cash o ut a minimum of twelve (12) hours. No cash out may be requested between April 1st and June 30th.
b. Airport Public Safety Supervisors:
(1) Employees shall accrue eight point four (8.4) hours per month as holiday leave in lieu of the Holidays recognized in FMC Section 3-116.
(2) Employees may request payment and be compensated for up to forty eight (48) hours or twenty -five percent (25%) of their holiday leave balance, whichever is greater, each fiscal year. The employee’s request to be paid must be received by the Department payroll clerk at least ten (10) calendar days prior to the next biweekly pay period. Employees must cash out a minimum of twelve (12) hours.
8. Compensatory Time Off
a. An employee has the option to accrue CTO in lieu of cash payment for overtime hours worked for the first sixty (60) hours of overtime worked in a fiscal year. CTO may not be rolled over into the next fiscal year. CTO may be used for time off during the fiscal year it is earned, will be cashed out upon separation from employment if unused CTO from the current fiscal year remains, or will be cashed out during the last pay period of each fiscal year at the employee’s base rate of pay.
b. Employees who have reached the maximum accrual (60) hours of CTO in a fiscal year shall be given cash payment for additional overtime hours worked.
c. CTO shall be accumulated at the applicable overtime rate for the time worked under the provisions of the Fair Labor Standards Act (FLSA).
d. The use of accumulated CTO shall be requested, and subject to approval by the Airport Public Safety Manager or designee.
9. Premium Pay
a. P.O.S.T Certificate Pay:
(1) Airport Public Safety Officers
a) Employees who have satisfactorily attained the Advanced P.O.S.T.
Certificate shall be compensated at a rate of seven percent (7%) above the base rate of pay.
Resolution No.
FY 24 Salary Resolution
(3) Airport Public Safety Supervisors
a) Employees who have satisfactorily attained the Intermediate P.O.S.T. Certificate shall be compensated at a rate of five percent (5%) above the base rate of pay.
b) Employees who have satisfactorily attained the Advanced P.O.S.T.
Certificate shall be compensated at a rate of seven percent (7%) above the base rate of pay.
c) Airport Public Safety Supervisors who have satisfactorily attained the Supervisory P.O.S.T. Certificate shall be compensated at a rate of nine percent (9%) above the base rate of pay.
d) P.O.S.T. Certificate pays are not stackable with each other and shall be paid at the highest certification obtained.
b. Night Shift Premium:
Employees who have a shift regularly scheduled from 19:00 hours to 07:00 hours will receive night shift premium pay of $1.75 per hour for all hours actually worked between said hours.
c. Bilingual Certification Pay:
Employees shall be eligible for the Bilingual Certification Program as provided in Section 15.
10. Uniform Allowance
Employees shall receive $1,200 per year as a uniform purchase and maintenance allowance and paid in semi -annual installments on the last pay period in December and June. For employees in Tier 2 of the City of Fresno Fire and Police Retirement System, the uniform allowance is not pensionable.
11. Health Reimbursement Arrangement
The City currently maintains a Health Reimbursement Arrangement (HRA) that qualifies as a "health reimbursement arrangement" as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding HRAs.
At service retirement, or at a disability retirement if a Tier I or Tier II member is otherwise eligible for service retirement, or upon resignation if the employee is otherwise eligible for service retirement, employees who have used one hundred twelve (112) hours or less of Sick Leave used for sick time (excluding only hours used for Workers’ Compensation benefits and/or statutorily protected leaves such as Family & Medical Leave, and Family Sick Leave, and/or Bereavement Leave) in the 24 months preceding their date of retirement, will be credited with an account for the employee under the HRA to be used solely to pay premiums for Resolution No.
FY 24 Salary Resolution
medical insurance (including COBRA premiums) and qualified medical expenses for the participant, the participant’s spouse (or surviving spouse in the event of the death of the participant), and the participant’s dependents pursuant to the City of Fresno Retiree HRA Plan Document.
The "value" of the account shall be determined as follows:
• The number of accumulated Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80% of the employee's then current hourly base rate of pay.
• The hourly base rate of pay for employees shall be the equivalent of the monthly salary for the classification as reflected in the Salary Resolution, multiplied by twelve (12) months then divided by 2,080 hours.
At the employer’s option, the HRA accounts shall be book accounts only – no actual trust account shall be established for any employee. Each HRA book account shall be credited on a monthly basis with a rate of earnings equal to the yield on the City’s Investment Portfolio (provided that such yield is positive).
Once a participant’s account under the HRA has been reduced to $0, no further benefits shall be payable by the HRA. If the participant, the participant’s spouse, and the participant’s dependents die before the participant’s account under the HRA has been reduced to $0, no death benefit shall be payable to any person by the HRA.
While this provision is in effect, eligible employees shall not be allowed to cash out any accumulated or accrued sick leave at retirement.
12. Workers’ Compensation
a. Consistent with FMC Section 3 -118, the percentage of wages or salary and benefits received by an employee who suffers an injury in the course and scope of City employment shall be the percentage and benefits established by the State of California workers’ compensation laws set forth in the California Labor Code.
b. Partial days of absence due to a work related injury or illness, including the day of injury or illness, shall be at full pay and shall not count toward the exclusion period; however, this time shall be recorded as work related injury/illness absence.
c. At the employee’s option, in the event work related injury/illness pay from the City is not provided during the first three (3) days of absence due to the work related injury or illness, the employee may first take Sick L eave, Vacation Leave, or Holiday Leave for that period.
d. If the employee is placed on sick leave, vacation or holiday pending determination as to whether the injury or illness is industrial, and the injury or Resolution No.
FY 24 Salary Resolution
illness is determined to be industrial, sick leave, vacation or holiday shall be restored within thirty (30) calendar days of such determination provided that the employee has submitted all necessary documents relevant to their Workers’ Compensation claim, and the employee placed on work related injury/illness leave as provided herein.
e. If the employee is placed on sick leave, vacation or holiday pending determination as to whether the injury or illness is industrial, and the injury or illness is determined not to be industrial, sick leave, vacation or holiday shall not be restored.
f. Retirement benefits shall not be reduced as a result of compensation paid at the one hundred percent (100%) rate level of compensation established herein. Changes in contribution by the City and employee shall be in accordance with the applicable retirement code sections.
g. Notwithstanding the provisions of the FMC, for the first sixty (60) days of absence in any fiscal year, benefits, including but not limited to holiday leave accumulation and uniform allowance, shall continue to accrue.
13. Airport Public Safety Officer Temporary Assignment to Perform Duties of Absent Employees (Acting)
In the absence of an Airport Public Safety Supervisor, Airport Public Safety Officers who meet the minimum qualifications of the Airport Public Safety Supervisor classification may be authorized by the Airports Director or designee to act as an Airport Public Safety Supervisor. For hours actually worked in an acting capacity, the employee will be compensated as an Airport Public Safety Supervisor such that the employee shall be paid the step in the Airport Public Safety Supervisor salary range which is at least three and one-half percent (3.5%) higher than the base rate of pay received as an Airport Public Safety Officer. If such an increase would require a payment greater than the highest step of the Airport Public Safety Supervisor salary range, then the highest step of the Airport Public Safety Supervisor salary range shall be paid.
