Escondido City Council
April 1, 2026

Resolution No. 2026-49
Exhibit "A"

170
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 12/6/2023
(all salaries shown as monthly)
M&O 82910 Wastewater Trtmt Plt Oper III 7,274 7,638 8,019 8,4206,927 MGT 20930 Water Distribution Supt 8,295 11,197Band 020 M&O 82620 Water Distribution Tech I 5,022 5,273 5,537 5,8144,783 M&O 82640 Water Distribution Tech II 5,544 5,821 6,112 6,4185,280 M&O 82600 Water Meter Reader 4,225 4,436 4,658 4,8914,024 M&O 82650 Water Service Representative 5,277 5,540 5,817 6,1085,025 M&O 82805 Water Treatment Plant OIT 5,408 5,679 5,963 6,2615,151 SUP 82750 Water Treatment Plant Op Sup 9,683 10,167 10,676 11,2109,222 M&O 82800 Water Treatment Plant Oper I 5,970 6,268 6,582 6,9115,686 M&O 82700 Water Treatment Plant Oper II 6,590 6,919 7,265 7,6286,276 M&O 82720 Water Treatment Plant Oper III 7,274 7,638 8,019 8,4206,927 MGT 20990 Water Treatment Plant Supt 9,144 12,345Band 022 SUP 82751 Water Treatment Plt Maint Sup 9,925 10,422 10,943 11,4909,453 UCT 20960 Web Design Technician I 3,884 4,078 4,282 4,4963,699 UCT 20961 Web Design Technician II 4,287 4,501 4,726 4,9634,083

1 Resolution No. 2026-49
Exhibit "A"

171
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
MGT 20090 Accountant I 5,216 7,759Band M11
MGT 20094 Accountant II 6,658 9,903Band M16
ACE 20095 Accounting Specialist 4,616 4,847 5,090 5,344 5,611 5,8924,397 UCT 21430 Administrative Assistant (UCT) 3,433 3,604 3,784 3,974 4,172 4,3813,269 ACE 21000 Administrative Asst (clssfd) 3,433 3,604 3,784 3,974 4,172 4,3813,269 UCT 21330 Administrative Coordinator 5,096 5,350 5,618 5,899 6,194 6,5044,853 MGT 21001 Assistant Building Official 7,340 10,918Band M18 MGT 20000 Assistant City Attorney 13,840 20,586Band M31 MGT 21060 Assistant City Clerk 6,038 8,982Band M14
MGT 20180 Assistant City Engineer 10,844 16,131Band M26 EM 10100 Assistant City Manager 14,895 22,170Band E32 ACE 50300 Assistant Planner I 5,223 5,484 5,758 6,046 6,349 6,6664,974 ACE 50301 Assistant Planner II 5,765 6,054 6,356 6,674 7,008 7,3585,491 ACE 30151 Associate Chemist 7,380 7,749 8,137 8,543 8,970 9,4197,029 SUP 50400 Associate Engineer 8,146 8,554 8,981 9,430 9,902 10,3977,758 SUP 50500 Associate Planner 7,024 7,376 7,744 8,132 8,538 8,9656,690 MGT 20441 Asst Dir of Communications 10,328 15,362Band M25 MGT 20192 Asst Dir of Community Svs 9,836 14,631Band M24 MGT 20440 Asst Dir of Information Sys 10,328 15,362Band M25 MGT 20442 Asst Dir of Police Support Svc 10,328 15,362Band M25 MGT 20336 Asst Dir of Public Works 9,836 14,631Band M24 MGT 20970 Asst Dir of Util - Wastewater 11,956 17,784Band M28 MGT 20950 Asst Dir of Util -Water 11,956 17,784Band M28 MGT 20320 Budget Manager 8,921 13,270Band M22
SUP 50601 Building Inspection Sup 7,380 7,749 8,137 8,543 8,970 9,4197,029 ACE 50590 Building Inspector I 5,625 5,906 6,201 6,511 6,837 7,1795,357 ACE 50600 Building Inspector II 6,523 6,849 7,191 7,551 7,929 8,3256,212

Resolution No. 2026-49
Exhibit "A"

172
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
MGT 20150 Building Official 9,368 13,934Band M23
ACE 50841 Building Permit Tech I 4,616 4,847 5,090 5,344 5,611 5,8924,397 ACE 50862 Building Permit Tech II 5,223 5,484 5,758 6,046 6,349 6,6664,974 ACE 50864 Building Permit Tech III 5,765 6,054 6,356 6,674 7,008 7,3585,491 UCT 20826 Business Analyst I 6,057 6,360 6,678 7,012 7,363 7,7315,769 UCT 20827 Business Analyst II 7,380 7,749 8,137 8,543 8,970 9,4197,029 MGT 73500 Canal Maintenance Mgr 8,092 12,036Band M20
UCT 73000 Canal Maintenance Supervisor 6,523 6,849 7,191 7,551 7,929 8,3256,212 UCT 73600 Canal Maintenance Tech I 4,182 4,391 4,611 4,841 5,084 5,3383,983 UCT 73650 Canal Maintenance Tech II 4,616 4,847 5,090 5,344 5,611 5,8924,397 EM 10442 Chief Information Officer 14,186 21,114Band E31 EM 10650 Chief of Police 16,423 24,442Band E34
EM 10200 City Attorney 20,125
EM 12000 City Clerk 11,115 16,544Band E26
COU 12050 City Council Member/Mayor 5,895
COU 12100 City Council Member 2,088
EM 10300 City Manager 23,333
EM 00001 City of Escondido 0
MGT 20140 City Planner 9,836 14,631Band M24
MGT 20691 City Traffic Engineer 9,368 13,934Band M23
EME 12200 City Treasurer 8,833
MGT 50560 Code Compliance Manager 7,707 11,463Band M19 ACE 50540 Code Compliance Officer I 5,096 5,350 5,618 5,899 6,194 6,5044,853 ACE 50550 Code Compliance Officer II 5,625 5,906 6,201 6,511 6,837 7,1795,357 SUP 50565 Code Compliance Supervisor 6,523 6,849 7,191 7,551 7,929 8,3256,212 UCT 21401 Collections Specialist 4,394 4,614 4,844 5,087 5,341 5,6084,185 MGT 21020 Communications Mgr 7,707 11,463Band M19

1 Resolution No. 2026-49
Exhibit "A"

173
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
NSP 40410 Community Service Officer 4,519 4,745 4,982 5,232 5,493 5,7684,304 MGT 50755 Community Services Manager 8,092 12,036Band M20 SUP 40700 Community Services Supervisor 6,057 6,360 6,678 7,012 7,363 7,7315,769 SUP 81453 Control Systems Supervisor 10,428 10,949 11,497 12,071 12,675 13,3099,931 M&O 81450 Control Systems Technician I 6,754 7,092 7,447 7,819 8,210 8,6216,433 M&O 81451 Control Systems Technician II 7,456 7,828 8,220 8,631 9,062 9,5167,101 M&O 81452 Control Systems Technician III 8,862 9,306 9,771 10,259 10,772 11,31 18,440 UCT 40432 Criminal Intell Analyst I 6,523 6,849 7,191 7,551 7,929 8,3256,212 UCT 40434 Criminal Intell Analyst II 6,853 7,196 7,556 7,933 8,330 8,7466,527 UCT 40433 Criminal Intelligence Sup 8,559 8,987 9,436 9,908 10,403 10,9238,151 M&O 81305 Cross Connection Technician I 5,970 6,268 6,582 6,911 7,257 7,6195,686 M&O 81310 Cross Connection Technician II 6,923 7,269 7,633 8,015 8,415 8,8366,594 SUP 80052 Custodial Supervisor 4,394 4,614 4,844 5,087 5,341 5,6084,185 M&O 80200 Custodian I 3,383 3,552 3,730 3,916 4,112 4,3183,222 M&O 80201 Custodian II 3,734 3,921 4,117 4,323 4,539 4,7663,557 ACE 30331 Customer Service Rep I - PD 3,606 3,787 3,976 4,175 4,384 4,6033,435 ACE 30330 Customer Service Rep I 3,606 3,787 3,976 4,175 4,384 4,6033,435 ACE 30341 Customer Service Rep II - PD 4,080 4,284 4,498 4,723 4,960 5,2083,886 ACE 30340 Customer Service Rep II 4,080 4,284 4,498 4,723 4,960 5,2083,886 SUP 20097 Customer Service Supervisor 7,380 7,749 8,137 8,543 8,970 9,4197,029 MGT 21199 Dep City Attorney I 7,707 11,463Band M19
MGT 21200 Dep City Attorney II 9,368 13,934Band M23
EM 10430 Dep City Manager 14,895 22,170Band E32
EM 10441 Dep City Mgr/Int Dir of Dev Sv 14,895 22,170Band E32 FM 20160 Dep Fire Chief 12,227 18,907Band 1
UCT 60510 Dep Fire Marshal 7,948 8,345 8,762 9,200 9,660 10,1437,569 UCT 21055 Deputy City Clerk 5,765 6,054 6,356 6,674 7,008 7,3585,491

Resolution No. 2026-49
Exhibit "A"

174
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
MGT 20685 Design & Construction Proj Mgr 8,092 12,036Band M20 UCT 82255 Digital Media Coordinator 6,057 6,360 6,678 7,012 7,363 7,7315,769 UCT 82256 Digital Media Technician 4,616 4,847 5,090 5,344 5,611 5,8924,397 EM 10400 Director of Dev Services 13,511 20,109Band E30 EM 20338 Director of Economic Dev 13,511 20,109Band E30 EM 10460 Director of Finance 13,511 20,109Band E30
EM 10550 Director of Human Resources 13,511 20,109Band E30 EM 10540 Director of Public Works 13,511 20,109Band E30 EM 10575 Director of Utilities 13,511 20,109Band E30
UCT 21460 Division Support Coordinator 4,504 4,729 4,965 5,214 5,474 5,7484,289 ACE 50738 Economic Development Coord 5,096 5,350 5,618 5,899 6,194 6,5044,853 M&O 80305 Electrician Assistant 5,148 5,405 5,676 5,959 6,257 6,5704,903 M&O 80307 Electrician 5,682 5,966 6,265 6,578 6,907 7,2525,412 MGT 50770 Emer/Disaster Preparedness Mgr 6,340 9,430Band M15 UCT 60800 Emerergency Medical Svs Coord 5,096 5,350 5,618 5,899 6,194 6,5044,853 INT 60801 Emergency Medical Technician 4,635 4,867 5,110 5,366 5,500 5,6374,414 ACE 50660 Engineer I 6,209 6,519 6,845 7,187 7,547 7,9245,913 ACE 50670 Engineer II 6,853 7,196 7,556 7,933 8,330 8,7466,527 MGT 50675 Engineering Manager 9,836 14,631Band M24
ACE 50844 Engineering Permit Tech I 4,616 4,847 5,090 5,344 5,611 5,8924,397 ACE 50845 Engineering Permit Tech II 5,223 5,484 5,758 6,046 6,349 6,6664,974 ACE 50710 Engineering Technician I 5,487 5,762 6,050 6,352 6,670 7,0045,226 ACE 50730 Engineering Technician II 6,057 6,360 6,678 7,012 7,363 7,7315,769 UCT 20885 Env Program Specialist II 6,209 6,519 6,845 7,187 7,547 7,9245,913 UCT 20884 Env Programs Specialist I 4,971 5,220 5,481 5,755 6,043 6,3454,735 UCT 20887 Env Programs Supervisor 7,200 7,560 7,938 8,335 8,752 9,1896,857 ACE 50815 Environmental Comp Insp I 6,057 6,360 6,678 7,012 7,363 7,7315,769

Resolution No. 2026-49
Exhibit "A"

175
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
ACE 50825 Environmental Comp Insp II 6,686 7,020 7,371 7,740 8,127 8,5336,368 SUP 50835 Environmental Comp Supervisor 8,559 8,987 9,436 9,908 10,403 10,9238,151 M&O 80500 Equipment Mechanic I 5,970 6,268 6,582 6,911 7,257 7,6195,686 M&O 80501 Equipment Mechanic II 6,272 6,586 6,915 7,261 7,624 8,0055,974 UCT 21441 Executive Assistant 3,884 4,078 4,282 4,496 4,721 4,9573,699 UCT 21334 Executive Coordinator 5,487 5,762 6,050 6,352 6,670 7,0045,226 SUP 82210 Facilities Maint Supervisor 6,686 7,020 7,371 7,740 8,127 8,5336,368 MGT 20310 Facilities Maintenance Mgr 8,092 12,036Band M20 ACE 40080 Facilities Project Coordinator 5,909 6,205 6,515 6,841 7,183 7,5425,628 ACE 50715 Field Engineering Inspector I 5,909 6,205 6,515 6,841 7,183 7,5425,628 ACE 50720 Field Engineering Inspector II 6,523 6,849 7,191 7,551 7,929 8,3256,212 SUP 50255 Field Engineering Supervisor 7,565 7,943 8,340 8,757 9,195 9,6547,204 MGT 50725 Finance Manager 8,921 13,270Band M22
MGT 50751 Fire Admin Services Manager 6,658 9,903Band M16 FM 20370 Fire Battalion Chief 10,562 15,554Band 3
FIR 60200 Fire Captain 9,333 9,800 10,290 10,804 11,344 11,9118,889 EM 10600 Fire Chief 14,186 21,114Band E31
FM 20300 Fire Division Chief 12,227 18,006Band 2
FIR 60300 Fire Engineer 7,952 8,349 8,767 9,205 9,665 10,1497,573 MGT 20350 Fire Marshal 9,368 13,934Band M23
ACE 50870 Fire Permit Tech I 4,616 4,847 5,090 5,344 5,611 5,8924,397 ACE 50871 Fire Permit Tech II 5,223 5,484 5,758 6,046 6,349 6,6664,974 ACE 50750 Fire Prevention Specialist I 5,765 6,054 6,356 6,674 7,008 7,3585,491 ACE 50760 Fire Prevention Specialist II 6,364 6,682 7,016 7,367 7,735 8,1226,061 FIR 60700 Firefighter/Paramedic 7,573 7,952 8,349 8,767 9,205 9,6657,212 MGT 20850 Fleet Maint Manager 8,092 12,036Band M20
UCT 20874 Forensic Services Supervisor 7,565 7,943 8,340 8,757 9,195 9,6547,204

Resolution No. 2026-49
Exhibit "A"

176
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
MGT 50731 Geographic Information Sys Mgr 7,707 11,463Band M19 UCT 50735 GIS Analyst I 6,057 6,360 6,678 7,012 7,363 7,7315,769 UCT 50737 GIS Analyst II 6,853 7,196 7,556 7,933 8,330 8,7466,527 ACE 50780 Graphics Technician I 4,182 4,391 4,611 4,841 5,084 5,3383,983 ACE 50781 Graphics Technician II 4,732 4,968 5,217 5,478 5,752 6,0394,507 ACE 21280 Housing & Neigh Svcs Prog Coor 5,096 5,350 5,618 5,899 6,194 6,5044,853 MGT 21190 Housing & Neigh Svs Mgr 8,092 12,036Band M20 MGT 21081 Human Resources Analyst I 5,216 7,759Band M11 MGT 21083 Human Resources Analyst II 6,038 8,982Band M14 UCT 21650 Human Resources Coordinator 5,765 6,054 6,356 6,674 7,008 7,3585,491 MGT 21130 Human Resources Manager 9,368 13,934Band M23 UCT 21651 Human Resources Technician I 4,504 4,729 4,965 5,214 5,474 5,7484,289 UCT 21655 Human Resources Technician II 5,096 5,350 5,618 5,899 6,194 6,5044,853 M&O 80300 HVAC Technician 5,682 5,966 6,265 6,578 6,907 7,2525,412 MGT 20940 Int Asst Dir Util-Const & Eng 11,956 17,784Band M28 MGT 10480 Interim City Engineer 13,181 19,607Band M30 ACE 30885 Lab Quality Assurance Officer 6,853 7,196 7,556 7,933 8,330 8,7466,527 ACE 30850 Laboratory Assistant 3,433 3,604 3,784 3,974 4,172 4,3813,269 MGT 20800 Laboratory Manager 8,092 12,036Band M20
ACE 30870 Laboratory Technician I 5,765 6,054 6,356 6,674 7,008 7,3585,491 ACE 30880 Laboratory Technician II 6,364 6,682 7,016 7,367 7,735 8,1226,061 MGT 20501 Lakes & Open Space Mgr 6,990 10,398Band M17 SUP 82201 Lakes & Open Space Supervisor 6,364 6,682 7,016 7,367 7,735 8,1226,061 UCT 20875 Latent Print & Evid Specialist 6,364 6,682 7,016 7,367 7,735 8,1226,061 UCT 20876 Latent Print Specialist 5,625 5,906 6,201 6,511 6,837 7,1795,357 SUP 80061 Lead Comm Svs Coordinator 5,354 5,621 5,902 6,198 6,507 6,8335,099 ACE 50930 Lead Graphics Technician 5,223 5,484 5,758 6,046 6,349 6,6664,974

Resolution No. 2026-49
Exhibit "A"

177
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
M&O 81100 Lead Maintenance Technician 5,544 5,821 6,112 6,418 6,738 7,0755,280 M&O 81080 Lead Mechanic 7,096 7,451 7,824 8,215 8,626 9,0576,758 MGT 21309 Lead Network Systems Engineer 8,092 12,036Band M20 M&O 81500 Lead Plant Systems Technician 7,642 8,024 8,425 8,847 9,289 9,7537,278 M&O 02130 Lead Ranger Specialist 4,022 4,223 4,434 4,655 4,888 5,1333,830 M&O 82251 Lead Wastewater Coll Tech 7,096 7,451 7,824 8,215 8,626 9,0576,758 M&O 82915 Lead Wastewater Trtmt Plant Op 8,029 8,430 8,852 9,294 9,759 10,2477,647 M&O 82660 Lead Water Distribution Tech 7,096 7,451 7,824 8,215 8,626 9,0576,758 M&O 82725 Lead Water Trtmnt Plant Oper 8,029 8,430 8,852 9,294 9,759 10,2477,647 UCT 21580 Legal Assistant 5,354 5,621 5,902 6,198 6,507 6,8335,099 UCT 21585 Legal Specialist 5,625 5,906 6,201 6,511 6,837 7,1795,357 UCT 21470 Maintenance & Oper Coordinator 4,850 5,093 5,347 5,615 5,895 6,1904,619 M&O 81412 Maintenance Technician I 4,122 4,328 4,545 4,772 5,010 5,2613,926 M&O 81930 Maintenance Technician II 4,550 4,777 5,016 5,267 5,531 5,8074,333 MGT 21090 Management Analyst I 5,752 8,554Band M13
MGT 21092 Management Analyst II 6,340 9,430Band M15
UCT 21317 Network Administrator I 6,686 7,020 7,371 7,740 8,127 8,5336,368 UCT 21318 Network Administrator II 7,565 7,943 8,340 8,757 9,195 9,6547,204 MGT 21801 Network Manager 9,368 13,934Band M23
UCT 21311 Network Systems Engineer 7,380 7,749 8,137 8,543 8,970 9,4197,029 UCT 21310 Network Systems Technician I 5,487 5,762 6,050 6,352 6,670 7,0045,226 UCT 21313 Network Systems Technician II 5,909 6,205 6,515 6,841 7,183 7,5425,628 UCT 21316 Network Systems Technician III 6,209 6,519 6,845 7,187 7,547 7,9245,913 ACE 50834 Older Adlt Nutrition Prg Coord 5,096 5,350 5,618 5,899 6,194 6,5044,853 NSF 60805 Paramedic 5,337 5,604 5,884 6,178 6,333 6,4915,083 M&O 81420 Park Ranger I 4,439 4,661 4,894 5,139 5,396 5,6654,228 M&O 81421 Park Ranger II 4,900 5,145 5,402 5,672 5,956 6,2544,666

Resolution No. 2026-49
Exhibit "A"

178
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
UCT 21661 Payroll Supervisor 5,765 6,054 6,356 6,674 7,008 7,3585,491 UCT 21660 Payroll Technician I 4,504 4,729 4,965 5,214 5,474 5,7484,289 UCT 21662 Payroll Technician II 5,096 5,350 5,618 5,899 6,194 6,5044,853 ACE 50842 Planning Permit Tech I 4,616 4,847 5,090 5,344 5,611 5,8924,397 ACE 50843 Planning Permit Tech II 5,223 5,484 5,758 6,046 6,349 6,6664,974 ACE 50920 Plans Examiner I 6,523 6,849 7,191 7,551 7,929 8,3256,212 ACE 50921 Plans Examiner II 7,200 7,560 7,938 8,335 8,752 9,1896,857 M&O 81480 Plant Systems Technician I 5,970 6,268 6,582 6,911 7,257 7,6195,686 M&O 81490 Plant Systems Technician II 6,754 7,092 7,447 7,819 8,210 8,6216,433 SUP 81501 Plant Systems Technician Sup 8,992 9,441 9,914 10,409 10,930 11,4768,564 MGT 50753 Police Business Manager 7,707 11,463Band M19 PM 20600 Police Captain 12,227 18,006Band 1
PM 20670 Police Lieutenant 10,562 15,554Band 2
POL 70250 Police Officer Trainee 6,4576,150
POL 70300 Police Officer 7,848 8,240 8,652 9,085 9,539 10,0167,474 ACE 50739 Police Program Coordinator 5,096 5,350 5,618 5,899 6,194 6,5044,853 UCT 21550 Police Projects Specialist I 5,354 5,621 5,902 6,198 6,507 6,8335,099 UCT 21551 Police Projects Specialist II 5,909 6,205 6,515 6,841 7,183 7,5425,628 SUP 31215 Police Records Supervisor 5,096 5,350 5,618 5,899 6,194 6,5044,853 PAC 31210 Police Records Technician 3,697 3,881 4,075 4,279 4,493 4,7183,520 POL 70500 Police Sergeant 10,411 10,931 11,478 12,052 12,6549,915 MGT 50758 Police Support Services Mgr 7,707 11,463Band M19 UCT 21555 Police Training Coordinator 5,096 5,350 5,618 5,899 6,194 6,5044,853 MGT 20680 Principal Engineer 9,368 13,934Band M23
MGT 20690 Principal Planner 8,497 12,638Band M21
ACE 50733 Program Assistant 4,287 4,501 4,726 4,963 5,211 5,4714,083 ACE 50734 Program Coordinator 5,096 5,350 5,618 5,899 6,194 6,5044,853

Resolution No. 2026-49
Exhibit "A"

179
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
UCT 21680 Programmer Analyst I 5,354 5,621 5,902 6,198 6,507 6,8335,099 UCT 21681 Programmer Analyst II 5,909 6,205 6,515 6,841 7,183 7,5425,628 MGT 20686 Project Manager 7,707 11,463Band M19
SUP 80610 Property & Evidence Supervisor 5,354 5,621 5,902 6,198 6,507 6,8335,099 PAC 40630 Property & Evidence Tech I 3,606 3,787 3,976 4,175 4,384 4,6033,435 PAC 40631 Property & Evidence Tech II 3,981 4,180 4,389 4,608 4,839 5,0813,791 NSP 30250 Public Safety Dispatcher I 5,183 5,442 5,715 6,001 6,300 6,6154,937 NSP 30260 Public Safety Dispatcher II 5,715 6,001 6,300 6,616 6,946 7,2945,442 NSP 40090 Public Safety Shift Supervisor 6,633 6,964 7,312 7,678 8,062 8,4656,317 MGT 21335 Public Safety Systems Manager 7,707 11,463Band M19 MGT 40100 Public Sfty Communications Mgr 8,092 12,036Band M20 MGT 20500 Public Works Manager 8,092 12,036Band M20
SUP 80050 Public Works Supervisor 6,523 6,849 7,191 7,551 7,929 8,3256,212 ACE 30750 Purchasing & Inv Control Coord 4,732 4,968 5,217 5,478 5,752 6,0394,507 SUP 40250 Purchasing Supervisor 5,909 6,205 6,515 6,841 7,183 7,5425,628 MGT 21340 Real Property Manager 8,092 12,036Band M20
ACE 81415 Recreation Coord - Tiny Tots 4,182 4,391 4,611 4,841 5,084 5,3383,983 ACE 81411 Recreation Coordinator 4,182 4,391 4,611 4,841 5,084 5,3383,983 SUP 50742 Recycling Program Supervisor 6,523 6,849 7,191 7,551 7,929 8,3256,212 ACE 50740 Recycling Programs Spec I 4,850 5,093 5,347 5,615 5,895 6,1904,619 ACE 50741 Recycling Programs Spec II 5,765 6,054 6,356 6,674 7,008 7,3585,491 MGT 20001 Revenue Manager 8,921 13,270Band M22
UCT 20040 Risk & Safety Coordinator 5,223 5,484 5,758 6,046 6,349 6,6664,974 MGT 20337 Risk & Safety Manager 8,497 12,638Band M21
UCT 20345 Safety & Training Specialist 5,765 6,054 6,356 6,674 7,008 7,3585,491 UCT 82235 SCADA Engineer 9,447 9,919 10,415 10,936 11,483 12,0578,997 ACE 21100 Sr Administrative Asst (clsfd) 3,789 3,978 4,177 4,386 4,605 4,8363,608

Resolution No. 2026-49
Exhibit "A"

180
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
UCT 21440 Sr Administrative Asst (UCT) 3,789 3,978 4,177 4,386 4,605 4,8363,608 M&O 81315 Sr Cross Connection Technician 7,816 8,225 8,636 9,068 9,521 9,9977,460 MGT 21220 Sr Deputy City Attorney 11,386 16,937Band M27 MGT 20877 Sr Engineer 8,497 12,638Band M21
ACE 50821 Sr Environmental Com Inspector 7,380 7,749 8,137 8,543 8,970 9,4197,029 UCT 21331 Sr Executive Assistant 7,024 7,376 7,744 8,132 8,538 8,9656,690 ACE 50721 Sr Field Engineering Inspector 6,853 7,196 7,556 7,933 8,330 8,7466,527 MGT 21080 Sr Human Resources Analyst 6,990 10,398Band M17 UCT 21590 Sr Legal Assistant 6,209 6,519 6,845 7,187 7,547 7,9245,913 M&O 80681 Sr Maintenance Technician 5,022 5,273 5,537 5,814 6,105 6,4104,783 MGT 20840 Sr Planner 6,658 9,903Band M16
PAC 40632 Sr Property & Evidence Tech 4,394 4,614 4,844 5,087 5,341 5,6084,185 UCT 20347 Sr Safety Analyst 6,686 7,020 7,371 7,740 8,127 8,5336,368 SUP 30150 Supervising Chemist 8,559 8,987 9,436 9,908 10,403 10,9238,151 UCT 20823 Systems Analyst I 7,024 7,376 7,744 8,132 8,538 8,9656,690 UCT 20825 Systems Analyst II 8,146 8,554 8,981 9,430 9,902 10,3977,758 UCT 20965 Telecommunications Specialist 5,223 5,484 5,758 6,046 6,349 6,6664,974 MGT 82233 Utilities Analyst 6,990 10,398Band M17
UCT 82230 Utilities Construction Coord 5,625 5,906 6,201 6,511 6,837 7,1795,357 MGT 20683 Utilities Construction Mgr 8,497 12,638Band M21 UCT 81935 Utilities Maint Scheduler 7,200 7,560 7,938 8,335 8,752 9,1896,857 ACE 30350 Utility Billing Technician 5,096 5,350 5,618 5,899 6,194 6,5044,853 MGT 20880 Utility Environmental Prog Mgr 7,707 11,463Band M19 SUP 82280 Wastewater Coll Supervisor 8,350 8,767 9,206 9,666 10,149 10,6577,952 M&O 82220 Wastewater Collections Tech I 5,022 5,273 5,537 5,814 6,105 6,4104,783 M&O 82250 Wastewater Collections Tech II 5,544 5,821 6,112 6,418 6,738 7,0755,280 MGT 20920 Wastewater Maintenance Mgr 9,368 13,934Band M23

Resolution No. 2026-49
Exhibit "A"

181
Item14.

Job Code Job Description
Union
Code Base Step 2
# of Authorized
Positions Step 3 Step 4 Step 5 Step 6 Step 7
PeopleSoft HRMS/Payroll
Classification and Compensation Plan
Effective 7/7/2024
(all salaries shown as monthly)
MGT 20975 Wastewater Operations Mgr 9,368 13,934Band M23 SUP 82920 Wastewater Trmt Plnt Op Superv 9,925 10,422 10,943 11,490 12,064 12,6689,453 M&O 82901 Wastewater Trt Plant Op Trnee 5,408 5,679 5,963 6,261 6,574 6,9035,151 M&O 83000 Wastewater Trtmt Plt Oper I 5,970 6,268 6,582 6,911 7,257 7,6195,686 M&O 82900 Wastewater Trtmt Plt Oper II 6,590 6,919 7,265 7,628 8,010 8,4106,276 M&O 82910 Wastewater Trtmt Plt Oper III 7,274 7,638 8,019 8,420 8,841 9,2836,927 MGT 20930 Water Distribution Mgr 9,368 13,934Band M23 SUP 82260 Water Distribution Sup 8,350 8,767 9,206 9,666 10,149 10,6577,952 M&O 82620 Water Distribution Tech I 5,022 5,273 5,537 5,814 6,105 6,4104,783 M&O 82640 Water Distribution Tech II 5,544 5,821 6,112 6,418 6,738 7,0755,280 M&O 82600 Water Meter Reader 5,022 5,273 5,537 5,814 6,105 6,4104,783 SUP 80051 Water Meter Services Sup 7,565 7,943 8,340 8,757 9,195 9,6547,204 M&O 82650 Water Service Representative 5,277 5,540 5,817 6,108 6,414 6,7345,025 MGT 20990 Water Treatment Plant Mgr 9,368 13,934Band M23 SUP 82750 Water Treatment Plant Op Sup 9,683 10,167 10,676 11,210 11,770 12,3599,222 M&O 82800 Water Treatment Plant Oper I 5,970 6,268 6,582 6,911 7,257 7,6195,686 M&O 82700 Water Treatment Plant Oper II 6,590 6,919 7,265 7,628 8,010 8,4106,276 M&O 82720 Water Treatment Plant Oper III 7,274 7,638 8,019 8,420 8,841 9,2836,927 M&O 82805 Water Treatment Plant Trainee 5,408 5,679 5,963 6,261 6,574 6,9035,151 SUP 82751 Water Treatment Plt Maint Sup 10,428 10,949 11,497 12,071 12,675 13,3099,931

