AGENDA ITEM #13
TOWN OF FAIRFAX
STAFF REPORT
April 5, 2023
TO: Mayor and Town Council
FROM: Janet Coleson, Town Attorney
SUBJECT: Adopt Resolution Approving Revised Publicly Available Pay Schedules Effective During Fiscal Years 2014-15 through 2020-21 and Clarifications of Fairfax Police Officers’ Association Agreements for CalPERS Compliance ______________________________________________________________________________
RECOMMENDATION
Adopt resolution approving the fourteen Publicly Available Pay Schedules (“Pay Schedules”) in effect during Fiscal Years 2014-15 through 2021-22, the Side Letter clarifying language present in the Fairfax Police Officers’ Association (“FPOA”) Memorandum of Understanding (“MOU”) effective July 1, 2018 and extended through June 30, 2022, and side letter thereto effective April 15, 2020, as well as the Side Letter providing consistent clarifications in the FPOA MOU effective July 1, 2022 through June 30, 2024.
DISCUSSION
The California Public Employees’ Retirement System (“CalPERS”) identified possible compliance violations during a routine review of compensation reported to CalPERS on behalf of the Town’s previous Police Chief. The Police Chief’s compensation structure is established by contract and by reference to the FPOA MOU, and as such, any compliance issues present in the FPOA MOU would also impact FPOA employees.
CalPERS determined that the previous Police Chief’s base salary and additional items of compensation were not in compliance with the relevant statutes and regulations of the Public Employees’ Retirement Law. During a review of relevant documents necessary to respond to CalPERS, it was found that the Town’s pay schedules and language in the FPOA MOU would require revisions. The Town then appealed CalPERS’ decision and agreed to provide clarifications in order to bring the items of compensation into compliance for the previous Police Chief and other employees subject to the FPOA MOU.
Failure to approve the draft revisions to the pay schedules and FPOA MOUs will have adverse impacts on past and future pension calculations for active and retired employees subject to the FPOA MOU.
Base salary for CalPERS is defined as “payrate” in Government (“Gov.”) Code section 20636(b), and all salaries are required to be identified on a pay schedule that meets the requirements set forth in Title 2 of the California Code of Regulations (“CCR”) 570.5 with an accurate effective date. The Town does not have pay schedules that reflects each base salary increase provided to the previous Police Chief, and does not have pay schedules that properly conveys every cost of living adjustment increase provided to employee groups. Further, some pay schedules previously approved by the Council were not revised to incorporate retroactive increases that were subsequently approved, which are required to be identified.
Additional items of compensation, or “special compensation” for CalPERS purposes as defined in Gov. Code section 20636(c), must meet the specific requirements outlined in 2 CCR 571.
Those requirements include being documented in a compliant “labor policy or agreement” as defined in 2 CCR 571(b)(1), having the intent of the compensation align with the definition of a relevant item of special compensation, and identifying the conditions of payment and eligibility criteria to receive said compensation. The draft side letters contain proposed revisions to the FPOA MOUs effective July 1, 2018, including a side letter thereto effective April 15, 2020, and July 1, 2022 that clarify relevant compensation sections in order to maintain compliance without substantively modifying Town processes, or altering the conditions of payment and eligibility criteria of those compensation items.
Staff recommends approving the revised pay schedules and side letters for consistency and ensuring compliance with CalPERS requirements.
FISCAL IMPACT
There is no fiscal impact. Modifications are limited to previously approved and paid compensation. If the revised documents are not approved, there would be a fiscal impact in the form of additional risk and liability placed upon the Town related to pension benefits.
ATTACHMENT
Resolution with attachments:
A. Pay Schedules effective from July 1, 2014 through June 30, 2021 B. 2018-2021 FPOA MOU Side Letter (changes are in redline) C. 2022-2024 FPOA MOU Side Letter (changes are in redline) RESOLUTION 23-__
A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF FAIRFAX
APPROVING THE ADOPTION OF REVISED PUBLICLY AVAILABLE PAY SCHEDULES EFFECTIVE BETWEEN FISCAL YEARS 2014/15 THROUGH 2020/21
AND SIDE LETTERS FOR CALPERS COMPLIANCE
WHEREAS, California Government Code Section 20636(b) defines full-time salaries for Town employees to be used in pension calculations, and requires base salaries for all classifications, including any increases to those salaries, to be conveyed on a publicly available pay schedule as defined in California Code of Regulations, Title 2, Section 570.5; and
WHEREAS, the Town wishes to convey the full-time base salaries and previously approved salary increases for all employees from July 1, 2014 through June 30, 2021 pursuant to state law, in order to meet CalPERS compliance requirements; and WHEREAS, compensation provided to employees in addition to base salary must meet the requirements of special compensation as defined in California Government Code Section 20636(c) and California Code of Regulations, Title 2, Section 571; and WHEREAS, Special compensation requirements include identification of intent, conditions of payment, and eligibility criteria of each item of compensation within a compliant labor policy or agreement, as defined in California Code of Regulations, Title 2, Section 571(b)(1), which must be duly adopted and approved by the Town Council; and
WHEREAS, the Town and the Fairfax Police Officers’ Association currently identify items of special compensation within memoranda of understanding in effect from July 1, 2018 through June 30, 2024; and
WHEREAS, the Town wishes to clarify the intent, conditions of payment and eligibility criteria for various items of special compensation within the agreed upon memoranda of understanding which conform to the requirements of a labor agreement pursuant to state law, in order to meet CalPERS compliance requirements; and WHEREAS, although the compensation of the Town’s employees has been previously approved by the Council in accordance with Council policy, in compliance with applicable public meeting laws, and the total compensation of employees remains unchanged, it has been determined that it is in the Town’s best interest to have the revised pay schedules and side letters clarifying language in the referenced memoranda of understanding approved by the Town Council to ensure CalPERS compliance.
NOW THEREFORE, THE TOWN COUNCIL OF TOWN OF FAIRFAX RESOLVES AS FOLLOWS:
SECTION 1. All facts set forth in the background section of this Resolution are true and correct.
SECTION 2. The Town Council hereby adopts the publicly available pay schedules, attached hereto as Exhibit A and incorporated herein by this reference, effective August 16, 2014, July 1, 2015, August 1, 2015, January 1, 2016, July 1, 2016, August 1, 2016, December 1, 2016, January 1, 2017, July 1, 2017, August 1, 2017, January 1, 2018, July 1, 2018, July 1, 2019, and July 1, 2020.
SECTION 3. The Town Council hereby adopts the Side Letter between the Town and the Fairfax Police Officers’ Association clarifying language in the Memorandum of Understanding effective July 1, 2018, as amended by the side letter effective April 15, 2020, attached hereto as Exhibit B, and incorporated herein by this reference, effective July 1, 2018.
SECTION 4. The Town Council hereby adopts the Side Letter between the Town and the Fairfax Police Officers’ Association clarifying language in the Memorandum of Understanding effective July 1, 2022, attached hereto as Exhibit C, and incorporated herein by this reference, effective July 1, 2022.
