Item No. 22.
TO:HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM:OFFICE OF THE CITY MANAGER
BY:JAMES MCQUEEN, DIRECTOR OF HUMAN RESOURCES
DATE:JUNE 23, 2026
SUBJECT:ADOPTION OF SALARY AND BENEFITS RESOLUTION FOR EXECUTIVE
MANAGEMENT, MIDDLE MANAGEMENT AND CONFIDENTIAL/EXEMPT POSITIONS
EXECUTIVE SUMMARY
The City Council will consider approving a resolution establishing salary and benefits for employees classified as Executive Management, Middle Management, and Confidential/Exempt.
RECOMMENDATION
That the City Council:
Adopt Resolution No. 26-8371, establishing the salary and benefits payable to employees in classifications designated as Executive Management, Middle Management, and Confidential/Exempt.
BACKGROUND
City representatives recently completed labor negotiations for successor Memoranda of Understanding covering wages, benefits, and other mandatory subjects of bargaining with the International Brotherhood of Electrical Workers Local 47 – Miscellaneous Unit, International Brotherhood of Electrical Workers Local 47 – Maintenance Unit, Downey Police Officers Association, Downey Firemen’s Association, Downey Fire Management Association, Downey Police Management Association, and the Downey Public Safety Auxiliary Unit. Per City Council Resolution No. 6410, the Management Performance Compensation Plan provides that cost-of-living (COLA) increases granted to management employees will be no less than that granted to the rank and file employees in their respective departments.
ANALYSIS
As part of the City Council’s approval of the attached Resolution, Senate Bill (SB) 1436 requires local agencies to report out certain information before changing the compensation or benefits of their “executives”. Under this law, legislative bodies for agencies must orally report a summary of a recommendation for changes in salaries or benefits before voting for the changes. The votes must be taken in the open session portion of the meeting.
The Resolution applies to approximately 42 full-time employees in classifications designated as executive management, mid-management, and confidential/exempt, and includes classifications of City Attorney and City Clerk, which are covered by employment contracts. A listing of these classifications and pay schedule is listed as Exhibit A of the attached Resolution.
The Resolution includes the following economic provisions that are consistent with recently negotiated provisions for the International Brotherhood of Electrical Workers Local 47 – Miscellaneous Unit and International Brotherhood of Electrical Workers Local 47 – Maintenance Unit, as follows:
A 4% cost of living increase effective the start of the pay period that includes April 28, 2026; 4% cost of living increase effective the start of the pay period that includes April 28, 2027; 4% cost of living increase effective the start of the pay period that includes April 28, 2028; and a 4% cost of living increase effective the start of the pay period that includes April 28, 2029.
For the classifications of Chief of Police and Fire Chief A 5.25% across the board pay increase in year 1; 5% across the board pay increase in year 2; 5% across the board pay increase in year 3; and a 5% across the board pay increase in year 4 to coincide with the percentages and effective dates of their subordinate personnel.
The City shall make a one-time ad hoc lump sum payment (non-PERSable) in the amount of $1,750.00 to each covered employee (Excluding the Chief of Police and Fire Chief) who is actively employed by the City on the date of adoption and remains on payroll through the date of payment.
The addition of Water System Operator Certificate pay for Public Works employees holding required certifications.
The City shall make a quarterly payment of $100 to each active employee's retirement health savings account.
Increase the number of holiday hours provided to match employees' scheduled hours.
An internal equity adjustment effective the start of the pay period that includes April 28, 2026, to the Executive positions of Director of Finance and Information Technology, Director of Parks and Recreation, Executive Director of the Columbia Memorial Space Center, and Economic Development Director assigning them to the same pay grade as the City’s other Executive Department Head positions for internal alignment.
A one-time market adjustment of 6% for the classification of Senior Accountant, effective the start of the pay period that includes April 28, 2026.
In order to establish a 2% differential between the classification of Assistant City Manager and the next highest paid Executive employee, an internal equity adjustment of 6.87% for the classification, effective the start of the pay period that includes April 28, 2026, shall be applied and removal of the annual 4% market adjustment. Annually, the salary shall be adjusted in an amount necessary to maintain 2% above the next highest paid Executive employee.
In addition to economic items, other revised or added language changes are included based on the need to clarify or update provisions in accordance with practice or law, as follows:
Updates to sick leave language to comply with new enacted laws.
Language adjustments, removing historical provisions and dates.
Incorporate resolution 23-8194 regarding compensatory time for Middle Management Employees.
Incorporate resolution 23-8190 regarding severance pay.
Incorporate resolution 23-8209 regarding holiday pay.
CITY COUNCIL PRIORITIES
Fiscal Responsibility
FISCAL IMPACT
Approval of the recommended action will result in increased personnel costs in the approximate amounts of $542,013 in Year 1, $512,624 in Year 2, $528,882 in Year 3, and $515,723 in Year 4.
Attachments
Attachment A: Resolution No. 26- 8371 - Est. Salary & Benefits Payable to Employees in Class Designated as ExeMgmt, Mid Mgmt, Confidential Exempt Pos.pdf
RESOLUTION NO. 26-8371
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY
ESTABLISHING THE SALARY AND BENEFITS PAYABLE TO EMPLOYEES IN
CLASSIFICATIONS DESIGNATED AS EXECUTIVE MANAGEMENT, MIDDLE MANAGEMENT, AND CONFIDENTIAL/EXEMPT; AND REPEALING PRIOR
RESOLUTIONS
WHEREAS, under California State law, Section 2704 of the Downey Municipal Code and Section 12 of the City of Downey Supplemental Employee Relations Rules and Regulations, the City Council is vested with the authority to designate classifications as being Executive Management, Middle Management, and Confidential/Exempt; and,
WHEREAS, the City Council desires to provide competitive compensation and benefits to its employees; and,
WHEREAS, the City Council has determined that it is appropriate to provide the same economic adjustments to employees in Executive Management, Middle Management, and Confidential/Exempt classifications that are consistent with recently negotiated provisions of the Memorandum of Understanding with the International Brotherhood of Electrical Workers Local 47 – Miscellaneous Unit as included in this Resolution; and,
WHEREAS, the City shall provide a four percent (4%) across the board salary increase effective the start of the pay period that includes April 28, 2026, a four percent (4%) across the board salary increase effective the start of the pay period that includes April 28, 2027, a four percent (4%) across the board salary increase effective the start of the pay period that includes April 28, 2028, and a four percent (4%) across the board salary increase effective the start of the pay period that includes April 28, 2029 to Executive Management, Middle Management, and Confidential/Exempt employees in classifications listed in Sections 1 through 3, excluding the classifications of Chief of Police and Fire Chief; and,
WHEREAS, the City shall provide the Fire Chief position a five and one-quarter percent (5.25%) across the board salary increase effective the start of the pay period that includes January 1, 2026, a five percent (5%) across the board salary increase effective the start of the pay period that includes January 1, 2027, a five percent (5%) across the board salary increase effective the start of the pay period that includes January 1, 2028, and a five percent (5%) across the board salary increase effective the start of the pay period that includes January 1, 2029 to coincide with salary increases approved for rank and file employees within the Fire Department; and,
WHEREAS, the City shall provide the Police Chief position a five and one-quarter percent (5.25%) across the board salary increase effective the start of the pay period that includes July 1, 2026, a five percent (5%) across the board salary increase effective the start of the pay period that includes July 1, 2027, five percent (5%) across the board salary increase effective the start of the pay period that includes July 1, 2028, and a five percent (5%) across the board salary increase effective the start of the pay period that includes July 1, 2029 to coincide with salary increases approved for rank and file employees within the Police Department; and,
WHEREAS, the City shall make a one-time ad hoc lump sum payment of one thousand seven hundred fifty dollars ($1,750.00) to each Executive Management (Excluding the Police Chief and Fire Chief), Middle Management, and Confidential/Exempt employee in classifications listed in Sections 1 through 3, who are actively employed by the City on the date this resolution is adopted by the City Council and remain employed at the date of the payment.; and,
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WHEREAS, the City shall increase number of holiday hours provided to match employees’ scheduled hours; and,
WHEREAS, the City shall make a quarterly payment of $100 to each active employee's retirement health savings account; and,
WHEREAS, the City shall add water system operator certificate pay for employees in the Public Works Department equivalent to that of subordinate staff; and,
WHEREAS, the City shall provide the classification of Senior Accountant a one-time market rate adjustment of six percent (6%) effective the start of the pay period that includes April 28, 2026; and,
WHEREAS, the City shall make an internal equity adjustment to the Executive positions of Director of Finance and Information Technology, Director of Parks and Recreation, Executive Director of the Columbia Memorial Space Center, and Economic Development Director assigning them to pay grade 04-095 (currently $16,531.24 to $20,168.22 per month) for internal alignment with the City’s other Executive Department Head positions; and,
WHEREAS, it is the intent of the City to establish and maintain a two (2%) differential for internal equity between the position of Assistant City Manager and the next highest paid subordinate Executive employee which requires a current salary adjustment of six and eighty- seven hundredths percent (6.87%) to the classification of Assistant City Manager effective the start of the pay period that includes April 28, 2026 plus additional annual adjustments to maintain the differential thereafter; and,
WHEREAS, the City shall update the existing sick leave provisions to comply with newly enacted laws; and,
WHEREAS, this resolution shall incorporate resolutions 23-8194, 23-8190 and 23-8209; and,;
WHEREAS, the City Council desires to delineate the benefits payable to employees in the Executive Management, Middle Management, and Confidential/Exempt service of the City.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. EXECUTIVE MANAGEMENT
The following classifications shall be designated as part of the management service and shall be considered as Executive Management:
o Assistant City Manager
o Chief of Police
o City Attorney
o City Clerk
o Director of Community Development
o Director of Economic Development
o Director of Finance and Information Technology
o Director of Human Resources
o Director of Parks and Recreation
o Director of Public Works
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o Executive Director of the Columbia Memorial Space Center o Fire Chief
Exclusions. Executive Management employees are specifically excluded from overtime compensation of any type and Education Incentive Pay. Individuals appointed or promoted to Executive Management classifications after January 24, 1984, are automatically excluded from eligibility for Longevity Pay.
