Folsom City Council
December 9, 2025

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

ARTICLE XIII – LAYOFF............................................................................................... 36 A. Layoff.................................................................................................................. 36 ARTICLE XIV – TERM AND SIGNATURE CLAUSE..................................................... 39 A. Term of Agreement:............................................................................................ 39 B. Signature Clause:............................................................................................... 40 ATTACHMENT A – SALARY RANGES ........................................................................ 41 ATTACHMENT B – SETTLEMENT AGREEMENT AND GENERAL RELEASE........... 42

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

PREAMBLE
This Memorandum of Understanding, hereinafter referred to as "the Agreement", entered into by the City of Folsom, hereinafter referred to as "the City", or "the employer", pursuant to Section 3500 et seq. of the Government Code of the State of California and the Folsom Police Management Association, hereinafter referred to as "the Association" or "FPMA" has as its purpose the promotion of harmonious labor relations between the City and the FPMA; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other terms and conditions of employment.

It is understood and agreed that this Memorandum of Understanding (MOU) supersedes and replaces all previous such actions on these points by and between the City of Folsom and the Folsom Police Management Association. Where ordinances and policies that may conflict with the Memorandum of Understanding exist, the Memorandum of Understanding will prevail.

The term "Agreement" as used herein means the written agreement provided under section 3505.1 of the Government Code.

ARTICLE I - RECOGNITION AND COVERAGE
A. Recognition:

Folsom Police Management Association is recognized as the exclusive representative, as provided in the City's Employer-Employee Relations Rules for all employees assigned to the Police Management Bargaining Unit in the following classifications and any other classification which is agreed between the parties to be included in the Police Management Bargaining Unit.

Police Lieutenant
Police Commander
In the event new classifications are established and determined by the City to be in FPMA, the City agrees to notify FPMA and meet and confer over impact of placement if requested by FPMA.

B. Total Agreement:

This Memorandum of Understanding constitutes a full and complete agreement by the parties and contains all of the matters upon which the parties have reached agreement. Therefore, except as provided herein, the City and the Association, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right,

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

and each agrees that the other shall not be obligated to bargain collectively, with respect to any subject or matter referred to or covered in this Agreement, as well as any subject or matter not referred to or covered in this Agreement.

C. Severability of Provisions:

Should any section, clause or provision of this Agreement be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions hereof, and such remaining portions shall remain in full force and effect for the duration of this Agreement. In the event of such invalidation, the parties agree to meet and confer concerning substitute provisions for provisions rendered or declared illegal.

ARTICLE II – MANAGEMENT RIGHTS
All City rights and functions, except those which are expressly abridged by this Agreement, shall remain vested with the City. The rights of the City include, but are not limited to, the exclusive right to:

A. Manage the City generally and to determine issues of policy.

B. Determine the existence of facts which is the basis of management decisions.

C. Determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

D. Determine the nature, manner, means, technology, and extent of services to be provided to the public.

E. Determine methods of financing.

F. Determine types of equipment or technology to be used.

G. Determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which the City operations are to be conducted.

H. Determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or sub-contract any work or operation of the City.

I. Assign work to and schedule employees in accordance with requirements as

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith meet and confer.

J. Lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

K. Establish and modify productivity and performance programs and standards.

L. Dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause.

M. Determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees.

N. Hire, transfer, promote, and demote employees.

O. Determine policies, procedures, and standards for selection, training, and promotion of employees.

P. Establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

Q. Maintain order and efficiency in City facilities and operations.

R. Establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City. The City agrees to meet and confer on any items that fall within the scope of Government Code Section 3500 et. seq.

S. Restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in the City's Personnel Rules.

T. Take any and all necessary action to carry out the mission of the City in emergencies.

ARTICLE III – NO STRIKE
FPMA agrees that during the term of this Agreement, neither it nor its officers, employees, representatives, or members will engage in, encourage, sanction, support or suggest any strikes, work stoppages, boycotts, slowdowns, mass resignations, mass absenteeism or any other similar actions which would involve suspension of, or interference with, the normal work of the City of Folsom. In the event that FPMA members participate in such activities in violation of this provision, FPMA shall notify those members so engaged to cease and desist from such activities and shall instruct the members to return to their

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

normal duties.

ARTICLE IV – EMPLOYEE RIGHTS
A. Union Bank Time:

1. Employees in the bargaining unit may, but are not required to, donate accrued Annual Leave, Holiday Leave, or Furlough Time in no less than onehalf (.5) hour increments, into a bank of hours from which designated FPMA representatives may draw time for the purposes of conducting association business, including but not limited to, training programs and seminars.

Donated time will be transferred from the donating employee's accrued Annual Leave, Holiday Leave, or Furlough Time to the Union Bank as a onetime donation or from Annual Leave on a regular basis each pay period.

2. The FPMA President or designee must approve, fill out and submit a leave request slip for all employees using the Union Bank. The release of employees on Union Bank Time shall be subject to the needs of the City, as determined by the Police Chief.

3. The FPMA shall submit a request to the Police Chief or designee for the release of employees on Union Bank Time at least 7 calendar days prior to the desired time off or as otherwise approved by the Police Chief.

B. Non-discrimination:

The City agrees not to discriminate against any employee because of membership in the Association or because of any activities on behalf of the Association. The City further agrees not to discriminate, harass, or reprise against any employee as a result of their exercise of their rights under this Agreement, or under Section 3500 et seq., of the Government Code of the State of California.

C. Access to Personnel Files:

The City shall maintain only one (1) personnel file on each person in the Human Resources Department. A duplicate personnel file shall be maintained at the Police Department. Both files shall be kept secured.

Upon request by an employee, the employee and/or his/her authorized representative may review the personnel files during regular business hours, except where denial of access is authorized by statute.

Information contained in an employee's personnel file shall be confidential and

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

available for inspection only to authorized management/administrative personnel and the supervisor of the employee; except, however, that information in an employee's personnel file may be released pursuant to court order, subpoena, or with a release signed by the employee. The department shall notify the employee of the existence of such court order, subpoena, or a motion for court order to gain access to the personnel file prior to the release of any information.

No material which relates to the employee's conduct, attitude, work performance, or service will be included in his/her personnel file without being signed and dated by the author of such material. Before such material is placed in the employee's file, the department head shall provide the employee the opportunity to review the material and sign and date it. A copy of such material shall be provided to the employee. The employee shall have the right to insert in his/her file within thirty (30) days of the employer placing the item in the file, supplementary material and a written response to any item in the file. Such response shall remain attached to the material it supplements for as long as the material remains in the file.

Internal affairs investigations shall be kept in a separate file under the employee’s name and shall be purged and destroyed after five (5) years. Such files shall be maintained in the Police Department.

D. Purging Documents in Personnel Files:

Upon the request of an employee, and with the approval of the Police Chief, counseling memos and reprimands shall be removed from personnel files after two (2) years. These items, along with disciplinary actions (i.e., suspensions, reductions in pay, and demotions) shall be removed and destroyed after five (5) years in accordance with the City’s records retention policy.

Internal affairs investigations shall be kept in a separate file under the employee’s name and shall be purged and destroyed after five (5) years. Such files shall be maintained in the Police Department.

Notwithstanding any other provision of this Agreement, complaints and any reports or findings related to these complaints shall be retained for a period of five (5) years for records where there was not a sustained finding of misconduct and for fifteen (15) years where there was a sustained finding of misconduct.

ARTICLE V – SALARY AND OTHER COMPENSATION
A. Salary Ranges:

1. The initial Salary Ranges for each job classification in the Police

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

Management Bargaining Unit are set forth in Attachment XX of this Agreement. The Salary Range for each classification includes applicable Salary Increases (Article V, Section B), and any Special Salary Adjustments (Article V, Section C). These salary ranges shall be effective February 16, 2023January 1, 2026. It is understood that implementation of any salary increase, or market adjustment may vary slightly due to rounding.

2. Effective February 16, 2023, the salary range for each classification shall consist of five (5) steps, with approximately 5% between steps.

3. Effective February 16, 2023:
i. The classification of Police Lieutenant shall receive an increase of 3%. ii. The classification of Police Commander shall receive an increase of

3.5%.

4. Employees will be moved to the new salary range and step that is closest to their base salary (base salary as of February 15, 2023) without being lower.

5.2. Procedures for step advancement, promotion, demotion, transfer, and layoff as set forth in City of Folsom Personnel Rules and Regulations, and the MOU shall apply. Should unusual circumstances or rigid adherence to the current salary range structure cause an unforeseen inequity, the City Manager shall have the right to make adjustments that are in the best interest of the City.

B. Salary Increases:

1. Effective January 1, 20246, or the date this agreement is ratified by both parties, whichever is later, all employees shall receive a salary cost of living adjustmentincrease of 3%. Employees shall also receive a market adjustment of 3% for a total salary increase of 6% effective January 1, 2026.

2. Effective January 1, 20252027, all employees shall receive a salary increasecost of living ofadjustment of 3%. Employees shall also receive a market adjustment of 2% for a total salary increase of 5% effective January 1, 2027.

2.3. Effective January 1, 2028, all employees shall receive a cost of living adjustment of 3%.

C. Special Salary Adjustment
Effective February 16, 2023, the classification of Police Commander shall receive a special salary adjustment of 3.5%.

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

D. Market Survey:

The City agrees to conduct a market survey of the classes of Police Lieutenant and Police Commander. The survey shall be concluded not later than 120 days prior to the expiration of this MOU. The parties agree to meet and confer over survey results.

1. The purpose of the study is to determine the relationship of the total compensation for employees in the job classifications identified above when compared to comparable job classifications in the following agencies: City of Elk Grove, City of Rocklin, City of West Sacramento, City of Sacramento, City of Roseville, City of Citrus Heights, and County of Sacramento.

2. Compensation, for purposes of this study, shall constitute the following elements:
a. Base salary (top step in the salary range)
b. Maximum contribution to healthcare costs
c. Uniform Allowance (For any agency providing uniforms but not reporting an allowance, the average allowance will be attributed for comparison purposes)
d. Maximum Education/POST/Executive-Level Course Incentive Pay e. Deferred Compensation
e.f. City’s payment towards Social Security

3. Study results will identify the mean (average) and relative ranking of the base salary and total compensation, by classification, comparing the City of Folsom to those agencies identified in subsection 1 above.

E. Maintenance of Salary RelationshipsCompensation Upon Pronotion into Bargaining Unit
The parties agree that maintenance of current salary relationships between this bargaining unit and the sworn personnel in FPOA is a mutual goal. Towards this end, anytime the City decides to adjust the salary for any of these classes, the City agrees to notice and meet and confer with FPMA on the impact of such a decision on employees in the Police Management Bargaining Unit.

When an employee is promoted into this bargaining unit, the employee will be placed at the salary step which provides the employee with at least a 5% increase in compensation above that employee’s compensation prior to promotion. For purpose of this section, compensation shall include base, wages, holiday-in-lieu, job classification and education incentive pay.The City may place an employee at a Formatted: Indent: Left: 0", Hanging: 0.5"

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

higher step in its sole discretion. In deciding whether to placvev an employee at a higher step, the City will consider other forms of compensation paid to the employee in their prior rank, including detective pay and motorcycle pay.

F. Deferred Compensation
For employees participating in the City’s deferred compensation program, the City agrees to make matching contributions up to $350.00 per month.

G. Clothing/Uniform Allowance:

1. Plain Clothes Assignments:

When the Police Chief assigns employees to a plain clothes assignment (for more than 3 months consecutively), such employees shall receive a clothing allowance of $1,000.00 per year. Plain clothes assignments are those assignments that require professional business attire. Other plain clothes assignments that do not require daily wearing of professional business attire may qualify for the allowance based upon individual written approval by the Police Chief. Appropriate justification shall be made for such approval.

The City agrees to pay for the cleaning of plain clothes for those employees assigned to a plain clothes assignment. Employees in a plain clothes assignment may have their department issued uniforms cleaned as needed based upon uniformed or overtime assignments.

Clothing allowance shall be paid annually in conjunction with bi-annual shift changes, on or before January 20th and on or before July 20th of each fiscal year. Employees assigned to a plain clothes assignment in January or in July of each year shall receive the annual clothing allowance for the year, payable as described above. Employees assigned to a plain clothes assignment after shift changes will receive a pro-rated clothing allowance.

As provided in subsection 2 below, the City agrees to provide the initial issue of uniforms to all sworn employees and the City shall pay for the cleaning and replacement of all uniforms.

Any proposed change to the uniforms will only be done after meet and confer with the FPMA.

The City agrees to report to PERS the estimated value of $2,000.00 per fiscal year for each employee for purposes of purchasing, cleaning, maintaining and replacing uniforms.

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

2. Uniform Issuance/Replacement -- All Employees:

The City will provide the initial issue of uniforms to all employees of the department. The City shall replace any uniform or authorized equipment, which has been lost, stolen, damaged or rendered unserviceable as a result of on-duty activity. Personnel will receive authorization for uniform replacement from their immediate supervisor.

H. Educational Incentive Pay:

1. Employees shall be eligible to receive education incentive pay after the employee has completed their one (1) year probationary period.

Exception: Employees hired into the department as “lateral hires” shall receive education incentive pay upon hire. (Lateral is defined as holding the same or similar title at another agency.)
Exception: Employees promoted to this bargaining group shall receive education incentive pay upon promotion.

2. Police Lieutenants and Police Commanders will be entitled to receive educational incentive pay based on the following:

Employees hired before July 1, 2010, who are in possession of or obtain a Masters of Arts/Masters of Science degree shall receive an incentive of $400 per month.

Degrees shall be related to the field of law enforcement of public administration as approved by the Police Chief. Employees hired on or after July 1, 2010, shall not qualify for an incentive for a Masters of Arts/Masters of Science degree.

Payment of Education Incentive will begin effective the first pay period after the employee provides the Human Resources Department with the appropriate documentation, which includes a, copy of transcripts or diploma. It is the responsibility of each employee to notify the Human Resources Department of his/her eligibility for education incentive and to provide the appropriate documentation.

Employees who qualify for Education Incentive pay and who received City paid tuition reimbursement (Article V, Section I) as a recognized classification of FPMA (as identified in Article I, Section A) will not receive Education Incentive pay until they have reimbursed the City for the cost of the tuition reimbursement. Once payment is made in full for tuition reimbursement, the Education Incentive will begin and be paid directly to the employee. Reimbursing the City will consist of delaying

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

the incentive pay until an amount equivalent to the tuition reimbursement has been withheld. For example, if an employee qualified for $400 per month in Education Incentive pay, but had received $4,000 in total tuition reimbursement, the employee’s incentive payment would be delayed 10 months from the Education Incentive effective date.

3. POST Management Certificate Pay
a. A POST Supervisory Certificate is required for all FPMA positions. b. Police Lieutenants: A POST Management Certificate is optional but preferred.
i. Effective February 16, 2023, Lieutenants who are in possession of a valid POST Management Certificate shall receive an incentive of $425.00 per month. Payment of POST Management Certificate Pay will begin effective the first pay period after the employee provides the Human Resources Department with the appropriate documentation, which includes a copy of the POST Management Certificate. The City will retroactively pay up to six (6) months of this incentive pay after receipt of a copy of the POST Management Certificate, but in no case, prior to the date Certificate is authorized. It is the responsibility of each employee to notify the Human Resources Department of his/her eligibility and to provide the appropriate documentation. c. Police Commanders: A POST Management Certificate is required.

4. Executive Development Course Pay
With the advance written approval of the Police Chief, and upon completion, Police Commanders who have completed a POST Executive Development Course, or other executive-level course, shall receive $600.00 per month in addition to their base salary. Payment of Executive Development Course Pay will begin effective the first pay period after the employee provides the Human Resources Department with the appropriate documentation. It is the responsibility of each employee to notify the Human Resources Department of his/her eligibility for Executive Development Course Pay and to provide the appropriate documentation.

I. Tuition Reimbursement Policy:

City will pay 50% of tuition cost up to $4,000 per fiscal year for regionally accredited Master’s degree program if budgeted and preapproved by the Police Chief.

J. Longevity Pay/Law Enforcement Retention Pay:

Longevity Pay will hereinafter be referred to as Law Enforcement Retention Pay and shall be deemed longevity pay and reported to CalPERS as special compensation

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

pursuant to C.C.R. Section 571.

1. Subject to all of the provisions of this subsection, the City will pay employees represented by the FPMA a Law Enforcement Retention Pay differential based on the following formula. The Law Enforcement Retention Pay increments will be paid on a monthly basis.
• 2 ½% after 10 years of full-time continuous City service; • an additional 2 ½% after 15 years of full-time continuous City service; • an additional 2 ½% after 20 years of full-time continuous City service
Law Enforcement Retention Pay shall not exceed a total of 7 ½% per month for an employee with twenty or more years of full-time City service.

2. Notwithstanding subsection 1 above, for the period beginning July 1, 2010, and ending June 30, 2011, employee advancement from one Longevity Pay increment to the next increment shall be frozen. Employees who would normally have advanced to a higher increment during this period shall advance to the next higher increment twelve (12) months from their anniversary date and shall not receive any retroactive payment nor shall the elapsed time period between July 1, 2010, and June 30, 2011, be counted for any future advancement.

K. Bilingual Pay:

1. The Police Chief may designate an employee as eligible to receive a 2.5% Bilingual Pay differential. Upon such designation, the FPMA employee will receive 2.5% of base rate.
a. Employees eligible for Bilingual Pay must (1) speak a foreign language as identified by the City; (2) agree to utilize his/her bilingual ability on the job; and (3) demonstrate bilingual proficiency satisfactory to the Director of Human Resources. Such assignments shall be in writing and must be renewed on an annual basis.
b. Employees shall maintain the necessary training and certification standards established by the City to continue to receive bilingual pay.

All employees receiving bilingual pay shall have their bilingual performance included as part of the employee’s City performance evaluation. Performance that falls below “meets expectations” may subject the employee to loss of bilingual pay.

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

L. One-Time Adjustment Pay
As required by Attachment B, effective the first full pay period after ratification and approval of the Memorandum of Understanding between the City of Folsom and FPMA, but no later than July 1, 2023, the City shall provide a one-time, nonPERSable, lump sum payment to certain employees in FPMA as follows:
a. 5.3% of their base salary under the 89A salary range on 11/23/22, for anyone promoted to Lieutenant between 11/19/19 and 12/31/21; and b. 1% of their base salary under the 89A salary range on 11/23/22, for anyone promoted to Lieutenant between 1/1/22 and 9/30/22.

ARTICLE VI – RETIREMENT
A. Public Employees Retirement System (PERS) -- Formula:

1. All safety Safety police employees hired by the City of Folsom on or prior to December 16, 2010 June 30, 2010 shall receive the retirement benefit of 3% @50. All sSafety police employees hired by the City of Folsom on or after July 1, 2010 but prior to January 1, 2013December 17, 2010, who qualify as CalPERS Classic members shall receive the retirement benefit of 2%@50.

All Safety police employees hired by the City of Folsom on or after January 1, 2013, who qualify as CalPERS PEPRA members shall receive the retirement benefit of 2.7%@57 or as specified in the California Public Employee's Pension Reform Act of 2013 (PEPRA).

2. All miscellaneous employees hired prior to June 30, 2010 shall receive the retirement benefit of 2.7@55. All miscellaneous employees hired on or after July 1, 2010 shall receive the retirement benefit of 2%@55. All employees hired on or after January 1, 2013 shall receive the retirement benefit 2%@62 or as specified in the California Public Employee's Pension Reform Act of 2013 (PEPRA).

2. 3. All Safety police employees hired by the City of Folsom on or prior to June 30December 16, 2010, shall receive the retirement
benefit based on the single highest twelve (12) months of compensation.

3. All Safety police employees hired by the City of Folsom on or after July 1December 17, 2010, shall receive the retirement benefit based on the employee's highest average monthly compensation during thirty-six (36) consecutive months of employment as provided in state law pertaining to CalPERS.

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0.25" + 0.5"

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

B. Public Employees Retirement System (PERS) – Retirement Benefit:

1. SSafety police employees who are CalPERS Classic members shall pay 9% of as the employee share of retirement. and miscellaneous employees shall pay 8% of the employee share of retiremen

1.2. tSafety police employees who are CalPERS PEPRA members will pay the employee contribution as specified and adjust by CalPERS..

2. 3 The City agrees to continue Government Code Section 20691, Conversion of Employer Paid Member Contributions (EPMC), for miscellaneous employees..

3. Employees hired on or after January 1, 2013, will pay the employee contribution as required by PERS, if different from Item 1 above.

C. Retiree Health Insurance:

1. Existing eEmployees who hired on or prior to May 8, 2007 who retire1 from City service on July 1, 2007, or later may participate in the health insurance plans made available by the City for active employees. The amount of the City’s monthly contribution shall be determined as set forth below. Any costs that exceed the maximum paid by the City towards retiree health insurance costs shall be borne by the retiree.
a. Employees who retire with less than 5 years of service2 shall not be eligible to receive any City contribution toward the cost of retiree health insurance.
b. Employees who retire with more than 5 years of service shall qualify for a monthly City retiree health insurance contribution. (1) Subject to the maximum set forth in Item 1.c. below, the City retiree health insurance contribution shall be as follows:
(2) Retiree only – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee only.”
1 “Existing eEmployees” are exclusively permanent and/or probationary employees of the City of Folsom on the date this Addendum is approved by the Folsom City CouncilCouncil (May 8, 2007). “Retire” or “retiree” is defined as any classified City employee who (1) applies for retirement with the Public Employees’ Retirement System (PERS) within ninety (90) days after terminating employment with the City; and (2) receives a PERS retirement benefit. 2 “Service” is defined as full time (or equivalent) continuous permanent and/or probationary employment status with the City of Folsom.

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12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

(3) Retiree and one dependent – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one.”
(4) Retiree and two or more dependents - an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one” plus $100.
c. The City’s monthly contribution toward the cost of retiree health insurance shall not exceed the maximum monthly contribution paid by the City to active employee health insurance for the categories of employee only (for retiree only), employee plus one (for retiree plus one dependent), and employee plus one plus $100 (for retiree plus two or more dependents), as of January 1, 2012.
(1) The January 1, 2012, cap for each category shall be adjusted each January thereafter by an amount not the exceed 3%, depending on the percent increase in the Consumer Price Index (CPI), U.S. Department of Labor, for November -
November of the previous year, Index CPI-W, Urban Wage
Earners and Clerical Workers, Series #CWUR0400SA0, United States. (Example, if the cost of living for the specified period increases by 2%, the cap shall be increased by 2%. If the cost of living for the specified period increases by 4%, the cap shall be increased by 3% (cost of living increases in the cap shall be rounded to the nearest tenth.)

2. The City shall contribute $25 per pay period into a Health Retirement Reimbursement Arrangement (HRA) for each probationary/permanent employee hired after May 8, 2007. The principles governing the HRA shall be established by the Internal Revenue Service (IRS) and the City Human Resources Department.

D. Pre-retirement Optional Settlement 2W Death Benefit (Survivors):

The City's contract with the Public Employees' Retirement System (PERS) includes Government Code Section 21548, Pre-Retirement Optional Settlement 2W Death Benefit.

E. Retiree Dental and Vision Insurance:

Effective the first full pay period after approval of this MOU by the City Council, employees who retire from City service must have at least 120 months of continuous service as a City employee to qualify for dental and vision insurance benefits

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

provided to active employees. The City shall contribute 5% of the premium per year of City service, up to an 80% City contribution.

F. Social Security Retirement Plan:

Employees in the Police Bargaining Unit shall maintain enrollment in the federal Social Security System (F.I.C.A.).

ARTICLE VII – INSURANCE
The City’s obligation for health, dental, vision, life and disability insurance coverage is limited to plan contribution. Plan content, including eligibility criteria, is determined by the respective carriers.

A. Health Insurance:

1. 1. The City’s maximum monthly contribution for active employee health coverage for the year 2025 is as follows:

Employee only: $754
Employee plus one: $1,506
Employee plus family: $1,955

2. The City’s maximum monthly contribution for active employee health insurance will be adjusted annually. If there is an increase in the Kaiser HMO monthly premium, the City will cover 50% of the increase, adding it to the previous year’s contribution for employee-only, employee plus one, and employee plus two or more coverage levels. The final amount will be rounded to the next whole number. The employee is responsible for the difference between the applicable premium and the City’s contribution. If there is no premium increase, the City’s contribution remains unchanged.

Example:

If the previous year’s City contribution for the employee-only coverage was $500 and the Kaiser HMO premium increased by $20, the new City contribution would be:
$500 + (50% of $20) = $500 + $10 = $510
Beginning January 1, 2011, the City’s maximum monthly contribution for active employee health insurance coverage shall be adjusted annually to an amount equal to 50% of the increase above the 2010 Kaiser monthly Formatted: Indent: Left: 2.5"
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12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

premium rate for employee only category ($507.89), employee plus 1 category ($1,015.78), and employee plus 2 or more category ($1,320.52), rounded to the next whole number.

Example:

Employee only category: The 2010 monthly premium for Kaiser employee only is $507.89 and the City’s maximum monthly contribution is $486.00. If this premium increases by 10% for 2011, or to $558.68, the City’s contribution for 2011 for the employee only category would be computed as follows: $558.68 - $507.89 = $50.79, $50.79 x 50% = $25.40, $486.00 + $25.40 = $511.40. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee only category would be $511 per month.

Employee plus 1 category: The 2010 monthly premium for Kaiser employee plus 1 is $1,015.78 and the City’s maximum monthly contribution is $972.00.

If this premium increases by 10% for 2011, or to $1,117.36, the City’s contribution for 2011 for the employee plus 1 category would be computed as follows: $1,117.36 - $1,015.78 = $101.58, $101.58 x 50% = $50.79, $972.00 + $50.79 = $1,022.79. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,023 per month.

Employee plus 2 or more category: The 2010 monthly premium for Kaiser employee plus 2 or more is $1,320.52 and the City’s maximum monthly contribution is $1,263.00. If this premium increases by 10% for 2011, or to $1,452.57, the City’s contribution for 2011 for the employee plus 2 or more category would be computed as follows: $1,452.57 - $1,320.52 = $132.05, $132.05 x 50% = $66.03, $1,263 + $66.03 = $1,329.03. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,329 per month.

23.. Employees who select a health plan with higher monthly premiums than the maximum monthly premium paid by the City (Section A1, item 1 2 above) shall pay the difference through payroll deduction. Should employees select a health plan with lower monthly premiums than the maximum monthly premium paid the City, the City’s contribution shall be limited to the cost of the monthly premium.

