FORMAL GRIEVANCE PROCEDURE.
Step 1
1. A non-represented employee shall submit a grievance to their immediate supervisor within fifteen (15) calendar days of the occurrence giving rise to the grievance, or within fifteen (15) calendar days of the date that the employee became aware of the occurrence giving rise to the grievance. Grievances submitted pursuant to this section shall include a statement of efforts that have been undertaken to resolve the grievance informally.
2. Upon receipt of a formal grievance, the non-represented employee's supervisor shall make an initial determination as to whether or not they has the authority to resolve the grievance. If so, the supervisor shall proceed as outlined in Step 1, No. 3. If the supervisor determines that it is not within their authority to resolve the grievance, the grievance shall be forwarded to the appropriate individual within the chain-of-command for consideration and the non-represented employee shall be so notified.
3. Within fifteen (15) calendar days after receipt of a formal grievance, the supervisor to whom the grievance is directed shall meet with the non-represented employee and/or their designated representative. Within fifteen (15) calendar days after meeting with the non-represented employee, the supervisor shall forward their decision in writing to the non-represented employee.
Step 2
1. A formal grievance that has not been satisfactorily resolved at the supervisory level may be submitted to the non-represented employee's Division Manager or Department Director within fifteen (15) calendar days after receipt of the decision rendered by the appropriate supervisor.
2. Within fifteen (15) calendar days after receiving the grievance, the Division Manager or Department Director shall schedule a meeting with the non- represented employee and/or their designated representative. Within fifteen (15) calendar days after meeting with the
non-represented employee, the Division Manager or Department Director shall notify the non-represented employee in writing of their decision.
APPEAL TO THE CITY MANAGER.
A. Grievances which are not satisfactorily resolved under Step 2, and which meet the conditions set forth below, may be submitted to the City Manager within fifteen (15) calendar days after receipt of the written decision from Step 2.
B. Grievances which meet one or more of the following conditions may be submitted to the City Manager:
1. The grievant alleges an abuse of discretion on the part of the Division Manager or Department Director during the grievance process.
2. The remedy sought is not within the authority of the Division Manager or Department Director to approve or implement.
C. Grievances submitted to the City Manager shall be accompanied by the following information:
1. Copies of the written decisions at Steps 1 and 2.
2. Information indicating how or in what manner the Division Manager or Department Director abused their discretion, if an abuse of discretion is alleged.
D. Within fifteen (15) calendar days after receipt of the grievance, the City Manager shall schedule a meeting with the non-represented employee and/or their designated representative. The date, time, and location of the meeting shall be acceptable to both parties, and shall be scheduled so as to accommodate those individuals whose presence may be required at the meeting.
E. The City Manager may conduct such activities as are necessary and appropriate to properly resolve the non-represented employee's grievance.
F. The City Manager shall submit a written response to the non-represented employee within fifteen (15) calendar days after meeting with the non-represented employee, or within fifteen (15) calendar days after completing their investigation.
EXTENSION OR WAIVER OF TIME LIMITS. Any of the time limits contained in this grievance procedure may be extended or waived upon mutual agreement of the City and the employee or their representative.
CONDUCT OF GRIEVANCE PROCEDURE.
A. A non-represented employee may be represented by a person of their choosing at any step of the grievance procedure.
B. Non-represented employees shall be assured freedom from reprisal for utilizing the grievance procedure.
C. Proceedings held pursuant to this grievance procedure shall not be evidentiary hearings.
This limitation shall not preclude the grievant from presenting witnesses or other evidentiary matter as part of the proceedings.
APPEALS OF TESTING AND SELECTION PROCEDURES.
A. A non-represented employee who wishes to appeal a testing or selection procedure, or the results thereof, shall present their appeal to the immediate supervisor, who shall forward the appeal through the chain-of-command to the City Manager/Personnel Officer or their designated representative. Appeals of testing or selection procedures may not be filed until the testing and selection process is completed, and shall be filed within fifteen (15) calendar days after the certification of the eligible list. All persons who participated in the testing and selection process shall be notified of the date on which the eligibility list is certified.
B. Upon receiving an appeal of a testing or selection procedure, or the results thereof, the City Manager shall investigate, or cause to be investigated, all relevant facts regarding the appeal, and shall make a determination which shall be final. Such an appeal shall not require a hearing.
C. A non-represented employee can only appeal a selection/testing procedure if the result would place them on the eligibility list, or change their position on this list. An individual appealing a testing/selection procedure must have been an applicant, or would have been but for the procedure being appealed.
D. If the City Manager makes a determination sustaining the appeal, and such determination results in the invalidation of all or part of the testing and selection procedure, a new recruitment shall be initiated.
SECTION 19 - APPEALS OF DISCIPLINARY ACTIONS.
CITY CLERK ADMINISTRATOR EXCLUSION: The provisions of Section 19 do not apply to the City Clerk Administrator who is an at-will employee of the City of Fountain Valley with no vested rights to the position and serves at the pleasure of the City Manager and may be terminated without cause in accordance with Title 2 of the City's Municipal Code. In accordance with Section
2.18.030 of the City's Municipal Code, the City Clerk Administrator is not entitled to a hearing, statement of charges or due process if terminated.
GENERAL PROVISIONS.
A. No permanent non-represented employee shall be disciplined unless the person imposing the disciplinary action believes, in good faith, that reasonable cause exists for imposing disciplinary action.
B. Any permanent non-represented employee shall have the right to appeal any disciplinary action imposed on them, subject to the conditions contained in this section.
C. For purposes of this section, "Disciplinary Actions" refer to the following: oral reprimand, written reprimand, suspension (with or without pay), demotion or reduction in pay, forfeiture of pay, or termination.
D. Oral and written reprimands may be appealed only to the next level within the chain- ofcommand.
E. At all times prior to and during the imposition and appeal of a disciplinary action, the City shall take whatever steps necessary to ensure compliance with procedural due process requirements. Pre-disciplinary efforts will include at a minimum and where appropriate and required by case law, notice to the non-represented employee of the intent to take disciplinary action, a description of the action, a statement of reasons on which the action is based, copies of material on which the notice is based, the opportunity to be heard prior to the rendering of a decision, and a statement of the right to appeal.