The foregoing Resolution was duly passed and adopted at a regular meeting of the Town Council of the Town of Fairfax, held in said Town on the 5th of April 2023, by the following vote, to wit:
AYES:
NOES:
ABSENT:
_____________________________
CHANCE CUTRANO, Mayor
ATTEST: ______________________________
Michele Gardner, Town Clerk
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 11,667 11,667 140,004 140,004
- MGMT 6,280 7,270 75,360 87,240
- SEIU 3,521 4,280 42,252 51,360
1.00 SEIU 3,599 4,375 43,188 52,500
1.00 MGMT 4,735 5,755 56,820 69,060
1.00 MGMT 8,627 9,987 103,524 119,844
1.00 MGMT 8,627 9,987 103,524 119,844
- MGMT 8,627 9,987 103,524 119,844
- MGMT 6,628 7,673 79,536 92,076
1.00 MGMT 7,371 8,532 88,452 102,384
1.00 MGMT 7,755 8,978 93,060 107,736
note 1 1.00 CONTR 11,491 11,491 137,892 137,892
3.00 POA 6,127 7,819 73,524 93,828
note 2 7.00 POA 5,089 6,495 61,068 77,940
1.00 POA 4,096 5,228 49,152 62,736
note 2 4.00 POA 4,096 5,228 49,152 62,736
2.00 SEIU 4,266 5,186 51,192 62,232
- SEIU 3,591 4,365 43,092 52,380
1.00 SEIU 2,419 4,155 29,028 49,860
26.00 LOW HIGH
0.60 30.60
0.60 39.78
0.10 15.05
0.75 30.60
0.50 37.47
1.00 30.16 37.47
0.20 25.00
0.50 35.70
4.25 30.25
NOTE:
note 1 - Contract employee
note 2 -
Salaries shown are "Base Wages" and do not include incentive or premium pay Admin Sergeant / Watch Commander, Corporal, Detective/Juvenile Officer, Lead Dispatcher receive +5%
REVISED 04/05/2023
MAINTENANCE LEADWORKER
PART TIME EMPLOYEES:
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant
MONTHLY ANNUAL
HOURLY
TOTAL FULL TIME (FTE)
COMMUNITY RESOURCE COORD
PT ACCOUNTANT
POLICE SERGEANT
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
SR MAINTENANCE WORKER
MAINTENANCE WORKER II
PLANNING DIRECTOR
PUBLIC WORKS DIRECTOR
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO TOWN MANAGER
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT II
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2014/15
AS OF 8/16/2014
PLANNING TECH
OFFICE ASSISTANT
MAINTENANCE WORKER I
SENIOR PLANNER
PRINCIPAL PLANNER
CHIEF BUILDING OFFICIAL
POLICE CHIEF
DEPUTY TOWN CLERK
FINANCE DIRECTOR
RECREATION COORDINATOR (2)
RESERVE POLICE OFFICER (2)
PT DISPATCHER (4)
EXHIBIT A
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 12,167 12,167 146,004 146,004
- MGMT 6,280 7,270 75,360 87,240
- SEIU 3,521 4,280 42,252 51,360
1.00 SEIU 3,599 4,375 43,188 52,500
1.00 MGMT 4,735 5,755 56,820 69,060
1.00 MGMT 8,627 9,987 103,524 119,844
1.00 MGMT 8,627 9,987 103,524 119,844
- MGMT 8,627 9,987 103,524 119,844
- MGMT 6,628 7,673 79,536 92,076
1.00 MGMT 7,371 8,532 88,452 102,384
1.00 MGMT 7,755 8,978 93,060 107,736
note 1 1.00 CONTR 11,490 11,491 137,880 137,892
2.00 POA 6,250 7,975 74,994 95,705
note 2 8.00 POA 5,191 6,625 62,289 79,499
2.00 POA 4,178 5,333 50,135 63,991
note 2 3.00 POA 4,178 5,333 50,135 63,991
2.00 SEIU 4,266 5,186 51,192 62,232
- SEIU 3,591 4,365 43,092 52,380
2.00 SEIU 2,419 4,155 29,028 49,860
27.00 LOW HIGH
0.60 30.60
0.60 39.78
0.10 15.05
0.50 15.00
0.25 30.00
1.00 30.60
0.25 37.47
0.25 15.00
1.00 30.16 37.47
0.10 25.00
4.65 31.65
`
NOTE:
note 1 - Contract employee
note 2 -
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2015/16
REVISED 04/05/2023
AS OF 7/1/15
PRINCIPAL PLANNER
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO TOWN MANAGER
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT II
MONTHLY
DEPUTY TOWN CLERK
FINANCE DIRECTOR
PLANNING DIRECTOR
PUBLIC WORKS DIRECTOR
SENIOR PLANNER
DISPATCHER
SR MAINTENANCE WORKER
MAINTENANCE WORKER II
MAINTENANCE WORKER I
TOTAL FULL TIME (FTE)
CHIEF BUILDING OFFICIAL
POLICE CHIEF
POLICE SERGEANT
POLICE OFFICER
POLICE SERVICES TECH/CSO
HOURLY
COMMUNITY RESOURCE COORD
PT ACCOUNTANT
OFFICE ASSISTANT
ADMIN ASST
PART TIME EMPLOYEES:
RECREATION COORDINATOR (2)
ZONING TECH
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive or premium pay Admin Sergeant / Watch Commander, Corporal, Detective/Juvenile Officer, Lead Dispatcher receive +5%
RESERVE POLICE OFFICER (2)
POLICE CADET
PT DISPATCHER (4)
PLANNING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 12,167 12,167 146,004 146,004
- MGMT 6,280 7,270 75,360 87,240
- SEIU 3,521 4,280 42,252 51,360
1.00 SEIU 3,599 4,375 43,188 52,500
1.00 MGMT 4,735 5,755 56,820 69,060
1.00 MGMT 8,627 9,987 103,524 119,844
1.00 MGMT 8,627 9,987 103,524 119,844
- MGMT 8,627 9,987 103,524 119,844
- MGMT 6,628 7,673 79,536 92,076
1.00 MGMT 7,371 8,532 88,452 102,384
1.00 MGMT 7,755 8,978 93,060 107,736
note 1 1.00 CONTR 11,490 11,721 137,880 140,652
2.00 POA 6,250 7,975 74,994 95,705
note 2 8.00 POA 5,191 6,625 62,289 79,499
2.00 POA 4,178 5,333 50,135 63,991
note 2 3.00 POA 4,178 5,333 50,135 63,991
2.00 SEIU 4,266 5,186 51,192 62,232
- SEIU 3,591 4,365 43,092 52,380
2.00 SEIU 2,419 4,155 29,028 49,860
27.00 LOW HIGH
0.60 30.60
0.60 39.78
0.10 15.05
0.50 15.00
0.25 30.00
1.00 30.60
0.25 37.47
0.25 15.00
1.00 30.16 37.47
0.10 25.00
4.65 31.65
NOTE:
note 1 - Contract employee
note 2 -
Salaries shown are "Base Wages" and do not include incentive or premium pay HOURLY
PART TIME EMPLOYEES:
COMMUNITY RESOURCE COORD
Admin Sergeant / Watch Commander, Corporal, Detective/Juvenile Officer, Lead Dispatcher receive +5%
OFFICE ASSISTANT
RECREATION COORDINATOR (2)
RESERVE POLICE OFFICER (2)
PT DISPATCHER (4)
PLANNING TECH
POLICE CADET
ZONING TECH
ADMIN ASST
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant
PT ACCOUNTANT
POLICE SERGEANT
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
SR MAINTENANCE WORKER
MAINTENANCE WORKER II
MAINTENANCE WORKER I
TOTAL FULL TIME (FTE)
MONTHLY ANNUAL
POLICE CHIEF
TOWN MANAGER
ASST TO TOWN MANAGER
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT II
DEPUTY TOWN CLERK