34.. High Deductible Health Plans
a. The City agrees to offer two High Deductible Health Benefit Plans

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offered by the health benefit plan carriers.
b. The City agrees to make available a Health Savings Account (HSA) to eligible active employees who select either of the High Deductible Health Benefit Plans.
c. Fifty percent (50%) of the difference between the City's monthly contribution towards the cost of the Kaiser HMO Health plan premiums as set forth in Article VII, Section A of the MOU and the monthly premium for a High Deductible Health Plan shall be contributed into the employee's HSA. Tax status of contributions, contribution amounts, and use of HSA funds shall be in accordance with federal and state law.

4.5. Health Insurance – Cash Back
a. Probationary or permanent employees, who certify to the Human Resources Department that they have group health insurance coverage with comparable benefits to health plans offered by City, may decline to participate in City health insurance coverage. b. Employees who decline to participate in City health insurance coverage shall receive a cash back payment from the City of $300 per month for each month the employee does not participate in City health insurance coverage.
c. Employees who have declined to participate in City health plan coverage pursuant to this section may enroll in City health plan coverage only during the annual open enrollment period. d. This section shall be administered pursuant to procedures established by the City’s Human Resources Department.
e. Employees who decline health insurance coverage shall continue to be eligible to participate in the City’s vision and dental plans. f. An employee whose spouse is employed by the City and receives health insurance is also eligible to receive the cash back payment.

B. IRS 125 Reimbursement Account:

The City will provide access to an IRS 125 Reimbursement Account. Employees may participate in the account pursuant to administrative procedures established by

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the City.

C. Health Benefits Labor-Management Committee:

The parties agree to participate in a city-wide Health Benefits Labor-Management Committee to review existing health benefit programs, plan changes, and cost containment. The Health Benefits Labor-Management Committee shall be open to all employee organizations representing City employees. FPMA may select up to two representatives to participate in Committee meetings. Employees who participate in Committee meetings shall do so without loss of compensation.

D. Dental Insurance:

Dental insurance will be provided by Delta Dental Plan. Effective the first full pay period after approval of this MOU by the City Council, tThe City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document. Employees will contribute 20% of the monthly premium. Otherwise, the City’s obligation for dental insurance coverage is limited to dental plan contributions. Delta Dental Services, Inc. shall determine dental plan coverage.

E. Vision Care:

Vision coverage will be provided by Vision Services Plan.. Effective the first full pay period after approval of this MOU by the City Council, Tthe City will contribute 80% of the monthly premium for an employee, employee and dependent, or employee and family as set forth in the plan document. Employees will contribute 20% of the monthly premium. Otherwise, the City’s obligation for Vision insurance coverage is limited to plan contributions. VSP shall determine Vision insurance coverage.

F. Life Insurance:

The City agrees to continue to pay premiums to provide $60,000 life insurance coverage and $60,000 accidental death and dismemberment coverage for employees in the bargaining unit for the term of this Agreement.

Eligible dependents shall receive $2,000 life insurance coverage.

G. Short Term Disability Program:

The City agrees to provide a Short-Term Disability Insurance Program as provided in the plan document, with the City paying 100% of the monthly premium rate for the

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weekly indemnity insurance program (short term disability) of 60% of salary for 26 weeks. The waiting period for initiation of benefits under the plan shall be 12 calendar days. This program is for non-job-related injuries or illness.

H. Long Term Disability Program:

The City agrees to provide a long-term disability program for employees in the bargaining unit as provided in the plan document. The plan shall provide for a maximum benefit of 60% of salary, up to age 65. This program is for non-job-related injuries or illness.

I. Out of Area Health Plan
a. OAHP shall work in conjunction with the Health Reimbursement Arrangement (HRA) provided by the City to active employees. Each OAHP retiree will obtain a participant account.
b. Only retirees who (a) are not eligible for Medicare who reside outside of the service area as defined by the City health insurance carriers; (b) qualify for retiree health coverage pursuant to Article VI, Section C; and (c) agree to disenroll from the current group medical benefit plan for retiree health coverage may participate in OAHP.
c. Once a retiree opts to participate in OAHP, the retiree shall thereafter be prohibited from returning to retiree health coverage.
d. The City will contribute to the retiree’s participant account on a monthly basis in an amount equal to the amount of the City’s contribution for employee only, employee plus 1 or employee plus family coverage based on the retiree’s marital status at the time of OAHP election. Eligible dependents not covered at the time of election will not be added at a later date. Annual confirmation of dependent eligibility will be required. The City’s contribution would be used for premiums to obtain health coverage and other qualified out-of-pocket medical expenses. Under no circumstances shall the contribution be higher than the City paid premiums for similarly situated inarea employees. The retiree shall be responsible for administrative costs established by the HRA plan administrator.
e. Upon the death of, or martial dissolution from, the retiree’s spouse on record at the time of election to participate in the OAHP, the funding level will be adjusted to employee only. Subsequent spouse(s) from any subsequent marriage(s) (i.e. post initial OAHP election) shall not be eligible to participate and funding will remain at employee only. In the event of the retiree’s death, surviving spousal benefits will conform to City practices applicable to Formatted: No underline
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employees participating in City plans. Should the retiree surviving spouse obtain coverage from another source (e.g. coverage by spouse), the funding will cease and will not be reinstated.
f. Rules and procedures governing OAHP shall be determined and administered by the City’s Human Resources Department. Disputes raised by retirees regarding the OAHP shall may be appealed to the City Manager or designee and shall not be subject to arbitration.

ARTICLE VIII – HOURS OF WORK AND OVERTIME
A. Overtime:

In general, employees are exempt from overtime. Overtime may pay may be required of any employeeauthorized when the Chief of Police or designee determines it to be in the best interest of the City. This includes special events for which the City is reimbursed for the cost of FPMA personnel.

At the Chief of Police’s discretion, overtime will also be paid for any emergency response hours worked outside an employee’s scheduled hours of work.

Time worked in excess of eight (8) hours in a day shall not count in determining whether an employee has worked in excess of forty (40) hours in a week.

The overtime rate of pay shall be either 1½ times the hourly rate of salary with respect to cash payment; or 1½ hours for each hour worked with respect to compensatory time off (CTO). Compensatory time off hours shall be included on payroll stubs.

B. Management Leave:

Employees shall receive management leave at a rate of 80 hours annually based on a fiscal calendar. Such leave shall be posted to affected employees on July 1st each year. Employees hired or promoted with less than 12 months’ of service in the Police Management Unit shall accrue management leave on a prorated basis.

A member of FPMA who works substantially more than 80 hours per year without compensation, may be allocated up to 20 additional hours (for a total of 100 hours per year) of management leave. Annually, the Police Chief may provide a list to the City Manager of those employees they feel are deserving of the additional management leave. A list of regularly performed duties in excess of compensated Formatted: List Paragraph, Left, No bullets or numbering Formatted: Indent: Hanging: 0.5"
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hours shall be included with each employee's name. The list shall be submitted for the City Manager's review and approval no later than July 1 of each year. All such requests are subject to final approval by the City Manager.

ARTICLE IX – LEAVES
A. Annual Leave:

1. Employees shall receive the following Annual Leave credits:

Non-shift personnel (40-hour work week):

Length of Service Annual Leave Allowance
0 – 5 years 16.34 hours per month
5 – 10 years 19.34 hours per month
10 – 15 years 22.34 hours per month
15+ years 24.34 hours per month
Shift personnel:

Length of Service Annual Leave Allowance
0 – 5 years 17.00 hours per month
5 – 10 years 20.00 hours per month
10 – 15 years 23.00 hours per month
15+ years 25.00 hours per month

2. Except as specified in Article IX, Section B below, employees shall not accrue sick leave. However, employees who have accumulated sick leave hours shall retain such hours and may use such leave credits pursuant to Article IX, Section B, below.

3. Annual leave credits may be used for any approved absence, including vacation and illness or injury. When annual leave is used for vacation, it will be scheduled pursuant to City Personnel Rules. When annual leave is used for illness or injury leave (e.g., sick leave) purposes, it will be taken pursuant to Article IX, Section B of this MOU.

4. Employees with annual leave balances that exceed the annual leave caps of 400 as of the date of ratification of this MOU by City Council, may retain such balances until the annual leave balances are reduced to the new cap. a. To avoid exceeding the maximum of 400 hours of accumulated annual leave, the City may direct an employee to take time off on annual leave. However, in the event the City does not approve annual leave

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for an employee in an amount sufficient to reduce accumulated annual leave to 400 hours, the number of hours that exceed 400 hours shall be rolled over into sick leave until the annual leave balance is reduced to the cap.

5. Cash Out of Annual Leave
a. Employees may cash out up to 40 hours of annual leave per fiscal year.
b. Annual leave shall be cashed out pursuant to procedures established by the City Human Resources Department.
c. Accrued annual leave shall be cashed out upon separation of employment with the City on an hour-for-hour basis.

6. Annual vacation requests shall be approved based on department policy as approved by the Chief of Police.

B. Sick Leave:

1. Sick leave may be used by employees for purposes enumerated in City Personnel Rules.

2. The City's contract with CalPERS permits sick leave to be converted to service credit for purposes of retirement (Government Code section 20965).

3. Accrued sick leave shall not be cashed out.

4. There shall be no maximum on the number of hours of sick leave an employee may accrue (bank).

C. Holidays:

1. The following holidays shall be observed by the City:
1) New Year’s Day (January 1)
2) Martin Luther King Day
3) President’s Day (Washington’s Birthday)
4) Memorial Day
5) Independence Day
6) Labor Day
7) Veterans Day
8) Thanksgiving Day
9) Friday following Thanksgiving Day
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10) December 24
11) Christmas Day
12) December 31

2. Employees who are assigned by the Police Chief to work shifts on the holidays listed in subsection 1 shall cease accruing Holiday Leave time; instead, such employees shall receive a 6% Holiday Pay differential. Holiday Pay shall be multiplied by the employee’s base salary and paid each pay period. Employees with accrued Holiday Leave credits on the books may take such time off in the same manner as Annual Leave. Holiday Pay shall be compensable for retirement (PERS) purposes.

3. Any employee with Holiday Leave credits accrued under prior agreements may use those credis in the same manner as Annual Leave.

D. FPMA Catastrophic Leave Bank:

1. The purpose of the FPMA catastrophic time bank is to enable employees to receive and donate accrued annual leave, sick leave, and compensating time off (CTO) credits to assist employees who have no leave and who will suffer a financial hardship due to a prolonged illness or injury to themselves or a member of the immediate family as defined in City Personnel Rules. The following conditions shall apply:
a. Catastrophic Leave will be available only to employees who have exhausted all of their own paid leave through a bonafide serious illness or injury.
b. The City shall administer the time bank.
c. An employee may be on disability insurance and use the time bank credits in the same manner that sick leave is used to supplement disability insurance benefits.
d. All donations are to be confidential, between the donating employee and the City.
e. Employees donating to the time bank must have forty (40) hours of annual leave or sick leave available after making a donation. f. Donating employees must sign an authorization form (prepared by the City). Employees relinquish all rights and claims to hours donated.

Donor specific time does not require exhaustion of accrued leave time by recipient.
g. Donations shall be subject to applicable tax laws.
h. Availability of catastrophic leave time shall not delay or prevent the City from taking action to medically separate or disability retire an employee.
i. The City may require a physician's statement stating that the presence Formatted: Indent: Left: 0.5", Hanging: 0.5", Numbered + Level: 4 + Numbering Style: 1, 2, 3, … + Start at: 1 +
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of the employee who is requesting catastrophic leave time to care for an ill or injured immediate family member is necessary.

ARTICLE X – MISCELLANEOUS
A. Fitness for Duty:

1. The City may require an employee to submit to a medical examination by a physician designated by the City to evaluate the capacity of the employee to perform the work of the employee's position. The decision to require an employee to submit to such medical examination shall be based upon reasonable cause to believe, by the employee’s department head or designee, that the employee is unable to perform the work of the employee’s position. The City shall pay the cost of such examination.

The physician shall make a written report to the City. Information provided by the City's physician shall be kept confidential. A copy of the physician's report shall be given to the employee.

After consideration of the report and other pertinent information, the City will take steps in accordance with State and Federal law regarding disabilities. If the City concludes the employee is unable to perform the work of his/her present position, the City may demote or transfer the employee to an appropriate position, including one of less than full time. If it is concluded that the employee is unable to perform the duties of his/her position and the employee cannot be demoted or transferred to another position, the employee's employment with the City may be terminated. Any such action shall be considered non-disciplinary. An employee who is terminated because he/she is unable to perform the duties of his/her position shall be placed on paid administrative leave until the date of separation.

An employee terminated pursuant to this section may elect, at the employee's cost, to an examination by a physician of the employee's choice.

If the employee's physician finds the employee fit to perform his/her job duties the employee shall have the right to submit the matter to binding arbitration, pursuant to Article XI of this MOU.

After weighing the evidence submitted by both parties, the employee may be reinstated if the arbitrator determines that the employee is fit to perform the duties of his/her former position. Reinstatement shall not require current eligibility on any city employment list. The arbitrator may elect to pay the employee for some or all of the time between the termination date and the

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date of the arbitrator's award.

2. This section shall not supersede any rights and/or remedies the parties may have pursuant to the California Workers Compensation system and Labor Code.

3. The parties agree to meet during the term of this agreement to review policies and statutes that govern Fitness for Duty and ensure compliance with state law.

B. City Vehicle Use:

City vehicles shall be assigned at the discretion of the Chief of Police.

C. Probationary Period:

The City will require a 12-month probationary period for all classes in the police management bargaining unit. All regular employees shall serve a 12-month probationary period upon appointment to a classification in the police bargaining unit. Probationary periods may be extended consistent with City Personnel Rules.

D. Permanent Part-Time Employees:

Permanent part-time employees are employees hired off an eligible list and who work at least 20 hours per week and not more than 39 hours per week.

The City agrees towill pay up to them maximum amount towards employee-only coverage as paid to full-time employees pursuant to Article VII, Section A. 100% of the health, dental, and vision insurance premiums for the employee-only category for permanent part-time employees. Permanent part-time employees will not receive any other City contribution towards health insurance. Permanent part-time employees shall have the option to purchase dependent coverage through the City at rates established by the City's health, dental and vision insurance carriers. When a permanent part-time employee purchases dependent coverage, the employee shall pay the difference between the amount paid by the City for employee-only coverage and the cost of the dependent coverage.

Other benefits provided in the Memorandum of Understanding (MOU) between the City and the FPMA shall be allocated to permanent part-time employees on a prorata basis.

E. Voluntary Wellness Program:

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The Police Department will implement a Voluntary Wellness Program for employees.

The purpose of the program is to encourage the proper physical conditioning and health of law enforcement personnel. The department shall determine specific procedures and policies; however, key elements shall include:

1. Regular exercise regimen. Employees shall be granted up to four hours (not to exceed one hour per shift) of release time per workweek to exercise, call load permitting. Such time shall be scheduled at the discretion of appropriate supervisory personnel.

2. Participation in an annual “baseline” physical evaluation conducted by the department.

3. The Chief of Police shall be authorized to implement program changes which benefit additional members of the FPMA. Those additions will be published consistent with department directives.

F. Personal Leave Time

1. Any Personal Leave Time (PLT) earned by employees and still remaining on the books may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank. Use of PLT time shall be subject to the following:

PLT may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank. Use of PLT time shall be subject to the following:
a. Use of PLT shall be subject to the operating needs of the Police department.
b. Use of PLT shall not cause the Police department to backfill behind an employee using PLT.
c. PLT shall have no cash value and may not be cashed out. If an employee terminates employment with the City or retires, any PLT remaining in the bank shall be surrendered with no value to the employee.

G. Mutual Aid Assignments
All personnel assigned by the Chief of Police to provide Mutual Aid to another public agency will be compensated (portal to portal) from time of assignment to their return to the police headquarters. While on Mutual Aid assignment, personnel will be compensated at their regular rate of pay during their normally assigned shifts.

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Personnel assigned to work on days off shall be compensated at the overtime rate.

Specific policies and procedures applicable to Mutual Aid assignments shall be determined by the department.

H. Fraternal Order of Police (FOP) Legal Defense Plan Legal Services For the duration of this MOU, the City agrees to pay the actual individual membership rate of the Fraternal Order of Police (FOP) Legal Defense Plan (previously known as CPOA Legal Services Program) for each member of the Police Management Bargaining Unit, up to a maximum of $750.00 per employee per calendar year.

ARTICLE XI – GRIEVANCE PROCEDURE
A. Definition:

The term "Grievance" as used in this Agreement is limited to a complaint or request of an employee, group of employees, or FPMA which involves the interpretation, application, or compliance with the provisions of this Agreement or City Rules.

B. Time Limits:

Grievances not presented within the time limits established for each step of this procedure shall not be considered. Should the City fail to answer within the established time limits, the grievance may be processed to the next level and the failure to answer shall be given the appropriate weight by the arbitrator.

When days are used in this article for the purpose of establishing time limits, those limits will be presumed to have been met when the appropriate forms are either personally delivered to the affected party or deposited in the U.S. mail, as evidenced by the appropriate postmark.

Time limits may be waived by mutual agreement between the parties. As referred to in this article, all "days" are "calendar days."
C. Presentation:

An employee and/or FPMA representative may present a grievance while on duty, provided such presentations and discussions do not disrupt City operations and are kept to a reasonable minimum.

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D. Procedure:

All grievances as defined herein shall be processed in accordance with this procedure. All grievances, beginning at Step 2 shall be filed on forms provided by the City for that purpose. FPMA may refuse to represent a grievant and the City may refuse to consider a grievance in those circumstances where the aggrieved party has not followed this procedure.

1. STEP 1. Within fifteen (15) days of the act(s) and/or omission(s) giving rise to the grievance or within fifteen (15) days of the time the employee or FPMA should reasonably have been aware of said act(s) and/or omission(s), the grievance shall be discussed informally with the person or persons most directly responsible for the circumstances which gave rise to the grievance.

If the grievance is not resolved within fifteen (15) days of the date on which it is first presented at Step 1, the grievant may proceed to Step 2.

2. STEP 2. Within fifteen (15) days of receipt of the Step 1 answer, or if no answer is given, within thirty (30) days of the Step 1 meeting, the grievant, if still dissatisfied, shall file with the Police Chief, a formal written grievance.

Within fifteen (15) days of the receipt of the formal grievance the Police Chief or designee shall meet with the grievant to discuss the matter. The Police Chief or designee shall respond to the grievant, in writing, within fifteen (15) days of the Step 2 meeting. The Step 2 response shall include the position of the Police Department and the reasons therefore, as related to the grievance.

3. STEP 3. Within fifteen (15) days of the Step 2 response or, if no Step 2 response is received, within thirty (30) days of the Step 2 meeting, the grievance may be presented in writing to the City's Employee Relations Officer. The Employee Relations Officer shall conduct such investigation as is deemed appropriate and shall issue a written determination within thirty (30) days of the date on which the grievance is first presented at Step 3. If the Employee Relations Officer fails to issue a written determination within the prescribed period of time or if the determination is not satisfactory to the grievant, the grievant may request that the matter be submitted to binding arbitration.

Matters involving the interpretation or application of this Agreement may only be submitted to Step 4 by FPMA. Employees may submit matters of discipline to arbitration pursuant to Article XII of this Agreement.

4. STEP 4. A request for binding arbitration shall be made in writing to the Employee Relations Officer within fifteen (15) days of the date which the

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grievant received a copy of the written determination of Step 3, or in the event that no Step 3 answer is received, within forty-five (45) days of the date of the Step 3 meeting. The arbitration shall be conducted in accordance with City of Folsom Personnel Rules and Regulations 3.01.050-3.10.080.

The panel's decision shall be final and binding on the City, FPMA, and the grievant. The panel shall have no authority to add to or delete from the terms of this Agreement or City rules. All fees and costs of the arbitrator and court reporter, if any, shall be borne equally by the parties. In matters of discipline, which have not been submitted to arbitration by FPMA, all costs will be split between the parties to the arbitration and shall not include FPMA.

ARTICLE XII – DISCIPLINE PROCEDURE
A. Policy:

It is the policy of the City that discipline of City employees be imposed on an appropriate and consistent basis. When an employee engages in misconduct or when job performance is unsatisfactory in the judgment of the City, disciplinary action may be initiated. This article modifies disciplinary procedures identified in City Personnel Rules.

B. Definition:

As used herein, "disciplinary action" means suspension without pay, reduction in pay, demotion, or dismissal.

C. Persons Authorized to Initiate Disciplinary Action:

Discipline may be initiated by those authorized in the City Personnel Rules.

D. Definitions:

1. Permanent Status: This article shall only apply to employees with permanent status with the City.

2. Probationary Status: An employee in probationary status shall have no right to grieve or arbitrate release from probationary appointment.

E. Cause for Disciplinary Action:

Discipline shall be for cause. Examples of conduct or performance deficiencies that

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may warrant discipline include, but are not limited to (more examples can be found in the City Personnel Rules):
a. Misstatement of facts during the hiring process
b. Falsification of an entry on a City document (e.g., time card, expense report)
c. Disclosure of confidential information
d. Insubordination or willful disobedience
e. Incompetence, inefficiency or unsatisfactory job performance f. Discriminatory, discourteous, or unbecoming behavior g. Theft, misuse or unauthorized use or possession of City property h. Dishonesty
i. Misconduct, i.e., any behavior that brings harm or discredit to the City j. Being under the influence of illegal drugs or alcohol or possessing illegal drugs while on City property or on official business k. Conviction of a felony or misdemeanor that involves moral turpitude, or any other conviction or pleas of nolo contendere (no contest) or diversion for such offense, which adversely affects, or brings discredit to, the City
l. Excessive absence or tardiness
m. Absence without approved leave
n. Violation of a City rule, policy, or procedure
o. Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract by the City; participating in any outside employment that adversely affects the employee’s City work performance; and engaging in unauthorized outside employment
p. Loss or failure to maintain any license, certification, and/or clearance which is required as a minimum qualification or condition of employment for the employee’s position
F. Preliminary Notice of Disciplinary Action:

1. A copy of the preliminary notice of disciplinary action shall be served upon the employee either personally, or by first class mail and certified mail, return receipt requested, to the last known address of the employee. The last known address shall be deemed to be the address that is within the employee’s official personnel file. If notice is provided by mail, the employee should be deemed to have received notice ten (10) workdays after the date of mailing.

2. The Preliminary Notice shall include:

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a. A statement of the nature of the disciplinary action; b. The effective date of the disciplinary action;
c. A statement of the reasons for the disciplinary action citing the item(s) under Article XII, Section E, General Orders, or the Personnel Rules which have been violated;
d. Any supporting material or documentation;
e. A Preliminary Notice of Disciplinary Action shall be valid provided it contains a statement advising the employee of the right to request a Skelly Meeting, the manner and time in which the request for a Skelly Meeting must be made, and the required content of the
request for a Skelly Meeting; and
f. The name and address of the person to whom all written communication regarding this Skelly Meeting [alternatively, matter] shall be sent.”
G. Skelly Meeting:

1. An employee who is subject to disciplinary action shall have the right, within five (5) workdays after receiving a Proposed Notice of Disciplinary Action to request a Skelly Meeting by filing a written request for a meeting signed by the employee or the employee’s representative with the employee’s consent with the City Human Resources Director.

2. Failure to respond or inaction within the specified time will result in the waiver of the right to a Skelly meeting and the proposed discipline becoming final.

3. Upon a written request for a Skelly meeting, the City shall appoint a “Skelly Officer.” The Skelly Officer will meet with the employee, listen to arguments and receive documents presented by the employee. Within a reasonable time and in writing, the Skelly Officer shall respond to the City, with a copy to the employee and the employee’s representative, if applicable. The Skelly Officer may recommend that the City dismiss, modify, or sustain the proposed discipline.

4. If the proposed discipline is sustained or modified by the City after the Skelly Meeting, the disciplinary action shall be implemented. A Final Notice of Disciplinary Action shall be served in the same manner as the Preliminary Notice of Disciplinary Action, except that the Final Notice of Disciplinary Action shall include a statement advising the employee of the right to appeal the action, the manner and time in which the appeal must be made, the required content of the appeal, and the name and address of the person to whom all written communication regarding the appeal shall be sent.

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H. Appeal of Disciplinary Action:

1. Within ten (10) work days after receipt of the Final Notice of Disciplinary Action, disciplinary actions may be appealed to arbitration. Notice of the appeal must be filed with the Human Resources Director. If the employee fails to file a notice of appeal within this time period, the disciplinary action shall become final and there shall be no further appeal.

2. The decision of the arbitrator shall be final and binding on the parties. No appeal or review of the arbitrator’s decision by Writ or other mechanism before any court, administrative tribunal or any other forum on any legal theory or basis shall be possible.

3. Appeals of disciplinary actions to arbitration shall be pursuant to Article XI (Grievance Procedure) of this Agreement, except that on disciplinary appeals:
a. An appeal of a disciplinary action is a complaint of a permanent employee of whether there was cause for the disciplinary action taken against the employee.
b. The parties to the discipline hearing and to the selection of the arbitrator shall be the employee, who may be represented by FPMA, self-represented, or independent counsel, and the City who may be represented by the Human Resources Department or counsel. c. The employee shall be entitled to appear personally at the hearing and produce evidence.
d. The fees and expenses of the arbitrator, a court reporter and transcript if required by the arbitrator, shall be shared equally by the parties.

ARTICLE XIII – LAYOFF
A. Layoff
When it becomes necessary due to lack of work, lack of funds, or in the interest of economy, to reduce the number of employees in the Police Management bargaining unit, the order in which employees will be laid off within each class affected by the layoff shall be based on seniority as provided in subsection C.

1. Area of Layoff:

The City shall determine the area(s) and positions in which layoffs may

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

occur, including the identification of the division, work unit, class, and specific position. When a list of the affected areas and/or positions has been prepared, the City will give notice to FPMA prior to implementation of the layoff, and upon request, shall meet with FPMA in good faith regarding the impact of the layoff. Unless agreed otherwise, the following layoff procedure shall be followed:
a. Employees holding temporary, seasonal, part-time, probationary, or provisional appointments in the class shall be laid off first. Employees serving in a regular part-time position shall be laid off second.

Employees who have completed probation (i.e. permanent
employees) shall be laid off last. Employees off work on approved leave (workers compensation, disability leave, etc.) who are identified for layoff shall be laid off in the same manner as if the employee was on active duty.
b. Should it become necessary to lay off permanent employees, the employees laid off shall be those with the least service credit within the identified classifications in the department. f two (2) or more employees in this circumstance possess essentially the same amount of service credit, the Police department shall determine which person shall be laid off.