APPEAL PROCEDURES.
A. Disciplinary action imposed against a non-represented employee may be appealed for any of the following reasons:
1. A disagreement or dispute over the facts giving rise to the imposition of disciplinary action.
2. Abuse of discretion by the supervisor imposing discipline, or by a reviewing authority. Abuse of discretion includes, but is not limited to: exceeding or acting without authority, denying an employee procedural due process, or imposing discipline that is not warranted in either type or degree by the alleged offense.
B. Appeal of a disciplinary action must be filed with the Division Manager or Department Director within fifteen (15) calendar days of the date the disciplinary action was imposed.
C. Appeal of a disciplinary action must be in writing and must include, as a minimum, the following:
1. If the non-represented employee is alleging a disagreement over facts, a statement regarding what facts, if any, are in dispute. If there is no dispute over the facts, the appeal should so state.
2. If the non-represented employee is alleging abuse of discretion by the supervisor who imposed disciplinary action, on them, a statement setting forth the manner in which the supervisor imposing the disciplinary action abused their discretion.
Specifically, the statement must show that the supervisor has exceeded or acted without authority; that the non-represented employee was denied procedural due process; or that the disciplinary action imposed was not warranted by the facts of the situation.
3. The remedy being sought by the non-represented employee.
D. Upon receiving an appeal of a disciplinary action, the Division Manager or Department Director shall first determine whether or not the appeal complies with Appeals Procedures Band C.1, 2, and 3. If not, the appeal shall be denied on the basis of one or more of the following:
1. The appeal was not filed in a timely manner, pursuant to Appeal Procedures B.
2. The appeal does not allege a dispute over the facts or abuse of discretion.
E. If the appeal complies with Appeal Procedures B and C I, 2, and 3, the Division Manager or Department Director shall take the necessary steps to determine the merits of the appeal. Included in such steps will be the opportunity for the non-- represented employee and their designated representative to meet with the Division Manager or Department Director, and to review any additional evidence which supports the disciplinary action.
F. Within five (5) working days after completing their investigation of appeal, the Division Manager or Department Director shall notify the non-represented employee in writing of their decision, and the reasons therefore.
APPEAL TO THE CITY MANAGER.
A. The decision of the Division Manager or Department Director may be appealed to the City Manager within fifteen (15) days after the Division Manager's or Department Director's decision is rendered. Upon receiving such an appeal, the City Manager shall proceed in the same manner as outlined in Appeal Procedures D.
B. If the disciplinary action imposed involves a significant property right, a non-represented employee shall be assured the right to a formal hearing, unless such right is specifically waived by the non-represented employee. If the disciplinary action does not involve a significant property right, the City Manager may conduct a formal or informal hearing, or no hearing.
C. Within fifteen (15) calendar days after completing the investigation of the appeal, the City Manager shall notify the non-represented employee in writing of their decision and the reasons therefore. The decision of the City Manager shall be final, except as provided in Section 2.52.200 of the Fountain Valley Municipal Code.
SECTION 20 - MANAGEMENT RIGHTS. Except as otherwise specifically provided in this Resolution, the City has and retains the sole and exclusive rights and functions of management, including, but not limited to, the following:
A. To determine the merits, necessity, nature or extent of services to be performed, as well as, the right to determine and implement its public function and responsibility, and the mission of its constituent departments, commissions and boards; and to determine budgets and appropriations of funds and to set municipal fees and charges.
B. To manage all facilities and operations of the City, including the methods, means and personnel by which the City's operations are to be conducted.
C. To schedule working hours, allot and assign work.
D. To establish, modify, or change work schedules or standards.
E. To direct the working forces, including the right to hire, promote, demote, or transfer any employee.
F. To determine the location of all plants and facilities.
G. To determine the layout and the machinery, equipment, or materials to be used.
H. To determine processes, techniques, methods and means of all operations, including changes or adjustments of any machinery or equipment.
I. To determine the size and composition of the working force.
J. To determine the policies and procedures affecting the selection or training of new employees.
K. To establish, assess and implement employee performance standards, including, but not limited to, quality and quantity standards; the assessment of employee performances; and the procedures for said assessment.
L. To control and determine the use and location of the City's property, material, machinery, and equipment.
M. To schedule the operation of and to determine the number and duration of shifts.
N. To determine measures to promote safety and to protect health and property.
O. To transfer work from one job to another or from one plant or unit to another.
P. To introduce new, improved or different methods of operations, or to change existing methods.
Q. To relieve employees from duty for lack of work or for other reasons deemed legitimate by management.
R. To reprimand, suspend, discharge or otherwise discipline employees for cause. The judgment of management shall govern except for an abuse of discretion.
S. To establish and determine job classifications.
T. To contract or subcontract construction, services, maintenance, distribution or any other work with outside public or private entities.
U. To take such other and further action as may be necessary to organize and operate the City in the most efficient and economical manner for the best interest of the public it serves.
SECTION 21 - NON-DISCRIMINATION. Neither the City nor the non-represented employee shall discriminate against any employee because of race, color, ancestry, national origin, sex (including pregnancy, childbirth, medical conditions related to pregnancy or childbirth, gender, gender identity, transgender, gender expression and breastfeeding or a medical condition related to breastfeeding), age, political or religious affiliations, sexual orientation, marital status, physical or mental medical condition (including cancer, a record of cancer, genetic characteristics, diseases or disorders) or military or veteran status, except as provided for by applicable law.
SECTION 22 - MAINTENANCE OF BENEFITS. It is understood that existing ordinances, resolutions, and policies with the City govern matters pertaining to employer- employee relations,
including but not limited to salaries, benefits, hours and other terms and conditions of employment, and the same are not affected by this agreement except as specified herein.