Executive Management employees have been designated as part of the unclassified service and are exempt from the provisions of Chapter 7 of the Downey Municipal Code and that certain document entitled Personnel Management Rules and Regulations with the exception of Part VIII, Article IX, entitled Attendance and Leaves. As part of the unclassified service, it is emphasized that Executive Management personnel are specifically excluded from access to the Grievance Procedures as established in the respective Memoranda of Understanding; specifically excluded from probationary periods and the ability to attain permanent status; and specifically excluded from the right of access to the Personnel Advisory Board based on Section 2704 of the Downey Municipal Code.
SECTION 2. MIDDLE MANAGEMENT
The following division manager and supervisory classifications shall be designated as part of the management service and shall be considered as Middle Management:
° Assistant Finance Director
° Assistant to the City Manager
° Budget Analyst
° Building Official
° Deputy Director of Community
Development
° Deputy Director of Parks &
Recreation
° Deputy Director of Public Works
– Engineering & Traffic
° Deputy Director of Public Works -
Utilities
° Economic Development Manager
° Emergency Preparedness
Program Manager
° Finance Manager
° Homelessness Solutions/Housing
Manager
° Human Resources Analyst
° Human Resources Manager
° Lead System Network Engineer
° Management Analyst
° Principal Civil Engineer
° Recreation Manager
° Senior Accountant
° Senior Civil Engineer
° Senior Civil Engineer - Utilities
° Senior Management Analyst
° Space Center Manager
° Superintendent of Facilities and
Maintenance
° Superintendent of Utilities
Exclusions. Middle Management employees are specifically excluded from overtime compensation of any type. The positions of Information Technology & Systems Manager, System/ Network Engineer, Management Analyst assigned to Payroll, and the Management Analyst assigned to the City Manager' s Office are eligible to earn straight compensatory time for hours worked over forty (40) in a workweek on special projects as approved by the Department Head.
Individuals appointed or promoted to Middle Management classifications after January 24, 1984 are automatically excluded from eligibility for Longevity Pay.
SECTION 3. CONFIDENTIAL/EXEMPT
The following classifications shall be designated as exempt from the classified service and
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shall be considered as Confidential:
° Chief Deputy City Clerk
° Deputy City Clerk
° Human Resources Specialist
° Paralegal
° Payroll Specialist
Exclusions. Confidential/Exempt employees may not earn overtime compensation unless approval for such compensation is granted by the City Manager on a case-by-case basis.
Confidential/Exempt employees have been designated as part of the unclassified service and are exempt from provisions of Chapter 7 of the Downey Municipal Code and that certain document entitled Personnel Management Rules and Regulations, with the exception of Part VIII, Article IX, entitled Attendance and Leaves. As part of the unclassified service, it is emphasized that Confidential/Exempt employees are specifically excluded from access to Grievance Procedures as established in the respective Memoranda of Understanding; specifically excluded from probationary periods and the ability to attain permanent status; and specifically excluded from the right of access to the Personnel Advisory Board based on Section 2704 of the Downey Municipal Code.
SECTION 4. ATTENDANCE AND LEAVES
Pursuant to Part VIII, Section 14, Article IX, of the Personnel Management Rules and Regulations, employees in the unclassified service of the City are subject to the provisions of Article IX of the Personnel Management Rules and Regulations. In addition, Executive Management, Middle Management, and Confidential/Exempt employees are subject to the following:
A. Annual Vacation Leave
1. Vacation Accrual
a. Executive Management employees shall accrue one hundred sixty (160) hours per year.
b. Middle Management employees shall accrue annual vacation leave as follows:
Years of Service Hours per Year Maximum Accrual
0 – 5 120 240
6 – 10 136 272
11 + 160 320
c. Confidential/Exempt employees shall accrue annual vacation leave as follows:
Years of Service Hours per Year Maximum Accrual
0 – 3 80 160
4 – 5 96 192
6 - 10 120 240
11 – 15 136 272
16 + 160 320
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2. Vacation Policy
a. Vacation shall be taken at the convenience of the City with the approval of the Department Head or City Manager. Such vacation should be taken annually and not accumulated from year to year. Employees shall be allowed to accumulate vacation in an amount equal to two (2) times their annual accrual rate (“Maximum Accrual”). Once Maximum Accrual is reached, an employee may not be entitled to accrue additional vacation until the amount of accumulated vacation is reduced to a level below Maximum Accrual. If an employee is prohibited by the Department Head or designee from taking his vacation because of manpower shortages or operational needs, the employee shall be paid for the period of advance authorized vacation. Such vacation shall be approved by the Department Head or designee and paid at the employee’s regular rate of pay in effect for the scheduled period of vacation.
b. As possible, the Department Head or designee shall accommodate the employee’s desire to take vacation time in order to reduce or avoid exceeding the vacation Maximum Accrual. Any vacation time taken in this Section shall be on a date mutually agreeable to both the Department Head and the employee.
c. An employee shall be entitled to be paid for unused earned vacation at the rate of pay in effect at the time of separation from employment.
d. Vacation shall be accrued on a monthly basis by dividing twelve (12) into the number of eligible vacation hours, as set forth in Section 5(A) above, to which the employee is eligible to receive based upon the employees’ years of service with the City.
B. Sick Leave
1. Sick Leave Defined and Rate of Accrual
Sick leave shall be accrued at the rate of 3.692 hours per biweekly pay period (ninety-six [96] hours per year) for full-time employees without limit on accumulation. Sick leave shall not be considered to be a privilege which an employee may use at his discretion but rather shall be allowed only for the purposes specified below.
