045.34 $ 156,544.07
5 $ 79.02 $ 13,697.61 $ 164,371.28
6 $ 82.98 $ 14,382.49 $ 172,589.84
7 $ 87.12 $ 15,101.61 $ 181,219.33
6040 DEPUTY CITY CLERK 1 $ 32.45 $ 5,624.24 $ 67,490.89 2 $ 34.07 $ 5,905.14 $ 70,861.63
3 $ 35.77 $ 6,200.31 $ 74,403.74
4 $ 37.56 $ 6,509.77 $ 78,117.28
5 $ 39.43 $ 6,835.10 $ 82,021.22
6 $ 41.40 $ 7,176.86 $ 86,122.28
7 $ 43.48 $ 7,535.70 $ 90,428.40
Adopted 06.16.2026_rev 07.21.26 Page 300 of 1097 Page 1 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6042 DEPUTY CITY CLERK/RECORDS MANAGER 1 $ 40.94 $ 7,095.92 $ 85,151.00 2 $ 42.98 $ 7,450.71 $ 89,408.55
3 $ 45.13 $ 7,823.25 $ 93,878.97
4 $ 47.39 $ 8,214.41 $ 98,572.92
5 $ 49.76 $ 8,625.13 $ 103,501.57
6 $ 52.25 $ 9,056.39 $ 108,676.65
7 $ 54.86 $ 9,509.21 $ 114,110.48
6465 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 66.64 $ 11,550.78 $ 138,609.36 FINANCE 2 $ 69.97 $ 12,128.32 $ 145,539.83
3 $ 73.47 $ 12,734.74 $ 152,816.83
4 $ 77.14 $ 13,371.47 $ 160,457.66
5 $ 81.00 $ 14,040.05 $ 168,480.54
6 $ 85.05 $ 14,742.05 $ 176,904.57
7 $ 89.30 $ 15,479.15 $ 185,749.80
6464 DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES - 1 $ 66.64 $ 11,550.78 $ 138,609.36 HUMAN RESOURCES 2 $ 69.97 $ 12,128.32 $ 145,539.83
3 $ 73.47 $ 12,734.74 $ 152,816.83
4 $ 77.14 $ 13,371.47 $ 160,457.66
5 $ 81.00 $ 14,040.05 $ 168,480.54
6 $ 85.05 $ 14,742.05 $ 176,904.57
7 $ 89.30 $ 15,479.15 $ 185,749.80
6461 DEPUTY DIRECTOR OF COMMUNITY 1 $ 69.51 $ 12,047.92 $ 144,575.09 DEVELOPMENT & BUILDING OFFICIAL 2 $ 72.98 $ 12,650.32 $ 151,803.86 3 $ 76.63 $ 13,282.84 $ 159,394.06
4 $ 80.46 $ 13,946.98 $ 167,363.75
5 $ 84.49 $ 14,644.33 $ 175,731.94
6 $ 88.71 $ 15,376.54 $ 184,518.54
7 $ 93.15 $ 16,145.37 $ 193,744.46
6462 DEPUTY DIRECTOR OF PUBLIC WORKS/ 1 $ 73.33 $ 12,710.37 $ 152,524.46 CITY ENGINEER 2 $ 77.00 $ 13,345.89 $ 160,150.69
3 $ 80.85 $ 14,013.18 $ 168,158.22
4 $ 84.89 $ 14,713.84 $ 176,566.13
5 $ 89.13 $ 15,449.54 $ 185,394.43
6 $ 93.59 $ 16,222.01 $ 194,664.15
7 $ 98.27 $ 17,033.11 $ 204,397.36
6463 DEPUTY DIRECTOR OF PUBLIC WORKS - 1 $ 74.48 $ 12,909.42 $ 154,913.00 OPERATIONS AND TRANSPORTATION 2 $ 78.20 $ 13,554.89 $ 162,658.65 3 $ 82.11 $ 14,232.63 $ 170,791.59
4 $ 86.22 $ 14,944.26 $ 179,331.16
5 $ 90.53 $ 15,691.48 $ 188,297.73
6 $ 95.05 $ 16,476.05 $ 197,712.60
7 $ 99.81 $ 17,299.85 $ 207,598.24
Adopted 06.16.2026_rev 07.21.26 Page 301 of 1097 Page 2 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6450 ECONOMIC DEVELOPMENT MANAGER 1 $ 55.83 $ 9,677.13 $ 116,125.62 2 $ 58.62 $ 10,160.99 $ 121,931.91
3 $ 61.55 $ 10,669.04 $ 128,028.50
4 $ 64.63 $ 11,202.49 $ 134,429.93
5 $ 67.86 $ 11,762.62 $ 141,151.43
6 $ 71.25 $ 12,350.75 $ 148,209.00
7 $ 74.82 $ 12,968.29 $ 155,619.45
6135 ENVIRONMENTAL SERVICES ANALYST 1 $ 39.25 $ 6,803.42 $ 81,641.06 2 $ 41.21 $ 7,143.59 $ 85,723.11
3 $ 43.27 $ 7,500.77 $ 90,009.27
4 $ 45.44 $ 7,875.81 $ 94,509.73
5 $ 47.72 $ 8,272.05 $ 99,264.62
6 $ 50.11 $ 8,685.65 $ 104,227.84
7 $ 52.62 $ 9,119.94 $ 109,439.24
6132 ENVIRONMENTAL SERVICES 1 $ 47.55 $ 8,242.75 $ 98,912.99 AND TRANSPORTATION MANAGER 2 $ 49.93 $ 8,653.78 $ 103,845.31 3 $ 52.43 $ 9,087.02 $ 109,044.25
4 $ 55.04 $ 9,540.90 $ 114,490.74
5 $ 57.80 $ 10,018.57 $ 120,222.89
6 $ 60.69 $ 10,519.50 $ 126,234.03
7 $ 63.72 $ 11,045.48 $ 132,545.74
6493 EQUIPMENT MAINTENANCE SUPERINTENDENT 1 $ 45.46 $ 7,879.08 $ 94,549.00 2 $ 47.73 $ 8,273.04 $ 99,276.46
3 $ 50.12 $ 8,686.69 $ 104,240.28
4 $ 52.62 $ 9,121.02 $ 109,452.29
5 $ 55.25 $ 9,577.08 $ 114,924.91
6 $ 58.01 $ 10,055.93 $ 120,671.15
7 $ 60.92 $ 10,558.73 $ 126,704.71
6140 EQUIPMENT MAINTENANCE 1 $ 36.93 $ 6,401.46 $ 76,817.53 SUPERVISOR 2 $ 38.78 $ 6,722.38 $ 80,668.59
3 $ 40.72 $ 7,058.73 $ 84,704.81
4 $ 42.75 $ 7,410.51 $ 88,926.15
5 $ 44.90 $ 7,782.35 $ 93,388.20
6 $ 47.14 $ 8,171.47 $ 98,057.61
7 $ 49.50 $ 8,580.04 $ 102,960.50
6027 EXECUTIVE ASSISTANT TO THE 1 $ 36.25 $ 6,282.90 $ 75,394.80 CITY MANAGER 2 $ 38.06 $ 6,597.31 $ 79,167.66
3 $ 39.96 $ 6,927.26 $ 83,127.09
4 $ 41.96 $ 7,272.75 $ 87,273.05
5 $ 44.06 $ 7,637.26 $ 91,647.09
6 $ 46.26 $ 8,019.12 $ 96,229.44
7 $ 48.58 $ 8,420.08 $ 101,040.91
Adopted 06.16.2026_rev 07.21.26 Page 302 of 1097 Page 3 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6028 EXECUTIVE ASSISTANT TO THE 1 $ 36.25 $ 6,282.90 $ 75,394.80 POLICE CHIEF 2 $ 38.06 $ 6,597.31 $ 79,167.66
3 $ 39.96 $ 6,927.26 $ 83,127.09
4 $ 41.96 $ 7,272.75 $ 87,273.05
5 $ 44.06 $ 7,637.26 $ 91,647.09
6 $ 46.26 $ 8,019.12 $ 96,229.44
7 $ 48.58 $ 8,420.08 $ 101,040.91
6070 FINANCE MANAGER 1 $ 59.97 $ 10,394.35 $ 124,732.21 2 $ 62.96 $ 10,913.20 $ 130,958.42
3 $ 66.11 $ 11,458.79 $ 137,505.43
4 $ 69.42 $ 12,032.67 $ 144,392.00
5 $ 72.88 $ 12,633.28 $ 151,599.32
6 $ 76.53 $ 13,264.94 $ 159,179.28
7 $ 80.35 $ 13,928.19 $ 167,138.25
6124 GIS ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58
2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6315 HUMAN RESOURCES ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67 2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6320 HUMAN RESOURCES MANAGER 1 $ 64.03 $ 11,098.05 $ 133,176.58 2 $ 67.22 $ 11,652.03 $ 139,824.31
3 $ 70.58 $ 12,234.55 $ 146,814.54
4 $ 74.12 $ 12,847.28 $ 154,167.34
5 $ 77.82 $ 13,488.55 $ 161,862.59
6 $ 81.71 $ 14,162.98 $ 169,955.72
7 $ 85.79 $ 14,871.13 $ 178,453.51
6185 INFORMATION TECHNOLOGY 1 $ 65.01 $ 11,269.05 $ 135,228.65 SERVICES MANAGER 2 $ 68.26 $ 11,832.51 $ 141,990.09
3 $ 71.68 $ 12,424.13 $ 149,089.60
4 $ 75.26 $ 13,045.34 $ 156,544.07
5 $ 79.02 $ 13,697.61 $ 164,371.28
6 $ 82.98 $ 14,382.49 $ 172,589.84
7 $ 87.12 $ 15,101.61 $ 181,219.33
Adopted 06.16.2026_rev 07.21.26 Page 303 of 1097 Page 4 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6180 INFORMATION TECHNOLOGY TECHNICIAN 1 $ 34.16 $ 5,920.69 $ 71,048.28 2 $ 35.87 $ 6,216.72 $ 74,600.69
3 $ 37.66 $ 6,527.56 $ 78,330.73
4 $ 39.54 $ 6,853.94 $ 82,247.26
5 $ 41.52 $ 7,196.64 $ 86,359.63
6 $ 43.60 $ 7,556.47 $ 90,677.61
7 $ 45.77 $ 7,934.29 $ 95,211.49
6148 LIBRARIAN I 1 $ 34.88 $ 6,045.11 $ 72,541.29
2 $ 36.62 $ 6,347.36 $ 76,168.36
3 $ 38.45 $ 6,664.73 $ 79,976.78
4 $ 40.37 $ 6,997.97 $ 83,975.62
5 $ 42.39 $ 7,347.87 $ 88,174.40
6 $ 44.51 $ 7,715.26 $ 92,583.12
7 $ 46.74 $ 8,101.02 $ 97,212.27
6149 LIBRARIAN II 1 $ 37.58 $ 6,514.47 $ 78,173.63
2 $ 39.46 $ 6,840.19 $ 82,082.31
3 $ 41.44 $ 7,182.20 $ 86,186.42
4 $ 43.51 $ 7,541.31 $ 90,495.75
5 $ 45.68 $ 7,918.38 $ 95,020.53
6 $ 47.97 $ 8,314.30 $ 99,771.56
7 $ 50.37 $ 8,730.01 $ 104,760.13
6147 LIBRARY MANAGER 1 $ 57.39 $ 9,947.24 $ 119,366.88
2 $ 60.26 $ 10,444.60 $ 125,335.22
3 $ 63.27 $ 10,966.83 $ 131,601.99
4 $ 66.43 $ 11,515.17 $ 138,182.08
5 $ 69.76 $ 12,090.93 $ 145,091.19
6 $ 73.24 $ 12,695.48 $ 152,345.77
7 $ 76.91 $ 13,330.25 $ 159,963.05