FINANCE DIRECTOR
PLANNING DIRECTOR
PUBLIC WORKS DIRECTOR
SENIOR PLANNER
PRINCIPAL PLANNER
CHIEF BUILDING OFFICIAL
FULL TIME EMPLOYEES:
REVISED 04/05/2023
AS OF 8/1/15
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2015/16
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 12,167 12,167 146,004 146,004
- MGMT 6,280 7,270 75,360 87,240
- SEIU 3,521 4,494 42,252 53,928
1.00 SEIU 3,599 4,594 43,188 55,128
1.00 MGMT 4,735 5,755 56,820 69,060
1.00 MGMT 8,627 9,987 103,524 119,844
1.00 MGMT 8,627 9,987 103,524 119,844
- MGMT 8,627 9,987 103,524 119,844
- MGMT 6,628 7,673 79,536 92,076
1.00 MGMT 7,371 8,532 88,452 102,384
1.00 MGMT 7,755 8,978 93,060 107,736
note 1 1.00 CONTR 11,490 12,071 137,880 144,852
2.00 POA 6,312 8,056 75,744 96,672
note 2 8.00 POA 5,243 6,691 62,916 80,292
2.00 POA 4,178 5,333 50,136 63,996
note 2 3.00 POA 4,178 5,333 50,135 63,991
2.00 SEIU 4,266 5,445 51,192 65,340
- SEIU 3,806 4,857 45,672 58,284
- SEIU 3,591 4,584 43,092 55,008
2.00 SEIU 3,419 4,363 41,028 52,356
27.00 LOW HIGH
0.60 30.60
0.60 39.78
0.10 15.05
0.50 15.00
0.25 30.00
1.00 30.60
0.25 37.47
0.25 15.00
1.00 30.16 37.47
0.10 25.00
4.65 31.65
NOTE:
note 1 - Contract employee
note 2 -
ADMINISTRATIVE ASSISTANT II
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2015/16
REVISED 04/05/2023
AS OF 1/1/16 ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO TOWN MANAGER
ADMINISTRATIVE ASSISTANT
MONTHLY
DISPATCHER
DEPUTY TOWN CLERK
FINANCE DIRECTOR
PLANNING DIRECTOR
PUBLIC WORKS DIRECTOR
SENIOR PLANNER
PRINCIPAL PLANNER
CHIEF BUILDING OFFICIAL
POLICE CHIEF
POLICE SERGEANT
POLICE OFFICER
POLICE SERVICES TECH/CSO
SR MAINTENANCE WORKER
MAINTENANCE WORKER II
MAINTENANCE WORKER I
TOTAL FULL TIME (FTE)
MAINTENANCE WORKER III
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive or premium pay Admin Sergeant / Watch Commander, Corporal, Detective/Juvenile Officer, Lead Dispatcher receive +5%
RESERVE POLICE OFFICER (2)
POLICE CADET
PT DISPATCHER (4)
PLANNING TECH
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
PT ACCOUNTANT
TOTAL FTE
Does not include paid elected positions
COMMUNITY RESOURCE COORD
OFFICE ASSISTANT
ZONING TECH
ADMIN ASST
RECREATION COORDINATOR (2)
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 14,667 14,667 176,004 176,004
- MGMT 6,405 7,415 76,860 88,980
1.00 MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 8,800 10,187 105,600 122,244
- MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 7,910 9,157 94,920 109,884
- MGMT 6,761 7,827 81,132 93,924
1.00 MGMT 7,518 8,703 90,216 104,436
1.00 MGMT 5,591 6,472 67,092 77,664
- MGMT 4,735 5,755 56,820 69,060
note 1 1.00 CONTR 11,490 12,071 137,880 144,852
3.00 POA 6,312 8,056 75,744 96,672
3.00 POA 5,505 7,026 66,060 84,312
4.00 POA 5,243 6,691 62,916 80,292
1.00 POA 4,178 5,333 50,135 63,991
4.00 POA 4,178 5,333 50,136 63,996
1.00 SEIU 3,419 4,363 41,028 52,356
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,806 4,857 45,672 58,284
2.00 SEIU 4,266 5,445 51,192 65,340
- SEIU 3,521 4,494 42,252 53,928
1.00 SEIU 3,599 4,594 43,188 55,128
27.00 LOW HIGH
- 30.00
0.10 15.05
0.10 25.00
0.25 15.00
0.80 39.78
1.00 30.16 37.47
0.50 57.69
1.45 30.60
0.25 37.47
0.50 15.00
4.95 31.95
NOTE:
Does not include increases or adjustments after 7/1/16 including schedule MOU adjustments at 1/1/17 note 1 - Contract employee
Table includes all authorized positions including those which are frozen or vacant
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
PUBLIC WORKS DIRECTOR
Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay REC & COMM SERV MANAGER (3)
RESERVE POLICE OFFICER (2)
ZONING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT II
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
POLICE OFFICER
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
DEPUTY TOWN CLERK
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
AS OF 7/1/16 ANNUAL
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2016/17
REVISED 04/05/2023
MONTHLY
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 14,667 14,667 176,004 176,004
- MGMT 6,405 7,415 76,860 88,980
1.00 MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 8,800 10,187 105,600 122,244
- MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 7,910 9,157 94,920 109,884
- MGMT 6,761 7,827 81,132 93,924
1.00 MGMT 7,518 8,703 90,216 104,436
1.00 MGMT 5,591 6,472 67,092 77,664
- MGMT 4,735 5,755 56,820 69,060
note 1 1.00 CONTR 11,490 12,434 137,880 149,208
3.00 POA 6,312 8,056 75,744 96,672
3.00 POA 5,505 7,026 66,060 84,312
4.00 POA 5,243 6,691 62,916 80,292
1.00 POA 4,178 5,333 50,135 63,991
4.00 POA 4,178 5,333 50,136 63,996
1.00 SEIU 3,419 4,363 41,028 52,356
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,806 4,857 45,672 58,284
2.00 SEIU 4,266 5,445 51,192 65,340
- SEIU 3,521 4,494 42,252 53,928
1.00 SEIU 3,599 4,594 43,188 55,128
27.00 LOW HIGH
- 30.00
0.10 15.05
0.10 25.00
0.25 15.00
0.80 39.78
1.00 30.16 37.47
0.50 57.69
1.45 30.60
0.25 37.47
0.50 15.00
4.95 31.95
NOTE:
Does not include increases or adjustments after 7/1/16 including schedule MOU adjustments at 1/1/17 note 1 - Contract employee
ZONING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay RESERVE POLICE OFFICER (2)
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
REC & COMM SERV MANAGER (3)
ADMINISTRATIVE ASSISTANT II
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
DEPUTY TOWN CLERK
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
MONTHLY
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2016/17
REVISED 04/05/2023
AS OF 8/1/16
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 15,250 15,250 183,000 183,000
- MGMT 6,405 7,415 76,860 88,980
1.00 MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 8,800 10,187 105,600 122,244
