Fresno City Council
June 20, 2024

5. Employees who leave City Employment and return within one (1) year from the date of separation will have their previously accrued and unused paid Sick Leaverestored.

E. Benefits and Terms and Conditions for Permanent Airport Public Safety Officers and Permanent Airport Public Safety Supervisors shall be as follows until such time as a new MOU is duly ratified, at which time the benefits, terms, and conditions of employment for Airport Public Safety Officers and Airport Public Safety Supervisors shall be governed by the MOU and other applicable City rules

1. Health and Welfare

i. Health and Welfare benefits shall be provided as outlined in Section 16A, unless an employee elects the Other Health Insurance Opt Out Option as outlined in subsection C.1.b. below.

ii. Other Health Insurance Opt Out Option:

1. With proof of other health insurance coverage, employees may opt out of enrolling in the City’s Health and Welfare plan if enrolled in a health plan outside of the City, such as a spousal plan.

2. Eligible employees (i.e., with proof of other health insurance) may opt out of enrolling in the City’s Health and Welfare plan upon:

a) E mployment with the City;

b) W ithin thirty (30) days of a qualifying event; or

c) D uring the open enrollment period for the Health Plan.

3. On an annual basis during the month of November, a n employee electing to opt out of the City’s Health and Welfare plan will be required to submit proof of other health insurance to the Personnel Services Department. If other insurance is discontinued for any reason at any point, the employee must notify the Personnel Services Department Immediately. If the employee does not provide proof of other health insurance annually during the month of November, they will automatically be enrolled in the City’s Health and Welfare Trust Plan, and will not be eligible to opt out of the City’s Health and Welfare Trust Plan during the respective plan year unless they have a qualifying event and submit proof of other insurance within thirty (30) (30) days of the qualifying event. Otherwise, they may opt out during the open enrollment period for the Health and Welfare Trust Plan with acceptable proof of other health insurance.

4. Acceptable proof of other health insurance will be presenting a current insurance identification card bearing the employee’s name, or proof of the employee’s eligibility from the insurance provider. In all cases, acceptable proof of other health insurance for purposes of this section must include the City employee’s name.

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2. Pension and Social Security

a. Pension for Airport Public Safety Officers

Airport Public Safety Officers in the Fire and Police Retirement system shall pay an additional contribution equal to three percent (3%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement contribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick-up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the three percent (3%) contribution in cash. The three percent (3%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s Deferred Retirement Account Program (“DROP”) account.

b. Pension for Airport Public Safety Supervisors

Employees in Tier 2 of the Fire and Police Retirement System, hired on or after June 29, 2015, shall pay an additional contribution equal to three percent (3%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement contribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick-up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the three percent (3%) contribution in cash. The three percent (3%) contributi on paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s Deferred Retirement Account Program (“DROP”) account.

Effective June 29, 2015, employees in Tier 2 of the Fire and Police Retirement System who were hired before June 29, 2015, including those employees in DROP, shall make an additional contribution equal to one percent (1%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement contribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick-up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the one percent (1%) contribution in cash. The one percent (1%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s DROP account.

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c. Permanent Part Time Airport Public Safety Officers and Permanent Part Time Airport Public Safety Supervisors

Permanent part time Airport Public Safety Officers and permanent Part Time Airport Public Safety Supervisors shall participate in the Social Security System and shall not be members of the City of Fresno Fire and Police Retirement System unless:

(1) The individual is transferring from a full time permanent position in the City of Fresno Fire and Police Retirement System to a part time position in the Fire and Police System;

(2) At separation from City employment, the individual elected a Deferred Vested status in the Fire and Police Retirement System. Upon re- employment as a Public Safety Supervisor, the individual will resume participation in the Fire and Police Retirement System; or

(3) The individual is a retiree of the City of Fresno Fire and Police Retirement System and is reinstated from retirement by the City of Fresno Fire and Police Retirement Board in accordance with Fresno Municipal Code Section 3-334.