2. Use of Protected Sick Leave
a. Effective the start of the pay period which includes January 1, 2024, the first five (5) shifts or hours equivalent (e.g. forty [40] hours for employees assigned to a 5/8 work schedule, forty-five [45] hours for employees assigned to a 9/80 work schedule, or fifty [50] hours for an employee on a 4/10 work schedule) of paid sick leave taken each twelve (12) month period, for any authorized purpose, will be considered sick leave used pursuant to the Healthy Workplaces, Healthy Families Act of 2014. This twelve (12) month period is July 1 through June 30 for employees hired prior to July 1, 2015. For employees hired on or after July 1, 2015, the
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twelve (12) month period is the twelve (12) month period beginning on the employee’s hire date, until the following July 1 at which point the employee’s twelve (12) month period will begin the start of the pay period which includes July 1 to the pay period that includes June 30.
b. An employee can use sick hours as protected sick leave for any of the following reasons: The diagnosis, care, or treatment of a health condition of, or preventative care for, an employee or the employee’s family member.
c. Employees can use sick leave for the diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee's child, parent, spouse or registered domestic partner, sibling, parents-in-law, grandparent, grandchild, or designated person. For purposes of this policy, a “designated person” means a person identified by the employee at the time the employee requests sick leave; however, an employee shall be limited to one designated person per 12-month period for sick leave.
d. Employees can use sick leave for Bereavement Leave purposes as outlined in Section 4(B)(5)(d) below.
e. Employees can use sick leave for a reproductive loss event, related to a failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction as defined by law.
f. Employees may utilize sick leave when an employee is, or who has a family member who is, a victim of a qualifying act of violence, regardless of whether anyone is arrested, prosecuted, or convicted for the crime as provided by the Survivors of Violence and Family Members of Victims Right to Leave law. This includes taking time off for related court proceedings.
g. In order to receive compensation while absent on protected sick leave, the employee shall notify a designated supervisor within two (2) hours of the time set for beginning duty, if such notification is physically impractical then such notification shall be waived until a reasonable period has elapsed.
For any such absence in which protected sick leave is utilized, the employee shall submit a written statement with the Department Head confirming the use of protected sick leave. A physician’s statement verifying the absence from work is not required.
h. When an employee is not utilizing protected sick leave, the Department Head or his designee may require a physician’s certificate stating the cause for any subsequent absence before said leave shall be approved. Such absence may be more than one (1) work day or if there is reasonable cause to indicate abuse of sick leave.
3. Accrued Sick Leave Benefit
a. The right of an employee to accrued sick leave benefits shall continue only during the period that the employee is on paid status. Accrued sick leave
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benefits shall not give any employee the right to be retained in the service of the City, or any right of claim to sickness disability benefits after separation from the services of the City, except as required by federal or state law.
b. Notwithstanding anything contained in this Section, no employee shall be entitled to receive any payment or other compensation from the City while absent from duty by reason of injuries or disability received as a result of engaging in employment other than employment by the City, for monetary gain or other compensation, or by reason of engaging in business or activity for monetary gain or other compensation other than business or activity connected with City employment.
4. Fitness for Duty
Upon the written request of the appointing authority, based upon job-related grounds and consistent with business necessity, the City Manager or his designee may require an employee to submit to an examination by the City's physician to determine fitness for duty. Any employee so examined shall have the opportunity to submit the reports of a competent medical authority of his own selection, and at his own expense, in addition to the report submitted by the City's physician. In the event of a conflict of opinion and/or recommendation of the two physicians, a third physician shall be selected by the first two physicians and the final decision shall be made by the City Manager based upon the medical evidence submitted to him.
5. Other Uses of Sick Leave
a. Sick Leave Conversion at Retirement or Death
1. An employee shall have the value of unused accumulated sick leave up to a maximum number of hours deposited into the City’s Retirement Health Savings (RHS) Plan to be used for eligible medical expenditures. The value of accrued sick leave hours shall be calculated by the rate of pay at retirement or death.
2. An employee on payroll as of October 25, 2011 with a balance of unused accumulated sick leave hours at or above one thousand five hundred seventy-five hours (1,575), but at or below one thousand nine hundred (1,900) hours, shall have that number of hours as his eligible maximum for deposit.
3. An employee hired on or after October 25, 2011 shall be eligible to deposit the value of unused accumulated sick leave hours up to a maximum of five hundred (500) hours.
b. Sick Leave Conversion upon Layoff
In the event of a permanent or indefinite layoff, an employee with ten (10) years of continuous service with the City shall be entitled to the sick leave deposit benefit as specified in F(a) above. If such employee resigns after receiving official notification of his impending layoff, he shall remain
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eligible for the benefit.
c. Conversion of Sick Leave to Vacation
An employee may convert accrued sick leave at the rate of two (2) hours to one (1) additional hour of vacation, but only after having accumulated six-hundred forty (640) hours of sick leave, and providing that not more than forty (40) hours of additional vacation days may be so converted in any one (1) fiscal year.
d. Bereavement Leave
1. An employee who has suffered a death of an immediate family of the employee may be allowed bereavement leave with pay of up to six (6) workdays per incident which is deducted from the employee’s accumulated sick leave. For purposes of this Section, “immediate family” shall include, and be limited to employee’s mother, father, brother, sister, spouse domestic partner, child grandchildren, grandparents, and current parent-in-laws.
2. All such claims for bereavement leave are subject to verification by the Department Head or designee.
e. Personal Leave
With approval of the Department Head or City Manager, twenty-four (24) hours per year of an employee’s sick leave may be used on personal matters which are of an unseen combination of circumstances which call for immediate action or to add one additional hour per holiday as covered in Section O(1). Such matters shall be considered as those events or occurrences which a reasonable prudent person would not or could not postpone to a subsequent time. The nature of the matter shall be explained to the immediate supervisor and shall be granted with his approval. Such personal leave shall not be cumulative from year to year.
C. Workers’ Compensation Leave
An employee who is absent from work by reason of an injury or illness covered by Workers’ Compensation shall be allowed up to one (1) year temporary disability status with the City paying the difference between the amount granted pursuant to Workers’ Compensation law and the employee’s rate of pay.
D. Employee Disability Leave
1. An employee that has at least one year of continuous service with the City and who has exhausted all accrued leave (vacation, sick leave, compensatory time) due to non-industrial illness or injury can be advanced sick leave time at the rate of seventy-five percent (75%) of the employee’s regular salary according to the following table:
Maximum Time Allowance (Hours)
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Years of Service Total Hours
1 through 5 360
6 through 10 544
Over 10 Years 720
2. An application for disability leave shall be made by the employee to the City Manager or their designee through the department head, accompanied by medical certification from a physician verifying the period of medical disability.
3. After the employee returns to work from disability leave, the employee’s sick leave accrual shall be reduced to four (4) hours per month and placed on a reimbursement schedule with the Payroll Office to reimburse the City the value of the time used for such employee disability leave. The employee may contribute vacation to accelerate employee's reimbursement to the City for providing the benefits under this Section.
4. No employee shall receive more than the "Total" set forth above for their length of service, during his entire employment with the City.
5. Grounds for termination of disability leave by the City Manager or their designee shall include, but not be limited to, the following reasons:
a. The employee has recovered from their illness or injury.
b. The leave is being used as a pre-retirement leave for purpose of postponing retirement or pension.
c. The disability leave was procured by fraud, misrepresentation or mistake.
d. The employee has not cooperated fully in supplying all information and submitting to any examination requested by the City to determine the existence or continuing nature of the employee's disability.
6. In the event an employee becomes ineligible to accrue sick leave or is scheduled to end employment with the City and has not completed the reimbursement schedule for this benefit, the balance due shall be handled by payroll deduction or accounts receivable as applicable.
E. Military Leave
Military leave shall be granted in accordance with the provisions of state and/or federal law. All employees entitled to military leave shall give the appointing power an opportunity, within the limits of military regulations, to determine when such leave shall be taken.
F. Jury Duty
In the event that an employee is called for jury duty and the court does not excuse such jury service, the City shall grant the employee paid release time for the required jury duty that is performed within the employee’s regular work schedule provided, the employee submits court documentation verifying the date(s) and time served for jury service. Such verification must accompany the payroll timesheet for
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the payroll period in which the jury service was performed. Any fees for jury service that the employee may receive from the court shall be remitted to the City.