14. Rates of Pay
The hourly base rate of pay for employees shall be the equivalent of the monthly salary for the classification as reflected in the Salary Resolution, multiplied by twelve (12) months then divided by 2,080 hours.
SECTION 19
. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS
A. Employees changing from a bargaining unit with leave banks that are the same as leave banks in the bargaining unit to which they are transferring, will maintain their existing leave balances (e.g., Vacation Leave to Vacation Leave, Sick Leave to Sick Leave, Supplemental Sick Leave to Supplemental Sick Leave), subject to Section 19, Subsection (H) Leave Caps below.
Resolution No.
FY 24 Salary Resolution
Employees in a bargaining unit with Management Leave who move to a bargaining unit with Management Leave will maintain their existing leave balances.
B. Annual Leave/Vacation Leave - Employees with an Annual Leave balance transferring to a position in a bargaining unit which is not covered by Annual Leave, may either cash out unused Annual Leave at the former class’ base rate of pay, or convert the unused Annual Leave to a non-accruing Annual Leave bank.
The conversion is obtained by multiplying unused Annual Leave hours by the former class’s base rate of pay (converted to an hourly figure), dividing the product by the new class’s base rate of pay (converted to an hourly figure), and placing the resulting balance for leave usage as requested and designated by the employee, with appropriate approval.
Employees with Vacation Leave transferring to a bargaining unit with Annual Leave will have all Vacation accruals converted to Annual Leave.
C. Sick Leave – Employees with Sick Leave who move to a bargaining unit with Annual Leave will have their unused Sick Leave balances frozen, as Frozen Sick Leave.
D. Supplemental Sick Leave – Employees with Supplemental Sick Leave who transfer to a bargaining unit with no Supplemental Sick Leave may either cash the leave out at the former class’ base rate of pay or continue to maintain the Supplemental Sick Leave. If the employee elects to retain the Supplemental Sick Leave, it may be used pursuant to Section 11.
E. Employee Incentive Time Off (EITO) – Employees with EITO who transfer to a bargaining unit with no EITO will have the EITO balance cashed out at the former class’ base rate of pay at the time of transfer.
F. Compensatory Time Off (CTO) – Employees with CTO who transfer to a bargaining unit with no CTO, will have all time cashed out at the former class’ rate of pay. Employees with CTO who transfer to a bargaining unit with CTO will be subject to all provisions regarding CTO in the new bargaining unit. If the employee’s CTO balance is over the cap of the new bargaining unit, any CTO above the cap will be cashed out at the former class’ base rate of pay.
G. Management Leave – Employees in a bargaining unit with Management Leave who move to a b argaining unit with no Management Leave will have their Management Leave cashed out at the former class’ base rate of pay at the time of transfer.
H. Leave Caps - When employees transfer from one bargaining unit to a different bargaining unit that has a lower leave accrual cap for leave other than Sick Leave, all leave over the Conversion example:
100 unused hrs x $15.00 (Former base rate) = 75 hrs placed in non-accruing $20.00 (New class base rate) annual leave balance account Resolution No.
FY 24 Salary Resolution
cap will be cashed out at the former class’ base rate of pay upon the conclusion of the second pay period after the transfer in bargaining unit. The cash out is obtained by multiplying the amount of hours over the new cap by the former class' base rate of pay (converted to an hourly figure).
Employees with Sick Leave who transfer to a bargaining unit with Sick Leave whose balance is over the cap of the new bargaining unit will have any hours above the Sick Leave cap converted to a Frozen Sick Leave bank.
Employees with Holiday Leave who trans fer to a bargaining unit with a Holiday Leave whose balance is over the cap of the new bargaining unit will have any Holiday Leave above the cap converted to a Special Holiday Leave bank.
Employees with Special Holiday Leave who transfer to a bargaining unit with no Holiday Leave cap will have all Special Holiday Leave converted to Holiday Leave.
SECTION 20.
SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR
MILITARY SERVICE
The City will extend salary and benefits to permanent City employees while they are serving in active military duty deployments of more than thirty-one (31) days as follows:
A. Payment of the employee’s salary differential benefit;
B. Payment of the City’s portion of the employees’ Health and Welfare Contribution, if the employee is currently covered by the City of Fresno Health and Welfare Trust; and
C. Continued accrual of Vacation, Sick, Annual and/or Management Leave balances to which they are otherwise entitled by unit designation and employee status during the period of deployment.
SECTION 21
. BEREAVEMENT LEAVE
In accordance with FMC Section 3- 107 (f) and Government Code Section 12945.7, upon the death of a member of an employee’s immediate family, the employee shall be allowed to use Sick Leave (or Annual Leave, or any other accrued and available Leave), or Leave Without Pay if the employee has exhausted all Leave balances, for up to five total working days, taken either consecutively or intermittingly, during a period of up to three (3) months after the immediate family member’s death; provided, however, that members of the fire fighting forces working a twenty-four hour shift shall be allowed such Leave not to exceed two regular working shifts.
In accordance with Government Code Section 12945.2, immediate family includes: the employee’s child, parent, spouse, registered domestic partner, parent -in-law, grandparent, grandchildren, or sibling.
An employee may use Sick Leave or Annual Leave to attend the funeral of a person other than a member of the immediate family if granted such l eave by their department director . The Resolution No.
FY 24 Salary Resolution
department director shall notify Personnel Services Director when any employee is granted such leave.
SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW
EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY
INSURANCE PLAN
A. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)
Employees eligible for SDI /PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.
Newly hired employees eligible for the SDI/PFL benefit and employees transitioning from a bargaining unit with SDI /PFL participation are eligible to integrate their leave balances under this Section. Integrating leave balances is defined as using the SDI /PFL benefit combined with an appropriate number of hours per work week of the employee’s available leave balances added together to provide regular, bi-weekly income.
Before leave integration will occur, a n employee must file a claim as required under SDI/PFL and make a timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.
A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the date of the SDI/PFL claim. Notification shall be provided by completing an Agreement to Integrate Leave Balance form made available in each d epartment or from Payroll directly. Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case-by-case basis by the Director of Personnel Services or their designee.
Employees who elect to integrate as described above must provide Payroll with a copy of the Employment Development Department’s (EDD) Notice of Computation within fourteen (14) calendar days of the issue date of the Notice, and are required to authorize EDD to share benefit computations with the City on their initial claim forms. Extensions beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case- by-case basis. Leave integration will not be allowed or provided for any period before the City receives the signed Agreement to Integrate Leave Balance and the Notice of Computation, including retroactive integration, unless exigent good cause circumstances apply (i.e., integration will occur only on a prospective basis after the City’s receipt of the required leave integration paperwork unless exigent good cause circumstances apply).