2. Seniority Defined:

Seniority shall be defined by the date of the most recent appointment to the classification. Time served as a probationary employee in the class shall be included in determining seniority.

3. Notification:

Employees to be laid off shall be given final written notification by the City of such action. Whenever possible, such notification shall be given a minimum of thirty (30) calendar days prior to the effective date of the layoff. At its discretion, the City may also issue preliminary written layoff notices.

4. Right to Demote:

Any employee who is scheduled for layoff shall have a right to demote to a class in which the employee formerly held permanent status. Any employee scheduled for layoff in a class outside the bargaining unit shall bump into a class in the bargaining unit if they formerly held permanent status in that class. If there is no authorized position in the class to which the employee

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

would otherwise have a right to demote, then the employee shall be laid off from employment.

The right to demote shall be implemented as follows:
a. If there is only one other lower salaried class in which the employee formerly held permanent status, the employee shall be demoted to that class. If there is no vacancy in that class and the demoting employee has less seniority than all other employees in that class, the demoting employee shall be laid off from that class and from employment.
b. If there are two or more lower salaried classes in which the employee formerly held permanent status, the employee shall be demoted to that class in which the employee formerly held permanent status which has the highest salary. If there is no vacancy in that class, and the demoting employee has less seniority than all other employees in that class, the above process shall continue until the demoting employee either reaches a class in which the employee formerly held permanent status in which there is a vacancy or in which the employee is not the least senior employee in that class, or the employee is laid off from employment.
c. An employee who is least senior in a class in which there is no vacancy and to which an employee demotes from a higher class shall be laid off from that class, and shall have the same right to demote as does any other employee who is laid off.
d. An employee demoted under this procedure shall be deemed to have exercised the employee's right to demote and to have accepted each demotion, subject to the employee's right to resign from employment. e. An employee who is demoted from a class in which the employee holds permanent status shall be deemed for all purposes to have been laid off from each class from which the employee subsequently demotes or is displaced, including classes which the employee passes through because of the absence of a vacancy and insufficient seniority to occupy a position.

5. Reemployment:

The names of employees laid off in accordance with provisions of this section shall be placed on a reemployment list. Names shall be placed on a reemployment list by classification in order of seniority. A reemployment list

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

will be used to fill vacancies in the classification before any other eligible list that exists for that classification. In the event that a person on layoff declines reemployment to a vacant position in the classification from which the employee was laid off, or cannot be contacted through telephone and certified mail within fifteen (15) working days, such person's name shall be removed from the reemployment list.

A reemployment list will remain in effect for two (2) years unless specifically extended, or sooner if exhausted. Upon reinstatement an employee will be eligible for all benefits acquired by the employee prior to the layoff, including prior Annual Leave accrual rates, health benefits provided in the current FPMA Memorandum of Understanding, retirement tier (as permitted by PERS law) and seniority. An employee shall not receive credit for time spent on layoff in computing time for any benefit entitlement. Rehire shall be subject to successful completion of pertinent psychological, medical, polygraph, and background investigations.

6. Appeals:

Interpretations of the provisions of this section may be appealed through the grievance procedure (Article XI) of this Agreement. Such grievances must be filed within five (5) workdays of final written notification of the proposed layoff.

For the purpose of appealing interpretations of this section, grievances shall be filed directly with the City Manager (Step 3 of the grievance procedure).

The filing of a grievance shall not prevent the City from implementing the layoff. The reasons or necessity for the layoff shall not be subject to the grievance procedure or appeal.

7. Nothing in this section shall delay or limit the City’s right to lay off employees.

ARTICLE XIV – TERM AND SIGNATURE CLAUSE
A. Term of Agreement:

This Memorandum of Understanding incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This Memorandum of Understanding shall be effective as of February 16January 1, 20236, and shall expire December 31, 20258. Should either party desire to commence the meet and confer process for the next subsequent Memorandum of Understanding, that party shall notify the other in writing no earlier than one hundred twenty (120) calendar days prior to the expiration date of the existing Memorandum of Understanding, and the meet and confer process shall begin no later than ninety (90) calendar days prior to the expiration date of this Agreement.

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

B. Signature Clause:

The terms and conditions of this Memorandum of Understanding are executed this ______ day of ___________, 2023 2025 by the employer-employee representatives whose signatures appear below on behalf of their respective organizations.

CITY OF FOLSOM FOLSOM POLICE MANAGEMENT

ASSOCIATION

Elaine AndersenBryan Whitemyer Andrew Bates
City Manager FPMA Representative

Allison Garcia Chris EmeryJeana Marendt
Human Resources Director FPMA Representative

John Spittler Jake Verhalen
Human Resources Advisor FPMA Representative

Doris PhillipsGabriela L Cousineau
Sr. Management Analyst, HR

Rick Hillman
Chief of Police

Approved as to Form:

Steven Wang

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

ATTACHMENT A – SALARY RANGES
89A 1 2 3 4 5
Eff 2/16/23 $ 151,393 $ 158,962 $ 166,910 $ 175,256 $ 184,019 Eff 1/1/24 $ 155,934 $ 163,731 $ 171,918 $ 180,513 $ 189,539 Eff 1/1/25 $ 160,612 $ 168,643 $ 177,075 $ 185,929 $ 195,225 91O 1 2 3 4 5
Eff 2/16/23 $ 170,455 $ 178,978 $ 187,926 $ 197,323 $ 207,189 Eff 1/1/24 $ 175,568 $ 184,347 $ 193,564 $ 203,242 $ 213,405 Eff 1/1/25 $ 180,836 $ 189,877 $ 199,371 $ 209,340 $ 219,807 Commander
Lieutenant
89A 1 2 3 4 5
Eff 1/1/26 170,394.03 178,913.73 187,859.42 197,252.39 207,115.01 Lieutenant Eff 1/1/27 179,015.97 187,966.76 197,365.10 207,233.36 217,595.02 Eff 1/1/28 184,386.44 193,605.77 203,286.06 213,450.36 224,122.88 91O 1 2 3 4 5
Eff 1/1/26 191,848.50 201,440.92 211,512.97 222,088.61 233,193.04 Commander Eff 1/1/27 201,556.03 211,633.83 222,215.52 233,326.30 244,992.61 Eff 1/1/28 207,602.71 217,982.85 228,881.99 240,326.09 252,342.39 Formatted: Heading 1
Formatted Table

12/09/2025 Item No.23.

FPMA Memorandum of Understanding
2/16/23 to 12/31/25

ATTACHMENT B – SETTLEMENT AGREEMENT AND GENERAL RELEASE

12/09/2025 Item No.23.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
AGENDA SECTION: New Business
SUBJECT: Resolution No. 11521 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding Between the City of Folsom and the City of Folsom Fire Department Middle Management Employees
FROM: Human Resources Department

RECOMMENDATION / CITY COUNCIL ACTION
The Human Resources Director recommends that the City Council pass and adopt Resolution No. 11521 – A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding Between the City of Folsom and the City of Folsom Fire Department Middle Management Employees.

BACKGROUND / ISSUE
The existing Memorandum of Understanding (MOU) between the City of Folsom and the City of Folsom Fire Department Middle Management Employees expires on December 31, 2025.

The parties began negotiations on a new MOU on September 11, 2025, and reached a tentative agreement on December 3, 2025. The City of Folsom Fire Department Middle Management Employees ratified the tentative agreement on December 3, 2025. The new proposed successor MOU is being presented to the City Council on December 9, 2025, for consideration and approval.

POLICY / RULE
Government Code Title 1, Division 4, Chapter 10 commonly known as the Meyers-MiliasBrown Act requires that representatives of the Governing Body of a public agency shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations. Both parties shall endeavor to reach a tentative agreement within the scope of representation, and, if a tentative agreement is reached and ratified by the respective parties, they shall prepare a written memorandum of understanding.

12/09/2025 Item No.24.
2 ANALYSIS and FINANCIAL IMPACT
A tentative agreement was reached by the parties and the proposed successor Memorandum of Understanding, which will be effective January 1, 2026, contains the following changes that have some economic impact, as outlined below. The changed provisions are as follows:

1. The MOU term will be for three (3) years: January 1, 2026, through December 31, 2028.

2. A Cost-of-living adjustment (COLA) will be provided for each year of the agreement:
o Year 1: Effective January 1, 2026

1. 2.5% for all classifications

2. The cost for the first year of the COLA will increase salary and benefits approximately $64,560
o Year 2: Effective January 1, 2027

1. 2.5% for all classifications

2. The cost for the second year of the COLA will increase salary and benefits approximately $66,174
o Year 3: Effective January 1, 2028

1. 2.5% for all classifications

2. The cost for the third year of the COLA will increase salary and benefits approximately $67,828

3. Dental and Vision City Contribution
o Employees enrolled in Dental and Vision benefits will receive an increase in the City’s monthly premium contribution from 80% to 100% for employee and any eligible dependents.

4. A variety of non-economical and clarification language changes were also agreed upon.

ATTACHMENTS

1. Resolution No. 11521 - A Resolution Authorizing the City Manager to Execute a Memorandum of Understanding between the City of Folsom and the City of Folsom Fire Department Middle Management Employees.

2. Proposed Memorandum of Understanding between the City of Folsom and the City of Folsom Fire Department Middle Management Employees for the term of January 1, 2026, through December 31, 2028.

Submitted,
Allison Garcia, Human Resources Director

12/09/2025 Item No.24.

Attachment 1

12/09/2025 Item No.24.

Resolution No. 11521

RESOLUTION NO. 11521

A RESOLUTION AUTHORIZING THE CITY MANAGER TO EXECUTE A

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FOLSOM AND

THE CITY OF FOLSOM FIRE DEPARTMENT MIDDLE MANAGEMENT

EMPLOYEES
WHEREAS, the City of Folsom and the City of Folsom Fire Department Middle Management Employees have met and conferred in good faith since September 11, 2025; and WHEREAS, the parties reached a tentative agreement on December 3, 2025; and WHEREAS, the members of the City of Folsom Fire Department Middle Management Employees ratified the tentative agreement on December 3, 2025; and WHEREAS, the City Manager and the City’s negotiation team recommend the City Council adopt the agreement
NOW, THEREFORE, BE IT RESOLVED that the City Council adopts the agreement between the City of Folsom and the City of Folsom Fire Department Middle Management Employees for the period of January 1, 2026, to December 31, 2028; and BE IT FURTHER RESOLVED, that the City Council of the City of Folsom authorizes the City Manager to execute a Memorandum of Understanding between the City of Folsom and the City of Folsom Fire Department Middle Management Employees.

PASSED AND ADOPTED this 9
th day of December, 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):
__________________________________
Sarah Aquino, MAYOR
ATTEST:
______________________________
Christa Freemantle, CITY CLERK

12/09/2025 Item No.24.

Attachment 2

12/09/2025 Item No.24.

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF FOLSOM FIRE DEPARTMENT

MIDDLE MANAGEMENT EMPLOYEES
(CFFDMME)
AND

CITY OF FOLSOM
January 1, 20263 - December 31, 20285

12/09/2025 Item No.24.

CFFDMME Memorandum of Understanding Page 2

TABLE OF CONTENTS
PREAMBLE....................................................................................................................... 64 ARTICLE I. RECOGNITION AND COVERAGE............................................................ 64

1. RECOGNITION............................................................................................................. 64

2. CONTINUATION OF BENEFITS................................................................................ 64

3. MEETING AND CONFERING DURING THE TERM OF THE MOU ..................... 75

4. SEVERANCE ................................................................................................................ 75 ARTICLE II. MANAGEMENT RIGHTS.......................................................................... 86 ARTICLE III. SALARY AND OTHER COMPENSATION ............................................. 97

1. SALARY RANGE.......................................................................................................... 97

2. SALARY ......................................................................................................................... 97

3. MARKET SURVEY..................................................................................................... 107

4. LONGEVITY PAY....................................................................................................... 108

5. DEFERRED COMPENSATION................................................................................ 108

6. VEHICLE ASSIGNMENT........................................................................................... 118

7. CELLULAR TELEPHONE ASSIGNMENT.............................................................. 118

8. RETIREMENT............................................................................................................. 118

9. PRE-RETIREMENT OPTIONAL SETTLEMENT 2W DEATH BENEFIT
(SURVIVORS)............................................................................................................. 119

10. EMT 1A CERTIFICATION / PARAMEDIC LICENSE............................................. 129 ARTICLE IV. OVERTIME ............................................................................................. 129

1. OVERTIME COMPUTATION.................................................................................. 1210

2. COMPENSATORY TIME OFF................................................................................ 1210 ARTICLE V. HOURS OF WORK ................................................................................1310

1. SHIFTS....................................................................................................................... 1311 ARTICLE VI. LEAVES.................................................................................................1311

1. ANNUAL LEAVE....................................................................................................... 1411

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CFFDMME Memorandum of Understanding Page 3

2. MANAGEMENT LEAVE........................................................................................... 1512

3. LEAVE CONVERSIONS.......................................................................................... 1513

4. SICK LEAVE.............................................................................................................. 1613

5. HOLIDAY PAY........................................................................................................... 1613

6. VACATION SCHEDULING ..................................................................................... 1614

7. BEREAVEMENT LEAVE......................................................................................... 1714

8. PERSONAL LEAVE TIME....................................................................................... 1715 ARTICLE VII. INSURANCE.........................................................................................1715

1. HEALTH INSURANCE............................................................................................. 1815

2. DENTAL INSURANCE............................................................................................. 2117

3. VISION CARE ........................................................................................................... 2117

4. LIFE INSURANCE.................................................................................................... 2117

5. SHORT TERM DISABILITY PROGRAM............................................................... 2217

6. LONG TERM DISABILITY PROGRAM ................................................................. 2218

7. RETIREE HEALTH INSURANCE........................................................................... 2218

8. OUT OF AREA HEALTH PLAN....................................................................................... 2419

9. IAFF MEDICAL EXPENSE REIMBURSEMENT PLAN ..................................................... 2520 ARTICLE VIII. ALLOWANCES AND REIMBURSEMENTS......................................2723

1. UNIFORM ALLOWANCE ........................................................................................ 2723

2. TUITION/BOOKS REIMBURSEMENT.................................................................. 2723

3. SCBA OPTICS REIMBURSEMENT ...................................................................... 2823

4. PARAMEDIC REIMBURSEMENT ......................................................................... 2824 ARTICLE IX. MISCELLANEOUS................................................................................2824

1. JOB CLASSIFICATIONS......................................................................................... 2824

2. SHORT TERM SUSPENSION................................................................................ 2924

3. FITNESS / WELLNESS ........................................................................................... 2924

4. SENIORITY FOR PURPOSES OF LAYOFF ........................................................ 2925

5. SALARY UPON PROMOTION ............................................................................... 2925

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CFFDMME Memorandum of Understanding Page 4

6. PROMOTIONAL LIST.............................................................................................. 2925 ARTICLE X. SIGNATURE CLAUSE...........................................................................3026 ATTACHMENT A – SALARY RANGES.......................................................................3127 PREAMBLE......................................................................................................................... 4 ARTICLE I. RECOGNITION AND COVERAGE.............................................................. 4

1. RECOGNITION............................................................................................................... 4

2. CONTINUATION OF BENEFITS.................................................................................. 4

3. MEETING AND CONFERING DURING THE TERM OF THE MOU ....................... 5

4. SEVERANCE .................................................................................................................. 5 ARTICLE II. MANAGEMENT RIGHTS............................................................................ 6 ARTICLE III. SALARY AND OTHER COMPENSATION ............................................... 7

1. SALARY RANGE............................................................................................................ 7

2. SALARY ........................................................................................................................... 7

3. SPECIAL SALARY INCREASE.................................................................................... 8

4. MARKET SURVEY......................................................................................................... 8

5. LONGEVITY PAY........................................................................................................... 8

6. DEFERRED COMPENSATION.................................................................................... 8

7. VEHICLE ASSIGNMENT............................................................................................... 9

8. CELLULAR TELEPHONE ASSIGNMENT.................................................................. 9

9. RETIREMENT................................................................................................................. 9

10. PRE-RETIREMENT OPTIONAL SETTLEMENT 2W DEATH BENEFIT (SURVIVORS)................................................................................................................. 9

11. EMT 1A CERTIFICATION / PARAMEDIC LICENSE............................................... 10 ARTICLE IV. OVERTIME ............................................................................................... 10

1. OVERTIME COMPUTATION...................................................................................... 10 ARTICLE V. HOURS OF WORK ................................................................................... 10

1. SHIFTS........................................................................................................................... 10

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CFFDMME Memorandum of Understanding Page 5

ARTICLE VI. LEAVES.................................................................................................... 11

1. ANNUAL LEAVE........................................................................................................... 11

2. MANAGEMENT LEAVE............................................................................................... 12

3. LEAVE CONVERSIONS.............................................................................................. 12

4. SICK LEAVE.................................................................................................................. 13

5. HOLIDAY PAY............................................................................................................... 13

6. VACATION SCHEDULING ......................................................................................... 13

7. BEREAVEMENT LEAVE............................................................................................. 14

8. PERSONAL LEAVE TIME........................................................................................... 14 ARTICLE VII. INSURANCE............................................................................................ 14

1. HEALTH INSURANCE................................................................................................. 14

2. DENTAL INSURANCE................................................................................................. 17

3. VISION CARE ............................................................................................................... 17

4. LIFE INSURANCE........................................................................................................ 18

5. SHORT TERM DISABILITY PROGRAM................................................................... 18

6. LONG TERM DISABILITY PROGRAM ..................................................................... 18

7. RETIREE HEALTH INSURANCE............................................................................... 18 ARTICLE VIII. ALLOWANCES AND REIMBURSEMENTS......................................... 20

1. UNIFORM ALLOWANCE ............................................................................................ 20

2. TUITION/BOOKS REIMBURSEMENT...................................................................... 20

3. SCBA OPTICS REIMBURSEMENT .......................................................................... 21 ARTICLE IX. MISCELLANEOUS................................................................................... 21

1. JOB CLASSIFICATIONS............................................................................................. 21

2. SHORT TERM SUSPENSION.................................................................................... 21

3. FITNESS / WELLNESS ............................................................................................... 21

4. SENIORITY FOR PURPOSES OF LAYOFF ............................................................ 22

5. SALARY UPON PROMOTION ................................................................................... 22 ARTICLE X. SIGNATURE CLAUSE.............................................................................. 23

12/09/2025 Item No.24.

CFFDMME Memorandum of Understanding Page 6

ATTACHMENT A – SALARY RANGES.......................................................................... 24

PREAMBLE
On the date hereinafter subscribed, authorized representatives of the City of Folsom, herein called "City", and authorized representatives of the City of Folsom Fire Department Mid-Management Employees, herein called "CFFDMME", made and entered into this Memorandum of Understanding, hereinafter referred to as "Agreement" or "MOU." Pursuant to Section 3500 et seq. of the Government Code of the State of California, an agreement between the aforementioned parties has as its purpose the promotion of harmonious labor relations; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other terms and conditions of employment.

The term "agreement" as used herein means the written agreement provided under Section 3505.1 of the Government Code.

It is understood and agreed that this Memorandum of Understanding supersedes and replaces all previous such actions on these points by and between the City of Folsom and the CFFDMME.

ARTICLE I. RECOGNITION AND COVERAGE

1. RECOGNITION
The CFFDMME is recognized as the exclusive representative, as provided in the City's Employer-Employee Relations Policy, for all employees assigned to the Fire Mid-Management Bargaining Unit in the following classifications:

Fire Battalion Chief
Fire Division Chief
In the event new classifications are established which are appropriate for this unit, the parties agree to meet and confer for the purpose of including such in the Fire Mid-Management Bargaining Unit.

2. CONTINUATION OF BENEFITS
A. This Memorandum of Understanding is intended both as the final expression of the agreement between the parties with respect to the included terms and as a complete and exclusive statement of the terms of this Memorandum of Understanding. No amendment, alteration, understanding, variation, waiver or modification of any terms or provisions of this Memorandum of Understanding shall in any manner be binding upon the parties unless made and executed in writing between the parties

12/09/2025 Item No.24.

CFFDMME Memorandum of Understanding Page 7

hereto and approved and implemented by the City Council.

B. Terms and conditions of employment as specified in this Memorandum of Understanding shall remain in full force and effect during the term of this Memorandum of Understanding unless modified pursuant to the above paragraph. Where ordinances, rules, and policies conflict with this Memorandum of Understanding, the Memorandum of Understanding shall prevail.

3. MEETING AND CONFERING DURING THE TERM OF THE MOU
This Memorandum of Understanding shall be effective January 1, 20236, and shall expire December 31, 20258. Unless specifically agreed otherwise, this Memorandum of Understanding sets forth the full and entire understanding of the parties regarding the matters contained in this Memorandum of Understanding and supersedes and cancels all prior or existing understandings or agreements between the parties, whether formal or informal.

During the term of this Memorandum of Understanding, representatives of the City and CFFDMME may meet and confer on matters of mutual concern. Any agreement reached between the parties shall be memorialized in writing and be deemed a “Side Letter” to this Memorandum of Understanding.

The City Manager is authorized to enter into a Side Letter on behalf of the City for purposes of the interpretation or administration of this Memorandum of Understanding. A Side Letter to this Memorandum of Understanding shall not be deemed valid until signed by the City Manager or designee, approved as to form by the City Attorney, and signed by an authorized representative of CFFDMME.

Side Letters agreed to during the term of this Memorandum of Understanding may be incorporated into any successor Memorandum of Understanding.

The parties agree to begin negotiations on a successor Memorandum of Understanding not later than 120 calendar days prior to the expiration of this Memorandum of Understanding.

4. SEVERANCE
Should any provision of this Agreement be found unlawful or unenforceable by a court of competent jurisdiction, or invalidated by subsequent enacted legislation, the remainder of the Agreement shall continue in force. Upon occurrence of such an event, the parties shall meet and confer as soon as practical to renegotiate the invalidated provision(s).

Upon a change in the dental, vision, short term, long term, or life insurance plans provided in this Agreement, the parties agree to meet and confer over the impact of the change on employees in the Fire Mid-Management Bargaining Unit.

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CFFDMME Memorandum of Understanding Page 8

ARTICLE II. MANAGEMENT RIGHTS
To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this article shall be construed to require the City to negotiate on matters which are solely a function of management, or not otherwise assigned as an employee right, including the following:

1. To manage the City generally and to determine issues of policy.

2. To determine the existence of facts which are the basis of management decisions.

3. To determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

4. To determine the nature, manner, means, technology, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work which the City operations are to be conducted.

8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or sub-contract any work or operation of the City.

9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith meet and confer.

10. To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

11. To establish and modify productivity and performance programs and standards.

12. To dismiss, suspend without pay, demote, reprimand, without salary step increases, or otherwise discipline employees for cause.

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CFFDMME Memorandum of Understanding Page 9

13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees.

14. To hire, transfer, promote and demote employees for non-disciplinary reasons.

15. To determine policies, procedures, and standards for selection, training and promotion of employees.

16. To establish reasonable employee performance standards, including, but not limited to, quality and quantity standards, and to require compliance therewith.

17. To maintain order and efficiency in City facilities and operations.

18. To establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City. The City agrees to meet and confer on any items that fall within the scope of Government Code Section 3500 et, seq.

19. To restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in the City’s Personnel Rules and Regulations.

20. To take all necessary actions to carry out the mission of the City in emergencies.

ARTICLE III. SALARY AND OTHER COMPENSATION

1. SALARY RANGE
A. The salary ranges for the CFFDMME represented classes are attached to this Memorandum of Understanding (Attachment A). These salary ranges shall be effective January 1, 2023. These salary ranges include Education Incentive Pay that was previously paid as additional compensation, which was incorporated into base pay under the 2020 – 2022 MOU.

B. Salary range steps shall be approximately 5% between steps.

Procedures for step advancement, promotion, demotion, transfer, and layoff as set forth in the City of Folsom Personnel Rules and Regulations, and this MOU, shall apply.

Anniversary dates shall remain the same.

2. SALARY
A. Effective January 1, 2026, or the first full pay period following ratification of this Agreement, whichever is later, all employees shall receive a salary increase of 2.5%.3, all employees shall receive a salary increase of 3.5%.

A.

B. Effective January 1, 20274, all employees shall receive a salary increase of 2.53%.

Formatted: Indent: Left: 1", No bullets or numbering

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CFFDMME Memorandum of Understanding Page 10

C. Effective January 1, 20285, all employees shall receive a salary increase of 2.53%.

3. SPECIAL SALARY INCREASE
C. Effective January 1, 2023, the classes of Division Chief and Battalion Chief shall receive a special salary increase of 5%.

43. MARKET SURVEY
Should the City conduct a market survey of the CFDDMME classes, the study shall determine the relationship of the total compensation for the City of Folsom job classifications when compared to comparable job classifications in the following agencies: City of Davis, City of Rocklin, City of West Sacramento, City of Sacramento, Sacramento Metropolitan Fire Protection District, City of Roseville, El Dorado Hills Fire District, and Cosumnes Community Services District.

54. LONGEVITY PAY
A. ESubject to subsection B below, employees shall be eligible to receive longevity pay beginning with ten (10) or more years of City service. The longevity pay formula is based on 2.5% increments and is as follows:
• 2 ½% after ten (10) continuous years of city service
• an additional 2 ½% for a total of 5% after fifteen (15) continuous years of city service
• an additional 2 ½% for a total of 7 ½% after twenty (20) continuous years of city service
B. Employees hired after July 1, 2010, shall not be eligible to receive Longevity Pay.

65. DEFERRED COMPENSATION
For employees participating in the City’s deferred compensation program, the City agrees to make the following matching contributions in accordance with the following schedule:

Length of Service Maximum City Matching Contribution
0 -10 years $250.00 per month
10 -15 years $275.00 per month
15 -20 years $300.00 per month
20+ years $350.00 per month
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76. VEHICLE ASSIGNMENT
With the recommendation of the Fire Chief and approval of the City Manager, employees may be provided a department vehicle for transportation to and from job-related activities.

87. CELLULAR TELEPHONE ASSIGNMENT
At the discretion of the Fire Chief, employees may be assigned a cellular telephone for communications accessibility.

98. RETIREMENT
A. Public Employees Retirement System (PERS) – Formula
SAll safety fire employees hired by the City of Folson on or prior to October 16, 2011June 30, 2010, shall receive the retirement benefit of 3% @ 50. SAll safety fire employees hired by the City of Folsom on or after October 17, 2011July 1, 2010, who qualify as CalPERS Classic members shall receive the retirement benefit of 2%@50. Safety fire employees hired on or after January 1, 2013, who qualify as CalPERS PEPRA members shall receive the retirement benefit of 2.7%@57 or as specified Pursuant to in thethe California Public Employee's Pension Reform Act of 2013 (PEPRAAB 340)., all employees hired after January 1, 2013, shall receive the retirement benefit of 2.7@57.