6146 LIBRARY SERVICES SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6141 LITERACY PROGRAM COORDINATOR 1 $ 36.91 $ 6,397.10 $ 76,765.16 6142 2 $ 38.75 $ 6,716.08 $ 80,592.95
3 $ 40.69 $ 7,052.52 $ 84,630.22
4 $ 42.72 $ 7,404.83 $ 88,857.92
5 $ 44.86 $ 7,776.18 $ 93,314.13
6 $ 47.11 $ 8,164.99 $ 97,979.84
7 $ 49.46 $ 8,573.24 $ 102,878.83
Adopted 06.16.2026_rev 07.21.26 Page 304 of 1097 Page 5 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6150 MANAGEMENT ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67 6550 2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6160 MANAGEMENT ANALYST TRAINEE 1 $ 31.37 $ 5,437.21 $ 65,246.54 6161 2 $ 32.94 $ 5,709.15 $ 68,509.84
3 $ 34.58 $ 5,994.04 $ 71,928.52
4 $ 36.31 $ 6,293.50 $ 75,522.03
5 $ 38.12 $ 6,607.53 $ 79,290.34
6 $ 40.03 $ 6,937.91 $ 83,254.87
7 $ 42.03 $ 7,284.80 $ 87,417.61
6451 NEIGHBORHOOD PRESERVATION MANAGER 1 $ 58.19 $ 10,085.80 $ 121,029.64 2 $ 61.10 $ 10,590.09 $ 127,081.12
3 $ 64.15 $ 11,119.60 $ 133,435.16
4 $ 67.36 $ 11,675.58 $ 140,106.92
5 $ 70.73 $ 12,259.36 $ 147,112.27
6 $ 74.26 $ 12,872.32 $ 154,467.89
7 $ 77.98 $ 13,515.94 $ 162,191.28
6110 NEIGHBORHOOD PRESERVATION SUPERVISOR 1 $ 43.75 $ 7,583.31 $ 90,999.72 2 $ 45.94 $ 7,962.48 $ 95,549.71
3 $ 48.23 $ 8,360.60 $ 100,327.20
4 $ 50.65 $ 8,778.63 $ 105,343.56
5 $ 53.18 $ 9,217.56 $ 110,610.73
6 $ 55.84 $ 9,678.44 $ 116,141.27
7 $ 58.63 $ 10,162.36 $ 121,948.33
6356 PARKS AND BUILDING SUPERINTENDENT 1 $ 51.17 $ 8,869.19 $ 106,430.32 2 $ 53.73 $ 9,312.65 $ 111,751.84
3 $ 56.41 $ 9,778.29 $ 117,339.43
4 $ 59.23 $ 10,267.20 $ 123,206.40
5 $ 62.20 $ 10,780.56 $ 129,366.73
6 $ 65.31 $ 11,319.59 $ 135,835.06
7 $ 68.57 $ 11,885.57 $ 142,626.81
6230 PARKS AND RECREATION MANAGER 1 $ 53.68 $ 9,304.17 $ 111,650.09 2 $ 56.36 $ 9,769.38 $ 117,232.59
3 $ 59.18 $ 10,257.85 $ 123,094.23
4 $ 62.14 $ 10,770.74 $ 129,248.93
5 $ 65.25 $ 11,309.28 $ 135,711.39
6 $ 68.51 $ 11,874.75 $ 142,496.97
7 $ 71.93 $ 12,468.48 $ 149,621.81
Adopted 06.16.2026_rev 07.21.26 Page 305 of 1097 Page 6 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6105 PARKS AND RECREATION SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6311 RECREATION SUPERINTENDENT 1 $ 45.85 $ 7,947.74 $ 95,372.84 2 $ 48.14 $ 8,345.12 $ 100,141.48
3 $ 50.55 $ 8,762.38 $ 105,148.55
4 $ 53.08 $ 9,200.50 $ 110,405.98
5 $ 55.73 $ 9,660.52 $ 115,926.28
6 $ 58.52 $ 10,143.55 $ 121,722.60
7 $ 61.45 $ 10,650.73 $ 127,808.73
6190 PARKS MAINTENANCE SUPERVISOR 1 $ 41.68 $ 7,225.22 $ 86,702.58 2 $ 43.76 $ 7,584.84 $ 91,018.09
3 $ 45.95 $ 7,964.45 $ 95,573.35
4 $ 48.24 $ 8,362.21 $ 100,346.55
5 $ 50.66 $ 8,781.78 $ 105,381.33
6 $ 53.20 $ 9,220.87 $ 110,650.40
7 $ 55.86 $ 9,681.91 $ 116,182.93
6055 PAYROLL TECHNICIAN 1 $ 30.77 $ 5,333.16 $ 63,997.95 2 $ 32.31 $ 5,599.82 $ 67,197.81
3 $ 33.92 $ 5,879.80 $ 70,557.64
4 $ 35.62 $ 6,173.80 $ 74,085.65
5 $ 37.40 $ 6,482.49 $ 77,789.82
6 $ 39.27 $ 6,806.61 $ 81,679.31
7 $ 41.23 $ 7,146.94 $ 85,763.28
6056 PAYROLL ANALYST 1 $ 38.73 $ 6,712.72 $ 80,552.67
2 $ 40.67 $ 7,048.95 $ 84,587.44
3 $ 42.70 $ 7,400.55 $ 88,806.59
4 $ 44.83 $ 7,770.92 $ 93,251.02
5 $ 47.08 $ 8,160.06 $ 97,920.73
6 $ 49.43 $ 8,568.06 $ 102,816.77
7 $ 51.90 $ 8,996.47 $ 107,957.60
6120 PERMIT TECHNICIAN 1 $ 28.42 $ 4,926.43 $ 59,117.22 2 $ 29.84 $ 5,172.76 $ 62,073.08
3 $ 31.33 $ 5,431.40 $ 65,176.74
4 $ 32.90 $ 5,702.96 $ 68,435.57
5 $ 34.55 $ 5,988.11 $ 71,857.36
6 $ 36.27 $ 6,287.52 $ 75,450.22
7 $ 38.09 $ 6,601.89 $ 79,222.73
Adopted 06.16.2026_rev 07.21.26 Page 306 of 1097 Page 7 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6481 PLANNING MANAGER 1 $ 59.45 $ 10,304.69 $ 123,656.22 2 $ 62.42 $ 10,819.92 $ 129,839.04
3 $ 65.54 $ 11,360.92 $ 136,330.99
4 $ 68.82 $ 11,928.96 $ 143,147.55
5 $ 72.26 $ 12,525.41 $ 150,304.93
6 $ 75.88 $ 13,151.68 $ 157,820.18
7 $ 79.67 $ 13,809.27 $ 165,711.18
6234 PUBLIC WORKS MANAGER - ENGINEERING AND 1 $ 55.29 $ 9,584.09 $ 115,009.03 CAPITAL IMPROVEMENT 2 $ 58.06 $ 10,063.29 $ 120,759.49
3 $ 60.96 $ 10,566.45 $ 126,797.46
4 $ 64.01 $ 11,094.78 $ 133,137.34
5 $ 67.21 $ 11,649.52 $ 139,794.20
6 $ 70.57 $ 12,231.99 $ 146,783.92
7 $ 74.10 $ 12,843.59 $ 154,123.11
6235 PUBLIC WORKS MANAGER - ENVIRONMENTAL AND 1 $ 55.29 $ 9,584.09 $ 115,009.03 UTILITY SERVICES 2 $ 58.06 $ 10,063.29 $ 120,759.49
3 $ 60.96 $ 10,566.45 $ 126,797.46
4 $ 64.01 $ 11,094.78 $ 133,137.34
5 $ 67.21 $ 11,649.52 $ 139,794.20
6 $ 70.57 $ 12,231.99 $ 146,783.92
7 $ 74.10 $ 12,843.59 $ 154,123.11
6035 RECORDS TECHNICIAN 1 $ 27.85 $ 4,827.72 $ 57,932.63 2 $ 29.24 $ 5,069.09 $ 60,829.05
3 $ 30.70 $ 5,321.84 $ 63,862.02
4 $ 32.24 $ 5,587.51 $ 67,050.14
5 $ 33.85 $ 5,867.77 $ 70,413.24
6 $ 35.55 $ 6,161.16 $ 73,933.90
7 $ 37.32 $ 6,469.22 $ 77,630.60
6231 RECREATION & LIBRARY SERVICES MANAGER 1 $ 53.68 $ 9,304.17 $ 111,650.09 2 $ 56.36 $ 9,769.38 $ 117,232.59
3 $ 59.18 $ 10,257.85 $ 123,094.23
4 $ 62.14 $ 10,770.74 $ 129,248.93
5 $ 65.25 $ 11,309.28 $ 135,711.39
6 $ 68.51 $ 11,874.75 $ 142,496.97
7 $ 71.93 $ 12,468.48 $ 149,621.81
6310 SAFETY COORDINATOR 1 $ 43.95 $ 7,617.67 $ 91,412.06 2 $ 46.14 $ 7,998.07 $ 95,976.83
3 $ 48.45 $ 8,397.89 $ 100,774.70
4 $ 50.88 $ 8,818.76 $ 105,825.09
5 $ 53.42 $ 9,259.05 $ 111,108.58
6 $ 56.09 $ 9,722.00 $ 116,664.02
7 $ 58.89 $ 10,208.10 $ 122,497.22
Adopted 06.16.2026_rev 07.21.26 Page 307 of 1097 Page 8 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6280 SENIOR ACCOUNTANT 1 $ 46.14 $ 7,997.05 $ 95,964.58 2 $ 48.44 $ 8,396.90 $ 100,762.80
3 $ 50.87 $ 8,816.75 $ 105,800.94
4 $ 53.41 $ 9,257.58 $ 111,090.99
5 $ 56.08 $ 9,720.46 $ 116,645.54
6 $ 58.88 $ 10,206.48 $ 122,477.82
7 $ 61.83 $ 10,716.81 $ 128,601.71
6090 SENIOR ADMINISTRATIVE TECHNICIAN 1 $ 31.21 $ 5,410.33 $ 64,923.93 2 $ 32.78 $ 5,681.50 $ 68,178.02
3 $ 34.42 $ 5,965.82 $ 71,589.88
4 $ 36.13 $ 6,263.29 $ 75,159.49
5 $ 37.95 $ 6,577.20 $ 78,926.36
6 $ 39.84 $ 6,906.06 $ 82,872.69
7 $ 41.83 $ 7,251.36 $ 87,016.32
6255 SENIOR HOUSING/CDBG ECONOMIC 1 $ 54.75 $ 9,490.33 $ 113,883.99 DEVELOPMENT MANAGER 2 $ 57.48 $ 9,964.00 $ 119,567.99
3 $ 60.36 $ 10,462.36 $ 125,548.27
4 $ 63.38 $ 10,985.40 $ 131,824.75
5 $ 66.55 $ 11,534.67 $ 138,415.99
6 $ 69.87 $ 12,111.40 $ 145,336.77
7 $ 73.37 $ 12,716.97 $ 152,603.62
6325 SENIOR HUMAN RESOURCES ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6300 SENIOR MANAGEMENT ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 6301 2 $ 48.87 $ 8,470.76 $ 101,649.14
6553 3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
6057 SENIOR PAYROLL ANALYST 1 $ 46.55 $ 8,067.88 $ 96,814.58 2 $ 48.87 $ 8,470.76 $ 101,649.14
3 $ 51.31 $ 8,894.21 $ 106,730.56
4 $ 53.88 $ 9,339.95 $ 112,079.43
5 $ 56.57 $ 9,806.27 $ 117,675.19
6 $ 59.40 $ 10,296.58 $ 123,558.95
7 $ 62.37 $ 10,811.41 $ 129,736.90
Adopted 06.16.2026_rev 07.21.26 Page 308 of 1097 Page 9 of 10 Exhibit B

