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• T
hree-year final compensation benefit
• Police –1 00% employee contribution
(currently 9%), on a pre-tax basis
• Fire – 10 0% employee contribution,
(currently 9%), on a pre-tax basis.
• The compensation limit for classic
mem
bers for the 2024 calendar year is
$345,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.
Safety – T ier 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
• Police –
Employees pay 50/50 split of
normal cost, currently 14.50%, on a pre-
tax basis.
• Fire – E mployees pay 50/50 split of normal
cost, currently 14.50%, on a pre-tax basis.
• Pensionable compensation – c alculated
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 2024 calendar year is $181,734.
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.
Resolution No. 2026-49
Exhibit "B"
319
Item14.
E
ight 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 $225.00 for safety shoes:
MGT
Canal Maintenance Manager
UCT
Canal Maintenance Supervisor
Canal Maintenance Technician I/II
Sr. Safety Analyst
Safety & Training Specialist
Specialty Pay:
Canal Maintenance Supervisor and Canal Maintenance
Technicians – Confined Space Entry Team
Upon successful completion of training, will receive a
differential of $0.83 per hour for all hours worked. While assigned to the team, and to continue receiving specialty pay, team members must maintain satisfactory job
performance in their normal work assignment as well as
continue to meet all requirements of the Confined Space Entry Team.
Canal Maintenance Technicians –
Concrete Crew
$0.98 per hour for all hours assigned to the concrete crew.
This specialty pay will not be granted during leave time, such as sick leave, compensatory time off, or vacation.
Standby Pay:
Deputy Fire Marshal
$200 per week plus an additional $25 for holidays during the standby tour.
Resolution No. 2026-49
Exhibit "B"
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N
etwork 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 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 A ssignment” 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.
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.
Resolution No. 2026-49
Exhibit "B"
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T
uition 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 per year ($25.00 per
pay period).
Voluntary Plans:
Management and UCT
The City provides volu ntary 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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Wo
rkers’ 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: 11/19/2024
Resolution No. 2026-49
Exhibit "B"
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MANAGEMENT AND UNCLASSIFIED
SALARY AND BENEFITS PLAN
2025 – 2026
Prepared by:
The
Human Resources Department
Effective: December 17, 2025
Resolution No. 2026-49
Exhibit "B"
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Resolution No. 2026-49
Exhibit "B"
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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 ........................................................ 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. Benefits & Other Special Compensation ............................ 10
Automobile 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 .............................................. 14 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
Resolution No. 2026-49
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), EM (Executive Management),
FM (Fire Management), and PM (Police Management) .
These employees are unclassified and serve at the will of their 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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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 ranges for Management and UCT
classifications are listed on the City’s Compensation Plan.
III. EMPLOYEE LEAVES
Resolution No. 2026-49
Exhibit "B"
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D
onated 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 Medical 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. 610% of salary (7 calendar – day
elimination period).
LTD – E
mployee pays 0.310% 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, 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). Additional benefits may apply and can be
explained by the Benefits Division. Fire Management is
provided an LTD benefit through their Association. Police Resolution No. 2026-49
Exhibit "B"
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Mana
gement 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 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 Resolution No. 2026-49
Exhibit "B"
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ex
ceeds 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 13 holidays are observed (10 Fixed and 3
Floating):
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
(3) Floating Holidays
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.
Ho
liday Compensation:
UCT
Resolution No. 2026-49
Exhibit "B"
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A
n employee whose regularly scheduled workday or work
shift falls on a holiday and who actually works such a holiday shall receive their regular rate of pay and t ime 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, and 40-hour
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.
Parental Leave:
Resolution No. 2026-49
Exhibit "B"
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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 Fund account based upon usage during the prior fiscal
year, ending June 30.
Resolution No. 2026-49
Exhibit "B"
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T
ransfers 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).
Effective July 1, 2025, all employees will be credited twenty- seven (27) hours into a bereavement leave bank annually on July 1. Any unused bereavement leave credit will not carry over to the next fiscal year, has no cash value, and thus cannot be paid out upon separation of employment.
All of an employee’s annual accrual of sick leave may be tak
en 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 Resolution No. 2026-49
Exhibit "B"
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s
hall an employee be granted sick leave time to oversee
children who are not ill (baby-sitting).