Resolution No. 2026-49
Exhibit "A"

182
Item14.

MGT 5,216 7,759
MGT 6,658 9,903
ACE 4,616 4,847 5,090 5,892
UCT 3,433 3,604 3,784 4,381
ACE 3,433 3,604 3,784 4,381
UCT 5,096 5,350 5,618 6,504
MGT 7,340 10,918
MGT 13,840 20,586
MGT 6,038 8,982
MGT 10,844 16,131
EM 14,895 22,170
ACE 5,223 5,484 5,758 6,666
ACE 5,765 6,054 6,356 7,358
ACE 7,380 7,749 8,137 9,419
SUP 8,146 8,554 8,981 10,397
SUP 7,024 7,376 7,744 8,965
MGT 10,328 15,362
MGT 9,836 14,631
MGT 10,328 15,362
MGT 10,328 15,362
MGT 9,836 14,631
MGT 11,956 17,784
MGT 11,956 17,784
MGT 11,956 17,784
MGT 8,921 13,270
SUP 7,380 7,749 8,137 9,419
ACE 5,625 5,906 6,201 7,179
ACE 6,523 6,849 7,191 8,325
Resolution No. 2024-149
Exhibit A
50600 Building Inspector II 6,212 7,551 7,929
50601 Building Inspection Sup 7,029 8,543 8,970
50590 Building Inspector I 5,357 6,511 6,837
20950 Asst Dir of Util -Water Band M28
20320 Budget Manager Band M22
20940 Asst Dir of Util - Const & Eng Band M28
20970 Asst Dir of Util - Wastewater Band M28
20442 Asst Dir of Police Support Svc Band M25
20336 Asst Dir of Public Works Band M24
20192 Asst Dir of Community Svs Band M24
20440 Asst Dir of Information Sys Band M25
50500 Associate Planner 6,690 8,132 8,538
20441 Asst Dir of Communications Band M25
30151 Associate Chemist 7,029 8,543 8,970
50400 Associate Engineer 7,758 9,430 9,902
6,046 6,349
50301 Assistant Planner II 5,491 6,674 7,008
10100 Assistant City Manager Band E32
50300 Assistant Planner I 4,974
21060 Assistant City Clerk Band M14
20180 Assistant City Engineer Band M26
21001 Assistant Building Official Band M18
20000 Assistant City Attorney Band M31
21000 Administrative Asst (clssfd) 3,269 3,974 4,172
21330 Administrative Coordinator 4,853 5,899 6,194
5,344 5,611
21430 Administrative Assistant (UCT) 3,269 3,974 4,172
20094 Accountant II Band M16
20095 Accounting Specialist 4,397
Step 4 Step 5 Step 6 Step 7
20090 Accountant I Band M11
PeopleSoft HRMS/Payroll
Classification and Compensation Plan Effective 12/04/2024 (all salaries shown as monthly)
Union
Code
# of Authorized
Positions Job Code Job Description Base Step 2 Step 3
Resolution No. 2026-49
Exhibit "A"

183
Item14.

MGT 9,368 13,934
ACE 4,616 4,847 5,090 5,892
ACE 5,223 5,484 5,758 6,666
ACE 5,765 6,054 6,356 7,358
UCT 6,057 6,360 6,678 7,731
UCT 7,380 7,749 8,137 9,419
MGT 8,092 12,036
UCT 6,523 6,849 7,191 8,325
UCT 4,182 4,391 4,611 5,338
UCT 4,616 4,847 5,090 5,892
EM 14,186 21,114
EM 16,423 24,442
EM
EM 11,115 16,544
COU
COU
MGT 13,181 19,607
EM
EM
MGT 9,836 14,631
MGT 9,368 13,934
EME
MGT 7,707 11,463
ACE 5,096 5,350 5,618 6,504
ACE 5,625 5,906 6,201 7,179
SUP 6,523 6,849 7,191 8,325
UCT 4,394 4,614 4,844 5,608
MGT 7,707 11,463
NSP 4,519 4,745 4,982 5,768
MGT 8,092 12,036
SUP 6,057 6,360 6,678 7,731
SUP 10,428 10,949 11,497 13,309
M&O 6,754 7,092 7,447 8,621
81453 Control Systems Supervisor 9,931 12,071 12,675
81450 Control Systems Technician I 6,433 7,819 8,210
5,232 5,493
50755 Community Services Manager Band M20
40700 Community Services Supervisor 5,769 7,012 7,363
21020 Communications Mgr Band M19
40410 Community Service Officer 4,304
50565 Code Compliance Supervisor 6,212 7,551 7,929
21401 Collections Specialist 4,185 5,087 5,341
50540 Code Compliance Officer I 4,853 5,899 6,194
50550 Code Compliance Officer II 5,357 6,511 6,837
12200 City Treasurer 8,833
50560 Code Compliance Manager Band M19
20140 City Planner Band M24
20691 City Traffic Engineer Band M23
10300 City Manager 23,333
00001 City of Escondido 0
12100 City Council Member 0
10480 City Engineer Band M30
12000 City Clerk Band E26
12050 City Council Member/Mayor 0
10650 Chief of Police Band E34
10200 City Attorney 20,125
73650 Canal Maintenance Tech II 4,397 5,344 5,611
10442 Chief Information Officer Band E31
73000 Canal Maintenance Supervisor 6,212 7,551 7,929
73600 Canal Maintenance Tech I 3,983 4,841 5,084
20827 Business Analyst II 7,029 8,543 8,970
73500 Canal Maintenance Mgr Band M20
50864 Building Permit Tech III 5,491 6,674 7,008
20826 Business Analyst I 5,769 7,012 7,363
50841 Building Permit Tech I 4,397 5,344 5,611
50862 Building Permit Tech II 4,974 6,046 6,349
20150 Building Official Band M23
Resolution No. 2026-49
Exhibit "A"

184
Item14.

M&O 7,456 7,828 8,220 9,516
M&O 8,862 9,306 9,771 11,311
UCT 6,523 6,849 7,191 8,325
UCT 6,853 7,196 7,556 8,746
UCT 8,559 8,987 9,436 10,923
M&O 5,970 6,268 6,582 7,619
M&O 6,923 7,269 7,633 8,836
SUP 4,394 4,614 4,844 5,608
M&O 3,383 3,552 3,730 4,318
M&O 3,734 3,921 4,117 4,766
ACE 3,606 3,787 3,976 4,603
ACE 3,606 3,787 3,976 4,603
ACE 4,080 4,284 4,498 5,208
ACE 4,080 4,284 4,498 5,208
SUP 7,380 7,749 8,137 9,419
MGT 7,707 11,463
MGT 9,368 13,934
EM 14,895 22,170
EM 14,895 22,170
FM 12,227 18,907
UCT 7,948 8,345 8,762 10,143
UCT 5,765 6,054 6,356 7,358
MGT 8,092 12,036
UCT 6,057 6,360 6,678 7,731
UCT 4,616 4,847 5,090 5,892
EM 13,511 20,109
EM 13,511 20,109
EM 13,511 20,109
EM 13,511 20,109
EM 13,511 20,109
EM 13,511 20,109
UCT 4,504 4,729 4,965 5,748
ACE 5,096 5,350 5,618 6,504
21460 Division Support Coordinator 4,289 5,214 5,474
50738 Economic Development Coord 4,853 5,899 6,194
10540 Director of Public Works Band E30
10575 Director of Utilities Band E30
10460 Director of Finance Band E30
10550 Director of Human Resources Band E30
10400 Director of Dev Services Band E30
20338 Director of Economic Dev Band E30
7,012 7,363
82256 Digital Media Technician 4,397 5,344 5,611
20685 Design & Construction Proj Mgr Band M20
82255 Digital Media Coordinator 5,769
60510 Dep Fire Marshal 7,569 9,200 9,660
21055 Deputy City Clerk 5,491 6,674 7,008
10441 Dep City Mgr/Int Dir of Dev Sv Band E32
20160 Dep Fire Chief Band 1
21200 Dep City Attorney II Band M23
10430 Dep City Manager Band E32
20097 Customer Service Supervisor 7,029 8,543 8,970
21199 Dep City Attorney I Band M19
30341 Customer Service Rep II - PD 3,886 4,723 4,960
30340 Customer Service Rep II 3,886 4,723 4,960
30331 Customer Service Rep I - PD 3,435 4,175 4,384
30330 Customer Service Rep I 3,435 4,175 4,384
80200 Custodian I 3,222 3,916 4,112
80201 Custodian II 3,557 4,323 4,539
81310 Cross Connection Technician II 6,594 8,015 8,415
80052 Custodial Supervisor 4,185 5,087 5,341
40433 Criminal Intelligence Sup 8,151 9,908 10,403
81305 Cross Connection Technician I 5,686 6,911 7,257
40432 Criminal Intell Analyst I 6,212 7,551 7,929
40434 Criminal Intell Analyst II 6,527 7,933 8,330
81451 Control Systems Technician II 7,101 8,631 9,062
81452 Control Systems Technician III 8,440 10,259 10,772 Resolution No. 2026-49
Exhibit "A"

185
Item14.

M&O 5,148 5,405 5,676 6,570
M&O 5,682 5,966 6,265 7,252
MGT 6,340 9,430
UCT 5,096 5,350 5,618 6,504
INT 4,635 4,867 5,110 5,637
ACE 6,209 6,519 6,845 7,924
ACE 6,853 7,196 7,556 8,746
MGT 9,836 14,631
ACE 4,616 4,847 5,090 5,892
ACE 5,223 5,484 5,758 6,666
ACE 5,487 5,762 6,050 7,004
ACE 6,057 6,360 6,678 7,731
UCT 6,209 6,519 6,845 7,924
UCT 4,971 5,220 5,481 6,345
UCT 7,200 7,560 7,938 9,189
ACE 6,057 6,360 6,678 7,731
ACE 6,686 7,020 7,371 8,533
SUP 8,559 8,987 9,436 10,923
M&O 5,970 6,268 6,582 7,619
M&O 6,272 6,586 6,915 8,005
UCT 3,884 4,078 4,282 4,957
UCT 5,487 5,762 6,050 7,004
SUP 6,686 7,020 7,371 8,533
MGT 8,092 12,036
ACE 5,909 6,205 6,515 7,542
ACE 5,909 6,205 6,515 7,542
ACE 6,523 6,849 7,191 8,325
SUP 7,565 7,943 8,340 9,654
MGT 8,921 13,270
MGT 6,658 9,903
FM 10,562 15,554
FIR 9,333 9,800 10,290 11,911
EM 14,186 21,114
10,804 11,344
10600 Fire Chief Band E31
20370 Fire Battalion Chief Band 3
60200 Fire Captain 8,889
50725 Finance Manager Band M22
50751 Fire Admin Services Manager Band M16
50720 Field Engineering Inspector II 6,212 7,551 7,929
50255 Field Engineering Supervisor 7,204 8,757 9,195
40080 Facilities Project Coordinator 5,628 6,841 7,183
50715 Field Engineering Inspector I 5,628 6,841 7,183
82210 Facilities Maint Supervisor 6,368 7,740 8,127
20310 Facilities Maintenance Mgr Band M20
21441 Executive Assistant 3,699 4,496 4,721
21334 Executive Coordinator 5,226 6,352 6,670
80500 Equipment Mechanic I 5,686 6,911 7,257
80501 Equipment Mechanic II 5,974 7,261 7,624
50825 Environmental Comp Insp II 6,368 7,740 8,127
50835 Environmental Comp Supervisor 8,151 9,908 10,403
20887 Env Programs Supervisor 6,857 8,335 8,752
50815 Environmental Comp Insp I 5,769 7,012 7,363
20885 Env Program Specialist II 5,913 7,187 7,547
20884 Env Programs Specialist I 4,735 5,755 6,043
50710 Engineering Technician I 5,226 6,352 6,670
50730 Engineering Technician II 5,769 7,012 7,363
5,344 5,611
50845 Engineering Permit Tech II 4,974 6,046 6,349
50675 Engineering Manager Band M24
50844 Engineering Permit Tech I 4,397
50660 Engineer I 5,913 7,187 7,547
50670 Engineer II 6,527 7,933 8,330
5,899 6,194
60801 Emergency Medical Technician 4,414 5,366 5,500
50770 Emer/Disaster Preparedness Mgr Band M15
60800 Emerergency Medical Svs Coord 4,853
80305 Electrician Assistant 4,903 5,959 6,257
80307 Electrician 5,412 6,578 6,907
Resolution No. 2026-49
Exhibit "A"

186
Item14.

FM 12,227 18,006
FIR 7,952 8,349 8,767 10,149
MGT 9,368 13,934
ACE 4,616 4,847 5,090 5,892
ACE 5,223 5,484 5,758 6,666
ACE 5,765 6,054 6,356 7,358
ACE 6,364 6,682 7,016 8,122
FIR 7,573 7,952 8,349 9,665
MGT 8,092 12,036
UCT 7,565 7,943 8,340 9,654
MGT 7,707 11,463
UCT 6,057 6,360 6,678 7,731
UCT 6,853 7,196 7,556 8,746
ACE 4,182 4,391 4,611 5,338
ACE 4,732 4,968 5,217 6,039
ACE 5,096 5,350 5,618 6,504
MGT 8,092 12,036
MGT 5,216 7,759
MGT 6,038 8,982
UCT 5,765 6,054 6,356 7,358
MGT 9,368 13,934
UCT 4,504 4,729 4,965 5,748
UCT 5,096 5,350 5,618 6,504
M&O 5,682 5,966 6,265 7,252
ACE 6,853 7,196 7,556 8,746
ACE 3,433 3,604 3,784 4,381
MGT 8,092 12,036
ACE 5,765 6,054 6,356 7,358
ACE 6,364 6,682 7,016 8,122
MGT 6,990 10,398
SUP 6,364 6,682 7,016 8,122
UCT 6,364 6,682 7,016 8,122
UCT 5,625 5,906 6,201 7,17920876 Latent Print Specialist 5,357 6,511 6,837 7,367 7,735
20875 Latent Print & Evid Specialist 6,061 7,367 7,735
20501 Lakes & Open Space Mgr Band M17
82201 Lakes & Open Space Supervisor 6,061
30870 Laboratory Technician I 5,491 6,674 7,008
30880 Laboratory Technician II 6,061 7,367 7,735
30850 Laboratory Assistant 3,269 3,974 4,172
20800 Laboratory Manager Band M20
80300 HVAC Technician 5,412 6,578 6,907
30885 Lab Quality Assurance Officer 6,527 7,933 8,330
21651 Human Resources Technician I 4,289 5,214 5,474
21655 Human Resources Technician II 4,853 5,899 6,194
21650 Human Resources Coordinator 5,491 6,674 7,008
21130 Human Resources Manager Band M23
21081 Human Resources Analyst I Band M11
21083 Human Resources Analyst II Band M14
21280 Housing & Neigh Svcs Prog Coor 4,853 5,899 6,194
21190 Housing & Neigh Svs Mgr Band M20
50780 Graphics Technician I 3,983 4,841 5,084
50781 Graphics Technician II 4,507 5,478 5,752
50735 GIS Analyst I 5,769 7,012 7,363
50737 GIS Analyst II 6,527 7,933 8,330
20874 Forensic Services Supervisor 7,204 8,757 9,195
50731 Geographic Information Sys Mgr Band M19
60700 Firefighter/Paramedic 7,212 8,767 9,205
20850 Fleet Maint Manager Band M20
50750 Fire Prevention Specialist I 5,491 6,674 7,008
50760 Fire Prevention Specialist II 6,061 7,367 7,735
50870 Fire Permit Tech I 4,397 5,344 5,611
50871 Fire Permit Tech II 4,974 6,046 6,349
60300 Fire Engineer 7,573 9,205 9,665
20350 Fire Marshal Band M23
20300 Fire Division Chief Band 2
Resolution No. 2026-49
Exhibit "A"

187
Item14.

SUP 5,354 5,621 5,902 6,833
ACE 5,223 5,484 5,758 6,666
M&O 5,544 5,821 6,112 7,075
M&O 7,096 7,451 7,824 9,057
MGT 8,092 12,036
M&O 7,642 8,024 8,425 9,753
M&O 4,022 4,223 4,434 5,133
M&O 7,096 7,451 7,824 9,057
M&O 8,029 8,430 8,852 10,247
M&O 7,096 7,451 7,824 9,057
M&O 8,029 8,430 8,852 10,247
UCT 5,354 5,621 5,902 6,833
UCT 5,625 5,906 6,201 7,179
UCT 4,850 5,093 5,347 6,190
M&O 4,122 4,328 4,545 5,261
M&O 4,550 4,777 5,016 5,807
MGT 5,752 8,554
MGT 6,340 9,430
UCT 6,686 7,020 7,371 8,533
UCT 7,565 7,943 8,340 9,654
MGT 9,368 13,934
UCT 7,380 7,749 8,137 9,419
UCT 5,487 5,762 6,050 7,004
UCT 5,909 6,205 6,515 7,542
UCT 6,209 6,519 6,845 7,924
ACE 5,096 5,350 5,618 6,504
NSF 5,337 5,604 5,884 6,491
M&O 4,439 4,661 4,894 5,665
M&O 4,900 5,145 5,402 6,254
UCT 5,765 6,054 6,356 7,358
UCT 4,504 4,729 4,965 5,748
UCT 5,096 5,350 5,618 6,504
ACE 4,616 4,847 5,090 5,892
21662 Payroll Technician II 4,853 5,899 6,194
50842 Planning Permit Tech I 4,397 5,344 5,611
21661 Payroll Supervisor 5,491 6,674 7,008
21660 Payroll Technician I 4,289 5,214 5,474
81420 Park Ranger I 4,228 5,139 5,396
81421 Park Ranger II 4,666 5,672 5,956
50834 Older Adlt Nutrition Prg Coord 4,853 5,899 6,194
60805 Paramedic 5,083 6,178 6,333
21313 Network Systems Technician II 5,628 6,841 7,183
21316 Network Systems Technician III 5,913 7,187 7,547
8,543 8,970
21310 Network Systems Technician I 5,226 6,352 6,670
21801 Network Manager Band M23
21311 Network Systems Engineer 7,029
7,740 8,127
21318 Network Administrator II 7,204 8,757 9,195
21092 Management Analyst II Band M15
21317 Network Administrator I 6,368
81930 Maintenance Technician II 4,333 5,267 5,531
21090 Management Analyst I Band M13
21470 Maintenance & Oper Coordinator 4,619 5,615 5,895
81412 Maintenance Technician I 3,926 4,772 5,010
21580 Legal Assistant 5,099 6,198 6,507
21585 Legal Specialist 5,357 6,511 6,837
82660 Lead Water Distribution Tech 6,758 8,215 8,626
82725 Lead Water Trtmnt Plant Oper 7,647 9,294 9,759
82251 Lead Wastewater Coll Tech 6,758 8,215 8,626
82915 Lead Wastewater Trtmt Plant Op 7,647 9,294 9,759
81500 Lead Plant Systems Technician 7,278 8,847 9,289
02130 Lead Ranger Specialist 3,830 4,655 4,888
81080 Lead Mechanic 6,758 8,215 8,626
21309 Lead Network Systems Engineer Band M20
50930 Lead Graphics Technician 4,974 6,046 6,349
81100 Lead Maintenance Technician 5,280 6,418 6,738
80061 Lead Comm Svs Coordinator 5,099 6,198 6,507
Resolution No. 2026-49
Exhibit "A"

188
Item14.

ACE 5,223 5,484 5,758 6,666
ACE 6,523 6,849 7,191 8,325
ACE 7,200 7,560 7,938 9,189
M&O 5,970 6,268 6,582 7,619
M&O 6,754 7,092 7,447 8,621
SUP 8,992 9,441 9,914 11,476
MGT 7,707 11,463
PM 12,227 18,006
PM 10,562 15,554
POL 6,457
POL 7,848 8,240 8,652 10,016
ACE 5,096 5,350 5,618 6,504
UCT 5,354 5,621 5,902 6,833
UCT 5,909 6,205 6,515 7,542
SUP 5,096 5,350 5,618 6,504
PAC 3,697 3,881 4,075 4,718
POL 10,411 10,931 11,478
MGT 7,707 11,463
UCT 5,096 5,350 5,618 6,504
MGT 9,368 13,934
MGT 8,497 12,638
ACE 4,287 4,501 4,726 5,471
ACE 5,096 5,350 5,618 6,504
UCT 5,354 5,621 5,902 6,833
UCT 5,909 6,205 6,515 7,542
MGT 7,707 11,463
SUP 5,354 5,621 5,902 6,833
PAC 3,606 3,787 3,976 4,603
PAC 3,981 4,180 4,389 5,081
NSP 5,183 5,442 5,715 6,615
NSP 5,715 6,001 6,300 7,294
NSP 6,633 6,964 7,312 8,465
MGT 7,707 11,46321335 Public Safety Systems Manager Band M19 30260 Public Safety Dispatcher II 5,442 6,616 6,946
40090 Public Safety Shift Supervisor 6,317 7,678 8,062
40631 Property & Evidence Tech II 3,791 4,608 4,839
30250 Public Safety Dispatcher I 4,937 6,001 6,300
6,198 6,507
40630 Property & Evidence Tech I 3,435 4,175 4,384
20686 Project Manager Band M19
80610 Property & Evidence Supervisor 5,099
21680 Programmer Analyst I 5,099 6,198 6,507
21681 Programmer Analyst II 5,628 6,841 7,183
4,963 5,211
50734 Program Coordinator 4,853 5,899 6,194
20690 Principal Planner Band M21
50733 Program Assistant 4,083
21555 Police Training Coordinator 4,853 5,899 6,194
20680 Principal Engineer Band M23
70500 Police Sergeant 9,915 12,052 12,654
50758 Police Support Services Mgr Band M19
31215 Police Records Supervisor 4,853 5,899 6,194
31210 Police Records Technician 3,520 4,279 4,493
21550 Police Projects Specialist I 5,099 6,198 6,507
21551 Police Projects Specialist II 5,628 6,841 7,183
70300 Police Officer 7,474 9,085 9,539
50739 Police Program Coordinator 4,853 5,899 6,194
20670 Police Lieutenant Band 2
70250 Police Officer Trainee 6,150
50753 Police Business Manager Band M19
20600 Police Captain Band 1
81490 Plant Systems Technician II 6,433 7,819 8,210
81501 Plant Systems Technician Sup 8,564 10,409 10,930
50921 Plans Examiner II 6,857 8,335 8,752
81480 Plant Systems Technician I 5,686 6,911 7,257
50843 Planning Permit Tech II 4,974 6,046 6,349
50920 Plans Examiner I 6,212 7,551 7,929
Resolution No. 2026-49
Exhibit "A"

189
Item14.

MGT 8,092 12,036
MGT 8,092 12,036
SUP 6,523 6,849 7,191 8,325
ACE 4,732 4,968 5,217 6,039
SUP 5,909 6,205 6,515 7,542
MGT 8,092 12,036
ACE 4,182 4,391 4,611 5,338
ACE 4,182 4,391 4,611 5,338
SUP 6,523 6,849 7,191 8,325
ACE 4,850 5,093 5,347 6,190
ACE 5,765 6,054 6,356 7,358
MGT 8,921 13,270
UCT 5,223 5,484 5,758 6,666
MGT 8,497 12,638
UCT 5,765 6,054 6,356 7,358
UCT 9,447 9,919 10,415 12,057
ACE 3,789 3,978 4,177 4,836
UCT 3,789 3,978 4,177 4,836
M&O 7,816 8,225 8,636 9,997
MGT 11,386 16,937
MGT 8,497 12,638
ACE 7,380 7,749 8,137 9,419
UCT 7,024 7,376 7,744 8,965
MGT 6,990 10,398
UCT 6,209 6,519 6,845 7,924
M&O 5,022 5,273 5,537 6,410
MGT 6,658 9,903
PAC 4,394 4,614 4,844 5,608
UCT 6,686 7,020 7,371 8,533
SUP 8,559 8,987 9,436 10,923
UCT 7,024 7,376 7,744 8,965
UCT 8,146 8,554 8,981 10,397
UCT 5,223 5,484 5,758 6,666
20825 Systems Analyst II 7,758 9,430 9,902
20965 Telecommunications Specialist 4,974 6,046 6,349
30150 Supervising Chemist 8,151 9,908 10,403
20823 Systems Analyst I 6,690 8,132 8,538
5,087 5,341
20347 Sr Safety Analyst 6,368 7,740 8,127
20840 Sr Planner Band M16
40632 Sr Property & Evidence Tech 4,185
7,187 7,547
80681 Sr Maintenance Technician 4,783 5,814 6,105
21080 Sr Human Resources Analyst Band M17
21590 Sr Legal Assistant 5,913
8,543 8,970
21331 Sr Executive Assistant 6,690 8,132 8,538
20877 Sr Engineer Band M21
50821 Sr Environmental Com Inspector 7,029
81315 Sr Cross Connection Technician 7,460 9,068 9,521
21220 Sr Deputy City Attorney Band M27
21100 Sr Administrative Asst (clsfd) 3,608 4,386 4,605
21440 Sr Administrative Asst (UCT) 3,608 4,386 4,605
20345 Safety & Training Specialist 5,491 6,674 7,008
82235 SCADA Engineer 8,997 10,936 11,483
20040 Risk & Safety Coordinator 4,974 6,046 6,349
20337 Risk & Safety Manager Band M21
50741 Recycling Programs Spec II 5,491 6,674 7,008
20001 Revenue Manager Band M22
50742 Recycling Program Supervisor 6,212 7,551 7,929
50740 Recycling Programs Spec I 4,619 5,615 5,895
81415 Recreation Coord - Tiny Tots 3,983 4,841 5,084
81411 Recreation Coordinator 3,983 4,841 5,084
40250 Purchasing Supervisor 5,628 6,841 7,183
21340 Real Property Manager Band M20
7,551 7,929
30750 Purchasing & Inv Control Coord 4,507 5,478 5,752
20500 Public Works Manager Band M20
80050 Public Works Supervisor 6,212
40100 Public Sfty Communications Mgr Band M20
Resolution No. 2026-49
Exhibit "A"

190
Item14.

MGT 6,990 10,398
UCT 5,625 5,906 6,201 7,179
MGT 8,497 12,638
UCT 7,200 7,560 7,938 9,189
ACE 5,096 5,350 5,618 6,504
MGT 7,707 11,463
SUP 8,350 8,767 9,206 10,657
M&O 5,022 5,273 5,537 6,410
M&O 5,544 5,821 6,112 7,075
MGT 9,368 13,934
MGT 9,368 13,934
SUP 9,925 10,422 10,943 12,668
M&O 5,408 5,679 5,963 6,903
M&O 5,970 6,268 6,582 7,619
M&O 6,590 6,919 7,265 8,410
M&O 7,274 7,638 8,019 9,283
MGT 9,368 13,934
SUP 8,350 8,767 9,206 10,657
M&O 5,022 5,273 5,537 6,410
M&O 5,544 5,821 6,112 7,075
M&O 5,022 5,273 5,537 6,410
SUP 7,565 7,943 8,340 9,654
M&O 5,277 5,540 5,817 6,734
MGT 9,368 13,934
SUP 9,683 10,167 10,676 12,359
M&O 5,970 6,268 6,582 7,619
M&O 6,590 6,919 7,265 8,410
M&O 7,274 7,638 8,019 9,283
M&O 5,408 5,679 5,963 6,903
SUP 10,428 10,949 11,497 13,309
82805 Water Treatment Plant Trainee 5,151 6,261 6,574
82751 Water Treatment Plt Maint Sup 9,931 12,071 12,675 82700 Water Treatment Plant Oper II 6,276 7,628 8,010
82720 Water Treatment Plant Oper III 6,927 8,420 8,841
11,210 11,770
82800 Water Treatment Plant Oper I 5,686 6,911 7,257
20990 Water Treatment Plant Mgr Band M23
82750 Water Treatment Plant Op Sup 9,222
80051 Water Meter Services Sup 7,204 8,757 9,195
82650 Water Service Representative 5,025 6,108 6,414
82640 Water Distribution Tech II 5,280 6,418 6,738
82600 Water Meter Reader 4,783 5,814 6,105
82260 Water Distribution Sup 7,952 9,666 10,149
82620 Water Distribution Tech I 4,783 5,814 6,105
82910 Wastewater Trtmt Plt Oper III 6,927 8,420 8,841
20930 Water Distribution Mgr Band M23
83000 Wastewater Trtmt Plt Oper I 5,686 6,911 7,257
82900 Wastewater Trtmt Plt Oper II 6,276 7,628 8,010
11,490 12,064
82901 Wastewater Trt Plant Op Trnee 5,151 6,261 6,574
20975 Wastewater Operations Mgr Band M23
82920 Wastewater Trmt Plnt Op Superv 9,453
82250 Wastewater Collections Tech II 5,280 6,418 6,738
20920 Wastewater Maintenance Mgr Band M23
82280 Wastewater Coll Supervisor 7,952 9,666 10,149
82220 Wastewater Collections Tech I 4,783 5,814 6,105
30350 Utility Billing Technician 4,853 5,899 6,194
20880 Utility Environmental Prog Mgr Band M19
6,511 6,837
20683 Utilities Construction Mgr Band M21
81935 Utilities Maint Scheduler 6,857 8,335 8,752
82233 Utilities Analyst Band M17
82230 Utilities Construction Coord 5,357
Resolution No. 2026-49
Exhibit "A"

191
Item14.

Resolution No. 2026-49
Exhibit "A"