G. Executive Leave
1. Executive Management and Middle Management employees shall receive executive leave as outlined below. The use of executive leave shall be governed by regulations distributed by the City Manager.
2. An employee designated as Executive Management is eligible for thirty-two (32) hours of paid time off per calendar year.
3. An employee designated as Middle Management shall receive twenty-four (24) hours of paid time off per calendar year.
4. There is no cash out or carry over provision for this leave.
H. Educational and Professional Leave
1. Executive Management and Middle Management employees are eligible for educational and professional leave as outlined below. The use of such leave shall be governed by regulations distributed by the City Manager.
2. An employee designated as Executive Management is eligible for up to twelve (12) days per year maximum subject to budgetary appropriations and City Manager approval.
3. An employee designated as Middle Management is eligible for up to six (6) days per year maximum subject to budgetary appropriations and City Manager approval.
I. Pregnancy Disability Leave
The City shall comply with the state pregnancy disability leave law. Administrative Regulation No. 418 is incorporated by reference herein.
J. Family Leave
The City shall comply with the state and federal family leave entitlement laws. Administrative Regulation No. 430 is incorporated by reference herein.
K. Holidays
1. Employees shall be compensated for the employee’s regularly scheduled work shift by receiving holiday pay for the following City recognized holidays:
a. New Year’s Day
b. Martin Luther King’s Birthday
c. Washington Birthday (President’s Day)
d. Memorial Day
e. Independence Day
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f. Labor Day
g. Veteran’s Day
h. Thanksgiving Day
i. Day after Thanksgiving
j. Day before Christmas
k. Christmas Day
l. New Year’s Eve
2. When a holiday falls on a weekday that is an employees’ regular day off, the employee shall receive eight (8) hours of compensatory time at straight time.
L. Chief of Police Weekend/Holiday Duty
The Chief of Police rotates weekend/holiday duty coverage with Police Captains every four weeks throughout the year. Effective November 2008, the Chief of Police shall receive 8.03 straight time hours per payroll period to compensate this time. The 8.03 additional hours shall be taken in the form of non-FLSA compensatory time. In addition, based on the designated work schedule, the Chief of Police shall receive holiday pay equivalent to the number of hours in his regularly scheduled work day when the holiday falls on a scheduled work day.
SECTION 5. INSURANCE BENEFITS
A. Medical Insurance
1. Effective October 1, 2012, the City contracted with the California Public Employees’ Retirement System (CalPERS) to implement the CalPERS medical benefits program governed by the Public Employees’ Medical and Hospital Care Act (PEMHCA). In its implementation, the City specified that the mandated employer contributions for retirees would be structured in a manner to maintain cost savings.
2. The City’s modifications to the retiree medical benefits provisions in this Resolution are made for compliance with the CalPERS PEMCHA program and to maintain the benefit set forth in Section 7(B), without an increase to the City’s minimum mandated contributions for retirees. Such provisions are updated to include:
a. Employees and retirees have the option of choosing medical insurance coverage from any of the medical plans offered by CalPERS.
b. The City’s monthly contribution amount will be 100% of the premium rate for medical insurance for employees plus their qualified dependent(s) up to the premium rates for the Los Angeles region Kaiser HMO medical plan offered by CalPERS. If an employee enrolls in a plan with higher premiums, they will be responsible for payment to the City via payroll deduction for the premium amount in excess of the City’s contribution. The City’s contribution for medical insurance for the Chief of Police shall be the same as the Downey Police Management Association. The City’s contribution for medical insurance for the Fire Chief shall be the same as the Downey Fire Management Association.
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c. The City shall contribute on behalf of each employee the mandated minimum sum as required per month toward the payment of premiums for medical insurance under the PEMHCA program. As the mandated minimum is increased, the City shall make the appropriate adjustments.
d. The City is mandated under PEMHCA to make a contribution to retiree medical premiums. As allowed by the Government Code and the CalPERS Board, the City used the Unequal Contribution Method to make City contributions on behalf of each retiree or annuitant. The 2012 starting year unequal contribution began at $1.00 per month. The City’s mandated contribution for each annuitant shall be increased annually in compliance with Government Code section 22892(c), until the contribution for annuitants equals the contribution paid for employees. A retiree’s right to receive a City contribution, and the City’s obligation to make a mandatory contribution on behalf of retirees, shall only exist as long as the City contracts with CalPERS PEMHCA for medical insurance. In addition, while the City contracts with CalPERS PEMHCA, its obligation to make mandatory contributions on behalf of retirees shall be limited to the minimum contribution required by law.
B. IRS Section 125 Benefit (Cafeteria) Plan
1. The City shall continue to provide payment of benefit premiums for employees under an IRS Section 125 Benefit Plan. The current benefits include medical, dental, life, long-term disability insurance, and EAP coverage. Medical insurance is a core benefit which a City employee is required to be enrolled in unless he is covered by another medical insurance plan with comparable coverage and/or meets minimum essential coverage as specified by the Affordable Care Act.
2. The City’s maximum contribution shall be the sum of the monthly premiums as designated for each of the following categories:
Employee only (“EE”)
Employee +1 Dependent “EE+1”)
Employee +2 or more dependents (“EE +2”)
3. The maximum City contribution shall be based on the employee’s enrollment in each plan. The employer mandated PEMHCA contribution is included in the sum of the CalPERS medical premium. If an employee enrolls in a plan wherein the costs exceed the City’s maximum contribution, the employee is responsible for all additional premiums via pre-tax payroll deductions. An employee is not entitled to any excess amount of premiums paid by the City on his behalf.
4. In the event that CalPERS medical insurance premiums increase above eight percent (8%) on average for any calendar year, the City may impose an employee contribution towards medical insurance premiums.
5. The City continues to provide other benefits coverage under an Employee Voluntary Benefits Program fully funded by the employee on a pre-tax basis in accordance with IRS regulations.
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C. Employee Waiver of Medical Coverage
The City agrees to permit an employee to waive City-sponsored medical coverage as follows:
1. The employee must present written proof to the Human Resources Office that he and his qualified dependent(s) are covered by another non-City-sponsored medical plan for the current plan year;
2. The employee must sign a statement acknowledging a waiver of City offered medical insurance coverage and agreement to hold the City harmless for any consequences, whatsoever, that result from the employee’s waiver of City offered medical insurance coverage for employee and/or qualified dependent(s); and
3. The employee must sign a statement acknowledging his understanding that his qualified dependent(s) are not eligible to re-enroll in City sponsored medical coverage until the next Open Enrollment period or as otherwise required by law under COBRA provisions.
4. Effective the next pay cycle that the City is scheduled to pay medical opt out after adoption of this Resolution, the City agrees that the employee who is qualified to waive coverage shall receive three hundred dollars ($300.00) per month if waiver eligibility is for “employee only” coverage, four hundred fifty dollars ($450.00) per month if waiver eligibility is for “employee plus one” coverage, or six hundred fifty dollars ($650.00) per month if waiver eligibility is for “employee plus two or more dependents” coverage. The eligible amount will be added to the employee's paycheck as taxable income. A medical opt out election may only be made during an announced open enrollment period for medical insurance changes effective January 1st.
D. Dental Insurance
1. HMO Dental Coverage. The City shall contribute thirty-one dollars and ninety- five cents ($31.95) per month towards an HMO dental benefit plan for employee and his/her qualified dependent(s). Any amount necessary to cover the monthly premium in excess of the City’s contribution is the responsibility of the employee to the City via payroll deduction.
2. Delta Dental Premier Plan. This is a self-funded plan administered by Delta Dental. Premiums are calculated annually based on prior year’s claims experience, administrative fees, and an industry trending projection. The City agrees to maintain the employee’s contribution rate of fifty-two percent (52%) towards the monthly composite premium rate for the two tier premium structure (“Employee only” and “Employee plus two or more dependents”). The City will evaluate other Delta Dental plan options for implementation to reduce premiums or employee out of pocket costs including a change to a three-tier rate structure (“Employee only,” “Employee plus one dependent,” and “Employee plus two or more dependents”) for monthly premiums effective January 1st.