3. Life Insurance and Long Term Disability for Permanent Airport Public Safety Supervisors

a. Life Insurance: The City will provide a Life Insurance benefit that is equal to the employee’s annual earnings, rounding up to the next $1,000, with a maximum benefit of $150,000.

b. Long Term Disability: The City provides Long Term Disability Insurance for employees in accordance with terms of the City’s policy.

4. Sick Leave

Employees shall accrue Sick Leave at the rate of eight point four (8.4) hours for each completed calendar month of employment. Employees shall not accrue additional Sick Leave once their balance reaches nine hundred (900) hours. The FMC, City Administrative Orders, departmental policies, procedures, rules and regulations concerning Sick Leave usage and administration will continue to apply.

Protected Sick Leave:

All employees may use up to one-half of their annual Sick Leave accrual for purposes consistent with California Labor Code section 233.

Protected Sick Leave, as described above, may be used under the following circumstances, and may be designated as protected time pursuant to the state law at the employees’ discretion:

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• Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;

• Diagnosis, care, or treatment of an existing health condition of, or preventive care for an employee’s parent ( a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, sibling, grandparent, or grandchild; or,

• For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor Code Section 230(c) and Labor Code Section 230.1(a).

Employees who terminate City employment and return within one year of such termination will be entitled to have their previously accrued and unused paid Sick Leave.

Any leave taken under these provisions which would also apply to other Sick Leave provisions (e.g., Protected Sick Leave and/or family and medical leave) would also count toward those provisions.

5. Supplemental Sick Leave

On each July 1 employees shall be credited forty (40) hours of Supplemental Sick Leave with an accrual limit of forty (40) hours per year and up to a total lifetime maximum of eighty (80) hours. However, if an employee is absent from work on a leave without pay status on July 1st, the additional forty (40) hours shall be prorated and received upon the employee’s return to work. The credit of hours shall be prorated for employees hired after July 1st.

Supplemental Sick Leave may only be utilized once the employee has exhausted all other Sick Leave and Vacation Leave accruals, or as Protected Sick Leave during the first and second year of employment where an employee is accruing Supplemental Sick Leave and once their regular Sick Leave balance is exhausted, Resolution No.

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up to one- half of the total time accrued during the fiscal year may be used in accordance with California Labor Code 233, as described in Section 18.B.3. above.

Upon separation from City service the accrued Supplemental Sick Leave hours will be:

a. Credited as service credit on an hour-per-hour basis upon retirement; or

b. Cashed out at retirement or upon separation from the City.

6. Vacation Leave

a. Airport Public Safety Officers:

(1) Employees shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accumulate up to twice their amount of annual accrual of Vacation Leave.

Years of Continuous
Employment

Accrual Rate
(hrs./mo.)

Less than 10

8.4 More than 10

10.5 (2) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.

b. Airport Public Safety Supervisors:

(1) Employees hired before June 29, 2015 shall accrue V acation Leave hours for each completed calendar month of employment as reflected below. Employees with less than ten (10) years of continuous employment are allowed to accrue 336 hours of V acation Leave, and employees with ten (10) years or more continuous employment are allowed to accrue 420 hours of Vacation Leave.

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Years of Continuous
Employment

Accrual Rate
(hrs./mo.)

Less than 10

10.5 More than 10

14 (2) Employees hired on or after June 29, 2015 shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accrue up to twice their amount of annual accrual of Vacation Leave.

Years of Continuous
Employment

Accrual Rate
(hrs./mo.)

Less than 10

8.4 More than 10

10.5 (3) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.

7. Holiday Leave

a. Airport Public Safety Officers:

(1) Employees shall accrue eight point four 8.4 hours per month 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 ten percent (10%) 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 Resolution No.

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cash out 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.

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(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 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 L eave 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 medical Resolution No.

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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. Notwithstanding the provisions of FMC Section 3- 118, the percentage of wages or salary and benefits received by a full-time employee who suffers an injury or illness in the course and scope of City employment shall be paid in accordance with Labor Code 485 0. Consistent with FMC Section 3 -118, the percentage of wages or salary and benefits received by a part-time employee who suffers an injury or illness in the course and scope of City employment shall be in accordance with 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.