192
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20090 Accountant I MGT M11 $5,216.40 $7,759.34
20094 Accountant II MGT M16 $6,658.00 $9,903.08
20095 Accounting Specialist T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 21430 Administrative Assistant (UCT) UCT U19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 21000 Administrative Asst (clssfd) T_ACE A19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 21330 Administrative Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 21001 Assistant Building Official MGT M18 $7,340.00 $10,917.84 20000 Assistant City Attorney MGT M31 $13,840.00 $20,586.24 21060 Assistant City Clerk MGT M14 $6,038.00 $8,981.96
20180 Assistant City Engineer MGT M26 $10,844.19 $16,130.62 10100 Assistant City Manager EM E32 $14,895.00 $22,170.17 20441 Assistant Director of Communications MGT M25 $10,327.80 $15,362.49 20192 Assistant Director of Community Services MGT M24 $9,836.00 $14,630.95 20440 Assistant Director of Information Systems MGT M25 $10,327.80 $15,362.49 20442 Assistant Director of Police Support Services MGT M25 $10,327.80 $15,362.49 20336 Assistant Director of Public Works MGT M24 $9,836.00 $14,630.95 20940 Assistant Director of Utilities - Construction & Engineering MGT M28 $11,955.72 $17,784.01 20970 Assistant Director of Utilities - Wastewater MGT M28 $11,955.72 $17,784.01 20950 Assistant Director of Utilities -Water MGT M28 $11,955.72 $17,784.01 50300 Assistant Planner I T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50301 Assistant Planner II T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 30151 Associate Chemist T_ACE A50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 50400 Associate Engineer SUP S58 $8,563.69 $11,476.16 $8,563.69 $8,991.87 $9,441.46 $9,913.54 $10,409.21 $10,929.67 $11,476.16 50500 Associate Planner SUP S48 $6,689.94 $8,965.16 $6,689.94 $7,024.43 $7,375.66 $7,744.44 $8,131.66 $8,538.24 $8,965.16 20130 Asst Dir of Human Resources MGT M23 $9,368.00 $13,933.50 Resolution No. 2026-49
Exhibit "A"

193
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50601 Building Inspection Supervisor SUP $7,384.44 $9,895.85 $7,384.44 $7,753.66 $8,141.34 $8,548.41 $8,975.83 $9,424.62 $9,895.85 50590 Building Inspector I T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 50600 Building Inspector II T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 20150 Building Official MGT M25 $10,327.80 $15,362.49
50841 Building Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50862 Building Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50864 Building Permit Technician III T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 20826 Business Analyst I UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 20827 Business Analyst II UCT U50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 73500 Canal Maintenance Manager MGT M20 $8,092.00 $12,036.18 73000 Canal Maintenance Supervisor UCT U45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 73600 Canal Maintenance Tech I UCT U27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 73650 Canal Maintenance Technician II UCT U31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 10442 Chief Information Officer EM E31 $14,186.00 $21,113.98 10200 City Attorney EM 1 $2,773.33 $26,000.00
12000 City Clerk EM E26 $11,115.40 $16,544.26
12100 City Council Member COU 2 $2,245.06 $2,245.06
12050 City Council Member/Mayor COU 1 $6,280.12 $6,280.12 10480 City Engineer MGT M30 $13,181.18 $19,606.87
10300 City Manager EM 1 $2,773.33 $26,000.00
20140 City Planner MGT M24 $9,836.00 $14,630.95
20691 City Traffic Engineer MGT M23 $9,368.00 $13,933.50 12200 City Treasurer EME 2 $2,245.06 $2,245.06
50560 Code Compliance Manager MGT M19 $7,707.00 $11,463.24 50540 Code Compliance Officer I T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 Resolution No. 2026-49
Exhibit "A"

194
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50550 Code Compliance Officer II T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 50565 Code Compliance Supervisor SUP S47 $6,526.77 $8,746.49 $6,526.77 $6,853.11 $7,195.76 $7,555.55 $7,933.33 $8,329.99 $8,746.49 21401 Collections Specialist UCT U29 $4,435.83 $5,944.43 $4,435.83 $4,657.62 $4,890.50 $5,135.02 $5,391.77 $5,661.36 $5,944.43 21020 Communications Manager MGT M19 $7,707.00 $11,463.24 40410 Community Service Officer NSP 001 $4,562.21 $6,113.89 $4,562.24 $4,790.14 $5,029.70 $5,280.92 $5,545.48 $5,822.75 $6,113.89 50755 Community Services Manager MGT M20 $8,092.00 $12,036.18 40700 Community Services Supervisor SUP S47 $6,526.77 $8,746.49 $6,526.77 $6,853.11 $7,195.76 $7,555.55 $7,933.33 $8,329.99 $8,746.49 81453 Control Systems Supervisor SUP S66 $10,434.02 $13,982.58 $10,434.02 $10,955.72 $11,503.51 $12,078.68 $12,682.62 $13,316.75 $13,982.58 81450 Control Systems Technician I M&O T44 $6,989.25 $9,366.27 $6,989.25 $7,338.72 $7,705.65 $8,090.94 $8,495.48 $8,920.26 $9,366.27 81451 Control Systems Technician II M&O T47 $7,526.66 $10,086.45 $7,526.66 $7,903.00 $8,298.15 $8,713.05 $9,148.71 $9,606.14 $10,086.45 81452 Control Systems Technician III M&O T54 $8,946.84 $11,989.62 $8,946.84 $9,394.18 $9,863.89 $10,357.08 $10,874.94 $11,418.68 $11,989.62 40432 Criminal Intelligence Analyst I UCT U45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 40434 Criminal Intelligence Analyst II UCT U47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 40433 Criminal Intelligence Supervisor UCT U56 $8,640.10 $11,578.56 $8,640.10 $9,072.11 $9,525.71 $10,002.00 $10,502.10 $11,027.20 $11,578.56 81305 Cross Connection Technician I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 81310 Cross Connection Technician II M&O T44 $6,989.25 $9,366.27 $6,989.25 $7,338.72 $7,705.65 $8,090.94 $8,495.48 $8,920.26 $9,366.27 80052 Custodial Supervisor SUP S29 $4,184.67 $5,607.87 $4,184.67 $4,393.92 $4,613.67 $4,844.33 $5,086.50 $5,340.82 $5,607.87 80200 Custodian I M&O T15 $3,415.38 $4,576.93 $3,415.38 $3,586.15 $3,765.45 $3,953.73 $4,151.41 $4,358.98 $4,576.93 80201 Custodian II M&O T19 $3,769.94 $5,052.08 $3,769.94 $3,958.43 $4,156.36 $4,364.17 $4,582.38 $4,811.50 $5,052.08 30330 Customer Service Rep I T_ACE A21 $3,640.69 $4,878.87 $3,640.69 $3,822.72 $4,013.86 $4,214.55 $4,425.28 $4,646.54 $4,878.87 30331 Customer Service Rep I - PD T_ACE A21 $3,640.69 $4,878.87 $3,640.69 $3,822.72 $4,013.86 $4,214.55 $4,425.28 $4,646.54 $4,878.87 30340 Customer Service Representative II T_ACE A26 $4,119.11 $5,520.00 $4,119.11 $4,325.06 $4,541.31 $4,768.38 $5,006.80 $5,257.14 $5,520.00 30341 Customer Service Representative II - Police Department T_ACE A26 $4,119.11 $5,520.00 $4,119.11 $4,325.06 $4,541.31 $4,768.38 $5,006.80 $5,257.14 $5,520.00 20097 Customer Service Supervisor SUP S56 $8,151.04 $10,923.17 $8,151.04 $8,558.59 $8,986.52 $9,435.85 $9,907.64 $10,403.02 $10,923.17 21199 Deputy City Attorney I MGT M19 $7,707.00 $11,463.24 Resolution No. 2026-49
Exhibit "A"

195
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
21200 Deputy City Attorney II MGT M23 $9,368.00 $13,933.50 21055 Deputy City Clerk UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 10430 Deputy City Manager EM E32 $14,895.00 $22,170.17
10441 Deputy City Manager/Interim Director of Development Services
EM E32 $14,895.00 $22,170.17
20160 Deputy Fire Chief FM 1 $12,839.17 $18,907.17
60510 Deputy Fire Marshal UCT U53 $8,023.19 $10,751.85 $8,023.19 $8,424.35 $8,845.57 $9,287.85 $9,752.24 $10,239.85 $10,751.85 20685 Design & Construction Project Manager MGT M20 $8,092.00 $12,036.18 82255 Digital Media Coordinator UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 82256 Digital Media Technician UCT U31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 10415 Dir of Comm & Community Svs EM E28 $12,255.00 $18,239.76 10400 Dir of Dev Services EM E30 $13,511.00 $20,108.50
10475 Dir of Economic Dev & Comm Rel EM M26 $10,844.19 $16,130.62 20338 Director of Economic Development EM E30 $13,511.00 $20,108.50 10460 Director of Finance EM E30 $13,511.00 $20,108.50
10550 Director of Human Resources EM E30 $13,511.00 $20,108.50 10540 Director of Public Works EM E30 $13,511.00 $20,108.50 10575 Director of Utilities EM E30 $13,511.00 $20,108.50 21460 Division Support Coordinator UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 50738 Economic Development Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 80307 Electrician M&O T36 $5,736.41 $7,687.33 $5,736.41 $6,023.23 $6,324.39 $6,640.61 $6,972.64 $7,321.27 $7,687.33 80305 Electrician Assistant M&O T32 $5,196.90 $6,964.34 $5,196.90 $5,456.75 $5,729.58 $6,016.06 $6,316.87 $6,632.71 $6,964.34 60800 Emergency Medical Services Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 60801 Emergency Medical Technician NSF 001 $4,679.27 $5,975.63 $4,679.27 $4,913.24 $5,416.85 $5,687.69 $5,829.88 $5,975.63 50770 Emergency Preparedness Manager MGT M21 $8,496.60 $12,637.99 50660 Engineer I T_ACE A43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 Resolution No. 2026-49
Exhibit "A"

196
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50670 Engineer II T_ACE A47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 50675 Engineering Manager MGT M24 $9,836.00 $14,630.95
50844 Engineering Permit Tech I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50845 Engineering Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 30450 Engineering Projects Manager MGT 023 $9,601.99 $12,962.19 50710 Engineering Technician I T_ACE A38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 50730 Engineering Technician II T_ACE A42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50815 Environmental Compliance Inspector I T_ACE A42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50825 Environmental Compliance Inspector II T_ACE A46 $6,749.63 $9,045.15 $6,749.63 $7,087.12 $7,441.47 $7,813.54 $8,204.22 $8,614.43 $9,045.15 50835 Environmental Compliance Supervisor SUP S58 $8,563.69 $11,476.16 $8,563.69 $8,991.87 $9,441.46 $9,913.54 $10,409.21 $10,929.67 $11,476.16 20884 Environmental Programs Specialist I UCT U34 $5,018.73 $6,725.58 $5,018.73 $5,269.67 $5,533.15 $5,809.81 $6,100.30 $6,405.31 $6,725.58 20885 Environmental Programs Specialist II UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 20887 Environmental Programs Supervisor UCT U49 $7,268.62 $9,740.64 $7,268.62 $7,632.05 $8,013.65 $8,414.33 $8,835.05 $9,276.80 $9,740.64 80500 Equipment Mechanic I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 80501 Equipment Mechanic II M&O T40 $6,331.92 $8,485.38 $6,331.92 $6,648.52 $6,980.94 $7,329.99 $7,696.49 $8,081.31 $8,485.38 21334 Executive Coordinator UCT U38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 20310 Facilities Maintenance Manager MGT M20 $8,092.00 $12,036.18 82210 Facilities Maintenance Supervisor SUP S50 $7,028.62 $9,419.02 $7,028.62 $7,380.05 $7,749.05 $8,136.50 $8,543.33 $8,970.49 $9,419.02 40080 Facilities Project Coordinator T_ACE A41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 50715 Field Engineering Inspector I T_ACE A41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 50720 Field Engineering Inspector II T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 50255 Field Engineering Supervisor SUP $7,384.44 $9,895.85 $7,384.44 $7,753.66 $8,141.34 $8,548.41 $8,975.83 $9,424.62 $9,895.85 50725 Finance Manager MGT M22 $8,921.00 $13,270.21
50751 Fire Administrative Services Manager MGT M16 $6,658.00 $9,903.08 20370 Fire Battalion Chief FM 3 $14,787.03 $21,776.18
Resolution No. 2026-49
Exhibit "A"

197
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20371 Fire Battalion Chief - 40 Hour FM 4 - 40 hour
BC
$14,787.03 $21,776.18
60200 Fire Captain FIR 003 $9,421.81 $12,626.13 $9,421.81 $9,892.90 $10,387.55 $10,906.92 $11,452.27 $12,024.88 10600 Fire Chief EM E32 $14,895.00 $22,170.17
20300 Fire Division Chief FM 2 $12,226.50 $18,006.00
60300 Fire Engineer FIR 021 $8,027.37 $10,757.44 $8,027.37 $8,428.74 $8,850.17 $9,292.68 $9,757.32 $10,245.18 50871 Fire Permit Tech II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50870 Fire Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50750 Fire Prevention Specialist I T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 50760 Fire Prevention Specialist II T_ACE A44 $6,424.40 $8,609.31 $6,424.40 $6,745.62 $7,082.90 $7,437.04 $7,808.90 $8,199.34 $8,609.31 60700 Firefighter/Paramedic FIR 002 $7,212.37 $9,665.27 $7,645.11 $8,027.37 $8,428.74 $8,850.17 $9,292.68 $9,757.32 20850 Fleet Maintenance Manager MGT M20 $8,092.00 $12,036.18 20874 Forensic Services Supervisor UCT U56 $8,640.10 $11,578.56 $8,640.10 $9,072.11 $9,525.71 $10,002.00 $10,502.10 $11,027.20 $11,578.56 50731 Geographic Information Systems Manager MGT M19 $7,707.00 $11,463.24 50735 GIS Analyst I UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50737 GIS Analyst II UCT U47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 50780 Graphics Technician I T_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 50781 Graphics Technician II T_ACE A32 $4,776.90 $6,401.50 $4,776.90 $5,015.74 $5,266.53 $5,529.86 $5,806.35 $6,096.67 $6,401.50 21190 Housing & Neighborhood Services Manager MGT M20 $8,092.00 $12,036.18 21280 Housing & Neighborhood Services Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 21081 Human Resources Analyst I MGT M11 $5,216.40 $7,759.34 21083 Human Resources Analyst II MGT M14 $6,038.00 $8,981.96 21650 Human Resources Coordinator UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 21130 Human Resources Manager MGT M23 $9,368.00 $13,933.50 21651 Human Resources Technician I UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 21655 Human Resources Technician II UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 Resolution No. 2026-49
Exhibit "A"

198
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
80300 HVAC Technician M&O T36 $5,736.41 $7,687.33 $5,736.41 $6,023.23 $6,324.39 $6,640.61 $6,972.64 $7,321.27 $7,687.33 10650 Interim Chief of Police EM E34 $16,423.00 $24,442.42 30850 Laboratory Assistant T_ACE A19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 20800 Laboratory Manager MGT M20 $8,092.00 $12,036.18
30885 Laboratory Quality Assurance Officer T_ACE A47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 30870 Laboratory Technician I T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 30880 Laboratory Technician II T_ACE A44 $6,424.40 $8,609.31 $6,424.40 $6,745.62 $7,082.90 $7,437.04 $7,808.90 $8,199.34 $8,609.31 20501 Lakes & Open Space Manager MGT M17 $6,990.00 $10,397.79 82201 Lakes & Open Space Supervisor SUP S47 $6,526.77 $8,746.49 $6,526.77 $6,853.11 $7,195.76 $7,555.55 $7,933.33 $8,329.99 $8,746.49 20875 Latent Print & Evidence Specialist UCT U53 $8,023.19 $10,751.85 $8,023.19 $8,424.35 $8,845.57 $9,287.85 $9,752.24 $10,239.85 $10,751.85 20876 Latent Print Specialist UCT U51 $7,636.59 $10,233.76 $7,636.59 $8,018.42 $8,419.34 $8,840.31 $9,282.32 $9,746.44 $10,233.76 50930 Lead Graphics Technician T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 81100 Lead Maintenance Technician M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 81080 Lead Mechanic M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 21309 Lead Network Systems Engineer MGT M20 $8,092.00 $12,036.18 81500 Lead Plant Systems Technician M&O T48 $7,714.83 $10,338.61 $7,714.83 $8,100.57 $8,505.60 $8,930.88 $9,377.42 $9,846.29 $10,338.61 82251 Lead Wastewater Collections Technician M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 82915 Lead Wastewater Treatment Plant Operator M&O T50 $8,105.39 $10,862.00 $8,105.39 $8,510.66 $8,936.20 $9,383.00 $9,852.16 $10,344.76 $10,862.00 82660 Lead Water Distribution Technician M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 82725 Lead Water Treatment Plant Operator M&O T50 $8,105.39 $10,862.00 $8,105.39 $8,510.66 $8,936.20 $9,383.00 $9,852.16 $10,344.76 $10,862.00 21580 Legal Assistant UCT U37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 21585 Legal Specialist UCT U39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 21470 Maintenance & Operations Coordinator UCT U33 $4,896.32 $6,561.54 $4,896.32 $5,141.14 $5,398.19 $5,668.10 $5,951.51 $6,249.09 $6,561.54 81412 Maintenance Technician I M&O T23 $4,161.31 $5,576.55 $4,161.31 $4,369.37 $4,587.84 $4,817.23 $5,058.09 $5,311.00 $5,576.55 81930 Maintenance Technician II M&O T27 $4,593.30 $6,155.47 $4,593.30 $4,822.97 $5,064.12 $5,317.32 $5,583.19 $5,862.35 $6,155.47 Resolution No. 2026-49
Exhibit "A"

199
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
21090 Management Analyst I MGT M13 $5,752.00 $8,554.46
21092 Management Analyst II MGT M15 $6,340.00 $9,430.40 81070 Mechanic Supervisor SUP S29 $4,184.67 $5,607.87 $4,184.67 $4,393.92 $4,613.67 $4,844.33 $5,086.50 $5,340.82 $5,607.87 21317 Network Administrator I UCT U46 $6,749.63 $9,045.15 $6,749.63 $7,087.08 $7,441.47 $7,813.54 $8,204.22 $8,614.43 $9,045.15 21318 Network Administrator II UCT U51 $7,636.59 $10,233.76 $7,636.59 $8,018.42 $8,419.34 $8,840.31 $9,282.32 $9,746.44 $10,233.76 21801 Network Manager MGT M23 $9,368.00 $13,933.50
21311 Network Systems Engineer UCT U50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 21310 Network Systems Technician I UCT U38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 21313 Network Systems Technician II UCT U41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 21316 Network Systems Technician III UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 50834 Older Adult Nutrition Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 60805 Paramedic NSF 001 $5,387.86 $6,880.11 $5,387.86 $5,657.25 $5,940.11 $6,237.12 $6,548.98 $6,712.70 81420 Park Ranger I M&O T26 $4,481.27 $6,005.33 $4,481.27 $4,705.33 $4,940.60 $5,187.63 $5,447.01 $5,719.36 $6,005.33 81421 Park Ranger II M&O T30 $4,946.49 $6,628.76 $4,946.49 $5,193.81 $5,453.50 $5,726.18 $6,012.48 $6,313.11 $6,628.76 21661 Payroll Supervisor UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 21660 Payroll Technician I UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 21662 Payroll Technician II UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 50842 Planning Permit Tech I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50843 Planning Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50920 Plans Examiner I T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 81480 Plant Systems Technician I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 81490 Plant Systems Technician II M&O T43 $6,818.78 $9,137.82 $6,818.78 $7,159.72 $7,517.71 $7,893.60 $8,288.27 $8,702.69 $9,137.82 81501 Plant Systems Technician Supervisor SUP S61 $9,222.15 $12,358.57 $9,222.15 $9,683.26 $10,167.42 $10,675.79 $11,209.58 $11,770.06 $12,358.57 50753 Police Business Manager MGT M19 $7,707.00 $11,463.24 20600 Police Captain PM 1 $15,459.58 $19,324.00
Resolution No. 2026-49
Exhibit "A"

200
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20670 Police Lieutenant PM 2 $13,354.24 $16,692.08
70300 Police Officer POL 002 $7,997.34 $10,717.21 $7,997.34 $8,397.21 $8,817.07 $9,257.93 $9,720.82 $10,206.86 $10,717.21 70250 Police Officer Trainee POL 001 $6,580.28 $6,909.29 $6,580.28 $6,909.29 50739 Police Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 21550 Police Projects Specialist I UCT U37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 31215 Police Records Supervisor SUP S37 $5,098.70 $6,832.75 $5,098.70 $5,353.64 $5,621.32 $5,902.38 $6,197.50 $6,507.38 $6,832.75 31210 Police Records Technician P_ACE A26 $4,119.11 $5,520.00 $4,119.11 $4,325.06 $4,541.31 $4,768.38 $5,006.80 $5,257.14 $5,520.00 70500 Police Sergeant POL 008 $10,609.17 $14,217.30 $10,609.17 $11,139.63 $11,696.61 $12,281.44 $12,895.51 $13,540.29 $14,217.30 50758 Police Support Services Manager MGT M20 $8,092.00 $12,036.18 21555 Police Training Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 20680 Principal Engineer MGT M23 $9,368.00 $13,933.50
20690 Principal Planner MGT M21 $8,496.60 $12,637.99
50733 Program Assistant T_ACE A28 $4,327.63 $5,799.44 $4,327.63 $4,544.02 $4,771.22 $5,009.78 $5,260.27 $5,523.28 $5,799.44 21680 Programmer Analyst I UCT U37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 21681 Programmer Analyst II UCT U41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 20686 Project Manager MGT M19 $7,707.00 $11,463.24
80610 Property & Evidence Supervisor SUP S45 $6,212.27 $8,325.04 $6,212.27 $6,522.89 $6,849.03 $7,191.48 $7,551.06 $7,928.61 $8,325.04 40630 Property & Evidence Tech I P_ACE A23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 40631 Property & Evidence Technician II P_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 40100 Public Safety Communications Manager MGT M20 $8,092.00 $12,036.18 30250 Public Safety Dispatcher I NSP 001 $5,233.20 $7,012.08 $5,390.19 $5,658.89 $5,941.60 $6,239.49 $6,551.41 $6,878.51 $7,222.44 30260 Public Safety Dispatcher II NSP 002 $5,941.60 $7,963.33 $5,941.60 $6,239.49 $6,551.41 $6,878.51 $7,223.14 $7,584.12 $7,963.33 40090 Public Safety Shift Supervisor NSP 007 $6,896.54 $9,242.00 $6,896.54 $7,241.36 $7,603.43 $7,983.60 $8,382.78 $8,801.92 $9,242.00 20822 Public Safety Systems Analyst UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 21335 Public Safety Systems Manager MGT M19 $7,707.00 $11,463.24 Resolution No. 2026-49
Exhibit "A"

201
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20500 Public Works Manager MGT M20 $8,092.00 $12,036.18 80050 Public Works Supervisor SUP S47 $6,526.77 $8,746.49 $6,526.77 $6,853.11 $7,195.76 $7,555.55 $7,933.33 $8,329.99 $8,746.49 30500 Publications Coordinator II UCT U23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 30750 Purchasing & Inventory Control Coordinator T_ACE A32 $4,776.90 $6,401.50 $4,776.90 $5,015.74 $5,266.53 $5,529.86 $5,806.35 $6,096.67 $6,401.50 40250 Purchasing Supervisor SUP S48 $6,689.94 $8,965.16 $6,689.94 $7,024.43 $7,375.66 $7,744.44 $8,131.66 $8,538.24 $8,965.16 21340 Real Property Manager MGT M20 $8,092.00 $12,036.18 81411 Recreation Coordinator T_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 50742 Recycling Program Supervisor SUP S47 $6,526.77 $8,746.49 $6,526.77 $6,853.11 $7,195.76 $7,555.55 $7,933.33 $8,329.99 $8,746.49 50740 Recycling Programs Specialist I T_ACE A33 $4,896.32 $6,561.54 $4,896.32 $5,141.14 $5,398.19 $5,668.10 $5,951.51 $6,249.09 $6,561.54 50741 Recycling Specialist II T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 20001 Revenue Manager MGT M22 $8,921.00 $13,270.21
20040 Risk & Safety Coordinator UCT U36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.13 $6,729.58 $7,066.06 20337 Risk & Safety Manager MGT M21 $8,496.60 $12,637.99 20345 Safety & Training Specialist UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 82235 SCADA Engineer UCT U63 $10,270.37 $13,763.27 $10,270.37 $10,783.88 $11,323.08 $11,889.23 $12,483.69 $13,107.88 $13,763.27 21100 Senior Administrative Asst (Classified) T_ACE A23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 21440 Senior Administrative Asst (UCT) UCT U23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 81315 Senior Cross Connection Technician M&O T49 $7,907.70 $10,597.07 $7,907.70 $8,284.71 $8,718.24 $9,154.15 $9,611.86 $10,092.45 $10,597.07 50821 Senior Environmental Compliance Inspector T_ACE A50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 21331 Senior Executive Assistant UCT U48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 21590 Senior Legal Assistant UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 80681 Senior Maintenance Technician M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 20840 Senior Planner MGT M16 $6,658.00 $9,903.08
40632 Senior Property & Evidence Technician P_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 21220 Sr Deputy City Attorney MGT M27 $11,386.40 $16,937.15 Resolution No. 2026-49
Exhibit "A"

202
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20877 Sr Engineer MGT M21 $8,496.60 $12,637.99
21080 Sr Human Resources Analyst MGT M17 $6,990.00 $10,397.79 30150 Supervising Chemist SUP S58 $8,563.69 $11,476.16 $8,563.69 $8,991.87 $9,441.46 $9,913.54 $10,409.21 $10,929.67 $11,476.16 20823 Systems Analyst I UCT U48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 20825 Systems Analyst II UCT U54 $8,223.77 $11,020.64 $8,223.77 $8,634.96 $9,066.71 $9,520.05 $9,996.05 $10,495.85 $11,020.64 20965 Telecommunications Specialist UCT U36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.13 $6,729.58 $7,066.06 82233 Utilities Analyst MGT M17 $6,990.00 $10,397.79
82230 Utilities Construction Coordinator T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 20683 Utilities Construction Manager MGT M21 $8,496.60 $12,637.99 81935 Utilities Maintenance Scheduler UCT U49 $7,268.62 $9,740.64 $7,268.62 $7,632.05 $8,013.65 $8,414.33 $8,835.05 $9,276.80 $9,740.64 30350 Utility Billing Technician T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 20880 Utility Environmental Programs Manager MGT M19 $7,707.00 $11,463.24 82280 Wastewater Collections Supervisor SUP S58 $8,563.69 $11,476.16 $8,563.69 $8,991.87 $9,441.46 $9,913.54 $10,409.21 $10,929.67 $11,476.16 82220 Wastewater Collections Technician I M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 82250 Wastewater Collections Technician II M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 20920 Wastewater Maintenance Manager MGT M23 $9,368.00 $13,933.50 20975 Wastewater Operations Manager MGT M23 $9,368.00 $13,933.50 82920 Wastewater Treatment Plant Operations Supervisor SUP S62 $9,452.71 $12,667.53 $9,452.71 $9,925.34 $10,421.61 $10,942.69 $11,489.82 $12,064.32 $12,667.53 83000 Wastewater Treatment Plant Operator I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 82900 Wastewater Treatment Plant Operator II M&O T42 $6,652.47 $8,914.95 $6,652.47 $6,985.10 $7,334.35 $7,701.07 $8,086.12 $8,490.43 $8,914.95 82910 Wastewater Treatment Plant Operator III M&O T46 $7,343.09 $9,840.44 $7,343.09 $7,710.24 $8,095.75 $8,500.54 $8,925.57 $9,371.84 $9,840.44 82901 Wastewater Treatment Plant Operator Trainee M&O T34 $5,459.99 $7,316.91 $5,459.99 $5,732.99 $6,019.64 $6,320.63 $6,636.66 $6,968.49 $7,316.91 20930 Water Distribution Manager MGT M23 $9,368.00 $13,933.50 82260 Water Distribution Supervisor SUP S61 $9,222.15 $12,358.57 $9,222.15 $9,683.26 $10,167.42 $10,675.79 $11,209.58 $11,770.06 $12,358.57 82620 Water Distribution Technician I M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 Resolution No. 2026-49
Exhibit "A"

203
Item14.

Classification and Compensation Plan
Effective July 6, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
82640 Water Distribution Technician II M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 82600 Water Meter Reader M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 80051 Water Meter Services Supervisor SUP S55 $7,952.23 $10,656.75 $7,952.23 $8,349.85 $8,767.34 $9,205.70 $9,665.99 $10,149.29 $10,656.75 82650 Water Service Representative M&O T33 $5,326.82 $7,138.45 $5,326.82 $5,593.16 $5,872.82 $6,166.46 $6,474.79 $6,798.58 $7,138.45 82751 Water Treatment Plant Maintenance Supervisor SUP S66 $10,434.02 $13,982.58 $10,434.02 $10,955.72 $11,503.51 $12,078.68 $12,682.62 $13,316.75 $13,982.58 20990 Water Treatment Plant Manager MGT M23 $9,368.00 $13,933.50 82800 Water Treatment Plant Oper I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 82750 Water Treatment Plant Operations Supervisor SUP S66 $10,434.02 $13,982.58 $10,434.02 $10,955.72 $11,503.51 $12,078.68 $12,682.62 $13,316.75 $13,982.58 82700 Water Treatment Plant Operator II M&O T42 $6,652.47 $8,914.95 $6,652.47 $6,985.10 $7,334.35 $7,701.07 $8,086.12 $8,490.43 $8,914.95 82720 Water Treatment Plant Operator III M&O T46 $7,343.09 $9,840.44 $7,343.09 $7,710.24 $8,095.75 $8,500.54 $8,925.57 $9,371.84 $9,840.44 82805 Water Treatment Plant Trainee M&O T34 $5,459.99 $7,316.91 $5,459.99 $5,732.99 $6,019.64 $6,320.63 $6,636.66 $6,968.49 $7,316.91 Resolution No. 2026-49
Exhibit "A"