SECTION 23 - SEVERABILITY. In the event that any provision of this Resolution is declared by a court of competent jurisdiction to be illegal or unenforceable, or is rendered void by virtue of statutory or legislative enactment, that provision of the Resolution shall be null and void, but such nullification shall not affect any other provision of this Resolution, which other provisions shall remain in full force and effect.
SECTION 24 - INTEGRATION, MODIFICATION AND RATIFICATION. This Resolution sets forth the improvements or changes in the wages, hours, benefits and other terms and conditions of employment for the non-represented employees. This Resolution may be modified or amended only by written agreement between the parties hereto. This Resolution shall be of no force and effect unless or until duly adopted, ratified, and approved by the City Council of the City of Fountain Valley, or in the alternative, the substantive provisions hereof are adopted by resolution of the City Council.
SECTION 25 - EFFECTIVE DATE. Except as otherwise specified to the contrary herein, all provisions shall be effective July 1, 2024.
Individually Represented Professional & Technical (IRP&T) Unit Salary Table
Effective July 1, 2024, Pay Period Ending July 5, 2024
Step 1 Step 2 Step 3 Step 4 Step 5 Annual $ 130,737.96 $ 137,274.86 $ 144,138.60 $ 151,345.53 $ 158,912.81 Monthly $ 10,894.83 $ 11,439.57 $ 12,011.55 $ 12,612.13 $ 13,242.73 Bi-weekly $ 5,028.38 $ 5,279.80 $ 5,543.79 $ 5,820.98 $ 6,112.03 Hourly $ 62.8548 $ 65.9975 $ 69.2974 $ 72.7623 $ 76.4004 Annual $ 130,737.96 $ 137,274.86 $ 144,138.60 $ 151,345.53 $ 158,912.81 Monthly $ 10,894.83 $ 11,439.57 $ 12,011.55 $ 12,612.13 $ 13,242.73 Bi-weekly $ 5,028.38 $ 5,279.80 $ 5,543.79 $ 5,820.98 $ 6,112.03 Hourly $ 62.8548 $ 65.9975 $ 69.2974 $ 72.7623 $ 76.4004 Annual $ 130,745.36 $ 137,282.62 $ 144,146.76 $ 151,354.09 $ 158,921.80 Monthly $ 10,895.45 $ 11,440.22 $ 12,012.23 $ 12,612.84 $ 13,243.48 Bi-weekly $ 5,028.67 $ 5,280.10 $ 5,544.11 $ 5,821.31 $ 6,112.38 Hourly $ 62.8584 $ 66.0013 $ 69.3014 $ 72.7664 $ 76.4048 Annual $ 92,482.08 $ 97,106.18 $ 101,961.50 $ 107,059.58 $ 112,412.56 Monthly $ 7,706.84 $ 8,092.18 $ 8,496.79 $ 8,921.63 $ 9,367.71 Bi-weekly $ 3,557.00 $ 3,734.85 $ 3,921.60 $ 4,117.68 $ 4,323.56 Hourly $ 44.4625 $ 46.6856 $ 49.0200 $ 51.4710 $ 54.0445 Annual $ 87,403.65 $ 91,773.83 $ 96,362.52 $ 101,180.64 $ 106,239.67 Monthly $ 7,283.64 $ 7,647.82 $ 8,030.21 $ 8,431.72 $ 8,853.31 Bi-weekly $ 3,361.68 $ 3,529.76 $ 3,706.25 $ 3,891.56 $ 4,086.14 Hourly $ 42.0210 $ 44.1220 $ 46.3281 $ 48.6445 $ 51.0768 Annual $ 138,682.75 $ 145,616.89 $ 152,897.73 $ 160,542.62 $ 168,569.75 Monthly $ 11,556.90 $ 12,134.74 $ 12,741.48 $ 13,378.55 $ 14,047.48 Bi-weekly $ 5,333.95 $ 5,600.65 $ 5,880.68 $ 6,174.72 $ 6,483.45 Hourly $ 66.6744 $ 70.0081 $ 73.5085 $ 77.1840 $ 81.0431 Annual $ 87,184.97 $ 91,544.22 $ 96,121.43 $ 100,927.50 $ 105,973.87 Monthly $ 7,265.41 $ 7,628.69 $ 8,010.12 $ 8,410.62 $ 8,831.16 Bi-weekly $ 3,353.27 $ 3,520.93 $ 3,696.98 $ 3,881.83 $ 4,075.92 Hourly $ 41.9159 $ 44.0116 $ 46.2123 $ 48.5229 $ 50.9490 Annual $ 92,706.57 $ 97,341.90 $ 102,209.00 $ 107,319.44 $ 112,685.41 Monthly $ 7,725.55 $ 8,111.82 $ 8,517.42 $ 8,943.29 $ 9,390.45 Bi-weekly $ 3,565.64 $ 3,743.92 $ 3,931.12 $ 4,127.67 $ 4,334.05 Hourly $ 44.5705 $ 46.7990 $ 49.1390 $ 51.5959 $ 54.1756 Annual $ 83,435.90 $ 87,607.70 $ 91,988.08 $ 96,587.48 $ 101,416.86 Monthly $ 6,952.99 $ 7,300.64 $ 7,665.67 $ 8,048.96 $ 8,451.40 Bi-weekly $ 3,209.07 $ 3,369.53 $ 3,538.00 $ 3,714.90 $ 3,900.65 Hourly $ 40.1134 $ 42.1191 $ 44.2250 $ 46.4363 $ 48.7581 Annual $ 120,726.23 $ 