CITY OF COVINA

MID-MANAGEMENT, SUPERVISORY AND PROFESSIONAL, AND

CONFIDENTIAL AND TECHNICIAL EMPLOYEES
SALARY SCHEDULE EFFECTIVE JUNE 26, 2027

DESCRIPTION STEP HOURLY MONTHLY ANNUAL
6305 SENIOR PLANNER 1 $ 46.07 $ 7,985.16 $ 95,821.96
2 $ 48.38 $ 8,385.31 $ 100,623.75
3 $ 50.80 $ 8,804.90 $ 105,658.83
4 $ 53.33 $ 9,243.93 $ 110,927.21
5 $ 56.00 $ 9,707.26 $ 116,487.14
6 $ 58.80 $ 10,192.62 $ 122,311.49
7 $ 61.74 $ 10,702.26 $ 128,427.07
6330 STREET MAINTENANCE SUPERVISOR 1 $ 38.88 $ 6,739.15 $ 80,869.74 2 $ 40.82 $ 7,076.10 $ 84,913.22
3 $ 42.86 $ 7,429.91 $ 89,158.89
4 $ 45.01 $ 7,801.40 $ 93,616.82
5 $ 47.26 $ 8,191.47 $ 98,297.67
6 $ 49.62 $ 8,601.05 $ 103,212.56
7 $ 52.10 $ 9,031.10 $ 108,373.18
6354 STREETS AND SEWER SUPERINTENDENT 1 $ 56.35 $ 9,766.66 $ 117,199.93 2 $ 59.16 $ 10,254.99 $ 123,059.93
3 $ 62.12 $ 10,767.74 $ 129,212.93
4 $ 65.23 $ 11,306.13 $ 135,673.57
5 $ 68.49 $ 11,871.44 $ 142,457.26
6 $ 71.91 $ 12,465.01 $ 149,580.11
7 $ 75.51 $ 13,088.26 $ 157,059.13
6351 WATER DISTRIBUTION SUPERVISOR 1 $ 45.83 $ 7,943.31 $ 95,319.67 2 $ 48.12 $ 8,340.47 $ 100,085.64
3 $ 50.52 $ 8,757.49 $ 105,089.92
4 $ 53.05 $ 9,195.37 $ 110,344.42
5 $ 55.70 $ 9,655.14 $ 115,861.65
6 $ 58.49 $ 10,137.89 $ 121,654.73
7 $ 61.41 $ 10,644.79 $ 127,737.46
6352 WATER SYSTEMS SUPERVISOR 1 $ 43.42 $ 7,526.16 $ 90,313.91 2 $ 45.59 $ 7,902.47 $ 94,829.60
3 $ 47.87 $ 8,297.59 $ 99,571.08
4 $ 50.26 $ 8,712.47 $ 104,549.65
5 $ 52.78 $ 9,148.09 $ 109,777.13
6 $ 55.42 $ 9,605.50 $ 115,265.99
7 $ 58.19 $ 10,085.77 $ 121,029.28
6353 WATER UTILITY SUPERINTENDENT 1 $ 57.13 $ 9,902.56 $ 118,830.75 2 $ 59.99 $ 10,397.69 $ 124,772.28
3 $ 62.99 $ 10,917.58 $ 131,010.90
4 $ 66.14 $ 11,463.45 $ 137,561.44
5 $ 69.44 $ 12,036.63 $ 144,439.52
6 $ 72.91 $ 12,638.46 $ 151,661.48
7 $ 76.56 $ 13,270.38 $ 159,244.56
Adopted 06.16.2026_rev 07.21.26 Page 309 of 1097 Page 10 of 10 Exhibit B

CC Regular Meeting

AGENDA ITEM REPORT
ITEM NO. CC 10
Meeting: July 21, 2026
Title: Use Classification Determination on “Caretaker” Use Associated with a Dog Boarding Facility Classified as a “Residential: Residential Uses Required for Plant Security Personnel Only” Use
Presented by: Brian K. Lee, AICP, Deputy City Manager/Director of Community Development Recommendation: City Council adoption of Resolution CC 2026-84, approving a Use Determination concluding that a “Caretaker” use associated with a dog boarding facility is similar to “Residential: Residential uses required for plant security personnel only” uses, and making a finding exemption under the California Environmental Quality Act (CEQA) guidelines.

EXECUTIVE SUMMARY:

On May 13, 2026, staff received an inquiry regarding whether a caretaker is permitted to reside onsite at an existing dog boarding and training facility located in the M-1 (Light Manufacturing) zone.