Integrating leave balances with SDI /PFL benefits will continue only if leave balances are available and the employee remains eligible to receive SDI/PFL benefits. Once integration Resolution No.
FY 24 Salary Resolution
begins, it will continue as long as leave balances are available and SDI /PFL benefits continue.
Integration will end, whichever comes first in time, upon: (1) notification from the employee that SDI/PFL benefits have terminated, (2) the employee exhaust ing all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.
An employee who is integrating leave and has exhausted all other leave balances may apply for donated time in accordance with City policies. Donated time will be integrated in the same manner as all other available leave time as described in this Section.
B. INTEGRATION WITH THE CITY’S LONG TERM DISABILITY PLAN
Employees eligible for the City’s Long Term Disability Plan may elect to integrate leave time with those Plan benefits by signing an integration agreement as soon as practical, but no later than fourteen (14) calendar days after the Long Term Disability claim date.
Notification shall be provided by completing an integration agreement form made available by the City indicating whether or not the employee desires to integrate leave with the claim.
Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case -by-case basis by the Director of Personnel Services or their designee.
Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.
Integration will end, whichever comes first in time, upon: (1) notification from the employee that Plan benefits have terminated, (2) the employee exhausting all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.
SECTION 23
. SALARIES FOR EMPLOYEES IN EXHIBIT 2, EXHIBIT 8, AND PERMANENT PART-
TIME EMPLOYEES WHILE ABSENT DUE TO INJURY IN THE LINE OF DUTY
The percentage of wages or salary received for an employee who suffers an injury in the course and scope of City employment shall be the percentage established by the State of California Workers’ Compensation laws.
SECTION 24
. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS
Consistent with FMC Section 3 -205, the job classifications or pay step identified in Exhibit 16 have been deleted and a pay relationship to calculate retirement benefits for the respective job classifications or pay step are hereby established as incorporated by this reference. Exhibit 16 reflects benchmarked job classifications and pay steps since January 28, 2016.
Resolution No.
FY 24 Salary Resolution
SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE
Consistent with Fresno Municipal Code Sections 3- 345 and 3-557 former employees who are receiving a retirement benefit from the City of Fresno Fire and Police Retirement System or the City of Fresno Employees Retirement System may be employed on a temporary basis not to exceed 2080 hours over the course of two consecutive fiscal years if there is a showing made by the appointing authority that the person possesses special skills or experience necessary to perform the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of this Section, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before their retirement, and for at least 90 calendar days after their retirement, between the employee and the City of their future temporary employment with the City, and (2) upon their retirement, the retired employee provides no work for the City, including work as a full- time, part-time, or seasonal employee; an employee through a third- party contract with the City; an independent contractor; or a leased employee, for at least 90 calendar days.
SECTION 26. RECRUITMENT AND RETENTION INCENTIVE
Effective upon amendment of the Transparency Act to permit recruitment incentives and retention incentives, such incentives may be paid for particular classifications, provided:
A. Classifications are designated as hard to fill by the City Manager, the City Attorney, the Retirement Administrator, or the City Clerk, and;
B. The City Council concurs with the appointing authority’s designation by majority vote, and;
C. The recruitment incentive or the retention incentive does not exceed the equivalent of one month’s salary at the top step, or the top of the range, for the classification, and;
D. No employee shall be eligible for both a recruitment incentive and retention incentive in the same fiscal year, whether in the same classification or in different classifications, and;
E. An employee, having received a recruitment incentive, must work in the same classification for twelve (12) consecutive months prior to becoming eligible to receive a retention incentive, and;
F. The recruitment incentive and retention incentive shall be, lump- sum payments, and shall not be pensionable, and;
G. Payment of any recruitment incentive or retention incentive is authorized at the sole discretion of the City Manager, the City Attorney, the City Clerk or the Retirement Administrator provided the above conditions are met.
Effective March 14, 2022, current permanent City employees who refer an eligible candidate for Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III that is hired by the City as a permanent employee in a respective classification will receive a Referral Incentive of up to a total of one thousand dollars ($1,000) per referral, subject to the terms outlined below:
Resolution No.
FY 24 Salary Resolution
A. Police Officer Recruit
The Referral Incentive will be paid in two (2) increments of five hundred dollars ($500) up to the total one thousand dollars ($1,000) as follows:
1. Upon the Police Officer Recruit’s hire and commencement of work with the City; and
2. Upon the Police Officer Recruit’s successful completion of the field training program, as determined by Police Administration;
B. Police Officer Lateral Hire
1. For an employee to be eligible for the Referral Incentive for referring a lateral Police Officer referral, the candidate referred must, at the time of filing an employment application with the City for a Police Officer position:
a. Be currently working for another California law enforcement agency;
b. Have two (2) years of experience as a full-time peace officer in California; and
c. Possess a current California P.O.S.T. certificate.
2. Employees who refer lateral Police O fficer hires with prior full- time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral Police Officer has a minimum of two years of separation from the Fresno Police Department as a full -time peace officer and has met the requirements of (a) and (c ) described above.
3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:
a. Upon the lateral Police Officer’s hire and commencement of work with the City;
b. Upon the lateral Police Officer’s successful com pletion of the field training program, as determined by Police Administration;
c. Upon the lateral Police Officer’s successful completion of the probationary period; and
d. Upon the lateral Police Officer’s successful completion of an additional twelve (12) mo nths of City service following the successful completion of the probationary period.
Resolution No.
FY 24 Salary Resolution
C. Emergency Services Dispatcher (ESD) II or III Lateral Hire
1. For an employee to be eligible for the Referral Incentive for referring a lateral ESD II or III, the candidate referred must, at the time of filing an employment application with the City for an ESD II or III position, have been employed for at least two ( 2) consecutive years during the past three (3) years with a law enforcement agency in a classification equivalent to an Emergency Dispatcher II with the City of Fresno Police Department.
2. Employees who refer lateral ESD II or III hires with prior full -time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral ESD II or III has a minimum of two (2) years of separation from the Fresno Police Department as a permanent full -time ESD and has met the requirements described above.
3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:
a. Upon the lateral ESD’s hire and commencement of work with the City;
b. Upon the lateral ESD’s successful completion of the ESD training program, as determined by Police Administration;
c. Upon the lateral ESD’s completion of the probationary period; and
d. Upon the lateral ESD’s completion of an additional twelve (12) months of City service following the successful completion of the probationary period.
D. Only one current permanent City employee may receive the Referral Incentive for each eligible candidate hired by the City as a permanent Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III.
E. The referring employee must be designated in writing by the candidate at the time the application for employment is submitted to for the referring employee to be eligible for the Referral Incentive.
F. Should the referred Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III fail to meet any of the metrics outlined above, the referring employee will be ineligible to receive the coinciding incentive(s).