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:
First 5 years = 100 hours/ year (3.85 hours per pay
period)
5 – 10 years of service = 140 hours/ year (5.38 hours per pay period)
10 – 15 years of service = 1 80 hours/ year (6.92 hours per pay period)
15+ years of service = 2 20 hours/ year (8.46 hours per pay period)
Plus 24 additional hours of vacation credited each July 1.
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 =
1-5 years: 372 hrs.
Resolution No. 2026-49
Exhibit "B"
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6 -10 years: 492 hrs.
11-15 years: 612 hrs.
16+ years: 732 hrs.
UCT =
1-5 years: 248 hrs.
6-10 years: 327 hrs.
11-15 years: 407 hrs.
16+ years: 487 hrs.
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 S
hift Only – Vacation leave accruals
are equivalent to Fire Safety personnel:
First 5 years of service = 7 shifts (168 hours)
5 – 10 years of service = 9 shifts (216 hours)
10 – 15 years of service = 11 shifts (264 hours)
15+ 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.
If there is a discrepancy between this plan booklet and the Resolution No. 2026-49
Exhibit "B"
337
Item14.
bene
fit’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.
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.
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.) – Ch
ief Officer Cert 3% of
salary.
Resolution No. 2026-49
Exhibit "B"
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D
eputy 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 100 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 P
PO 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 Resolution No. 2026-49
Exhibit "B"
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c
ost 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 $3,300 - 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).
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. Employees who fully waive City
medical coverage for themselves and eligible dependents, with proof of coverage elsewhere will receive a $200
monthly waiver benefit. In the event two City employees Resolution No. 2026-49
Exhibit "B"
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ar
e 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 in lieu of public transport ation. 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 Resolution No. 2026-49
Exhibit "B"
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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.
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.
Resolution No. 2026-49
Exhibit "B"
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ime 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.
Fire 40-h
our Battalion, Deputy and Division Chiefs Only
With Fire Chief approval, the 40-hour Battalion, 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. The 40-hour Fire Battalion Chief will be paid at the shift Battalion Chief hourly rate.
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
Resolution No. 2026-49
Exhibit "B"
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ompensation 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:
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 2025 calendar year is
$350,000. 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.
Resolution No. 2026-49
Exhibit "B"
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ew 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 2025 calendar year is
$350,000. 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.
2. New 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 2025 calendar year is $186,096.
Safety – T
ier I ( Fire and Police Management)
All employees shall participate in the California Public Employee’s Retirement System (CalPERS), as follows:
Resolution No. 2026-49
Exhibit "B"
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1. E
xisting 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
• Three-year final compensation benefit
• Police –1
00% employee contribution
(currently 9%), on a pre-tax basis
• Fire – 10 0% employee contribution,
(currently 9%), on a pre-tax basis.
• The compensation limit for classic
mem
bers for the 2025 calendar year is
$350,000. Employees with membership
dates prior to July 1, 1996, are not
impacted by these limits.
Safety – T
ier 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
• Police –
Employees pay 50/50 split of
normal cost, currently 14.50%, on a pre-
tax basis.
Resolution No. 2026-49
Exhibit "B"
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• Fire – Employees pay 50/50 split of normal
cost, currently 14.50%, on a pre-tax basis.
• Pensionable compensation – c alculated
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 2025 calendar year is $186,096.
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 $300.00 for safety shoes:
MGT
Canal Maintenance Manager
UCT
Canal Maintenance Supervisor
Canal Maintenance Technician I/II
Sr. Safety Analyst
Safety & Training Specialist
Specialty Pay:
Canal Maintenance Supervisor and Canal Maintenance
Technicians – Confined Space Entry Team
Upon successful completion of training, will receive a
differential of $0.83 per hour for all hours worked. While Resolution No. 2026-49
Exhibit "B"
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as
signed to the team, and to continue receiving specialty pay, team members must maintain satisfactory job
performance in their normal work assignment as well as
continue to meet all requirements of the Confined Space Entry Team.
Canal Maintenance Technicians –
Concrete Crew
$0.98 per hour for all hours assigned to the concrete crew.
This specialty pay will not be granted during leave time, such as sick leave, compensatory time off, or vacation.
Standby Pay:
Deputy Fire Marshal
$300 per week plus an additional $50 for holidays during the standby tour.