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E. Life Insurance
The City shall provide group term life insurance coverage that includes accidental death and dismemberment coverage as follows:
1. Executive Management - A basic life insurance policy in the amount equal to$100,000.00.
2. Middle Management - A basic life insurance policy in an amount equal to $100,000.00.
3. Confidential/Exempt - A basic life insurance policy in the amount of $50,000.00.
4. Under the terms of each policy, benefit provisions are payable and determined by the insurance carrier.
F. Long Term Disability Insurance
For employees in the Executive and Middle Management and Confidential/Exempt service, the City shall provide group long-term disability insurance coverage.
Under the terms of this policy, benefit provisions are payable and determined by the insurance carrier.
G. Employee Assistance Program (EAP)
The City provides each employee an EAP benefit that provides emotional/well- being, work and life counseling services on a toll free 24 hour/7 days per week.
SECTION 6. RETIREMENT
A. CalPERS Retirement Plan
Employees covered by this Resolution participate in the California Public Employees’ Retirement System (CalPERS). Employee optional benefits are described in a contract between the City of Downey and the California Public Employees’ Retirement System.
1. First Tier Retirement Formula. Effective August 19, 2002, the City amended the CalPERS contract to provide the benefit known as 2.7% at 55 retirement formula, as set forth in California Government Code Section 21354.5.
a. In accordance with existing practice and Government Code sections 20636(c)(4) and 20691, the City will pay the employee’s statutorily required member contribution of eight percent (8%) and report this Employer Paid Member Contribution (“EPMC”) to CalPERS as special compensation.
b. Effective the pay period that includes April 1, 2025, employees in the first tier shall have deducted seven percent (7%) of CalPERS reportable compensation, on a pre-tax basis, pursuant to Government Code Section 20516(f).
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c. First tier employees in the position of Police Chief and Fire Chief shall have a deduction of CalPERS reportable compensation in an amount equal to the schedules as established by their subordinate employees in the Downey Police Management and Downey Fire Management Associations.
This deduction shall be on a pre-tax basis, pursuant to Government Code Section 20516(f).
d. Should an employee be mandated by a change in law or other action to contribute any portion of the required employee (member) contribution to CalPERS, the City shall take all action necessary to reduce the deduction then being made pursuant to California Government Code Section 20516(f), above, by the amount of the mandated employee contribution.
e. The City has passed a resolution setting forth that all deductions or contributions under this Section shall be regarded as a pick-up of retirement costs pursuant IRC 414(h)(2).
f. First tier benefits are available only to “Classic” members (i.e. those members that do not meet the statutory definition of “New Member” under the California Public Employees’ Pension Reform act (“PEPRA”), specifically Government Code Section 7522.04 (f) and who were hired prior to October 10, 2012).
2. Second Tier Retirement Formula. Effective January 11, 2012, the City amended the CalPERS contract to provide the benefit known as 2% at 60 second tier retirement formula, as set forth in Government Code Section 21353. This Second Tier Retirement Formula will not apply to “new members” as that term is defined by the Public Employees’ Pension Reform Act of 2013.
a. Employees covered hereunder shall pay, on a pre-tax basis, the seven percent (7%) statutorily required member contribution to CalPERS.
b. This City has passed a Resolution setting forth that all deductions or contributions under this Section shall be regarded as a pick-up of retirement costs pursuant to IRC 414(h)(2).
c. Second tier benefits are available only to “classic” members (i.e. those members that do not meet the statutorily definition of “new member” under the California Public Employees’ Pension Reform Act (“PEPRA”), specifically Government Code Section 7522.04(f) and hired on or after October 10, 2012, but before January 1, 2013.
3. Third Tier (“PEPRA” Tier) Retirement Formula. Employees who meet the definition of “new member” set forth in Government Code Section 7522.04(f) shall be eligible for the benefits provided by PEPRA, which include but are not limited to, the following:
a. Retirement formula of 2% @ 62 (Government Code Section 7522.25);
b. Employees covered hereunder shall pay a member contribution of fifty percent (50%) of normal cost as determined from time to time by CalPERS (employee contribution is six and one-fourth percent (6.25%) for FY 2022- 23);
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c. There shall be no Employer Paid Member Contribution (“EPMC”) by the City;
d. Retirement benefit calculations shall be based on pensionable compensation, as defined by Government Code Section 7522.34; and
e. Retirement benefits shall be calculated based on the three (3) year highest average annual pensionable compensation.
4. Survivor/Death Benefits. Effective July 13, 2009, the City implemented the PERS contract amendment to include: (a) the Level 4 1959 PERS Survivor’s Benefit program (section 21574) and (b) the Pre-Retirement Optional Settlement 2 Death Benefit (section 21548).
B. City Contribution to Retiree’s Health Savings (RHS) Plan
An employee who retires from the City of Downey after July 1, 1987 is entitled to participate in the City sponsored medical plan and the City contributes up to a maximum of ninety-eight dollars ($98.00) per month for miscellaneous members or two hundred seventy dollars ($270.00) per month for those employees retiring in the capacity of Chief of Police and Fire Chief toward the premium for “Employee only” coverage under the City sponsored medical plans. This contribution is inclusive of the Public Employees’ Medical and Hospital Care Act (PEMHCA) statutory minimum employer contribution as specified in California Government Code § 22892(c).
As a result of the City contracting for CalPERS medical insurance pursuant to PEMHCA provisions effective October 1, 2012, the following revisions are in effect to avoid an increase cost to the City’s mandated contribution for retirees:
1. Subject to meeting eligibility criteria below, the maximum ninety-eight dollars ($98.00) or two hundred seventy dollars ($270.00) per month as specified above, shall be deposited on a quarterly basis to the retiree’s RHS account for the reimbursement of qualified medical expenditures.
2. At the time of retirement the employee has a minimum of ten (10) years of service, or is granted a service connected disability retirement; and,
3. At the time of retirement the employee is employed by the City; and,
4. Effective the day after official separation from the City the employee has been granted a retirement allowance by the California Public Employees' Retirement System.
5. The City's obligation to deposit up to a maximum of ninety-eight dollars ($98.00) or two hundred seventy dollars ($270.00) per month, as specified above toward the retiree’s RHS account, shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following:
a. During any period, the retiree is eligible to receive or receives health insurance coverage at the expense of another employer the payment will
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be suspended. "Another employer" as used herein means private employer or public employer or self-employed or the employer of a spouse. As a condition of being eligible to receive the RHS contribution set forth above, the City shall have the right to require any retiree to annually certify that the retiree is not receiving any such paid health insurance benefits from another employer. If it is later discovered that misrepresentation has occurred, the retiree will be responsible for reimbursement to the City of those amounts inappropriately deposited and the retiree's eligibility to receive future RHS deposits will cease.
b. In the event the Federal government or State government mandates an employer-funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public plan) for retirees, the City's rate set forth above shall be converted from a RHS deposit and applied to that plan. If there is any excess, that excess may be applied toward the retiree’s RHS account provided the retiree pays the balance owing for any such coverage.
c. Upon the death of the retiree, the City’s obligation to deposit into the retiree’s RHS account shall cease. The surviving spouse shall be able to continue CalPERS medical insurance coverage pursuant to PEMHCA provisions and provided the surviving spouse pays the appropriate premiums minus the City’s mandated retiree contribution amount.
6. It is understood and agreed that the amount equivalent to the annual amount contributed by the City to an eligible retiree’s RHS account, shall be included as an item of total compensation in survey comparisons.
7. An eligible retiree covered by this Section who no longer elects coverage under any City sponsored medical plan, effective at the end of any calendar quarter may present the City with proof of payment for alternate health insurance coverage and continue to receive the City’s deposit to the retiree’s RHS account on a quarterly basis up to the amount to which the retiree is entitled as specified above. Once a retiree elects to withdraw from eligibility to participate in a City sponsored health plan for coverage under an alternate insurance plan, the retiree may not re-enroll in a City sponsored medical plan or otherwise forfeits the City’s RHS contribution amount permanently.