Safety fireAll employees hired by the City of Folsom prior to October 16, 2011June 30, 2010, shall receive the retirement benefit (subject to PERS limits) based on the single highest twelve (12) months of compensation.

Safety fireAll employees hired by the City of Folsom on or after October 17, 2011July 1, 2010, shall receive the retirement benefit (subject to PERS limits) based on the employee's highest average monthly compensation during thirty-six (36) consecutive months of employment as provided in state law pertaining to CalPERS.

B. Public Employees Retirement System (PERS) -- Contributions The City agrees to pay the full cost of employer contributions to the California Public Employees’ Retirement System (CalPERS) for all employees in the CFFDMME bargaining unit, as currently contracted with CalPERS. Employees shall pay the employee share of retirement according to the following schedule:
• Classic sSafety fire employees who are CalPERS Classic members shall pay 9% ofas the employee share of retirement.
• PEPRA sSafety fire employees who are PEPRA members shall pay the employee share of retirement as specified and adjusted by CalPERS.
190. PRE-RETIREMENT OPTIONAL SETTLEMENT 2W DEATH

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BENEFIT (SURVIVORS)
The City’s contract with the Public Employees’ Retirement System (PERS) includes Government Code Section 21548, Pre-Retirement Optional Settlement 2W Death Benefit.
110. EMT 1A CERTIFICATION / PARAMEDIC LICENSE
The parties agree that an Emergency Medical Technician 1 (EMT 1A) certification is required for all CFFDMME positions and that a Paramedic License is optional but preferred. Employees shall receive $250.00 per month in addition to in their base salary for a valid EMT 1A Certificate or $550.00 per month for a Paramedic License.

ARTICLE IV. OVERTIME

1. OVERTIME COMPUTATION
A. Employees Battalion Chiefs assigned to a 56-hour workweek shall be compensated at the rate of time and one-half of the total hourly compensation rate for all hours worked in emergency response that are not part of the employee's normally assigned work schedule.

B. Employees assigned to a 40-hour work week andFire Division Chiefs assigned to work overtime in a 56-hour shift position shall be compensated at one and one-half times the employee’s straight time hourly rate of pay based on a 56-hour work week (2912 hours worked per year rather than 2080 hours).

C. Employees assigned to work a special event for which the City is reimbursed for the cost of City fire personnel shall be compensated at one and one-half times the employee's straight time hourly rate of pay based on either a 40 hour or 56-hour work schedule, depending on the employee's normal assigned work week.

D. For purposes of this section, total hourly compensation shall include base salary, longevity pay, paramedic pay, and EMT pay. and 40-hour work schedule salary differential received by an employee.

E. Except as specifically provided for the above, employees are not entitled to overtime pay unless pre-authorized by the Fire Chief.

2. COMPENSATORY TIME OFF
A. An employee eligible to receive overtime pay pursuant to Section 1, above, may instead elect to receive Compensatory Time Off (CTO) at a rate of one and one half hours of CTO for every one hour of eligible Formatted: No bullets or numbering
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overtime. A Division Chief working overtime in a 56-hour shift position is not eligible to receive CTO.

B. Shift employees may accrue up to ninety-six (96) hours of CTO. Non-shift employees may accrue up to eighty (80) hours of CTO. Accrued CTO shall be used before any other accrued leave time is used. An employee promoting into the position of Battalion Chief must cash out any CTO hours above ninety six (96) prior to promotion. A Battalion Chief promoting to Division Chief must cash out all CTO hours prior to promotion.

D.

ARTICLE V. HOURS OF WORK

1. SHIFTS
A. Employees shall work either a 56-hour workweek or a 40-hour workweek.

Employees working a 56-hour workweek shall work the following work shift:
(1) Personnel working a 56-hour workweek (2,912 hours per year) will work a total of four shifts within a twelve (12) day work periodcycle.

Each shift shall be for 24 hours in duration and shall be scheduled back-to-back, contiguously. A shift rotation is defined as two (2) back-to-back, contiguous 24-hour shifts.
(2) The twelve (12) day work periodcycle shall start at 0800 hours. This establishes the FLSA 7K work period applicable to employees in this unit.
(3) Pursuant to Article II, Management Rights, of this MOU work schedules, including the applicable 7K work period, shall continue to be at the discretion of the Fire Chief in consultation with the City Manager, upon reasonable notice and good faith meet and confer with the CFFDMME. The City also reserves the right to review this shift schedule on a periodic basis in order to address any potential inequities or problems.

B. Employees assigned to a 40-hour workweek may work a flexible schedule upon approval of the Fire Chief. Telecommuting may be considered as part of this flexible schedule for assignments that may be applicable.

ARTICLE VI. LEAVES
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1. ANNUAL LEAVE
A. Employees shall receive the following Annual Leave credits.

Non-shift personnel (40-hour work week):

Length of Service Annual Leave Allowance
0 - 5 years 16 hours per month
5 - 10 years 19 hours per month
10 - 15 years 22 hours per month
15+ years 25 hours per month
Shift personnel (56-hour work week):

Length of Service Annual Leave Allowance
0 - 5 years 23 hours per month
5 - 10 years 28 hours per month
10 - 15 years 32 hours per month
15+ years 35 hours per month
B. Except as specified in Article VI, Section C (1) below, employees shall not accrue sick leave. However, employees who have accumulated sick leave hours shall retain such hours and may use such leave credits pursuant to Article VI, Section 4, Sick Leave, of this MOU.

C. Employees with annual leave balances that exceed the annual leave caps of 320 for non-shift/480 for shift employees as of the date of ratification by City Council of this MOU, may retain such balances until the annual leave balances are reduced to the new caps.
(1) To avoid exceeding the maximum of 320/480 hours of accumulated annual leave, the City may direct an employee to take time off on annual leave. However, in the event the City does not approve annual leave for an employee in an amount sufficient to reduce accumulated annual leave to 320/480 hours, the number of hours that exceed 320/480 hours shall be rolled over into sick leave until the annual leave balance is reduced to the cap.
(2) Employees may cash out up to 40 hours of annual leave for non-shift personnel, and 56 hours of annual leave for shift personnel per fiscal year. Annual leave shall be cashed out pursuant to procedures established by the City Human Resources Department.
(3) Accrued annual leave shall be cashed out upon separation of employment with City on an hour for hour basis.

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2. MANAGEMENT LEAVE
Employees shall receive management leave at a rate of 80 hours annually based on a fiscal calendar. Such leave shall be posted to affected employees on July 1 st each year. Employees promoted with less than 12 months’ service in a CFFDMME shall accrue management leave on a prorated basis.

A member of CFFDMME who works substantially more than 80 hours per pay period without compensation, may be allocated up to a total of 100 hours per year of management leave. Annually, the Fire Chief may provide a list to the City Manager of those employees who they feel are deserving of the additional management leave. A list of regularly performed duties in excess of compensated hours shall be included with each employee’s name. The list shall be submitted for the City Manager’s review and approval no later than July 1 of each year. All such requests are subject to final approval by the City Manager.

3. LEAVE CONVERSIONS
Effective January 1, 2023, the City and CFFDMME agree to the following terms related to the conversion of annual leave hours by employees when they are placed in temporary and permanent assignments within the department.

A. Conversion from 56 Hour to 40 Hour Work Week Assignments.

Employees temporarily or permanently assigned to staff positions on a 40- hour work week schedule shall have annual leave usage banks converted using a division factor of 1.4 for each hour available in the leave bank. As an example, a 56-hour employee with 100 hours of annual leave would see their annual leave bank adjusted to 71.43 hours when the employee is assigned to a 40-hour work assignment.

B. Conversion from 40 Hour to 56 Hour Work Week Assignments.

Employees temporarily or permanently assigned to line positions on a 56- hour work week schedule shall have annual leave usage banks converted using a multiplier factor of 1.4 for each hour available in the annual leave bank. As an example, a 40-hour employee with 71.43 hours of annual leave would see their annual leave bank adjusted to 100 hours when the employee is assigned to a 56-hour work assignment.

C. Leave usage rates shall be applied at the hourly rate used by the employee during the temporary or permanent assignment.

D. Leave conversion rates shall be applied to annual leave accrual banks provided to the employee by the City.

E. As of January 1, 2023, the City agrees it will not convert sick leave banks.

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4. SICK LEAVE
A. Sick leave may be used by employees for purposes enumerated in City Personnel Rules.

B. Consistent with PERS law, sick leave shall be converted to service credit for purposes of retirement (Government Code section 20965).

C. Accrued sick leave shall not be cashed out.

D. There shall be no maximum on the number of hours of sick leave an employee may accrue (bank).

5. HOLIDAY PAY
A. The following holidays shall be observed by the City:
1) New Year’s Day (January 1)
2) Martin Luther King Day
3) President’s Day (Washington’s Birthday)
4) Memorial Day
5) Independence Day
6) Labor Day
7) Veterans Day
8) Thanksgiving Day
9) Friday following Thanksgiving Day
10) December 24
11) Christmas Day
12) December 31
B. Employees who are normally required to work on the holidays listed in subsection A shall receive a 6% Holiday Pay differential. Holiday Pay shall be multiplied by the employee’s salary step and paid each pay period.

Employees with accrued Holiday Leave credits on the books may take such time off in the same manner as Annual Leave. Holiday Pay shall be compensable for retirement (PERS) purposes.

C. Any employee with Holiday Leave credits accrued under prior agreements may use those credits in the same manner as Annual Leave.

6. VACATION SCHEDULING
The City and CFFDMME agree to establish a vacation scheduling procedure as noted below:

A. No more than one (1) employee shall be granted leave for vacation purposes at the same time; provided, however, that on holidays the Fire Chief may authorize more than one employee.

B. Employees shall not be granted leave for vacation purposes for more than forty-five (45) consecutive calendar days. Employees must return to duty Formatted: Indent: Left: 0.81"
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for at least fourteen (14) calendar days before being eligible to take additional leave for vacation purposes.

C. Employees will not be contacted during vacation periods to work overtime during their vacation and will not be force hired to maintain normal day-today minimum staffing during their scheduled vacation period. Employees may be subject to vacation cancellation and recall pursuant to City Personnel Rules and Regulations.

7. BEREAVEMENT LEAVE
Employees may use Classified permanent or promotional probationary employees may be granted a maximum of ninety-six (96) hours or four (4) shifts from accrued leave time as bereavement leave for each instance to deal with matters related to the funeral, death, or critical illness (where death appears imminent) of any member of the employee’s immediate family, including aunt, uncle, brother-in-law, sister-in-law, daughter-in-law and son-in-law. Employees on a 56-hour workweek may be granted up to ninety-six (96) hours of four (4) shifts for bereavement leave. Employees on a 40-hour workweek may be granted up to forty (40) hours of bereavement leave.

Annual Leave usage for Bereavement Leave shall be taken by the employee in twelve hour or greater increments for 56-hour employees, and four (4) hour increments for 40-hour employees. .

8. PERSONAL LEAVE TIME
A. Any Personal Leave Time (PLT) remaining on the books may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank. Use of PLT time shall be subject to the following:
(1) Use of PLT shall be subject to the operating needs of the Fire department.
(2) Use of PLT shall not cause the Fire department to backfill behind an employee using PLT.
(3) PLT shall have no cash value and may not be cashed out. If an employee terminates employment with the City or retires, any PLT remaining in the bank shall be surrendered with no value to the employee.

ARTICLE VII. INSURANCE
The City’s obligation for health, dental, vision, life and disability insurance coverage is limited to plan contribution. Plan content, including eligibility criteria, is determined by

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the respective carriers.

1. 1. HEALTH INSURANCE
A. . The City’s maximum monthly contribution for active employee health coverage for the year 2025 is as follows:

Employee only: $754
Employee plus one: $1,506
Employee plus family: $1,955
B. The City’s maximum monthly contribution for active employee health insurance will be adjusted annually. If there is an increase in the Kaiser HMO monthly premium, the City will cover 50% of the increase, adding it to the previous year’s contribution for employee-only, employee plus one, and employee plus two or more coverage levels. The final amount will be rounded to the next whole number. The employee is responsible for the difference between the applicable premium and the City’s contribution. If there is no premium increase, the City’s contribution remains unchanged.

Example:

If the previous year’s City contribution for the employee-only coverage was $500 and the Kaiser HMO premium increased by $20, the new City contribution would be:
$500 + (50% of $20) = $500 + $10 = $510
C. Employees who enroll in a health plan with a higher monthly premium than the City's maximum monthly contribution as established under part A and B above shall pay the difference between the maximum contribution amount and cost of the premium through payroll deduction.

Effective April 1, 2011, as demonstrated in the example below, employees shall be included in the same health plan design as the majority of City employees, including copayments. The City’s maximum monthly contribution for active employee health insurance coverage shall be adjusted annually to an amount equal to 50% of the increase, if any, above the prior year’s Kaiser monthly premium rate combined with the City’s prior year contribution amount for employee only, employee plus 1, and employee plus 2 or more (rounded to the next whole number). The employee is responsible for the difference between the applicable premium and the City’s contribution.

Example:

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Employee only category: The 2010 monthly premium for Kaiser employee only is $507.89 and the City’s maximum monthly contribution is $486.00. If this premium increases by 10% for 2011, or to $558.68, the City’s contribution for 2011 for the employee only category would be computed as follows:
$558.68 - $507.89 = $50.79, $50.79 x 50% = $23.40, $486.00 + $23.40 = $509.40. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee only category would be $509 per month. If the premium increases by 10% for 2012, or to $614.55, the City’s contribution for 2012 for the employee only category would be computed as follows: $614.55 - $558.68 = $55.87, $55.87 x 50% = $27.93, $509.00 + $27.93 = $536.93. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee only category would be $537 per month.

Employee plus 1 category: The 2010 monthly premium for Kaiser employee plus 1 is $1,015.78 and the City’s maximum monthly contribution is $972.00. If this premium increases by 10% for 2011, or to $1,117.36, the City’s contribution for 2011 for the employee plus 1 category would be computed as follows: $1,117.36 - $1,015.78 = $101.58, $101.58 x 50% = $50.79, $972.00 + $50.79. = $1,022.79. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,023 per month. If the premium increases by 10% for 2012, or to $1,229.10, the City’s contribution for 2012 for the employee plus 1 category would be computed as follows:
$1,229.10 - $1,117.36 = $111.74, $111.74 x 50% = $55.87, $1,023.00 + $55.87. = $1,078.87. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 1 category would be $1,079 per month.

Employee plus 2 or more category: The 2010 monthly premium for Kaiser employee plus 2 or more is $1,320.52 and the City’s maximum monthly contribution is $1,263.00. If this premium increases by 10% for 2011, or to $1,452.57, the City’s contribution for 2011 for the employee plus 2 or more category would be computed as follows: $1,452.57 - $1,320.00 = $132.57, $132.57 x 50% = $66.29, $1,263 + $66.29 = $1,329.29. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,329 per month. If the premium increases by 10% for 2012, or to $1,597.83, the City’s contribution for 2012 for the employee plus 2 or more category would be computed as follows: $1,597.83 - $1,452.57 = $145.26, $145.26 x 50% = $72.63, $1,329 + $72.63 = $1,401.63. After rounding to the next whole number, the City’s maximum contribution for health insurance for the employee plus 2 or more category would be $1,402 per month.

B. Employees who select a health plan with higher monthly premiums than the maximum monthly premium paid by the City (Section A above) shall

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pay the difference through payroll deduction. Should employees select a health plan with lower monthly premiums than the maximum monthly premium paid the City, the City’s contribution shall be limited to the cost of the monthly premium.

C. Notwithstanding Section 1, Item A, the City's maximum monthly contribution for active employee health insurance coverage shall not be reduced more than eighty percent (80%) of the Kaiser premium cost for the employee only category, employee plus 1 category, or employee plus 2 or more category.

D. High Deductible Health Plans
(1) The City agrees to offer High Deductible Health Benefit Plans offered by the health benefit plan carriers.
(2) The City agrees to make available a Health Savings Account (HSA) to eligible active employees who select a High Deductible Health Benefit Plans.
(3) Fifty percent (50%) of the difference between the City's monthly contribution towards the cost of the Kaiser HMO Health plan premiums as set forth in Article VII, Section 1 of the MOU and the monthly premium for a High Deductible Health Plan shall be contributed into the employee's HSA. Tax status of contributions, contribution amounts, and use of HSA funds shall be in accordance with federal and state law.

E. The City will maintain an IRS 125 Medical Reimbursement Account.

Employees may participate in the account pursuant to administrative procedures established by the City.

F. Health Insurance – Cash Back
(1) Probationary or permanent employees, who certify to the Human Resources Department that they have group health insurance coverage with comparable benefits to health plans offered by City, may decline to participate in City health insurance coverage. (2) Employees who decline to participate in City health insurance coverage shall receive a cash back payment from the City of $300.00 per month for each month the employee does not
participate in City health insurance coverage.
(3) Employees who have declined to participate in City health plan coverage pursuant to this section may enroll in City health plan coverage only during the annual open enrollment period, or other

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qualifying life event as determined by the California Department of Insurance.
(4) This section shall be administered pursuant to procedures established by the City Human Resources Department.
(5) Employees who decline health insurance coverage shall continue to be eligible to participate in the City’s vision and dental plans. (6) An employee whose spouse is employed by the City and receives health insurance is also eligible to receive the cash back payment.

2. DENTAL INSURANCE
Dental insurance will be provided by Delta Dental Services, Inc.The City will offer at least one dental insurance plan to eligible employees. The City will contribute 10080% of the monthly premium for an employee, employee and dependent or an employee plus family as set forth in the plan document. The dental carrier Employees will contribute 20% of the monthly premium. The Delta Dental shall determine dental insurance coveragePreferred Provider Program shall provide coverage maximum of $1,750 per year for employees/dependents who patronize Preferred Provider Program participating dentists. Employees/dependents that choose non-participating dentists shall have a coverage maximum of $1,500 per year.

3. VISION CARE
Vision insurance will be provided by Vision Services Plan (VSP). The City will contribute 10080% of the monthly premium for an employee, employee and dependent or an employee plus family as set forth in the plan document. The City’s obligation for vision insurance coverage is limited to plan contribution.Employees will contribute 20% of the monthly premium.

The following elements shall provide the basis of VSP coverage:

A. One eye exam every 12 months;
B. One set of lenses every 12 months;
C. $150 allowance/wholesale basis for frames; and
D. A co-pay of $5.00 per visit.

4. LIFE INSURANCE
The City agrees to provide $60,000 life insurance coverage and $60,000 accidental death and dismemberment coverage for employees covered by this MOU. Eligible dependents shall receive $2,000 life insurance coverage.

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5. SHORT TERM DISABILITY PROGRAM
The City agrees to provide a Short Term Disability Insurance Program, with the City paying 100% of the premium rate for the weekly indemnity insurance program (short-term disability) of up to 60% of salary, subject to the plan maximum, for up to sixty (60) calendar days. The waiting period for initiation of benefits shall be twelve (12) calendar days. Otherwise, the City’s obligation to provide Short Term Disability insurance coverage is limited to plan contributions.

The Short Term Disability insurance carrier shall determine plan content. Any change in the Short Term Disability Insurance plan that results in changes to the disability benefit is subject to meeting and conferring.

6. LONG TERM DISABILITY PROGRAM
The City agrees to provide a long-term disability program for employees in the CFFDMME Bargaining Unit as provided in the plan document. Plan coverage shall provide a maximum benefit of up to 60% of salary, up to age 65. The maximum payment on this plan is subject to plan agreement.

7. RETIREE HEALTH INSURANCE
A. Effective May 8, 2007, existing employees as of that date who retire1from City service may participate in the health insurance plans made available by the City for active employees until age 65 when they move to a Medicare Advantage Plan per subsection 2.v. of this section. The amount of the City’s monthly contribution shall be determined as set forth below.

Any costs that exceed the maximum paid by the City towards retiree health insurance costs shall be borne by the retiree.
(1) Employees who retire with less than 5 years of service2 shall not be eligible to receive any City contribution toward the cost of retiree health insurance.
(2) Employees who retire with more than 5 years of service shall qualify for a monthly City retiree health insurance contribution. i. Subject to the maximum set forth in Item 3 below, the City retiree health insurance contribution shall be as follows:
ii. Retiree only – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee only.”
1 “Existing employees” are exclusively permanent and/or probationary employees of the City of Folsom on the date the Addendum was approved by the Folsom City Council (May 8, 2007). “Retire” or “retiree” is defined as any classified City employee who (1) applies for retirement with the Public Employees’ Retirement System (PERS) within ninety (90) days after terminating employment with the City; and (2) receives a PERS retirement benefit. 2 “Service” is defined as full time (or equivalent) continuous permanent and/or probationary employment status with the City of Folsom.

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iii. Retiree and one dependent – an amount equal to the City’s contribution towards active employee health insurance for the category of “employee plus one.”
iv. Retiree and two or more dependents – an amount equal to the City’s contribution towards active employee health
insurance for the category of “employee plus two or more” until the retiree reaches age 55. Thereafter, the City’s contribution towards a retiree with two or more dependents shall be an amount equal to the City’s contribution towards active employee health insurance for the category of
“employee plus one” plus $100.
v. Retirees and their covered family members who are
Medicare eligible must move to an offered Medicare
Advantage Plan option when they reach Medicare eligibility.

These plans require that they enroll and pay for Medicare parts A and B. Retirees are responsible for showing proof of Medicare enrollment as required by the carrier. Medicare eligible retirees will be dropped from the City’s nonMedicare plan upon Medicare eligibility and/or charged any additional costs associated for noncompliance by the plan carrier.
(3) The City’s monthly contribution toward the cost of retiree health insurance shall not exceed the maximum monthly contribution paid by the City to active employee health insurance for the categories of employee only (for retiree only), employee plus one (for retiree plus one dependent), and employee plus one plus $100 (for retiree plus two or more dependents), as of January 1, 2012.
i. The January 1, 2012 cap for each category shall be adjusted each January thereafter by an amount not to exceed 3%,
depending on the percent increase in the Consumer Price Index (CPI), U.S. Department of Labor, for November -
November of the previous year, Index CPI-W, Urban Wage
Earners and Clerical Workers, Series #CWUR0400SA0,
United States. (Example, if the cost of living for the specified period increases by 2%, the cap shall be increased by 2%.

If the cost of living for the specified period increases by 4%, the cap shall be increased by 3% (cost of living increases in the cap shall be rounded to the nearest tenth.)
(4) The City shall contributes $25 per pay period into an Health Reimbursement Arrangement HRA for each
probationary/permanent employee hired after May 8, 2007July 1, 2008.

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C. C. Employees who retire from City service as of January 1, 2020, must have at least 120 months of continuous service as a City employee to qualify for dental and vision insurance benefits provided to active employees. For those retiring on or after October 1, 2020, the City shall contribute 5% of the premium per year of City service, up to an 80% City contribution.

8. Out of Area Health Plan
A. OAHP shall work in conjunction with the Health Reimbursement Arrangement (HRA) provided by the City to active employees. Each OAHP retiree will obtain a participant account.

B. Only retirees who (a) are not eligible for Medicare who reside outside of the service area as defined by the City health insurance carriers; (b) qualify for retiree health coverage pursuant to Article VII, Section 7; and (c) agree to disenroll from the current group medical benefit plan for retiree health coverage may participate in OAHP.

C. Once a retiree opts to participate in OAHP, the retiree shall thereafter be prohibited from returning to retiree health coverage.

D. The City will contribute to the retiree’s participant account on a monthly basis in an amount equal to the amount of the City’s contribution for employee only, employee plus 1 or employee plus family coverage based on the retiree’s marital status at the time of OAHP election. Eligible dependents not covered at the time of election will not be added at a later date. Annual confirmation of dependent eligibility will be required. The City’s contribution would be used for premiums to obtain health coverage and other qualified out-of-pocket medical expenses. Under no circumstances shall the contribution be higher than the City paid premiums for similarly situated in-area employees. The retiree shall be responsible for administrative costs established by the HRA plan administrator.

E. Upon the death of, or martial dissolution from, the retiree’s spouse on record at the time of election to participate in the OAHP, the funding level will be adjusted to employee only. Subsequent spouse(s) from any subsequent marriage(s) (i.e. post initial OAHP election) shall not be eligible to participate and funding will remain at employee only. In the event of the retiree’s death, surviving spousal benefits will conform to City practices applicable to employees participating in City plans. Should the retiree obtain coverage from another source (e.g. coverage by spouse), the funding will cease and will not be reinstated.

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F. Rules and procedures governing OAHP shall be determined and administered by the City’s Human Resources Department. Disputes regarding the OAHP shall be appealed to the City Manager or designee and shall not be subject to arbitration.

9. IAFF Medical Expense Reimbursement Plan
A. Acknowledgement. The City acknowledges that the CFFDMME has entered into an agreement with the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the Washington State Council of Fire Fighters Employee Benefit Trust (hereafter, the “Trust”). The purpose of the Trust shall be to provide for retiree health expense reimbursement benefits. The Trust shall be, and remain separate and apart from any City health insurance funding program.

B. Defined Class of Employees Receiving Contributions. The “Defined Class” of employees receiving contributions to the Trust as set forth below, consists of all employees represented by the CFFDMME.

C. Employee Contribution Amount. The City and the CFFDMME agree that the City shall withhold a mandatory pre-tax contribution of $37.50 per pay period from the pay of every employee of the Defined Class and shall transmit such contributions to the Trust pursuant to the requirements in Part (E) below. No employee shall be permitted to opt-out of the mandatory employee contributions or receive any portion of the contribution in cash.

D. City Contribution Amount. The City and CFFDMME agree that upon adoption of this agreement the City shall cease making contributions to the RHRA set forth in VII, B(4) above and shall instead commence contributions of $25 per pay period to the Trust for all employees of the Defined Class hired after May 8, 2007.
1) In-lieu Contribution. The City and CFFDMME agree that upon the adoption of this agreement the City shall cease the $300 monthly cash incentive for employees declining City health insurance coverage set forth in Article VII, Section F(2) above and shall instead make an equivalent monthly contribution of $300 to the Trust.

The employee, by written election may direct any portion of the in-lieu incentive contribution to the employee’s 457 account up to allowable IRS limits.

No employee in the Defined Class shall have the option to receive cash in lieu of making contributions to the Trust and/or 457 plan.