Network Systems Technician, Network Administrator,
Network Engineer, Telecommunications Specialist
Employees receive $300 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 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 Resolution No. 2026-49
Exhibit "B"
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ecognize 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.
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 EM
Budgeted funds up to a max. of $8,000 per fiscal year.
$2,500 per employee per fiscal year.
UCT
Budgeted funds up to a max. of $8,000 per fiscal year.
$2,500 per employee per fiscal year.
Police MGT
Budgeted funds up to a max. of $4,000 per fiscal year.
$2,500 per employee per fiscal year.
Fire MGT
Budgeted funds up to a max. of $4,000 per fiscal year.
$2,500 per employee per fiscal year.
Uniforms:
Management
Uniform allowance is provided for the following positions:
Police Chief, Police Captain and Police Lieutenant – $800 per year, payable in equal pay period increments.
Fire Chief, Deputy Fire Chief, Fire Division Chief and Fire Battalion Chief – $ 1,100 per year, payable in equal pay period increments.
Resolution No. 2026-49
Exhibit "B"
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ire Marshal – $800 per year , payable in equal pay period increments. Station safety boots are required. Must
purchase Class A Uniform by fifth year of employment.
Lakes & Open Space Manager – $650 per year , payable in equal pay period increments.
Unclassified
Deputy Fire Marshal – $800 per year, payable in equal pay period increments Station safety boots are required. Must purchase Class A Uniform by fifth year of employment.
EMS Coordinator – $ 700 per year, payable in equal pay
period increments.
Voluntary Plans:
Management and UCT
The City provides volu ntary 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.
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
Resolution No. 2026-49
Exhibit "B"
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mployee 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: 11/26/2025
Resolution No. 2026-49
Exhibit "B"
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STAFF REPORT
April 1, 2026
File Number 1020-72
SUBJECT
211 SAN DIEGO PRESENTATION ON SERVICES AND POTENTIAL PARTNERSHIP
DEPARTMENT
City Manager
RECOMMENDATION
Receive an informational presentation from 211 San Diego regarding its services and regional role, including a profile of service s used and needs relevant to the City of Escondido . Following the presentation, City Council should provide direction to staff regarding p otential next steps, including whether to explore a formal agreement.
Staff Recommendation: Provide Direction (City Manager: Christopher McKinney, Deputy City Manager) Presenter: Nicole Lindsay, Management Analyst
ESSENTIAL SERVICE – Yes, Fire/EMS Services; Public Works/Infrastructure COUNCIL PRIORITY – Build Trust and Acc ountability; Financial Steward ship; Prioritize Public Safety; Restore Organizational Capacity
FISCAL ANALYSIS
There is no fiscal impact associated with receiving this presentation.
Any future fiscal impacts related to a potential agreement with 211 San Diego would be subject to City Council review and approval and would be presented in a subsequent staff report.
If the City were to consider a partnership with financial obligations, certain 211 services may be eligible for funding under existing U.S. Department of Housing and Urban Development (“HUD”) programs, including Community Development Block Grant ( “CDBG”), subject to eligibility requirements, reporting obligations, and City prioritization.
PREVIOUS ACTION
None
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BACKGROUND
211 San Diego is a nonprofit organization that operates a free, confidential, 24-hour resource and referral service for San Diego County residents. Services are accessible by dialing 211, through online search tools, and via live chat, and are available 24 hours a day, seven days a week.
The organization functions as a centralized information hub, connecting individuals and families to community-based health, hous ing, and disaster -related services. 211 San Diego maintains and continuously updates a database of more than 6,000 community service programs offered by over 1,200 agencies throughout the region.
Cities, including the City of Escondido, and public agencies across San Diego County utilize 211 San Diego as a referral partner, outreach resource, and data source to help residents access services related to housing stability, food security, health care, public benefits, and emergency assistance.
Overview of Services
211 San Diego provides information and referral services across a broad range of needs, including but not limited to:
Food assistance, utilities, and financial support
Housing resources and homelessness prevention
Health care access, behavioral health, and wellness services Enrollment assistance for public benefits such as CalFresh and Medi-Cal Services for older adults, veterans, families, and other specific populations Disaster response and recovery information during emergencies These services are delivered by trained specialists who assess individual needs and connect callers or online users to appropriate local resources.