On June 22, 2026, the Planning Commission concurred with staff’s analysis that a “Caretaker” use associated with a dog boarding facility is similar to “Residential: Residential uses required for plant security personnel only” uses because of key similarities between the two uses:
 Overnight Onsite Presence
 Security and Safety Responsibilities
 Emergency Response Capability
 Operational Oversight and Maintenance
On June 22, 2026, the Planning Commission adopted Resolution No. 2026-014 PC by a 4-0-1 vote, recommending the City Council approve Resolution CC 2026-84 approving the Use Determination.

FISCAL IMPACT:

The consideration of the proposed Use Determination will not have a fiscal impact.

CEQA (CALIFORNIA ENVIRONMENTAL QUALITY ACT):

Under the California Environmental Quality Act (CEQA), City staff has determined that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA (Cal. Code Regs.

Tit. 14, Section 15061).

Respectfully submitted,

ATTACHMENT A - June 22,
2026 Planning Commission
Staff Report

Planning Commission Regular Meeting

STAFF REPORT
ITEM NO. NB 3.

Meeting: Planning Commission Regular Meeting of June 22, 2026 Title: Use Determination Recommendation to City Council – Caretaker Use Title Description: Approval of Resolution No. 2026-014 PC by the Planning Commission recommending that the City Council approve a Use Determination concluding that a “Caretaker” use associated with a dog boarding facility is similar to “Residential: Residential uses required for plant security personnel only” uses, and making a finding of exemption pursuant to CEQA Presented by: Alvar de la Torre, Assistant Planner

BACKGROUND
On May 13, 2026, staff received an inquiry regarding whether a caretaker is permitted to reside onsite at an existing dog boarding and training facility located in the M-1 (Light Manufacturing) zone. Because the Covina Municipal Code (CMC) does not expressly list a residential caretaker for animal boarding facilities, staff evaluated whether the proposed use is similar to an existing use, consistent with the procedures in CMC Section 17.60.020 Unlisted Uses – Generally.

Following a thorough analysis and review of the proposed use, staff determined that a “caretaker” use associated with a dog boarding facility operates similarly to “Residential: Residential uses required for plant security personnel only.” This conclusion is based on several key similarities between the two uses:

Overnight Onsite Presence: Both uses require an employee to remain on the property during non-operational hours to ensure continuous oversight of the facility.

Security and Safety Responsibilities: Both uses serve to protect and safeguard employees, animals, equipment, and structures from theft, vandalism, or other security threats to these facilities.

Emergency Response Capability: In both cases, onsite personnel provide immediate response to emergencies such as burglaries, fires, animal health and welfare issues, and facility malfunctions. Both uses assist in coordination with management, law enforcement, customers, and emergency responders, if necessary.

Operational Oversight and Maintenance: Both uses involve the routine inspection and walkthrough of buildings and property grounds, monitoring of equipment, and maintenance of logs or reports after each shift to ensure safe and compliant operations.

These operational similarities demonstrate that the caretaker use carries out similar essential roles as the “Residential: Residential uses required for plant security personnel only” uses in the M-1 (Light Manufacturing) zone already codified in CMC Section 17.54.020 (H). Staff has prepared Resolution No. 2026-014 PC for the Planning Commission’s consideration of the use determination.

ENVIRONMENTAL DETERMINATION

Under the California Environmental Quality Act (CEQA), City staff has determined that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA (Cal. Code Regs.

Tit. 14, Section 15061).

STAFF RECOMMENDATION
Staff recommends that the Planning Commission adopt Resolution No. 2026-014 PC, recommending the City Council approve a Use Determination concluding that “Caretaker” uses in association with dog boarding facilities are similar to “Residential: Residential uses required for plant security personnel only” uses and making a finding exemption of the CEQA guidelines.

Prepared by: Approved By:

Alvar de la Torre
Assistant Planner

ATTACHMENTS
A. Resolution 2026-014 PC, w/ Exhibit “A” Resolution No. 2026-xxx CC

Attachment A -
Resolution 2026-014
PC, w Exhibit “A”
Resolution No. 2026-
xxx CC

RESOLUTION NO. 2026-014 PC

A RESOLUTION OF THE CITY OF COVINA PLANNING

COMMISSION RECOMMENDING THAT THE CITY COUNCIL

APPROVE A USE DETERMINATION TO DETERMINE THAT A
CARETAKING” USE ASSOCIATED WITH A DOG BOARDING
FACILITY IS SIMILAR TO “ RESIDENTIAL: RESIDENTIAL USES
REQUIRED FOR PLANT SECURITY PERSONNEL ONLY” USES,

AND MAKING FINDINGS PURSUANT TO CEQA
WHEREAS, the Covina Municipal Code ( CMC) Chapter 17 has provisions that address “Residential: Residential uses required for plant security personnel only” uses, which are permitted by right under CMC Section 17.54.020(H). A “ caretaker” use in association with a dog boarding facility is an unlisted use under CMC Chapter 17.54; and WHEREAS, CMC Chapter 17.60.030 states that when an unlisted use is proposed for a particular zone or when classification of an unlisted use is requested, it is the Planning Commission’s duty to ascertain all pertinent facts concerning the use. Then, by resolution make findings and give the reasons for designating a specific classification for such use. The resolution must also be referred to the City Council and, if approved by the City Council, thereafter the designated classifications will govern; and WHEREAS, on June 22, 2026 , the Planning Commission conducted a meeting regarding the clarification of “caretaker” uses. The Planning Commission concurred with staff’s analysis that “ caretaker” functions and operates similarly to a “ Residential:

Residential uses required for plant security personnel only” with responsibilities such as overnight onsite presence, security and safety, emergency response, and operational oversight and maintenance; and
WHEREAS, staff received an inquiry regarding the permissibility of a “caretaker” use in association with a dog boarding facility, initiated a review of the unlisted use, and prepared a resolution for the Planning Commission’s review; and WHEREAS, on June 22, 2026, the Planning Commission carefully considered all pertinent information contained in the staff report prepared for the use determination and concluded the meeting on that date; and
WHEREAS, all legal prerequisites prior to adoption of this Resolution have occurred.

NOW, THEREFORE, THE PLANNING COMMISSION OF THE CITY OF COVINA, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The foregoing recitals are true and correct and are incorporated herein and made an operative part of this Resolution.

SECTION 2. The Planning Commission hereby determines that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense

RESOLUTION NO. 2026-014 PC

exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA (Cal. Code Regs. Tit. 14, Section 15061)." SECTION 3. Based on the entire record, and reviewing the proposed Use Determination and written comments thereon, and considering all oral and written information regarding the proposed Use Determination, the Planning Commission hereby finds, determines, and resolves as follows:

1. Field investigations have disclosed that the “ caretaker” use associated with dog boarding facilities and its operation are compatible with the uses permitted in the zones wherein it is proposed to be located; and Facts: Field investigation confirmed existing security personnel uses within the City, specifically within the M-1 (Light Manufacturing) zone. Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to existing dog boarding facilities show that such uses function and operate similarly to security personnel.

2. That the “ caretaker” use associated with dog boarding facilities is similar to residential security personnel uses permitted in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities are similar to the “ Residential: Residential uses required for plant security personnel only” uses listed in CMC Chapter 17.54.020(H). Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to dog boarding facilities show that such uses function and operate as residential security personnel.

3. That the “caretaker” use associated with dog boarding facilities will not cause substantial injury to the values of property in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities function and operate similarly to “ Residential: Residential uses required for plant security personnel only” uses that are already permitted in the zone within which it is proposed and in all light industrial zones. It will continue to contribute to and improve the safeguarding and protection of the industrial centers in the City, and not cause any substantial injury to these properties.

4. That the “caretaker” use associated with dog boarding facilities will be so designed, located and operated that the public health, safety and general welfare will be protected.

Facts: The “caretaker” associated with dog boarding facilities uses shall be regulated through the Site Plan Review process under CMC Chapter 17.64, whereby design quality, exterior appearance, facility and site improvements,

RESOLUTION NO. 2026-014 PC

traffic mitigation measures, public health, safety, and general welfare will be protected.

SECTION 4. After considering all evidence presented at the public meeting, and the findings stated in the above Section 3 and the attached proposed City Council Resolution, the Planning Commission of the City of Covina does hereby recommend the City Council of the City of Covina adopt the proposed Resolution CC 2026-___, approving the proposed Use Determination for “ caretaker” uses associated with dog boarding facilities.

SECTION 5. This Resolution shall be effective upon adoption.

PASSED, APPROVED, AND ADOPTED by the members of the Planning Commission of Covina this 22nd day of June 2026.