G. Employees in the Personnel Services Department, members of the Police Department Recruiting Unit, members of Unit 9 – Police Management, and other employees directly involved in a candidate’s hiring process are not eligible to receive the Referral Incentive.
H. The Referral Incentive is not compensable for retirement purposes.
Resolution No.
FY 24 Salary Resolution
SECTION 27. UNUSUAL CIRCUMSTANCES
In any case where, by reason of unusual circumstances, rigid adherence to the foregoing rules would cause a manifest injustice, the City Manager, on recommendation of the appropriate appointing authority and the Director of Personnel Services, may make such order deviating therefrom, as is in the City Manager’s judgment, proper to mitigate the injustice.
SECTION 28.
CONFLICTING RESOLUTIONS
Resolution No. 2022- 152, all amendments thereto, and all other resolutions or parts of resolutions in conflict with this resolution except as such resolutions or parts thereof approve a MOU or T & C, are hereby repealed.
SECTION 29.
RESOLUTION EFFECTIVE DATE
Upon final legislative approval, this Resolution shall become effective July 1, 2023.
SEE APPENDIX FOR FOOTNOTES Page 1.1
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary per iod at the journey level. In those cases in which an employee is hired at the journey level, twelve months of satisfactory service is required.
7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Airports Building Maintenance Technician 310011 12 3850 4044 4245 4457 4679 Airports Operations Leadworker 310010 12 4498 4722 4959 5207 5467 Airports Operations Specialist 310012 12 4089 4292 4506 4732 4967 Automotive Parts Leadworker 145006 12 4089 4292 4506 4732 4967 Automotive Parts Specialist 145005 12 3715 3901 4095 4301 4515 Aviation Mechanic I 4100394 124 4988 5239 5498 5775 6063 Aviation Mechanic II 4100404 124 5488 5761 6049 6353 6668 Aviation Mechanic Leadworker 410041 12 6036 6337 6654 6986 7336 Body & Fender Repairer 320036 12 4988 5239 5498 5775 6063 Body & Fender Repairer Leadworker 320037 12 5488 5761 6049 6353 6668 Body & Fender Repairer Trainee 3200357 67 4497 4721 4958 5206 5466 Brake & Front End Specialist 710085 12 5488 5761 6049 6353 6668 Bus Air Conditioning Mechanic 320031 12 4988 5239 5498 5775 6063 Bus Air Conditioning Mechanic Leadworker 320032 12 5488 5761 6049 6353 6668 Bus Air Conditioning Mechanic Trainee 3200307 67 4497 4721 4958 5206 5466 Bus Equipment Attendant Leadworker 320040 12 4089 4292 4506 4732 4967 Bus Mechanic I 3200204 124 4497 4721 4958 5206 5546
Bus Mechanic II 3200214 124 4988 5239 5498 5775 6063
Bus Mechanic Leadworker 320022 12 5488 5761 6049 6353 6668 Collection System Maintenance Specialist 630002 12 4548 4775 5014 5264 5527 Collection System Maintenance Technician 630001 12 4135 4341 4559 4785 5025 Combination Welder 710067 12 4988 5239 5498 5775 6063
Combination Welder Leadworker 710066 12 5488 5761 6049 6353 6668 Communications Technician I 710050 12 4471 4696 4929 5175 5434 Communications Technician II 710051 12 4929 5175 5434 5705 5991
SEE APPENDIX FOR FOOTNOTES Page 1.2
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Cross Connection Control Specialist 610040 12 4778 5018 5267 5530 5805 Custodian 810001 12 3053 3205 3366 3533 3709
Electronic Equipment Installer 710060 12 3627 3807 3999 4198 4408 Equipment Service Worker I 710075 12 3715 3901 4095 4301 4515 Equipment Service Worker II 710076 12 4089 4292 4506 4732 4967 Fire Equipment Mechanic I 4200107 67 4497 4721 4958 5206 5466 Fire Equipment Mechanic II 420011 12 4988 5239 5498 5775 6063 Fire Equipment Mechanic Leadworker 420012 12 5488 5761 6049 6353 6668 Graffiti Abatement Technician 710009 12 3666 3849 4044 4245 4457 Heavy Equipment Mechanic I 7101004 124 4497 4721 4958 5206 5466 Heavy Equipment Mechanic II 7101014 124 4988 5239 5498 5775 6063 Heavy Equipment Mechanic Leadworker 710102 12 5488 5761 6049 6353 6668 Heavy Equipment Operator 710025 12 4639 4873 5115 5372 5638 Instrumentation Specialist 620025 12 5253 5517 5793 6082 6385 Instrumentation Technician 620026 12 4778 5018 5267 5530 5805 Irrigation Specialist 510005 12 4035 4237 4448 4670 4902 Laborer 710005 12 3098 3240 3388 3543 3709
Light Equipment Mechanic I 7100954 124 4497 4721 4958 5206 5466 Light Equipment Mechanic II 7100964 124 4988 5239 5498 5775 6063 Light Equipment Mechanic Leadworker 710097 12 5488 5761 6049 6353 6668 Light Equipment Operator 710020 12 4089 4292 4506 4732 4967 Locksmith 810015 12 3739 3926 4121 4327 4543
Maintenance & Construction Worker 710015 12 3715 3901 4095 4301 4515 Maintenance & Operations Assistant 710001 12 3098 3240 3388 3543 3709
SEE APPENDIX FOR FOOTNOTES Page 1.3
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Maintenance Carpenter I 810020 12 4115 4320 4536 4762 5000 Maintenance Carpenter II 810021 12 4538 4766 5003 5252 5516 Park Equipment Mechanic I 7101094 124 3715 3901 4095 4301 4515 Park Equipment Mechanic II 710110 12 4089 4292 4506 4732 4967 Park Equipment Mechanic Leadworker 710111 12 4497 4721 4958 5206 5466 Parking Meter Attendant I 7101254 124 3358 3526 3703 3887 4082 Parking Meter Attendant II 7101264 124 3696 3880 4072 4276 4491 Parking Meter Attendant III 710127 12 4064 4266 4479 4704 4937 Parks Maintenance Leadworker 510003 12 4035 4237 4448 4670 4902 Parks Maintenance Worker I 510001 12 3053 3205 3366 3533 3709 Parks Maintenance Worker II 510002 12 3667 3850 4044 4245 4457 Power Generation Operator/Mechanic 620055 12 5536 5811 6103 6406 6727 Property Maintenance Leadworker 810007 12 4123 4328 4545 4773 5011 Property Maintenance Worker 810006 12 3850 4044 4247 4458 4679 Roofer 810010 12 3739 3925 4122 4327 4543
Sanitation Operator 640021 12 4089 4292 4506 4732 4967
Senior Collection System Maintenance
Specialist 630004 12 5002 5251 5515 5790 6079
Senior Communications Technician 710052 12 5437 5708 5995 6293 6608 Senior Custodian 810002 12 3358 3526 3703 3887 4082
Senior Heavy Equipment Operator 710026 12 5711 5997 6296 6611 6942 Senior Sanitation Operator 640022 12 4639 4873 5115 5372 5638 Senior Wastewater Mechanical Specialist 620062 12 5032 5284 5547 5826 6115 Senior Wastewater Treatment Plant
Operator 620043 12 5844 6138 6444 6766 7104