126,762.54 $ 133,100.67 $ 139,755.70 $ 146,743.48 Monthly $ 10,060.52 $ 10,563.55 $ 11,091.72 $ 11,646.31 $ 12,228.62 Bi-weekly $ 4,643.32 $ 4,875.48 $ 5,119.26 $ 5,375.22 $ 5,643.98 Hourly $ 58.0415 $ 60.9435 $ 63.9008 $ 67.1903 $ 70.5498 Annual $ 111,247.87 $ 116,810.27 $ 122,650.79 $ 128,783.32 $ 135,222.50 Monthly $ 9,270.66 $ 9,734.19 $ 10,220.90 $ 10,731.94 $ 11,268.54 Bi-weekly $ 4,278.76 $ 4,492.70 $ 4,717.34 $ 4,953.20 $ 5,200.87 Hourly $ 53.4845 $ 56.1588 $ 58.9668 $ 61.9150 $ 65.0109 Annual $ 122,807.71 $ 128,948.10 $ 135,395.51 $ 142,165.29 $ 149,273.55 Monthly $ 10,233.98 $ 10,745.68 $ 11,282.96 $ 11,847.11 $ 12,439.46 Bi-weekly $ 4,723.37 $ 4,959.54 $ 5,207.52 $ 5,467.90 $ 5,741.29 Hourly $ 59.0421 $ 61.9943 $ 65.0940 $ 68.3488 $ 71.7661 Annual $ 120,726.23 $ 126,762.54 $ 133,100.67 $ 139,755.70 $ 146,743.48 Monthly $ 10,060.52 $ 10,563.55 $ 11,091.72 $ 11,646.31 $ 12,228.62 Bi-weekly $ 4,643.32 $ 4,875.48 $ 5,119.26 $ 5,375.22 $ 5,643.98 Hourly $ 58.0415 $ 60.9435 $ 63.9908 $ 67.1903 $ 70.5498 Annual $ 100,235.32 $ 105,247.10 $ 110,509.45 $ 116,034.92 $ 121,836.67 Monthly $ 8,352.94 $ 8,770.59 $ 9,209.12 $ 9,669.58 $ 10,153.06 Bi-weekly $ 3,855.20 $ 4,047.97 $ 4,250.36 $ 4,462.88 $ 4,686.03 Hourly $ 48.1900 $ 50.5996 $ 53.1295 $ 55.7860 $ 58.5754 Annual $ 106,812.35 $ 112,152.97 $ 117,760.60 $ 123,648.64 $ 129,831.08 Monthly $ 8,901.03 $ 9,346.08 $ 9,813.38 $ 10,304.05 $ 10,819.26 Bi-weekly $ 4,108.17 $ 4,313.58 $ 4,529.25 $ 4,755.72 $ 4,993.50 Hourly $ 51.3521 $ 53.9198 $ 56.6156 $ 59.4465 $ 62.4188 Annual $ 106,812.34 $ 112,152.96 $ 117,760.60 $ 123,648.64 $ 129,831.07 Monthly $ 8,901.03 $ 9,346.08 $ 9,813.38 $ 10,304.05 $ 10,819.26 Bi-weekly $ 4,108.17 $ 4,313.58 $ 4,529.25 $ 4,755.72 $ 4,993.50 Hourly $ 51.3521 $ 53.9198 $ 56.6156 $ 59.4465 $ 62.4188 Annual $ 101,963.52 $ 107,061.70 $ 112,414.79 $ 118,035.53 $ 123,937.31 Monthly $ 8,496.96 $ 8,921.81 $ 9,367.90 $ 9,836.29 $ 10,328.11 Bi-weekly $ 3,921.67 $ 4,117.76 $ 4,323.65 $ 4,539.83 $ 4,766.82 Hourly $ 49.0209 $ 51.4720 $ 54.0456 $ 56.7479 $ 59.5853 IRP&T 7/1/2024 P39 Senior Management Analyst
IRP&T 7/1/2024 P66 Senior Information Technology Analyst IRP&T 7/1/2024 P52 Senior Human Resources Analyst
IRP&T 7/1/2024 P51 Senior Budget Analyst
IRP&T 7/1/2024 P60 Purchasing Administrator
IRP&T 7/1/2024 P59 Principal Human Resources Analyst
(City Manager's Office Only)
IRP&T 7/1/2024 P40 Principal Management Analyst
IRP&T 7/1/2024 P61 Payroll Administrator
(City Manager's Office Only)
IRP&T 7/1/2024 P02 Management Specialist
(City Manager's Office Only)
IRP&T 7/1/2024 P01 Management Analyst
IRP&T 7/1/2024 P63 Information Technology Analyst
IRP&T 7/1/2024 P62 Human Resources Manager
IRP&T 7/1/2024 P15 Human Resources Specialist
IRP&T 7/1/2024 P49 Human Resources Analyst
IRP&T 7/1/2024 P14 City Clerk Administrator
IRP&T 7/1/2024 P58 Finance Manager
IRP&T 7/1/2024 P12 Accounting Manager
Bargaining Effective Class Classification
Effective July 1, 2025, Pay Period Ending July 4, 2025
Effective July 1, 2026, Pay Period Ending July 3, 2026
Step 1 Step 2 Step 3 Step 4 Step 5 Annual $ 135,967.48 $ 142,765.85 $ 149,904.14 $ 157,399.35 $ 165,269.32 Monthly $ 11,330.62 $ 11,897.15 $ 12,492.01 $ 13,116.61 $ 13,772.44 Bi-weekly $ 5,229.52 $ 5,490.99 $ 5,765.54 $ 6,053.82 $ 6,356.51 Hourly $ 65.3690 $ 68.6374 $ 72.0693 $ 75.6728 $ 79.4564 Annual $ 135,967.48 $ 142,765.85 $ 149,904.14 $ 157,399.35 $ 165,269.32 Monthly $ 11,330.62 $ 11,897.15 $ 12,492.01 $ 13,116.61 $ 13,772.44 Bi-weekly $ 5,229.52 $ 5,490.99 $ 5,765.54 $ 6,053.82 $ 6,356.51 Hourly $ 65.3690 $ 68.6374 $ 72.0693 $ 75.6728 $ 79.4564 Annual $ 135,975.17 $ 142,773.92 $ 