BRIAN RODRIGUEZ, CHAIR

CITY OF COVINA PLANNING COMMISSION
I hereby certify that the foregoing is a true copy of a resolution adopted by the Planning Commission of the City of Covina at a regular meeting thereof held on the 22 nd day of June 2026, by the following vote of the Planning Commission:

AYES:

NOES:

ABSENT:

ABSTAIN:

COVINA PLANNING COMMISSION

SECRETARY

Exhibit “A”

RESOLUTION CC 2026-XXXX

A RESOLUTION OF THE CITY COUNCIL OF CITY OF COVINA

APPROVING A USE DETERMINATION TO DETERMINE THAT A
CARETAKING” USE ASSOCIATED WITH A DOG BOARDING
FACILITY IS SIMILAR TO “ RESIDENTIAL: RESIDENTIAL USES
REQUIRED FOR PLANT SECURITY PERSONNEL ONLY” USES,

AND MAKING FINDINGS PURSUANT TO CEQA
WHEREAS, the Covina Municipal Code (CMC) Chapter 17 has provisions that address “ Residential: Residential uses required for plant security personnel only” uses, which are permitted by right under CMC Section 17.54.020(H). A “ caretaker” use in association with a dog boarding facility is an unlisted use under CMC Chapter 17.54; and WHEREAS, CMC Chapter 17.60.030 states that when an unlisted use is proposed for a particular zone or when classification of an unlisted use is requested, it is the Planning Commission’s duty to ascertain all pertinent facts concerning the use. Then, by resolution, make findings and give the reasons for designating a specific classification for such use. The resolution must also be referred to the City Council and, if approved by the City Council, thereafter the designated classifications will govern; and WHEREAS, on June 22 , 2026, the Planning Commission conducted a meeting regarding the clarification of “caretaker” uses. The Planning Commission concurred with staff’s analysis that “ caretaker” functions and operates similarly to a “ Residential:

Residential uses required for plant security personnel only” with responsibilities such as overnight onsite presence, security and safety, emergency response, and operational oversight and maintenance; and
WHEREAS, staff received an inquiry regarding the permissibility of a “caretaker” use in association with a dog boarding facility, initiated a review of the unlisted use, and prepared a resolution for the Planning Commission’s review; and WHEREAS, on June 22 , 2026, the Planning Commission carefully considered all pertinent information contained in the staff report prepared for the use determination and concluded the meeting on that date. The Planning Commission, by a _____ vote, adopted Resolution No. 2026-014 PC recommending to the City Council the approval of the proposed Use Determination; and
WHEREAS, on _____, the City Council of the City of Covina held a public meeting to consider the proposed Use Determination and concluded the hearing on that date; and WHEREAS, all legal prerequisites prior to adoption of this Resolution have occurred.

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

SECTION 1. The foregoing recitals are true and correct and are incorporated herein and made an operative part of this Resolution.

SECTION 2. The City Council hereby determines that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA (Cal. Code Regs. Tit. 14, Section 15061).

SECTION 3. Based on the entire record, and reviewing the proposed Use Determination and written comments thereon, and considering all oral and written information regarding the proposed Use Determination, the City Council hereby finds, determines, and resolves as follows:

1. Field investigations have disclosed that the “ caretaker” use associated with dog boarding facilities and its operation are compatible with the uses permitted in the zones wherein it is proposed to be located; and Facts: Field investigation confirmed existing security personnel uses within the City, specifically within the M-1 (Light Manufacturing) zone. Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to existing dog boarding facilities show that such uses function and operate similarly to security personnel.

2. That the “ caretaker” use associated with dog boarding facilities is similar to residential security personnel uses permitted in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities are similar to the “ Residential: Residential uses required for plant security personnel only” uses listed in CMC Chapter 17.54.020(H). Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to dog boarding facilities show that such uses function and operate as residential security personnel.

3. That the “caretaker” use associated with dog boarding facilities will not cause substantial injury to the values of property in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities function and operate similarly to “ Residential: Residential uses required for plant security personnel only” uses that are already permitted in the zone within which it is proposed and in all light industrial zones. It will continue to contribute to and improve the safeguarding and protection of the industrial centers in the City, and not cause any substantial injury to these properties.

4. That the “caretaker” use associated with dog boarding facilities will be so designed, located and operated that the public health, safety and general welfare will be protected.

Facts: The “caretaker” associated with dog boarding facilities uses shall be regulated through the Site Plan Review process under CMC Chapter 17.64, whereby design quality, exterior appearance, facility and site improvements, traffic mitigation measures, public health, safety, and general welfare will be protected.

SECTION 4. After considering all evidence presented at the public meeting, and the findings stated in the above Section 3, the City Council of the City of Covina hereby adopt the Resolution CC 2026-___, approving the proposed Use Determination for caretaker” uses associated with dog boarding facilities.

SECTION 5. The documents and materials that constitute the record of proceedings on which these findings and this Resolution are based are located at the City Clerk’s Office located at 125 E College Street, Covina, CA 91723. The custodian of these records is the City Clerk.

SECTION 6. This Resolution shall be effective upon adoption.

SECTION 7. The City Clerk shall certify to the passage and adoption of this Resolution and shall enter the same in the book of Original Resolutions.

SIGNED AND APPROVED this ____ day of ________, 2026.

HECTOR DELGADO, MAYOR
ATTEST:

FABIAN VELEZ,
Chief Deputy City Clerk
APPROVED AS TO FORM:

KEVIN G. ENNIS, City Attorney

ATTACHMENT B - Resolution
No. 2026-014 PC (signed)

Docusign Envelope ID: 5A00AB13- 556B- 893D-10A- 237B62BAD42F RESOLUTION NO. 2026- 014 PC

A RESOLUTION OF THE CITY OF COVINA PLANNING

COMMISSION RECOMMENDING THAT THE CITY COUNCIL

APPROVE A USE DETERMINATION TO DETERMINE THAT A
CARETAKING" USE ASSOCIATED WITH A DOG BOARDING
FACILITY IS SIMILAR TO " RESIDENTIAL: RESIDENTIAL USES
REQUIRED FOR PLANT SECURITY PERSONNEL ONLY" USES,

AND MAKING FINDINGS PURSUANT TO CEQA
WHEREAS, the Covina Municipal Code ( CMC) Chapter 17 has provisions that address " Residential: Residential uses required for plant security personnel only" uses, which are permitted by right under CMC Section 17. 54. 020( H). A " caretaker" use in association with a dog boarding facility is an unlisted use under CMC Chapter 17. 54; and WHEREAS, CMC Chapter 17. 60. 030 states that when an unlisted use is proposed for a particular zone or when classification of an unlisted use is requested, it is the Planning Commission' sduty to ascertain all pertinent facts conceming the use. Then, by resolution make findings and give the reasons for designating a specific classification for such use. The resolution must also be referred to the City Council and, if approved by the City Council, thereafter the designated classifications will govern; and WHEREAS, on June 22, 2026, the Planning Commission conducted a meeting regarding the clarification of " caretaker" uses. The Planning Commission concurred with staffs analysis that " caretaker" functions and operates similarly to a " Residential: Residential uses required for plant security personnel only" with responsibilities such as overnight onsite presence, security and safety, emergency response, and operational oversight and maintenance; and WHEREAS, staff received an inquiry regarding the permissibility of a " caretaker" use in association with a dog boarding facility, initiated a review of the unlisted use, and prepared a resolution for the Planning Commission' sreview; and WHEREAS, on June 22, 2026, the Planning Commission carefully considered all pertinent information contained in the staff report prepared for the use determination and concluded the meeting on that date; and
WHEREAS, all legal prerequisites prior to adoption of this Resolution have occurred.

NOW, THEREFORE, THE PLANNING COMMISSION OF THE CITY OF COVINA, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The foregoing recitals are true and correct and are incorporated herein and made an operative part of this Resolution.

SECTION 2. The Planning Commission hereby determines that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense

Docusign Envelope ID: 5A00AB13- 556B- 8930-10A- 237B62BAD42F RESOLUTION NO. 2026. 014 PC

exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA ( Cal. Code Regs. Tit 14, Section 15061)." SECTION 3. Based on the entire record, and reviewing the proposed Use Determination and written comments thereon, and considering all oral and written information regarding the proposed Use Determination, the Planning Commission hereby finds, determines, and resolves as follows:

1. Field investigations have disclosed that the " caretaker" use associated with dog boarding facilities and its operation are compatible with the uses permitted in the zones wherein it is proposed to be located; and Facts: Field investigation confirmed existing security personnel uses within the City, specifically within the M- 1 (Light Manufacturing) zone. Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to existing dog boarding facilities show that such uses function and operate similarly to security personnel.

2. That the " caretaker" use associated with dog boarding facilities is similar to residential security personnel uses permitted in the zone within which it is proposed to be located; and
Facts: The "caretaker" uses associated with dog boarding facilities are similar to the " Residential: Residential uses required for plant security personnel only" uses listed in CMC Chapter 17. 54. 020( H). Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to dog boarding facilities show that such uses function and operate as residential security personnel.

3. That the " caretaker" use associated with dog boarding facilities will not cause substantial injury to the values of property in the zone within which it is proposed to be located; and
Facts: The " caretaker" uses associated with dog boarding facilities function and operate similarly to " Residential: Residential uses required for plant security personnel only" uses that are already permitted in the zone within which it is proposed and in all light industrial zones. It will continue to contribute to and improve the safeguarding and protection of the industrial centers in the City, and not cause any substantial injury to these properties.

4. That the " caretaker" use associated with dog boarding facilities will be so designed, located and operated that the public health, safety and general welfare will be protected.

Facts: The " caretaker" associated with dog boarding facilities uses shall be regulated through the Site Plan Review process under CMC Chapter 17. 64, whereby design quality, exterior appearance, facility and site improvements,

Docusign Envelope ID: 5A00AB13- 556B- 893D-10A- 237B62BAD42F RESOLUTION NO. 2026- 014 PC

traffic mitigation measures, public health, safety, and general welfare will be protected.

SECTION 4. After considering all evidence presented at the public meeting, and the findings stated in the above Section 3 and the attached proposed City Council Resolution, the Planning Commission of the City of Covina does hereby recommend the City Council of the City of Covina adopt the proposed Resolution CC 2026 - approving the proposed Use Determination for " caretaker" uses associated with dog boarding facilities.