Relevance to the City of Escondido
Residents of the City of Escondido u se 211 San Diego as a regional resource for housin g, homelessness, and basic needs assistance, and the City’s public facing materials routinely direct residents to the service for information and referrals, even though the City does not have a contract with 211 San Diego.
The table below highlights the level of service provided to clients calling from Escondido during Fiscal Year 2024-2025.
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Fiscal Year 24/25
Clients calling 211 from the City of Escondido
Unique clients with a documented need 6,438
Average documented calls per client 2.8
Percentage of clients with 1 call 55%
Percentage of clients with 2-3 calls 24%
Percentage of clients with 4+ calls 22%
Total documented calls 17,959
For the 6,438 unique Escondido callers, 211 San Diego provided 18,290 referrals to community resources across San Diego and/or Imperial County, across 569 unique agencies and 1,431 unique services.
As part of the City Council presentation, 211 San Diego has been invited to provide more details on the City’s community profile, including high-level information on service demand trends and areas of need, as available. This information may help inform City policy discussions related to community wellbeing, homelessness prevention, and access to services.
Potential Partnership Considerations
The community's existing reliance on 211 provides context for considering whether the City’s current informal relationship should be reevaluated. The City Council may wish to consider whether a formal partnership, including financial support, would further advance City service delivery goals including more control to activate the command center, more City-specific data, and guaranteed resources for localized emergencies.
While the City does not currently have a formal agreement or fund 211 San Diego, Escondido residents clearly benefit from their services. The City’s public facing and marketing materials routinely direct residents to 211 San Diego as a resource for housing, homelessness, and basic needs assistance.
Additionally, under the County’s existing contracts with 2 11 San Diego , residents have access to 24/7 information, ref erral, and disaster support services during both day -to-day operations and activated emergencies. For localized incidents that do not trigger a County Emergency Operations Center activation, the City would not have access to dedicated 211 phone lines or staff.
By contracting with 211 San Diego, the City could directly activate emergency services for localized events, maintain greater control over communications, access City specific data, and ensure faster, guaranteed support for City-only events. The existing reliance on 211 provides context for the City Council to consider whether a formal partnership, including financial support, would further advance City service delivery goals. As a nonprofit organization, 211 San Diego relies on partnerships with local jurisdictions to sustain and tailor services, and a formal City partnership would reflect a shared commitment to supporting residents.
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Depending on City Council direction, potential future discussions could include:
Formalizing referral or outreach coordination
Data sharing or reporting to support City planning and policy decisions Targeted outreach or enrollment assistance for Escondido residents Support during emergencies or disaster response efforts Any such options would be evaluated by staff and, if appropriate, brought back to City Council for consideration in a future staff report.
Next Steps
Following the presentation, City Council may:
1. Receive the information and take no further action at this time; or