- MGMT 8,800 10,187 105,600 122,244
1.00 MGMT 7,910 9,157 94,920 109,884
- MGMT 6,761 7,827 81,132 93,924
1.00 MGMT 7,518 8,703 90,216 104,436
1.00 MGMT 5,591 6,472 67,092 77,664
- MGMT 4,735 5,755 56,820 69,060
note 1 1.00 CONTR 11,490 12,434 137,880 149,208
3.00 POA 6,312 8,056 75,744 96,672
3.00 POA 5,505 7,026 66,060 84,312
4.00 POA 5,243 6,691 62,916 80,292
1.00 POA 4,178 5,333 50,135 63,991
4.00 POA 4,178 5,333 50,136 63,996
1.00 SEIU 3,419 4,363 41,028 52,356
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,806 4,857 45,672 58,284
2.00 SEIU 4,266 5,445 51,192 65,340
- SEIU 3,521 4,494 42,252 53,928
1.00 SEIU 3,599 4,594 43,188 55,128
27.00 LOW HIGH
- 30.00
0.10 15.05
0.10 25.00
0.25 15.00
0.80 39.78
1.00 30.16 37.47
0.50 57.69
1.45 30.60
0.25 37.47
0.50 15.00
4.95 31.95
NOTE:
Does not include increases or adjustments after 7/1/16 including schedule MOU adjustments at 1/1/17 note 1 - Contract employee
ZONING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay RESERVE POLICE OFFICER (2)
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
REC & COMM SERV MANAGER (3)
ADMINISTRATIVE ASSISTANT II
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
DEPUTY TOWN CLERK
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
MONTHLY
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2016/17
REVISED 04/05/2023
AS OF 12/1/16
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 15,250 15,250 183,000 183,000
- MGMT 6,533 7,563 78,396 90,756
1.00 MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,976 10,390 107,712 124,680
- MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,068 9,340 96,816 112,080
- MGMT 6,896 7,983 82,752 95,796
1.00 MGMT 7,668 8,877 92,016 106,524
1.00 MGMT 5,703 6,601 68,436 79,212
- MGMT 4,830 5,870 57,960 70,440
note 1 1.00 CONTR 11,490 12,434 137,880 149,208
3.00 POA 6,437 8,377 77,244 100,524
3.00 POA 5,614 7,307 67,368 87,684
4.00 POA 5,347 6,959 64,164 83,508
1.00 POA 4,304 5,492 51,648 65,904
4.00 POA 4,304 5,492 51,648 65,904
1.00 SEIU 3,487 4,451 41,844 53,412
- SEIU 3,663 4,675 43,956 56,100
1.00 SEIU 3,882 4,954 46,584 59,448
2.00 SEIU 4,352 5,554 52,224 66,648
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,671 4,686 44,052 56,232
27.00 LOW HIGH
- 30.00
0.10 15.05
0.10 25.50
0.25 16.50
0.80 41.99
1.00 30.16 31.69
0.50 51.79 59.94
1.45 32.77
0.25 40.15
0.50 15.00
4.95 31.95
NOTE:
note 1 - Contract employee
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant AS OF 1/1/17
Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT II
HOURLY
REC & COMM SERV MANAGER (3)
ZONING TECH
TOTAL FULL TIME (FTE)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
RESERVE POLICE OFFICER (2)
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
MAINTENANCE WORKER II
MAINTENANCE WORKER III
ADMINISTRATIVE ASSISTANT
TOTAL FULL TIME (FTE)
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
POLICE CHIEF
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
DEPUTY TOWN CLERK
ANNUAL
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2016/17
REVISED 04/05/2023
MONTHLY
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 15,250 15,250 183,000 183,000
1.00 MGMT 6,533 7,563 78,396 90,756
1.00 MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,976 10,390 107,712 124,680
- MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,068 9,340 96,816 112,080
- MGMT 6,896 7,983 82,752 95,796
1.00 MGMT 7,668 8,877 92,016 106,524
- MGMT 5,703 6,601 68,436 79,212
- MGMT 4,830 5,870 57,960 70,440
note 1 1.00 CONTR 11,490 12,434 137,880 149,208
3.00 POA 6,437 8,215 77,244 98,580
2.00 POA 5,614 7,165 67,368 85,980
5.00 POA 5,347 6,824 64,164 81,888
1.00 POA 4,304 5,492 51,648 65,904
4.00 POA 4,304 5,492 51,648 65,904
1.00 SEIU 3,487 4,451 41,844 53,412
- SEIU 3,663 4,675 43,956 56,100
1.00 SEIU 3,882 4,954 46,584 59,448
2.00 SEIU 4,352 5,554 52,224 66,648
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,671 4,686 44,052 56,232
27.00 LOW HIGH
0.06 30.00
0.10 15.05
0.10 25.50
0.25 16.50
0.80 41.99
1.00 30.16 31.69
0.67 51.79 59.94
1.60 32.77
0.25 40.15
0.50 20.00
- 15.00
5.33 32.33
NOTE:
Does not include increases or adjustments after 7/1/16 including schedule MOU adjustments at 1/1/17 and 1/1/18 note 1 - Employment Agreement
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
REC & COMM SERV MANAGER (3)
RESERVE POLICE OFFICER (2)
ZONING TECH
ASSISTANT PLANNER
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT II
TOTAL FULL TIME (FTE)
MAINTENANCE WORKER I
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
DEPUTY TOWN CLERK
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
AS OF 7/1/17 MONTHLY ANNUAL
PUBLIC WORKS DIRECTOR
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2017/18
REVISED 04/05/2023
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 15,250 15,250 183,000 183,000
1.00 MGMT 6,533 7,563 78,396 90,756
1.00 MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,976 10,390 107,712 124,680
- MGMT 8,976 10,390 107,712 124,680
1.00 MGMT 8,068 9,340 96,816 112,080
- MGMT 6,896 7,983 82,752 95,796
1.00 MGMT 7,668 8,877 92,016 106,524
- MGMT 5,703 6,601 68,436 79,212
- MGMT 4,830 5,870 57,960 70,440
note 1 1.00 CONTR 11,490 12,807 137,880 153,684
3.00 POA 6,437 8,215 77,244 98,580
2.00 POA 5,614 7,165 67,368 85,980
5.00 POA 5,347 6,824 64,164 81,888
1.00 POA 4,304 5,492 51,648 65,904
4.00 POA 4,304 5,492 51,648 65,904
1.00 SEIU 3,487 4,451 41,844 53,412
- SEIU 3,663 4,675 43,956 56,100
1.00 SEIU 3,882 4,954 46,584 59,448
2.00 SEIU 4,352 5,554 52,224 66,648
- SEIU 3,591 4,584 43,092 55,008
1.00 SEIU 3,671 4,686 44,052 56,232
27.00 LOW HIGH
0.06 30.00
0.10 15.05
0.10 25.50
0.25 16.50
0.80 41.99
1.00 30.16 31.69
0.67 51.79 59.94