Senior Water Distribution/Production
Operator
610030 12 5844 6138 6444 6766 7104
Senior Water Treatment Plant Operator 610039 12 5965 6263 6576 6905 7249 Solid Waste Safety & Training Specialist 640005 12 4426 4641 4871 5108 5358
SEE APPENDIX FOR FOOTNOTES Page 1.4
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Street Maintenance Leadworker 710040 12 4190 4398 4617 4849 5090 Street Sweeper Lead Operator 710036 12 4497 4721 4958 5206 5466 Street Sweeper Operator 710035 12 4089 4292 4506 4732 4967 Tire Maintenance & Repair Technician 710081 12 4089 4292 4506 4732 4967 Tire Maintenance Worker 710080 12 3715 3901 4095 4301 4515 Traffic Maintenance Leadworker 710046 12 4190 4398 4617 4849 5090 Traffic Maintenance Worker I 7100444 124 3454 3627 3807 3999 4198 Traffic Maintenance Worker II 7100454 124 3799 3988 4189 4397 4615 Tree Trimmer Leadworker 510010 12 4157 4364 4583 4813 5054 Utility Leadworker 710010 12 4035 4237 4448 4670 4902
Waste Container Maintenance Worker 640010 12 3358 3526 3703 3887 4082 Wastewater Distributor Technician 620050 12 3759 3946 4144 4350 4567 Wastewater Mechanical Specialist 620061 12 4778 5018 5267 5530 5805 Wastewater Mechanical Technician 620060 12 4345 4562 4788 5028 5279 Wastewater Treatment Plant Operator-In-
Training 6200401 - 3759 3946 4144 4350 4567
Wastewater Treatment Plant Specialist 6200425 125 5032 5284 5547 5826 6115 Wastewater Treatment Plant Technician 6200415 125 4778 5018 5267 5530 5805 Water Distribution/Production Specialist 610029 12 4778 5018 5267 5530 5805 Water Distribution/Production Technician 610028 12 4345 4562 4788 5028 5279 Water Maintenance Mechanic Specialist 610032 12 4778 5018 5267 5530 5805 Water System Trainee 6100231 - 3098 3240 3388 3543 3709 Water Treatment Plant Operator 610042 12 4778 5018 5267 5530 5805 Water Treatment Plant Operator-In-Training 6100411 - 3759 3946 4144 4350 4567 Water Maintenance Mechanic Technician 610031 12 4345 4562 4788 5028 5279 Water Quality Specialist 610034 12 4778 5018 5267 5530 5805 Water Quality Technician 610033 12 4345 4562 4788 5028 5279 Welder 710065 12 4497 4721 4958 5206 5466
SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes
CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Airport Public Safety Manager 310004e - E7 8706 - 11971 Assistant City Attorney 160008e - E4 11958 - 18878
Assistant City Manager 150135e - E3 15950 - 21931
Assistant Controller 135020e - E5 9588 - 15546
Assistant Director 150160e - E5 9588 - 15546
Assistant Director of Personnel
Services 150043e - E5 9588 - 15546
Assistant Director of Public Utilities 620100e - E5 9588 - 15546 Assistant Director of Public Works 210089e - E5 9588 - 15546 Assistant Police Chief 415010e - E5 9588 - 15546
Assistant Retirement Administrator 135040e - E5 9588 - 15546 Background Investigator 410055 - E16 4903 - 6639
Budget Analyst 135006e - E15 5546 - 7565
Budget Manager 135008e - E7 8706 - 11971
Chief Assistant City Attorney 160015e - E3 15950 - 21931 Chief Information Officer 125067e - E4 11958 - 18878
Chief Labor Negotiator 150030e - E6 10270 - 13840
Chief of Staff to Councilmember 150086e - E10 3905 - 10882 Chief of Staff to the Mayor 150123e - E5 9588 - 15546
City Attorney 160009e - E1 18159 - 24968
City Attorney Investigator 160003 - E15 5546 - 7565
City Clerk 150125e - E4 11958 - 18878
City Engineer 210080e - E4 11958 - 18878
City Manager 150130e - E1 18159 - 24968
Community Coordinator 150075e - E11 4188 - 7304
Community Outreach Specialist 150230e - E11 4188 - 7304 Controller 135021e - E4 11958 - 18878
Council Assistant 150085e - E10 3905 - 10882
Deputy City Attorney II 160006e - E8 7725 - 10882
Deputy City Attorney III 160007e - E7 8706 - 11971
SEE APPENDIX FOR FOOTNOTES Page 2.2
† This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.
e Exempt class, see Section 4.
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes
CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Deputy City Manager 150140e - E5 9588 - 15546
Director 150170e - E4 11958 - 18878
Director of Aviation 310045e - E4 11958 - 18878
Director of Development 220020e - E4 11958 - 18878
Director of Personnel Services 150042e - E4 11958 - 18878 Director of Public Utilities 620101e - E4 11958 - 18878 Director of Transportation 310040e - E4 11958 - 18878
Economic Development
Coordinator 150090e - E10 3905 - 10882
Economic Development Director 150099e - E4 11958 - 18878 Executive Assistant to
Department Director 115003e - E19 4376 - 6477
Executive Assistant to the City
Attorney 115004e - E17 4973 - 7449
Executive Assistant to the City
Manager 115001e - E17 4973 -
7449
Executive Assistant to the Mayor 115002e - E17 4973 7449 Fire Chief 425007e - E3 15950 - 21931
Governmental Affairs Manager 150240e - E10 3905 - 10882 Human Resources Manager 150025e - E7 8706 - 11971
Independent Reviewer 150220e - E5 9588 - 15546
Internal Auditor 135010e - E15 5546 - 7565
Investment Officer 135014e - E6 10270 - 13840
Management Analyst II 150032e† 12 E15 5546 - 7565
Payroll Accountant 130016e - E20 5990 - 10882
Payroll Manager 135012e - E7 8706 - 11971
Police Chief 415008e - E2 16349 - 23616
SEE APPENDIX FOR FOOTNOTES Page 2.3
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes
CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Principal Budget Analyst 135009e - E12 8310 - 11426
Principal Internal Auditor 135011e - E8 7725 - 10882
Principal Labor Relations/Risk
Analyst 150018e - E12 8310 - 11426
Project Liaison/Program
Administrator 150062e - E13 9092 - 13126
Public Affairs Officer 150118e - E8 7725 - 10882
Public Works Director 210085e - E4 11958 - 18878
Retirement Administrator 135030e - E3 15950 - 21931
Retirement Benefits Manager 135045e - E7 8706 - 11971
Retirement Office Manager 115007e - E17 4973 - 7449
Senior Budget Analyst 135007e - E8 7725 - 10882
Senior City Attorney Investigator 160004e - E8 7725 - 10882 Senior Deputy City Attorney I 160013e - E6 10270 - 13840 Senior Deputy City Attorney II 160014e - E21 9649 - 15225 Senior Deputy City Attorney III 160016e - E22 10131 - 15985 Senior Human Resources/Risk
Analyst
150017e - E8 7725 - 10882
Senior Law Clerk 11502210 - E16 4903 - 6639
Supervising Deputy City Attorney 160010e - E5 9588 - 15546
E Exempt class, see Section 4.