204
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20090 Accountant I MGT M11 $5,529.38 $8,224.90
20094 Accountant II MGT M16 $7,057.48 $10,497.26
20095 Accounting Specialist T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 21000 Administrative Assistant (Classified) T_ACE A19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 21430 Administrative Assistant (UCT) UCT U19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 21330 Administrative Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 21001 Assistant Building Official MGT M18 $7,780.40 $11,572.92 20000 Assistant City Attorney MGT M31 $14,670.40 $21,821.41 21060 Assistant City Clerk MGT M14 $6,400.28 $9,520.88
20180 Assistant City Engineer MGT M27 $12,069.58 $17,953.38 10100 Assistant City Manager EM E32 $15,788.70 $23,500.38 20441 Assistant Director of Communications MGT M25 $10,947.47 $16,284.24 20192 Assistant Director of Community Services MGT M24 $10,426.16 $15,508.80 10401 Assistant Director of Development Services MGT M28 $12,673.06 $18,851.05 20440 Assistant Director of Information Systems MGT M26 $11,494.84 $17,098.46 20442 Assistant Director of Police Support Services MGT M25 $10,947.47 $16,284.24 20336 Assistant Director of Public Works MGT M24 $10,426.16 $15,508.80 20940 Assistant Director of Utilities - Construction & Engineering MGT M28 $12,673.06 $18,851.05 20970 Assistant Director of Utilities - Wastewater MGT M28 $12,673.06 $18,851.05 20950 Assistant Director of Utilities - Water MGT M28 $12,673.06 $18,851.05 50300 Assistant Planner I T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50301 Assistant Planner II T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 30151 Associate Chemist T_ACE A50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 50400 Associate Engineer SUP S58 $9,077.51 $12,164.73 $9,077.51 $9,531.38 $10,007.95 $10,508.35 $11,033.77 $11,585.45 $12,164.73 50500 Associate Planner SUP S48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 Resolution No. 2026-49
Exhibit "A"

205
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50601 Building Inspection Supervisor SUP S52 $7,827.04 $10,489.34 $7,827.51 $8,218.88 $8,629.83 $9,061.32 $9,514.38 $9,990.10 $10,489.61 50590 Building Inspector I T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 50600 Building Inspector II T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 20150 Building Official MGT M25 $10,947.47 $16,284.24
50841 Building Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50862 Building Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50864 Building Permit Technician III T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 20826 Business Analyst I UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 20827 Business Analyst II UCT U50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 73500 Canal Maintenance Manager MGT M20 $8,577.52 $12,758.35 73000 Canal Maintenance Supervisor UCT U45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 73600 Canal Maintenance Technician I UCT U27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 73650 Canal Maintenance Technician II UCT U31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 10442 Chief Information Officer EM E31 $15,037.16 $22,380.82 10650 Chief of Police EM E34 $17,408.38 $25,908.97
10200 City Attorney EM 1 $3,466.67 $34,666.67
12000 City Clerk EM E30 $14,321.66 $21,315.01
12100 City Council Member COU 2 $2,245.06 $2,245.06
12050 City Council Member/Mayor COU 1 $6,280.12 $6,280.12 10480 City Engineer MGT M28 $12,673.06 $18,851.05
10300 City Manager EM 1 $3,466.67 $34,666.67
20140 City Planner MGT M24 $10,426.16 $15,508.80
20691 City Traffic Engineer MGT M23 $9,930.08 $14,769.51 12200 City Treasurer EME 2 $2,245.06 $2,245.06
50560 Code Compliance Manager MGT M19 $8,169.42 $12,151.04 Resolution No. 2026-49
Exhibit "A"

206
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50540 Code Compliance Officer I T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 50550 Code Compliance Officer II T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 50565 Code Compliance Supervisor SUP S47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 21401 Collections Specialist UCT U29 $4,435.83 $5,944.43 $4,435.83 $4,657.62 $4,890.50 $5,135.02 $5,391.77 $5,661.36 $5,944.43 21020 Communications Manager MGT M19 $8,169.42 $12,151.04 40410 Community Service Officer NSP 001 $4,562.21 $6,113.89 $4,562.24 $4,790.14 $5,029.70 $5,280.92 $5,545.48 $5,822.75 $6,113.89 50755 Community Services Manager MGT M21 $9,006.40 $13,396.27 40700 Community Services Supervisor SUP S47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 81453 Control Systems Supervisor SUP S66 $11,060.06 $14,821.54 $11,060.06 $11,613.06 $12,193.72 $12,803.40 $13,443.57 $14,115.75 $14,821.54 81450 Control Systems Technician I M&O T44 $6,989.25 $9,366.27 $6,989.25 $7,338.72 $7,705.65 $8,090.94 $8,495.48 $8,920.26 $9,366.27 81451 Control Systems Technician II M&O T47 $7,526.66 $10,086.45 $7,526.66 $7,903.00 $8,298.15 $8,713.05 $9,148.71 $9,606.14 $10,086.45 81452 Control Systems Technician III M&O T54 $8,946.84 $11,989.62 $8,946.84 $9,394.18 $9,863.89 $10,357.08 $10,874.94 $11,418.68 $11,989.62 40432 Criminal Intelligence Analyst I UCT U45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 40434 Criminal Intelligence Analyst II UCT U47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 40433 Criminal Intelligence Supervisor UCT U56 $8,640.10 $11,578.56 $8,640.10 $9,072.11 $9,525.71 $10,002.00 $10,502.10 $11,027.20 $11,578.56 81305 Cross Connection Technician I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 81310 Cross Connection Technician II M&O T44 $6,989.25 $9,366.27 $6,989.25 $7,338.72 $7,705.65 $8,090.94 $8,495.48 $8,920.26 $9,366.27 80052 Custodial Supervisor SUP S29 $4,435.75 $5,944.34 $4,435.75 $4,657.55 $4,890.49 $5,134.99 $5,391.69 $5,661.27 $5,944.34 80200 Custodian I M&O T15 $3,415.38 $4,576.93 $3,415.38 $3,586.15 $3,765.45 $3,953.73 $4,151.41 $4,358.98 $4,576.93 80201 Custodian II M&O T19 $3,769.94 $5,052.08 $3,769.94 $3,958.43 $4,156.36 $4,364.17 $4,582.38 $4,811.50 $5,052.08 30330 Customer Service Representative I T_ACE A21 $3,640.69 $4,878.87 $3,640.69 $3,822.72 $4,013.86 $4,214.55 $4,425.28 $4,646.54 $4,878.87 30340 Customer Service Representative II T_ACE A26 $4,119.11 $5,520.00 $4,119.11 $4,325.06 $4,541.31 $4,768.38 $5,006.80 $5,257.14 $5,520.00 20097 Customer Service Supervisor SUP S56 $8,640.10 $11,578.56 $8,640.10 $9,072.11 $9,525.71 $10,002.00 $10,502.10 $11,027.20 $11,578.56 21199 Deputy City Attorney I MGT M20 $8,577.52 $12,758.35 21200 Deputy City Attorney II MGT M24 $10,426.16 $15,508.80 Resolution No. 2026-49
Exhibit "A"

207
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
21055 Deputy City Clerk UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 10430 Deputy City Manager EM E32 $15,788.70 $23,500.38
10441 Deputy City Manager/Interim Director of Development Services
EM E32 $15,788.70 $23,500.38
20160 Deputy Fire Chief FM 1 $13,609.52 $20,041.60
60510 Deputy Fire Marshal UCT U53 $8,023.19 $10,751.85 $8,023.19 $8,424.35 $8,845.57 $9,287.85 $9,752.24 $10,239.85 $10,751.85 20685 Design & Construction Project Manager MGT M20 $8,577.52 $12,758.35 82255 Digital Media Coordinator UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 82256 Digital Media Technician UCT U31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 10400 Director of Development Services EM E30 $14,321.66 $21,315.01 20338 Director of Economic Development EM E30 $14,321.66 $21,315.01 10460 Director of Finance EM E30 $14,321.66 $21,315.01
10550 Director of Human Resources EM E30 $14,321.66 $21,315.01 10540 Director of Public Works EM E30 $14,321.66 $21,315.01 10575 Director of Utilities EM E30 $14,321.66 $21,315.01 21460 Division Support Coordinator UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 50738 Economic Development Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 20339 Economic Development Manager MGT M21 $9,006.40 $13,396.27 80307 Electrician M&O T36 $5,736.41 $7,687.33 $5,736.41 $6,023.23 $6,324.39 $6,640.61 $6,972.64 $7,321.27 $7,687.33 80305 Electrician Assistant M&O T32 $5,196.90 $6,964.34 $5,196.90 $5,456.75 $5,729.58 $6,016.06 $6,316.87 $6,632.71 $6,964.34 60800 Emergency Medical Services Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 60801 Emergency Medical Technician NSF 001 $4,679.27 $5,975.63 $4,679.27 $4,913.24 $5,416.85 $5,687.69 $5,829.88 $5,975.63 50770 Emergency Preparedness Manager MGT M21 $9,006.40 $13,396.27 50660 Engineer I T_ACE A43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 50670 Engineer II T_ACE A47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 50675 Engineering Manager MGT M24 $10,426.16 $15,508.80 Resolution No. 2026-49
Exhibit "A"

208
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50844 Engineering Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50845 Engineering Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50710 Engineering Technician I T_ACE A38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 50730 Engineering Technician II T_ACE A42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50815 Environmental Compliance Inspector I T_ACE A42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50825 Environmental Compliance Inspector II T_ACE A46 $6,749.63 $9,045.15 $6,749.63 $7,087.12 $7,441.47 $7,813.54 $8,204.22 $8,614.43 $9,045.15 50835 Environmental Compliance Supervisor SUP S58 $9,077.51 $12,164.73 $9,077.51 $9,531.38 $10,007.95 $10,508.35 $11,033.77 $11,585.45 $12,164.73 20884 Environmental Programs Specialist I UCT U34 $5,018.73 $6,725.58 $5,018.73 $5,269.67 $5,533.15 $5,809.81 $6,100.30 $6,405.31 $6,725.58 20885 Environmental Programs Specialist II UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 20887 Environmental Programs Supervisor UCT U49 $7,268.62 $9,740.64 $7,268.62 $7,632.05 $8,013.65 $8,414.33 $8,835.05 $9,276.80 $9,740.64 80500 Equipment Mechanic I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 80501 Equipment Mechanic II M&O T40 $6,331.92 $8,485.38 $6,331.92 $6,648.52 $6,980.94 $7,329.99 $7,696.49 $8,081.31 $8,485.38 21334 Executive Coordinator UCT U38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 20310 Facilities Maintenance Manager MGT M20 $8,577.52 $12,758.35 82210 Facilities Maintenance Supervisor SUP S50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 40080 Facilities Project Coordinator T_ACE A41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 50715 Field Engineering Inspector I T_ACE A41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 50720 Field Engineering Inspector II T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 50255 Field Engineering Supervisor SUP S52 $7,827.04 $10,489.34 $7,827.51 $8,218.88 $8,629.83 $9,061.32 $9,514.38 $9,990.10 $10,489.61 50725 Finance Manager MGT M22 $9,456.26 $14,066.42
50751 Fire Administrative Services Manager MGT M16 $7,057.48 $10,497.26 20370 Fire Battalion Chief FM 3 $11,196.69 $16,488.21
20371 Fire Battalion Chief - 40 Hour FM 4 - 40 hour
BC
$11,196.69 $16,488.21
60200 Fire Captain FIR 003 $9,421.81 $12,626.13 $9,421.81 $9,892.90 $10,387.55 $10,906.92 $11,452.27 $12,024.88 10600 Fire Chief EM E32 $15,788.70 $23,500.38
Resolution No. 2026-49
Exhibit "A"

209
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
20300 Fire Division Chief FM 2 $12,960.09 $19,086.36
60300 Fire Engineer FIR 021 $8,027.37 $10,757.44 $8,027.37 $8,428.74 $8,850.17 $9,292.68 $9,757.32 $10,245.18 50870 Fire Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50871 Fire Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50750 Fire Prevention Specialist I T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 50760 Fire Prevention Specialist II T_ACE A44 $6,424.40 $8,609.31 $6,424.40 $6,745.62 $7,082.90 $7,437.04 $7,808.90 $8,199.34 $8,609.31 60700 Firefighter/Paramedic FIR 002 $7,645.11 $10,245.18 $7,645.11 $8,027.37 $8,428.74 $8,850.17 $9,292.68 $9,757.32 20850 Fleet Maintenance Manager MGT M20 $8,577.52 $12,758.35 20874 Forensic Services Supervisor UCT U56 $8,640.10 $11,578.56 $8,640.10 $9,072.11 $9,525.71 $10,002.00 $10,502.10 $11,027.20 $11,578.56 50731 Geographic Information Systems Manager MGT M21 $9,006.40 $13,396.27 50735 GIS Analyst I UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 50737 GIS Analyst II UCT U47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 50780 Graphics Technician I T_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 50781 Graphics Technician II T_ACE A32 $4,776.90 $6,401.50 $4,776.90 $5,015.74 $5,266.53 $5,529.86 $5,806.35 $6,096.67 $6,401.50 21190 Housing & Neighborhood Services Manager MGT M20 $8,577.52 $12,758.35 21280 Housing & Neighborhood Services Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 21081 Human Resources Analyst I MGT M11 $5,529.38 $8,224.90 21083 Human Resources Analyst II MGT M14 $6,400.28 $9,520.88 21650 Human Resources Coordinator UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 21130 Human Resources Manager MGT M24 $10,426.16 $15,508.80 21651 Human Resources Technician I UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 21655 Human Resources Technician II UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 80300 HVAC Technician M&O T36 $5,736.41 $7,687.33 $5,736.41 $6,023.23 $6,324.39 $6,640.61 $6,972.64 $7,321.27 $7,687.33 30850 Laboratory Assistant T_ACE A19 $3,465.26 $4,643.78 $3,465.26 $3,638.52 $3,820.45 $4,011.47 $4,212.05 $4,422.65 $4,643.78 20800 Laboratory Manager MGT M23 $9,930.08 $14,769.51
Resolution No. 2026-49
Exhibit "A"

210
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
30885 Laboratory Quality Assurance Officer T_ACE A47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 30870 Laboratory Technician I T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 30880 Laboratory Technician II T_ACE A44 $6,424.40 $8,609.31 $6,424.40 $6,745.62 $7,082.90 $7,437.04 $7,808.90 $8,199.34 $8,609.31 20501 Lakes & Open Space Manager MGT M17 $7,409.40 $11,021.66 82201 Lakes & Open Space Supervisor SUP S47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 20875 Latent Print & Evidence Specialist UCT U53 $8,023.19 $10,751.85 $8,023.19 $8,424.35 $8,845.57 $9,287.85 $9,752.24 $10,239.85 $10,751.85 20876 Latent Print Specialist UCT U51 $7,636.59 $10,233.76 $7,636.59 $8,018.42 $8,419.34 $8,840.31 $9,282.32 $9,746.44 $10,233.76 50930 Lead Graphics Technician T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 81100 Lead Maintenance Technician M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 81080 Lead Mechanic M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 21309 Lead Network Systems Engineer MGT M20 $8,577.52 $12,758.35 81500 Lead Plant Systems Technician M&O T48 $7,714.83 $10,338.61 $7,714.83 $8,100.57 $8,505.60 $8,930.88 $9,377.42 $9,846.29 $10,338.61 82251 Lead Wastewater Collections Technician M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 82915 Lead Wastewater Treatment Plant Operator M&O T50 $8,105.39 $10,862.00 $8,105.39 $8,510.66 $8,936.20 $9,383.00 $9,852.16 $10,344.76 $10,862.00 82660 Lead Water Distribution Technician M&O T45 $7,163.99 $9,600.43 $7,163.99 $7,522.18 $7,898.29 $8,293.21 $8,707.87 $9,143.26 $9,600.43 82725 Lead Water Treatment Plant Operator M&O T50 $8,105.39 $10,862.00 $8,105.39 $8,510.66 $8,936.20 $9,383.00 $9,852.16 $10,344.76 $10,862.00 21580 Legal Assistant UCT U37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 21585 Legal Specialist UCT U39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 21470 Maintenance & Operations Coordinator UCT U33 $4,896.32 $6,561.54 $4,896.32 $5,141.14 $5,398.19 $5,668.10 $5,951.51 $6,249.09 $6,561.54 81412 Maintenance Technician I M&O T23 $4,161.31 $5,576.55 $4,161.31 $4,369.37 $4,587.84 $4,817.23 $5,058.09 $5,311.00 $5,576.55 81930 Maintenance Technician II M&O T27 $4,593.30 $6,155.47 $4,593.30 $4,822.97 $5,064.12 $5,317.32 $5,583.19 $5,862.35 $6,155.47 21090 Management Analyst I MGT M13 $6,097.12 $9,067.73
21092 Management Analyst II MGT M15 $6,720.40 $9,996.22 21317 Network Administrator I UCT U46 $6,749.63 $9,045.15 $6,749.63 $7,087.08 $7,441.47 $7,813.54 $8,204.22 $8,614.43 $9,045.15 21318 Network Administrator II UCT U51 $7,636.59 $10,233.76 $7,636.59 $8,018.42 $8,419.34 $8,840.31 $9,282.32 $9,746.44 $10,233.76 Resolution No. 2026-49
Exhibit "A"

211
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
21801 Network Manager MGT M24 $10,426.16 $15,508.80
21311 Network Systems Engineer UCT U50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 21310 Network Systems Technician I UCT U38 $5,539.74 $7,423.78 $5,539.74 $5,816.73 $6,107.56 $6,412.94 $6,733.59 $7,070.27 $7,423.78 21313 Network Systems Technician II UCT U41 $5,965.69 $7,994.60 $5,965.69 $6,263.98 $6,577.18 $6,906.03 $7,251.34 $7,613.90 $7,994.60 21316 Network Systems Technician III UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 50834 Older Adult Nutrition Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 60805 Paramedic NSF 001 $5,387.86 $6,880.11 $5,387.86 $5,657.25 $5,940.11 $6,237.12 $6,548.98 $6,712.70 81420 Park Ranger I M&O T26 $4,481.27 $6,005.33 $4,481.27 $4,705.33 $4,940.60 $5,187.63 $5,447.01 $5,719.36 $6,005.33 81421 Park Ranger II M&O T30 $4,946.49 $6,628.76 $4,946.49 $5,193.81 $5,453.50 $5,726.18 $6,012.48 $6,313.11 $6,628.76 21661 Payroll Supervisor UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 21660 Payroll Technician I UCT U30 $4,546.72 $6,093.04 $4,546.72 $4,774.06 $5,012.76 $5,263.40 $5,526.57 $5,802.90 $6,093.04 21662 Payroll Technician II UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 50842 Planning Permit Technician I T_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 50843 Planning Permit Technician II T_ACE A36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.12 $6,729.58 $7,066.06 50920 Plans Examiner I T_ACE A45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 50921 Plans Examiner II T_ACE A49 $7,268.62 $9,740.64 $7,268.62 $7,632.05 $8,013.65 $8,414.33 $8,835.05 $9,276.80 $9,740.64 81480 Plant Systems Technician I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 81490 Plant Systems Technician II M&O T43 $6,818.78 $9,137.82 $6,818.78 $7,159.72 $7,517.71 $7,893.60 $8,288.27 $8,702.69 $9,137.82 81501 Plant Systems Technician Supervisor SUP S61 $9,775.48 $13,100.08 $9,775.48 $10,264.26 $10,777.47 $11,316.34 $11,882.16 $12,476.27 $13,100.08 50753 Police Business Manager MGT M19 $8,169.42 $12,151.04 20600 Police Captain PM 1 $15,459.58 $19,324.00
20670 Police Lieutenant PM 2 $13,354.24 $16,692.08
70300 Police Officer POL 002 $7,997.34 $10,717.21 $7,997.34 $8,397.21 $8,817.07 $9,257.93 $9,720.82 $10,206.86 $10,717.21 70250 Police Officer Trainee POL 001 $6,580.28 $6,909.29 $6,580.28 $6,909.29 50739 Police Program Coordinator T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 Resolution No. 2026-49
Exhibit "A"

212
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
21550 Police Projects Specialist UCT U37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 31215 Police Records Supervisor SUP S37 $5,404.62 $7,242.71 $5,404.62 $5,674.85 $5,958.60 $6,256.53 $6,569.35 $6,897.82 $7,242.71 31210 Police Records Technician P_ACE A26 $4,119.11 $5,520.00 $4,119.11 $4,325.06 $4,541.31 $4,768.38 $5,006.80 $5,257.14 $5,520.00 70500 Police Sergeant POL 008 $10,609.17 $14,217.30 $10,609.17 $11,139.63 $11,696.61 $12,281.44 $12,895.51 $13,540.29 $14,217.30 50758 Police Support Services Manager MGT M20 $8,577.52 $12,758.35 21555 Police Training Coordinator UCT U35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 20680 Principal Engineer MGT M23 $9,930.08 $14,769.51
20690 Principal Planner MGT M21 $9,006.40 $13,396.27
50733 Program Assistant T_ACE A28 $4,327.63 $5,799.44 $4,327.63 $4,544.02 $4,771.22 $5,009.78 $5,260.27 $5,523.28 $5,799.44 20686 Project Manager MGT M19 $8,169.42 $12,151.04
80610 Property & Evidence Supervisor SUP S45 $6,585.01 $8,824.54 $6,585.01 $6,914.26 $7,259.97 $7,622.97 $8,004.12 $8,404.32 $8,824.54 40630 Property & Evidence Technician I P_ACE A23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 40631 Property & Evidence Technician II P_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 40100 Public Safety Communications Manager MGT M20 $8,577.52 $12,758.35 30250 Public Safety Dispatcher I NSP 001 $5,390.19 $7,222.44 $5,390.19 $5,658.89 $5,941.60 $6,239.49 $6,551.41 $6,878.51 $7,222.44 30260 Public Safety Dispatcher II NSP 002 $5,941.60 $7,963.33 $5,941.60 $6,239.49 $6,551.41 $6,878.51 $7,223.14 $7,584.12 $7,963.33 40090 Public Safety Shift Supervisor NSP 007 $6,896.54 $9,242.00 $6,896.54 $7,241.36 $7,603.43 $7,983.60 $8,382.78 $8,801.92 $9,242.00 20822 Public Safety Systems Analyst UCT U42 $6,114.84 $8,194.46 $6,114.84 $6,420.58 $6,741.61 $7,078.69 $7,432.62 $7,804.25 $8,194.46 21335 Public Safety Systems Manager MGT M21 $9,006.40 $13,396.27 20500 Public Works Manager MGT M20 $8,577.52 $12,758.35 80050 Public Works Supervisor SUP S47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 30750 Purchasing & Inventory Control Coordinator T_ACE A32 $4,776.90 $6,401.50 $4,776.90 $5,015.74 $5,266.53 $5,529.86 $5,806.35 $6,096.67 $6,401.50 40250 Purchasing Supervisor SUP S48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 21340 Real Property Manager MGT M20 $8,577.52 $12,758.35 81411 Recreation Coordinator T_ACE A27 $4,222.08 $5,657.99 $4,222.08 $4,433.19 $4,654.85 $4,887.59 $5,131.97 $5,388.57 $5,657.99 Resolution No. 2026-49
Exhibit "A"

213
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
50742 Recycling Program Supervisor SUP S47 $6,918.37 $9,271.28 $6,918.37 $7,264.29 $7,627.51 $8,008.88 $8,409.33 $8,829.79 $9,271.28 50740 Recycling Programs Specialist I T_ACE A33 $4,896.32 $6,561.54 $4,896.32 $5,141.14 $5,398.19 $5,668.10 $5,951.51 $6,249.09 $6,561.54 50741 Recycling Programs Specialist II T_ACE A40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 20001 Revenue Manager MGT M22 $9,456.26 $14,066.42
20040 Risk & Safety Coordinator UCT U36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.13 $6,729.58 $7,066.06 20337 Risk & Safety Manager MGT M22 $9,456.26 $14,066.42 20345 Safety & Training Specialist UCT U40 $5,820.19 $7,799.61 $5,820.19 $6,111.20 $6,416.76 $6,737.59 $7,074.47 $7,428.20 $7,799.61 82235 SCADA Engineer UCT U63 $10,270.37 $13,763.27 $10,270.37 $10,783.88 $11,323.08 $11,889.23 $12,483.69 $13,107.88 $13,763.27 21100 Senior Administrative Assistant (Classified) T_ACE A23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 21440 Senior Administrative Assistant (UCT) UCT U23 $3,825.00 $5,125.86 $3,825.00 $4,016.25 $4,217.06 $4,427.91 $4,649.31 $4,881.78 $5,125.86 81315 Senior Cross Connection Technician M&O T49 $7,907.70 $10,597.07 $7,907.70 $8,284.71 $8,718.24 $9,154.15 $9,611.86 $10,092.45 $10,597.07 21220 Senior Deputy City Attorney MGT M27 $12,069.58 $17,953.38 20877 Senior Engineer MGT M21 $9,006.40 $13,396.27
50821 Senior Environmental Compliance Inspector T_ACE A50 $7,450.33 $9,984.16 $7,450.33 $7,822.85 $8,213.99 $8,624.69 $9,055.93 $9,508.72 $9,984.16 21331 Senior Executive Assistant UCT U48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 21080 Senior Human Resources Analyst MGT M17 $7,409.40 $11,021.66 21590 Senior Legal Assistant UCT U43 $6,267.71 $8,399.33 $6,267.71 $6,581.09 $6,910.15 $7,255.65 $7,618.44 $7,999.36 $8,399.33 80681 Senior Maintenance Technician M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 20840 Senior Planner MGT M16 $7,057.48 $10,497.26
40632 Senior Property & Evidence Technician P_ACE A31 $4,660.39 $6,245.37 $4,660.39 $4,893.41 $5,138.08 $5,394.98 $5,664.73 $5,947.97 $6,245.37 30150 Supervising Chemist SUP S58 $9,077.51 $12,164.73 $9,077.51 $9,531.38 $10,007.95 $10,508.35 $11,033.77 $11,585.45 $12,164.73 20823 Systems Analyst I UCT U48 $7,091.33 $9,503.07 $7,091.33 $7,445.90 $7,818.20 $8,209.11 $8,619.56 $9,050.54 $9,503.07 20825 Systems Analyst II UCT U54 $8,223.77 $11,020.64 $8,223.77 $8,634.96 $9,066.71 $9,520.05 $9,996.05 $10,495.85 $11,020.64 20965 Telecommunications Specialist UCT U36 $5,272.80 $7,066.06 $5,272.80 $5,536.44 $5,813.27 $6,103.93 $6,409.13 $6,729.58 $7,066.06 82233 Utilities Analyst MGT M17 $7,409.40 $11,021.66
Resolution No. 2026-49
Exhibit "A"

214
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
82230 Utilities Construction Coordinator T_ACE A39 $5,678.23 $7,609.37 $5,678.23 $5,962.14 $6,260.25 $6,573.26 $6,901.93 $7,247.02 $7,609.37 20683 Utilities Construction Manager MGT M21 $9,006.40 $13,396.27 81935 Utilities Maintenance Scheduler UCT U49 $7,268.62 $9,740.64 $7,268.62 $7,632.05 $8,013.65 $8,414.33 $8,835.05 $9,276.80 $9,740.64 30350 Utility Billing Technician T_ACE A35 $5,144.20 $6,893.72 $5,144.20 $5,401.41 $5,671.48 $5,955.05 $6,252.81 $6,565.45 $6,893.72 20880 Utility Environmental Programs Manager MGT M19 $8,169.42 $12,151.04 82280 Wastewater Collections Supervisor SUP S58 $9,077.51 $12,164.73 $9,077.51 $9,531.38 $10,007.95 $10,508.35 $11,033.77 $11,585.45 $12,164.73 82220 Wastewater Collections Technician I M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 82250 Wastewater Collections Technician II M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 20920 Wastewater Maintenance Manager MGT M24 $10,426.16 $15,508.80 20975 Wastewater Operations Manager MGT M24 $10,426.16 $15,508.80 82920 Wastewater Treatment Plant Operations Supervisor SUP S62 $10,019.87 $13,427.58 $10,019.87 $10,520.86 $11,046.91 $11,599.25 $12,179.21 $12,788.17 $13,427.58 83000 Wastewater Treatment Plant Operator I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 82900 Wastewater Treatment Plant Operator II M&O T42 $6,652.47 $8,914.95 $6,652.47 $6,985.10 $7,334.35 $7,701.07 $8,086.12 $8,490.43 $8,914.95 82910 Wastewater Treatment Plant Operator III M&O T46 $7,343.09 $9,840.44 $7,343.09 $7,710.24 $8,095.75 $8,500.54 $8,925.57 $9,371.84 $9,840.44 82901 Wastewater Treatment Plant Operator Trainee M&O T34 $5,459.99 $7,316.91 $5,459.99 $5,732.99 $6,019.64 $6,320.63 $6,636.66 $6,968.49 $7,316.91 20930 Water Distribution Manager MGT M24 $10,426.16 $15,508.80 82260 Water Distribution Supervisor SUP S61 $9,775.48 $13,100.08 $9,775.48 $10,264.26 $10,777.47 $11,316.34 $11,882.16 $12,476.27 $13,100.08 82620 Water Distribution Technician I M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 82640 Water Distribution Technician II M&O T35 $5,596.49 $7,499.84 $5,596.49 $5,876.32 $6,170.13 $6,478.64 $6,802.57 $7,142.70 $7,499.84 82600 Water Meter Reader M&O T31 $5,070.15 $6,794.48 $5,070.15 $5,323.84 $5,589.84 $5,869.33 $6,162.80 $6,470.94 $6,794.48 80051 Water Meter Services Supervisor SUP S55 $8,429.37 $11,296.16 $8,429.37 $8,850.84 $9,293.38 $9,758.05 $10,245.95 $10,758.25 $11,296.16 82650 Water Service Representative M&O T33 $5,326.82 $7,138.45 $5,326.82 $5,593.16 $5,872.82 $6,166.46 $6,474.79 $6,798.58 $7,138.45 82751 Water Treatment Plant Maintenance Supervisor SUP S66 $11,060.06 $14,821.54 $11,060.06 $11,613.06 $12,193.72 $12,803.40 $13,443.57 $14,115.75 $14,821.54 20990 Water Treatment Plant Manager MGT M24 $10,426.16 $15,508.80 82750 Water Treatment Plant Operations Supervisor SUP S66 $11,060.06 $14,821.54 $11,060.06 $11,613.06 $12,193.72 $12,803.40 $13,443.57 $14,115.75 $14,821.54 Resolution No. 2026-49
Exhibit "A"

215
Item14.

Classification and Compensation Plan
Effective December 17, 2025
Job Code Job Profile Union
Code
Compensation
Grade
Pay Range
Minimum
Monthly
Pay Range
Maximum
Monthly
Step 1
Monthly
Step 2
Monthly
Step 3
Monthly
Step 4
Monthly
Step 5
Monthly
Step 6
Monthly
Step 7
Monthly
82800 Water Treatment Plant Operator I M&O T38 $6,026.81 $8,076.51 $6,026.81 $6,328.15 $6,644.56 $6,976.79 $7,325.63 $7,691.91 $8,076.51 82700 Water Treatment Plant Operator II M&O T42 $6,652.47 $8,914.95 $6,652.47 $6,985.10 $7,334.35 $7,701.07 $8,086.12 $8,490.43 $8,914.95 82720 Water Treatment Plant Operator III M&O T46 $7,343.09 $9,840.44 $7,343.09 $7,710.24 $8,095.75 $8,500.54 $8,925.57 $9,371.84 $9,840.44 82805 Water Treatment Plant Trainee M&O T34 $5,459.99 $7,316.91 $5,459.99 $5,732.99 $6,019.64 $6,320.63 $6,636.66 $6,968.49 $7,316.91 Resolution No. 2026-49
Exhibit "A"

216
Item14.

MANAGEMENT AND UNCLASSIFIED

SALARY AND BENEFITS PLAN
2021 – 2022
Prepared by:

The Human Resources Department
Effective: September 1, 2021
Resolution No. 2026-49
Exhibit "B"

217
Item14.

Resolution No. 2026-49
Exhibit "B"

218
Item14.

TABLE OF CONTENTS

I. Introduction and Definitions ................................................... 1

II. Salary ........................................................................................ 2

Salary Adjustments .............................................................. 2 Merit Increases ..................................................................... 2 Salary Bands and Ranges ................................................... 2

III. Employee Leaves .................................................................... 3

Donated Leave ...................................................................... 3 Injury or Illness Leave w/out Pay Under FMLA/CFRA ...... 3 Short-Term / Long-Term Disability ..................................... 3 Jury Duty and Witness Leave ............................................. 4 Leave of Absence Without Pay ........................................... 4 Holiday Leave ....................................................................... 5 Holiday Compensation ........................................................ 6 Management Leave .............................................................. 6 Maternity/Paternity/Adoption Leave ................................... 7 Military Leave ........................................................................ 7 Reserve Leave ...................................................................... 8 Sick Leave/Family Assistance/Bereavement Leave ......... 8 Sick Leave Conversion ........................................................ 9 Vacation Leave ..................................................................... 9

IV. Benefits & Other Special Compensation ............................ 10

Automobile Allowance ....................................................... 11 Bilingual Pay (Spanish) ..................................................... 11 Cafeteria Plan / Flex Plan Credits ..................................... 11 Callback Overtime .............................................................. 11 Certification Pay ................................................................. 12 Compensatory Time ........................................................... 12 Deferred Compensation Plans .......................................... 12 Dental Insurance ................................................................ 12 Flexible Spending Accounts & Pre-Tax Premiums ......... 13 Health Insurance ................................................................ 13 Life Insurance and AD&D .................................................. 14 Medicare .............................................................................. 14 Mileage Reimbursement .................................................... 14 Out of Class Compensation .............................................. 15 Resolution No. 2026-49
Exhibit "B"

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Item14.