149,912.63 $ 157,408.25 $ 165,278.67 Monthly $ 11,331.26 $ 11,897.83 $ 12,492.72 $ 13,117.35 $ 13,773.22 Bi-weekly $ 5,229.81 $ 5,491.30 $ 5,765.87 $ 6,054.16 $ 6,356.87 Hourly $ 65.3726 $ 68.6413 $ 72.0734 $ 75.6770 $ 79.4609 Annual $ 96,181.36 $ 100,990.43 $ 106,039.96 $ 111,341.96 $ 116,909.06 Monthly $ 8,015.11 $ 8,415.87 $ 8,836.66 $ 9,278.50 $ 9,742.42 Bi-weekly $ 3,699.28 $ 3,884.25 $ 4,078.46 $ 4,282.38 $ 4,496.50 Hourly $ 46.2410 $ 48.5531 $ 50.9808 $ 53.5298 $ 56.2063 Annual $ 90,899.80 $ 95,444.78 $ 100,217.02 $ 105,227.87 $ 110,489.26 Monthly $ 7,574.98 $ 7,953.73 $ 8,351.42 $ 8,768.99 $ 9,207.44 Bi-weekly $ 3,496.15 $ 3,670.95 $ 3,854.50 $ 4,047.23 $ 4,249.59 Hourly $ 43.7019 $ 45.8869 $ 48.1813 $ 50.5904 $ 53.1199 Annual $ 144,230.06 $ 151,441.57 $ 159,013.64 $ 166,964.32 $ 175,312.54 Monthly $ 12,019.17 $ 12,620.13 $ 13,251.14 $ 13,913.69 $ 14,609.38 Bi-weekly $ 5,547.31 $ 5,824.68 $ 6,115.91 $ 6,421.70 $ 6,742.79 Hourly $ 69.3414 $ 72.8085 $ 76.4489 $ 80.2713 $ 84.2849 Annual $ 90,672.37 $ 95,205.99 $ 99,966.29 $ 104,964.60 $ 110,212.82 Monthly $ 7,556.03 $ 7,933.83 $ 8,330.52 $ 8,747.05 $ 9,184.40 Bi-weekly $ 3,487.40 $ 3,661.77 $ 3,844.86 $ 4,037.10 $ 4,238.95 Hourly $ 43.5925 $ 45.7721 $ 48.0608 $ 50.4638 $ 52.9869 Annual $ 96,414.83 $ 101,235.58 $ 106,297.36 $ 111,612.22 $ 117,192.83 Monthly $ 8,034.57 $ 8,436.30 $ 8,858.11 $ 9,301.02 $ 9,766.07 Bi-weekly $ 3,708.26 $ 3,893.68 $ 4,088.36 $ 4,292.78 $ 4,507.42 Hourly $ 46.3533 $ 48.6710 $ 51.1045 $ 53.6598 $ 56.3428 Annual $ 86,773.34 $ 91,112.00 $ 95,667.60 $ 100,450.98 $ 105,473.53 Monthly $ 7,231.11 $ 7,592.67 $ 7,972.30 $ 8,370.92 $ 8,789.46 Bi-weekly $ 3,337.44 $ 3,504.31 $ 3,679.52 $ 3,863.50 $ 4,056.67 Hourly $ 41.7180 $ 43.8039 $ 45.9940 $ 48.2938 $ 50.7084 Annual $ 125,555.28 $ 131,833.04 $ 138,424.69 $ 145,345.93 $ 152,613.22 Monthly $ 10,462.94 $ 10,986.09 $ 11,535.39 $ 12,112.16 $ 12,717.77 Bi-weekly $ 4,829.05 $ 5,070.50 $ 5,324.03 $ 5,590.23 $ 5,869.74 Hourly $ 60.3631 $ 63.3813 $ 66.5503 $ 69.8778 $ 73.3717 Annual $ 115,697.78 $ 121,482.68 $ 127,556.82 $ 133,934.65 $ 140,631.40 Monthly $ 9,641.48 $ 10,123.56 $ 10,629.74 $ 11,161.22 $ 11,719.28 Bi-weekly $ 4,449.92 $ 4,672.41 $ 4,906.03 $ 5,151.33 $ 5,408.90 Hourly $ 55.6239 $ 58.4051 $ 61.3254 $ 64.3916 $ 67.6113 Annual $ 127,720.02 $ 134,106.02 $ 140,811.33 $ 147,851.90 $ 155,244.49 Monthly $ 10,643.34 $ 11,175.50 $ 11,734.28 $ 12,320.99 $ 12,937.04 Bi-weekly $ 4,912.31 $ 5,157.92 $ 5,415.82 $ 5,686.61 $ 5,970.94 Hourly $ 61.4039 $ 64.4740 $ 67.6978 $ 71.0826 $ 74.6368 Annual $ 125,555.28 $ 131,833.04 $ 138,424.70 $ 145,345.93 $ 152,613.22 Monthly $ 10,462.94 $ 10,986.09 $ 11,535.39 $ 12,112.16 $ 12,717.77 Bi-weekly $ 4,829.05 $ 5,070.50 $ 5,324.03 $ 5,590.23 $ 5,869.74 Hourly $ 60.3631 $ 63.3813 $ 66.5504 $ 69.8779 $ 73.3718 Annual $ 104,244.73 $ 109,456.98 $ 114,929.83 $ 120,676.32 $ 126,710.14 Monthly $ 8,687.06 $ 9,121.41 $ 9,577.49 $ 10,056.36 $ 10,559.18 Bi-weekly $ 4,009.41 $ 4,209.88 $ 4,420.38 $ 4,641.40 $ 4,873.47 Hourly $ 50.1176 $ 52.6235 $ 55.2548 $ 58.0175 $ 60.9184 Annual $ 111,084.84 $ 116,639.09 $ 122,471.02 $ 128,594.59 $ 135,024.32 Monthly $ 9,257.07 $ 9,719.92 $ 10,205.92 $ 10,716.22 $ 11,252.03 Bi-weekly $ 4,272.49 $ 4,486.12 $ 4,710.42 $ 4,945.95 $ 5,193.24 Hourly $ 53.4061 $ 56.0765 $ 58.8803 $ 61.8244 $ 64.9155 Annual $ 111,084.83 $ 116,639.08 $ 122,471.02 $ 128,594.59 $ 135,024.31 Monthly $ 9,257.07 $ 9,719.92 $ 10,205.92 $ 10,716.22 $ 11,252.03 Bi-weekly $ 4,272.49 $ 4,486.12 $ 4,710.42 $ 4,945.95 $ 5,193.24 Hourly $ 53.4061 $ 56.0765 $ 58.8803 $ 61.8244 $ 64.9155 Annual $ 106,042.06 $ 111,344.17 $ 116,911.38 $ 122,756.95 $ 128,894.80 Monthly $ 8,836.84 $ 9,278.68 $ 9,742.61 $ 10,229.75 $ 10,741.23 Bi-weekly $ 4,078.54 $ 4,282.47 $ 4,496.59 $ 4,721.42 $ 4,957.49 Hourly $ 50.9818 $ 53.5309 $ 56.2074 $ 59.0178 $ 61.9686 IRP&T 7/1/2025 P66 Senior Information Technology Analyst IRP&T 7/1/2025 P39 Senior Management Analyst