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.
SEE APPENDIX FOR FOOTNOTES Page 3.1
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases , in which an employee is hired at the journey leve l, twelve months of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of servic e for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Account Clerk I 1300013 63 3014 3151 3293 3446 3610
Account Clerk II 1300023 123 3332 3485 3651 3816 3992
Accountant-Auditor I 1300114 124 4875 5099 5335 5594 5856 Accountant-Auditor II 1300124 124 5343 5590 5861 6140 6431 Accounting Technician 130010 12 4022 4211 4409 4612 4831 Administrative Clerk I 1100013 63 2797 2927 3057 3198 3343 Administrative Clerk II 1100023 123 3198 3345 3497 3660 3828 Airports Credentialing Technician 115080 12 3894 4075 4264 4467 4677 Airports Operations Officer I 3100064 124 4879 5119 5365 5634 5915 Airports Operations Officer II 3100094 124 5365 5634 5915 6211 6522 Associate Electrical Safety
Consultant I 230022 12 6092 6381 6688 7003 7341
Associate Electrical Safety
Consultant II 230023 12 6420 6728 7047 7386 7744
Associate Environmental & Safety
Consultant I 230003 12 6092 6381 6688 7003 7341
Associate Environmental & Safety
Consultant II 230004 12 6420 6728 7047 7386 7744
Associate Plumbing & Mechanical
Consultant I 230012 12 6092 6381 6688 7003 7341
Associate Plumbing & Mechanical
Consultant II 230013 12 6420 6728 7047 7386 7744
Billing System Specialist 125075 12 4429 4638 4857 5076 5313 Budget Technician 135005 12 4023 4208 4406 4613 4831
Building Inspector I 2300074 124 5569 5833 6109 6404 6706 Building Inspector II 2300084 124 6092 6381 6688 7003 7341 Building Inspector III 230009 12 6420 6728 7047 7386 7744
SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Call Center Representative I 1150703 63 3343 3498 3670 3829 4006 Call Center Representative II 1150713 123 3664 3829 4006 4195 4391 Central Printing Clerk 120005 12 3182 3328 3479 3643 3810 Chemist 620020 12 5305 5562 5824 6103 6394
City Records Specialist 115025 12 4009 4195 4391 4597 4816 Commercial Building Inspector 230015 12 6092 6381 6688 7003 7341 Community Recreation Assistant 520010 12 3888 4062 4230 4401 4593 Community Revitalization Specialist 230053 12 5435 5696 5969 6295 6557 Community Revitalization Technician 230059 12 3781 3957 4141 4337 4541 Community Services Officer I 4100254 124 3616 3781 3956 4139 4332 Community Services Officer II 4100264 124 3956 4139 4332 4537 4751 Computer Systems Specialist I 1250104 124 5636 5897 6178 6475 6781 Computer Systems Specialist II 1250114 124 6178 6471 6779 7102 7447 Computer Systems Specialist III 125012 12 6781 7106 7449 7805 8184 Construction Compliance Specialist 150055 12 4659 4872 5105 5348 5598 Crime Scene Technician I 4100104 124 4460 4668 4889 5121 5364 Crime Scene Technician II 4100114 124 4889 5121 5364 5618 5889 Crime Specialist 410008 12 5593 5857 6138 6431 6743
Customer Services Clerk I 1150603 63 3346 3497 3656 3827 4006 Customer Services Clerk II 1150613 123 3665 3836 4016 4198 4391 Cybersecurity Analyst 125090 12 6781 7106 7449 7805 8184 Deputy City Clerk 1150284 124 3605 3772 3946 4131 4320
Development Services Coordinator 230057 12 5590 5897 6184 6479 6790 Digital Forensics Analyst 410050 12 7398 7770 8157 8565 8993 Emergency Services Call Taker 410000 12 5000 5227 5420 5668 5907 Emergency Services Dispatcher I 4100015 125 5000 5227 5420 5668 5907 Emergency Services Dispatcher II 4100025 125 5405 5662 5931 6210 6496 Emergency Services Dispatcher III 410003 12 5948 6220 6521 6800 7145
SEE APPENDIX FOR FOOTNOTES Page 3.3
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an addi tional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Engineer I 2100154 124 7081 7435 7806 8196 8606
Engineer II 2100164 124 7991 8392 8811 9251 9713
Engineering Aide I 2100013 63 3488 3643 3809 3987 4177
Engineering Aide II 2100023 123 4136 4331 4526 4736 4967 Engineering Inspector I 2300754 124 5447 5724 5982 6264 6568 Engineering Inspector II 2300764 124 5958 6239 6540 6852 7182 Engineering Technician I 2100054 124 4098 4289 4496 4696 4918 Engineering Technician II 2100064 124 4866 5104 5339 5587 5855 Environmental Control Officer 620001 12 5233 5484 5737 6010 6293 Facilities Construction Specialist 230085 12 5348 5596 5863 6142 6438 Fire Prevention Inspector I 4200015 125 4726 4948 5173 5427 5685 Fire Prevention Inspector II 4200025 125 5448 5696 5969 6262 6557 Fleet Operations Specialist 710105 12 4998 5230 5483 5741 6017 Geographic Information System
(GIS) Specialist 125025 12 6781 7106 7449 7805 8184
Geographic Information System
(GIS) Technician I 1250264 124 5632 5894 6173 6470 6776 Geographic Information System
(GIS) Technician II 1250274 124 6178 6469 6779 7102 7447 Graphics Technician 120013 12 4397 4609 4832 5068 5315
Helicopter Pilot 410033 12 6666 6991 7333 7693 8072
Housing Rehabilitation Specialist 230056 12 5417 5681 5962 6254 6557 Industrial/Commercial Water
Conservation Representative 610015 12 5242 5492 5747 6021 6305 Interpreter/Translator 150232 12 5604 5912 6199 6495 6806 Laboratory Assistant 620010 12 3659 3833 4010 4197 4391 Laboratory Technician I 6200114 124 4399 4605 4821 5046 5282 Laboratory Technician II 6200124 124 4831 5056 5295 5548 5812 Landscape Water Conservation
Specialist 610005 12 5227 5476 5737 6008 6293
SEE APPENDIX FOR FOOTNOTES Page 3.4
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory ser vice before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Law Office Assistant 115021 12 4394 4609 4833 5068 5313 Network Systems Specialist 125030 12 6781 7106 7449 7805 8184 PAR Program Specialist 410023 12 3781 3957 4141 4337 4541 Paratransit Specialist 320005 12 4027 4217 4416 4615 4831 Park Ranger I 4100604 124 3616 3781 3956 4139 4332
Park Ranger II 4100614 124 3956 4139 4332 4537 4751
Parking Enforcement Officer I 7101204 124 3141 3270 3405 3539 3689 Parking Enforcement Officer II 7101214 124 3414 3559 3706 3856 4029 Parking Enforcement Officer III 710122 12 3706 3856 4029 4194 4374 Phlebotomist 410007 12 3659 3833 4010 4197 4391