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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 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.

15. Hours and Work Schedules

1. The workweek/work cycle work period under FLSA will be determined by management in accordance with the needs of the Airport with the understanding that employees perform both law enforcement and fire protection duties under the definitions of FLSA and are considered to be covered under rules applicable to law enforcement.

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2. Employees are on a 14 day work period with a schedule consisting of three twelve (12) hour shifts in one week and four twelve (12) hour shifts in another week. As noted below, this work period and schedule can be changed with appropriate notice.

3. Work schedules are established solely at management’s discretion based upon the need to provide service to the public and operational efficiency requirements. Work schedules may be rotated, at management’s discretion.

4. Management will provide thirty (30) calendar days written notice of a change in work schedules to employees. A copy will be sent to Labor Relations.

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.

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 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.

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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 bargaining 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 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 transfer 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
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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 memb ers 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 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.

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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. Extension s 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 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 Resolution No.

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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.

SECTION 25
. IN-SERVICE DISTRIBUTION

A. 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 perfor m 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.

B. Non-Retiree Terminated Employee

When an employee takes a refund of their retirement contributions and interest following termination of city service, a bona- fide employment separation is required prior to a return to city employment. For purposes of this Section 25B, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before terminating city service, and for at least 90 calendar days after their termination, between the Resolution No.

FY 24 Salary Resolution

employee and the City of their future temporary employment with the City, and (2) upon their termination, the terminated 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:

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;
Resolution No.

FY 24 Salary Resolution

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 completion 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) months 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. , 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, 2024.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4250 4465 4688 4921 5166 Airports Operations Leadworker 310010 12 4965 5213 5475 5749 6036 Airports Operations Specialist 310012 12 4515 4738 4975 5225 5484 Automotive Parts Leadworker 145006 12 4515 4738 4975 5225 5484 Automotive Parts Specialist 145005 12 4102 4308 4521 4749 4985 Aviation Mechanic I 4100394 124 5507 5784 6069 6376 6693 Aviation Mechanic II 4100404 124 6059 6361 6678 7014 7362 Aviation Mechanic Leadworker 410041 12 6665 6996 7345 7712 8098 Body & Fender Repairer 320036 12 5507 5784 6069 6376 6693 Body & Fender Repairer Leadworker 320037 12 6059 6361 6678 7014 7362 Body & Fender Repairer Trainee 3200357 67 4964 5212 5474 5748 6033 Brake & Front End Specialist 710085 12 6059 6361 6678 7014 7362 Bus Air Conditioning Mechanic 320031 12 5507 5784 6069 6376 6693 Bus Air Conditioning Mechanic
Leadworker 320032 12 6059 6361 6678 7014 7362
Bus Air Conditioning Mechanic Trainee 3200307 67 4964 5212 5474 5748 6033 Bus Equipment Attendant Leadworker 320040 12 4515 4738 4975 5225 5484 Bus Mechanic I 3200204 124 4964 5212 5474 5748 6123
Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.13
Bus Mechanic II 3200214 124 5507 5784 6069 6376 6693
Bus Mechanic Leadworker 320022 12 6059 6361 6678 7014 7362 Collection System Maintenance Specialist 630002 12 5022 5272 5536 5811 6101 Collection System Maintenance
Technician 630001 12 4565 4794 5033 5282 5548
Combination Welder 710067 12 5507 5784 6069 6376 6693
Combination Welder Leadworker 710066 12 6059 6361 6678 7014 7362 Communications Technician I 710050 12 4937 5184 5442 5713 5999 Communications Technician II 710051 12 5442 5713 5999 6299 6614