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2) Transfer of Employee Annual Leave – At Termination. The City CFFDMME agree that the cash option for accrued Annual Leave at termination set forth in Article VI, Section 1 shall be eliminated.

For every employee in the Defined Class, the City shall, upon the employee’s separation from the City, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Annual Leave. The employee, by written election received by the City no later than 30 days prior to separation, may elect to direct any portion of the value of the accrued Annual Leave to a City sponsored 457 plan up to allowable IRS plan limits.

No employee in the Defined Class shall have the option to receive cash for the value of the accrued Annual Leave in lieu of making contributions to the Trust and/or 457 plans.

E. Remittance of Contributions. The City shall remit all contributions set forth herein directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust in regard to reporting and depositing the required contributions set forth herein.

F. Reporting to the Trust Office. The City shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the Trust Office within five (5) days of receipt of the contribution funds. The report will include at a minimum: employee first and Page 43 last name, with suffix as applicable; employee number; Social Security Number; employee status (e.g., active, on leave); date of birth; gender; date of hire; bargaining unit; date of change in bargaining unit, as applicable; home mailing address; City contribution amount; Employee contribution amount; leave transfer amount, as applicable; separation date, as applicable; and separation reason.

The City shall also provide an initial report of contact information for all contributing Employees to the Trust Office, in a format reasonably requested by the Trust, and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.

The Trust Office will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

G. Modification of Employee Contributions. The City and the CFFDMME agree that the CFFDMME has the right, subject to approval of its Formatted: Justified, Indent: Left: 1", No bullets or
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members according to the CFFDMME internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section C), or to include the mandatory transfer of employee leave for which the Employee is eligible to receive monetary compensation during the course of this Agreement, as long as the modification is mandatory for all employees in the Defined Class.

H. Indemnification. CFFDMME agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the City to make and report on the non-elective transfer of contributions as described in this Section
ARTICLE VIII. ALLOWANCES AND REIMBURSEMENTS

1. UNIFORM ALLOWANCE
A. The City agrees to pay employees the sum of two thousand dollars ($2,000.00) per fiscal year for the purchase of approved on duty uniforms and attire. All uniforms purchased shall comply with the most current regulations and specifications as identified in Standard Operating Procedures (SOP).

B. The City agrees to continue providing employees covered by this MOU the current uniform laundering services, with costs being assumed by the City.

2. TUITION/BOOKS REIMBURSEMENT
Employees who attend job related classes/training programs that are approved by the department shall be entitled to reimbursement of costs for books, tuition, and lodging (pursuant to the City’s lodging reimbursement schedule) up to one thousand, five hundred dollars ($1,500.00) per fiscal year. The Fire Chief may authorize additional employee reimbursement costs above this limit, when requested by the employee, should said request not exceed the budgeted amount of the department for this program.

Approval shall be given by the department Training Officer prior to the beginning of the class/training program. The City shall implement a procedure that allows for payment of an authorized class up front when requested by the employee.

An employee may repeat a job-related course to maintain or upgrade his/her knowledge, skills and abilities.

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meals, or other incidental expenditures, unless otherwise specified prior to the course and approved by the department.

Employees who fail to attend or satisfactorily complete a job-related class/training program shall reimburse the department for all costs incurred by the City. The City shall deduct the total amount of monies spent by the department from the employee's paycheck over the next four (4) pay periods.

3. SCBA OPTICS REIMBURSEMENT
Optical wear (lenses) suitable for insertion into SCBA mask are reimbursable by the City. Employees should use the claim reimbursement form and submit it within thirty (30) days using the chain of command.

4. PARAMEDIC REIMBURSEMENT
Employees who maintain a paramedic license and accreditation shall be reimbursed the cost of the license and accreditation up to an amount of $500 per year. Employees will not be reimbursed for any late fees associated such licensing or accreditation.

ARTICLE IX. MISCELLANEOUS

1. JOB CLASSIFICATIONS
A. The City recognizes that CFFDMME has a vital interest in the content of fire job specifications, including minimum qualifications and promotional patterns, for classifications represented by CFFDMME.

B. The City agrees to notify CFFDMME anytime the City proposes to recruit and examine for, or to modify, fire job classifications represented by CFFDMME. The City agrees to meet and consult with CFFDMME over such proposed changes if CFFDMME so requests.

C. On its own initiative, CFFDMME may at any time notify the City Human Resources Director that CFFDMME requests to meet and consult with the City over CFFDMME proposed modifications to the recruitment and examination procedure, and/or job specifications for fire classifications represented by CFFDMME. The City shall schedule a meet and consult session in response to such request.

D. Nothing in this provision shall be construed as to require the City to divulge information or change procedures that in any way would compromise the integrity of the City's merit system.

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2. SHORT TERM SUSPENSION
The parties agree that the members of this unit are not subject to short-term suspension as defined by the Personnel Rules and Regulations of the City of Folsom.

3. FITNESS / WELLNESS
A. The City and CFFDMME agree to support a comprehensive, mandatory annual medical examination for all uniformed employees represented by CFFDMME, as a component of the fitness/wellness program.

B. The City agrees an established a fitness/wellness work out period for all CFFDMME employees during the normal work shift.

4. SENIORITY FOR PURPOSES OF LAYOFF
Seniority for purposes of layoff shall be defined by the date of the most recent appointment to the classification. Time served as a probationary employee in the class shall be included in determining seniority.

5. SALARY UPON PROMOTION
An employee who is promoted to the position of Battalion Chief or Division Chief to a position in a classification with a higher salary range shall be placed in at a the salary step in the new salary range that iswhich provides the employee with at least a 5% increase in compensation. For purposes of this section, compensation shall include above the current base salarywages, paramedic incentive pay, and education incentive pay. An employee thus promoted is therefore assigned a new salary anniversary date effective of the date of promotion.

6. PROMOTIONAL LIST
A. The eligibility list generated from a promotional examination will have a one-year life unless it is reduced to three or fewer eligible candidates; at which time the City may give an examination and create a new list, or the Fire Chief shall have the option of promoting from the list. At the end of the list’s expiration a new examination shall be required, and the current list shall expire. If a new list is not generated prior to the expiration, the Fire Chief may extend the list by no more than one (1) year until a new examination is administered.

B. Temporary appointments and short-term vacancy assignments (acting time) may be made from the current eligibility list, or most-recent eligibility list if a current eligibility list does not exist.

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ARTICLE X. SIGNATURE CLAUSE
The terms and conditions of this Memorandum of Understanding are executed this____________ day of________________________, 202___3, by the EmployerEmployee representatives whose signatures appear below on behalf of their respective organizations.

City of Folsom CFFDMME
________________________ _________________________
Elaine AndersenBryan Whitemyer Chad Wilson Brian
Beck
City Manager CFFDMME Representative
_________________________ _________________________
Allison Garcia Mark PiacentiniBenjamin Signor
Human Resources Director CFFDMME Representative
_________________________
Ken Cusano Vance Piggiott W. Nick Lawlor
Fire ChiefCity Representative CFFDMME
Representative
_________________________
John SpittlerDoris Valencia Eric
LefkoveMatthew Blake
Human Resources AdvisorSr. Human Resources Analyst CFFDMME Representative
Matthew McGee
CFFDMME Representative

12/09/2025 Item No.24.

CFFDMME Memorandum of Understanding Page 31

ATTACHMENT A – SALARY RANGES
E92 1 2 3 4 5
Eff 1/1/23 $ 151,364 $ 158,933 $ 166,879 $ 175,223 $ 183,984 Eff 1/1/24 $ 155,905 $ 163,700 $ 171,886 $ 180,480 $ 189,504 Eff 1/1/25 $ 160,582 $ 168,611 $ 177,042 $ 185,894 $ 195,189 E93 1 2 3 4 5
Eff 1/1/23 $ 171,254 $ 179,817 $ 188,808 $ 198,248 $ 208,161 Eff 1/1/24 $ 176,392 $ 185,212 $ 194,472 $ 204,196 $ 214,406 Eff 1/1/25 $ 181,684 $ 190,768 $ 200,306 $ 210,322 $ 220,838 Fire Battalion Chief
Fire Division Chief

12/09/2025 Item No.24.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
AGENDA SECTION: New Business
SUBJECT: Resolution No. 11527 - A Resolution to Approve and Adopt a City-wide Pay Schedule as Required by the California Public Employee Retirement System (CalPERS) and Establish New
Salary Tables for the City of Folsom Executive Management Team
FROM: Human Resources Department

RECOMMENDATION / CITY COUNCIL ACTION
It is recommended that the City Council adopt Resolution No. 11527 - A Resolution to Approve and Adopt a City-wide Pay Schedule as Required by the California Public Employee Retirement System (CalPERS) and Establish New Salary Tables for the City of Folsom Executive Management Team.

BACKGROUND / ISSUE
In order to determine the amount of compensation earnable pursuant to Government Code Sections 20630 and 20636, the California Public Employees’ Retirement System (CalPERS) requires that payrates shall be limited to the amount listed on a pay scale that has been duly approved and adopted by the employer’s governing body.

POLICY / RULE
Pursuant to the California Public Employees’ Retirement System rules the City Council is require to adopt a pay schedule that meets all of the following guidelines:

1. Has been duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meetings laws;

2. Identifies the position title for every employee position;

3. Shows the payrate for each identified position, which may be stated as a single amount or as multiple amounts within a range;

4. Indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually;

12/09/2025 Item No.25.
2 5. Is posted at the office of the employer or immediately accessible and available for public review from the employer during normal business hours or posted on the employer's internet website;

6. Indicates an effective date and date of any revisions;

7. Is retained by the employer and available for public inspection for not less than five years; and

8. Does not reference another document in lieu of disclosing the payrate.

In addition, in regards to local agency executives, the legislative body shall get an oral report on the changes in salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive, as defined in subdivision (d) of Section 3511.1 of the California Government Code.

ANALYSIS
The adoption of this resolution is being proposed solely for the purposes of complying with the regulations of California Public Employees’ Retirement System. Most of the salary ranges have been previously approved by the City Council through the approval of various Collective Bargaining Agreements. The attached pay schedule is effective on the date shown in Attachment 2.

The latest salary schedule posted to the City’s website is dated as effective 07-01-2025. Since that time, the City has made adjustments to this schedule via negotiated Memorandums of Understanding (MOUs) which are posted on the City’s public website.

DEVELOPMENT OF STEP-BASED SALARY RANGES FOR THE EXECUTIVE

MANAGEMENT TEAM AND CONTRACT EMPLOYEES
Over the last six months, the City of Folsom negotiated new MOUs with its six employee bargaining groups:
1) Folsom Miscellaneous Employees (IUOE, Local 39)
2) Folsom Middle Management Group (FMMG)
3) Folsom Police Officers Association (FPOA)
4) Folsom Police Management Association (FPMA)
5) Sacramento Area Firefighters (Local 522 – IAFF)
6) Folsom Fire Middle Management Employees (CFFDMME)
Each MOU includes salary tables that list the pay rates for each job classification represented by the respective bargaining group. The salary tables are step-based and typically include between 5 and 9 salary steps. Salary table examples from four of the bargaining groups are as follows.

12/09/2025 Item No.25.
3

12/09/2025 Item No.25.
4 The City of Folsom Executive Management Team (EMT) and contract employees occupy the following positions:

Historically, the City of Folsom’s salary ranges for the Executive Management Team (EMT) and contract employees included only minimum and maximum amounts, without defined steps.

Folsom EMT Classifications
City Manager
Assistant City Manager
City Attorney
Chief of Police
Fire Chief
Utilities Director
Finance Director
Community Development Director
Public Works Director
Parks and Recreation Director
Human Resources Director
City Clerk
Communications Director
Library Director
Folsom Contract Employee Classifications
Legal Analyst
Administrative Support Specialist
Assistant City Attorney
Current Salary Table Monthly Salary
Min Max
City Manager $ 21,973 $ 26,588
Assistant City Manager $ 15,833 $ 21,083
Police Chief $ 15,833 $ 24,091
Fire Chief $ 15,833 $ 24,091
City Attorney $ 15,833 $ 24,077
Utilities Director $ 12,500 $ 19,681
Community Development Director $ 12,500 $ 19,314
Finance Director $ 12,500 $ 19,232
Public Works Director $ 12,500 $ 17,614
Parks & Recreation Director $ 12,500 $ 16,408
Human Resources Director $ 12,500 $ 14,781
City Clerk $ 10,000 $ 15,301
Communications Director $ 10,000 $ 14,978
Library Director $ 10,000 $ 11,660
Legal Analyst $ 5,417 $ 7,741
Administrative Support Specialist $ 5,417 $ 7,503
Assistant City Attorney $ 12,500 $ 18,533
Folsom Executive Management Team and Contract Employees

12/09/2025 Item No.25.
5 To promote consistency with the City’s overall compensation structure, and to improve internal alignment, staff is recommending the adoption of step-based salary ranges for all EMT and contract employee classifications.

The City engaged Bryce Consulting, Inc. to conduct a comprehensive total compensation survey for the EMT classifications using comparable neighboring agencies. The resulting market data informed the development of proposed salary tables that reflect current industry practices and better align with internal compensation frameworks. Based on the average of the surveyed agencies, step-based ranges consisting of six steps with approximately 4% between each step were identified as the most appropriate structure.

The current salary ranges for the EMT positions have an inconsistent structure. For example, the range between the minimum and maximum salary for the EMT positions is as low as 16%, and as high as 57%. Salary tables for the other Folsom bargaining groups ranged between 21% and 34%. The proposed new 6-step salary range format for the EMT positions will include a salary spread of 22% from Step 1 to Step 6. To establish this new baseline salary range, the current salary for each incumbent was placed at Step 5. A 4% spread exists between each step.

For Contract Employee positions, the difference between the minimum and maximum salary currently varies, with range spreads as low as 38% and as high as 48%. To establish a new baseline salary range, the current salary for each incumbent was placed at Step 5.

For vacant positions with no incumbent salary, the currently approved maximum monthly salary was used as the new Step 6. A 4% spread exists between each step.

Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,181 $ 6,428 $ 6,685 $ 6,952 $ 7,230 $ 7,520 Assistant City Attorney $15,266 $15,877 $16,512 $17,173 $17,860 $18,574 Assistant City Manager $17,329 $18,022 $18,743 $19,493 $20,272 $21,083 Legal Analyst $ 6,362 $ 6,617 $ 6,881 $ 7,157 $ 7,443 $ 7,741 Contract Employee & Vacant Position Salary Table Built from Current Salary As Step 5 (unless vacant) Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 City Manager $ 22,082 $ 22,966 $ 23,884 $ 24,840 $ 25,833 $ 26,867 City Attorney $ 19,833 $ 20,626 $ 21,452 $ 22,310 $ 23,202 $ 24,130 Chief of Police $ 20,685 $ 21,513 $ 22,373 $ 23,268 $ 24,199 $ 25,167 Fire Chief $ 19,844 $ 20,638 $ 21,464 $ 22,322 $ 23,215 $ 24,144 Utilities Director $ 16,209 $ 16,857 $ 17,531 $ 18,233 $ 18,962 $ 19,720 Finance Director $ 15,842 $ 16,476 $ 17,135 $ 17,820 $ 18,533 $ 19,274 Community Development Director $ 15,759 $ 16,390 $ 17,045 $ 17,727 $ 18,436 $ 19,173 Public Works Director $ 14,959 $ 15,557 $ 16,180 $ 16,827 $ 17,500 $ 18,200 Parks and Recreation Director $ 13,516 $ 14,057 $ 14,619 $ 15,204 $ 15,812 $ 16,444 Human Resources Director $ 12,290 $ 12,782 $ 13,293 $ 13,825 $ 14,378 $ 14,953 Communications Director $ 12,347 $ 12,841 $ 13,354 $ 13,888 $ 14,444 $ 15,022 City Clerk $ 12,604 $ 13,108 $ 13,633 $ 14,178 $ 14,745 $ 15,335 Library Director $ 9,967 $ 10,366 $ 10,780 $ 11,212 $ 11,660 $ 12,126 EMT Salary Table Built from Current Salary As Step 5

12/09/2025 Item No.25.
6 If the City Council approves the proposed MOUs being presented on December 9, 2025, then all six employee bargaining groups will be working under three-year agreements. To be consistent with Folsom’s MOUs, and to ensure that salary compaction does not negatively affect EMT and contract employees, staff recommend that the City Council approve salary tables for a three-year period with similar Cost of Living Adjustments (COLA’s) as other City employees.

MARKET ADJUSTMENTS
During the collective bargaining process, compensation studies were completed for employee groups. Those studies identified some positions with payrates below the market average. In those cases, market adjustments were approved in addition to the COLA’s. The compensation study conducted by Bryce Consulting found payrates for various EMT positions below market.

As a result of the compensation study and additional staff research on the comparable agencies, seven positions are recommended to receive market adjustments.

Folsom Executive Management Team
Recommended
Market Adjustments Justification
City Manager 0%
Police Chief 0%
Fire Chief 0%
City Attorney 3% Market Study
Utilities Director 5% Market Study
Community Development Director 0%
Finance Director 0%
Public Works Director 5%
City Engineer Duties for
both Public and
Development Projects
Parks & Recreation Director 7% Market Study
City Clerk 0%
Communications Director 3% Market Study
Human Resources Director 8% Market Study
Library Director 8% Market Study

12/09/2025 Item No.25.
7 SALARY TABLE RECOMMENDATION
Applying the same procedures used in collective bargaining, salary tables for EMT positions were developed, incorporating market adjustments for the applicable positions, and a 3% yearover-year COLA applied to all positions.

12/09/2025 Item No.25.
8 Similarly, salary tables for Contract Employee and vacant EMT positions were developed, applying a 3% year-over-year COLA to all positions.

FINANCIAL IMPACT
The cost of the increase by fund type is as follows:

ATTACHMENTS

1. Resolution No. 11527 - A Resolution to Approve and Adopt a City-wide Pay Schedule as Required by the California Public Employee Retirement System (CalPERS) and Establish New Salary Tables for the City of Folsom Executive Management Team

2. Exhibit A: City of Folsom Position Control Listing and Salary Schedule as of July 1, 2025

3. Exhibit B: Folsom Executive Management Team and Contract Employees’ Salary Schedules
Submitted,
Allison Garcia, Human Resources Director
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,366 $ 6,621 $ 6,885 $ 7,161 $ 7,447 $ 7,745 Assistant City Attorney $15,724 $16,353 $17,007 $17,688 $18,395 $19,131 Assistant City Manager $17,849 $18,563 $19,305 $20,078 $20,881 $21,716 Legal Analyst $ 6,553 $ 6,815 $ 7,088 $ 7,371 $ 7,666 $ 7,973 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,557 $ 6,819 $ 7,092 $ 7,376 $ 7,671 $ 7,978 Assistant City Attorney $16,196 $16,844 $17,518 $18,218 $18,947 $19,705 Assistant City Manager $18,384 $19,120 $19,884 $20,680 $21,507 $22,367 Legal Analyst $ 6,750 $ 7,020 $ 7,301 $ 7,593 $ 7,896 $ 8,212 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,754 $ 7,024 $ 7,305 $ 7,597 $ 7,901 $ 8,217 Assistant City Attorney $16,682 $17,349 $18,043 $18,765 $19,516 $20,296 Assistant City Manager $18,936 $19,693 $20,481 $21,300 $22,152 $23,038 Legal Analyst $ 6,952 $ 7,230 $ 7,520 $ 7,820 $ 8,133 $ 8,458 Salary Table Effective July 1, 2027
Salary Table Effective July 1, 2026
Salary Table Effective July 1, 2025
Market Adj. COLA COLA COLA
Year 2 Year 3
General Fund (010) $ 101,065 $133,040 $137,031 $141,142 Water (520) $ 8,624 $ 5,438 $ 5,601 $ 5,769
Sewer (530) $ 8,624 $ 5,438 $ 5,601 $ 5,769
Solid Waste (540) $ 550 $ 347 $ 358 $ 368
TOTAL COST $ 118,863 $144,263 $148,591 $153,048
Year 1

12/09/2025 Item No.25.

Attachment 1

12/09/2025 Item No.25.

Resolution No. 11527

RESOLUTION NO. 11527

A RESOLUTION TO APPROVE AND ADOPT A CITY-WIDE PAY SCHEDULE AS REQUIRED BY THE CALIFORNIA PUBLIC EMPLOYEE’S RETIREMENT SYSTEM (CALPERS) AND ESTABLISH NEW SALARY TABLES FOR THE FOLSOM EXECUTIVE

MANAGEMENT TEAM
WHEREAS, to comply with CalPERS regulations the City Council is required to adopt a CityWide Pay Schedule; and WHEREAS, staff has prepared the necessary Position Control Listing and Salary Schedule for the City Council’s consideration; and
WHEREAS, a compensation study was conducted by Bryce Consulting for all Executive Management Team positions; and
WHEREAS, the compensation study identified some EMT members who are currently at a pay rate that falls below the average pay rate for comparable cities; and WHEREAS, to maintain competitive salary and benefits necessary to attract and retain highly qualified employees new salary ranges for the EMT have been established; and NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Folsom approves and adopts a City-Wide Pay Schedule as Required by CalPERS (see Exhibit A) and establishes new salary tables for the Folsom Executive Team (See Exhibit B).

PASSED AND ADOPTED this 9
th day of December 2025, by the following roll-call vote:

AYES: Councilmember(s):

NOES: Councilmember(s):

ABSENT: Councilmember(s):

ABSTAIN: Councilmember(s):
__________________________________
Sarah Aquino, MAYOR
ATTEST:
______________________________
Christa Freemantle, CITY CLERK