Overtime Compensation .................................................... 16 POST Incentive Pay ............................................................ 16 Retirement Benefit .............................................................. 17 Safety Shoe Allowance ...................................................... 20 Shift Differential .................................................................. 21 Standby Pay ........................................................................ 21 Temporary Assignment Pay .............................................. 21 Tuition Reimbursement ...................................................... 22 Uniforms .............................................................................. 22 Voluntary Plans ................................................................... 23 Workers’ Compensation .................................................... 23 Work-Life Benefits .............................................................. 23

Resolution No. 2026-49
Exhibit "B"

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Item14.

M

ANAGEMENT AND UCT SALARY

AND BENEFITS PLAN

I. INTRODUCTION

This document constitutes the Compensation and Benefits Plan for Management and Unclassified Clerical and
Technical (UCT) employees. This Plan shall in no manner be interpreted as a guaranteed or implied contract, and is continually subject to change as a result of City Council and/or City Manager action. For additional information
regarding terms and conditions of employment, please
refer to specific sections of the City of Escondido
Personnel Rules and Regulations that apply to unclassified employees, the City Manager Administrative Direc tives or contact the Human Resources Department.

Definitions:

Appointing Authority – The person(s) having authority to appoint or remove persons from positions in City service or subordinates to whom this authority is delegated. The
appointing authority is usually the City Manager.

Immediate Family – The immediate family shall consist of a member of the employee’s immediate family or individuals whose relationship to the employee is that of a dependent or near dependent, member of the immediate household,
or a person who is significant to the employee.

Management Employees – Management employees are
classifications that are listed on the City’s Compensation Plan as MGT (Management), E M (Executive
Management), FM (Fire Management), and PM (Police
Management). These employees are unclassified and
serve at the will of the ir appointing authority. Management employees can be terminated at any time, with or without advance notice, and with or without cause or right of
appeal. Management employees are FLSA exempt.

The EM positions of City Manager and City Attorney report directly to the City Council . The salary and benefits provisions for those positions are established by contract or ordinance; therefore, they are not included in this Salary and Benefits Plan.

Resolution No. 2026-49
Exhibit "B"

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Item14.

U
nclassified Clerical and Technical Employees –
Classifications that are listed on the City’s Compensation Plan as UCT. These employees are unclassified and serve at the will of their appointing authority. UCT employees can be terminated at any time, with or without advance notice, and with or without cause or right of appeal. UCT
employees are not FLSA exempt.

II. SALARY

Salary Adjustments:

Management employees are paid on a salary basis versus
UCT employees who are paid on an hourly basis.

Merit Increases:

Management – M erit increases are based on job
performance and are at the discretion of the employee’s appointing authority. All management employees are
reviewed and evaluated based on specific job
competencies and goals using the City’s Performance
Evaluation Form. Performance evaluations are due by May 31 st of each year.

Competencies are the knowledge, skills, abilities, and
behaviors that are essential to the success of each
management employee. Goals describe how the
employee’s contribution aligns with their department goals, objectives and ultimately, with those of the City Council.

Goals are established at the beginning of the performance review period, and the employee is evaluated at the end of the period as to how well their assigned tasks were
accomplished.

Merit increases result in an adjustment to the employee’s base rate of pay.

UCT – Merit increases are granted per the City of
Escondido Personnel Rules and Regulations.

Salary Bands and Ranges:

All salary bands and ra
nges for Management and UCT
classifications are listed on the City’s Compensation Plan.

Resolution No. 2026-49
Exhibit "B"

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Item14.

III. EMPLOYEE LEAVES

Donated Leave:

Management and UCT
Employees may donate vacation hours to other employees
in need of sick leave based upon the City Manager’s
approval.

Injury or Illness Leave Without Pay Under FMLA/CFRA:

Management and UCT
In the event of a leave of absence due to injury or illness, all employees who meet the qualifying criteria are eligible for up to twelve weeks of Family M edical leave and
California Family Rights leave per calendar year.

Employees who are ill for more than seven calendar days must file for disability benefits. The Benefits Division can assist employees with coordinating available leave
balances.

Short–Term (STD) & Long–Term (LTD) Disability:

MGT and UCT (Fire and Police Management excluded).

STD – Employee pays 0.715% of salary (7- day elimination period).

LTD – Employee pays 0. 500% of salary (90- day
elimination period).

The STD be nefit provides 66.67% of basic weekly earnings and the LTD benefit provides 60% of basic weekly
earnings. Upon eligibility, benefits are provided for
employees who miss more than seven consecutive
calendar days due to illness or injury. Employees are
required to file for short -term/long-term disability upon eligibility. Benefits are affected if an employee is off of work for more than six months: Vacation, sick leave and holiday compensation will cease to accrue after a six -month
period. Medical, Dental, Life and Dependent Life
insurances will be paid by the City for a period not to exceed nine months after the twelve- week FMLA/CFRA
period has elapsed ( total payment of twelve months).

Resolution No. 2026-49
Exhibit "B"

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Item14.

A
dditional benefits may apply and can be explained by the Benefits Division. Fire Management is provided an LTD
benefit through their Association. Police Management is provided an STD and LTD benefit option through their
Association.

Jury Duty and Witness Leave:

Management and UCT
Any employee who is called or required to serve as a trial juror shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of such call. Under such circumstances, the employee shall be
paid their full salary and any payment received by them from the court for such duty. Employees shall provide their supervisor with a copy of the call to jury duty and other documentary evidence of service as required by the City.

Any employee who is called or required to serve as a
witness shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of a proper subpoena. Under such circumstances, the
employee shall be paid the difference between their full salary and any payment received by them, except travel
and subsistence pay, for such duty. Witness leave will not be granted to employees who are litigants in civil cases or defendants in criminal cases. Employees shall provide their supervisor with a copy of the legal subpoena and other
documentary evidence of service as required by the City.

Leave of Absence Without Pay:

Management and UCT
The City Manager may grant employees a leave of
absence without pay, seniority, or benefit accruals not to exceed six months. For special educational purposes,
however, the City Manager may grant leaves of absence
not to exceed one year, without pay, provided such study is related to City employment. When such special educational leave of absence is granted, the employee must agree in writing that they will return to regular, full -time employment with the City for a minimum of one year. No such leave
Resolution No. 2026-49
Exhibit "B"

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Item14.
s
hall be granted except upon written request of the
employee, setting forth the reason for the request, and the approval will be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice of return to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge.

When an employee is in a leave of absence without pay
status due to having exhausted all accrued sick leave and vacation credit, their revised hire date or date of promotion for purposes of merit increases, sick leave, and vacation credit, will be the number of working days absent added to their former hire or promotion date, whenever such leave exceeds 30 consecutive working days. An employee is
responsible for the full cost of benefits while on an unpaid leave other than for a disability.

Employees in good standing may, with supervisory
permission and five days’ prior notice, take time off without pay and without having to exhaust any leave balances. No employee shall exceed ten work days off (two shifts without pay for Fire Battalion Chiefs on a shift schedule) within a calendar month.

In the event of a leave of absence due to injury or illness, an employee must file for disability benefits. The Benefits Division can assist employees with coordinating available leave balances.

Holiday Leave:

Management and UCT (Shift Fire Battalion Chief excluded)

The following 10 holidays are observed:

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Resolution No. 2026-49
Exhibit "B"

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Item14.

W
hen a holiday falls on a Sunday, it is observed on the
Monday immediately following. When a holiday falls on a Saturday, it will be observed on the preceding Friday.

Fire Battalion Chief on Shift Only - Holiday Leave is
equivalent to Fire Safety Personnel – 11.5 hours/month.

Maximum pay off of 138 hours occurs on the last pay date each October.

Holiday Compensation:

UCT
An employee whose regularly scheduled workday or work
shift falls on a holiday and who actually work s such a holiday shall receive their regular rate of pay and time and one-half pay for time worked. Employees may request a
cash payout of all or any portion each October.

Management and UCT
If the holiday occurs on an employee’s normal day off , they have the following two options:

1. Float the holiday hours into their holiday bank to
be used as a day off at a later date or cashed out
in October.

2. Flex the holiday within the same pay per iod by
taking an additional day off with pay . If an
employee flexes an 8- hour holiday to a 9- hour
workday, the employee will need to use 1 hour of
other leave time.

Management Leave:

Management Only (Police Lieutenants excluded)
Management employees are exempt from overtime
requirements under the Fair Labor Standards Act.

In lieu of overtime compensation, management employees
(except Police Lieutenants – see Overtime) receive
management leave as follows:

Assistant City Manager, Deputy City Manager, Dept.

Directors, Executive Mgt.– 72 hours / year
Deputy and Division Fire Chief – 63 h
ours / year
Resolution No. 2026-49
Exhibit "B"

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Item14.

D
ivision Heads, Senior Mgt., Police Captain and Fire
Battalion Chief – 54 hours / year
All other Management Staff – 36 hours / year
Other exceptions, per City Manager

Management Leave is credited on July 1 of each fiscal
year. Unused Management Leave will be forfeited at the
end of the fiscal year.

Maternity/Paternity/Adoption Leave:

Employees are eligible for leave without pay as provided under State or Federal laws. All employees who meet the qualifying criteria are eligible for up to twelve weeks of family medical leave per calendar year and/or twelve
weeks of bonding leave. Employees may use accumulated
paid leave (floating holiday, vacation, and comp time) and up to 108 hours of sick leave while on leave to care
for/bond with a family member.

In the case of adoption and paternity leave, employees
may request up to a maximum of six months of leave.

Military Leave:

Management and UCT
Upon verification of military orders, employees who are members of the military or National Guard who have been called to active duty during National Security, after the standard Military Leave Policy, shall receive the difference between the amount the employee would have received
from their regular City gross bi -weekly wage (not including overtime) and the amount the employee receives from the military.

Health benefits will be continued for the employee and
family. An employee would continue to pay their respective portion of the benefit programs (including any premiums for family coverage), unless benefits are waived.

Resolution No. 2026-49
Exhibit "B"

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R
eserve Leave:

All personnel hired in an unclassified position prior to July 1, 1991, shall be eligible to accumulate up to 720 hours of reserve leave.

Employees hired or promoted in an unclassified personnel capacity on or after July 1, 1991 will be allowed to
accumulate Reserve Leave as follows:

• Exec. Mgt. and designated Sr. Mgt. = 360 hours
• Other Sr. Mgt. and Mid-Mgt. = 240 hours
• All other MGT, UCT, Canal/Asst Canal Supt = 160 hours

Sick leave hours converted to vacation hours may be
transferred to the Reserve Leave Fund account based
upon usage during the prior fiscal year, ending June 30.

Vacation hours not to exceed one-half of the annual
vacation accrual may be transferred to the Reserve Leave Fund account based upon usage during the prior fiscal
year, ending June 30.

Transfers to the Reserve Leave Fund will be elected by the employee in conjunction with notification from Payroll on or about November 1
st.

Reserve Leave can only be used after an employee’s
vacation balance has been exhausted.

Sick Leave/Family Assistance/Bereavement Leave:

Management and UCT
Sick leave shall be earned at the rate 4.15 hours per pay period, or 108 hours per year (Fire Battalion Chiefs on a day shift are included; Fire Battalion Chiefs on a shift schedule are excluded).

Fire Battalion Chiefs on Shift accrue 5.54 hours per pay period, or 144 hours per year (same as Fire Safety -56
hrs.).

Sick leave shall be earned from the date of hire and
unused sick leave shall be accumulated indefinitely.

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S
ick leave shall not be considered as an entitlement which employees may use at their discretion, but shall be allowed only in case of necessity, including instances where
employees are victims of domestic violence, sexual
assault, or stalking (per AB 1522).

All of an employee’s annual accrual of sick leave may be taken when an employee’s presence i s required elsewhere due to sickness/bereavement for immediate family
members. Immediate family consists of a member of the
employee’s immediate family or individuals whose
relationship to the employee is that of a dependent or near dependent, member of the immediate household, or a
person who is significant to the employee. Exceptions to exceed the authorized accrual are subject to consideration by the City Manager on a case- by-case basis. In no event shall an employee be granted sick leave time to oversee children who are not ill (babysitting).

Sick Leave Conversion:

Management and UCT
Wellness Leave up to 108 hours per year – an employee
may convert sick leave hours to vacation hours based on the following:

108 hours (144 hours for Fire Battalion Chiefs on shift ) minus sick leave hours used within the year may be eligible for vacation conversion at a ratio of 2 sick leave hours for 1 hour of vacation. Sick leave conversion occurs once
annually, during the sixty days following the end of the fiscal year.

Vacation Leave:

Management and UCT (Shift Fire Battalion Chief excluded) Each employee shall accrue vacation leave from the date of hire according to the following schedule:

1 – 5 years of service = 96 hours

6 – 10 years of service = 136 hours

11 – 15 years of service = 176 hours

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16+
years of service = 216 hours

Plus 24 additional hours of vacation credited each July 1 and an additional 4 hours credited each October.

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual:

Management = 3 years; UCT = 2 years.

Each July and December, management employees may
cash-out up to 40 hours of vacation leave, and UCT
employees may cash-out up to 24 hours of vacation leave.

Employees must maintain a minimum balance of 80 hours
of vacation leave after the requested payoff to ensure a sufficient balance to cover future planned time off requests.

Fire Battalion Chief on Shift Only – Vacation leave accruals are equivalent to Fire Safety personnel:

1 – 5 years of service = 5 shifts (120 hours)

6 – 10 years of service = 7 shifts (168 hours)

11 – 15 years of service = 9 shifts (216 hours)

16 - 20 years of service = 11 shifts (264 hours)

21+ years of service = 13 shifts (312 hours)

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual for Fire Battalion
Chief on shift = 732 hours.

Each July and December, Fire Battalion Chiefs (shift and days) may cash-out up to 40 hours of vacation leave.

IV. BENEFITS & OTHER SPECIAL COMPENSATION

The information desc ribed below may not include all details regarding the benefits that are provided to City employees.

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I
f there is a discrepancy between this plan booklet and the benefit’s formal plan or policy documents, the language within the formal plan or policy will govern.

Automobile Allowance:

Management Only
Assistant City Manager, Deputy City Manager,
Assistant City Attorney - $450/month
City Clerk, Department Directors - $425/month

Bilingual Pay (Spanish):

Management and UCT
$50 per pay period for verbal bilingual skills. $25 per pay period for written bilingual skills. Written approval for bilingual pay from the employee’s Department Director
must be provided to Human Resources.

Cafeteria Plan / Flex Plan Credits:

Management and UCT
$100 per month plus 4.0% of monthly salary for benefits.

Executive Management positions receive an additional $25 per month (in lieu of physical exam) for a total of $125 per month plus 4.0% of monthly salary.

Cafeteria Plan benefits are calculated at the time of hire and promotion /progression. Step increase changes or
adjustments are calculated and applied in January.

Callback Overtime:

UCT Only
Information Systems - Minimum of 2 hours or actual time worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback. Mileage reimbursement may apply.

Canal Assistants – Mi nimum of 3 hours o r actual time worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback.

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C
ertification Pay:

Fire Battalion Chief (Fire Mgt.) – Chief Officer Cert 3% of salary.

Deputy Fire Marshal (UCT) – Fire Prevention Cert $75 per month.

Compensatory Time:

Police Lieutenants Only
At the employee’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision). The employee may request cash
payout of up to a maximum of 80 hours, twice a year
consistent with shift change.

UCT Only
At the employee ’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision) . Compensatory time off is subject to the needs of the service and may not be taken without prior approval by the employee’s supervisor. UCT employees
may accrue a maximum of 80 hours of compensatory time.

Each October, the employee may request a cash payout of all or any portion of their compensatory time balance.

Deferred Compensation Plans:

Management and UCT

Management and UCT employees may contribute to 457,
401(k) and/or Payroll Roth IRA deferred compensation
plans.

Dental Insurance:

Management and UCT
The City provides dental insurance coverage. Employees
may purchase dental insurance coverage through payroll
deduction.

Any PPO or D MO employee only dental insurance
premium increase will be shared equally by the City and Resolution No. 2026-49
Exhibit "B"

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t
he employee. The employee’s share of dental insurance
premium increases will be added to the employee’s
insurance contribution. The City’s contribution is based on the cost share of the employee only premium rate for PPO or DMO dental insurance. Employees choosing more
expensive dental coverage levels are required to pay the cost difference between the employee only level and the coverage level selected.

The 2021 calendar year City contribution for PPO dental insurance is $43.36 per month; the dental DMO City
contribution is $22.16 per month.

Flexible Spending Accounts & Pre-Tax Premiums:

Management and UCT
Employees have the option to contribute to tax-free flexible spending accounts (FSA) for health care and dependent
day care as provided by Section 125, plus pre-tax premium benefit.

Annual Minimum of $240 - both Health & Dependent FSA’s
Annual Maximum of $2,700 - Health FSA
Annual Maximum of $5,000 - Dependent FSA

Health Insurance:

Management and UCT
The City provides the lowest cost medical plan as
recommended by the Health Insurance Committee (HIC)
and approved by the City Council. Any medical insurance premium increases will be shared equally by the City and the employee for the lowest cost HMO medical plan.

Employees choosing more expensive medical plans are
required to pay the increased cost between that plan and the lowest cost plan. The employee’s share of any medical insurance premium increases will be added to the
employee’s insurance contribution. The City’s maximum
contribution in medical coverage for calendar year 2021 is:

Employee Only - $ 495.70 per month
Employee Plus 1 Dependent - $ 991.40 per month
Family Coverage - $ 1,399.78 per month

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T
he City will deduct health insurance premiums 24 times a year. Consistent with State law, the City provides
registered Domestic Partner benefits and Same Sex
marriage benefits.

Waiving Health Insurance
Employees who waive a level of City medical coverage
with proof of coverage elsewhere, will receive a $75
monthly waiver benefit. In the event two City employees are married and both employees waive a level of coverage, only one spouse will receive the $75 monthly waiver.

Life Insurance and AD&D:

Management and UCT
Greater of: $50,000 Life Insurance and $50,000 AD&D, or Life Insurance of $25,000 plus one-half annual salary.

Same amount for AD&D . Additional $1,000 dependent life coverage. Supplemental Life Insurance is available at the employee’s cost.

Medicare:

Management and UCT
Employees hired prior to 4/1/86 that have elected
Medicare, and all employees hired after said date:

City pays – 1.45% of salary
Employee pays – 1.45% of salary

Mileage Reimbursement:

Management and UCT
When employees travel in their personal vehicle for City business purposes, the City will reimburse mileage at the reimbursement rate allowed by the Internal Revenue
Service; however, the total mileage reimbursement cannot exceed the price of a coach airfare ticket to and/or from the same destination.

City officers who receive an automobile allowance are only eli
gible for mileage reimbursement for travel beyond San
Diego, Riverside, San Bernardino, Imperial, Los Angeles, and Orange Counties when their personal vehicle is used Resolution No. 2026-49
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i
n lieu of public transportation. Travel between those
designated counties is considered compensated by the
auto allowance. Mileage will be reimbursed only up to the lowest cost transportation available.

Out of Class Compensation:

Management and UCT
An Out-of-Class assignment is a temporary assignment of a regular employee to an authorized position at a higher level of pay which requires the employee to perform all of the duties of the higher classification. Employees directed to continuously perform duties in a vacant higher -level position shall be entitled to a salary rate increase at 5% above their regular rate, or the minimum salary of the Out - of-Class position, whichever is greater, commencing after five consecutive work days in the Out -of-Class assignment.

For Fire Safety: after any full shift or at least 12 hours of the shift must be worked Out -of-Class; for Police Sworn: in excess of 127.5 hours worked. Compensation will be
retroactive to the first day of the Out-of-Class assignment.

Once the initial out-of-class assignment terminates, the five consecutive workday waiting period will be waived for any additional out -of-class assignments that occur within six months provided that the employee is working in the same out-of-class classification regardless or area assignment.

The Department Head shall complete the Out -of-Class
Assignment Form and submit to the Human Resources
Department that the employee meets the minimum
requirements of the higher -level position and is held
responsible for performing all of the duties normally
associated with the higher -level position without limitation as to difficultly or complexity of assignment. The employee shall also be required to meet standards for satisfactory performance normally required at the higher-level position.

Benefits of the higher classification are not available; the employee will continue to receive the benefits of the
employee’s regular position. All Out -of-Class assignments are limited to a maximum of 960 hours.

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O
vertime Compensation:

Management employees are exempt from overtime
requirements under the Fair Labor Standards Act (FLSA).

UCT employees are FLSA non-exempt. However, specific
management classes are eligible to receive additional
compensation as stated below:

Fire Battalion Chiefs Only
Straight time for hours worked in excess of 56 hours (shift) or 80 hours (day shift) per work period. Overtime
compensation will be paid at time and one-half while on strike team assignments, either strike team leader or strike team leader trainee, or positions within the Incident
Command System (ICS) required to manage an
emergency incident (an approved incident overhead
position). Battalion Chiefs backfilling a vacated position assigned to the above incidents will also be paid at time and one-half.

Police Lieutenants Only
Time and one-half for hours worked in excess of 40 hours in a 7-day work period. Police Lieutenants do not receive management leave.

UCT Only
FLSA non-exempt UCT employees are eligible for overtime compensation at time and one- half of their regular rate of pay for all hours worked in excess of 40 hours in a work week. Employees may opt for compensatory time in lieu of overtime payment (see Compensatory Time provision).

Payment for overtime compensation shall be made on the
first pay date following the pay period in which such
overtime is worked, unless overtime compensation cannot be computed until some later date, in which case overtime compensation will be paid on the next regular pay date
after such computation can be made.

Police Officer Standard Training Incentive Pay
(P.O.S.T.):

Police Management Only - Monthly
Advanced POST: 4.25% of base pay
Supervisory POST: 1. 00% of base pay
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Mana
gement POST: 0.50% of base pay

Supervisory POST and Management POST is additional to
the Advanced POST certification level held by the
incumbent.

Retirement Benefit:

Management and UCT (Fire and Police Management
excluded) All employees shall participate in the California Public Employee’s Retirement System (CalPERS). The
City provides the following:

Misc. Tier I

1. Existing employees

2. Rehired City of Escondido employees who were
in Tier I and did not receive a refund
• 3 % @ 60 CalPERS retirement benefit
• 100% employee paid contribution
(currently 8%) on a pre-tax basis. No
EPMC.
• The CalPERS Single Highest Year Benefit.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier II

1. Rehired City of Escondido employees who were
in Tier II and did not receive a refund.

2. New employees with no public service hired on
or after pay period beginning 12/23/2012 and
before 12/31/2012.

3. New employees with reciprocal public service
and six months or less of a “break in service”
hired after pay period beginning 12/23/2012.
• 2% @ 60 CalPERS retirement benefit
(maximum benefit factor of 2.4% @ 63).
• 100% employee paid contribution
(currently 7%) on a pre-tax basis. No
EPMC.
• Average highest three-year calculation.

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• P
er PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 8% maximum.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier III

1. New employees with no public service (becomes
a member of a public retirement system for the
first time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service
and more than a six month “break in service”
hired on or after 01/01/2013.
• 2% @ 62 CalPERS retirement benefit
(maximum benefit factor of 2.5% @ 67).
• E mployees pay 50/50 split of normal cost,
currently 6.25%, on a pre-tax basis. No
EPMC.
• Average highest three-year calculation.
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2020 calendar year is $151,549.

Safety – Tier I (Fire and Police Management)
All employees shall participate in the California Public Employee’s Retirement System (CalPERS), as follows:

1. Existing employees

2. Rehired City of Escondido employees who were in
Tier I and did not receive a refund.
• 3% @ 50 CalPERS retirement benefit.
• The CalPERS Single Highest Year Benefit.
• Police – 100% employee paid contribution
(currently 9%) and “0” EPMC.

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• F
ire – 100% employee paid contribution
(currently 9%), on a pre-tax basis. No
EPMC.
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 12% maximum.

Safety – Tier II (Fire and Police Management)

1. Rehired City of Escondido employees who were in
Tier II and did not receive a refund.

2. New employees with no public service hired on or
after pay period beginning 12/23/2012 and before
12/31/2012.

3. New employees with reciprocal public service and
six months or less of a “break in service” after pay
period beginning 12/23/2012.
• 2% @ 50 CalPERS retirement benefit
(maximum benefit factor of 2.7% @ 55).
• Average highest three-year calculation.
• Police –100% employee contribution
(currently 9%), on a pre-tax basis, and “0”
EPMC.
• Fire – 100% employee contribution,
(currently 9%), on a pre-tax basis. No
EPMC.
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 12% maximum.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Safety – Tier III (Fire and Police Management)

1. New employees with no public service (become a
member of a public retirement system for the first
time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service and
more than a six month “break in service” hired on
or after 01/01/2013.
• 2 .7% @ 57 CalPERS retirement benefit.
• Average highest three-year calculation.

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• P
olice – Employer pays 50/50 split of
normal cost, currently 12.25%. As of
1/1/14, employee pays 12.25% on a pre-
tax basis, and “0” EPMC.

Fire – Employee pays 50/50 split of normal
cost, currently 12.25%, on a pre-tax basis.

No EPMC.
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2020 calendar year is $151,549.

Unused Sick Leave Credit (GC 20965)

Employees may convert any unused sick leave hours to
service credit upon retirement. To be eligible, the employee must retire within 120 days from the last day of
employment.

Eight hours of sick leave = 1 day of service credit or 0.004 years of service credit

Safety Shoe Allowance:

The following classifications receive an annual allowance of $150.00 for safety shoes:

MGT
Canal Superintendent

UCT
Assistant Canal Superintendent
Canal Assistant I/II
Sr. Safety Analyst
Safety Trainer

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S
hift Differential:

UCT Only
Employees receive an additional $1.00 per hour for the
entire work shift if one-half of the shift is worked after 6:00 p.m. or before 7:00 a.m.

Network Systems Technician, Network Administrator,
Network Engineer, Telecommunications Specialist
Employees receive $30 per day for standby duty (an
additional $50 of compensation for each designated
holiday served during the standby period). If called into work during standby – minimum of 4 hours of overtime pay at the rate of time and one-half. Support calls during
standby - 2 hours of overtime pay at the rate of time and one-half. Mileage reimbursement applies.

Standby Pay:

Deputy Fire Marshal

$200 per week plus an additional $25 for holidays during the standby tour.

UCT Canal Employees
Employees on standby receive a $200 weekly stipend, plus $50 additional for holiday standby. Telephonic Consultation Pay receives overtime pay in fifteen- minute increments.

When a holiday falls on a Wednesday, the standby
employees who are trading out a standby vehicle shall both receive a minimum of 3 hours of overtime and the standby holiday pay of $50.