IRP&T 7/1/2025 P52 Senior Human Resources Analyst
IRP&T 7/1/2025 P60 Purchasing Administrator
IRP&T 7/1/2025 P51 Senior Budget Analyst
IRP&T 7/1/2025 P59 Principal Human Resources Analyst
IRP&T 7/1/2025 P61 Payroll Administrator
(City Manager's Office Only)
IRP&T 7/1/2025 P40 Principal Management Analyst
(City Manager's Office Only)
IRP&T 7/1/2025 P02 Management Specialist
IRP&T 7/1/2025 P63 Information Technology Analyst
(City Manager's Office Only)
IRP&T 7/1/2025 P01 Management Analyst
IRP&T 7/1/2025 P62 Human Resources Manager
IRP&T 7/1/2025 P49 Human Resources Analyst
IRP&T 7/1/2025 P15 Human Resources Specialist
IRP&T 7/1/2025 P14 City Clerk Administrator
IRP&T 7/1/2025 P12 Accounting Manager
IRP&T 7/1/2025 P58 Finance Manager
Bargaining Effective Class Classification
Step 1 Step 2 Step 3 Step 4 Step 5 Annual $ 141,406.18 $ 148,476.48 $ 155,900.31 $ 163,695.32 $ 171,880.09 Monthly $ 11,783.85 $ 12,373.04 $ 12,991.69 $ 13,641.28 $ 14,323.34 Bi-weekly $ 5,438.70 $ 5,710.63 $ 5,996.17 $ 6,295.97 $ 6,610.77 Hourly $ 67.9838 $ 71.3829 $ 74.9521 $ 78.6996 $ 82.6346 Annual $ 141,406.18 $ 148,476.48 $ 155,900.31 $ 163,695.32 $ 171,880.09 Monthly $ 11,783.85 $ 12,373.04 $ 12,991.69 $ 13,641.28 $ 14,323.34 Bi-weekly $ 5,438.70 $ 5,710.63 $ 5,996.17 $ 6,295.97 $ 6,610.77 Hourly $ 67.9838 $ 71.3829 $ 74.9521 $ 78.6996 $ 82.6346 Annual $ 141,414.18 $ 148,484.88 $ 155,909.14 $ 163,704.58 $ 171,889.82 Monthly $ 11,784.51 $ 12,373.74 $ 12,992.43 $ 13,642.05 $ 14,324.15 Bi-weekly $ 5,439.01 $ 5,710.96 $ 5,996.51 $ 6,296.33 $ 6,611.15 Hourly $ 67.9876 $ 71.3870 $ 74.9564 $ 78.7041 $ 82.6394 Annual $ 100,028.61 $ 105,030.05 $ 110,281.56 $ 115,795.64 $ 121,585.42 Monthly $ 8,335.72 $ 8,752.50 $ 9,190.13 $ 9,649.64 $ 10,132.12 Bi-weekly $ 3,847.25 $ 4,039.62 $ 4,241.60 $ 4,453.68 $ 4,676.36 Hourly $ 48.0906 $ 50.4953 $ 53.0200 $ 55.6710 $ 58.4545 Annual $ 94,535.79 $ 99,262.57 $ 104,225.70 $ 109,436.98 $ 114,908.83 Monthly $ 7,877.98 $ 8,271.88 $ 8,685.48 $ 9,119.75 $ 9,575.74 Bi-weekly $ 3,635.99 $ 3,817.79 $ 4,008.68 $ 4,209.11 $ 4,419.57 Hourly $ 45.4499 $ 47.7224 $ 50.1085 $ 52.6139 $ 55.2446 Annual $ 149,999.26 $ 157,499.23 $ 165,374.19 $ 173,642.89 $ 182,325.04 Monthly $ 12,499.94 $ 13,124.94 $ 13,781.18 $ 14,470.24 $ 15,193.75 Bi-weekly $ 5,769.20 $ 6,057.66 $ 6,360.55 $ 6,678.57 $ 7,012.50 Hourly $ 72.1150 $ 75.7208 $ 79.5069 $ 83.4821 $ 87.6563 Annual $ 94,299.26 $ 99,014.23 $ 103,964.94 $ 109,163.18 $ 114,621.33 Monthly $ 7,858.27 $ 8,251.19 $ 8,663.74 $ 9,096.93 $ 9,551.78 Bi-weekly $ 3,626.89 $ 3,808.24 $ 3,998.65 $ 4,198.58 $ 4,408.51 Hourly $ 45.3361 $ 47.6030 $ 49.9831 $ 52.4823 $ 55.1064 Annual $ 100,271.42 $ 105,285.00 $ 110,549.25 $ 116,076.71 $ 121,880.54 Monthly $ 8,355.95 $ 8,773.75 $ 9,212.44 $ 9,673.06 $ 10,156.71 Bi-weekly $ 3,856.59 $ 4,049.42 $ 4,251.89 $ 4,464.49 $ 4,687.71 Hourly $ 48.2074 $ 50.6178 $ 53.1486 $ 55.8061 $ 58.5964 Annual $ 90,244.27 $ 94,756.49 $ 99,494.30 $ 104,469.02 $ 109,692.47 Monthly $ 7,520.36 $ 7,896.37 $ 8,291.19 $ 8,705.75 $ 9,141.04 Bi-weekly $ 3,470.93 $ 3,644.48 $ 3,826.70 $ 4,018.04 $ 4,218.94 Hourly $ 43.3866 $ 45.5560 $ 47.8338 $ 50.2255 $ 52.7368 Annual $ 130,577.49 $ 137,106.36 $ 143,961.69 $ 151,159.77 $ 158,717.75 Monthly $ 10,881.46 $ 11,425.53 $ 11,996.81 $ 12,596.65 $ 13,226.48 Bi-weekly $ 5,022.21 $ 5,273.32 $ 5,536.99 $ 5,813.84 $ 