SECTION 5, This Resolution shall be effective upon adoption.

PASSED, APPROVED, AND ADOPTED by the members of the Planning Commission of Covina this 22 day of June 2026.

L
DocuSipned by:
r.auu ffa, den s

JEANETTE FLORES, VICE CHAIR

CITY OF COVINA PLANNING COMMISSION
I hereby certify that the foregoing is a true copy of a resolution adopted by the Planning Commission of the City of Covina at a regular meeting thereof held on the 22 day of June 2026, by the following vote of the Planning Commission:

AYES: RICHARDSON, NASS, MCMEEKIN, FLORES
NOES: NONE
ABSENT: RODRIGUEZ
ABSTAIN: NONE

PLANNING COMMISSION
ARY

ATTACHMENT C

RESOLUTION CC 2026-84

A RESOLUTION OF THE CITY COUNCIL OF CITY OF COVINA

APPROVING A USE DETERMINATION TO DETERMINE THAT A
“CARETAKING” USE ASSOCIATED WITH A DOG BOARDING
FACILITY IS SIMILAR TO “RESIDENTIAL: RESIDENTIAL USES
REQUIRED FOR PLANT SECURITY PERSONNEL ONLY” USES,

AND MAKING FINDINGS PURSUANT TO CEQA
WHEREAS, the Covina Municipal Code (CMC) Chapter 17 has provisions that address “Residential: Residential uses required for plant security personnel only” uses, which are permitted by right under CMC Section 17.54.020(H). A “caretaker” use in association with a dog boarding facility is an unlisted use under CMC Chapter 17.54; and WHEREAS, CMC Chapter 17.60.030 states that when an unlisted use is proposed for a particular zone or when classification of an unlisted use is requested, it is the Planning Commission’s duty to ascertain all pertinent facts concerning the use. Then, by resolution, make findings and give the reasons for designating a specific classification for such use. The resolution must also be referred to the City Council and, if approved by the City Council, thereafter the designated classifications will govern; and WHEREAS, on June 22, 2026, the Planning Commission conducted a meeting regarding the clarification of “caretaker” uses. The Planning Commission concurred with staff’s analysis that “caretaker” functions and operates similarly to a “Residential:

Residential uses required for plant security personnel only” with responsibilities such as overnight onsite presence, security and safety, emergency response, and operational oversight and maintenance; and
WHEREAS, staff received an inquiry regarding the permissibility of a “caretaker” use in association with a dog boarding facility, initiated a review of the unlisted use, and prepared a resolution for the Planning Commission’s review; and WHEREAS, on June 22, 2026, the Planning Commission carefully considered all pertinent information contained in the staff report prepared for the use determination and concluded the meeting on that date. The Planning Commission, by a 4-0-1 vote, adopted Resolution No. 2026-014 PC recommending to the City Council the approval of the proposed Use Determination; and
WHEREAS, on July 21, 2026, the City Council of the City of Covina held a public meeting to consider the proposed Use Determination and concluded the hearing on that date; and
WHEREAS, all legal prerequisites prior to adoption of this Resolution have occurred.

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

Resolution CC 2026-84 Page 3 of 5
SECTION 1. The foregoing recitals are true and correct and are incorporated herein and made an operative part of this Resolution.

SECTION 2. The City Council hereby determines that the proposed Use Determination is exempt from CEQA. This exemption falls under the common sense exemption because it can be seen with certainty that there is no possibility that the proposed activity will have a significant effect on the environment. Therefore, this activity is not subject to CEQA (Cal. Code Regs. Tit. 14, Section 15061).

SECTION 3. Based on the entire record, and reviewing the proposed Use Determination and written comments thereon, and considering all oral and written information regarding the proposed Use Determination, the City Council hereby finds, determines, and resolves as follows:

1. Field investigations have disclosed that the “caretaker” use associated with dog boarding facilities and its operation are compatible with the uses permitted in the zones wherein it is proposed to be located; and Facts: Field investigation confirmed existing security personnel uses within the City, specifically within the M-1 (Light Manufacturing) zone. Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to existing dog boarding facilities show that such uses function and operate similarly to security personnel.

2. That the “caretaker” use associated with dog boarding facilities is similar to residential security personnel uses permitted in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities are similar to the “Residential: Residential uses required for plant security personnel only” uses listed in CMC Chapter 17.54.020(H). Caretaker uses have been in operation for several years. Field investigations, research, evaluation, and onsite visits to dog boarding facilities show that such uses function and operate as residential security personnel.

3. That the “caretaker” use associated with dog boarding facilities will not cause substantial injury to the values of property in the zone within which it is proposed to be located; and
Facts: The “caretaker” uses associated with dog boarding facilities function and operate similarly to “Residential: Residential uses required for plant security personnel only” uses that are already permitted in the zone within which it is proposed and in all light industrial zones. It will continue to contribute to and improve the safeguarding and protection of the industrial centers in the City, and not cause any substantial injury to these properties.

Resolution CC 2026-84 Page 4 of 5

4. That the “caretaker” use associated with dog boarding facilities will be so designed, located and operated that the public health, safety and general welfare will be protected.

Facts: The “caretaker” associated with dog boarding facilities uses shall be regulated through the Site Plan Review process under CMC Chapter 17.64, whereby design quality, exterior appearance, facility and site improvements, traffic mitigation measures, public health, safety, and general welfare will be protected.

SECTION 4. After considering all evidence presented at the public meeting, and the findings stated in the above Section 3, the City Council of the City of Covina hereby adopt the Resolution CC 2026-84, approving the proposed Use Determination for “caretaker” uses associated with dog boarding facilities.

SECTION 5. The documents and materials that constitute the record of proceedings on which these findings and this Resolution are based are located at the City Clerk’s Office located at 125 E College Street, Covina, CA 91723. The custodian of these records is the City Clerk.

SECTION 6. This Resolution shall be effective upon adoption.

SECTION 7. The City Clerk shall certify to the passage and adoption of this Resolution and shall enter the same in the book of Original Resolutions.

APPROVED and PASSED this 21st day of July, 2026.

City of Covina, California
BY:

HECTOR DELGADO, Mayor
ATTEST:
___________________________________________
FABIAN VELEZ, Chief Deputy City Clerk

Resolution CC 2026-84 Page 5 of 5

CERTIFICATION
I, Fabian Velez, Chief Deputy City Clerk of the City of Covina, do hereby certify that Resolution CC 2026-84 was duly adopted by the City Council of the City of Covina at a regular meeting held on the 21st day of July, 2026, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Dated:
_____________________________________
FABIAN VELEZ, Chief Deputy City Clerk

CC Regular Meeting

AGENDA ITEM REPORT
ITEM NO. CC 11
Meeting: July 21, 2026
Title: CHP Grant
Presented by: Ric Walczak, Chief of Police
Recommendation: 1. Approve Resolution CC 2026-83 accepting $371,471.40 in grant funding from the Cannabis Tax Fund Grant Program (CTFGP) under the California Highway Patrol;

2. Increase the Police Department FY 2026-27 budget to allocate said funding; and

3. Authorize the City Manager or his designee to execute the grant agreement/documents.

EXECUTIVE SUMMARY:

Police department staff applied for this State grant funding under the Cannabis Tax Fund Grant Program (CTFGP). The program is designed to help law enforcement agencies reduce and mitigate the impacts of impaired driving in the community. On June 30, 2026, the Covina Police Department received an award letter informing the Department that it will receive $371,471.40 to conduct operations and purchase equipment to improve traffic safety. This is the fourth time in five years that the Covina Police Department has successfully received funding from this program.

DISCUSSION:

The CTFGP provides financial assistance to public agencies for the education, prevention and the enforcement of laws related to driving under the influence of alcohol and other drugs including cannabis.

The intent of the grant program is to educate the public regarding the dangers of impaired driving, enforce impaired driving laws on the roadway, improve agency’s effectiveness through training and development of new strategies.

The goals of participating in this grant program is to implement strategies and practices to reduce the number of individuals killed and injured in crashes involving alcohol, drugs and other primary collision factors. Strategies will include impaired driving enforcement, DUI check points, and warrant services.

The program will also concentrate on traffic enforcement operations focusing on primary collision factors, distracted driving, night-time seat belt enforcement, special enforcement operations, encouraging motorcycle safety, enforcement and public awareness in areas with a high number of bicycle and pedestrian collisions, and education programs. These efforts are vital for Covina since we have a very active downtown district that has numerous bars, restaurants and entertainment venues.

Impaired patrons impact public safety when they drive home after consuming alcohol.

Overall, the grant funds will be used for a combination of staff overtime and equipment in order to reduce the number of persons killed or injured in collisions due to impairment, speeding, running red lights and other collision factors. DUI patrols will be utilized to locate and apprehend impaired drivers.

DUI Check points and warrant service operations which target repeat DUI violators who fail to appear in court or violate the terms of their probation. Officers will receive training to become proficient in the detection and apprehension of drivers under the influence. Strategies will also be set in place to focus on traffic enforcement with a strong concentration on speed, seatbelt and child restraint enforcement,

distracted drivers, intersection operations with disproportionate number of traffic collisions as well as motorcycle safety.

FISCAL IMPACT:

No negative fiscal impact. This grant is for $371,471.40 and has been approved by the State for the above discussed activities. Accepting this award will increase the Police Department’s revenue account for FY 2026-27 by $371,471.40 and appropriation accounts by the same amount as detailed in Resolution CC 2026-83 attached hereto. All funds spent by the department up to the award amount is reimbursable.