Temporary Assignment Pay:

Management and UCT
Temporary Assignment Pay allows for temporary increases in pay beyond an employee’s base rate of pay when duties performed by the employee support such additional pay for specific periods of time. Increases in pay may be granted to recognize the temporary assignment requiring a greater level of skill and out of the scope of their current
classification. “Temporary assignment” shall mean a
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per
iod of six months or less. Requests for temporary
assignment compensation may be initiated by the
Department Head or designee. Employees directed to
continuously perform higher level duties shall be entitled to a salary rate increase at 5% above their regular rate of pay.

The Department Head shall complete the Temporary
Assignment Pay Form and submit documentation to the
Human Resources Department stating that the employee is performing duties requiring a higher level of skill and outside the scope of their current classification.

Tuition Reimbursement:

Management and UCT
Due to the current budget impact, this program will be
suspended until further notice.

Uniforms:

Management
Uniform allowance is provided for the following positions:

Police Chief, Police Captain and Police Lieutenant – $700 per year ($26.92 per pay period).

Fire Chief, Deputy Fire Chief, Fire Division Chief and Fire Battalion Chief – $700 per year ($26.92 per pay period).

Fire Marshal – $ 800 per year ($30.77 per pay period) .

Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

Lakes & Open Space Superintendent – $ 650 per year
($25.00 per pay period).

Unclassified
Deputy Fire Marshal – $ 800 per year ($30.77 per pay
period). Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

EMS Program Coordinator – $ 650 per year ($25.00 per
pay period).

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V
oluntary Plans:

Management and UCT
The City provides volu ntary medical, dental, vision, Aflac, legal, and life plans for employees. Information regarding these voluntary plans can be obtained from the City’s
Benefits Division.

Workers’ Compensation:

Management and UCT
Employees are covered under the State Worker s’
Compensation Law. This on-the-job injury insurance is paid for by the City of Escondido. When employees are unable to work due to a job- related illness or injury, this program pays the employee’s medical bills and replaces a portion of the employee’s income until the benefit terminates by law.

Work-Life Benefits:

Management and UCT
The following work-life benefits are provided to employees.

Details can be obtained from the Benefits Division:
• Annual Health and Wellness Expo
• Employee Assistance Program
• 529 College Savings Program
• Employee Discounts –
 Benefithub Discount Portal
 Gym memberships
 Dell and Apple Computers
 AT&T, T-Mobile, and Verizon Wireless Cell Phones
and Plans
 Working Advantage Discount Program –
entertainment services
 Fun Express Discount Program
 National University Tuition Discount of 15%
 Waldorf University Tuition Discount of 10%
 Grand Canyon University Tuition Discount of 10%

Please contact the Human Resources Department at
(760) 839-4643 for assistance.

Last Updated: 9/16/2021
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MANAGEMENT AND UNCLASSIFIED

SALARY AND BENEFITS PLAN
2022 – 2023
Prepared by:

The
Human Resources Department
Effective: April 1, 2022
Resolution No. 2026-49
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Resolution No. 2026-49
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TABLE OF CONTENTS

I. Introduction and Definitions ................................................... 1

II. Salary ........................................................................................ 2

Salary Adjustments .............................................................. 2 Merit Increases ..................................................................... 2 Salary Bands and Ranges ................................................... 2

III. Employee Leaves .................................................................... 3

Donated Leave ...................................................................... 3 Injury or Illness Leave w/out Pay Under FMLA/CFRA ...... 3 Short-Term / Long-Term Disability ..................................... 3 Jury Duty and Witness Leave ............................................. 4 Leave of Absence Without Pay ........................................... 4 Holiday Leave ....................................................................... 5 Holiday Compensation ........................................................ 6 Management Leave .............................................................. 6 Maternity/Paternity/Adoption Leave ................................... 7 Military Leave ........................................................................ 7 Reserve Leave ...................................................................... 8 Sick Leave/Family Assistance/Bereavement Leave ......... 8 Sick Leave Conversion ........................................................ 9 Vacation Leave ..................................................................... 9

IV. Benefits & Other Special Compensation ............................ 10

Automobile Allowance ....................................................... 11 Bilingual Pay (Spanish) ..................................................... 11 Cafeteria Plan / Flex Plan Credits ..................................... 11 Callback Overtime .............................................................. 11 Certification Pay ................................................................. 12 Compensatory Time ........................................................... 12 Deferred Compensation Plans .......................................... 12 Dental Insurance ................................................................ 12 Flexible Spending Accounts & Pre-Tax Premiums ......... 13 Health Insurance ................................................................ 13 Life Insurance and AD&D .................................................. 14 Medicare .............................................................................. 14 Mileage Reimbursement .................................................... 14 Out of Class Compensation .............................................. 15 Resolution No. 2026-49
Exhibit "B"

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Overtime Compensation .................................................... 16 POST Incentive Pay ............................................................ 16 Retirement Benefit .............................................................. 17 Safety Shoe Allowance ...................................................... 20 Shift Differential .................................................................. 21 Standby Pay ........................................................................ 21 Temporary Assignment Pay .............................................. 21 Tuition Reimbursement ...................................................... 22 Uniforms .............................................................................. 22 Voluntary Plans ................................................................... 23 Workers’ Compensation .................................................... 23 Work-Life Benefits .............................................................. 23

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M

ANAGEMENT AND UCT SALARY

AND BENEFITS PLAN

I. INTRODUCTION

This document constitutes the Compensation and Benefits Plan for Management and Unclassified Clerical and
Technical (UCT) employees. This Plan shall in no manner be interpreted as a guaranteed or implied contract, and is continually subject to change as a result of City Council and/or City Manager action. For additional information
regarding terms and conditions of employment, please
refer to specific sections of the City of Escondido
Personnel Rules and Regulations that apply to unclassified employees, the City Manager Administrative Direc tives or contact the Human Resources Department.

Definitions:

Appointing Authority – The person(s) having authority to appoint or remove persons from positions in City service or subordinates to whom this authority is delegated. The
appointing authority is usually the City Manager.

Immediate Family – The immediate family shall consist of a member of the employee’s immediate family or individuals whose relationship to the employee is that of a dependent or near dependent, member of the immediate household,
or a person who is significant to the employee.

Management Employees – Management employees are
classifications that are listed on the City’s Compensation Plan as MGT (Management), E M (Executive
Management), FM (Fire Management), and PM (Police
Management). These employees are unclassified and
serve at the will of the ir appointing authority. Management employees can be terminated at any time, with or without advance notice, and with or without cause or right of
appeal. Management employees are FLSA exempt.

The EM positions of City Manager and City Attorney report directly to the City Council . The salary and benefits provisions for those positions are established by contract or ordinance; therefore, they are not included in this Salary and Benefits Plan.

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U
nclassified Clerical and Technical Employees –
Classifications that are listed on the City’s Compensation Plan as UCT. These employees are unclassified and serve at the will of their appointing authority. UCT employees can be terminated at any time, with or without advance notice, and with or without cause or right of appeal. UCT
employees are not FLSA exempt.

II. SALARY

Salary Adjustments:

Management employees are paid on a salary basis versus
UCT employees who are paid on an hourly basis.

Merit Increases:

Management – M erit increases are based on job
performance and are at the discretion of the employee’s appointing authority. All management employees are
reviewed and evaluated based on specific job
competencies and goals using the City’s Performance
Evaluation Form. Performance evaluations are due by May 31 st of each year.

Competencies are the knowledge, skills, abilities, and
behaviors that are essential to the success of each
management employee. Goals describe how the
employee’s contribution aligns with their department goals, objectives and ultimately, with those of the City Council.

Goals are established at the beginning of the performance review period, and the employee is evaluated at the end of the period as to how well their assigned tasks were
accomplished.

Merit increases result in an adjustment to the employee’s base rate of pay.

UCT – Merit increases are granted per the City of
Escondido Personnel Rules and Regulations.

Salary Bands and Ranges:

All salary bands and ranges for Management and UCT
classifications are listed on the City’s Compensation Plan.

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III. EMPLOYEE LEAVES

Donated Leave:

Management and UCT
Employees may donate vacation hours to other employees
in need of sick leave based upon the City Manager’s
approval.

Injury or Illness Leave Without Pay Under FMLA/CFRA:

Management and UCT
In the event of a leave of absence due to injury or illness, all employees who meet the qualifying criteria are eligible for up to twelve weeks of Family M edical leave and
California Family Rights leave per calendar year.

Employees who are ill for more than seven calendar days must file for disability benefits. The Benefits Division can assist employees with coordinating available leave
balances.

Short–Term (STD) & Long–Term (LTD) Disability:

MGT and UCT (Fire and Police Management excluded).

STD – Employee pays 0.715% of salary (7- day elimination period).

LTD – Employee pays 0. 500% of salary (90- day
elimination period).

The STD benefit provides 66.67% of basic weekly earnings and the LTD benefit provides 60% of basic weekly
earnings. Upon eligibility, benefits are provided for
employees who miss more than seven consecutive
calendar days due to illness or injury. Employees are
required to file for short -term/long-term disability upon eligibility. Benefits are affected if an employee is off of work for more than six months: Vacation, sick leave and holiday compensation will cease to accrue after a six -month
period. Medical, Dental, Life and Dependent Life
insurances will be paid by the City for a period not to exceed nine months after the twelve- week FMLA/CFRA
period has elapsed ( total payment of twelve months).

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Exhibit "B"

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A
dditional benefits may apply and can be explained by the Benefits Division. Fire Management is provided an LTD
benefit through their Association. Police Management is provided an STD and LTD benefit option through their
Association.

Jury Duty and Witness Leave:

Management and UCT
Any employee who is called or required to serve as a trial juror shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of such call. Under such circumstances, the employee shall be
paid their full salary and any payment received by them from the court for such duty. Employees shall provide their supervisor with a copy of the call to jury duty and other documentary evidence of service as required by the City.

Any employee who is called or required to serve as a
witness shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of a proper subpoena. Under such circumstances, the
employee shall be paid the difference between their full salary and any payment received by them, except travel
and subsistence pay, for such duty. Witness leave will not be granted to employees who are litigants in civil cases or defendants in criminal cases. Employees shall provide their supervisor with a copy of the legal subpoena and other
documentary evidence of service as required by the City.

Leave of Absence Without Pay:

Management and UCT
The City Manager may grant employees a leave of
absence without pay, seniority, or benefit accruals not to exceed six months. For special educational purposes,
however, the City Manager may grant leaves of absence
not to exceed one year, without pay, provided such study is related to City employment. When such special educational leave of absence is granted, the employee must agree in writing that they will return to regular, full -time employment with the City for a minimum of one year. No such leave
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s
hall be granted except upon written request of the
employee, setting forth the reason for the request, and the approval will be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice of return to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge.

When an employee is in a leave of absence without pay
status due to having exhausted all accrued sick leave and vacation credit, their revised hire date or date of promotion for purposes of merit increases, sick leave, and vacation credit, will be the number of working days absent added to their former hire or promotion date, whenever such leave exceeds 30 consecutive working days. An employee is
responsible for the full cost of benefits while on an unpaid leave other than for a disability.

Employees in good standing may, with supervisory
permission and five days’ prior notice, take time off without pay and without having to exhaust any leave balances. No employee shall exceed ten work days off (two shifts without pay for Fire Battalion Chiefs on a shift schedule) within a calendar month.

In the event of a leave of absence due to injury or illness, an employee must file for disability benefits. The Benefits Division can assist employees with coordinating available leave balances.

Holiday Leave:

Management and UCT (Shift Fire Battalion Chief excluded)

The following 10 holidays are observed:

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
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W
hen a holiday falls on a Sunday, it is observed on the
Monday immediately following. When a holiday falls on a Saturday, it will be observed on the preceding Friday.

Fire Battalion Chief on Shift Only - Holiday Leave is
equivalent to Fire Safety Personnel – 11.5 hours/month.

Maximum pay off of 138 hours occurs on the last pay date each October.

Holiday Compensation:

UCT
An employee whose regularly scheduled workday or work
shift falls on a holiday and who actually work s such a holiday shall receive their regular rate of pay and time and one-half pay for time worked. Employees may request a
cash payout of all or any portion each October.

Management and UCT
If the holiday occurs on an employee’s normal day off , they have the following two options:

1. Float the holiday hours into their holiday bank to
be used as a day off at a later date or cashed out
in October.

2. Flex the holiday within the same pay per iod by
taking an additional day off with pay . If an
employee flexes an 8- hour holiday to a 9- hour
workday, the employee will need to use 1 hour of
other leave time.

Management Leave:

Management Only (Police Lieutenants excluded)
Management employees are exempt from overtime
requirements under the Fair Labor Standards Act.

In lieu of overtime compensation, management employees
(except Police Lieutenants – see Overtime) receive
management leave as follows:

Assistant City Manager, Deputy City Manager, Dept.

Directors, Executive Mgt.– 72 hours / year
Deputy and Division Fire Chief – 63 hours / year
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D
ivision Heads, Senior Mgt., Police Captain and Fire
Battalion Chief – 54 hours / year
All other Management Staff – 36 hours / year
Other exceptions, per City Manager

Management Leave is credited on July 1 of each fiscal
year. Unused Management Leave will be forfeited at the
end of the fiscal year.

Maternity/Paternity/Adoption Leave:

Employees are eligible for leave without pay as provided under State or Federal laws. All employees who meet the qualifying criteria are eligible for up to twelve weeks of family medical leave per calendar year and/or twelve
weeks of bonding leave. Employees may use accumulated
paid leave (floating holiday, vacation, and comp time) and up to 108 hours of sick leave while on leave to care
for/bond with a family member.

In the case of adoption and paternity leave, employees
may request up to a maximum of six months of leave.

Military Leave:

Management and UCT
Upon verification of military orders, employees who are members of the military or National Guard who have been called to active duty during National Security, after the standard Military Leave Policy, shall receive the difference between the amount the employee would have received
from their regular City gross bi -weekly wage (not including overtime) and the amount the employee receives from the military.

Health benefits will be continued for the employee and
family. An employee would continue to pay their respective portion of the benefit programs (including any premiums for family coverage), unless benefits are waived.

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R
eserve Leave:

All personnel hired in an unclassified position prior to July 1, 1991, shall be eligible to accumulate up to 720 hours of reserve leave.

Employees hired or promoted in an unclassified personnel capacity on or after July 1, 1991 will be allowed to
accumulate Reserve Leave as follows:

• Exec. Mgt. and designated Sr. Mgt. = 360 hours
• Other Sr. Mgt. and Mid-Mgt. = 240 hours
• All other MGT, UCT, Canal/Asst Canal Supt = 160 hours

Sick leave hours converted to vacation hours may be
transferred to the Reserve Leave Fund account based
upon usage during the prior fiscal year, ending June 30.

Vacation hours not to exceed one-half of the annual
vacation accrual may be transferred to the Reserve Leave Fund account based upon usage during the prior fiscal
year, ending June 30.

Transfers to the Reserve Leave Fund will be elected by the employee in conjunction with notification from Payroll on or about November 1
st.

Reserve Leave can only be used after an employee’s
vacation balance has been exhausted.

Sick Leave/Family Assistance/Bereavement Leave:

Management and UCT
Sick leave shall be earned at the rate 4.15 hours per pay period, or 108 hours per year (Fire Battalion Chiefs on a day shift are included; Fire Battalion Chiefs on a shift schedule are excluded).

Fire Battalion Chiefs on Shift accrue 5.54 hours per pay period, or 144 hours per year (same as Fire Safety -56
hrs.).

Sick leave shall be earned from the date of hire and
unused sick leave shall be accumulated indefinitely.

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S
ick leave shall not be considered as an entitlement which employees may use at their discretion, but shall be allowed only in case of necessity, including instances where
employees are victims of domestic violence, sexual
assault, or stalking (per AB 1522).

All of an employee’s annual accrual of sick leave may be taken when an employee’s presence i s required elsewhere due to sickness/bereavement for immediate family
members. Immediate family consists of a member of the
employee’s immediate family or individuals whose
relationship to the employee is that of a dependent or near dependent, member of the immediate household, or a
person who is significant to the employee. Exceptions to exceed the authorized accrual are subject to consideration by the City Manager on a case- by-case basis. In no event shall an employee be granted sick leave time to oversee children who are not ill (babysitting).

Sick Leave Conversion:

Management and UCT
Wellness Leave up to 108 hours per year – an employee
may convert sick leave hours to vacation hours based on the following:

108 hours (144 hours for Fire Battalion Chiefs on shift ) minus sick leave hours used within the year may be eligible for vacation conversion at a ratio of 2 sick leave hours for 1 hour of vacation. Sick leave conversion occurs once
annually, during the sixty days following the end of the fiscal year.

Vacation Leave:

Management and UCT (Shift Fire Battalion Chief excluded) Each employee shall accrue vacation leave from the date of hire according to the following schedule:

1 – 5 years of service = 96 hours

6 – 10 years of service = 136 hours

11 – 15 years of service = 176 hours

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16+
years of service = 216 hours

Plus 24 additional hours of vacation credited each July 1 and an additional 4 hours credited each October.

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual:

Management = 3 years; UCT = 2 years.

Each July and December, management employees may
cash-out up to 40 hours of vacation leave, and UCT
employees may cash-out up to 24 hours of vacation leave.

Employees must maintain a minimum balance of 80 hours
of vacation leave after the requested payoff to ensure a sufficient balance to cover future planned time off requests.

Fire Battalion Chief on Shift Only – Vacation leave accruals are equivalent to Fire Safety personnel:

1 – 5 years of service = 5 shifts (120 hours)

6 – 10 years of service = 7 shifts (168 hours)

11 – 15 years of service = 9 shifts (216 hours)

16 - 20 years of service = 11 shifts (264 hours)

21+ years of service = 13 shifts (312 hours)

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual for Fire Battalion
Chief on shift = 732 hours.

Each July and December, Fire Battalion Chiefs (shift and days) may cash-out up to 40 hours of vacation leave.

IV. BENEFITS & OTHER SPECIAL COMPENSATION

The information described below may not include all details regarding the benefits that are provided to City employees.

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Exhibit "B"

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I
f there is a discrepancy between this plan booklet and the benefit’s formal plan or policy documents, the language within the formal plan or policy will govern.

Automobile Allowance:

Management Only
Assistant City Manager, Deputy City Manager,
Assistant City Attorney - $450/month
City Clerk, Department Directors - $425/month

Bilingual Pay (Spanish):

Management and UCT
$50 per pay period for verbal bilingual skills. $25 per pay period for written bilingual skills. Written approval for bilingual pay from the employee’s Department Director
must be provided to Human Resources.

Cafeteria Plan / Flex Plan Credits:

Management and UCT
$100 per month plus 4.0% of monthly salary for benefits.

Executive Management positions receive an additional $25 per month (in lieu of physical exam) for a total of $125 per month plus 4.0% of monthly salary.

Cafeteria Plan benefits are calculated at the time of hire and promotion /progression. Step increase changes or
adjustments are calculated and applied in January.

Callback Overtime:

UCT Only
Information Systems - Minimum of 2 hours or actual time worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback. Mileage reimbursement may apply.

Canal Assistants – Minimum of 3 hours o r actual time
worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback.

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C
ertification Pay:

Fire Battalion Chief (Fire Mgt.) – Chief Officer Cert 3% of salary.

Deputy Fire Marshal (UCT) – Fire Prevention Cert $75 per month.

Compensatory Time:

Police Lieutenants Only
At the employee’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision). The employee may request cash
payout of up to a maximum of 80 hours, twice a year
consistent with shift change.

UCT Only
At the employee ’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision) . Compensatory time off is subject to the needs of the service and may not be taken without prior approval by the employee’s supervisor. UCT employees
may accrue a maximum of 80 hours of compensatory time.

Each October, the employee may request a cash payout of all or any portion of their compensatory time balance.

Deferred Compensation Plans:

Management and UCT

Management and UCT employees may contribute to 457,
401(k) and/or Payroll Roth IRA deferred compensation
plans.

Dental Insurance:

Management and UCT
The City provides dental insurance coverage. Employees
may purchase dental insurance coverage through payroll
deduction.

Any PPO or D MO employee only dental insurance
premium increase will be shared equally by the City and Resolution No. 2026-49
Exhibit "B"

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t
he employee. The employee’s share of dental insurance
premium increases will be added to the employee’s
insurance contribution. The City’s contribution is based on the cost share of the employee only premium rate for PPO or DMO dental insurance. Employees choosing more
expensive dental coverage levels are required to pay the cost difference between the employee only level and the coverage level selected.

The 2021 calendar year City contribution for PPO dental insurance is $43.36 per month; the dental DMO City
contribution is $22.16 per month.

Flexible Spending Accounts & Pre-Tax Premiums:

Management and UCT
Employees have the option to contribute to tax-free flexible spending accounts (FSA) for health care and dependent
day care as provided by Section 125, plus pre-tax premium benefit.

Annual Minimum of $240 - both Health & Dependent FSA’s
Annual Maximum of $2,700 - Health FSA
Annual Maximum of $5,000 - Dependent FSA

Health Insurance:

Management and UCT
The City provides the lowest cost medical plan as
recommended by the Health Insurance Committee (HIC)
and approved by the City Council. Any medical insurance premium increases will be shared equally by the City and the employee for the lowest cost HMO medical plan.

Employees choosing more expensive medical plans are
required to pay the increased cost between that plan and the lowest cost plan. The employee’s share of any medical insurance premium increases will be added to the
employee’s insurance contribution. The City’s maximum
contribution in medical coverage for calendar year 2021 is:

Employee Only - $ 495.70 per month
Employee Plus 1 Dependent - $ 991.40 per month
Family Coverage - $ 1,399.78 per month

Resolution No. 2026-49
Exhibit "B"

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T
he City will deduct health insurance premiums 24 times a year. Consistent with State law, the City provides
registered Domestic Partner benefits and Same Sex
marriage benefits.

Waiving Health Insurance
Employees who waive a level of City medical coverage
with proof of coverage elsewhere, will receive a $75
monthly waiver benefit. In the event two City employees are married and both employees waive a level of coverage, only one spouse will receive the $75 monthly waiver.

Life Insurance and AD&D:

Management and UCT
Greater of: $50,000 Life Insurance and $50,000 AD&D, or Life Insurance of $25,000 plus one-half annual salary.

Same amount for AD&D . Additional $1,000 dependent life coverage. Supplemental Life Insurance is available at the employee’s cost.

Medicare:

Management and UCT
Employees hired prior to 4/1/86 that have elected
Medicare, and all employees hired after said date:

City pays – 1.45% of salary
Employee pays – 1.45% of salary

Mileage Reimbursement:

Management and UCT
When employees travel in their personal vehicle for City business purposes, the City will reimburse mileage at the reimbursement rate allowed by the Internal Revenue
Service; however, the total mileage reimbursement cannot exceed the price of a coach airfare ticket to and/or from the same destination.

City officers who receive an automobile allowance are only eligible for mileage reimbursement for travel beyond San Diego, Riverside, San Bernardino, Imperial, Los Angeles, and Orange Counties when their personal vehicle is used Resolution No. 2026-49
Exhibit "B"

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i
n lieu of public transportation. Travel between those
designated counties is considered compensated by the
auto allowance. Mileage will be reimbursed only up to the lowest cost transportation available.

Out of Class Compensation:

Management and UCT
An Out-of-Class assignment is a temporary assignment of a regular employee to an authorized position at a higher level of pay which requires the employee to perform all of the duties of the higher classification. Employees directed to continuously perform duties in a vacant higher -level position shall be entitled to a salary rate increase at 5% above their regular rate, or the minimum salary of the Out - of-Class position, whichever is greater, commencing after five consecutive work days in the Out -of-Class assignment.

For Fire Safety: after any full shift or at least 12 hours of the shift must be worked Out -of-Class; for Police Sworn: in excess of 127.5 hours worked. Compensation will be
retroactive to the first day of the Out-of-Class assignment.

Once the initial out-of-class assignment terminates, the five consecutive workday waiting period will be waived for any additional out -of-class assignments that occur within six months provided that the employee is working in the same out-of-class classification regardless or area assignment.

The Department Head shall complete the Out -of-Class
Assignment Form and submit to the Human Resources
Department that the employee meets the minimum
requirements of the higher -level position and is held
responsible for performing all of the duties normally
associated with the higher -level position without limitation as to difficultly or complexity of assignment. The employee shall also be required to meet standards for satisfactory performance normally required at the higher-level position.

Benefits of the higher classification are not available; the employee will continue to receive the benefits of the
employee’s regular position. All Out -of-Class assignments are limited to a maximum of 960 hours.

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O
vertime Compensation:

Management employees are exempt from overtime
requirements under the Fair Labor Standards Act (FLSA).

UCT employees are FLSA non-exempt. However, specific
management classes are eligible to receive additional
compensation as stated below:

Fire Battalion Chiefs Only
Straight time for hours worked in excess of 56 hours (shift) or 80 hours (day shift) per work period. Overtime
compensation will be paid at time and one-half while on strike team assignments, either strike team leader or strike team leader trainee, or positions within the Incident
Command System (ICS) required to manage an
emergency incident (an approved incident overhead
position). Battalion Chiefs backfilling a vacated position assigned to the above incidents will also be paid at time and one-half.

Police Lieutenants Only
Time and one-half for hours worked in excess of 40 hours in a 7-day work period. Police Lieutenants do not receive management leave.

UCT Only
FLSA non-exempt UCT employees are eligible for overtime compensation at time and one- half of their regular rate of pay for all hours worked in excess of 40 hours in a work week. Employees may opt for compensatory time in lieu of overtime payment (see Compensatory Time provision).

Payment for overtime compensation shall be made on the
first pay date following the pay period in which such
overtime is worked, unless overtime compensation cannot be computed until some later date, in which case overtime compensation will be paid on the next regular pay date
after such computation can be made.

Police Officer Standard Training Incentive Pay
(P.O.S.T.):

Police Management Only - Monthly
Advanced POST: 4.25% of base pay
Supervisory POST: 1.00% of base pay
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Exhibit "B"

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Mana
gement POST: 0.50% of base pay

Supervisory POST and Management POST is additional to
the Advanced POST certification level held by the
incumbent.

Retirement Benefit:

Management and UCT (Fire and Police Management
excluded) All employees shall participate in the California Public Employee’s Retirement System (CalPERS). The
City provides the following:

Misc. Tier I

1. Existing employees

2. Rehired City of Escondido employees who were
in Tier I and did not receive a refund
• 3 % @ 60 CalPERS retirement benefit
• 100% employee paid contribution
(currently 8%) on a pre-tax basis. No
EPMC.
• The CalPERS Single Highest Year Benefit.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier II

1. Rehired City of Escondido employees who were
in Tier II and did not receive a refund.

2. New employees with no public service hired on
or after pay period beginning 12/23/2012 and
before 12/31/2012.

3. New employees with reciprocal public service
and six months or less of a “break in service”
hired after pay period beginning 12/23/2012.
• 2% @ 60 CalPERS retirement benefit
(maximum benefit factor of 2.4% @ 63).
• 100% employee paid contribution
(currently 7%) on a pre-tax basis. No
EPMC.
• Average highest three-year calculation.

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Exhibit "B"

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• P
er PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 8% maximum.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier III

1. New employees with no public service (becomes
a member of a public retirement system for the
first time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service
and more than a six month “break in service”
hired on or after 01/01/2013.
• 2% @ 62 CalPERS retirement benefit
(maximum benefit factor of 2.5% @ 67).
• E mployees pay 50/50 split of normal cost,
currently 6.25%, on a pre-tax basis. No
EPMC.
• Average highest three-year calculation.
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2020 calendar year is $151,549.

Safety – Tier I (Fire and Police Management)
All employees shall participate in the California Public Employee’s Retirement System (CalPERS), as follows:

1. Existing employees

2. Rehired City of Escondido employees who were in
Tier I and did not receive a refund.
• 3% @ 50 CalPERS retirement benefit.
• The CalPERS Single Highest Year Benefit.
• Police – 100% employee paid contribution
(currently 9%) and “0” EPMC.

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• F
ire – 100% employee paid contribution
(currently 9%), on a pre-tax basis. No
EPMC.
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 12% maximum.

Safety – Tier II (Fire and Police Management)

1. Rehired City of Escondido employees who were in
Tier II and did not receive a refund.

2. New employees with no public service hired on or
after pay period beginning 12/23/2012 and before
12/31/2012.

3. New employees with reciprocal public service and
six months or less of a “break in service” after pay
period beginning 12/23/2012.
• 2% @ 50 CalPERS retirement benefit
(maximum benefit factor of 2.7% @ 55).
• Average highest three-year calculation.
• Police –100% employee contribution
(currently 9%), on a pre-tax basis, and “0”
EPMC.
• Fire – 100% employee contribution,
(currently 9%), on a pre-tax basis. No
EPMC.
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 12% maximum.
• The compensation limit for classic
members for the 2020 calendar year is
$285,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Safety – Tier III (Fire and Police Management)

1. New employees with no public service (become a
member of a public retirement system for the first
time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service and
more than a six month “break in service” hired on
or after 01/01/2013.
• 2 .7% @ 57 CalPERS retirement benefit.
• Average highest three-year calculation.

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• P
olice – Employer pays 50/50 split of
normal cost, currently 12.25%. As of
1/1/14, employee pays 12.25% on a pre-
tax basis, and “0” EPMC.

Fire – Employee pays 50/50 split of normal
cost, currently 12.25%, on a pre-tax basis.

No EPMC.
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2020 calendar year is $151,549.

Unused Sick Leave Credit (GC 20965)

Employees may convert any unused sick leave hours to
service credit upon retirement. To be eligible, the employee must retire within 120 days from the last day of
employment.

Eight hours of sick leave = 1 day of service credit or 0.004 years of service credit

Sick Leave has no cash value.

Safety Shoe Allowance:

The following classifications receive an annual allowance of $150.00 for safety shoes:

MGT
Canal Superintendent

UCT
Assistant Canal Superintendent
Canal Assistant I/II
Sr. Safety Analyst
Safety Trainer

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Exhibit "B"

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S
hift Differential:

Network Systems Technician, Network Administrator,
Network Engineer, Telecommunications Specialist
Employees receive $30 per day for standby duty (an
additional $50 of compensation for each designated
holiday served during the standby period). If called into work during standby – minimum of 4 hours of overtime pay at the rate of time and one-half. Support calls during
standby - 2 hours of overtime pay at the rate of time and one-half. Mileage reimbursement applies.