1.60 32.77
0.25 40.15
0.50 20.00
- 15.00
5.33 32.33
NOTE:
Does not include increases or adjustments after 7/1/16 including schedule MOU adjustments at 1/1/17 and 1/1/18 note 1 -
Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay Employment Agreement
ASSISTANT PLANNER
ZONING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant RESERVE POLICE OFFICER (2)
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
REC & COMM SERV MANAGER (3)
ADMINISTRATIVE ASSISTANT II
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
DEPUTY TOWN CLERK
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
MONTHLY
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2017/18
REVISED 04/05/2023
AS OF 8/1/17
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 15,555 15,555 186,660 186,660
1.00 MGMT 7,295 8,444 87,540 101,328
1.00 MGMT 9,156 10,598 109,866 127,174
1.00 MGMT 9,156 10,598 109,866 127,174
- MGMT 9,156 10,598 109,866 127,174
1.00 MGMT 8,229 9,527 98,752 114,322
- MGMT 7,034 8,143 84,407 97,712
1.00 MGMT 7,821 9,055 93,856 108,654
- MGMT 5,817 6,733 69,805 80,796
- MGMT 4,927 5,987 59,119 71,849
note 1 1.00 CONTR 12,434 12,807 149,208 153,684
3.00 POA 6,629 8,712 79,548 104,544
2.00 POA 5,782 7,599 69,384 91,188
5.00 POA 5,507 7,237 66,084 86,844
1.00 POA 4,432 5,657 53,184 67,884
4.00 POA 4,432 5,657 53,184 67,884
1.00 SEIU 3,557 4,540 42,684 54,480
- SEIU 3,737 4,769 44,844 57,228
1.00 SEIU 3,959 5,053 47,508 60,636
2.00 SEIU 4,439 5,665 53,268 67,980
- SEIU 3,663 4,675 43,956 56,100
1.00 SEIU 3,744 4,779 44,928 57,348
27.00 LOW HIGH
0.06 22.19 30.00
0.10 15.00 15.05
0.10 15.00 30.83
0.25 16.50 17.50
0.80 42.83
1.00 27.17 34.68
0.67 51.79 59.94
1.60 32.47 33.43
0.25 42.88
0.50 30.83 35.69
- 25.00 25.50
5.33 32.33
NOTE:
note 1 -
Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay Employment Agreement
ASSISTANT PLANNER
ZONING TECH
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant RESERVE POLICE OFFICER (2)
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
PT PUBLIC WORKS DIR
REC & COMM SERV MANAGER (3)
ADMINISTRATIVE ASSISTANT II
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
DEPUTY TOWN CLERK
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
MONTHLY
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2017/18
REVISED 04/05/2023
AS OF 1/1/18
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 16,177 16,177 194,124 194,124
1.00 MGMT 7,295 8,444 87,540 101,328
1.00 MGMT 9,521 11,022 114,252 132,264
1.00 MGMT 9,521 11,022 114,252 132,264
MGMT 9,521 11,022 114,252 132,264
1.00 MGMT 8,816 10,205 105,792 122,460
- MGMT 5,504 6,372 66,048 76,464
MGMT 6,026 6,976 72,312 83,712
- MGMT 7,535 8,723 90,420 104,676
1.00 MGMT 8,379 9,699 100,548 116,388
- MGMT 6,606 7,647 79,272 91,764
MGMT 5,172 6,601 62,064 79,212
note 1 1.00 CONTR 12,807 13,191 153,684 158,292
1.00 POA 8,652 11,042 103,824 132,504
2.00 POA 7,134 9,105 85,608 109,260
2.00 POA 6,115 7,804 73,380 93,648
5.00 POA 5,824 7,433 69,888 89,196
1.00 POA 4,710 6,011 56,520 72,132
4.00 POA 4,710 6,011 56,520 72,132
1.00 SEIU 3,735 4,767 44,820 57,204
SEIU 3,923 5,007 47,076 60,084
1.00 SEIU 4,157 5,306 49,884 63,672
2.00 SEIU 4,661 5,948 55,932 71,376
SEIU 3,846 4,909 46,152 58,908
1.00 SEIU 3,932 5,018 47,184 60,216
27.00 LOW HIGH
- 22.19 28.32
0.10 15.00 15.25
0.10 15.00 30.83
0.25 16.50 17.50
0.80 42.83
1.00 27.17 34.68
1.73 32.47 33.43
0.25 42.88
0.50 30.83 35.69
0.67 54.93 63.59
- 25.00 25.50
- 37.00 37.00
5.40 32.40
NOTE:
note 1 -
Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay
ASSISTANT PLANNER
ASSOCIATE PLANNER
POLICE LIEUTENANT
ZONING TECH
Employment Agreement
PW DIRECTOR PT
WEB DESIGN & MAINT
TOTAL FULL TIME (FTE)
TOTAL FTE
Does not include paid elected positions
Table includes all authorized positions including those which are frozen or vacant POLICE CADET (2)
PT ACCOUNTANT (2)
PT DISPATCHER (4)
REC & COMM SERV MANAGER (3)
RESERVE POLICE OFFICER (2)
ASSISTANT PLANNER
TOTAL FULL TIME (FTE)
HOURLY
PART TIME EMPLOYEES:
ADMIN ASST
FINANCE OFFICE ASSISTANT
PLANNING TECH
ADMINISTRATIVE ASSISTANT II
POLICE CHIEF
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
ADMINISTRATIVE ASSISTANT
DEPUTY TOWN CLERK
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
FINANCE DIRECTOR
MONTHLY
PUBLIC WORKS DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
SENIOR PLANNER
PRINCIPAL PLANNER
MANAGEMENT ANALYST
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2018/19
REVISED 04/05/2023
AS OF 7/1/18
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 16,177 16,177 194,124 194,124
1.00 SEIU 4,089 5,219 49,071 62,625
1.00 MGMT 7,295 8,697 87,540 104,368
1.00 MGMT 9,807 11,353 117,680 136,232
1.00 MGMT 9,807 11,353 117,680 136,232
1.00 MGMT 9,080 10,511 108,966 126,134
1.00 MGMT 8,379 9,990 100,548 119,880
1.00 SEIU 3,884 4,958 46,613 59,492
1.00 SEIU 4,323 5,518 51,879 66,219
2.00 SEIU 4,847 6,186 58,169 74,231
note 1 1.00 CONTR 13,586 14,946 163,032 179,352
1.00 POA 8,997 11,484 107,964 137,808
2.00 POA 7,419 9,469 89,028 113,628
2.00 POA 6,420 8,195 77,040 98,340
5.00 POA 6,115 7,805 73,380 93,660
1.00 POA 4,945 6,311 59,340 75,732
4.00 POA 4,945 6,311 59,340 75,732
- MGMT 6,804 7,876 81,650 94,517
- MGMT 5,327 6,799 63,926 81,588
- MGMT 9,807 11,353 117,680 136,232
- MGMT 5,669 6,563 68,029 78,758
- MGMT 6,207 7,185 74,481 86,223
- MGMT 7,761 8,985 93,133 107,816
- SEIU 4,000 5,105 47,998 61,264
- SEIU 4,080 5,207 48,959 62,487
27.00 LOW HIGH
0.06 22.19 28.32
0.25 0.10 15.00 15.25
0.10 15.00 30.83
0.25 16.50 17.50
0.80 42.83
1.00 27.17 34.68
0.25 0.50 32.47 33.43
0.67 42.88
0.63 30.83 35.69
0.60 60.00
0.50 25.00 25.50
5.71 32.71
NOTE:
note 1 -
RESERVE POLICE OFFICER (2)
ADMINISTRATIVE ASSISTANT II
FINANCE DIRECTOR
MAINTENANCE WORKER I