CEQA (CALIFORNIA ENVIRONMENTAL QUALITY ACT):

Not applicable.

Respectfully submitted,

ATTACHMENT B
RESOLUTION CC 2026-83

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COVINA,

COUNTY OF LOS ANGELES, STATE OF CALIFORNIA, ACCEPTING

GRANT FUNDING FROM THE CALIFORNIA HIGHWAY PATROL,

CANNABIS TAX FUND GRANT PROGRAM IN THE AMOUNT OF
$371,471.40 AND INCREASE THE POLICE DEPARTMENT FY 2026-27

BUDGET REVENUE AND EXPENDITURE BY THE SAME AMOUNT
WHEREAS, the City of Covina is a municipal corporation duly organized and existing pursuant to the Constitution and laws of the State of California (“City”); and WHEREAS, the reallocation of appropriations may be made by the City Manager, amendments (increases/decreases) to the Budget shall be by approval and Resolution of the City Council; and
WHEREAS, the City of Covina was awarded funding in the amount of $371,471.40 from the California Highway Patrol for the enforcement of traffic safety laws as it relates to impaired driving; and
WHEREAS, accepting this award will increase the Police Department’s revenue account for FY 2026-27 by $371,471.40 and appropriation account by the same amount.

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

SECTION 1. Amend the fiscal year 2026-2027 Police Department Budget as follows:

SECTION 2. The City Clerk shall certify to the passage and adoption of this resolution and shall enter the same in the Book of Original Resolutions.

APPROVED and PASSED this 21st day of July, 2026.

City of Covina, California
BY:

HECTOR DELGADO, Mayor
Account Number Account Title Original Budget Increase Budget Amendment 2230-1200 42190 Other State Grants-Traffic Safety $ - $ 371,471.40 $ 371,471.40 2230-1200-50030 Other State Grants-Traffic Safety-Overtime $ - $ 166,648.62 $ 166,648.62 2230-1200-50110 Medicare $ - $ 2,416.39 $ 2,416.39
2230-1200-50400 Workers Comp $ - $ 15,131.63 $ 15,131.63 2230-1200-54420 Other State Grants-Traffic Safety-Tactical Equipment $ - $ 61,152.52 $ 61,152.52 2230-1200-55550 Other State Grants-Traffic Safety-Motor Vehicle $ - $ 126,122.24 $ 126,122.24

Resolution CC 2026-83 Page 2 of 2
ATTEST:
___________________________________________
FABIAN VELEZ, Chief Deputy City Clerk

CERTIFICATION
I, Fabian Velez, Chief Deputy Clerk of the City of Covina, do hereby certify that Resolution CC 2026-83 was duly adopted by the City Council of the City of Covina at a regular meeting held on the 21st day of July, 2026, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Dated:
_____________________________________
FABIAN VELEZ, Chief Deputy City Clerk

CC Regular Meeting

AGENDA ITEM REPORT
ITEM NO. CC 12
Meeting: July 21, 2026
Title: Purchase Agreement/Purchase Order Authorization for One (1) New Ford Maverick 2.0XL Truck and One (1) New Ford F-550 45-ft. Bucket Truck Presented by: Rafael M. Fajardo, Director of Public Works/City Engineer Recommendation: Authorize the City Manager to execute a Purchase Agreement/Purchase Order with Puente Hills Ford for the purchase of one (1) New Ford Maverick 2.0 XL Truck and one (1) F-550 Chassis 45-ft. Bucket Truck and for a total, combined not-toexceed value of $226,913.63.

EXECUTIVE SUMMARY/BACKGROUND:

As part of the City’s FY 2027 Budget, the City Council approved funding for the replacement of an operations vehicle used by the Public Works Department Streets/Sewer Division and the acquisition of a 45-foot aerial lift/bucket truck for Department-wide uses. Both vehicles will be used in day-to-day operational functions for street/sewer repairs, lighting repairs, building maintenance, tree trimming and signage repairs, among others. As proposed, the City Council will consider authorizing the purchase of both vehicles for a total, not-to-exceed price of $226,913.63 utilizing a variety of special revenue and enterprise funds that support Department operations.

DISCUSSION:

During the preparation of the City’s FY 2026-27 budget, sufficient funding was included for the purchase of one new utility truck to replace an existing sport utility vehicle used in the Public Works Department Streets/Sewer Division and the acquisition of a 45-foot aerial lift/bucket truck for Department-wide uses.

Both vehicles would provide great utility for the City and be utilized in daily operational activities.

The 2020 Hybrid Mitsubishi Outlander (Unit #208), currently utilized by the Street and Sewer Division Superintendent, does not have the appropriate storage capabilities required for daily duties required of these Divisions. The lack of a truck bed disallows proper space and sanitary collection of equipment, materials, and debris that is collected over the course of a day. As such, City staff recommends purchasing one (1) 2026 Ford Maverick 2.0XL to replace the Superintendent’s current vehicle and transfer Unit #208 to the Information Technology (IT) Department for daily operations. Unit #208 is not recommended for retirement until Fiscal Year 2029-2030 according to the Public Works Department’s Fleet Modernization Plan and therefore will remain in the City’s fleet for use by the IT Department. The IT Department does not currently utilize a City vehicle of this size – the Outlander offers as means of securely transferring their equipment to and from various city facilities to aid in their daily responsibilities.

The Department of Public Works is further requesting authorization to purchase a 45-ft. Bucket Truck.

The daily duties of the Public Works Department often require the capability to reach extended heights.

With no equipment in the current fleet to achieve this, the Department will utilize contracted services such as Bear Electrical Solutions, Inc. or rent equipment at daily rates to complete service requests and perform routine maintenance. With the purchase of the Bucket Truck, each Division of Public Works will be able to complete tasks internally and at a lower cost such as: replacing lights in City Parks, hanging Recreation Program banners, painting building facades, maintaining downtown parking

lot lights, replacing equipment and maintaining chemical fuel lines at the water reservoirs, trimming trees city-wide, removing emergency tree hanging branches, replacing street signs, maintaining Metrolink Parking Structure and Station, and as well as other critical functions. Adding a Bucket Truck to the Public Works Department’s fleet will allow routine work to remain internal to the Department and reduces the need to contract each time a service is needed, thus offering future cost savings.

In accordance with the City’s Purchasing Policy, the Department of Public Works solicited (3) quotes each for the 2026 Ford Maverick 2.0XL and the 2024 45-ft Bucket Truck.

Ford Maverick Truck
The three (3) quotes requested for the 2026 Ford Maverick 2.0XL resulted in the following:

Rank Company Location Cost
1 Performance Ford West Covina, CA $31,495.50
2 Puente Hills Ford City of Industry, CA $32,167.45
3 Colley Ford Glendora, CA $32,579.78
Though Performance Ford has the lowest quotes at $31,495.50, the powertrain warranty offered under Performance Ford is significantly less than that for Puente Hills Ford: 5-year/60,000 for the former versus 5-year/100,000 for the latter. As such, the Department of Public Works recommends proceeding with the purchase of a new 2026 Ford Maverick 2.0XL with Puente Hills Ford. The vehicle is currently in stock at Puente Hills Ford and will be available for delivery once the order is placed and purchase order is issued. The full quote for the purchase is displayed as Attachment A.

Bucket Truck
The three (3) quotes requested for the 2024 45-ft Bucket Truck resulted in the following:

Rank Company Location Cost
1 Puente Hills Ford City of Industry, CA $194,746.18
2 National Auto Fleet Group (Sourcewell Contract
091521-NAF)
Watsonville, CA $198,387.31
3 National Auto Fleet Group (Sourcewell Contract
091521-NAF)
Watsonville, CA $245,053.49
As Bucket Trucks are not readily available, City staff sourced quotes for models as similar to each other as is available. The quotes sourced from National Auto Fleet Group offered slightly different bodytypes, with one 45-ft option and one 47-ft option.

Based on currently available models, City staff recommends to proceed with the purchase of a new 45- ft Bucket Truck with Puente Hills Ford. The new Bucket Truck will be available for delivery within 6-8 months once the order is placed and a purchase order is issued. The full quote for the purchase is displayed as Attachment B.

FISCAL IMPACT:

The total cost for the procurement of both the Ford Maverick and the Bucket Truck is $226,913.63.

Funding in the amount of $195,000 was included as part the approved Fiscal Year 2026-2027 Public Works Department Operational Budget.

Ford Maverick

The Ford Maverick will be funded by Sewer Motor Vehicles and Streets Maintenance, through Central Equipment:

Fund Account No. Amount
Sewer Utility 63002700-55550 $18,000.00
Central Equipment 70106010-55550 $18,000.00
Total $36,000.00
Bucket Truck
The Bucket Truck will be utilized across nearly all City sites including the Metrolink Station Complex, the Downtown Parking Lots, Civic Center Parking Structure, Water Reservoirs, Parks, and along City streets. As such, the fiscal breakdown is as follows, with Parks Maintenance and Street Maintenance portions funded through Central Equipment:

Fund Account No. Amount
Proposition A 2400TO04-55550 $19,500.00
Vehicle Parking District No. 1 27005540-55550 $19,500.00 Water Utility 60105080-55550 $39,000.00
Central Equipment 70106010-55550 $78,000.00
Building Maintenance 70206100-55550 $39,000.00
Total $195,000.00
CEQA (CALIFORNIA ENVIRONMENTAL QUALITY ACT):

Not applicable.