Standby Pay:

Deputy Fire Marshal

$200 per week plus an additional $25 for holidays during the standby tour.

UCT Canal Employees
Employees on standby receive a $200 weekly stipend, plus $50 additional for holiday standby. Telephonic Consultation Pay receives overtime pay in fifteen- minute increments.

When a holiday falls on a Wednesday, the standby
employees who are trading out a standby vehicle shall both receive a minimum of 3 hours of overtime and the standby holiday pay of $50.

Temporary Assignment Pay:

Management and UCT
Temporary Assignment Pay allows for temporary increases in pay beyond an employee’s base rate of pay when duties performed by the employee support such additional pay for specific periods of time. Increases in pay may be granted to recognize the temporary assignment requiring a greater level of skill and out of the scope of their current
classification. “Temporary assignment” shall mean a
period of six months or less. Requests for temporary
assignment compensation may be initiated by the
Department Head or designee. Employees directed to
continuously perform higher level duties shall be entitled to Resolution No. 2026-49
Exhibit "B"

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Item14.
a s
alary rate increase at 5% above their regular rate of
pay.

The Department Head shall complete the Temporary
Assignment Pay Form and submit documentation to the
Human Resources Department stating that the employee is performing duties requiring a higher level of skill and outside the scope of their current classification.

Tuition Reimbursement:

Management and UCT
Due to the current budget impact, this program will be
suspended until further notice.

Uniforms:

Management
Uniform allowance is provided for the following positions:

Police Chief, Police Captain and Police Lieutenant – $700 per year ($26.92 per pay period).

Fire Chief, Deputy Fire Chief, Fire Division Chief and Fire Battalion Chief – $700 per year ($26.92 per pay period).

Fire Marshal – $ 800 per year ($30.77 per pay period) .

Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

Lakes & Open Space Superintendent – $ 650 per year
($25.00 per pay period).

Unclassified
Deputy Fire Marshal – $ 800 per year ($30.77 per pay
period). Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

EMS Program Coordinator – $ 650 per year ($25.00 per
pay period).

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V
oluntary Plans:

Management and UCT
The City provides volu ntary medical, dental, vision, Aflac, legal, and life plans for employees. Information regarding these voluntary plans can be obtained from the City’s
Benefits Division.

Workers’ Compensation:

Management and UCT
Employees are covered under the State Worker s’
Compensation Law. This on-the-job injury insurance is paid for by the City of Escondido. When employees are unable to work due to a job- related illness or injury, this program pays the employee’s medical bills and replaces a portion of the employee’s income until the benefit terminates by law.

Work-Life Benefits:

Management and UCT
The following work-life benefits are provided to employees.

Details can be obtained from the Benefits Division:
• Annual Health and Wellness Expo
• Employee Assistance Program
• 529 College Savings Program
• Employee Discounts –
 Benefithub Discount Portal
 Gym memberships
 Dell and Apple Computers
 AT&T, T-Mobile, and Verizon Wireless Cell Phones
and Plans
 Working Advantage Discount Program –
entertainment services
 Fun Express Discount Program
 National University Tuition Discount of 15%
 Waldorf University Tuition Discount of 10%
 Grand Canyon University Tuition Discount of 10%

Please contact the Human Resources Department at
(760) 839-4643 for assistance.

Last Updated: 4/28/2022
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MANAGEMENT AND UNCLASSIFIED

SALARY AND BENEFITS PLAN
2023 – 2024
Prepared by:

The Human
Resources Department
Effective: 12/06/2023
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TABLE OF CONTENTS

I. Introduction .............................................................................. 1

II. Salary ........................................................................................ 2

Salary Adjustments .............................................................. 2 Merit Increases ..................................................................... 2 Salary Bands and Ranges ................................................... 2

III. Employee Leaves .................................................................... 3

Donated Leave ...................................................................... 3 Injury or Illness Leave w/out Pay Under FMLA/CFRA ...... 3 Short-Term / Long-Term Disability ..................................... 3 Jury Duty and Witness Leave ............................................. 4 Leave of Absence Without Pay ........................................... 4 Holiday Leave ....................................................................... 5 Holiday Compensation ........................................................ 5 Management Leave .............................................................. 6 Parental Leave ...................................................................... 6 Military Leave ........................................................................ 7 Reserve Leave ...................................................................... 7 Sick Leave/Family Assistance/Bereavement Leave ......... 8 Sick Leave Conversion ........................................................ 9 Vacation Leave ..................................................................... 9

IV. Benefits & Other Special Compensation ............................ 10

Automobile Allowance ....................................................... 10 Bilingual Pay (Spanish) ..................................................... 10 Cafeteria Plan / Flex Plan Credits ..................................... 10 Callback Overtime .............................................................. 11 Certification Pay ................................................................. 11 Compensatory Time ........................................................... 11 Deferred Compensation Plans .......................................... 12 Dental Insurance ................................................................ 12 Flexible Spending Accounts & Pre-Tax Premiums ......... 12 Health Insurance ................................................................ 13 Life Insurance and AD&D .................................................. 13 Medicare .............................................................................. 13 Mileage Reimbursement .................................................... 14 Out of Class Compensation .............................................. 14 Resolution No. 2026-49
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Overtime Compensation .................................................... 15 POST Incentive Pay ............................................................ 16 Retirement Benefit .............................................................. 16 Safety Shoe Allowance ...................................................... 19 Standby Pay ........................................................................ 20 Temporary Assignment Pay .............................................. 20 Tuition Reimbursement ...................................................... 21 Uniforms .............................................................................. 21 Voluntary Plans ................................................................... 21 Workers’ Compensation .................................................... 22 Work-Life Benefits .............................................................. 22

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M

ANAGEMENT AND UCT SALARY

AND BENEFITS PLAN

I. INTRODUCTION

This document constitutes the Compensation and Benefits Plan for Management and Unclassified Clerical and
Technical (UCT) employees. This Plan shall in no manner be interpreted as a guaranteed or implied contract, and is continually subject to change as a result of City Council and/or City Manager action. For additional information
regarding terms and conditions of employment, please
refer to specific sections of the City of Esco ndido
Personnel Rules and Regulations that apply to unclassified employees, the City Manager Administrative Direc tives or contact the Human Resources Department.

Definitions:

Appointing Authority – The person(s) having authority to appoint or remove persons from positions in City service or subordinates to whom this authority is delegated. The
appointing authority is usually the City Manager.

Immediate Family – The immediate family shall consist of a member of the employee’s immediate family or individua ls whose relationship to the employee is that of a dependent or near dependent, member of the immediate household,
or a person who is significant to the employee.

Management Employees – Management employees are
classifications that are listed on the City’s Compensation Plan as MGT (Management), E M (Executive
Management), FM (Fire Management), and PM (Police
Management). These employees are unclassified and
serve at the will of the ir appointing authority. Management employees can be terminated at any time, with or without advance notice, and with or without cause or right of
appeal. Management employees are FLSA exempt.

The EM positions of City Manager and City Attorney report directly to the City Council . The salary and benefits provisions for those positions are established by contract or ordinance; therefore, they are not included in this Salary and Benefits Plan.

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Unclassified Clerical and Technical Employees –
Classifications that are listed on the City’s Compensation Plan as UCT. These employees are unclassified and serve at the will of their appointing authority. UCT employees can be terminated at any time, with or without advance notice, and with or without cause or right of appeal. UCT
employees are not FLSA exempt.

II. SALARY

Salary Adjustments:

Management employees are paid on a salary basis versus
UCT employees who are paid on an hourly basis.

Merit Increases:

Management – M erit increases are based on job
performance and are at the discretion of the employee’s appointing authority. All management employees are
reviewed and evaluated based on specific job
competencies and goals using the City’s Performance
Evaluation Form. Performance evaluations are due by May 31 st of each year.

Competencies are the knowledge, skills, abilities, and
behaviors that are essential to the success of each
management employee. Goals describe how the
employee’s contribution aligns with their department goals, objectives and ultimately, with those of the City Council.

Goals are established at the beginning of the performance review period, and the employee is evaluated at the end of the period as to how well their assigned tasks were
accomplished.

Merit increases result in an adjustment to the employee’s base rate of pay.

UCT – Merit increases are granted per the City of
Escondido Personnel Rules and Regulations.

Salary Bands and Ranges:

All salary bands and ranges for Management and UCT
classifications are listed on the City’s Compensation Plan.

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III. EMPLOYEE LEAVES

Donated Leave:

Management and UCT
Employees may donate vacation hours to other employees
in need of sick leave based upon the City Manager’s
approval.

Injury or Illness Leave Without Pay Under FMLA/CFRA:

Management and UCT
In the event of a leave of absence due to injury or illness, all employees who meet the qualifying criteria are eligible for up to twelve weeks of Family M edical leave and
California Family Rights leave per calendar year.

Employees who are ill for more than seven calendar days must file for disability benefits. The Benefits Division can assist employees with coordinating available leave
balances.

Short–Term (STD) & Long–Term (LTD) Disability:

MGT and UCT (Fire and Police Management excluded).

STD – Employee pays 0. 715% of salary (7 calendar – day elimination period).

LTD – Employee pays 0.500% of salary (90 calendar – day elimination period).

The STD benefit provides 66.67% of basic weekly earnings and the LTD benefit provides 60% of basic weekly
earnings. Upon eligibility, benefits are provided for
employees who miss more than seven consecutive
calendar days due to illness or injury. Employees are
required to file for short -term/long-term disability upon eligibility. Benefits are affected if an employee is off work for more than six months: Vacation, sick leave and holiday compensation will cease to accrue after a six -month
period. Medical, Dental, Life and Dependent Life
insurances will be paid by the City for a period not to exceed nine months after the twelve- week FMLA/CFRA
period has elapsed ( total payment of twelve m onths).

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A
dditional benefits may apply and can be explained by the Benefits Division. Fire Management is provided an LTD
benefit through their Association. Police Management is provided an STD and LTD benefit option through their
Association.

Jury Duty and Witness Leave:

Management and UCT
Any employee who is called or required to serve as a trial juror shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of such call. Under such circumstances, the employee shall be
paid their full salary and any payment received by them from the court for such duty. Employees shall provide their supervisor with a copy of the call to jury duty and other documentary evidence of service as required by the City.

Leave of Absence Without Pay:

Management and UCT
The City Manager may grant employees a leave of
absence without pay, seniority, or benefit accruals not to exceed six months. For special educational purposes,
however, the City Manager may grant leaves of absence
not to exceed one year, without pay, provided such study is related to City employment. When such special educational leave of absence is granted, the employee must agree in writing that they will return to regular, full-time employment with the City for a minimum of one year. No such leave
shall be granted except upon written request of the
employee, setting forth the reason for the request, and the approval will be in writing. Upon expiration of a regul arly approved leave or within a reasonable period of time after notice of return to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge.

When an employee is in a leave of absence without pay
status due to having exhausted all accrued sick leave and vacation credit, their revised hire date or date of promotion Resolution No. 2026-49
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f
or purposes of merit increases, sick leave, and vacation credit, will be the number of working days absent added to their former hire or promotion date, whenever such leave exceeds 30 consecutive working days. An employee is
responsible for the full cost of benefits while on an unpaid leave other than for a disability.

Employees in good standing may, with supervisory
permission and five days’ prior notice, take time off without pay and without having to exhaust any leave balances. No employee shall exceed ten work days off (two shifts without pay for Fire Battalion Chiefs on a shift schedule) within a calendar month.

In the event of a leave of absence due to injury or illness, an employee must file for disability benefits. The Benefits Division can assist employees with coordinating available leave balances.

Holiday Leave:

Management and UCT (Shift Fire Battalion Chief excluded)

The following 10 holidays are observed:

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
When a holiday falls on a Sunday, it is observed on the Monday immediately following. When a holiday falls on a Saturday, it will be observed on the preceding Friday.

Fire Battalion Chief on Shift Only - Holiday Leave is
equivalent to Fire Safety Personnel – 11.5 hours/month
and is paid as 5.31 hours per pay period.

Holiday Compensation:

UCT
An employee whose regularly scheduled workday or work
shift falls on a holiday and who actually work s such a holiday shall receive their regular rate of pay and time and Resolution No. 2026-49
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one
-half pay for time worked. Employees may request a
cash payout of all or any portion each October.

Management and UCT
If the holiday occurs on an employee’s normal day off, they have the following two options:

1. Float the holiday hours into their holiday bank to
be used as a day off at a later date or cashed out
in October.

2. Flex the holiday within the same pay per iod by
taking an additional day off wit h pay . If an
employee flexes an 8- hour holiday to a 9- hour
workday, the employee will need to use 1 hour of
other leave time.

Management Leave:

Management Only (Police Lieutenants and Fire Battalion
Chiefs excluded)
Management employees are exempt from overtime
requirements under the Fair Labor Standards Act.

In lieu of overtime compensation, management employees
(except Police Lieutenants and Fire Battalion Chiefs – see Overtime) receive management leave as follows:

Assistant City Manager, Deputy City Manager, Dept.

Directors, Executive Mgt.– 72 hours / year
Deputy and Division Fire Chief – 63 hours / year
Division Heads, Senior Mgt., Police Captain and All
other Management Staff – 36 hours / year
Other exceptions, per City Manager

Management Leave is credited on July 1 of each fiscal
year. Unused Management Leave will be forfeited at the
end of the fiscal year.

Parental Leave:

Employees are eligible for leave without pay as provided under State or Federal laws. All employees who meet the qualifying criteria are eligible for up to twelve weeks of family medical leave per calendar year and/or twelve
weeks of bonding leave. Employees may use accumulated
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pai
d leave (floating holiday, vacation, and comp time) and up to 108 hours of sick leave while on leave to care
for/bond with a family member.

Military Leave:

Management and UCT
Upon verification of military orders, military leave will be granted in accordance with federal and state law.

Health benefits will be continued for the employee and
family. An employee would continue to pay their respective portion of the benefit programs (including any premiums for family coverage), unless benefits are waived.

Reserve Leave:

All personnel hired in an unclassified position prior to July 1, 1991, shall be eligible to accumulate up to 720 hours of reserve leave.

Employees hired or promoted in an unclassified personnel capacity on or after July 1, 1991 will be allowed to
accumulate Reserve Leave as follows:

• Exec. Mgt. and designated Sr. Mgt. = 360 hours
• Other Sr. Mgt. and Mid-Mgt. = 240 hours
• All other MGT, UCT, Canal/Asst Canal Supt = 160 hours

Sick leave hours converted to vacation hours may be
transferred to the Reserve Leave Fund account based
upon usage during the prior fiscal year, ending June 30.

Vacation hours not to exceed one-half of the annual
vacation accrual may be transferred to the Reserve Leave Fund account based upon usage during the prior fiscal
year, ending June 30.

Transfers to the Reserve Leave Fund will be elected by the employee in conjunction with notification from Payroll on or about November 1
st.

Reserve Leave can only be used after an employee’s
vacation balance has been exhausted.

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S
ick Leave/Family Assistance/Bereavement Leave:

Management and UCT
Sick leave shall be earned at the rate 4.15 hours per pay period, or 108 hours per year (Fire Battalion Chiefs on a day shift are included; Fire Battalion Chiefs on a shift schedule are excluded).

Fire Battalion Chiefs on Shift accrue 5.54 hours per pay period, or 144 hours per year (same as Fire Safety -56
hrs.).

Sick leave shall be earned from the date of hire and
unused sick leave shall be accumulated indefinitely.

Sick leave shall not be considered as an entitlement which employees may use at their discretion, but shall be allowed only in case of necessity , including instances where
employees are victims of domestic violence, sexual
assault, or stalking (per AB 1522).

All of an employee’s annual accrual of sick leave may be taken when an employee’s presence is required elsewhere due to sickness/bereavement for immediate family
members. Immediate family consists of a member of the
employee’s immediate family or individuals whose
relationship to the employee is that of a dependent or near dependent, member of the immediate household, or a
person who is significant to the employee. Exceptions to exceed the authorized accrual are subject to consideration by the City Manager on a case- by-case basis. In no event shall an employee be granted sick leave time to oversee children who are not ill (babysitting).

Sick Leave Conversion:

Management and UCT
Wellness Leave up to 108 hours per year – an employee
may convert sick leave hours to vacation hours based on the following:

108 hours (144 hours for Fire Battalion Chiefs on shift) minus sick leave hours used within the year may be eligible for vacation conversion at a ratio of 2 sick leave hours for 1 hour of vacation. Sick leave conversion occurs once
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annu
ally, during the sixty days following the end of the
fiscal year.

Vacation Leave:

Management and UCT (Shift Fire Battalion Chief excluded) Each employee shall accrue vacation leave from the date of hire according to the following schedule:

1 – 5 years of service = 96 hours

6 – 10 years of service = 136 hours

11 – 15 years of service = 176 hours

16+ years of service = 216 hours

Plus 24 additional hours of vacation credited each July 1 and an additional 4 hours credited each October.

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual:

Management = 3 years; UCT = 2 years.

Each July and December, management employees may
cash-out up to 40 hours of vacation leave, and UCT
employees may cash-out up to 24 hours of vacation leave.

Employees must maintain a minimum balance of 80 hours
of vacation leave after the requested payoff to ensure a sufficient balance to cover future planned time off requests.

Fire Battalion Chief on Shift Only – Vacation leave accruals are equivalent to Fire Safety personnel:

1 – 5 years of service = 5 shifts (120 hours)

6 – 10 years of service = 7 shifts (168 hours)

11 – 15 years of service = 9 shifts (216 hours)

16 - 20 years of service = 11 shifts (264 hours)

21+ years of service = 13 shifts (312 hours)

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N
ew employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual for Fire Battalion
Chief on shift = 732 hours.

Each July and December, Fire Battalion Chiefs (shift and days) may cash-out up to 40 hours of vacation leave.

IV. BENEFITS & OTHER SPECIAL COMPENSATION

The information described below may not include all details regarding the benefits that are provided to City employees.

If there is a discrepancy between this plan booklet and the benefit’s formal plan or policy documents, the language within the formal plan or policy will govern.

Automobile Allowance:

Management Only
Assistant City Manager, Deputy City Manager,
Assistant City Attorney - $450/month
Department Directors - $425/month

Bilingual Pay (Spanish):

Management and UCT
$50 per pay period for verbal bilingual skills. $25 per pay period for written bilingual skills. Written approval for bilingual pay from the employee’s Department Director
must be provided to Human Resources.

Cafeteria Plan / Flex Plan Credits:

Management and UCT
$100 per month plus 4.0% of monthly salary for benefits.

Executive Management positions receive an additional $25 per month (in lieu of physical exam) for a total of $125 per month plus 4.0% of monthly salary.

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C
allback Overtime:

UCT Only
Information Systems - Minimum of 2 hours or actual time worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback. Mileage reimbursement may apply.

Canal Assistants – Minimum of 3 hours o r actual time
worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback.

Certification Pay:

Fire Battalion Chief (Fire Mgt.) – Chief Officer Cert 3% of salary.

Deputy Fire Marshal (UCT) – Fire Prevention Cert $75 per month.

Compensatory Time:

Police Lieutenants and Fire Battalion Chief Only
At the employee’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision). The employee may request cash
payout of up to a maximum of 80 hours, twice a year
consistent with shift change.

UCT Only
At the employee ’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision) . Compensatory time off is subject to the needs of the service and may not be taken without prior approval by the employee’s supervisor. UCT employees
may accrue a maximum of 80 hours of compensatory time.

Each October, the employee may request a cash payout of all or any portion of their compensatory time balance.

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D
eferred Compensation Plans:

Management and UCT

Management and UCT employees may contribute to 457,
401(k) and/or Payroll Roth IRA deferred compensation
plans.

Dental Insurance:

Management and UCT
The City provides dental insurance coverage. Employees
may purchase dental insurance coverage through payroll
deduction.

Any PPO or D MO employee only dental insurance
premium increase will be shared equally by the City and the employee. The employee’s share of dental insurance
premium increases will be added to the employee’s
insurance contribution. The City’s contribution is based on the cost share of the employee only premium rate for PPO or DMO dental insurance. Employees choosing more
expensive dental coverage levels are required to pay the cost difference between the employee only level and the coverage level selected.

City contribution for PPO and DMO dental insurance can
be found on the Employee Benefit Summary Sheets
.

Flexible Spending Accounts & Pre-Tax Premiums:

Management and UCT
Employees have the option to contribute to tax-free flexible spending accounts (FSA) for health care and dependent
day care as provided by Section 125, plus pre-tax premium benefit.

Annual Minimum of $240 - both Health & Dependent FSA’s
Annual Maximum of $3,050 - Health FSA
Annual Maximum of $5,000 - Dependent FSA

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H
ealth Insurance:

Management and UCT
The City provides the lowest cost medical plan as
recommended by the Health Insurance Committee (HIC).

Any medical insurance premium increases will be shared
equally by the City and the employee for the lo west cost HMO medical plan. Employees choosing more expensive
medical plans are required to pay the increased cost
between that plan and the lowest cost plan. The
employee’s share of any medical insurance premium
increases will be added to the employee’s insurance
contribution. The City’s contribution in medical coverage can be found on the
Employee Benefit Summary Sheets.

The City will deduct health insurance premiums 24 times a year. Consistent with State law, the City provides
registered Domestic Partner benefits and Same Sex
marriage benefits.

Waiving Health Insurance
Employees who waive a level of City medical coverage
with proof of coverage elsewhere, will receive a $75
monthly waiver benefit. In the event two City employees are married and both employees waive a level of coverage, only one spouse will receive the $75 monthly waiver.

Life Insurance and AD&D:

Management and UCT
Greater of: $50,000 Life Insurance and $50,000 AD&D, or Life Insurance of $25,000 plus one-half annual salary.

Same amount for AD&D . Additional $1,000 dependent life coverage. Supplemental Life Insurance is available at the employee’s cost.

Medicare:

Management and UCT
Employees hired prior to 4/1/86 that have elected
Medicare, and all employees hired after said date:

City pays – 1.45% of salary
Employee pays – 1.45% of salary

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M
ileage Reimbursement:

Management and UCT
When employees travel in their personal vehicle for City business purposes, the City will reimburse mileage at the reimbursement rate allowed by the Internal Revenue
Service; however, the total mileage reimbursement cannot exceed the price of a coach airfare ticket to and/or from the same destination.

City officers who receive an automobile allowance are only eligible for mileage reimbursement for travel beyond San Diego, Riverside, San Bernardino, Imperial, Los Angeles, and Orange Counties when their personal vehicle is used in lieu of public transportation. Travel between those
designated counties is considered compensated by the
auto allowance. Mileage will be reimbursed only up to the lowest cost transportation available.

Out of Class Compensation:

Management and UCT
An Out-of-Class assignment is a temporary assignment of a regular employee to an authorized position at a higher level of pay which requires the employee to perform all of the duties of the higher classification. Employees directed to continuously perform duties in a vacant higher -level position shall be entitled to a salary rate increase at 5% above their regular rate, or the minimum salary of the Out - of-Class position, whichever is greater, commencing after five consecutive work days in the Out-of-Class assignment.

For Fire Safety: after any full shift or at least 12 hours of the shift must be worked Out -of-Class; for Police Sworn: in excess of 127.5 hours worked. Compensation will be
retroactive to the first day of the Out-of-Class assignment.

Once the initial out-of-class assignment terminates, the five consecutive workday waiting period will be waived for any additional out -of-class assignments that occur within six months provided that the employee is working in the same out-of-class classification regardless or area assignment.

The Department Head shall complete the Out -of-Class
Assignment Form and submit to the Human Resources
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D
epartment that the employee meets the minimum
requirements of the higher -level position and is held
responsible for performing all of the duties normally
associated with the higher -level position without limitation as to difficultly or complexity of assignment. The employee shall also be required to meet standards for satisfactory performance normally required at the higher -level position.

Benefits of the higher classification are not available; the employee will continue to receive the benefits of the
employee’s regular position. All Out -of-Class assignments are limited to a maximum of 960 hours.

Overtime Compensation:

Management employees are exempt from overtime
requirements under the Fair Labor Standards Act (FLSA).

UCT employees are FLSA non-exempt. However, specific
management classes are eligible to receive additional
compensation as stated below:

Fire Battalion Chiefs Only
Time and one-half for hours worked in excess of 56 hours (shift) or 40 hours (day shift) per work period.

Time and one-half while on strike team assignments, either strike team leader or strike team leader trainee, or
positions within the Incident Command System (ICS)
required to manage an emergency incident (an approved
incident overhead position).

Battalion Chiefs backfilling a vacated position assigned to the above incidents will also be paid at time and one-half.

Police Lieutenants Only
Time and one-half for hours worked in excess of 40 hours in a 7-day work period. Police Lieutenants do not receive management leave.

UCT Only
FLSA non-exempt UCT employees are eligible for overtime compensation at time and one- half of their regular rate of pay for all hours worked in excess of 40 hours in a work week. Employees may opt for compensatory time in lieu of overtime payment (see Compensatory Time provision).

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P
ayment for overtime compensation shall be made on the
first pay date following the pay period in which such
overtime is worked, unless overtime compensation cannot be computed until some later date, in which case overtime compensation will be paid on the next regular pay date
after such computation can be made.

Police Off icer Standard Training Incentive Pay
(P.O.S.T.):

Police Management Only - Monthly
Advanced POST: 4.25% of base pay
Supervisory POST: 1.00% of base pay
Management POST: 0.50% of base pay

Supervisory POST and Management POST is additional to
the Advanced POST certification level held by the
incumbent.

Retirement Benefit:

Management and UCT (Fire and Police Management
excluded) All employees shall participate in the California Public Employee’s Retirement System (CalPERS). The
City provides the following:

Misc. Tier I

1. Existing employees

2. Rehired City of Escondido employees who were
in Tier I and did not receive a refund
• 3 % @ 60 CalPERS retirement benefit
• 100% employee paid contribution
(currently 8%) on a pre-tax basis.
• One-year final compensation benefit
• The compensation limit for classic
members for the 2023 calendar year is
$330,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier II

1. Rehired City of Escondido employees who were
in Tier II and did not receive a refund.

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2. N
ew employees with no public service hired on
or after pay period beginning 12/23/2012 and
before 12/31/2012.

3. New employees with reciprocal public service
and six months or less of a “break in service”
hired after pay period beginning 12/23/2012.
• 2% @ 60 CalPERS retirement benefit
100% employee paid contribution
(currently 7%) on a pre-tax basis.
• Three year final compensation benefit
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 8% maximum.
• The compensation limit for classic
members for the 2023 calendar year is
$330,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier III

1. New employees with no public service (becomes
a member of a public retirement system for the
first time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service
and more than a six month “break in service”
hired on or after 01/01/2013.
• 2% @ 62 CalPERS retirement benefit
• E mployees pay 50/50 split of normal cost,
currently 7.75%, on a pre-tax basis.
• Three-year final compensation benefit
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2023 calendar year is $175,250.

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Safety – Tier I (Fire and Police Management)
All employees shall participate in the California Public Employee’s Retirement System (CalPERS), as follows:

1. Existing employees

2. Rehired City of Escondido employees who were in
Tier I and did not receive a refund.
• 3% @ 50 CalPERS retirement benefit
• One-year final compensation benefit
• Police – 100% employee paid contribution
(currently 9%, on a pre-tax basis
• Fire – 100% employee paid contribution
(currently 9%), on a pre-tax basis

Safety – Tier II (Fire and Police Management)

1. Rehired City of Escondido employees who were in
Tier II and did not receive a refund.

2. New employees with no public service hired on or
after pay period beginning 12/23/2012 and before
12/31/2012.

3. New employees with reciprocal public service and
six months or less of a “break in service” after pay
period beginning 12/23/2012.
• 2% @ 50 CalPERS retirement benefit
• Three-year final compensation benefit
• Police –100% employee contribution
(currently 9%), on a pre-tax basis
• Fire – 100% employee contribution,
(currently 9%), on a pre-tax basis.
• The compensation limit for classic
members for the 2023 calendar year is
$330,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Safety – Tier III (Fire and Police Management)

1. New employees with no public service (become a
member of a public retirement system for the first
time) and hired on or after 01/01/2013.

2. New employees with reciprocal public service and
more than a six month “break in service” hired on
or after 01/01/2013.
• 2 .7% @ 57 CalPERS retirement benefit.
• Three year final compensation benefit
Resolution No. 2026-49
Exhibit "B"

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• Police – Employees pay 50/50 split of
normal cost, currently 14%, on a pre-tax
basis.
• Fire – Employees pay 50/50 split of normal
cost, currently 14%, on a pre-tax basis.
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2023 calendar year is $175,250.

Unused Sick Leave Credit (GC 20965)

Employees may convert any unused sick leave hours to
service credit upon retirement. To be eligible, the employee must retire within 120 days from the last day of
employment.

Eight hours of sick leave = 1 day of service credit or 0.004 years of service credit

Sick Leave has no cash value.

Safety Shoe Allowance:

The following classifications receive an annual allowance of $150.00 for safety shoes:

MGT
Canal Superintendent

UCT
Assistant Canal Superintendent
Canal Assistant I/II
Sr. Safety Analyst
Safety Trainer

Resolution No. 2026-49
Exhibit "B"

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S
tandby Pay:

Deputy Fire Marshal
$200 per week plus an additional $25 for holidays during the standby tour.

Network Systems Technician , Network Administrator,
Network Engineer, Telecommunications Specialist
Employees receive $210 per seven-day standby duty ($30
per day, with an additional $50 of compensation for each designated holiday served during the standby period). If called into work during standby – minimum of 4 hours of overtime pay at the rate of time and one-half. Support calls during standby - 2 hours of overtime pay at the rate of time and one-half. Mileage reimbursement applies.

UCT Canal Employees
Employees on standby receive a $300 weekly stipend, plus $50 additional for holiday standby. Telephonic Consultation Pay receives overtime pay in fif teen-minute increments.

When a holiday falls on a Wednesday, the standby
employees who are trading out a standby vehicle shall both receive a minimum of 3 hours of overtime and the standby holiday pay of $50.