6,104.53 Hourly $ 62.7776 $ 65.9165 $ 69.2124 $ 72.6730 $ 76.3066 Annual $ 120,325.69 $ 126,341.99 $ 132,659.09 $ 139,292.04 $ 146,256.66 Monthly $ 10,027.14 $ 10,528.50 $ 11,054.92 $ 11,607.67 $ 12,188.05 Bi-weekly $ 4,627.91 $ 4,859.31 $ 5,102.27 $ 5,357.39 $ 5,625.26 Hourly $ 57.8489 $ 60.7414 $ 63.7784 $ 66.9674 $ 70.3158 Annual $ 132,828.82 $ 139,470.26 $ 146,443.78 $ 153,765.98 $ 161,454.27 Monthly $ 11,069.07 $ 11,622.52 $ 12,203.65 $ 12,813.83 $ 13,454.52 Bi-weekly $ 5,108.80 $ 5,364.24 $ 5,632.45 $ 5,914.08 $ 6,209.78 Hourly $ 63.8600 $ 67.0530 $ 70.4056 $ 73.9260 $ 77.6223 Annual $ 130,577.49 $ 137,106.36 $ 143,961.69 $ 151,159.77 $ 158,717.75 Monthly $ 10,881.46 $ 11,425.53 $ 11,996.81 $ 12,596.65 $ 13,226.48 Bi-weekly $ 5,022.21 $ 5,273.32 $ 5,536.99 $ 5,813.84 $ 6,104.53 Hourly $ 62.7776 $ 65.9165 $ 69.2124 $ 72.6730 $ 76.3066 Annual $ 108,414.52 $ 113,835.26 $ 119,527.02 $ 125,503.37 $ 131,778.55 Monthly $ 9,034.54 $ 9,486.27 $ 9,960.59 $ 10,458.61 $ 10,981.54 Bi-weekly $ 4,169.79 $ 4,378.28 $ 4,597.19 $ 4,827.05 $ 5,068.41 Hourly $ 52.1224 $ 54.7285 $ 57.4649 $ 60.3381 $ 63.3551 Annual $ 115,528.23 $ 121,304.65 $ 127,369.86 $ 133,738.37 $ 140,425.29 Monthly $ 9,627.35 $ 10,108.72 $ 10,614.16 $ 11,144.86 $ 11,702.11 Bi-weekly $ 4,443.39 $ 4,665.56 $ 4,898.84 $ 5,143.78 $ 5,400.97 Hourly $ 55.5424 $ 58.3195 $ 61.2355 $ 64.2973 $ 67.5121 Annual $ 115,528.22 $ 121,304.64 $ 127,369.86 $ 133,738.37 $ 140,425.28 Monthly $ 9,627.35 $ 10,108.72 $ 10,614.16 $ 11,144.86 $ 11,702.11 Bi-weekly $ 4,443.39 $ 4,665.56 $ 4,898.84 $ 5,143.78 $ 5,400.97 Hourly $ 55.5424 $ 58.3195 $ 61.2355 $ 64.2973 $ 67.5121 Annual $ 110,283.74 $ 115,797.94 $ 121,587.84 $ 127,667.23 $ 134,050.59 Monthly $ 9,190.31 $ 9,649.83 $ 10,132.32 $ 10,638.94 $ 11,170.88 Bi-weekly $ 4,241.68 $ 4,453.77 $ 4,676.46 $ 4,910.28 $ 5,155.79 Hourly $ 53.0210 $ 55.6721 $ 58.4558 $ 61.3785 $ 64.4474 IRP&T 7/1/2026 P66 Senior Information Technology Analyst IRP&T 7/1/2026 P39 Senior Management Analyst
IRP&T 7/1/2026 P52 Senior Human Resources Analyst
IRP&T 7/1/2026 P60 Purchasing Administrator
IRP&T 7/1/2026 P51 Senior Budget Analyst
IRP&T 7/1/2026 P59 Principal Human Resources Analyst
IRP&T 7/1/2026 P61 Payroll Administrator
(City Manager's Office Only)
IRP&T 7/1/2026 P40 Principal Management Analyst
(City Manager's Office Only)
IRP&T 7/1/2026 P02 Management Specialist
IRP&T 7/1/2026 P63 Information Technology Analyst
(City Manager's Office Only)
IRP&T 7/1/2026 P01 Management Analyst
IRP&T 7/1/2026 P62 Human Resources Manager
IRP&T 7/1/2026 P49 Human Resources Analyst
IRP&T 7/1/2026 P15 Human Resources Specialist
IRP&T 7/1/2026 P14 City Clerk Administrator
IRP&T 7/1/2026 P12 Accounting Manager
IRP&T 7/1/2026 P58 Finance Manager
Bargaining Effective Class Classification
CITY OF FOUNTAIN VALLEY
CITY COUNCIL
COUNCIL ACTION REQUEST
To: Honorable Mayor and Agenda Date: June 4, 2024
Members of the City Council
SUBJECT: Introduction and First Read of an Ordinance Amending Title 2 to Elevate the City Clerk to Department Status and Enacting Chapter 2.32
Three-Year Strategic Goals
☐ Enhance the culture and environment of “A Nice Place to Live” ☐ Attract and retain revenue producing businesses
☐ Achieve fiscal stability in accordance with the 20-Year Financial Plan ☒ Attract and retain quality staff
☐ Not applicable
EXECUTIVE SUMMARY:
The proposed ordinance will raise the office of the City Clerk to Department status. The elevation of City Clerk to its own department is meant to recognize the increased responsibility of the position, and to describe the functions of the Department of the City Clerk as already existing in the FVMC.