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13 Account Clerk II M37 Jul 1, 2025 Annual 50,927.84 52,455.68 54,029.34 55,650.23 57,319.73 59,039.33 60,810.51 62,634.82 64,513.86 Account Clerk II M37 Jul 1, 2026 Annual 52,455.67 54,029.34 55,650.23 57,319.73 59,039.32 60,810.50 62,634.82 64,513.86 66,449.28 Account Clerk II M37 Jul 1, 2027 Annual 54,029.34 55,650.22 57,319.73 59,039.32 60,810.50 62,634.81 64,513.86 66,449.27 68,442.75 Accounting Specialist M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Accounting Specialist M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Accounting Specialist M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 Accounting Technician I M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Accounting Technician I M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Accounting Technician I M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Accounting Technician II M48 Jul 1, 2025 Annual 66,625.53 68,624.29 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 Accounting Technician II M48 Jul 1, 2026 Annual 68,624.29 70,683.02 72,803.52 74,987.61 77,237.24 79,554.36 81,941.00 84,399.23 86,931.20 Accounting Technician II M48 Jul 1, 2027 Annual 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 86,931.21 89,539.13 Admin Assistant W50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 Admin Assistant W50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 Admin Assistant W50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Administrative Assistant M50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 Administrative Assistant M50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 Administrative Assistant M50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Administrative Support Specialist E18 Jul 1, 2025 Annual 76,392.10 79,447.78 82,625.69 85,930.72 89,367.95 92,942.67 Administrative Support Specialist E18 Jul 1, 2026 Annual 78,683.86 81,831.22 85,104.46 88,508.64 92,048.99 95,730.95 Administrative Support Specialist E18 Jul 1, 2027 Annual 81,044.38 84,286.15 87,657.60 91,163.90 94,810.46 98,602.88 Administrative Technician M48 Jul 1, 2025 Annual 66,625.53 68,624.29 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 Administrative Technician M48 Jul 1, 2026 Annual 68,624.29 70,683.02 72,803.52 74,987.61 77,237.24 79,554.36 81,941.00 84,399.23 86,931.20 Administrative Technician M48 Jul 1, 2027 Annual 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 86,931.21 89,539.13 Animal Control Officer 47P Jan 1, 2025 Annual 59,521.22 62,534.49 64,097.85 65,700.30 67,342.80 69,026.38 70,752.04 72,520.83 74,333.86 76,192.20 78,097.01 80,332.51 82,340.83 Animal Control Officer 47P Jan 1, 2026 Annual 61,306.86 64,410.52 66,020.78 67,671.30 69,363.09 71,097.16 72,874.59 74,696.46 76,563.87 78,477.97 80,439.91 82,742.49 84,811.05 Animal Control Officer 47P Jan 1, 2027 Annual 63,146.07 66,342.84 68,001.41 69,701.44 71,443.98 73,230.08 75,060.83 76,937.35 78,860.78 80,832.30 82,853.11 85,224.77 87,355.38 Animal Control Officer 47P Jan 1, 2028 Annual 65,040.45 68,333.12 70,041.45 71,792.49 73,587.30 75,426.98 77,312.66 79,245.47 81,226.61 83,257.27 85,338.71 87,781.51 89,976.05 Arborist M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Arborist M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Arborist M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Assistant City Attorney I73 Jul 1, 2025 Annual 188,691.45 196,239.11 204,088.67 212,252.22 220,742.31 229,572.00 Assistant City Attorney I73 Jul 1, 2026 Annual 194,352.19 202,126.28 210,211.33 218,619.79 227,364.58 236,459.16 Assistant City Attorney I73 Jul 1, 2027 Annual 200,182.76 208,190.07 216,517.67 225,178.38 234,185.51 243,552.93 Assistant City Clerk M47 Jul 1, 2025 Annual 65,000.61 66,950.62 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 Assistant City Clerk M47 Jul 1, 2026 Annual 66,950.63 68,959.15 71,027.92 73,158.76 75,353.53 77,614.13 79,942.55 82,340.83 84,811.06 Assistant City Clerk M47 Jul 1, 2027 Annual 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 84,811.05 87,355.39 Assistant City Manager ACM Jul 1, 2025 Annual 214,187.63 222,755.13 231,665.34 240,931.95 250,569.23 260,592.00 Assistant City Manager ACM Jul 1, 2026 Annual 220,613.26 229,437.79 238,615.30 248,159.91 258,086.31 268,409.76 Assistant City Manager ACM Jul 1, 2027 Annual 227,231.66 236,320.92 245,773.76 255,604.71 265,828.90 276,462.05 Assistant Civil Engineer M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Assistant Civil Engineer M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Assistant Civil Engineer M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Assistant Planner M50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 Assistant Planner M50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 Assistant Planner M50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Assistant Zookeeper M31 Jul 1, 2025 Annual 43,977.31 45,296.62 46,655.53 48,055.19 49,496.85 50,981.76 52,511.20 54,086.54 55,709.14 Assistant Zookeeper M31 Jul 1, 2026 Annual 45,296.63 46,655.52 48,055.18 49,496.84 50,981.75 52,511.20 54,086.53 55,709.13 57,380.41 Assistant Zookeeper M31 Jul 1, 2027 Annual 46,655.53 48,055.19 49,496.84 50,981.74 52,511.20 54,086.54 55,709.13 57,380.41 59,101.82 Associate Civil Enginner T89 Jan 1, 2025 Annual 100,833.75 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 Associate Civil Enginner T92 Jan 1, 2026 Annual 109,051.70 112,323.25 115,692.95 119,163.74 122,738.65 126,420.81 130,213.44 134,119.84 138,143.43 Associate Civil Enginner T92 Jan 1, 2027 Annual 112,323.25 115,692.95 119,163.74 122,738.65 126,420.81 130,213.44 134,119.84 138,143.43 142,287.74 Associate Civil Enginner T92 Jan 1, 2028 Annual 115,692.95 119,163.74 122,738.65 126,420.81 130,213.44 134,119.84 138,143.43 142,287.74 146,556.37 Associate Planner M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Associate Planner M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Associate Planner M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Building Inspector I M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Building Inspector I M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Building Inspector I M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Building Inspector II M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Building Inspector II M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Building Inspector II M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Building Inspector Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Building Inspector Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Building Inspector Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Building Inspector Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Building Plan Checker II M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Building Plan Checker II M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Building Plan Checker II M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Building Plans Coordinator M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Building Plans Coordinator M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Building Plans Coordinator M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Building Technician I M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Building Technician I M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Building Technician I M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Building Technician II M45 Jul 1, 2025 Annual 61,911.45 63,768.80 65,681.86 67,652.31 69,681.88 71,772.33 73,925.51 76,143.27 78,427.57 Building Technician II M45 Jul 1, 2026 Annual 63,768.79 65,681.85 67,652.31 69,681.88 71,772.33 73,925.51 76,143.27 78,427.56 80,780.39 Building Technician II M45 Jul 1, 2027 Annual 65,681.86 67,652.31 69,681.88 71,772.33 73,925.50 76,143.27 78,427.57 80,780.39 83,203.80 Building Tradesworker I M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Building Tradesworker I M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Building Tradesworker I M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11 Building Tradesworker II M49 Jul 1, 2025 Annual 68,261.39 70,309.23 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 Building Tradesworker II M49 Jul 1, 2026 Annual 70,309.24 72,418.52 74,591.06 76,828.79 79,133.66 81,507.68 83,952.90 86,471.49 89,065.63 Building Tradesworker II M49 Jul 1, 2027 Annual 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 89,065.63 91,737.60 Chief Fin Officer/Director of Finance 160 Jul 1, 2025 Annual 195,812.63 203,645.13 211,790.94 220,262.57 229,073.08 238,236.00 Chief Fin Officer/Director of Finance 160 Jul 1, 2026 Annual 201,687.00 209,754.49 218,144.66 226,870.45 235,945.27 245,383.08 Chief Fin Officer/Director of Finance 160 Jul 1, 2027 Annual 207,737.62 216,047.12 224,689.00 233,676.56 243,023.63 252,744.57 Chief of Police 210 Jul 1, 2025 Annual 248,225.27 258,154.28 268,480.46 279,219.67 290,388.46 302,004.00 Chief of Police 210 Jul 1, 2026 Annual 255,672.03 265,898.91 276,534.87 287,596.26 299,100.12 311,064.12 Chief of Police 210 Jul 1, 2027 Annual 263,342.19 273,875.88 284,830.92 296,224.15 308,073.12 320,396.04 Circulation Coordinator M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Circulation Coordinator M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Circulation Coordinator M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11 City Attorney 170 Jul 1, 2025 Annual 252,279.02 262,370.18 272,864.99 283,779.59 295,130.77 306,936.00 City Attorney 170 Jul 1, 2026 Annual 259,847.39 270,241.28 281,050.94 292,292.97 303,984.69 316,144.08 City Attorney 170 Jul 1, 2027 Annual 267,642.81 278,348.52 289,482.46 301,061.76 313,104.23 325,628.40 City Clerk 140 Jul 1, 2025 Annual 155,788.06 162,019.59 168,500.37 175,240.38 182,250.00 189,540.00 City Clerk 140 Jul 1, 2026 Annual 160,461.71 166,880.17 173,555.38 180,497.60 187,717.50 195,226.20 City Clerk 140 Jul 1, 2027 Annual 165,275.56 171,886.58 178,762.04 185,912.52 193,349.03 201,082.99 City Clerk Specialist M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 City Clerk Specialist M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 City Clerk Specialist M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 City Clerk Technician I M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 City Clerk Technician I M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 City Clerk Technician I M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 City Engineer T17 Jan 1, 2025 Annual 159,578.94 164,366.31 169,297.30 174,376.22 179,607.50 184,995.73 City Engineer T17 Jan 1, 2026 Annual 164,366.31 169,297.30 174,376.22 179,607.50 184,995.73 190,545.60 City Engineer T17 Jan 1, 2027 Annual 169,297.30 174,376.22 179,607.50 184,995.73 190,545.60 196,261.97 City Engineer T17 Jan 1, 2028 Annual 174,376.22 179,607.50 184,995.73 190,545.60 196,261.97 202,149.83 City Manager 004 Jan 1, 2025 Annual 272,942.27 283,859.96 295,214.35 307,022.93 319,303.85 332,076.00 City Manager 004 Jul 1, 2026 Annual 281,130.53 292,375.76 304,070.79 316,233.62 328,882.96 342,038.28 City Manager 004 Jul 1, 2027 Annual 289,564.45 301,147.03 313,192.91 325,720.63 338,749.45 352,299.43 Code Enforcement Manager T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Code Enforcement Manager T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Code Enforcement Manager T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Code Enforcement Manager T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Code Enforcement Officer I M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Code Enforcement Officer I M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Code Enforcement Officer I M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Code Enforcement Officer II M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Code Enforcement Officer II M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Code Enforcement Officer II M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 Code Enforcement Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Code Enforcement Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Code Enforcement Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Code Enforcement Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Code Enforcement Technician M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Code Enforcement Technician M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Code Enforcement Technician M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Communications & Marketing Specialist M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Communications & Marketing Specialist M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Communications & Marketing Specialist M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Communications Director 126 Jul 1, 2025 Annual 157,050.54 163,332.57 169,865.87 176,660.50 183,726.92 191,076.00

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Communications Director 126 Jul 1, 2026 Annual 161,762.06 168,232.54 174,961.84 181,960.32 189,238.73 196,808.28 Communications Director 126 Jul 1, 2027 Annual 166,614.92 173,279.52 180,210.70 187,419.13 194,915.89 202,712.53 Communications Supervisor 49D Jan 1, 2025 Annual 87,756.82 90,389.53 93,101.21 95,894.25 98,771.08 101,734.21 104,786.24 107,929.83 111,172.03 Communications Supervisor 49D Jan 1, 2026 Annual 90,393.04 93,104.83 95,897.98 98,774.91 101,738.16 104,790.31 107,934.02 111,172.04 114,507.20 Communications Supervisor 49D Jan 1, 2027 Annual 93,104.83 95,897.98 98,774.91 101,738.16 104,790.31 107,934.02 111,172.04 114,507.20 117,942.41 Communications Supervisor 49D Jan 1, 2028 Annual 95,897.98 98,774.91 101,738.16 104,790.31 107,934.02 111,172.04 114,507.20 117,942.41 121,480.69 Community & Cultural Svs Manager T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Community & Cultural Svs Manager T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Community & Cultural Svs Manager T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Community & Cultural Svs Manager T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Community Development Director 230 Jul 1, 2025 Annual 194,786.86 202,578.34 210,681.47 219,108.73 227,873.08 236,988.00 Community Development Director 230 Jul 1, 2026 Annual 200,630.47 208,655.69 217,001.91 225,681.99 234,709.27 244,097.64 Community Development Director 230 Jul 1, 2027 Annual 206,649.38 214,915.36 223,511.97 232,452.45 241,750.55 251,420.57 Construction Inspector I M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Construction Inspector I M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Construction Inspector I M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Construction Inspector II M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Construction Inspector II M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Construction Inspector II M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 Council Member C01 Jul 1, 2025 Annual 4,800.00 7,200.00 Crime Analyst -A 45P Jan 1, 2025 Annual 82,128.86 86,286.99 90,655.07 95,245.52 100,067.07 105,132.10 107,760.89 Crime Analyst -A 45P Jan 1, 2026 Annual 84,592.73 88,875.60 93,374.72 98,102.89 103,069.08 108,286.06 110,993.72 Crime Analyst -A 45P Jan 1, 2027 Annual 89,575.48 94,054.25 98,756.96 103,694.81 108,879.55 114,323.53 117,181.62 Crime Analyst -A 45P Jan 1, 2028 Annual 92,262.74 96,875.88 101,719.67 106,805.66 112,145.94 117,753.24 120,697.07 Crime Analyst -B 45P Jan 1, 2025 Annual 80,126.20 82,128.86 84,182.46 86,286.99 88,444.93 90,655.07 92,922.34 95,245.52 97,625.86 100,067.07 102,567.90 105,132.10 107,760.89 Crime Analyst -B 45P Jan 1, 2026 Annual 82,529.99 84,592.73 86,707.93 88,875.60 91,098.28 93,374.72 95,710.01 98,102.89 100,554.63 103,069.08 105,644.94 108,286.06 110,993.72 Crime Analyst -B 45P Jan 1, 2027 Annual 87,131.08 89,309.36 91,542.09 93,830.65 96,176.41 98,580.82 101,045.34 103,571.48 106,160.76 108,814.78 111,535.15 114,323.53 117,181.62 Crime Analyst -B 45P Jan 1, 2028 Annual 89,745.01 91,988.64 94,288.36 96,645.56 99,061.70 101,538.25 104,076.70 106,678.62 109,345.59 112,079.23 114,881.21 117,753.24 120,697.07 Deputy City Clerk X58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.13 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Deputy City Clerk X58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Deputy City Clerk X58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Deputy Fire Marshal T89 Jan 1, 2025 Annual 100,833.75 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 Deputy Fire Marshal T89 Jan 1, 2026 Annual 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 Deputy Fire Marshal T89 Jan 1, 2027 Annual 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 135,512.13 Deputy Fire Marshal T89 Jan 1, 2028 Annual 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 135,512.13 139,577.49 Deputy Treasurer X95 Jul 1, 2025 Annual 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 Deputy Treasurer X95 Jul 1, 2026 Annual 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 Deputy Treasurer X95 Jul 1, 2027 Annual 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 161,867.10 Development Services Specialist M56 Jul 1, 2025 Annual 80,961.18 83,390.01 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.20 Development Services Specialist M56 Jul 1, 2026 Annual 83,390.01 85,891.71 88,468.46 91,122.52 93,856.19 96,671.87 99,572.03 102,559.19 105,635.96 Development Services Specialist M56 Jul 1, 2027 Annual 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.19 105,635.97 108,805.04 Disbursements Manager X98 Jul 1, 2025 Annual 129,705.37 133,596.53 137,604.42 141,732.56 145,984.53 150,364.06 154,874.99 159,521.24 164,306.88 Disbursements Manager X98 Jul 1, 2026 Annual 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 164,306.88 169,236.08 Disbursements Manager X98 Jul 1, 2027 Annual 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 164,306.88 169,236.08 174,313.16 Disbursements Specialist M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Disbursements Specialist M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Disbursements Specialist M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 Disbursements Technician M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Disbursements Technician M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Disbursements Technician M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11 Dispatcher I 36D Jan 1, 2025 Annual 66,788.15
Dispatcher I 36D Jan 1, 2026 Annual 68,791.80
Dispatcher I 36D Jan 1, 2027 Annual 70,855.56
Dispatcher I 36D Jan 1, 2028 Annual 72,981.23
Dispatcher II 38D Jan 1, 2025 Annual 76,313.26 78,602.65 80,960.73 83,389.56 85,891.24 88,467.98 91,122.02 93,855.68 96,671.35 Dispatcher II 38D Jan 1, 2026 Annual 78,602.65 80,960.73 83,389.56 85,891.24 88,467.98 91,122.02 93,855.68 96,671.35 99,571.49 Dispatcher II 38D Jan 1, 2027 Annual 80,960.73 83,389.56 85,891.24 88,467.98 91,122.02 93,855.68 96,671.35 99,571.49 102,558.64 Dispatcher II 38D Jan 1, 2028 Annual 83,389.56 85,891.24 88,467.98 91,122.02 93,855.68 96,671.35 99,571.49 102,558.64 105,635.39 Electrical & Instrument Technician M63 Jul 1, 2025 Annual 98,412.72 101,365.11 104,406.05 107,538.25 110,764.39 114,087.32 117,509.94 121,035.24 124,666.30 Electrical & Instrument Technician M63 Jul 1, 2026 Annual 101,365.10 104,406.06 107,538.24 110,764.39 114,087.32 117,509.94 121,035.23 124,666.29 128,406.29 Electrical & Instrument Technician M63 Jul 1, 2027 Annual 104,406.05 107,538.24 110,764.38 114,087.32 117,509.94 121,035.23 124,666.29 128,406.28 132,258.47 Engineering Technician I M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Engineering Technician I M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Engineering Technician I M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Engineering Technician II M53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Engineering Technician II M53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Engineering Technician II M53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Environmental Specialist I M49 Jul 1, 2025 Annual 68,261.39 70,309.23 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 Environmental Specialist I M49 Jul 1, 2026 Annual 70,309.24 72,418.52 74,591.06 76,828.79 79,133.66 81,507.68 83,952.90 86,471.49 89,065.63 Environmental Specialist I M49 Jul 1, 2027 Annual 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 89,065.63 91,737.60 Environmental Specialist II M46 Jul 1, 2025 Annual 71,674.46 73,824.69 76,039.44 78,320.62 80,670.24 83,090.34 85,583.05 88,150.55 90,795.07 Environmental Specialist II M46 Jul 1, 2026 Annual 73,824.70 76,039.44 78,320.63 80,670.24 83,090.35 85,583.06 88,150.55 90,795.07 93,518.92 Environmental Specialist II M46 Jul 1, 2027 Annual 76,039.44 78,320.62 80,670.25 83,090.35 85,583.06 88,150.55 90,795.07 93,518.92 96,324.49 Environmental Specialist Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Environmental Specialist Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Environmental Specialist Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Environmental Specialist Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Facilities Maintenance Manager T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Facilities Maintenance Manager T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Facilities Maintenance Manager T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Facilities Maintenance Manager T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Facilities Maintenance Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Facilities Maintenance Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Facilities Maintenance Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Facilities Maintenance Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Financial Analyst X84 Jul 1, 2025 Annual 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 Financial Analyst X84 Jul 1, 2026 Annual 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 Financial Analyst X84 Jul 1, 2027 Annual 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 129,611.58 Financial Services Manager X14 Jul 1, 2025 Annual 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 Financial Services Manager X14 Jul 1, 2026 Annual 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 Financial Services Manager X14 Jul 1, 2027 Annual 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 187,716.21 Fire Battalion Chief E92 Jan 1, 2025 Annual 160,582.38 168,611.50 177,042.07 185,894.17 195,188.88 Fire Captain 54F Jul 1, 2025 Annual 104,509.54 109,735.02 115,221.77 120,982.86 127,032.00 133,383.60 140,052.78 Fire Captain 54F Jul 1, 2026 Annual 107,122.28 112,478.39 118,102.31 124,007.43 130,207.80 136,718.19 143,554.10 Fire Captain 54F Jul 1, 2027 Annual 109,800.33 115,290.35 121,054.87 127,107.61 133,462.99 140,136.14 147,142.95 Fire Chief 221 Jul 1, 2025 Annual 245,276.20 255,087.25 265,290.74 275,902.37 286,938.46 298,416.00 Fire Chief 221 Jul 1, 2026 Annual 252,634.49 262,739.86 273,249.46 284,179.44 295,546.62 307,368.48 Fire Chief 221 Jul 1, 2027 Annual 260,213.52 270,622.06 281,446.94 292,704.82 304,413.01 316,589.53 Fire Division Chief E93 Jan 1, 2025 Annual 181,683.87 190,768.08 200,306.48 210,321.80 220,837.89 Fire Engineer 47F Jul 1, 2025 Annual 94,564.29 99,292.50 104,257.13 109,469.98 114,943.48 120,690.66 126,725.19 Fire Engineer 47F Jul 1, 2026 Annual 96,928.39 101,774.81 106,863.55 112,206.73 117,817.07 123,707.92 129,893.32 Fire Engineer 47F Jul 1, 2027 Annual 99,351.60 104,319.18 109,535.14 115,011.90 120,762.49 126,800.62 133,140.65 Fire Prevention Officer M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Fire Prevention Officer M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Fire Prevention Officer M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Fire Protection Engineer T89 Jan 1, 2025 Annual 100,833.75 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 Fire Protection Engineer T89 Jan 1, 2026 Annual 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 Fire Protection Engineer T89 Jan 1, 2027 Annual 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 135,512.13 Fire Protection Engineer T89 Jan 1, 2028 Annual 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 135,512.13 139,577.49 Firefighter 42F Jul 1, 2025 Annual 85,967.48 90,265.86 94,779.15 99,518.11 104,494.01 109,718.71 115,204.65 Firefighter 42F Jul 1, 2026 Annual 88,116.67 92,522.50 97,148.63 102,006.06 107,106.36 112,461.68 118,084.76 Firefighter 42F Jul 1, 2027 Annual 90,319.59 94,835.57 99,577.34 104,556.21 109,784.02 115,273.22 121,036.88 Fleet Operations Coordinator M54 Jul 1, 2025 Annual 79,017.59 81,388.12 83,829.76 86,344.66 88,935.00 91,603.04 94,351.14 97,181.68 100,097.13 Fleet Operations Coordinator M54 Jul 1, 2026 Annual 81,388.12 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 Fleet Operations Coordinator M54 Jul 1, 2027 Annual 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 106,193.04 GIS Specialist M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 GIS Specialist M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 GIS Specialist M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 GIS Technician I M48 Jul 1, 2025 Annual 66,625.53 68,624.29 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 GIS Technician I M48 Jul 1, 2026 Annual 68,624.29 70,683.02 72,803.52 74,987.61 77,237.24 79,554.36 81,941.00 84,399.23 86,931.20 GIS Technician I M48 Jul 1, 2027 Annual 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 86,931.21 89,539.13 GIS Technician II M50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 GIS Technician II M50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 GIS Technician II M50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Hazmat Coordinator M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Hazmat Coordinator M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Hazmat Coordinator M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Housing Manager T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.39 131,612.76 135,561.15 139,627.98 143,816.82 148,131.32 Housing Manager T95 Jan 1, 2026 Annual 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 Housing Manager T95 Jan 1, 2027 Annual 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 Housing Manager T95 Jan 1, 2028 Annual 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 161,867.10 Human Resources Director E07 Jul 1, 2025 Annual 163,708.15 170,256.48 177,066.74 184,149.41 191,515.38 199,176.00 Human Resources Director E07 Jul 1, 2026 Annual 168,619.40 175,364.17 182,378.74 189,673.89 197,260.85 205,151.28 Human Resources Director E07 Jul 1, 2027 Annual 173,677.98 180,625.10 187,850.10 195,364.11 203,178.67 211,305.82

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Human Resources Technician I W52 Jul 1, 2025 Annual 73,431.43 75,634.38 77,903.41 80,240.51 82,647.73 85,127.16 87,680.97 90,311.40 93,020.74 Human Resources Technician I W52 Jul 1, 2026 Annual 75,634.38 77,903.41 80,240.51 82,647.73 85,127.16 87,680.97 90,311.40 93,020.74 95,811.37 Human Resources Technician I W52 Jul 1, 2027 Annual 77,903.41 80,240.51 82,647.73 85,127.16 87,680.97 90,311.40 93,020.74 95,811.37 98,685.71 Human Resources Technician II W56 Jul 1, 2025 Annual 80,961.18 83,390.01 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.20 Human Resources Technician II W56 Jul 1, 2026 Annual 83,390.01 85,891.71 88,468.46 91,122.52 93,856.19 96,671.87 99,572.03 102,559.19 105,635.96 Human Resources Technician II W56 Jul 1, 2027 Annual 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.19 105,635.97 108,805.04 Information Services Manager T98 Jan 1, 2025 Annual 125,927.54 129,705.36 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 Information Systems Analyst M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Information Systems Analyst M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Information Systems Analyst M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 Information Systems Technician M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Information Systems Technician M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Information Systems Technician M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Inventory Clerk M38 Jul 1, 2025 Annual 53,474.24 55,078.46 56,730.81 58,432.74 60,185.72 61,991.30 63,851.03 65,766.57 67,739.55 Inventory Clerk M38 Jul 1, 2026 Annual 55,078.46 56,730.81 58,432.73 60,185.72 61,991.29 63,851.03 65,766.56 67,739.56 69,771.74 Inventory Clerk M38 Jul 1, 2027 Annual 56,730.81 58,432.74 60,185.72 61,991.29 63,851.03 65,766.56 67,739.56 69,771.74 71,864.90 Irrigation Systems Coordinator M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Irrigation Systems Coordinator M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Irrigation Systems Coordinator M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Lead Plant Mechanic M54 Jul 1, 2025 Annual 79,017.59 81,388.12 83,829.76 86,344.66 88,935.00 91,603.04 94,351.14 97,181.68 100,097.13 Lead Plant Mechanic M54 Jul 1, 2026 Annual 81,388.12 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 Lead Plant Mechanic M54 Jul 1, 2027 Annual 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 106,193.04 Lead Senior Librarian M56 Jul 1, 2025 Annual 80,961.18 83,390.01 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.20 Lead Senior Librarian M56 Jul 1, 2026 Annual 83,390.01 85,891.71 88,468.46 91,122.52 93,856.19 96,671.87 99,572.03 102,559.19 105,635.96 Lead Senior Librarian M56 Jul 1, 2027 Annual 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.19 105,635.97 108,805.04 Lead Senior Mechanic (Combined Shifts) M61 Jul 1, 2025 Annual 91,462.87 94,206.74 97,032.95 99,943.94 102,942.25 106,030.53 109,211.44 112,487.78 115,862.41 Lead Senior Mechanic (Combined Shifts) M61 Jul 1, 2026 Annual 94,206.75 97,032.94 99,943.94 102,942.26 106,030.52 109,211.44 112,487.78 115,862.42 119,338.28 Lead Senior Mechanic (Combined Shifts) M61 Jul 1, 2027 Annual 97,032.95 99,943.93 102,942.25 106,030.53 109,211.43 112,487.79 115,862.42 119,338.29 122,918.43 Lead Senior Zookeeper M56 Jul 1, 2025 Annual 80,961.18 83,390.01 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.20 Lead Senior Zookeeper M56 Jul 1, 2026 Annual 83,390.01 85,891.71 88,468.46 91,122.52 93,856.19 96,671.87 99,572.03 102,559.19 105,635.96 Lead Senior Zookeeper M56 Jul 1, 2027 Annual 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.19 105,635.97 108,805.04 Legal Analyst E12 Jul 1, 2025 Annual 78,638.70 81,784.25 85,055.62 88,457.84 91,996.15 95,676.00 Legal Analyst E12 Jul 1, 2026 Annual 80,997.86 84,237.77 87,607.28 91,111.58 94,756.04 98,546.28 Legal Analyst E12 Jul 1, 2027 Annual 83,427.79 86,764.91 90,235.50 93,844.92 97,598.72 101,502.67 Librarian M49 Jul 1, 2025 Annual 68,261.39 70,309.23 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 Librarian M49 Jul 1, 2026 Annual 70,309.24 72,418.52 74,591.06 76,828.79 79,133.66 81,507.68 83,952.90 86,471.49 89,065.63 Librarian M49 Jul 1, 2027 Annual 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 89,065.63 91,737.60 Library Assistant M31 Jul 1, 2025 Annual 43,977.31 45,296.62 46,655.53 48,055.19 49,496.85 50,981.76 52,511.20 54,086.54 55,709.14 Library Assistant M31 Jul 1, 2026 Annual 45,296.63 46,655.52 48,055.18 49,496.84 50,981.75 52,511.20 54,086.53 55,709.13 57,380.41 Library Assistant M31 Jul 1, 2027 Annual 46,655.53 48,055.19 49,496.84 50,981.74 52,511.20 54,086.54 55,709.13 57,380.41 59,101.82 Library Director 290 Jul 1, 2025 Annual 132,757.67 138,067.97 143,590.69 149,334.32 155,307.69 161,520.00 Library Director 290 Jul 1, 2026 Annual 136,740.40 142,210.01 147,898.41 153,814.35 159,966.92 166,365.60 Library Director 290 Jul 1, 2027 Annual 140,842.61 146,476.31 152,335.36 158,428.78 164,765.93 171,356.57 Library Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Library Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Library Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Library Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Library Technician M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Library Technician M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Library Technician M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Maintenance Specialist M46 Jul 1, 2025 Annual 71,674.46 73,824.69 76,039.44 78,320.62 80,670.24 83,090.34 85,583.05 88,150.55 90,795.07 Maintenance Specialist M46 Jul 1, 2026 Annual 73,824.70 76,039.44 78,320.63 80,670.24 83,090.35 85,583.06 88,150.55 90,795.07 93,518.92 Maintenance Specialist M46 Jul 1, 2027 Annual 76,039.44 78,320.62 80,670.25 83,090.35 85,583.06 88,150.55 90,795.07 93,518.92 96,324.49 Maintenance Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Maintenance Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Maintenance Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Maintenance Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Maintenance Worker I M38 Jul 1, 2025 Annual 53,474.24 55,078.46 56,730.81 58,432.74 60,185.72 61,991.30 63,851.03 65,766.57 67,739.55 Maintenance Worker I M38 Jul 1, 2026 Annual 55,078.46 56,730.81 58,432.73 60,185.72 61,991.29 63,851.03 65,766.56 67,739.56 69,771.74 Maintenance Worker I M38 Jul 1, 2027 Annual 56,730.81 58,432.74 60,185.72 61,991.29 63,851.03 65,766.56 67,739.56 69,771.74 71,864.90 Maintenance Worker II M44 Jul 1, 2025 Annual 61,921.12 63,778.76 65,692.11 67,662.88 69,692.77 71,783.55 73,937.06 76,155.17 78,439.82 Maintenance Worker II M44 Jul 1, 2026 Annual 63,778.76 65,692.11 67,662.88 69,692.76 71,783.55 73,937.06 76,155.17 78,439.82 80,793.02 Maintenance Worker II M44 Jul 1, 2027 Annual 65,692.12 67,662.88 69,692.77 71,783.55 73,937.06 76,155.17 78,439.83 80,793.02 83,216.81 Management Analyst T84 Jan 1, 2025 Annual 93,634.17 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 Management Analyst T84 Jan 1, 2026 Annual 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 Management Analyst T84 Jan 1, 2027 Annual 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 Management Analyst T84 Jan 1, 2028 Annual 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 129,611.58