In addition to the conditions specified above, the City’s deposit to a retirees RHS account shall cease upon the occurrence of any of the following:
a. The retiree fails to submit or respond to the City’s request (via certified mail to the last known mailing address of the retiree) to provide appropriate proof of alternate health insurance coverage at the end of sixty (60) days from the date of the City’s written request.
b. The death of the retiree.
8. Active Employee Retirement Health Savings Contribution. Effective July 1, 2026, the City shall make quarterly deposits in the amount of $100 each to the retirement health savings account of each bargaining unit member that is on City payroll on the City scheduled pay date that follows each of the following
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dates: January 1, April 1, July 1, and October 1.
SECTION 7. MEDICAL EXAMINATION
Executive and Middle Management employees may participate in the City-sponsored bi- annual management physical at City cost or be reimbursed up to $125.00 per year for a medical examination with a physician of choice. Refer to Administrative Regulation No. 405.
SECTION 8. TUITION REIMBURSEMENT
With prior approval of the City Manager, employees may be reimbursed for tuition and required books for courses taken to improve their value to the City. Tuition shall be reimbursed for courses as recommended by the department head with job related justification and approved by the City Manager or their designee. An employee must receive a passing grade in order to be reimbursed for the course. Reimbursement shall be made at the rate of tuition charged at California State University, Long Beach for courses on the semester system. Courses on the quarter system shall be reimbursed at the unit equivalent California State University, Long Beach tuition amounts.
SECTION 9. UNIFORM ALLOWANCE
Fire Chief. Upon appointment, the City will provide a full-dress uniform. The Fire Chief shall receive two hundred and twenty dollars ($220.00) per year for supplemental uniforms and physical fitness clothing. The Fire Chief shall receive twelve dollars ($12.00) monthly as uniform maintenance allowance.
SECTION 10. CONFIDENTIAL/EXEMPTCOMPENSATION PROGRAM
A. The provisions of that certain document entitled Compensation Program (Part IX of the Personnel Manual) is by this reference made applicable to employees in the Confidential/Exempt service of the City.
B. The following compensation policies are also applicable to employees in the Confidential/Exempt service of the City.
1. Salary Schedules. The following salary schedules are designated for classifications in the Confidential/Exempt service:
Class Title Pay Table Schedule
Deputy City Clerk 01 227
Human Resources Specialist 01 227
Paralegal 05 500
Payroll Specialist 01 227
2. Eligibility for Longevity Pay. Upon adoption of this Resolution following with approval of the appointing power, employees who have completed ten (10) continuous years of full-time service shall receive Longevity Pay. Eligible employees shall be paid above their hourly rate of pay five and one-half percent (5.5%) for ten (10) completed years of service and eight and one quarter percent (8.25%) for twenty (20) completed years of service.
SECTION 11. AUTOMOBILE ALLOWANCE
An employee hired or promoted into Executive Management classifications will receive
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three hundred dollars ($300.00) per month as automobile allowance.
Automobile allowance will not be provided to the Chief of Police or the Fire Chief.
Employees in these classifications will continue to receive a City vehicle.
SECTION 12. BILINGUAL PAY
Effective the pay period following adoption of this Resolution, employees required to speak or translate Spanish as part of their regular duties will be compensated seventy dollars ($70.00) per bi-weekly pay period. The City Manager has the authority and discretion to assign and/or remove this bonus up to budget authority. To be eligible for this assignment, the employee must pass a conversational examination administered by a certified interpreter, or an employee who has been appointed by the Human Resources Director to administer such examination.
SECTION 13. OUT OF RANK PAY
An employee may be assigned by the City Manager to serve temporarily in an out-of- class assignment. An out-of-class assignment is distinguished from an acting designation by the performance of limited duties and responsibilities that are outside of the scope of an employee’s regular job duties. The selection of an employee for an out-of-classification assignment shall be at the discretion of the City Manager or designee. A temporary out-of-class pay differential of up to five and one-half percent (5.5%) shall be authorized with advanced approval by the City Manager when an employee is designated and scheduled to work in an out-of-class assignment.
Paid holidays shall be considered as days actually worked. Other forms of authorized leave such as sick leave, emergency leave, and vacation shall not be considered as days actually worked.
SECTION 14. WATER SYSTEM OPERATOR CERTIFICATE PAY.
Employees who are assigned to the Utilities Division shall receive additional compensation at the following rates of pay upon attainment of the following California Water Resources Control Board and California Water Environment Association certificate series:
A. Certificate Level I Pay - An employee who obtains and maintains a valid Distribution I, Treatment I or a California Water Environment Association (CWEA) Collection System Maintenance I certificate shall be eligible to receive Certificate Pay at the rate of one hundred and fifteen dollars ($115.00) per month.
B. Certificate Level II Pay - An employee who obtains and maintains a valid Distribution II, Treatment II, or a California Water Environment Association (CWEA) Collection System Maintenance II certificate shall be eligible to receive Certificate Pay at the rate of two hundred and sixty-five dollars ($265.00) per month.
C. Certificate Level III Pay - An employee who obtains and maintains a valid Distribution III, Treatment III, or a California Water Environment Association (CWEA) Collection System Maintenance III certificate shall be eligible to receive Certificate Pay at the rate of two hundred and ninety-five dollars ($295.00) per month.
D. An employee is entitled to receive only one level of Certificate Pay provided under Sections A, B, and C above.
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E. An employee who receives Certificate Pay in accordance with sections A-C above who obtains and maintains an additional valid Distribution, Treatment, or CWEA Grade II certificate in a series other than the one compensated in A-C above, shall receive an additional thirty dollars ($30.00) per month.
F. An employee who receives Certificate Pay in accordance with section A-C above who passes the certification examination during the term of this Agreement for an obtains and maintains an additional valid Distribution, Treatment or CWEA Grade III or higher certification in a series other than the one compensated in A-C above, shall receive an additional $295 per month. An employee receiving Certificate Pay for passing the certificate test shall be eligible to receive the pay during the time period in which the score is valid, after which the employee must obtain and maintain the additional valid Distribution, Treatment or CWEA Grade III or higher certification in a series other than the one compensated in A-C above to continue to receive Certificate Pay under this paragraph.
G. No additional compensation shall be granted for higher level certificates not included above.
H. An employee shall immediately notify their supervisor if they have lost their certification for any reason. Failure to maintain the appropriate certificate will result in the loss of certificate pay as well as additional appropriate personnel action.
SECTION 15. PREVIOUS RESOLUTIONS
All previous Resolutions establishing benefits payable to employees covered by this Resolution are hereby repealed and replaced by this Resolution.
SECTION 16. SEVERANCE
The City shall pay eligible designated employees serving in classifications established in this section severance pay in an amount as specified upon termination without cause from the City. Severance pay shall not be required pursuant to this section if the termination of the employee was the result of: 1) willful misconduct; 2) conviction of a crime involving moral turpitude; 3) consistent poor performance in meeting specific objectives; or 4) voluntary separation by the employee. The classifications of Chief of Police and Fire Chief shall receive a severance payment equal to the value of six (6) months of salary and medical benefits when separated in accordance with this section. The classifications of Assistant City Manager, Director of Community Development, Economic Development Director, Director of Public Works, Finance Director, Director of Parks and Recreation, Director of Human Resources, and Executive Director of the Columbia Memorial Space Center/Library Director shall receive a severance payment equal to the value of three (3) months of salary and medical benefits when separated in accordance with this section. All payments under this section shall be paid as a lump sum on the employees' final paycheck in accordance with the City established payroll schedule. This section shall apply to those employees in both regular and acting appointments in the specified classifications who are terminated without cause from the City and who execute a waiver and release of all claims. However, an employee removed from an acting appointment in a specified classification who is returned to another classification to retain City employment shall not be entitled to severance pay in accordance with this section. The City Manager shall be authorized to execute settlement agreements with employees in accordance with this section.