Planner I 2200053 63 5049 5276 5529 5795 6073
Planner II 2200063 123 5688 6001 6293 6592 6909
Plans and Permit Technician 220002 12 5325 5574 5827 6113 6404 Plans Examiner 210041 12 5843 6106 6400 6713 7029
Police Data Transcriptionist 115035 12 4273 4470 4678 4895 5125 Police Support Services Clerk 115043 12 3547 3711 3882 4062 4250 Police Support Services Technician 115044 12 3894 4075 4264 4467 4677 Principal Account Clerk 130004 12 4022 4211 4409 4612 4831 Procurement Specialist 140002 12 5051 5293 5542 5806 6083 Program Compliance Officer 640026 12 4319 4532 4753 4984 5227 Programmer/Analyst I 1250204 124 5639 5902 6182 6480 6785 Programmer/Analyst II 1250214 124 6178 6471 6779 7102 7447 Programmer/Analyst III 125022 12 6781 7106 7449 7805 8184 Programmer/Analyst IV 125023 12 7448 7810 8189 8578 8992 Property & Evidence Technician 145010 12 4344 4548 4761 4986 5221 Property Specialist I 1750014 124 5221 5473 5732 6001 6292 Property Specialist II 1750024 124 6050 6338 6644 6959 7296 Radio Dispatcher 120015 12 3711 3878 4040 4218 4391
Rangemaster/Armorer 410035 12 5122 5365 5619 5890 6169
SEE APPENDIX FOR FOOTNOTES Page 3.5
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Real Estate Finance Specialist I 1700014 124 4233 4431 4632 4854 5083 Real Estate Finance Specialist II 1700024 124 5041 5279 5531 5792 6066 Recreation Specialist 520005 12 4210 4404 4611 4828 5054 Retirement Counselor I 1350504 124 4021 4210 4408 4614 4831 Retirement Counselor II 1350514 124 4420 4626 4844 5073 5313 Safety and Training Specialist 150050 12 4720 4949 5193 5446 5713 Secretary 110050 12 3828 4006 4193 4386 4594
Senior Account Clerk 130003 12 3664 3830 4006 4195 4392 Senior Administrative Clerk 110003 12 3497 3660 3828 4006 4193 Senior Call Center Representative 115072 12 4218 4421 4634 4859 5095 Senior Commercial Building
Inspector 230016 12 6420 6728 7047 7386 7744
Senior Community Revitalization
Specialist 230054 12 6092 6378 6675 6998 7337
Senior Community Services Officer 410027 12 4304 4506 4717 4935 5170 Senior Crime Scene Technician 410012 12 5122 5365 5619 5890 6169 Senior Customer Services Clerk 115062 12 4188 4376 4579 4794 5019 Senior Cybersecurity Analyst 125091 12 7446 7808 8186 8576 8990 Senior Deputy City Clerk 1150294 124 4022 4207 4406 4612 4831 Senior Engineering Technician 210007 12 5489 5749 6019 6308 6599 Senior Fire Prevention Inspector 420003 12 6092 6378 6675 6998 7337 Senior Laboratory Technician 620013 12 5385 5643 5912 6193 6488 Senior Network Systems Specialist 125031 12 7446 7808 8186 8576 8990 Senior Park Ranger 410062 12 4304 4506 4717 4935 5170
Senior Plans Examiner 210042 12 6417 6717 7030 7371 7730 Senior Procurement Specialist 140003 12 5542 5806 6083 6374 6676 Senior Property & Evidence
Technician 145011 12 4761 4986 5221 5465 5726
Senior Records Clerk 110101 12 3664 3833 4011 4198 4391 Senior Secretary 110051 12 4022 4207 4406 4612 4831
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
SEE APPENDIX FOR FOOTNOTES Page 3.6
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Senior Storeskeeper 145002 12 4344 4548 4761 4986 5221
Senior Utility Service
Representative 230092 12 4418 4625 4844 5071 5313
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7446 7808 8186 8576 8990 Staff Assistant 150001 12 4028 4217 4417 4616 4832
Storeskeeper 145001 12 3992 4179 4372 4577 4792
Survey Party Technician 210030 12 4866 5104 5339 5587 5855 Tax/Permit Inspector 135001 12 4726 4949 5175 5430 5686 Traffic Signal Operations
Specialist 710150 12 6773 7096 7439 7793 8174
Transit Scheduler 320049 12 6773 7096 7439 7793 8174
Tree Program Specialist 510015 12 4997 5232 5485 5745 6017 Utility Service Representative I 2300904 124 3663 3832 4009 4197 4391 Utility Service Representative II 2300914 124 4021 4210 4406 4613 4830 Wastewater Reclamation
Coordinator 620035 12 5221 5473 5732 6001 6292
Water Conservation
Representative 610001 12 3780 3957 4141 4335 4540
Water Systems Telemetry &
Distributed Control Specialist 610021 12 6165 6457 6766 7089 7430
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
SEE APPENDIX FOR FOOTNOTES Page 4.1
EXHIBIT 4
Unit 4 - Non-Management Police (FPOA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Police Officer 4150026 126 – – 6953 7301 7667 8052 8455 8878 9322 Police Officer
Recruit 415001 12 6308 6622 – – – – – – –
Police Sergeant 415004 12 7600 7981 8381 8800 9242 9704 10189 10699 11234 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class
SEE APPENDIX FOR FOOTNOTES Page 5.1
EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF)
CLASS TITLE JOB CODE
PROB
PER A B C D E F G H
Fire Captain 425004 12 7487 7861 8254 8668 9103 9559 10037 10539 Fire Investigation
Unit Supervisor 425010 12 7487 7861 8254 8668 9103 9559 10037 10539 Firefighter 425002 12 5990 6288 6604 6933 7302 7648 8031 8433 Firefighter Specialist 425003 12 6708 7043 7398 7764 8153 8561 8989 9439 Firefighter Trainee 425001 --- 5390
EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective September 25, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fire Captain 425004 12 7487 7861 8254 8668 9103 9559 10037 10539 11066 Fire Investigation Unit
Supervisor 425010 12 7487 7861 8254 8668 9103 9559 10037 10539 11066 Firefighter 425002 12 5990 6288 6604 6933 7302 7648 8031 8433 8855 Firefighter Specialist 425003 12 6708 7043 7398 7764 8153 8561 8989 9439 9911 Firefighter Trainee 425001 --- 5390
SEE APPENDIX FOR FOOTNOTES Page 6.1
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E Longevity
Bus Driver 320015 9 25.880769 27.184615 28.534615 29.959615 31.459615 33.034615 Bus Driver 320015 9 4486 4712 4946 5193 5453 5726
Student Driver 3200141 - 23.526923
Student Driver 3200141 - 4078
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), effective June 17 2024
CLASS TITLE
JOB
CODE
PROB
PER A B C D E Longevity
Bus Driver 320015 9 26.659615 28.003846 29.394231 30.859615 32.405769 34.026923 Bus Driver 320015 9 4621 4854 5095 5349 5617 5898
Student Driver 3200141 - 24.236538
Student Driver 3200141 - 4201
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).