MAINTENANCE WORKER III
ADMIN ASST
FINANCE OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT I/II (2)
PT DISPATCHER (4)
DEPUTY TOWN CLERK
TOTAL FULL TIME (FTE)
POLICE OFFICER
POLICE SERVICES TECH/CSO
DISPATCHER
TOTAL FULL TIME (FTE)
TOTAL FTE
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay Does not include paid elected positions: COUNCILMEMBERS (5) TREASURER (1) Employment Agreement
ASSISTANT PLANNER
CONSULTING PW DIRECTOR
REC & COMM SERV MANAGER
EVENTS & VOLUNTEER COORDINATOR
MARKETING & COMMUNICATION SPECIALIST
HOURLY
PART TIME EMPLOYEES:
ASSISTANT PLANNER
ASSOCIATE PLANNER
SENIOR PLANNER
ADMINISTRATIVE ASSISTANT
MAINTENANCE WORKER II
MANAGEMENT ANALYST
DEPUTY TOWN CLERK
PUBLIC WORKS DIRECTOR
PRINCIPAL PLANNER
SR MAINTENANCE WORKER
POLICE CHIEF
POLICE LIEUTENANT
POLICE SERGEANT
POLICE CORPORAL
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ASST TO THE TOWN MANAGER
PLANNING & BUILDING DIRECTOR
MONTHLY
CHIEF BUILDING OFFICIAL/PW MGR
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2019/20
REVISED 04/05/2023
AS OF 7/1/19
FTE UNIT LOW HIGH LOW HIGH
note 1 1.00 CONTR 17,425 17,425 209,100 209,100
1.00 SEIU 4,212 5,376 50,544 64,512
1.00 MGMT 7,664 8,872 91,968 106,464
1.00 MGMT 10,003 11,580 120,036 138,960
1.00 MGMT 10,003 11,580 120,036 138,960
1.00 MGMT 8,992 10,409 107,904 124,908
1.00 MGMT 8,546 9,893 102,552 118,716
1.00 SEIU 4,001 5,106 48,012 61,272
1.00 SEIU 4,453 5,684 53,436 68,208
2.00 SEIU 4,993 6,372 59,916 76,464
note 1 1.00 CONTR 15,394 15,394 184,728 184,728
1.00 POA 9,223 11,771 110,676 141,252
2.00 POA 7,605 9,706 91,260 116,472
2.00 POA 6,581 8,400 78,972 100,800
5.00 POA 6,268 8,000 75,216 96,000
1.00 POA 5,069 6,469 60,828 77,628
4.00 POA 5,069 6,469 60,828 77,628
- MGMT 6,738 7,800 80,856 93,600
- MGMT 5,541 7,072 66,492 84,864
- MGMT 10,003 11,580 120,036 138,960
- MGMT 5,614 6,499 67,368 77,988
- MGMT 6,147 7,116 73,764 85,392
- MGMT 7,686 8,897 92,232 106,764
- SEIU 4,120 5,259 49,440 63,108
- SEIU 4,203 5,364 50,436 64,368
27.00 LOW HIGH
0.06 22.63 28.89
0.25 30.44 38.85
0.10 15.30 15.56
0.10 15,30 31.45
0.25 16.83 17.85
0.80 - 43.69
1.00 27.71 35.37
0.25 - 43.74
0.50 31.45 36.40
0.67 - 60.00
0.63 33.12 34.10
0.60 25.50 26.01
0.50 37.74 37.74
5.71 32.71
NOTE:
note 1 -
Does not include paid elected positions: COUNCILMEMBERS (5) TREASURER (1) Employment Agreement
MARKETING & COMMUNICATION SPECIALIST
TOTAL FULL TIME (FTE)
TOTAL FTE
Table includes all authorized positions including those which are frozen or vacant Salaries shown are "Base Wages" and do not include incentive, overtime, premium pay HOURLY
EVENTS & VOLUNTEER COORDINATOR
ADMIN ASST
DEPUTY TOWN CLERK
FINANCE OFFICE ASSISTANT
PLANNING TECH
POLICE CADET (2)
PT ACCOUNTANT I/II (2)
PT DISPATCHER (4)
RESERVE POLICE OFFICER (2)
ASSISTANT PLANNER
CONSULTING PW DIRECTOR
REC & COMM SERV MANAGER
PART TIME EMPLOYEES:
DISPATCHER
MANAGEMENT ANALYST
DEPUTY TOWN CLERK
PUBLIC WORKS DIRECTOR
ASSISTANT PLANNER
ASSOCIATE PLANNER
SENIOR PLANNER
ADMINISTRATIVE ASSISTANT
MAINTENANCE WORKER II
TOTAL FULL TIME (FTE)
POLICE SERVICES TECH/CSO
PLANNING & BUILDING DIRECTOR
CHIEF BUILDING OFFICIAL/PW MGR
PRINCIPAL PLANNER
MAINTENANCE WORKER I
MAINTENANCE WORKER III
SR MAINTENANCE WORKER
POLICE CHIEF
POLICE LIEUTENANT
POLICE SERGEANT
POLICE CORPORAL
POLICE OFFICER
ANNUAL
FULL TIME EMPLOYEES:
TOWN MANAGER
ADMINISTRATIVE ASSISTANT II
ASST TO THE TOWN MANAGER
MONTHLY
FINANCE DIRECTOR
TOWN OF FAIRFAX
SALARY SCHEDULE
FOR FISCAL YEAR 2020/21
REVISED 04/05/2023
AS OF 7/1/20
Exhibit B
SIDE LETTER TO MEMORANDUM OF UNDERSTANDING
BETWEEN TOWN OF FAIRFAX AND FAIRFAX POLICE OFFICERS' ASSOCIATION Pending the outcome of a meet and confer between the authorized representatives of the Town of Fairfax and Fairfax Police Officer's Association (collectively, "Parties") pursuant to the July 1, 2018 through June 30, 2021 Memorandum of Understanding (the "MOU"), extended through June 30, 2022, and the side letter thereto effective April 15, 2020, and approval by the Town Council, The Town has determined that it is reasonable and appropriate to clarify certain provisions of this MOU by means of this Side Letter in order to comply with the Public Employees’ Retirement Law for use in pension calculations administered by the California Public Employees’ Retirement System.
Section1. The following Sections of the MOU, extended through June 30, 2022, are amended to incorporate the clarifications as follows:
“Section II (Salary Compensation) Section B:
B. Department Appointed Positions - Incentive Pay
Appointed positions, as set forth by the Chief of Police, shall consist of the following named positions:
• Administrative Sergeant / Watch Commander (No more than one police sergeant or above)
o The Administrative Sergeant or Watch Commander will be responsible for routinely and consistently supervising or leading subordinate classifications as necessary during the assignment, including shift assignment.
o If no eligible employee is available, the Chief of Police will be assigned as Watch Commander.
• Detective/Juvenile Officer (No more than one police officer and one sergeant) o The Detective/Juvenile Officers are routinely and consistently assigned to detective duties or to enforce laws that restrict the activities of juveniles. • Lead Dispatcher (No more than one police dispatcher)
o The Lead Dispatcher will be responsible for routinely and consistently supervising or leading subordinate classifications as necessary during the assignment
Any employee appointed to one of the above-named positions by the Chief of Police shall receive a 5% salary incentive step increase to their base rate of pay for the duration of their appointment to that position.