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SECTION 17. The City Clerk shall certify to the adoption of this Resolution and provide for the appropriate distribution thereof.
APPROVED AND ADOPTED this 23rd day of June, 2026.
CLAUDIA M. FROMETA, Mayor
ATTEST:
MARIA ALICIA DUARTE, CMC
City Clerk
APPROVED AS TO FORM:
JOHN M. FUNK
City Attorney
I HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of the City of Downey at a Regular meeting held on the 23rd day of June, 2026, by the following vote, to wit:
AYES: Council Members:
NOES: Council Member:
ABSENT: Council Member:
ABSTAIN: Council Member:
MARIA ALICIA DUARTE, CMC
City Clerk
EXHIBIT A
PAY SCHEDULES
Pay Schedule effective April 27, 2026
Position Description A B C D E
Assistant City Manager 118.9963 125.5408 132.4455 139.7300 147.3298 Assistant Finance Director 74.6318 78.7360 83.0667 87.6349 91.0502 Assistant to the City Manager 56.4260 59.5294 62.8036 66.2578 68.8398 Budget Analyst 41.5391 43.8239 46.2340 48.7769 51.4596
Building Official 68.6201 72.3943 76.3761 80.5767 83.6834 Chief of Police 1 118.3939 124.9055 131.7753 139.0227 144.4405 City Attorney 117.2067 123.6529 130.4538 137.6289 143.1340 City Clerk 71.7639 75.7117 79.8755 84.2703 88.9033
Deputy City Clerk 33.1675 34.9915 36.9158 38.9465 41.0886 Deputy Director of Community Development 68.6201 72.3943 76.3761 80.5767 83.6834 Deputy Director of Parks & Recreation 61.0859 64.4459 67.9904 71.7295 74.5250 Deputy Director of Public Works - Engineering/Traffic 74.6318 78.7360 83.0667 87.6349 91.0502 Deputy Director of Public Works - Utilities 74.6318 78.7360 83.0667 87.6349 91.0502 Director of Community Development 99.1875 104.6429 110.3985 116.4702 121.0094 Director of Economic Development 99.1875 104.6429 110.3985 116.4702 121.0094 Director of Finance & Information Technology 99.1875 104.6429 110.3985 116.4702 121.0094 Director of Human Resources 99.1875 104.6429 110.3985 116.4702 121.0094 Director of Parks & Recreation 99.1875 104.6429 110.3985 116.4702 121.0094 Director of Public Works 99.1875 104.6429 110.3985 116.4702 121.0094 Economic Development Manager 46.5666 49.1279 51.8299 54.6803 57.6881 Emergency Preparedness Program Manager 51.2230 54.0405 57.0129 60.1484 63.4567 Executive Director, Columbia Memorial Space Center 99.1875 104.6429 110.3985 116.4702 121.0094 Finance Manager 66.2101 69.8515 73.6933 77.7465 80.8107 Fire Chief 2 116.4243 122.8160 129.5706 136.6979 142.0378 Homelessness Solutions/ Housing Manager 46.5666 49.1279 51.8299 54.6803 57.6881 Human Resources Analyst 41.5391 43.8239 46.2340 48.7769 51.4596 Human Resources Manager 55.1120 58.1432 61.3410 64.7148 68.2739 Human Resources Specialist 33.1675 34.9915 36.9158 38.9465 41.0886 Lead System Network Engineer 64.1888 67.7211 71.4444 75.3739 78.3107 Management Analyst 41.5391 43.8239 46.2340 48.7769 51.4596 Paralegal 39.6702 41.8124 44.0725 46.4570 48.9723
Payroll Specialist 33.1675 34.9915 36.9158 38.9465 41.0886 Principal Civil Engineer 68.6928 72.4709 76.4570 80.6622 83.8050 Recreation Manager 55.2429 58.2815 61.4870 64.8684 67.3965 Senior Accountant 41.0442 43.3015 45.6831 48.1960 50.8470 Senior Civil Engineer 62.7504 66.2014 69.8431 73.6840 76.5561 Senior Civil Engineer - Utilities 62.7504 66.2014 69.8431 73.6840 76.5561 Senior Management Analyst 46.5666 49.1279 51.8299 54.6803 57.6881 Space Center Manager 55.2429 58.2815 61.4870 64.8684 67.3965 Superintendent of Facilities & Maintenance 62.2860 65.7111 69.3253 73.1388 75.9887 Superintendent of Utilities 62.2860 65.7111 69.3253 73.1388 75.9887
1 – Effective the start of the pay period that includes July 1, 2026 2 – Effective the start of the pay period that includes January 1, 2026
Pay Schedule effective April 26, 2027
Position Description A B C D E
Assistant City Manager 124.9461 131.8178 139.0678 146.7165 154.6963 Assistant Finance Director 77.6171 81.8854 86.3894 91.1403 94.6922 Assistant to the City Manager 58.6830 61.9106 65.3157 68.9081 71.5934 Budget Analyst 43.2007 45.5769 48.0834 50.7280 53.5180
Building Official 71.3649 75.2901 79.4311 83.7998 87.0307 Chief of Police 1 124.3136 131.1508 138.3641 145.9738 151.6625 City Attorney 121.8950 128.5990 135.6720 143.1341 148.8594 City Clerk 74.6345 78.7402 83.0705 87.6411 92.4594
Deputy City Clerk 34.4942 36.3912 38.3924 40.5044 42.7321 Deputy Director of Community Development 71.3649 75.2901 79.4311 83.7998 87.0307 Deputy Director of Parks & Recreation 63.5293 67.0237 70.7100 74.5987 77.5060 Deputy Director of Public Works - Engineering/Traffic 77.6171 81.8854 86.3894 91.1403 94.6922 Deputy Director of Public Works - Utilities 77.6171 81.8854 86.3894 91.1403 94.6922 Director of Community Development 103.1550 108.8286 114.8144 121.1290 125.8498 Director of Economic Development 103.1550 108.8286 114.8144 121.1290 125.8498 Director of Finance & Information Technology 103.1550 108.8286 114.8144 121.1290 125.8498 Director of Human Resources 103.1550 108.8286 114.8144 121.1290 125.8498 Director of Parks & Recreation 103.1550 108.8286 114.8144 121.1290 125.8498 Director of Public Works 103.1550 108.8286 114.8144 121.1290 125.8498 Economic Development Manager 48.4293 51.0930 53.9031 56.8675 59.9956 Emergency Preparedness Program Manager 53.2719 56.2021 59.2934 62.5543 65.9950 Executive Director, Columbia Memorial Space Center 103.1550 108.8286 114.8144 121.1290 125.8498 Finance Manager 68.8585 72.6456 76.6410 80.8564 84.0431 Fire Chief 2 122.2455 128.9568 136.0491 143.5328 149.1397 Homelessness Solutions/ Housing Manager 48.4293 51.0930 53.9031 56.8675 59.9956 Human Resources Analyst 43.2007 45.5769 48.0834 50.7280 53.5180 Human Resources Manager 57.3165 60.4689 63.7946 67.3034 71.0049 Human Resources Specialist 34.4942 36.3912 38.3924 40.5044 42.7321 Lead System Network Engineer 66.7564 70.4299 74.3022 78.3889 81.4431 Management Analyst 43.2007 45.5769 48.0834 50.7280 53.5180 Paralegal 41.2570 43.4849 45.8354 48.3153 50.9312
Payroll Specialist 34.4942 36.3912 38.3924 40.5044 42.7321 Principal Civil Engineer 71.4405 75.3697 79.5153 83.8887 87.1572 Recreation Manager 57.4526 60.6128 63.9465 67.4631 70.0924 Senior Accountant 42.6860 45.0336 47.5104 50.1238 52.8809 Senior Civil Engineer 65.2604 68.8495 72.6368 76.6314 79.6183 Senior Civil Engineer - Utilities 65.2604 68.8495 72.6368 76.6314 79.6183 Senior Management Analyst 48.4293 51.0930 53.9031 56.8675 59.9956 Space Center Manager 57.4526 60.6128 63.9465 67.4631 70.0924 Superintendent of Facilities & Maintenance 64.7774 68.3395 72.0983 76.0644 79.0283 Superintendent of Utilities 64.7774 68.3395 72.0983 76.0644 79.0283