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 PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5275 5541 5815 6104 6409 Custodian 810001 12 3372 3541 3717 3901 4096
Electronic Equipment Installer 710060 12 4005 4204 4415 4634 4867 Equipment Service Worker I 710075 12 4102 4308 4521 4749 4985 Equipment Service Worker II 710076 12 4515 4738 4975 5225 5484 Fire Equipment Mechanic I 4200107 67 4964 5212 5474 5748 6033 Fire Equipment Mechanic II 420011 12 5507 5784 6069 6376 6693 Fire Equipment Mechanic Leadworker 420012 12 6059 6361 6678 7014 7362 Graffiti Abatement Technician 710009 12 4047 4249 4465 4688 4921 Heavy Equipment Mechanic I 7101004 124 4964 5212 5474 5748 6033 Heavy Equipment Mechanic II 7101014 124 5507 5784 6069 6376 6693 Heavy Equipment Mechanic Leadworker 710102 12 6059 6361 6678 7014 7362 Heavy Equipment Operator 710025 12 5123 5380 5648 5932 6225 Instrumentation Specialist 620025 12 5799 6091 6396 6714 7049 Instrumentation Technician 620026 12 5275 5541 5815 6104 6409 Irrigation Specialist 510005 12 4455 4678 4912 5157 5413 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.14
Laborer 710005 12 3420 3579 3740 3912 4096
Light Equipment Mechanic I 7100954 124 4964 5212 5474 5748 6033 Light Equipment Mechanic II 7100964 124 5507 5784 6069 6376 6693 Light Equipment Mechanic Leadworker 710097 12 6059 6361 6678 7014 7362 Light Equipment Operator 710020 12 4515 4738 4975 5225 5484 Locksmith 810015 12 4129 4335 4550 4777 5017
Maintenance & Construction Worker 710015 12 4102 4308 4521 4749 4985 Maintenance & Operations Assistant 710001 12 3420 3579 3740 3912 4096

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 PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4544 4769 5009 5258 5520 Maintenance Carpenter II 810021 12 5011 5262 5524 5798 6090 Park Equipment Mechanic I 7101094 124 4102 4308 4521 4749 4985 Park Equipment Mechanic II 710110 12 4515 4738 4975 5225 5484 Park Equipment Mechanic Leadworker 710111 12 4964 5212 5474 5748 6033 Parking Meter Attendant I 7101254 124 3707 3893 4090 4293 4508 Parking Meter Attendant II 7101264 124 4081 4284 4496 4722 4958 Parking Meter Attendant III 710127 12 4487 4710 4946 5194 5451 Parks Maintenance Leadworker 510003 12 4455 4678 4912 5157 5413 Parks Maintenance Worker I 510001 12 3372 3541 3717 3901 4096 Parks Maintenance Worker II 510002 12 4049 4250 4465 4688 4921 Power Generation Operator/Mechanic 620055 12 6113 6415 6738 7071 7426 Property Maintenance Leadworker 810007 12 4552 4778 5019 5270 5533 Property Maintenance Worker 810006 12 4250 4465 4690 4922 5166 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.15
Roofer 810010 12 4129 4334 4551 4777 5017
Sanitation Operator 640021 12 4515 4738 4975 5225 5484
Senior Collection System Maintenance
Specialist 630004 12 5523 5797 6089 6392 6711
Senior Communications Technician 710052 12 6003 6302 6618 6947 7296 Senior Custodian 810002 12 3707 3893 4090 4293 4508
Senior Heavy Equipment Operator 710026 12 6305 6620 6950 7299 7664 Senior Sanitation Operator 640022 12 5123 5380 5648 5932 6225 Senior Wastewater Mechanical Specialist 620062 12 5555 5834 6124 6432 6750 Senior Wastewater Treatment Plant
Operator 620043 12 6452 6777 7115 7469 7843
Senior Water Distribution/Production
Operator 610030 12 6452 6777 7115 7469 7843
Senior Water Treatment Plant Operator 610039 12 6976 7325 7690 8076 8480 Solid Waste Safety & Training Specialist 640005 12 4886 5125 5378 5640 5915