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Management Analyst (Confidential) X84 Jul 1, 2025 Annual 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 Management Analyst (Confidential) X84 Jul 1, 2026 Annual 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 Management Analyst (Confidential) X84 Jul 1, 2027 Annual 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 129,611.58 Marketing and Graphics Coordinator M50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 Marketing and Graphics Coordinator M50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 Marketing and Graphics Coordinator M50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Mayor C01 Jul 1, 2025 Annual 4,800.00 8,400.00
Mechanic II M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Mechanic II M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Mechanic II M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Municipal Landscape Services Manager (L&L Dist Mgr)T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Municipal Landscape Services Manager (L&L Dist Mgr)T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Municipal Landscape Services Manager (L&L Dist Mgr)T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Municipal Landscape Services Manager (L&L Dist Mgr)T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Office Assistant M31 Jul 1, 2025 Annual 43,977.31 45,296.62 46,655.53 48,055.19 49,496.85 50,981.76 52,511.20 54,086.54 55,709.14 Office Assistant M31 Jul 1, 2026 Annual 45,296.63 46,655.52 48,055.18 49,496.84 50,981.75 52,511.20 54,086.53 55,709.13 57,380.41 Office Assistant M31 Jul 1, 2027 Annual 46,655.53 48,055.19 49,496.84 50,981.74 52,511.20 54,086.54 55,709.13 57,380.41 59,101.82 Park Planner I M50 Jul 1, 2025 Annual 69,934.65 72,032.69 74,193.66 76,419.47 78,712.05 81,073.42 83,505.62 86,010.79 88,591.12 Park Planner I M50 Jul 1, 2026 Annual 72,032.68 74,193.66 76,419.48 78,712.07 81,073.43 83,505.63 86,010.79 88,591.12 91,248.86 Park Planner I M50 Jul 1, 2027 Annual 74,193.66 76,419.47 78,712.06 81,073.43 83,505.63 86,010.80 88,591.12 91,248.85 93,986.32 Park Planner II M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Park Planner II M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Park Planner II M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Park Planning Manager T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Park Planning Manager T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Park Planning Manager T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Park Planning Manager T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Parks & Recreation Director E06 Jul 1, 2025 Annual 178,414.07 185,550.64 192,972.66 200,691.57 208,719.23 217,068.00 Parks & Recreation Director E06 Jul 1, 2026 Annual 183,766.50 191,117.16 198,761.84 206,712.32 214,980.81 223,580.04 Parks & Recreation Director E06 Jul 1, 2027 Annual 189,279.49 196,850.67 204,724.70 212,913.68 221,430.23 230,287.44 Payroll Specialist W53 Jul 1, 2025 Annual 75,254.85 77,512.50 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.98 95,330.60 Payroll Specialist W53 Jul 1, 2026 Annual 77,512.49 79,837.87 82,233.01 84,699.99 87,241.00 89,858.22 92,553.97 95,330.59 98,190.50 Payroll Specialist W53 Jul 1, 2027 Annual 79,837.87 82,233.01 84,700.00 87,240.99 89,858.23 92,553.97 95,330.58 98,190.50 101,136.22 Payroll Technician W46 Jul 1, 2025 Annual 63,434.59 65,337.63 67,297.76 69,316.69 71,396.19 73,538.08 75,744.22 78,016.55 80,357.04 Payroll Technician W46 Jul 1, 2026 Annual 65,337.63 67,297.76 69,316.69 71,396.19 73,538.08 75,744.22 78,016.55 80,357.04 82,767.76 Payroll Technician W46 Jul 1, 2027 Annual 67,297.76 69,316.69 71,396.19 73,538.08 75,744.22 78,016.55 80,357.04 82,767.76 85,250.79 Plan Check Engineer T89 Jan 1, 2025 Annual 100,833.75 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 Plan Check Engineer T89 Jan 1, 2026 Annual 103,858.76 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 Plan Check Engineer T89 Jan 1, 2027 Annual 106,974.53 110,183.76 113,489.28 116,893.95 120,400.77 124,012.80 127,733.18 131,565.18 135,512.13 Planning Manager T14 Jan 1, 2025 Annual 148,184.91 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 Planning Manager T14 Jan 1, 2026 Annual 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 Planning Manager T14 Jan 1, 2027 Annual 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 Planning Manager T14 Jan 1, 2028 Annual 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 187,716.21 Planning Technician I M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Planning Technician I M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Planning Technician I M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Planning Technician II M45 Jul 1, 2025 Annual 61,911.45 63,768.80 65,681.86 67,652.31 69,681.88 71,772.33 73,925.51 76,143.27 78,427.57 Planning Technician II M45 Jul 1, 2026 Annual 63,768.79 65,681.85 67,652.31 69,681.88 71,772.33 73,925.51 76,143.27 78,427.56 80,780.39 Planning Technician II M45 Jul 1, 2027 Annual 65,681.86 67,652.31 69,681.88 71,772.33 73,925.50 76,143.27 78,427.57 80,780.39 83,203.80 Police Comm Svcs Officer 34P Jan 1, 2025 Annual 58,390.38 61,309.90 62,842.65 64,413.70 66,024.05 67,674.65 69,366.52 71,100.69 72,878.20 74,700.15 76,567.66 78,481.85 Police Comm Svcs Officer 34P Jan 1, 2026 Annual 61,645.64 64,727.92 66,346.12 68,004.77 69,704.89 71,447.51 73,233.70 75,064.54 76,941.15 78,864.68 80,836.30 82,857.21 Police Comm Svcs Officer 34P Jan 1, 2027 Annual 65,082.38 68,336.50 70,044.91 71,796.04 73,590.94 75,430.71 77,316.48 79,249.39 81,230.62 83,261.39 85,342.92 87,476.50 Police Comm Svcs Officer 34P Jan 1, 2028 Annual 68,710.72 72,146.26 73,949.92 75,798.66 77,693.63 79,635.97 81,626.87 83,667.54 85,759.23 87,903.21 90,100.79 92,353.31 Police Commander 91O Jan 1, 2025 Annual 180,835.71 189,877.76 199,370.69 209,339.97 219,806.81 Police Commander 91O Jan 1, 2026 Annual 191,848.50 201,440.92 211,512.97 222,088.61 233,193.04 Police Commander 91O Jan 1, 2027 Annual 201,556.03 211,633.83 222,215.52 233,326.30 244,992.61 Police Commander 91O Jan 1, 2028 Annual 207,602.71 217,982.85 228,881.99 240,326.09 252,342.39 Police Corporal - C 48P Jan 1, 2025 Annual 95,315.51 98,174.97 101,120.23 104,153.83 107,278.45 110,496.81 113,811.70 117,226.06 120,742.84 Police Corporal - C 48P Jan 1, 2026 Annual 102,101.98 105,165.04 108,319.99 111,569.59 114,916.67 118,364.17 121,915.10 125,572.55 129,339.73 Police Corporal - C 48P Jan 1, 2027 Annual 107,794.16 111,027.99 114,358.83 117,789.59 121,323.28 124,962.98 128,711.87 132,573.22 136,550.42 Police Corporal - C 48P Jan 1, 2028 Annual 113,803.69 117,217.80 120,734.33 124,356.36 128,087.05 131,929.66 135,887.55 139,964.18 144,163.10 Police Lieutenant 89A Jan 1, 2025 Annual 160,612.83 168,642.79 177,074.82 185,929.09 195,225.76 Police Lieutenant 89A Jan 1, 2026 Annual 170,394.03 178,913.73 187,859.42 197,252.39 207,115.01 Police Lieutenant 89A Jan 1, 2027 Annual 179,015.97 187,966.76 197,365.10 207,233.36 217,595.02 Police Lieutenant 89A Jan 1, 2028 Annual 184,386.44 193,605.77 203,286.06 213,450.36 224,122.88 Police Officer 44P Jan 1, 2025 Annual 89,145.16 91,819.52 94,574.09 97,411.32 100,333.66 103,343.67 106,443.97 109,637.30 112,926.41 Police Officer 44P Jan 1, 2026 Annual 95,492.29 98,357.06 101,307.77 104,347.01 107,477.42 110,701.74 114,022.79 117,443.47 120,966.78

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Police Officer 44P Jan 1, 2027 Annual 100,815.99 103,840.47 106,955.68 110,164.35 113,469.28 116,873.36 120,379.56 123,990.95 127,710.68 Police Officer 44P Jan 1, 2028 Annual 106,436.48 109,629.57 112,918.46 116,306.01 119,795.20 123,389.05 127,090.72 130,903.44 134,830.55 Police Officer Recruit 42P Jul 1, 2025 Annual 64,316.17 Police Officer Recruit 42P Jul 1, 2026 Annual 66,245.66 Police Officer Recruit 42P Jul 1, 2027 Annual 68,233.02 Police Pre-Service Officer 41P Jan 1, 2025 Annual 78,587.37 Police Pre-Service Officer 41P Jan 1, 2026 Annual 84,182.79 Police Pre-Service Officer 41P Jan 1, 2027 Annual 88,875.98 Police Pre-Service Officer 41P Jan 1, 2028 Annual 93,830.82 Police Records Clerk - A 33P Jan 2, 2025 Annual 51,382.52 53,957.86 56,637.11 59,482.42 62,452.50 65,575.13 67,214.51 Police Records Clerk - A 33P Jan 1, 2026 Annual 52,923.99 55,576.60 58,336.22 61,266.89 64,326.07 67,542.38 69,230.94 Police Records Clerk - A 33P Jan 1, 2027 Annual 54,511.71 57,243.90 60,086.31 63,104.90 66,255.85 69,568.66 71,307.87 Police Records Clerk - A 33P Jan 1, 2028 Annual 56,147.06 58,961.21 61,888.90 64,998.04 68,243.53 71,655.72 73,447.11 Police Records Clerk - B 33P Jan 2, 2025 Annual 51,014.65 52,290.02 53,597.27 54,937.19 56,310.62 57,718.38 59,161.34 60,640.38 62,156.38 63,710.31 65,303.05 65,575.13 67,214.51 Police Records Clerk - B 33P Jan 1, 2026 Annual 52,545.09 53,858.72 55,205.19 56,585.31 57,999.94 59,449.93 60,936.18 62,459.59 64,021.07 65,621.62 67,262.15 67,542.38 69,230.94 Police Records Clerk - B 33P Jan 1, 2027 Annual 54,121.44 55,474.48 56,861.34 58,282.87 59,739.93 61,233.43 62,764.27 64,333.38 65,941.70 67,590.26 69,280.01 69,568.66 71,307.87 Police Records Clerk - B 33P Jan 1, 2028 Annual 55,745.08 57,138.72 58,567.18 60,031.35 61,532.13 63,070.43 64,647.20 66,263.38 67,919.95 69,617.97 71,358.41 71,655.72 73,447.11 Police Records Supervisor - A 51P Jan 1, 2025 Annual 63,476.20 66,639.64 69,964.67 73,474.46 77,145.92 81,003.21 83,028.30 Police Records Supervisor - A 51P Jan 1, 2026 Annual 65,380.49 68,638.83 72,063.61 75,678.70 79,460.30 83,433.31 85,520.18 Police Records Supervisor - A 51P Jan 1, 2027 Annual 67,341.90 70,697.99 74,225.52 77,949.06 81,844.11 85,936.31 88,085.78 Police Records Supervisor - A 51P Jan 1, 2028 Annual 69,362.16 72,818.93 76,452.29 80,287.53 84,299.43 88,514.40 90,728.35 Police Records Supervisor - B 51P Jan 1, 2025 Annual 63,021.75 64,597.30 66,212.23 67,867.52 69,564.22 71,303.33 73,085.90 74,913.06 76,785.89 78,705.53 80,673.17 81,003.67 83,028.77 Police Records Supervisor - B 51P Jan 1, 2026 Annual 64,912.40 66,535.22 68,198.60 69,903.55 71,651.15 73,442.43 75,278.48 77,160.45 79,089.47 81,066.70 83,093.37 83,433.78 85,519.63 Police Records Supervisor - B 51P Jan 1, 2027 Annual 66,859.77 68,531.27 70,244.56 72,000.66 73,800.68 75,645.71 77,536.83 79,475.27 81,462.15 83,498.70 85,586.17 85,936.80 88,085.22 Police Records Supervisor - B 51P Jan 1, 2028 Annual 68,865.57 70,587.21 72,351.90 74,160.68 76,014.70 77,915.08 79,862.94 81,859.52 83,906.02 86,003.66 88,153.75 88,514.90 90,727.78 Police Sergeant - C 54P Jan 1, 2025 Annual 108,262.28 111,510.15 114,855.45 118,301.12 121,850.16 125,505.66 129,270.83 133,148.95 137,143.42 Police Sergeant - C 54P Jan 1, 2026 Annual 115,970.55 119,449.67 123,033.16 126,724.16 130,525.88 134,441.66 138,474.91 142,629.15 146,908.03 Police Sergeant - C 54P Jan 1, 2027 Annual 122,435.91 126,108.99 129,892.26 133,789.03 137,802.70 141,936.78 146,194.88 150,580.73 155,098.15 Police Sergeant - C 54P Jan 1, 2028 Annual 129,261.72 133,139.57 137,133.75 141,247.77 145,485.20 149,849.76 154,345.25 158,975.61 163,744.87 Police Volunteer Coordinator - A 51P Jan 1, 2025 Annual 63,476.20 66,639.64 69,964.67 73,474.46 77,145.92 81,003.21 83,028.30 Police Volunteer Coordinator - A 51P Jan 1, 2026 Annual 65,380.49 68,638.83 72,063.61 75,678.70 79,460.30 83,433.31 85,520.18 Police Volunteer Coordinator - A 51P Jan 1, 2027 Annual 67,341.90 70,697.99 74,225.52 77,949.06 81,844.11 85,936.31 88,085.78 Police Volunteer Coordinator - A 51P Jan 1, 2028 Annual 69,362.16 72,818.93 76,452.29 80,287.53 84,299.43 88,514.40 90,728.35 Police Volunteer Coordinator - B 51P Jan 1, 2025 Annual 63,021.75 64,597.30 66,212.23 67,867.52 69,564.22 71,303.33 73,085.90 74,913.06 76,785.89 78,705.53 80,673.17 81,003.67 83,028.77 Police Volunteer Coordinator - B 51P Jan 1, 2026 Annual 64,912.40 66,535.22 68,198.60 69,903.55 71,651.15 73,442.43 75,278.48 77,160.45 79,089.47 81,066.70 83,093.37 83,433.78 85,519.53 Police Volunteer Coordinator - B 51P Jan 1, 2027 Annual 66,859.77 68,531.27 70,244.56 72,000.66 73,800.68 75,645.71 77,536.83 79,475.27 81,462.15 83,498.70 85,586.17 85,936.80 88,085.12 Police Volunteer Coordinator - B 51P Jan 1, 2028 Annual 68,865.57 70,587.21 72,351.90 74,160.68 76,014.70 77,915.08 79,862.94 81,859.52 83,906.02 86,003.66 88,153.75 88,514.90 90,727.67 Principal Civil Engineer T98 Jan 1, 2025 Annual 125,927.54 129,705.36 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 Principal Civil Engineer T99 Jan 1, 2026 Annual 136,190.63 140,276.35 144,484.64 148,819.18 153,283.76 157,882.27 162,618.74 167,497.30 172,522.22 Principal Civil Engineer T99 Jan 1, 2027 Annual 140,276.35 144,484.64 148,819.18 153,283.76 157,882.27 162,618.74 167,497.30 172,522.22 177,697.89 Principal Civil Engineer T99 Jan 1, 2028 Annual 144,484.64 148,819.18 153,283.76 157,882.27 162,618.74 167,497.30 172,522.22 177,697.89 183,028.82 Principal Planner T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 Principal Planner T95 Jan 1, 2026 Annual 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 Principal Planner T95 Jan 1, 2027 Annual 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 Principal Planner T95 Jan 1, 2028 Annual 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 161,867.10 Process Improvement Specialist M56 Jul 1, 2025 Annual 80,961.18 83,390.01 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.20 Process Improvement Specialist M56 Jul 1, 2026 Annual 83,390.01 85,891.71 88,468.46 91,122.52 93,856.19 96,671.87 99,572.03 102,559.19 105,635.96 Process Improvement Specialist M56 Jul 1, 2027 Annual 85,891.71 88,468.46 91,122.51 93,856.19 96,671.88 99,572.03 102,559.19 105,635.97 108,805.04 Property / Evidence Technician - A 33P Jan 2, 2025 Annual 51,382.52 53,957.86 56,637.11 59,482.42 62,452.50 65,575.13 67,214.51 Property / Evidence Technician - A 33P Jan 1, 2026 Annual 52,923.99 55,576.60 58,336.22 61,266.89 64,326.07 67,542.38 69,230.94 Property / Evidence Technician - A 33P Jan 1, 2027 Annual 54,511.71 57,243.90 60,086.31 63,104.90 66,255.85 69,568.66 71,307.87 Property / Evidence Technician - A 33P Jan 1, 2028 Annual 56,147.06 58,961.21 61,888.90 64,998.04 68,243.53 71,655.72 73,447.11 Property / Evidence Technician - B 33P Jan 2, 2025 Annual 51,014.65 52,290.02 53,597.27 54,937.19 56,310.62 57,718.38 59,161.34 60,640.38 62,156.38 63,710.31 65,303.05 65,575.13 67,214.51 Property / Evidence Technician - B 33P Jan 1, 2026 Annual 51,477.08 52,764.00 54,083.10 55,435.18 56,821.06 58,241.59 59,697.63 61,190.07 62,719.82 64,287.81 65,895.01 67,542.38 69,230.94 Property / Evidence Technician - B 33P Jan 1, 2027 Annual 53,021.39 54,346.92 55,705.60 57,098.23 58,525.69 59,988.83 61,488.55 63,025.77 64,601.41 66,216.45 67,871.86 69,568.65 71,307.87 Property / Evidence Technician - B 33P Jan 1, 2028 Annual 54,612.03 55,977.33 57,376.76 58,811.18 60,281.46 61,788.50 63,333.21 64,916.54 66,539.45 68,202.94 69,908.01 71,655.71 73,447.11 Public Works Director 260 Jul 1, 2025 Annual 193,869.59 201,624.37 209,689.35 218,076.92 226,800.00 235,872.00 Public Works Director 260 Jul 1, 2026 Annual 199,685.68 207,673.11 215,980.03 224,619.23 233,604.00 242,948.16 Public Works Director 260 Jul 1, 2027 Annual 205,676.25 213,903.30 222,459.43 231,357.81 240,612.12 250,236.60 Public Works Section Manager T98 Jan 1, 2025 Annual 125,927.54 129,705.36 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 Public Works Section Manager T98 Jan 1, 2026 Annual 129,705.36 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 164,306.88 Public Works Section Manager T98 Jan 1, 2027 Annual 133,596.53 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 164,306.88 169,236.08 Public Works Section Manager T98 Jan 1, 2028 Annual 137,604.42 141,732.55 145,984.53 150,364.07 154,874.99 159,521.24 164,306.88 169,236.08 174,313.16 Public Works Section Manager - Engineer T14 Jan 1, 2025 Annual 148,184.91 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 Public Works Section Manager - Engineer T14 Jan 1, 2026 Annual 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 Public Works Section Manager - Engineer T14 Jan 1, 2027 Annual 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 Public Works Section Manager - Engineer T14 Jan 1, 2028 Annual 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 187,716.21