In order to retain this appointment and the 5% salary incentive, employees shall be required to continue to meet departmental performance standards. Failure of an employee to maintain this standard shall have the appointment rescinded and the 5% incentive removed from their salary.
Employees appointed to these positions are eligible for additional specialty pay (e.g.,:
Detective or FTO pay) above the 5% salary incentive already received. While these appointments have no time limit, the Chief of Police reserves the right to abolish any of these positions, as specified in § XXI paragraph A, 1 of the Memorandum of Understanding.
L. In order to retain special appointments or assignments, employees shall be required to adequately perform their assigned duties and meet departmental standards. Failure of an employee to maintain this standard shall have the appointment rescinded.
Section IV (Holidays):
HOLIDAYS
A. The Town agrees to provide employees covered by this agreement eleven (11) paid holidays at 10 hours per holiday for a total of 110 hours per year due to required scheduled staffing without regard to holidays. Holiday Pay hours will be calculated using base salary, inclusive of Longevity Pay, Educational Incentive, Lead Worker/Supervisor Pay, Detective Pay, Juvenile Officer Pay, and other compensation items the Town affirmatively identifies as base salary.
Section XV (Educational Incentive):
XV. EDUCATIONAL INCENTIVE
A. In addition to the base salary established by this agreement, the Town shall pay educational incentive pay in one of the following categories to those employees who meet the criteria set down in the Educational Incentive Pay Program adopted by the Town and agreed to by the Association. Figures listed below at all levels represent an additional 1% effective 7/1/2018.
1. Personnel employed in the Police Department in all job classifications with the exception of the Chief of Police shall be eligible for 6% addition to base pay provided that they meet the following experience and educational requirements set forth below.
a. An A.A. Degree in Police Science or an Intermediate POST certificate. b. In order to retain begin receiving the 6% addition to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attendingattend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Intermediate POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced the amount of the educational incentive.
An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Intermediate POST certificate .
2. Personnel employed in the Police Department in all job classifications with the exception of Chief of Police shall be eligible for an 8.5% addition to base pay provided that they meet the following experience and educational requirements set forth below.
a. A Bachelor's Degree (field of study to be approved by the Chief of Police) or an Advanced POST Certificate.
b. In order to begin receiving retain the 8.5% addition to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Advanced POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Advanced POST certificate .
3. Personnel employed in the Police Department in all job classifications shall be eligible for a 11% addition to base pay provided that they meet the following experience and educational requirements set forth below. a. Possession of a Supervisor Certificate as established and issued by the California Peace Officer Standards and Training or a Master's Degree. b. In order to begin receiving retain the 11% increase to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Supervisor POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Supervisor POST certificate .
4. Personnel employed in the Police Department in the job classification of Lieutenant of Police or higher shall be eligible for a 13.5% increase to base pay provided that they meet the following experience and educational requirements set forth below.
a. Possession of a Management Certificate as established and issued by the California Peace Officer Standards and Training.
b. In order to begin receiving retain the 13.5% increase to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Management POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Management POST certificate .”
Section 2. The following Sections of the MOU Side Letter approved by Resolution 20- 05 dated April 15, 2020 are amended to incorporate the clarifications as follows:
“Section II (Salary Compensation) add after Section I:
(J) Officer in Charge pay (OIC): Police Officer classification personnel who cover a minimum of five hours or more of a shift in place of a Sergeant or Corporal of Police shall receive 5% base pay incentive for the time worked in that position with approval of the Chief of Police for routinely and consistently leading or supervising other employees. (K) Bi-Lingual Pay: Full time employees shall receive a base pay incentive of 2.5% for their ability to speak basic conversational Spanish, and 5% for Spanish fluency, which includes reading and writing. Other languages shall be approved by a supervisor at a maximum rate of $50 per day of use with a maximum of 5% of base pay in a pay period.
To be eligible for "other language" pay, employees are required to submit requests to their supervisor. The requests will include a CAD incident or case number documenting the use was related to a police investigative purpose. Fluency in more than one language does not entitle an employee to multiple pay incentives. Employees who maintain eligibility for bi-lingual or “other language” pay routinely and consistently communicate in languages other than English in the performance of their normal duties.
If a bi-lingual qualified employee is off work for over 15 consecutive calendar days, the employee will not receive the bilingual incentive for the remainder of the leave (unless approved by the Chief of Police). This will not take effect if the employee is out on 4850 disability leave.
The Chief of Police, with approval of the Town Manager, will through use of an outside tester selected by the Town, determine an employee's eligibility for this pay incentive. In order to ensure that employees retain bilingual proficiency, a periodic requalification, by an outside tester selected by the Town, may be required.
Section XVI Longevity Pay (Service)
The Town will pay employees longevity pay based on their full-time service with the Town and any other police agency where they worked full-time as a Police Officer, Police Dispatcher, or Police Services Technician or equivalent. Lateral time serving other police agencies does not apply to the 10, 15 and 20 year levels.
The following percentages will be applied to base pay at the following intervals 3 years 2%
5 years 3%
7 years 4%
10 years 5%
15 years 7.5%
20 years 10%
Lateral time serving other police agencies does not apply to the 10, 15 and 20 year levels.”
Section 3. This amendment clarifying items already present in the MOU, and the side letter thereto effective April 15, 2020, is effective July 1, 2018. Except as expressly modified by this Side Letter, the provisions of the MOU remain in full force and effect. This Side Letter will expire with the term of the MOU, which terminated on June 30, 2022 pursuant to an extension.
This Agreement is hereby executed by the signatories of the Parties on the date specified above.
Exhibit C
SIDE LETTER TO MEMORANDUM OF UNDERSTANDING
BETWEEN TOWN OF FAIRFAX AND FAIRFAX POLICE OFFICERS' ASSOCIATION Pending the outcome of a meet and confer between the authorized representatives of the Town of Fairfax and Fairfax Police Officer's Association (collectively, "Parties") pursuant to the July 1, 2022 through June 30, 2024 Memorandum of Understanding (the "MOU"), and approval by the Town Council, The Town has determined that it is reasonable and appropriate to clarify certain provisions of this MOU by means of this Side Letter in order to comply with the Public Employees’ Retirement Law for use in pension calculations administered by the California Public Employees’ Retirement System.
Section1. The following Sections of the MOU are amended to incorporate the clarifications as follows:
“Section II (Salary Compensation):
B. Department Appointed Positions - Incentive Pay
Appointed positions, as set forth by the Chief of Police, shall consist of the following named positions:
• Administrative Sergeant (No more than one police sergeant or above) o The Administrative Sergeant or Watch Commander will be responsible for routinely and consistently supervising or leading subordinate classifications as necessary during the assignment, including shift assignment.
o If no eligible employee is available, the Chief of Police will be assigned as Watch Commander.
• Detective/Juvenile Officer (No more than one police officer and one sergeant) o The Detective/Juvenile Officers are routinely and consistently assigned to detective duties or to enforce laws that restrict the activities of juveniles. • Lead Dispatcher (No more than one police dispatcher)
o The Lead Dispatcher will be responsible for routinely and consistently supervising or leading subordinate classifications as necessary during the assignment.
Effective July 1, 2022, any employee appointed to Lead Dispatcher by the Chief of Police shall receive an incentive increase of 15% above their base rate of pay.