Respectfully submitted,

Date: 7/7/2026
Salesperson: Anthony Rodriguez
Manager: Anthony Rodriguez
Customer ID #: aa-A58XF00CG8UTpps

FOR INTERNAL USE ONLY

BUSINESS
NAME CITY OF COVINA Home Phone :(626) 482-4854

CONTACT
Address :
125 E COLLEGE STREET
COVINA, CA 91723

LOS ANGELES
Work Phone :(626) 533-2618
E-Mail : [email protected] Cell Phone :(909) 685-7312

VEHICLE
Stock # : N26MG New / Used : New VIN : 3FTTW8AA0TRA2290 Mileage: 50 Vehicle : 2026 Ford Maverick Gas Color : Oxford White
Type : 2.0L XL Front-Wheel Drive SuperCrew 4.5
Body Size : Style : Weight : Unit Class :

Market Value Selling Price 29,905.00
Total Savings 1,015.61
28,889.39
Doc Fee 85.00
Tax 3,147.31
Tire Fee 8.75
EVR Fee 37.00
32,167.45
Adjusted Price
Balance
Optional Add-on Spare key $500 add to cost of purchase order should you want to order a 3rd key.

ATTACHMENT A
2026 MAVERICK

MAVERICK CLOTH
100A
Exterior Color

OXFORD WHITE
Interior Color
EBONY
CLOTH
23 City / 32 Hwy
EPA Estimated MPG
Power & Handling

2.0L ECOBOOST ENGINE

AUTOMATIC TRANSMISSION
Exterior Features
Interior Features
Functional
• CARGO BOX TIE DOWN HOOKS
• DAYTIME RUNNING LAMPS
• DOOR HANDLES - BLACK
• EASY FUEL® CAPLESS FILLER
• FLEXBED STORAGE SYSTEM
• GRILLE - BLACK MESH
• HEADLAMPS-LED AUTO HI-BEAM
• HEADLAMPS-LED AUTO ON/OFF
• LED REFLECTOR HEADLAMPS
• MANUAL LOCKING TAILGATE
• WIPERS- INTERMITTENT
• 1-TOUCH DOWN DRIVER WINDOW
• 2ND ROW BENCH FLIP-UP W/
• UNDER-SEAT STORAGE
• 8" CLUSTER DISPLAY
• CLOTH BENCH REAR SEAT
• CRUISE CONTROL
• DUAL USB
• MANUAL A/C, SINGLE ZONE
• POWER LOCKS AND WINDOWS
• POWERPOINTS - 12V
• ROTARY GEAR SHIFT DIAL
• TILT/TELESCOPE STR COLUMN
• VINYL SOFT CONSOLE LID

Safety/Security
Warranty
Options
Dealer Add-ons
No Add-ons.
• 13.2" CENTER DISPLAY
• 4-WHEEL ANTILOCK BRAKE SYS
• 5G MODEM
• BATTERY SAVER FEATURE
• ELECTRIC PARKING BRAKE
• ELECTRONIC PWR ASST STEER
• FORD APP
• PRE-COLLISION ASSIST W/AEB
• REAR VIEW CAMERA
• REMOTE KEYLESS ENTRY
• SELECTABLE DRIVE MODES
• SYNC®4
• AIRBAGS - SAFETY CANOPY®
• BELT-MINDER CHIME
• LATCH CHILD SAFETY SYSTEM
• SECURILOCK® ANTI-THEFT SYS
• TIRE PRESSURE MONIT SYS
•
•
•
• 2026 MODEL YEAR
• OXFORD WHITE
• NAVY PIER - BLACK/SLATE
• XL TRIM
• 2.0L ECOBOOST ENGINE
• AUTOMATIC TRANSMISSION
• 2K TRAILER HITCH RECEIVER
• 50 STATE EMISSIONS
• CONVENTIONAL SPARE TIRE
• SIRIUSXM W/360L (3 MOS TRIAL)
• CONN PKG:1YR INCL W/FORD APP
• BLT/D&P FRT/1&2 ROW/D KNE BAG
• EQUIPMENT GROUP 100A
• 121.0" WHEELBASE
• BLACK PAINTED ROOF DELETE
• EATC AIR CONDITIONER
• SIRIUS SATELLITE RADIO
• JOB #1 ORDER
• 17" STEEL WHEEL
• CLOTH
• EBONY
• BEDLNR SPRAY-IN DELETE
3YR/36,000 BUMPER / BUMPER
5YR/100,000 POWERTRAIN
5YR/60,000 ROADSIDE ASSIST
8YR/100,000 HYBRID UNIQUE
-COMPONENTS IF EQUIPPED

Date: 7/8/2026
Salesperson: Anthony Rodriguez
Manager: Anthony Rodriguez
Customer ID #: aa-A58XF00CG8UTpps

FOR INTERNAL USE ONLY

BUSINESS
NAME CITY OF COVINA Home Phone :(626) 482-4854

CONTACT
Address :
125 E COLLEGE STREET
COVINA, CA 91723

LOS ANGELES
Work Phone :(626) 533-2618
E-Mail : [email protected] Cell Phone :(909) 685-7312

VEHICLE
Stock # : 24F-550Chassis New / Used : New VIN : 1FDUF5GN7RDA2137 Mileage: 40 Vehicle : 2024F-550 Chassis 7.3L Gas Color : Oxford White Type : 45ft Bucket Truck Insulated - XL 4x2 SD Regular Cab 145 in. WB DRW Market Value Selling Price 178,995.00
Total Savings 8,026.90
170,968.10
Doc Fee 85.00
Tax 18,695.58
Tire Fee 10.50
EVR Fee 37.00
189,796.18
Ford Warranty 10yr / 100,000 Miles / 0 deduc 4,950.00
194,746.18
Adjusted Price
Net Price
Balance

ATTACHMENT B

CC Regular Meeting

AGENDA ITEM REPORT
ITEM NO. CC 13
Meeting: July 21, 2026
Title: Award of Minor Construction and Maintenance Agreement between the City of Covina and Golden Bell Products, Inc. for the Maintenance of 2,400 City-Owned Sanitary Sewer Manholes for a Not-To-Exceed Amount of $66,000 Presented by: Rafael M. Fajardo, Director of Public Works/City Engineer Recommendation: Authorize the City Manager to execute a Minor Construction and Maintenance Agreement between the City of Covina and Golden Bell Products, Inc. for the maintenance and fumigation of 2,400 City-owned sanitary manholes for a not-toexceed amount of $66,000.

EXECUTIVE SUMMARY/BACKGROUND:

The Department of Public Works currently maintains approximately 2,400 sanitary sewer manholes city-wide. Given the large number of sites, the Department does not have sufficient in-house resources to be able to address specific sewer maintenances needs at each individual site, including the maintenance and fumigation of each manhole. An outside contractor with a specialized treatment program has been utilized in the past to provide the labor and materials required to maintain the City’s manholes and to control roach and other insect populations. Golden Bell Products, Inc. has provided this service with successful results on up to 1,000 manholes each fiscal year. In an effort to cover a greater area this fiscal year, the Department of Public Works recommends award of a Minor Construction and Maintenance Agreement to Golden Bell Products, Inc. to service 2,400 sites for a notto-exceed amount of $66,000. These abatement efforts will serve to protect neighborhoods, commercial areas and City streets from insect infestations.

DISCUSSION:

Service levels pertaining to the annual maintenance of approximately 2,400 City-owned sanitary sewer manholes has varied in the past based on need and priorities. Pursuant to former operational schedules, the Department of Public Works has been able to service approximately 1,000 manholes on an annual basis and a specific area may not be serviced for more than a year after receiving an initial treatment specifically for sewer roach control. Golden Bell Products, Inc. has been contracted to provide labor and supplies related to the treatment and maintenance of manholes for the past seven (7) years with successful results. The Department’s goal is to continue taking a proactive approach to address sewer maintenance needs and programming the treatment and maintenance of all City-owned sewer manholes with greater frequency. Thus, City Council approval of this item will authorize the Department of Public Works to expedite increased service levels related to city-wide sanitary sewer manholes.

The proposed scope of work for Golden Bell Products, Inc. includes, but is not limited to, the following:
 Apply INSECTA, an approved product for sewer roach control application in sanitary manholes  Treat to depth of up to seven feet with an approximate area of 100 sq. ft. per manhole  Remove existing sewer manhole covers, scrape clean inside cover area, apply treatment and reseat cover
 Complete scope of work for 2,400 manholes within 90 calendar days

 Guarantee the application for 18 months from the date of treatment Golden Bell Products, Inc. possesses the sole distribution and application rights in the State of California, as noted in their proposal (Attachment A), for its specialized treatment program. As such, City staff recommends the award of a Minor Construction and Maintenance Agreement to Golden Bell Products, Inc. to service all 2,400 City-Owned Sanitary Sewer Manholes for a not-to-exceed amount of $66,000 (Attachment B).

FISCAL IMPACT:

Resolution CC 2026-71 will appropriate $66,000 from the Sewer Utility – Fund Balance (6300) to the fund’s maintenance expenditure account (6300-2700-52420) (Attachment C) to supplement the City’s sanitary sewer manhole service/maintenance program.

CEQA (CALIFORNIA ENVIRONMENTAL QUALITY ACT):

The project has been reviewed for compliance with the California Environmental Quality Act (CEQA) and is exempt per Section 15061 (b) (3). The project is covered by the General Rule that CEQA applies to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA.

Respectfully submitted,