SEE APPENDIX FOR FOOTNOTES Page 7.1
EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW)
CLASS TITLE
JOB
CODE
PROB
PER RANGE SALARY
Air Conditioning Mechanic 730001 12 Flat Rate 7276
Airports Electrician 730011 12 Flat Rate 6582
Concrete Finisher 730005 12 Flat Rate 6347
Electrician 730010 12 Flat Rate 6582
Industrial Electrician 730012 12 Flat Rate 7276
Painter 730015 12 Flat Rate 5783
Plumber 730030 12 Flat Rate 6582
SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G
Airport Public Safety
Officer‡ 310002 12 5750 6034 6321 6634 6961 7310 7676
Airport Public Safety
Supervisor12‡ 310003 12 7673 8056 8460 8882 9327 9794 10284 Airport Public Safety
Supervisor13‡ 310005 12 6708 7042 7395 7764 8150 8558 8986 ‡To be calculated as if working 40 hours per week.
12Hired before July 1, 2010
13Hired on or after July 1, 2010
CLASS TITLE
JOB
CODE
PROB
PER RANGE SALARY
Cashier Clerk 910010 - Hourly $15.50 – $19.50 Per Hour
Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourly $18.00 - $25.00 Per Hour Lifeguard 950001 - Hourly $15.50 - $19.50 Per Hour
Police Cadet I 9400059 48 mos. Hourly $15.50 - $20.50 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor 950015 - Hourly $18.00 - $25.00 Per Hour Senior Lifeguard 950002 - Hourly $16.00 - $20.50 Per Hour Services Aide 910005 - Hourly $15.50 - $19.50 Per Hour
Sports Official 950010 - $15.50 - $50.00 Per Game
Intern 910002 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Ambassador
910031 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Participant
910032 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Mentor
910033 - Hourly $16.00 - $20.50 Per Hour
SEE APPENDIX FOR FOOTNOTES Page 9.1
EXHIBIT 9
Unit 9 – Police Management
CLASS
TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Deputy
Police Chief 415007e11 - 13597 - 17674 - - - - -
Police
Captain 415006e 12 10825 11366 11934 12530 13160 13818 14509 15234 15996 Police
Lieutenant 415005e 12 9401 9871 10366 10883 11428 12000 12600 13231 13893 e Exempt class, see Section 4.
11 E9 Executive Pay Range
SEE APPENDIX FOR FOOTNOTES Page 10.1
EXHIBIT 10
Unit 10 – Fire Management
CLASS TITLE JOB CODE
PROB
PER A B C D E F G H
Fire Battalion
Chief 425005e 12 9563 10043 10544 11068 11623 12203 12814 13454 Fire Deputy
Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 17067 e Exempt class, see Section 4.
EXHIBIT 10
Unit 10 – Fire Management, effective September 25, 2023 CLASS
TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fire
Battalion
Chief
425005e 12 9563 10043 10544 11068 11623 12203 12814 13454 14127 Fire Deputy
Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 17067 17921 e Exempt class, see Section 4.
SEE APPENDIX FOR FOOTNOTES Page 12.1
EXHIBIT 12
Unit 12 – Board and Commission Members
CLASS TITLE
JOB
CODE RANGE SALARY
Civil Service Board Member 156015 Stipend $25 Per Meeting Attended Housing and Community Development
Commissioner 156005 Stipend
$25 Per Meeting Attended, not to
exceed 24 meetings per fiscal year
Human Relations Commissioner 156025 Stipend
$25 Per Meeting Attended, not to
exceed 24 meetings per fiscal year
Planning Commissioner 156001 Stipend
$100 Per Meeting Attended, not to
exceed 36 meetings per fiscal year
Retirement Board Member8 156030 Stipend
$100 Per Meeting Attended, not to
exceed $300 per month
8 Not applicable for current City employees.
SEE APPENDIX FOR FOOTNOTES Page 13-1.1
e Exempt class, see Section 4.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Acoustical Program Coordinator 310100e 12 6444 6761 7089 7440 7803 Airports Airside/Landside Superintendent 310018e 12 7088 7435 7802 8183 8585 Airports Credentialing Supervisor 115081e 12 5693 5972 6268 6569 6894 Airports Projects Supervisor 310016e 12 7449 7814 8198 8601 9026 Airports Property Supervisor 175005e 12 6450 6765 7093 7444 7803 Architect 210045e 12 9001 9446 9910 10406 10925
Assistant Law Office Manager 115019e 12 7365 7720 8102 8494 8911 Business Process & Systems Analyst 125044e 12 7364 7720 8100 8496 8911 Call Center Supervisor 115073e 12 5941 6230 6531 6845 7179 Capital Development Specialist 310007e 12 7085 7437 7801 8185 8586 Central Print Supervisor 120007e 12 5324 5586 5857 6144 6442 Chief Engineering Inspector 230078e 12 7273 7628 8004 8398 8809 Chief Engineering Technician 210009e 12 8178 8578 9001 9446 9910 Chief of Facilities Maintenance 810037e 12 7129 7480 7847 8232 8638 Chief of Wastewater Environmental
Services 620075e 12 6822 7158 7509 7877 8263
Chief of Wastewater Facilities
Maintenance 620085e 12 7129 7480 7847 8232 8638
Chief of Wastewater Treatment
Operations 620080e 12 7207 7567 7939 8328 8737
Chief of Water Operations 610070e 12 7327 7684 8065 8462 8876 Chief Police Pilot 410031e 12 8053 8448 8867 9303 9765
Chief Surveyor 210032e 12 9861 10349 10859 11396 11966
Community Services and Recreation
Supervisor* 520016e 12 6462 6778 7112 7464 7823
Contract Compliance Officer 150061e 12 6450 6765 7093 7444 7803 Custodial Supervisor 810025e 12 6450 6765 7093 7444 7803 Database Administrator 125045e 12 7364 7720 8100 8496 8911 DBE/Small Business Program
Coordinator 150070e 12 6460 6773 7104 7453 7821