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Recreation & Community Services Manager (Recreation Mgr) T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Recreation & Community Services Manager (Recreation Mgr) T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Recreation & Community Services Manager (Recreation Mgr) T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Recreation & Community Services Manager (Recreation Mgr) T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Recreation Coordinator I M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Recreation Coordinator I M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Recreation Coordinator I M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11 Recreation Coordinator II M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Recreation Coordinator II M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Recreation Coordinator II M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Recreation Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Recreation Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Recreation Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Recreation Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Refuse Driver M42 Jul 1, 2025 Annual 63,469.15 65,373.22 67,334.42 69,354.45 71,435.09 73,578.14 75,785.49 78,059.05 80,400.82 Refuse Driver M42 Jul 1, 2026 Annual 65,373.23 67,334.42 69,354.45 71,435.08 73,578.14 75,785.48 78,059.05 80,400.82 82,812.85 Refuse Driver M42 Jul 1, 2027 Annual 67,334.43 69,354.45 71,435.09 73,578.13 75,785.49 78,059.05 80,400.82 82,812.84 85,297.23 Revenue Services Supervisor X96 Jul 1, 2025 Annual 123,455.44 127,159.11 130,973.88 134,903.09 138,950.19 143,118.69 147,412.25 151,834.62 156,389.66 Revenue Technician II M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Revenue Technician II M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Revenue Technician II M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11 Senior Building Inspector M58 Jul 1, 2025 Annual 85,015.67 87,566.14 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 Senior Building Inspector M58 Jul 1, 2026 Annual 87,566.14 90,193.13 92,898.92 95,685.89 98,556.47 101,513.16 104,558.56 107,695.30 110,926.17 Senior Building Inspector M58 Jul 1, 2027 Annual 90,193.12 92,898.92 95,685.89 98,556.46 101,513.16 104,558.55 107,695.31 110,926.16 114,253.96 Senior Building Tradesworker M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Senior Building Tradesworker M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Senior Building Tradesworker M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Senior Civil Engineer T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 Senior Civil Engineer T97 Jan 1, 2026 Annual 126,466.53 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 Senior Civil Engineer T97 Jan 1, 2027 Annual 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 Senior Civil Engineer T97 Jan 1, 2028 Annual 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 169,960.45 Senior Communications & Marketing Specialist M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Senior Communications & Marketing Specialist M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Senior Communications & Marketing Specialist M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 Senior Construction Inspector M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Senior Construction Inspector M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Senior Construction Inspector M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Senior Environmental Specialist M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Senior Environmental Specialist M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Senior Environmental Specialist M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Senior Equipment Mechanic M54 Jul 1, 2025 Annual 79,017.59 81,388.12 83,829.76 86,344.66 88,935.00 91,603.04 94,351.14 97,181.68 100,097.13 Senior Equipment Mechanic M54 Jul 1, 2026 Annual 81,388.12 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 Senior Equipment Mechanic M54 Jul 1, 2027 Annual 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 106,193.04 Senior Financial Analyst X94 Jul 1, 2025 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Senior Financial Analyst X94 Jul 1, 2026 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Senior Financial Analyst X94 Jul 1, 2027 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Senior Librarian M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Senior Librarian M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Senior Librarian M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Senior Maintenance Specialist M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Senior Maintenance Specialist M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Senior Maintenance Specialist M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Senior Maintenance Worker M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Senior Maintenance Worker M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Senior Maintenance Worker M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Senior Management Analyst T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Senior Management Analyst T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Senior Management Analyst T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Senior Management Analyst T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Senior Management Analyst (Confidential) X94 Jul 1, 2025 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Senior Management Analyst (Confidential) X94 Jul 1, 2026 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Senior Management Analyst (Confidential) X94 Jul 1, 2027 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Senior Office Assistant M41 Jul 1, 2025 Annual 56,162.28 57,847.16 59,582.57 61,370.04 63,211.15 65,107.48 67,060.71 69,072.53 71,144.71 Senior Office Assistant M41 Jul 1, 2026 Annual 57,847.15 59,582.57 61,370.04 63,211.14 65,107.47 67,060.70 69,072.52 71,144.70 73,279.04 Senior Office Assistant M41 Jul 1, 2027 Annual 59,582.57 61,370.04 63,211.14 65,107.48 67,060.70 69,072.52 71,144.69 73,279.04 75,477.41 Senior Park Planner T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Senior Park Planner T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Senior Park Planner T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Senior Park Planner T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Senior Planner T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Senior Planner T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Senior Planner T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Senior Planner T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Senior Police Records Clerk - A 40P Jan 1, 2025 Annual 57,651.19 60,533.80 63,560.92 66,739.00 70,075.93 73,579.72 75,419.21 Senior Police Records Clerk - A 40P Jan 1, 2026 Annual 59,380.73 62,349.81 65,467.75 68,741.17 72,178.21 75,787.11 77,681.78 Senior Police Records Clerk - A 40P Jan 1, 2027 Annual 61,162.15 64,220.31 67,431.78 70,803.40 74,343.56 78,060.72 80,012.23 Senior Police Records Clerk - A 40P Jan 1, 2028 Annual 62,997.01 66,146.92 69,454.74 72,927.50 76,573.86 80,402.55 82,412.60 Senior Police Records Clerk - B 40P Jan 1, 2025 Annual 54,512.82 55,875.63 57,272.51 58,704.33 60,171.94 61,676.25 63,218.13 64,798.60 66,418.57 68,079.03 69,781.01 70,705.47 72,473.12 Senior Police Records Clerk - B 40P Jan 1, 2026 Annual 55,504.45 56,892.06 58,314.36 59,772.22 61,266.53 62,798.19 64,368.15 65,977.35 67,626.78 69,317.45 71,050.39 72,826.65 74,647.32 Senior Police Records Clerk - B 40P Jan 1, 2027 Annual 57,169.58 58,598.82 60,063.79 61,565.39 63,104.52 64,682.14 66,299.19 67,956.67 69,655.59 71,396.98 73,181.90 75,011.45 76,886.73 Senior Police Records Clerk - B 40P Jan 1, 2028 Annual 58,884.67 60,356.79 61,865.71 63,412.35 64,997.66 66,622.60 68,288.17 69,995.37 71,745.25 73,538.89 75,377.36 77,261.79 79,193.34 Senior Recreation Coordinator M55 Jul 1, 2025 Annual 79,009.05 81,379.33 83,820.70 86,335.33 88,925.39 91,593.15 94,340.95 97,171.17 100,086.31 Senior Recreation Coordinator M55 Jul 1, 2026 Annual 81,379.32 83,820.71 86,335.32 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 Senior Recreation Coordinator M55 Jul 1, 2027 Annual 83,820.70 86,335.33 88,925.38 91,593.14 94,340.94 97,171.16 100,086.30 103,088.89 106,181.56 Senior Refuse Driver M48 Jul 1, 2025 Annual 66,625.53 68,624.29 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 Senior Refuse Driver M48 Jul 1, 2026 Annual 68,624.29 70,683.02 72,803.52 74,987.61 77,237.24 79,554.36 81,941.00 84,399.23 86,931.20 Senior Refuse Driver M48 Jul 1, 2027 Annual 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 86,931.21 89,539.13 Senior Revenue Technician M48 Jul 1, 2025 Annual 66,625.53 68,624.29 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 Senior Revenue Technician M48 Jul 1, 2026 Annual 68,624.29 70,683.02 72,803.52 74,987.61 77,237.24 79,554.36 81,941.00 84,399.23 86,931.20 Senior Revenue Technician M48 Jul 1, 2027 Annual 70,683.02 72,803.51 74,987.62 77,237.24 79,554.36 81,940.99 84,399.23 86,931.21 89,539.13 Senior Traffic Control & Light M59 Jul 1, 2025 Annual 87,107.49 89,720.71 92,412.33 95,184.71 98,040.24 100,981.45 104,010.89 107,131.22 110,345.15 Senior Traffic Control & Light M59 Jul 1, 2026 Annual 89,720.72 92,412.33 95,184.70 98,040.25 100,981.44 104,010.90 107,131.22 110,345.16 113,655.51 Senior Traffic Control & Light M59 Jul 1, 2027 Annual 92,412.34 95,184.70 98,040.24 100,981.46 104,010.89 107,131.22 110,345.16 113,655.51 117,065.17 Senior Traffic Signal Technician M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Senior Traffic Signal Technician M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Senior Traffic Signal Technician M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Senior Trails Planner T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Senior Trails Planner T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Senior Trails Planner T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Senior Trails Planner T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Senior Wastewater Collection Technician M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Senior Wastewater Collection Technician M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Senior Wastewater Collection Technician M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 Senior Water Utility Worker M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Senior Water Utility Worker M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Senior Water Utility Worker M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 Solid Waste Manager T96 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Solid Waste Manager T96 Jan 1, 2026 Annual 123,381.99 127,083.45 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 Solid Waste Manager T96 Jan 1, 2027 Annual 127,083.45 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 160,985.52 Solid Waste Manager T96 Jan 1, 2028 Annual 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 160,985.52 165,815.08 Solid Waste Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Solid Waste Supervisor T93 Jan 1, 2026 Annual 111,711.51 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 Solid Waste Supervisor T93 Jan 1, 2027 Annual 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 Solid Waste Supervisor T93 Jan 1, 2028 Annual 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 150,130.93 Streets Operations Manager T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Streets Operations Manager T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Streets Operations Manager T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Streets Operations Manager T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Streets Operations Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Streets Operations Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Streets Operations Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Streets Operations Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Traffic Control & Lighting Technician I M54 Jul 1, 2025 Annual 79,017.59 81,388.12 83,829.76 86,344.66 88,935.00 91,603.04 94,351.14 97,181.68 100,097.13 Traffic Control & Lighting Technician I M54 Jul 1, 2026 Annual 81,388.12 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 Traffic Control & Lighting Technician I M54 Jul 1, 2027 Annual 83,829.76 86,344.66 88,935.00 91,603.05 94,351.14 97,181.68 100,097.13 103,100.04 106,193.04 Traffic Control & Lighting Technician II M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Traffic Control & Lighting Technician II M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Traffic Control & Lighting Technician II M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Traffic Control Device Technician M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Traffic Control Device Technician M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Traffic Control Device Technician M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Traffic Control/Lighting Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Traffic Control/Lighting Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Traffic Control/Lighting Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Traffic Control/Lighting Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Urban Forester T84 Jan 1, 2025 Annual 93,634.17 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 Urban Forester T84 Jan 1, 2026 Annual 96,443.19 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 Urban Forester T84 Jan 1, 2027 Annual 99,336.49 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 Urban Forester T84 Jan 1, 2028 Annual 102,316.58 105,386.08 108,547.66 111,804.09 115,158.21 118,612.96 122,171.35 125,836.49 129,611.58 Utilities Director 265 Jul 1, 2025 Annual 210,064.84 218,467.44 227,206.13 236,294.38 245,746.15 255,576.00 Utilities Director 265 Jul 1, 2026 Annual 216,366.79 225,021.46 234,022.32 243,383.21 253,118.54 263,243.28 Utilities Director 265 Jul 1, 2027 Annual 222,857.79 231,772.10 241,042.99 250,684.71 260,712.09 271,140.58 Utilities Technician M49 Jul 1, 2025 Annual 68,261.39 70,309.23 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 Utilities Technician M49 Jul 1, 2026 Annual 70,309.24 72,418.52 74,591.06 76,828.79 79,133.66 81,507.68 83,952.90 86,471.49 89,065.63 Utilities Technician M49 Jul 1, 2027 Annual 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 89,065.63 91,737.60 Utility Maintenance Manager T96 Jan 1, 2026 Annual 123,381.99 127,083.45 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 Utility Maintenance Manager T96 Jan 1, 2027 Annual 127,083.45 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 160,985.52 Utility Maintenance Manager T96 Jan 1, 2028 Annual 130,895.96 134,822.83 138,867.52 143,033.55 147,324.55 151,744.29 156,296.62 160,985.52 165,815.08 Utility Maintenance Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Utility Maintenance Supervisor T93 Jan 1, 2026 Annual 111,711.51 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 Utility Maintenance Supervisor T93 Jan 1, 2027 Annual 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 Utility Maintenance Supervisor T93 Jan 1, 2028 Annual 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 150,130.93 Utility Manager - Engineer T16 Jul 1, 2025 Annual 155,686.77 160,357.37 165,168.09 170,123.13 175,226.84 180,483.64 Utility Manager - Engineer T16 Jan 1, 2026 Annual 160,357.37 165,168.09 170,123.13 175,226.83 180,483.63 185,898.15 Utility Manager - Engineer T16 Jan 1, 2027 Annual 165,168.10 170,123.14 175,226.83 180,483.64 185,898.15 191,475.09 Utility Manager - Engineer T16 Jan 1, 2028 Annual 170,123.14 175,226.83 180,483.64 185,898.15 191,475.09 197,219.35 Utility Section Manager - Engineer T14 Jan 1, 2025 Annual 148,184.91 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 Utility Section Manager - Engineer T14 Jan 1, 2026 Annual 152,630.46 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 Utility Section Manager - Engineer T14 Jan 1, 2027 Annual 157,209.37 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 Utility Section Manager - Engineer T14 Jan 1, 2028 Annual 161,925.65 166,783.42 171,786.93 176,940.53 182,248.75 187,716.21 Vice Mayor C01 Jan 1, 2025 Annual 4,800.00 7,200.00
Wastewater Collection Manager T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 Wastewater Collection Manager T97 Jan 1, 2026 Annual 126,466.53 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 Wastewater Collection Manager T97 Jan 1, 2027 Annual 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 Wastewater Collection Manager T97 Jan 1, 2028 Annual 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 169,960.45 Wastewater Collection Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Wastewater Collection Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Wastewater Collection Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Wastewater Collection Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Wastewater Collection Technician I M47 Jul 1, 2025 Annual 65,000.61 66,950.62 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 Wastewater Collection Technician I M47 Jul 1, 2026 Annual 66,950.63 68,959.15 71,027.92 73,158.76 75,353.53 77,614.13 79,942.55 82,340.83 84,811.06 Wastewater Collection Technician I M47 Jul 1, 2027 Annual 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 84,811.05 87,355.39 Wastewater Collection Technician II M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Wastewater Collection Technician II M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Wastewater Collection Technician II M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Wastewater Collection Technician III M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Wastewater Collection Technician III M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Wastewater Collection Technician III M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Water Distribution Chief Operator M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Water Distribution Chief Operator M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Water Distribution Chief Operator M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32 Water Distribution Manager T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 Water Distribution Manager T95 Jan 1, 2026 Annual 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 Water Distribution Manager T95 Jan 1, 2027 Annual 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 Water Distribution Manager T95 Jan 1, 2028 Annual 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 152,575.27 157,152.53 161,867.10 Water Distribution Operator I M47 Jul 1, 2025 Annual 65,000.61 66,950.62 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 Water Distribution Operator I M47 Jul 1, 2026 Annual 66,950.63 68,959.15 71,027.92 73,158.76 75,353.53 77,614.13 79,942.55 82,340.83 84,811.06 Water Distribution Operator I M47 Jul 1, 2027 Annual 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 84,811.05 87,355.39 Water Distribution Operator II M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Water Distribution Operator II M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Water Distribution Operator II M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Water Distribution Operator III M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Water Distribution Operator III M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Water Distribution Operator III M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Water Distribution Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Water Distribution Supervisor T93 Jan 1, 2026 Annual 111,711.51 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 Water Distribution Supervisor T93 Jan 1, 2027 Annual 115,062.86 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 Water Distribution Supervisor T93 Jan 1, 2028 Annual 118,514.75 122,070.19 125,732.29 129,504.26 133,389.39 137,391.07 141,512.80 145,758.19 150,130.93 Water Management Coordinator M60 Jul 1, 2025 Annual 89,263.24 91,941.14 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 Water Management Coordinator M60 Jul 1, 2026 Annual 91,941.13 94,699.37 97,540.35 100,466.57 103,480.56 106,584.97 109,782.52 113,076.00 116,468.27 Water Management Coordinator M60 Jul 1, 2027 Annual 94,699.37 97,540.35 100,466.56 103,480.56 106,584.98 109,782.52 113,076.00 116,468.28 119,962.32

12/09/2025 Item No.25.

Effective Time
Job Title Range Date Base Step 01 Step 02 Step 03 Step 04 Step 05 Step 06 Step 07 Step 08 Step 09 Step 10 Step 11 Step 12 Step 13

CITY OF FOLSOM

POSITION CONTROL LISTING
SALARY SCHEDULE AS OF JANUARY 1, 2025
Water Management Specialist M49 Jul 1, 2025 Annual 68,261.39 70,309.23 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 Water Management Specialist M49 Jul 1, 2026 Annual 70,309.24 72,418.52 74,591.06 76,828.79 79,133.66 81,507.68 83,952.90 86,471.49 89,065.63 Water Management Specialist M49 Jul 1, 2027 Annual 72,418.51 74,591.07 76,828.80 79,133.66 81,507.67 83,952.91 86,471.49 89,065.63 91,737.60 Water Quality Technician M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Water Treatment Plant Chief Operator (Shift) M62 Jul 1, 2025 Annual 93,726.40 96,538.19 99,434.34 102,417.37 105,489.89 108,654.59 111,914.22 115,271.65 118,729.79 Water Treatment Plant Chief Operator (Shift) M62 Jul 1, 2026 Annual 96,538.19 99,434.34 102,417.37 105,489.89 108,654.59 111,914.22 115,271.65 118,729.80 122,291.69 Water Treatment Plant Chief Operator (Shift) M62 Jul 1, 2027 Annual 99,434.33 102,417.37 105,489.89 108,654.59 111,914.22 115,271.65 118,729.80 122,291.70 125,960.44 Water Treatment Plant Manager T95 Jan 1, 2025 Annual 116,936.24 120,444.33 124,057.66 127,779.38 131,612.77 135,561.15 139,627.98 143,816.82 148,131.33 Water Treatment Plant Manager T97 Jan 1, 2026 Annual 126,466.53 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 Water Treatment Plant Manager T97 Jan 1, 2027 Annual 130,260.53 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 Water Treatment Plant Manager T97 Jan 1, 2028 Annual 134,168.35 138,193.40 142,339.20 146,609.38 151,007.66 155,537.89 160,204.02 165,010.14 169,960.45 Water Treatment Plant Mechanic M51 Jul 1, 2025 Annual 71,672.30 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 Water Treatment Plant Mechanic M51 Jul 1, 2026 Annual 73,822.47 76,037.15 78,318.26 80,667.81 83,087.84 85,580.48 88,147.89 90,792.33 93,516.09 Water Treatment Plant Mechanic M51 Jul 1, 2027 Annual 76,037.15 78,318.26 80,667.81 83,087.84 85,580.47 88,147.89 90,792.33 93,516.10 96,321.57 Water Treatment Plant Operator I M47 Jul 1, 2025 Annual 65,000.61 66,950.62 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 Water Treatment Plant Operator I M47 Jul 1, 2026 Annual 66,950.63 68,959.15 71,027.92 73,158.76 75,353.53 77,614.13 79,942.55 82,340.83 84,811.06 Water Treatment Plant Operator I M47 Jul 1, 2027 Annual 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 84,811.05 87,355.39 Water Treatment Plant Operator II M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Water Treatment Plant Operator II M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Water Treatment Plant Operator II M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Water Treatment Plant Operator III M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Water Treatment Plant Operator III M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Water Treatment Plant Operator III M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Water Treatment Plant Supervisor T91 Jan 1, 2025 Annual 103,293.12 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 Water Treatment Plant Supervisor T91 Jan 1, 2026 Annual 106,391.91 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 Water Treatment Plant Supervisor T91 Jan 1, 2027 Annual 109,583.67 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 Water Treatment Plant Supervisor T91 Jan 1, 2028 Annual 112,871.18 116,257.31 119,745.03 123,337.39 127,037.51 130,848.63 134,774.09 138,817.31 142,981.83 Water Utility Worker I M47 Jul 1, 2025 Annual 65,000.61 66,950.62 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 Water Utility Worker I M47 Jul 1, 2026 Annual 66,950.63 68,959.15 71,027.92 73,158.76 75,353.53 77,614.13 79,942.55 82,340.83 84,811.06 Water Utility Worker I M47 Jul 1, 2027 Annual 68,959.15 71,027.92 73,158.76 75,353.52 77,614.13 79,942.55 82,340.83 84,811.05 87,355.39 Water Utility Worker II M52 Jul 1, 2025 Annual 75,255.91 77,513.60 79,839.00 82,234.17 84,701.20 87,242.23 89,859.51 92,555.29 95,331.95 Water Utility Worker II M52 Jul 1, 2026 Annual 77,513.60 79,839.01 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 Water Utility Worker II M52 Jul 1, 2027 Annual 79,839.00 82,234.18 84,701.20 87,242.24 89,859.51 92,555.29 95,331.95 98,191.91 101,137.67 Water Utility Worker III M57 Jul 1, 2025 Annual 82,959.51 85,448.30 88,011.74 90,652.09 93,371.66 96,172.81 99,057.99 102,029.73 105,090.63 Water Utility Worker III M57 Jul 1, 2026 Annual 85,448.30 88,011.74 90,652.10 93,371.66 96,172.80 99,058.00 102,029.73 105,090.63 108,243.34 Water Utility Worker III M57 Jul 1, 2027 Annual 88,011.75 90,652.09 93,371.66 96,172.81 99,057.99 102,029.74 105,090.63 108,243.34 111,490.64 Zoo Manager T94 Jan 1, 2025 Annual 114,084.13 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 Zoo Manager T94 Jan 1, 2026 Annual 117,506.66 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 Zoo Manager T94 Jan 1, 2027 Annual 121,031.86 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 Zoo Manager T94 Jan 1, 2028 Annual 124,662.81 128,402.70 132,254.78 136,222.42 140,309.10 144,518.37 148,853.92 153,319.54 157,919.12 Zoo Supervisor T86 Jan 1, 2025 Annual 98,374.40 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 Zoo Supervisor T86 Jan 1, 2026 Annual 101,325.63 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 Zoo Supervisor T86 Jan 1, 2027 Annual 104,365.40 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 Zoo Supervisor T86 Jan 1, 2028 Annual 107,496.36 110,721.25 114,042.89 117,464.18 120,988.10 124,617.74 128,356.28 132,206.97 136,173.17 Zookeeper I M37 Jul 1, 2025 Annual 50,927.84 52,455.68 54,029.34 55,650.23 57,319.73 59,039.33 60,810.51 62,634.82 64,513.86 Zookeeper I M37 Jul 1, 2026 Annual 52,455.67 54,029.34 55,650.23 57,319.73 59,039.32 60,810.50 62,634.82 64,513.86 66,449.28 Zookeeper I M37 Jul 1, 2027 Annual 54,029.34 55,650.22 57,319.73 59,039.32 60,810.50 62,634.81 64,513.86 66,449.27 68,442.75 Zookeeper II M43 Jul 1, 2025 Annual 58,972.50 60,741.67 62,563.92 64,440.84 66,374.07 68,365.28 70,416.24 72,528.73 74,704.59 Zookeeper II M43 Jul 1, 2026 Annual 60,741.68 62,563.92 64,440.84 66,374.06 68,365.30 70,416.25 72,528.74 74,704.60 76,945.74 Zookeeper II M43 Jul 1, 2027 Annual 62,563.93 64,440.84 66,374.07 68,365.28 70,416.25 72,528.73 74,704.60 76,945.74 79,254.11

12/09/2025 Item No.25.

Exhibit B
City of Folsom Executive Management Team
Salary Tables Effective July 1, 2025 through June 30, 2028 Salary Table effective July 1, 2025
Salary Range Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 EMT 300 City Manager $ 22,745 $ 23,655 $ 24,601 $ 25,585 $ 26,608 $ 27,673 EMT 295 City Attorney $ 21,023 $ 21,864 $ 22,738 $ 23,648 $ 24,594 $ 25,578 EMT 292 Chief of Police $ 20,685 $ 21,513 $ 22,373 $ 23,268 $ 24,199 $ 25,167 EMT 291 Fire Chief $ 20,440 $ 21,257 $ 22,107 $ 22,992 $ 23,911 $ 24,868 EMT 285 Utilities Director $ 17,506 $ 18,206 $ 18,934 $ 19,691 $ 20,479 $ 21,298 EMT 281 Finance Director $ 16,317 $ 16,970 $ 17,649 $ 18,355 $ 19,089 $ 19,853 EMT 280 CDD Director $ 16,232 $ 16,881 $ 17,556 $ 18,259 $ 18,989 $ 19,749 EMT 279 Public Works Director $ 16,156 $ 16,802 $ 17,474 $ 18,173 $ 18,900 $ 19,656 EMT 275 P&R Director $ 14,868 $ 15,462 $ 16,081 $ 16,724 $ 17,393 $ 18,089 EMT 270 HR Director $ 13,642 $ 14,188 $ 14,756 $ 15,346 $ 15,960 $ 16,598 EMT 268 Communications Director $ 13,088 $ 13,611 $ 14,156 $ 14,722 $ 15,311 $ 15,923 EMT 267 City Clerk $ 12,982 $ 13,501 $ 14,042 $ 14,603 $ 15,187 $ 15,795 EMT 258 Library Director $ 11,063 $ 11,506 $ 11,966 $ 12,445 $ 12,943 $ 13,460 Salary Table effective July 1, 2026
Salary Range Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 EMT 300 City Manager $ 23,427 $ 24,364 $ 25,339 $ 26,352 $ 27,407 $ 28,503 EMT 295 City Attorney $ 21,654 $ 22,520 $ 23,421 $ 24,357 $ 25,332 $ 26,345 EMT 292 Chief of Police $ 21,306 $ 22,158 $ 23,044 $ 23,966 $ 24,925 $ 25,922 EMT 291 Fire Chief $ 21,053 $ 21,895 $ 22,771 $ 23,682 $ 24,629 $ 25,614 EMT 285 Utilities Director $ 18,031 $ 18,752 $ 19,502 $ 20,282 $ 21,093 $ 21,937 EMT 281 Finance Director $ 16,807 $ 17,479 $ 18,178 $ 18,905 $ 19,662 $ 20,448 EMT 280 CDD Director $ 16,719 $ 17,388 $ 18,083 $ 18,806 $ 19,559 $ 20,341 EMT 279 Public Works Director $ 16,640 $ 17,306 $ 17,998 $ 18,718 $ 19,467 $ 20,246 EMT 275 P&R Director $ 15,314 $ 15,926 $ 16,563 $ 17,226 $ 17,915 $ 18,632 EMT 270 HR Director $ 14,052 $ 14,614 $ 15,198 $ 15,806 $ 16,438 $ 17,096 EMT 268 Communications Director $ 13,480 $ 14,019 $ 14,580 $ 15,163 $ 15,770 $ 16,401 EMT 267 City Clerk $ 13,372 $ 13,907 $ 14,463 $ 15,041 $ 15,643 $ 16,269 EMT 258 Library Director $ 11,395 $ 11,851 $ 12,325 $ 12,818 $ 13,331 $ 13,864 Salary Table effective July 1, 2027 Salary Table effective July 1, 2027 Salary Range Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 EMT 300 City Manager $ 24,130 $ 25,095 $ 26,099 $ 27,143 $ 28,229 $ 29,358 EMT 295 City Attorney $ 22,303 $ 23,195 $ 24,123 $ 25,088 $ 26,092 $ 27,135 EMT 292 Chief of Police $ 21,945 $ 22,823 $ 23,736 $ 24,685 $ 25,672 $ 26,699 EMT 291 Fire Chief $ 21,684 $ 22,552 $ 23,454 $ 24,392 $ 25,368 $ 26,382 EMT 285 Utilities Director $ 18,572 $ 19,314 $ 20,087 $ 20,891 $ 21,726 $ 22,595 EMT 281 Finance Director $ 17,311 $ 18,004 $ 18,724 $ 19,473 $ 20,252 $ 21,062 EMT 280 CDD Director $ 17,220 $ 17,909 $ 18,626 $ 19,371 $ 20,146 $ 20,951 EMT 279 Public Works Director $ 17,140 $ 17,825 $ 18,538 $ 19,280 $ 20,051 $ 20,853 EMT 275 P&R Director $ 15,773 $ 16,404 $ 17,060 $ 17,743 $ 18,452 $ 19,191 EMT 270 HR Director $ 14,473 $ 15,052 $ 15,654 $ 16,280 $ 16,932 $ 17,609 EMT 268 Communications Director $ 13,885 $ 14,440 $ 15,018 $ 15,618 $ 16,243 $ 16,893 EMT 267 City Clerk $ 13,773 $ 14,324 $ 14,897 $ 15,493 $ 16,112 $ 16,757 EMT 258 Library Director $ 11,737 $ 12,207 $ 12,695 $ 13,203 $ 13,731 $ 14,280

12/09/2025 Item No.25.

Salary Range Classification
Salary Step
Assignment
Effective July 1,
2025
EMT 300 City Manager Step 5
EMT 295 City Attorney Step 5
EMT 292 Chief of Police Step 5
EMT 291 Fire Chief Step 5
EMT 285 Utilities Director Step 5
EMT 281 Finance Director Step 5
EMT 280 CDD Director Step 5
EMT 279
Public Works
Director Step 5
EMT 275 P&R Director Step 5
EMT 270 HR Director Step 5
EMT 268
Communications
Director Step 5
EMT 267 City Clerk Step 5
EMT 258 Library Director Step 5

12/09/2025 Item No.25.

Exhibit B
City of Folsom Contract Employees
Salary Tables Effective July 1, 2025 through June 30, 2028 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,366 $ 6,621 $ 6,885 $ 7,161 $ 7,447 $ 7,745 Assistant City Attorney $15,724 $16,353 $17,007 $17,688 $18,395 $19,131 Assistant City Manager $17,849 $18,563 $19,305 $20,078 $20,881 $21,716 Legal Analyst $ 6,553 $ 6,815 $ 7,088 $ 7,371 $ 7,666 $ 7,973 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,557 $ 6,819 $ 7,092 $ 7,376 $ 7,671 $ 7,978 Assistant City Attorney $16,196 $16,844 $17,518 $18,218 $18,947 $19,705 Assistant City Manager $18,384 $19,120 $19,884 $20,680 $21,507 $22,367 Legal Analyst $ 6,750 $ 7,020 $ 7,301 $ 7,593 $ 7,896 $ 8,212 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Administrative Support Specialist $ 6,754 $ 7,024 $ 7,305 $ 7,597 $ 7,901 $ 8,217 Assistant City Attorney $16,682 $17,349 $18,043 $18,765 $19,516 $20,296 Assistant City Manager $18,936 $19,693 $20,481 $21,300 $22,152 $23,038 Legal Analyst $ 6,952 $ 7,230 $ 7,520 $ 7,820 $ 8,133 $ 8,458 Salary Table Effective July 1, 2027
Salary Table Effective July 1, 2026
Salary Table Effective July 1, 2025

12/09/2025 Item No.25.

Folsom City Council
Staff Report
1 MEETING DATE: 12/9/2025
SECTION: Selection of Mayor and Vice Mayor for 2026
SUBJECT: Selection of Mayor and Vice Mayor
FROM: City Clerk's Department

CITY COUNCIL ACTION
Staff recommends that the City Council select a Mayor and Vice Mayor to serve during the 2026 calendar year.

BACKGROUND
Pursuant to the City’s Charter and the Folsom Municipal Code, the City Council selects a Mayor and Vice Mayor. This selection traditionally occurs in December of each year, with the selected Mayor and Vice Mayor serving in their respective roles for the next calendar year. Both the Mayor and Vice Mayor serve at the pleasure of the City Council.

POLICY/RULE
Folsom City Charter Sections 2.03 and 2.05 govern the selection and authority of the Mayor and Vice Mayor. Section 2.03 provides that the City Council shall select one of its members to serve as Mayor. Section 2.05 provides that the City Council shall select one of its members to serve as Vice Mayor, who shall act as Mayor during the Mayor's absence.

Folsom Municipal Code section 2.06.020 further establishes that the City Council shall select a Mayor and Vice Mayor from its membership by nomination and election by majority vote of all members of the City Council annually.

ANALYSIS
The Mayor serves as the ceremonial head of the City and presiding officer of the City Council. In this capacity, the Mayor provides strategic direction and serves as the principal

12/09/2025 Item No.26.
2 spokesperson for municipal government. The Mayor's leadership encompasses procedural functions, policy development, community representation, and intergovernmental relations.

Mayor's Roles and Responsibilities
Council Leadership
Presides at City Council meetings, ensuring orderly conduct of business and facilitating productive deliberation among Council members.

Executive Coordination
Meets regularly with the City Manager to provide policy guidance, communicate Council priorities, monitor implementation of Council policies, and ensure alignment between legislative direction and administrative execution.

Policy Development
Recommends City policy initiatives, legislation, and programs for consideration and approval by the City Council.

Community Representation
Serves as the City's primary ceremonial representative at public events, community functions, and civic occasions.

Intergovernmental Relations
Represents the City's interests in relations with federal, state, regional, and local governmental entities, either personally or through designated representatives with Council concurrence.

Committee Oversight
Establishes and dissolves limited-term ad hoc committees as needed, subject to City Council approval.

Public Communication
Serves as the primary spokesperson for City Council actions and municipal initiatives.

Vice Mayor's Roles and Responsibilities
The Vice Mayor's primary responsibility is to perform all duties of the Mayor during the Mayor's absence. The Vice Mayor also assists the Mayor with ceremonial functions and community representation as appropriate.

Submitted,
Christa Freemantle, CMC
City Clerk

12/09/2025 Item No.26.