1 – Effective the start of the pay period that includes July 1, 2027 2 – Effective the start of the pay period that includes January 1, 2027
Pay Schedule effective April 24, 2028
Position Description A B C D E
Assistant City Manager 131.1934 138.4087 146.0212 154.0523 162.4311 Assistant Finance Director 80.7218 85.1608 89.8450 94.7859 98.4799 Assistant to the City Manager 61.0303 64.3870 67.9283 71.6644 74.4571 Budget Analyst 44.9287 47.4000 50.0067 52.7571 55.6587
Building Official 74.2195 78.3017 82.6083 87.1518 90.5119 Chief of Police 1 130.5293 137.7083 145.2823 153.2725 159.2456 City Attorney 126.7708 133.7430 141.0989 148.8595 154.8138 City Clerk 77.6199 81.8898 86.3933 91.1467 96.1578
Deputy City Clerk 35.8740 37.8469 39.9281 42.1246 44.4414 Deputy Director of Community Development 74.2195 78.3017 82.6083 87.1518 90.5119 Deputy Director of Parks & Recreation 66.0705 69.7047 73.5384 77.5827 80.6062 Deputy Director of Public Works - Engineering/Traffic 80.7218 85.1608 89.8450 94.7859 98.4799 Deputy Director of Public Works - Utilities 80.7218 85.1608 89.8450 94.7859 98.4799 Director of Community Development 107.2812 113.1817 119.4070 125.9742 130.8838 Director of Economic Development 107.2812 113.1817 119.4070 125.9742 130.8838 Director of Finance & Information Technology 107.2812 113.1817 119.4070 125.9742 130.8838 Director of Human Resources 107.2812 113.1817 119.4070 125.9742 130.8838 Director of Parks & Recreation 107.2812 113.1817 119.4070 125.9742 130.8838 Director of Public Works 107.2812 113.1817 119.4070 125.9742 130.8838 Economic Development Manager 50.3665 53.1367 56.0592 59.1422 62.3954 Emergency Preparedness Program Manager 55.4028 58.4502 61.6651 65.0565 68.6348 Executive Director, Columbia Memorial Space Center 107.2812 113.1817 119.4070 125.9742 130.8838 Finance Manager 71.6128 75.5514 79.7066 84.0907 87.4048 Fire Chief 2 128.3578 135.4046 142.8516 150.7094 156.5967 Homelessness Solutions/ Housing Manager 50.3665 53.1367 56.0592 59.1422 62.3954 Human Resources Analyst 44.9287 47.4000 50.0067 52.7571 55.6587 Human Resources Manager 59.6092 62.8877 66.3464 69.9955 73.8451 Human Resources Specialist 35.8740 37.8469 39.9281 42.1246 44.4414 Lead System Network Engineer 69.4267 73.2471 77.2743 81.5245 84.7008 Management Analyst 44.9287 47.4000 50.0067 52.7571 55.6587 Paralegal 42.9073 45.2243 47.6688 50.2479 52.9685
Payroll Specialist 35.8740 37.8469 39.9281 42.1246 44.4414 Principal Civil Engineer 74.2981 78.3845 82.6959 87.2443 90.6435 Recreation Manager 59.7507 63.0373 66.5044 70.1616 72.8961 Senior Accountant 44.3934 46.8349 49.4108 52.1288 54.9961 Senior Civil Engineer 67.8708 71.6035 75.5423 79.6967 82.8030 Senior Civil Engineer - Utilities 67.8708 71.6035 75.5423 79.6967 82.8030 Senior Management Analyst 50.3665 53.1367 56.0592 59.1422 62.3954 Space Center Manager 59.7507 63.0373 66.5044 70.1616 72.8961 Superintendent of Facilities & Maintenance 67.3685 71.0731 74.9822 79.1070 82.1894 Superintendent of Utilities 67.3685 71.0731 74.9822 79.1070 82.1894
1 – Effective the start of the pay period that includes July 1, 2028 2 – Effective the start of the pay period that includes January 1, 2028
Pay Schedule effective April 23, 2029
Position Description A B C D E
Assistant City Manager 137.7531 145.3291 153.3223 161.7549 170.5527 Assistant Finance Director 83.9507 88.5672 93.4388 98.5773 102.4191 Assistant to the City Manager 63.4715 66.9625 70.6454 74.5310 77.4354 Budget Analyst 46.7259 49.2960 52.0070 54.8674 57.8851
Building Official 77.1883 81.4338 85.9126 90.6379 94.1324 Chief of Police 1 137.0558 144.5937 152.5464 160.9361 167.2079 City Attorney 131.8416 139.0927 146.7429 154.8139 161.0064 City Clerk 80.7247 85.1654 89.8490 94.7926 100.0041
Deputy City Clerk 37.3090 39.3608 41.5252 43.8096 46.2191 Deputy Director of Community Development 77.1883 81.4338 85.9126 90.6379 94.1324 Deputy Director of Parks & Recreation 68.7133 72.4929 76.4799 80.6860 83.8305 Deputy Director of Public Works - Engineering/Traffic 83.9507 88.5672 93.4388 98.5773 102.4191 Deputy Director of Public Works - Utilities 83.9507 88.5672 93.4388 98.5773 102.4191 Director of Community Development 111.5725 117.7090 124.1833 131.0132 136.1192 Director of Economic Development 111.5725 117.7090 124.1833 131.0132 136.1192 Director of Finance & Information Technology 111.5725 117.7090 124.1833 131.0132 136.1192 Director of Human Resources 111.5725 117.7090 124.1833 131.0132 136.1192 Director of Parks & Recreation 111.5725 117.7090 124.1833 131.0132 136.1192 Director of Public Works 111.5725 117.7090 124.1833 131.0132 136.1192 Economic Development Manager 52.3812 55.2622 58.3016 61.5079 64.8912 Emergency Preparedness Program Manager 57.6189 60.7882 64.1317 67.6588 71.3802 Executive Director, Columbia Memorial Space Center 111.5725 117.7090 124.1833 131.0132 136.1192 Finance Manager 74.4773 78.5735 82.8949 87.4543 90.9010 Fire Chief 2 134.7757 142.1748 149.9942 158.2449 164.4265 Homelessness Solutions/ Housing Manager 52.3812 55.2622 58.3016 61.5079 64.8912 Human Resources Analyst 46.7259 49.2960 52.0070 54.8674 57.8851 Human Resources Manager 61.9936 65.4032 69.0003 72.7953 76.7989 Human Resources Specialist 37.3090 39.3608 41.5252 43.8096 46.2191 Lead System Network Engineer 72.2038 76.1770 80.3653 84.7855 88.0888 Management Analyst 46.7259 49.2960 52.0070 54.8674 57.8851 Paralegal 44.6236 47.0333 49.5756 52.2578 55.0872
Payroll Specialist 37.3090 39.3608 41.5252 43.8096 46.2191 Principal Civil Engineer 77.2700 81.5199 86.0037 90.7341 94.2692 Recreation Manager 62.1407 65.5588 69.1646 72.9681 75.8119 Senior Accountant 46.1691 48.7083 51.3872 54.2140 57.1959 Senior Civil Engineer 70.5856 74.4676 78.5640 82.8846 86.1151 Senior Civil Engineer - Utilities 70.5856 74.4676 78.5640 82.8846 86.1151 Senior Management Analyst 52.3812 55.2622 58.3016 61.5079 64.8912 Space Center Manager 62.1407 65.5588 69.1646 72.9681 75.8119 Superintendent of Facilities & Maintenance 70.0632 73.9160 77.9815 82.2713 85.4770 Superintendent of Utilities 70.0632 73.9160 77.9815 82.2713 85.4770
1 – Effective the start of the pay period that includes July 1, 2029 2 – Effective the start of the pay period that includes January 1, 2029