An employee appointed to Administrative Sergeant or Detective / Juvenile Officer by the Chief of Police shall receive a salary incentive increase of 5% above their base rate of pay.
Incentive pay will be in effect for the duration of an employee’s appointment to one of the above listed positions.
In order to retain this appointment and the 5% salary incentive, employees shall be required to continue to meet departmental performance standards. Failure of an employee to maintain this standard shall have the appointment rescinded and the 5% incentive removed from their salary.
Employees appointed to these positions are eligible for additional specialty pay (e.g.:
Detective or FTO pay) above the 5% base rate of pay incentive already received.
While these appointments have no time limit the Chief of Police reserves the right to abolish any of these positions, as specified in § XXI paragraph A, 1 of the Memorandum of Understanding.
F. Solo Pay: Any officer required to consistently and routinely work patrol alone shall receive an additional 5% of base pay for the hours worked alone, to be paid semiannually. (See Section IX-Minimum staffing.) G. Field Training Officer/Communications Trainer/Parking Enforcement: Any employee assigned as a Field Training Officer or as a Communications Trainer or Parking Enforcement trainer, shall receive additional compensation of five percent (5%) of his/her base salary for those hours spent routinely and consistently training an assigned trainee.
H. A 5% graveyard shift differential shall be added to base pay, paid monthly for officers and dispatchers assigned to routinely and consistently work the hours of 7pm to 7am.
This will only be payable to officers and dispatchers regularly assigned to the graveyard shift during a rotation. (This will not be applicable to officers or dispatchers filling in or assigned to hold over.) Solo pay pursuant to Section F above will still apply to officers working alone, however any graveyard officer who gets differential pay is not eligible for solo pay.
J. Officer in Charge pay (OIC): Police Officer classification personnel who cover a minimum of five hours or more of a shift in place of a Sergeant or Corporal of Police shall receive 5% base pay incentive for the time worked in that position with approval of the Chief of Police for routinely and consistently leading or supervising other employees.
K. Bi-Lingual Pay: Full time employees shall receive a base pay incentive of 2.5% for their ability to speak basic conversational Spanish, and 5% for Spanish fluency, which includes reading and writing. Other languages shall be approved by a supervisor at a maximum rate of $50 per day of use with a maximum of 5% of base pay in a pay period.
To be eligible for “other language” pay, employees are required to submit requests to their supervisor. The requests will include a CAD incident or case number documenting the use was related to a police investigative purpose. Fluency in more than one language does not entitle an employee to multiple pay incentives. Employees who maintain eligibility for bi-lingual or “other language” pay routinely and consistently communicate in languages other than English in the performance of their normal duties.
If a bi-lingual qualified employee is off work for over 15 consecutive calendar days, the employee will not receive the bilingual incentive for the remainder of the leave (unless approved by the Chief of Police). This will not take effect if the employee is out on 4850 disability leave.
The Chief of Police, with approval of the Town Manager, will through use of an outside tester selected by the Town, determine an employee’s eligibility for this pay incentive. In order to ensure that employees retain bilingual proficiency, a periodic requalification, by an outside tester selected by the Town, may be required L. In order to retain special appointments or assignments, employees shall be required to adequately perform their assigned duties and meet departmental standards. Failure of an employee to maintain this standard shall have the appointment rescinded.
Section IV (Holidays) Section B:
HOLIDAYS
A. The Town agrees to provide employees covered by this agreement eleven (12) paid holidays at 10 hours per holiday for a total of 120 hours per year due to required scheduled staffing without regard to holidays. Holiday Pay hours will be calculated using base salary, inclusive of Longevity Pay, Educational Incentive, Lead Worker/Supervisor Pay, Detective Pay, Juvenile Officer Pay, and other compensation items the Town affirmatively identifies as base salary.
C. One-time in 2022, in the first available pay period on or after approval of this MOU by Town Council, all full-time regular employees of the POA will be credited 10 floating holiday hours in recognition of service which will be cashed out in full on the November 30, 2022, paycheck.
Section XIII (Benefits):
XIII. BENEFITS
F. Uniform Allowance
Sworn Police Officers and the Police Services Technician classifications shall be entitled to a uniform allowance of $950 per year, and all other uniformed employees are entitled to an allowance of $650 per year to maintain the non-safety items of uniform equipment as provided by departmental regulations due to the requirement of wearing uniforms while on duty. The uniform allowance shall be payable in the last pay periods of May and November of each year. For new employees, the full amount of the uniform allowance will be paid upon appointment. Uniform allowance is taxable in Box 1 of each employee’s W2 form. The payment shall be prorated for those employees who retire or leave employment with the Town as appropriate.
Section XV (Educational Incentive):
XV. EDUCATIONAL INCENTIVE
A. In addition to the base salary established by this agreement, the Town shall pay educational incentive pay in one of the following categories to those employees who meet the criteria set down in the Educational Incentive Pay Program adopted by the Town and agreed to by the Association. Figures listed below at all levels represent an additional 1% effective 7/1/2018
1. Personnel employed in the Police Department in all job classifications with the exception of the Chief of Police shall be eligible for 6% addition to base pay provided that they meet the following experience and educational requirements set forth below.
a. An A.A. Degree in Police Science or an Intermediate POST certificate. b. In order to retain begin receiving the 6% addition to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attendingattend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Intermediate POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced the amount of the educational incentive.
An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Intermediate POST certificate .
2. Personnel employed in the Police Department in all job classifications with the exception of Chief of Police shall be eligible for an 8.5% addition to base pay provided that they meet the following experience and educational requirements set forth below.
a. A Bachelor's Degree (field of study to be approved by the Chief of Police) or an Advanced POST Certificate.
b. In order to begin receiving retain the 8.5% addition to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Advanced POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Advanced POST certificate .
3. Personnel employed in the Police Department in all job classifications shall be eligible for a 11% addition to base pay provided that they meet the following experience and educational requirements set forth below. a. Possession of a Supervisor Certificate as established and issued by the California Peace Officer Standards and Training or a Master's Degree. b. In order to begin receiving retain the 11% increase to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Supervisor POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Supervisor POST certificate .
4. Personnel employed in the Police Department in the job classification of Lieutenant of Police or higher shall be eligible for a 13.5% increase to base pay provided that they meet the following experience and educational requirements set forth below.
a. Possession of a Management Certificate as established and issued by the California Peace Officer Standards and Training.
b. In order to begin receiving retain the 13.5% increase to base pay for POST certificates, police personnel shall be required to meet all requirements identified by the POST Commission, which include attending attend all mandatory training and classes, unless excused by the Chief of Police, to continue to meet departmental performance standards, and to receive an affirmative recommendation from the Chief of Police. If an employee fails to meet these provisions and is no longer eligible for the Management POST certificate due to falling short of POST Commission requirements, his or her salary shall be reduced by the amount of the educational incentive. An employee shall not be eligible to re-qualify for the incentive pay step for six months or until they once again meet all requirements of the Management POST certificate .”
Section 2. This amendment clarifying items already present in the MOU is effective July 1, 2022. Except as expressly modified by this Side Letter, the provisions of the MOU remain in full force and effect. This Side Letter will expire with the term of the MOU, which currently has a designated ending date of June 30, 2024.
This Agreement is hereby executed by the signatories of the Parties on the date specified above.