2. Provide direction to staff to explore potential partnership options with 211 San Diego and return to City Council with additional analysis and recommendations.
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KEY-
CONSENT CALENDAR CURRENT BUSINESS
PUBLIC HEARING WORKSHOP PROCLAMATION
4/8/2026
PROCLAMATION - COMMUNITY DEVELOPMENT WEEK
PRESENTATION - POLICE DEPARTMENT RESTRUCTURE
CONSENT CALENDAR - (K. SNYDER) – PL25-0333 AUTHORIZE THE MAYOR TO EXECUTE AN OUT-OF-AGENCY SEWER SERVICE AGREEMENT AND ESTABLISH RESIDENTIAL ESTATE PREZONING FOR AN UNINCORPORATED PROPERTY ADDRESSED AS 2417 HASS ST AGREEMENT FOR ONE UNINCORPORATED PROPERTY ADDRESSED AS 2417 HAAS STREET
CONSENT CALENDAR - (K. SNYDER) – PL25-0131 AUTHORIZE THE MAYOR TO EXECUTE AN OUT-OF-AGENCY SEWER SERVICE AGREEMENT AND ESTABLISH RESIDENTIAL ESTATE PREZONING FOR AN UNINCORPORATED PROPERTY ADDRESSED AS 3216 N BROADWAY CONSENT CALENDAR - (K. SNYDER) – PL24-0263 AUTHORIZE THE MAYOR TO EXECUTE AN OUT-OF-AGENCY SEWER SERVICE AGREEMENT AND ESTABLISH RESIDENTIAL ESTATE PREZONING FOR AN UNINCORPORATED PROPERTY ADDRESSED AS 452 BEAR VELLEY PARKWAY CONSENT CALENDAR - (K. SNYDER) – DEEM DASH CONSTRUCTION NON-RESPONSIVE AND AWARD CONTRACT FOR THE WINDSOR GARDENS FENCE
PROJECT TO SB GENERAL ENGINEERING
CONSENT CALENDAR - (K. SNYDER) – APPROVE PROPOSED SAN DIEGO GAS AND ELECTRIC EASEMENTS AT 272 E. VIA RANCHO PARKWAY PUBLIC HEARING - (K.SNYDER) - CONDITIONAL USE PERMIT (CUP) MODIFICATION TERMINATING TRAFFIC SIGNAL INSTALLATION STIPULUATION SPECIFIED IN EXHIBIT “E” OF CITY COUNCIL RESOLUTION NO. 2024-183R –CASE NO. PL26-0088 PUBLIC HEARING - (K. SNYDER) - PUBLIC HEARING TO CONSIDER A SECOND SUBSTANTIAL AMENDMENT TO THE 2025-2029 CONSOLIDATED PLAN AND 2025-2026 ANNUAL ACTION PLAN TO ALLOCATE HOME FUNDS TO VALLEY CREEK SENIOR APARTMENTS, AN AFFORDABLE HOUSING DEVELOPMENT PROJECT. - It is requested that the City Council of the City of Escondido conduct a public hearing and adopt Resolution No. 2026-XX amending the 2025- 2029 Consolidated Plan and 2025-2026 Annual Action Plan to allocate HOME funds to Valley Creek Senior Apartments, an affordable housing development CURRENT BUSINESS - (M. MCGUINNESS) - APPOINTMENT OF CAMPAIGN ENFORCEMENT AUTHORITY CURRENT BUSINESS - (K. SNYDER) - 2025 HOUSING ELEMENT ANNUAL PROGRESS REPORT CURRENT BUSINESS - (C. MCKINNEY) - DONATION POLICY - Request the City Council adopt the Donation Policy establishing a formal, Citywide framework for evaluating, accepting, documenting, and acknowledging donations to the City of Escondido.
CURRENT BUSINESS - (K. PLUNKETT) - ANIMAL CONTROL CONTRACT 4/15/2026
PRESENTATION - (D. WHITE) - WORKFORCE HOUSING
PRESENTATION- (K. SNYDER) - MISSING MIDDLE HOUSING STRATEGY
PRESENTATION - ANNUAL VOLUNTEER PROGRAM UPDATE
CONSENT CALENDAR - (K. SNYDER) – AMENDMENT 3 TO MAKELELE PSA CONSENT CALENDAR - (D. PETERSON) - NOTICE OF COMPLETION FOR THE EMERGENCY TRUNK SEWER REPAIR - Request the City Council adopt Resolution No. 2026-51, authorizing the Director of Utilities to file a Notice of Completion for the Emergency Repair of the Escondido Trunk Sewer Main.
PUBLIC HEARING - (T. BATSON) - BATTERY ENERGY STORAGE SYSTEM ORDINANCE - Request the City Council Approve Ordinance 2026-09, adopting the County of San Diego Battery Energy Storage System (BESS) guidelines as a local amendment to the California Fire Code.
CURRENT BUSINESS - (K. SNYDER) - CURRENT FISCAL YEAR CAPITAL IMPROVEMENT PROGRAM STATUS BRIEFING CURRENT BUSINESS -(K. SNYDER) – LMD ORDER / APPROVE PRELIM REPORT FOR NON-PROP 218 ZONES CURRENT BUSINESS - (J. GOULART) - COMMUNITY SERVICES DEPARTMENT USER FEES UPDATE
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KEY-
CONSENT CALENDAR CURRENT BUSINESS
PUBLIC HEARING WORKSHOP PROCLAMATION
CURRENT BUSINESS - (Z. BECK) - BOARD AND COMMISSION INTERVIEWS 4/22/2026 - NO MEETING
4/29/2026 - NO MEETING
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