DISCUSSION:
The City Clerk is currently a division of Administrative Services and recently, has been tasked with an increasing workload and greater responsibility regarding claims management, public records requests, and public meetings. To provide a more contemporary title and recognize the added workload and responsibilities, staff proposes this ordinance to elevate the City Clerk to a Department and to also provide that the director of the Department shall be the City Clerk.
The proposed ordinance codifies the elevated status of the Department of the City Clerk into the Municipal Code. It is declaratory of existing operations.
For these reasons, staff recommend the City Council approve the First Read of the Attached Ordinance.
FISCAL REVIEW:
There is no fiscal impact related to this item.
Ordinance Amending Title 2
March 7, 2023
PUBLIC NOTIFICATION:
This item was noticed in compliance with the Ralph M. Brown Act.
ENVIRONMENTAL IMPACT REVIEW:
Not applicable.
ATTORNEY REVIEW:
The Attorney for the City has prepared the ordinance.
ALTERNATIVES:
Alternative No. 1:
Alternative No. 2:
RECMMENDATION:
Introduce and Approve a First Read of an Ordinance Amending Title 2 to Elevate the City Clerk to Department Status and Enacting Chapter 2.32.
Do not approve a First Read of the Attached Ordinance.
Staff recommends that the City Council approve Alternative No. 1:
Introduce and approve a First Read of an Ordinance Amending Title 2 to Elevate the City Clerk to Department Status and Enacting Chapter 2.32.
Prepared by: Alexandra Halfman, Attorney for the City
Fiscal review by: Ryan Smith, Finance Director
Approved by: Maggie Le, City Manager
Attachments:
1. Ordinance
ORDINANCE NO. ___
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
FOUNTAIN VALLEY AMENDING TITLE 2 OF THE FOUNTAIN
VALLEY MUNICIPAL CODE TO ELEVATE THE CITY CLERK TO
DEPARTMENT STATUS AND ENACTING CHAPTER 2.32
WHEREAS, the Department of the City Clerk has grown in the City commensurate with the growing demands of today’s society regarding claims, records requests, and public meetings, and justifies department status; and
WHEREAS, the City Council desires to recognize the services provided by the City Clerk division by elevating it to department status.
NOW THEREFORE, the City Council of the City of Fountain Valley does hereby ORDAIN as follows:
Section 1. Chapter 2.32 of the F.V.M.C is hereby enacted to read as follows:
Chapter 2.32 Department of the City Clerk
2.32.010 Office created - Director.
There is hereby created the Department of the City Clerk, the head of which is the City Clerk.
2.32.20 Department of the City Clerk.
There shall be a Department of the City Clerk that shall perform duties as may be assigned by law or by the city manager. In addition, the director of the department, the City Clerk, shall:
(a) Attend all meetings of the city council and agency for community development and shall prepare the minutes of such proceedings;
(b) Have custody of and be responsible for the city seal and all books, official files, papers, correspondence and archives belonging to the city committed to the clerk’s custody;
(c) Prepare and maintain an index of all records in the clerk’s custody; (d) Administer and supervise the city’s and agency’s records management program; (e) Administer and supervise all municipal elections;
(f) Administer all oaths and take affidavits in matters relating to city business;
(g) Administer and supervise the publication of legal notices and ordinances and, if appropriate, prepare fair and adequate summaries of such ordinances for publication, which shall be reviewed by the city attorney and city manager before being published;
(h) Attest the signatures of city officers and documents that have been executed as authorized by resolution, ordinance or statute;
(i) Perform such other duties relating to the office as shall be required of him or her by law, ordinance or the city council/agency;
(j) Provide administrative supportive services to city officers and employees for required conflict of interest filings;
(k) Provide information from the Secretary of State and/or Fair Political Practices Commission to candidates in municipal elections and administer candidate filings; (l) Keep a register of claims and indexing system for litigation involving the city as directed by the city manager;
(m) Accept and process subpoenas and summons and other legal process unless an administrative regulation designates acceptance and process by another department or officer of the city;
(n) With the approval of the city manager, the city clerk may deputize subordinates who shall perform such duties required by law to be performed by the city clerk as the city clerk may delegate and direct;
(o) The city clerk shall execute a bond in the amount set by the city council by resolution, upon recommendation of the city attorney in accordance with Government Code Section 36518;
(p) Oversee the City’s Risk Management policies;
(q) Serve as the city’s Elections Official; and
(r) Perform such other regulated duties as shall be required by law, ordinance, rule or regulation of the City Manager.
Section 2. If any section, subsection, sentence, clause or phrase of this ordinance is for any reason held to be invalid or unconstitutional by a decision of any court of competent jurisdiction,
such decision shall not affect the validity of the remaining portions of the ordinance. The City Council declares that it would have passed this ordinance and each and every section, subsection, sentence, clause or phrase not declared invalid or unconstitutional without regard to whether any portion of the ordinance would subsequently be declared invalid or unconstitutional.
Section 3. The City Clerk shall certify to the adoption of this ordinance and cause it to be published as required by law. This ordinance shall become effective thirty (30) days after the date of its adoption.
PASSED, APPROVED AND ADOPTED THIS_____ DAY OF ____________, 2024.
ATTEST:
________________________ ________________________
Rick Miller Glenn Grandis
City Clerk Mayor
APPROVED AS TO FORM:
HARPER & BURNS LLP
________________________
Attorneys for the City
City of Fountain Valley