Temporary Assignment Pay:

Management and UCT
Temporary Assignment Pay allows for temporary increases in pay beyond an employee’s base rate of pay when duties performed by the employee support such additional pay for specific periods of time. Increases in pay may be granted to recognize the temporary assignment requiring a greater level of skill and out of the scope of their current
classification. “Temporary Assignment” shall mean a
period of six months or less. Requests for temporary
assignment compensation may be initiated by the
Department Head or designee. Employees directed to
continuously perform higher level duties shall be entitled to a salary rate increase at 5% above their regular rate of pay.

Resolution No. 2026-49
Exhibit "B"

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T
he Department Head shall complete the Temporary
Assignment Pay Form and submit documentation to the
Human Resources Department stating that the employee is performing duties requiring a higher level of skill and outside the scope of their current classification.

Tuition Reimbursement:

Management and UCT
Due to the current budget impact, this program is
suspended until further notice.

Uniforms:

Management
Uniform allowance is provided for the following positions:

Police Chief, Police Captain and Police Lieutenant – $700 per year ($26.92 per pay period).

Fire Chief, Deputy Fire Chief, Fire Division Chief and Fire Battalion Chief – $700 per year ($26.92 per pay period).

Fire Marshal – $ 800 per year ($30.77 per pay period) .

Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

Lakes & Open Space Superintendent – $ 650 per year
($25.00 per pay period).

Unclassified
Deputy Fire Marshal – $ 800 per year ($30.77 per pay
period). Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.

EMS Program Coordinator – $ 650 p er year ($25.00 per
pay period).

Voluntary Plans:

Management and UCT
The City provides voluntary medical, dental, vision, critical illness, accident, hospital indemnity, legal, and life plans for employees. Information regarding these voluntary plans
can be obtained from the City’s Benefits Division.

Resolution No. 2026-49
Exhibit "B"

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W
orkers’ Compensation:

Management and UCT
Employees are covered under the State Worker s’
Compensation Law. This on-the-job injury insurance is paid for by the City of Escondido. When employees are unable to work due to a job- related illness or injury, this program pays the employee’s medical bills and replaces a portion of the employee’s income until the benefit terminates by law.

Work-Life Benefits:

Management and UCT
The following work-life benefits are provided to employees.

Details can be obtained from the Benefits Division:
• Annual Health and Wellness Expo
• Employee Assistance Program
• 529 College Savings Program
• Employee Discounts –
 Benefithub Discount Portal
 Gym memberships
 Dell and Apple Computers
 AT&T, T-Mobile, and Verizon Wireless Cell Phones
and Plans
 Working Advantage Discount Program entertainment
services
 National University Tuition Discount of 25%
 Waldorf University Tuition Discount of 10%
 Grand Canyon University Tuition Discount of 10%

Please contact the Human Resources Department at
(760) 839-4643 for assistance.

Last Updated: 11/27/2023
Resolution No. 2026-49
Exhibit "B"

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MANAGEMENT AND UNCLASSIFIED

SALARY AND BENEFITS PLAN
2024 – 2025
Prepared by:

The
Human Resources Department
Effective: 12/04/2024
Resolution No. 2026-49
Exhibit "B"

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Resolution No. 2026-49
Exhibit "B"

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TABLE OF CONTENTS
I. Intr
oduction .............................................................................. 1 II. Salary ........................................................................................ 2 Sal
ary Adjustments .............................................................. 2 Merit Increases ..................................................................... 2 Salary Bands and Ranges ................................................... 2 III. Employee Leaves .................................................................... 3 Don
ated Leave ...................................................................... 3 Injury or Illness Leave w/out Pay Under FMLA/CFRA ...... 3 Short-Term / Long-Term Disability ..................................... 3 Jury Duty and Witness Leave ............................................. 4 Leave of Absence Without Pay ........................................... 4 Holiday Leave ....................................................................... 5 Holiday Compensation ........................................................ 6 Management Leave .............................................................. 6 Parental Leave ...................................................................... 7 Military Leave ........................................................................ 7 Reserve Leave ...................................................................... 7 Sick Leave/Family Assistance/Bereavement Leave ......... 8 Sick Leave Conversion ........................................................ 9 Vacation Leave ..................................................................... 9 IV. Be
nefits & Other Special Compensation ............................ 10 Auto
mobile Allowance ....................................................... 10 Bilingual Pay (Spanish) ..................................................... 10 Cafeteria Plan / Flex Plan Credits ..................................... 11 Callback Overtime .............................................................. 11 Certification Pay ................................................................. 11 Compensatory Time ........................................................... 11 Deferred Compensation Plans .......................................... 12 Dental Insurance ................................................................ 12 Flexible Spending Accounts & Pre-Tax Premiums ......... 12 Health Insurance ................................................................ 13 Life Insurance and AD&D .................................................. 13 Medicare .............................................................................. 13 Mileage Reimbursement .................................................... 14 Out of Class Compensation .............................................. 1 4 Resolution No. 2026-49
Exhibit "B"

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Overtime Compensation .................................................... 15 POST Incentive Pay ............................................................ 16 Retirement Benefit .............................................................. 16 Safety Shoe Allowance ...................................................... 20 Specialty Pay ....................................................................... 20 Standby Pay ........................................................................ 20 Temporary Assignment Pay .............................................. 21 Tuition Reimbursement ...................................................... 22 Uniforms .............................................................................. 22 Voluntary Plans ................................................................... 22 Workers’ Compensation .................................................... 23 Work-Life Benefits .............................................................. 23

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Exhibit "B"

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M

ANAGEMENT AND UCT SALARY

AND BENEFITS PLAN

I. INTRODUCTION

This document constitutes the Compensation and Benefits Plan for Management and Unclassified Clerical and
Technical (UCT) employees. This Plan shall in no manner be interpreted as a guaranteed or implied contract, and is continually subject to change as a result of City Council and/or City Manager action. For additional information
regarding terms and conditions of employment, please
refer to specific sections of the City of Escondido
Personnel Rules and Regulations that apply to unclassified employees, the City Manager Administrative Direc tives or contact the Human Resources Department.

Definitions:

Appointing Authority – The person(s) having authority to appoint or remove persons from positions in City service or subordinates to whom this authority is delegated. The
appointing authority is usually the City Manager.

Immediate Family – The immediate family shall consist of a member of the employee’s immediate family or individuals whose relationship to the employee is that of a dependent or near dependent, member of the immediate household,
or a person who is significant to the employee.

Management Employees –
Management employees are
classifications that are listed on the City’s Compensation Plan as MGT (Management), E M (Executive
Management), FM (Fire Management), and PM (Police
Management). These employees are unclassified and
serve at the will of the ir appointing authority. Management employees can be terminated at any time, with or without advance notice, and with or without cause or right of
appeal. Management employees are FLSA exempt.

The EM positions of City Manager and City Attorney report directly to the City Council . The salary and benefits provisions for those positions are established by contract or ordinance; therefore, they are not included in this Salary and Benefits Plan.

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Exhibit "B"

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U
nclassified Clerical and Technical Employees –
Classifications that are listed on the City’s Compensation Plan as UCT. These employees are unclassified and serve at the will of their appointing authority. UCT employees can be terminated at any time, with or without advance notice, and with or without cause or right of appeal. UCT
employees are not FLSA exempt.

II. SALARY

Salary Adjustments:

Management employees are paid on a salary basis versus
UCT employees who are paid on an hourly basis.

Merit Increases:

Management – M erit increases are based on job
performance and are at the discretion of the employee’s appointing authority. All management employees are
reviewed and evaluated based on specific job
competencies and goals using the City’s Performance
Evaluation Form.

Competencies are the knowledge, skills, abilities, and
behaviors that are essential to the success of each
management employee. Goals describe how the
employee’s contribution aligns with their department goals, objectives and ultimately, with those of the City Council.

Goals are established at the beginning of the performance review period, and the employee is evaluated at the end of the period as to how well their assigned tasks were
accomplished.

Merit increases result in an adjustment to the employee’s base rate of pay.

UCT – E mployees are on a seven- step salary plan. St ep increases are granted annually based on the date that an employee entered their current classification.

Sal
ary Bands and Ranges:

All salary bands and ra nges for Management and UCT
classifications are listed on the City’s Compensation Plan.

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Exhibit "B"

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III. EMPLOYEE LEAVES

Donated Leave:

Management and UCT
Employees may donate vacation hours to other employees
in need of sick leave based upon the City Manager’s
approval.

Injury or Illness Leave Without Pay Under FMLA/CFRA:

Management and UCT
In the event of a leave of absence due to injury or illness, all employees who meet the qualifying criteria are eligible for up to twelve weeks of Family M edical leave and
California Family Rights leave per calendar year.

Employees who are ill for more than seven calendar days must file for disability benefits. The Benefits Division can assist employees with coordinating available leave
balances.

Short–Term (STD) & Long–Term (LTD) Disability:

MGT and UCT (
Fire and Police Management excluded).

STD – E
mployee pays 0. 715% of salary (7 calendar – day
elimination period).

LTD – E
mployee pays 0.500% of salary (90 calendar – day
elimination period).

The STD be
nefit provides 66.67% of basic weekly earnings
and the LTD benefit provides 60% of basic weekly
earnings. Upon eligibility, benefits are provided for
employees who miss more than seven consecutive
calendar days due to illness or injury. Employees are
required to file for short -term/long-term disability upon eligibility. Benefits are affected if an employee is off work for more than six months: Vacation, sick leave and holiday compensation will cease to accrue after a six -month
period. Medical, Den tal, Life and Dependent Life
insurances will be paid by the City for a period not to exceed nine months after the twelve- week FMLA/CFRA
period has elapsed ( total payment of twelve months).

Resolution No. 2026-49
Exhibit "B"

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A
dditional benefits may apply and can be explained by the Benefits Division. Fire Management is provided an LTD
benefit through their Association. Police Management is provided an STD and LTD benefit option through their
Association.

Jury Duty and Witness Leave:

Management and UCT
Any employee who is called or required to serve as a trial juror shall be entitled to absent themselves from their duties with the City during the period of such service or while necessarily being present in court as a result of such call. Under such circumstances, the employee shall be
paid their full salary and any payment received by them from the court for such duty. Employees shall provide their supervisor with a copy of the call to jury duty and other documentary evidence of service as required by the City.

Leave o
f Absence Without Pay:

Management and UCT
The City Manager may grant employees a leave of
absence without pay, seniority, or benefit accruals not to exceed six months. For special educational purposes,
however, the City Manager may grant leaves of absence
not to exceed one year, without pay, provided such study is related to City employment. When such special educational leave of absence is granted, the employee must agree in writing that they will return to regular, full -time employment with the City for a minimum of one year. No such leave
shall be granted except upon written request of the
employee, setting forth the reason for the request, and the approval will be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice of return to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge.

When an employee is in a leave of absence without pay
st
atus due to having exhausted all accrued sick leave and vacation credit, their revised hire date or date of promotion Resolution No. 2026-49
Exhibit "B"

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f
or purposes of merit increases, sick leave, and vacation credit, will be the number of working days absent added to their former hire or promotion date, whenever such leave exceeds 30 consecutive working days. An employee is
responsible for the full cost of benefits while on an unpaid leave other than for a disability.

Employees in good standing may, with supervisory
permission and five days’ prior notice, take time off without pay and without having to exhaust any leave balances. No employee shall exceed ten work days off (two shifts without pay for Fire Battalion Chiefs on a shift schedule) within a calendar month.

In the event of a leave of absence due to injury or illness, an employee must file for disability benefits. The Benefits Division can assist employees with coordinating available leave balances.

Holiday Leave:

Management and UCT (Shift Fire Battalion Chief excluded)

The following 11 holidays are observed (10 Fixed and 1
Floating):

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Floating Holiday

Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
When a holiday falls on a Sunday, it is observed on the Monday immediately following. When a holiday falls on a Saturday, it will be observed on the preceding Friday.

Fire Battalion Chief on Shift Only - Ho
liday Leave is
equivalent to Fire Safety Personnel – 11.5 hours/month
and is paid as 5.31 hours per pay period.

Resolution No. 2026-49
Exhibit "B"

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H
oliday Compensation:

UCT
An employee whose regularly scheduled workday or work
shift falls on a holiday and who actually work s such a holiday shall receive their regular rate of pay and time and one-half pay for time worked. Employees may request a
cash payout of all or any portion each October.

Management and U CT
If the holiday occurs on an employee’s normal day off , they have the following two options:

1. Float t he holiday hours into their holiday bank to
be used as a day off at a later date or cashed out
in October.

2. Flex the holiday within the same pay per iod by
taking an additional day off with pay . If an
employee flexes an 8- hour holiday to a 9- hour
workday, the employee will need to use 1 hour of
other leave time.

Management Leave:

Management Only (Police Lieutenants a
nd Fire Battalion
Chiefs excluded)
Management employees are exempt from overtime
requirements under the Fair Labor Standards Act.

In lieu of overtime compensation, management employees
(except Police Lieutenants and Fire Battalion Chiefs – see Overtime) receive management leave as follows:

Assistant City Manager, Deputy City Manager, Dept.

Directors, Executive Mgt.– 72 hours/year
Deputy and Division Fire Chief – 63 hours/year
Division Heads, Sr. Mgt., Police Captain – 54 hours/year All other Management Staff – 36 hours/year
Other exceptions, per City Manager

Management Leave is credited on July 1 of each fiscal
year. Unused Management Leave will be forfeited at the
end of the fiscal year.

Resolution No. 2026-49
Exhibit "B"

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P
arental Leave:

Employees are eligible for leave without pay as provided under State or Federal laws. All employees who meet the qualifying criteria are eligible for up to twelve weeks of family medical leave per calendar year and/or twelve
weeks of bonding leave. Employees may use accumulated
paid leave (floating holiday, vacation, and comp time) and up to 108 hours of sick leave while on leave to care
for/bond with a family member.

Military Leave:

Management and UCT
Upon verification of military orders, military leave will be granted in accordance with federal and state law.

Health benefits will be continued for the employee and
family. An employee would continue to pay their respective portion of the benefit programs (including any premiums for family coverage), unless benefits are waived.

Reserve Leave:

All personnel hired in an unclassified position prior to July 1, 1991, shall be eligible to accumulate up to 720 hours of reserve leave.

Employees hired or promoted in an unclassified personnel capacity on or after July 1, 1991 will be allowed to
accumulate Reserve Leave as follows:

• Exec. Mgt. and designated Sr. Mgt. = 360 hours
• Other Sr. Mgt. and Mid-Mgt. = 240 hours
• All other MGT, UCT, Canal Maintenance
Manager/Supervisor = 160 hours

Sick leave hours converted to vacation hours may be
transferred to the Reserve Leave Fund account based
upon usage during the prior fiscal year, ending June 30.

Vacation hours not to exceed one-hal
f of the annual
vacation accrual may be transferred to the Reserve Leave Resolution No. 2026-49
Exhibit "B"

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F
und account based upon usage during the prior fiscal
year, ending June 30.

Transfers to the Reserve Leave Fund will be elected by the employee in conjunction with notification from Payroll on or about November 1
st.

Reserve Leave can only be used after an employee’s
vacation balance has been exhausted.

Sick Leave/Family Assistance/Bereavement Leave:

Management and UCT
Sick leave shall be earned at the rate 4.15 hours per pay period, or 108 hours per year . (Fire Battalion Chiefs on a day shift are included; Fire Battalion Chiefs on a shift schedule are excluded.)

Fire Battalion Chiefs on Shift accrue 5.54 hours per pay period, or 144 hours per year (same as Fire Safety -56
hrs.).

Sick leave shall be earned from the date of hire and
unused sick leave shall be accumulated indefinitely.

Sick leave shall not be considered as an entitlement which employees may use at their discretion, but shall be allowed only in case of necessity, including instances where
employees are victims of domestic violence, sexual
assault, or stalking (per AB 1522).

All of an employee’s annual accrual of sick leave may be taken when an employee’s presence i s required elsewhere due to sickness/bereavement for immediate family
members. Immediate family consists of a member of the
employee’s immediate family or individuals whose
relationship to the employee is that of a dependent or near dependent, member of the immediate household, or a
person who is significant to the employee. Exceptions to exceed the authorized accrual are subject to consideration by the City Manager on a case- by-case basis. In no event shall an employee be granted sick leave time to oversee children who are not ill (baby-sitting).

Resolution No. 2026-49
Exhibit "B"

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S
ick Leave Conversion:

Management and UCT
Wellness Leave up to 108 hours per year – an employee
may convert sick leave hours to vacation hours based on the following:

108 hours (144 hours for Fire Battalion Chiefs on shift ) minus sick leave hours used within the year may be eligible for vacation conversion at a ratio of 2 sick leave hours for 1 hour of vacation. Sick leave conversion occurs once
annually, during the sixty days following the end of the fiscal year.

Vacation Leave:

Management and UCT (Shift Fire Battalion Chief excluded) Each employee shall accrue vacation leave from the date of hire according to the following schedule:

1 – 5 years of service = 96 hours

6 – 10 years of service = 136 hours

11 – 15 years of service = 176 hours

16+ years of service = 216 hours

Plus 24 additional hours of vacation credited each July 1 and an additional 4 hours credited each October.

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual:

Management = 3 years; UCT = 2 years.

Each July and December, management employees may
cash-out up to 40 hours of vacation leave, and UCT
employees may cash-out up to 24 hours of vacation leave.

Employees must maintain a minimum balance of 80 hours
of vacation leave after the requested payoff to ensure a sufficient balance to cover future planned time off requests.

Resolution No. 2026-49
Exhibit "B"

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F
ire Battalion Chief on S hift Only – Vacation leave accruals are equivalent to Fire Safety personnel:

1 – 5 years of service = 5 shifts (120 hours)

6 – 10 years of service = 7 shifts (168 hours)

11 – 15 years of service = 9 shifts (216 hours)

16 - 20 years of service = 11 shifts (264 hours)

21+ years of service = 13 shifts (312 hours)

New employees may use vacation hours that have been
accrued and reflected on their pay statement with approval from their supervisor.

Maximum allowable vacation accrual for Fire Battalion
Chief on shift = 732 hours.

Each July and December, Fire Battalion Chiefs (shift and days) may cash-out up to 40 hours of vacation leave.

IV. BENEFITS & OTHER SPECIAL COMPENSATION

The information described below may not include all details regarding the benefits that are provided to City employees.

If there is a discrepancy between this plan booklet and the benefit’s formal plan or policy documents, the language within the formal plan or policy will govern.

Automobile Allowance:

Management On
ly
Assistant City Manager, Deputy City Manager,
Assistant City Attorney - $450/month
Department Directors - $425/month

Bilingual Pay (Spanish):

Management and UCT
$50 per pay period for verbal bilingual skills. $25 per pay period for written bilingual skills. Written approval for bilingual pay from the employee’s Department Director
must be provided to Human Resources.

Resolution No. 2026-49
Exhibit "B"

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C
afeteria Plan / Flex Plan Credits:

Management and UCT
$100 per month plus 4.0% of monthly salary for benefits.

Executive Management positions receive an additional $25 per month (in lieu of physical exam) for a total of $125 per month plus 4.0% of monthly salary.

Callback Overtime:

UCT Only
Information Systems - Minimum of 2 hours or actual time worked, whichever is greater, at the rate of time and one- half of the employee’s base rate of pay for each incident of callback. Mileage reimbursement may apply.

Canal Maintenance Technicians – Minimum of 3 hours or
actual time worked, whichever is greater, at the rate of time and one-half of the employee’s base rate of pay for each incident of callback.

Certification Pay:

Fire Battalion Chief (Fire Mgt.) – Chief Officer Cert 3% of salary.

Deputy Fire Marshal (UCT) – Fire Prevention Cert $75 per month.

Compensatory Time:

Police Lieutenants and Fire Battalion Chief Only
At the employee’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision). The employee may request cash
payout of up to a maximum of 80 hours, twice a year
consistent with shift change.

UCT Only
At the employee ’s option, overtime may be accrued as
compensatory time at the rate of time and one – half (see Overtime provision) . Compensatory time off is subject to the needs of the service and may not be taken without prior Resolution No. 2026-49
Exhibit "B"

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appr
oval by the employee’s supervisor. UCT employees
may accrue a maximum of 80 hours of compensatory time.

Each October, the employee may request a cash payout of all or any portion of their compensatory time balance.

Deferred Compensation Plans:

Management and U CT
Management and UCT employees may contribute to 457,
401(k) and/or Payroll Roth IRA deferred compensation
plans.

Dental Insurance:

Management and UCT
The City provides dental insurance coverage. Employees
may purchase dental insurance coverage through payroll
deduction.

Any PPO or D MO employee only dental insurance
premium increase will be shared equally by the City and the employee. The employee’s share of dental insurance
premium increases will be added to the employee’s
insurance contribution. The City’s contribution is based on the cost share of the employee only premium rate for PPO or DMO dental insurance. Employees choosing more
expensive dental coverage levels are required to pay the cost difference between the employee only level and the coverage level selected.

City contribution for PPO and DMO dental insurance can
be found on the Employee Benefit Summary Sheets.

Flexible Spending Accounts & Pre-Tax Premiums:

Management and UCT
Employees have the option to contribute to tax-free flexible spending accounts (FSA) for health care and dependent
day care as provided by Section 125, plus pre-tax premium benefit.

Annual Minimum of $240 - both Health & Dependent FSA’s
Annual Maximum of $3,050 - Health FSA
Annual Maximum of $5,000 - Dependent FSA

Resolution No. 2026-49
Exhibit "B"

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H
ealth Insurance:

Management and UCT
The City provides the lowest cost medical plan as
recommended by the Health Insurance Committee (HIC).

Any medical insurance premium increases will be shared
equally by the City and the employee for the lowest cost HMO medical plan. Employees choosing more expensive
medical plans are required to pay the increased cost
between that plan and the lowest cost plan. The
employee’s share of any medical insurance premium
increases will be added to the employee’s insurance
contribution. The City’s contribution in medical coverage can be found on the
Employee Benefit Summary Sheets.

The City will deduct health insurance premiums 24 times a year. Consistent with State law, the City provides
registered Domestic Partner benefits and Same Sex
marriage benefits.

Waiving Health Insurance
Employees who waive a level of City medical coverage
with proof of coverage elsewhere, will receive a $75
monthly waiver benefit. In the event two City employees are married and both employees waive a level of coverage, only one spouse will receive the $75 monthly waiver.

Life Insurance and AD&D:

Management and UCT
Greater of: $50,000 Life Insurance and $50,000 AD&D, or Life Insurance of $25,000 plus one-half annual salary.

Same amount for AD&D . Additional $1,000 dependent life coverage. Supplemental Life Insurance is available at the employee’s cost.

Medicare:

Management and UCT
Employees hired prior to 4/1/86 that have elected
Medicare, and all employees hired after said date:

City pays – 1.45% of salary
Employee pays – 1.45% of salary

Resolution No. 2026-49
Exhibit "B"

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Mi
leage Reimbursement:

Management and UCT
When employees travel in their personal vehicle for City business purposes, the City will reimburse mileage at the reimbursement rate allowed by the Internal Revenue
Service; however, the total mileage reimbursement cannot exceed the price of a coach airfare ticket to and/or from the same destination.

City officers who receive an automobile allowance are only eligible for mileage reimbursement for travel beyond San Diego, Riverside, San Bernardino, Imperial, Los Angeles, and Orange Counties when their personal vehicle is used in lieu of public transportation. Travel between those
designated counties is considered compensated by the
auto allowance. Mileage will be reimbursed only up to the lowest cost transportation available.

Out of Class Compensation:

Management and UCT
An Out-of-Class assignment is a temporary assignment of a regular employee to an authorized position at a higher level of pay which requires the employee to perform all of the duties of the higher classification. Employees directed to continuously perform duties in a vacant higher -level position shall be entitled to a salary rate increase at 5% above their regular rate, or the minimum salary of the Out - of-Class position, whichever is greater, commencing after five consecutive work days in the Out -of-Class assignment.

For Fire Safety: after any full shift or at least 12 hours of the shift must be worked Out -of-Class; for Police Sworn: in excess of 127.5 hours worked. Compensation will be
retroactive to the first day of the Out-of-Class assignment.

Once the initial out-of-class assignment terminates, the five consecutive workday waiting period will be waived for any additional out -of-class assignments that occur within six months provided that the employee is working in the same out-of-class classification regardless or area assignment.

The Department Head shall complete the Out -of-Cla
ss
Assignment Form and submit to the Human Resources
Resolution No. 2026-49
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D
epartment that the employee meets the minimum
requirements of the higher -level position and is held
responsible for performing all of the duties normally
associated with the higher -level position without limitation as to difficultly or complexity of assignment. The employee shall also be required to meet standards for satisfactory performance normally required at the higher-level position.

Benefits of the higher classification are not available; the employee will continue to receive the benefits of the
employee’s regular position. All Out -of-Class assignments are limited to a maximum of 960 hours.

Overtime Compensation:

Management employees are exempt from overtime
requirements under the Fair Labor Standards Act (FLSA).

UCT employees are FLSA non-exempt. However, specific
management classes are eligible to receive additional
compensation as stated below:

Fire Battalion Chiefs On
ly
Time and one-half for hours worked in excess of 56 hours (shift) or 40 hours (day shift) per work period.

Time and one-half while on strike team assignments, either strike team leader or strike team leader trainee, or
positions within the Incident Command System (ICS)
required to manage an emergency incident (an approved
incident overhead position).

Battalion Chiefs backfilling a vacated position assigned to the above incidents will also be paid at time and one-half.

Fire Chief Officers Only
The Chief Officer who responds to a call for automatic or mutual aid incidents (reimbursable incidents only) will receive the hourly reimbursement provided by California Fire Assistance Agreement to the City for the Chief Officer.

The City will deduct the portion of reimbursement covering administrative services, workers’ compensation, SUI, and vehicle cost. Hours will be calculated on a portal to portal basis as outlined in The California Fire Assistance
Agreement.

Resolution No. 2026-49
Exhibit "B"

315
Item14.

F
ire Deputy and Division Chiefs Only
With Fire Chief approval, the Deputy or Division Chief may work down as the shift Battalion Chief when faced with
staffing challenges in the rank of Battalion Chief. Deputy or Division Chief will be paid at the maximum Battalion Chief hourly rate when working down as shift Battalion
Chief.

Police Lieutenants Only
Time and one-half for hours worked in excess of 40 hours in a 7-day work period. Police Lieutenants do not receive management leave.

UCT Only
FLSA non-exempt UCT employees are eligible for overtime compensation at time and one- half of their regular rate of pay for all hours worked in excess of 40 hours in a work week. Employees may opt for compensatory time in lieu of overtime payment (see Compensatory Time provision).

Payment for overtime compensation shall be made on the
first pay date following the pay period in which such
overtime is worked, unless overtime compensation cannot be computed until some later date, in which case overtime compensation will be paid on the next regular pay date
after such computation can be made.

Police Officer Standard Training Incentive Pay
(P.O.S.T.):

Police Management Only
- Monthly
Advanced POST: 4.25% of base pay
Supervisory POST: 1.00% of base pay
Management POST: 0.50% of base pay

Supervisory POST and Management POST is additional to
the Advanced POST certification level held by the
incumbent.

Retirement Benefit:

Management and UCT (Fire and Police Management
excluded) All employees shall participate in the California Public Employee’s Retirement System (CalPERS). The
City provides the following:

Resolution No. 2026-49
Exhibit "B"

316
Item14.

Mi
sc. Tier I

1. Existing employees

2. Rehired City of Escondido employees who were
in Tier I and did not receive a refund
• 3 % @ 60 CalPERS retirement benefit
• 100% employee paid contribution
(currently 8%) on a pre-tax basis.
• One-year final compensation benefit
• The compensation limit for classic
members for the 2024 calendar year is
$345,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier II

1. Rehired City of Escondido employees who were
in Tier II and did not receive a refund.

2. New employees with no public service hired on
or after pay period beginning 12/23/2012 and
before 12/31/2012.

3. New employees with reciprocal public service
and six months or less of a “break in service”
hired after pay period beginning 12/23/2012.
• 2% @ 60 CalPERS retirement benefit
100% employee paid contribution
(currently 7%) on a pre-tax basis.
• Three year final compensation benefit
• Per PEPRA, beginning 1/1/18, employer
may unilaterally require employee
contribution rate up to 8% maximum.
• The compensation limit for classic
members for the 2024 calendar year is
$345,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.

Misc. Tier III

1. New employees with no public service (becomes
a member of a public retirement system for the
first time) and hired on or after 1/1/2013.

Resolution No. 2026-49
Exhibit "B"

317
Item14.

2. N
ew employees with reciprocal public service
and more than a six month “break in service”
hired on or after 1/1/2013.
• 2% @ 62 CalPERS retirement benefit
• E mployees pay 50/50 split of normal cost,
currently 7.75%, on a pre-tax basis.
• Three-year final compensation benefit
• Pensionable compensation – calculated
based on their base pay, defined as
normal monthly rate of pay paid in cash to
similarly situated members in the same
class of employment. Some forms of
compensation will still be included; such as
shift pay. Some forms will be excluded,
such as uniform allowance and bonuses.
• The compensation limit for new members
for the 2023 calendar year is $181,734.

Safety – T
ier I ( Fire and Police Management)
All employees shall participate in the California Public Employee’s Retirement System (CalPERS), as follows:

1. Existing employees

2. Rehired City of Escondido employees who were in
Tier I and did not receive a refund.
• 3% @ 50 CalPERS retirement benefit
• One-year final compensation benefit
• Police – 100%
employee paid contribution
(currently 9%, on a pre-tax basis
• Fire – 10 0% employee paid contribution
(currently 9%), on a pre-tax basis

Safety – T
ier I I (Fire and Police Management)

1. Rehired City of Escondido employees who were in
Tier II and did not receive a refund.

2. New employees with no public service hired on or
after pay period beginning 12/23/2012 and before
12/31/2012.

3. New employees with reciprocal public service and
six months or less of a “break in service” after pay
period beginning 12/23/2012.
• 2% @ 50 CalPERS retirement benefit
Resolution No. 2026-49
Exhibit "B"