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 PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4626 4855 5097 5353 5620 Street Sweeper Lead Operator 710036 12 4964 5212 5474 5748 6033 Street Sweeper Operator 710035 12 4515 4738 4975 5225 5484 Tire Maintenance & Repair Technician 710081 12 4515 4738 4975 5225 5484 Tire Maintenance Worker 710080 12 4102 4308 4521 4749 4985 Traffic Maintenance Leadworker 710046 12 4626 4855 5097 5353 5620 Traffic Maintenance Worker I 7100444 124 3814 4005 4204 4415 4634 Traffic Maintenance Worker II 7100454 124 4195 4404 4625 4854 5095 Tree Trimmer Leadworker 510010 12 4590 4818 5060 5314 5580 Utility Leadworker 710010 12 4455 4678 4912 5157 5413
Waste Container Maintenance Worker 640010 12 3707 3893 4090 4293 4508 Wastewater Distributor Technician 620050 12 4150 4356 4576 4803 5043 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.16
Wastewater Mechanical Specialist 620061 12 5275 5541 5815 6104 6409 Wastewater Mechanical Technician 620060 12 4798 5036 5285 5551 5829 Wastewater Treatment Plant Operator-In-
Training 6200401 - 4150 4356 4576 4803 5043
Wastewater Treatment Plant Specialist 6200425 125 5555 5834 6124 6432 6750 Wastewater Treatment Plant Technician 6200415 125 5275 5541 5815 6104 6409 Water Distribution/Production Specialist 610029 12 5275 5541 5815 6104 6409 Water Distribution/Production Technician 610028 12 4798 5036 5285 5551 5829 Water Maintenance Mechanic Specialist 610032 12 5275 5541 5815 6104 6409 Water Maintenance Mechanic Technician 610031 12 4798 5036 5285 5551 5829 Water Quality Specialist 610034 12 5275 5541 5815 6104 6409 Water Quality Technician 610033 12 4798 5036 5285 5551 5829 Water System Trainee 6100231 - 3420 3579 3740 3912 4096 Water Treatment Plant Operator 610042 12 5665 5950 6247 6561 6889 Water Treatment Plant Operator-In-
Training 6100411 - 4150 4356 4576 4803 5043
Welder 710065 12 4964 5212 5474 5748 6033

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), effective December 30, 2024

CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4335 4555 4782 5020 5270 Airports Operations Leadworker 310010 12 5065 5318 5585 5864 6157 Airports Operations Specialist 310012 12 4606 4833 5075 5330 5594 Automotive Parts Leadworker 145006 12 4606 4833 5075 5330 5594 Automotive Parts Specialist 145005 12 4185 4395 4612 4844 5085 Aviation Mechanic I 4100394 124 5618 5900 6191 6504 6827 Aviation Mechanic II 4100404 124 6181 6489 6812 7155 7510 Aviation Mechanic Leadworker 410041 12 6799 7136 7492 7867 8260 Body & Fender Repairer 320036 12 5618 5900 6191 6504 6827 Body & Fender Repairer Leadworker 320037 12 6181 6489 6812 7155 7510 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.17
Body & Fender Repairer Trainee 3200357 67 5064 5317 5584 5863 6154 Brake & Front End Specialist 710085 12 6181 6489 6812 7155 7510 Bus Air Conditioning Mechanic 320031 12 5618 5900 6191 6504 6827 Bus Air Conditioning Mechanic
Leadworker 320032 12 6181 6489 6812 7155 7510
Bus Air Conditioning Mechanic Trainee 3200307 67 5064 5317 5584 5863 6154 Bus Equipment Attendant Leadworker 320040 12 4606 4833 5075 5330 5594 Bus Mechanic I 3200204 124 5064 5317 5584 5863 6246
Bus Mechanic II 3200214 124 5618 5900 6191 6504 6827
Bus Mechanic Leadworker 320022 12 6181 6489 6812 7155 7510 Collection System Maintenance Specialist 630002 12 5123 5378 5647 5928 6224 Collection System Maintenance
Technician 630001 12 4657 4890 5134 5388 5659
Combination Welder 710067 12 5618 5900 6191 6504 6827
Combination Welder Leadworker 710066 12 6181 6489 6812 7155 7510 Communications Technician I 710050 12 5036 5288 5551 5828 6119 Communications Technician II 710051 12 5551 5828 6119 6425 6747

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), effective December 30, 2024

CLASS TITLE JOB PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5381 5652 5932 6227 6538 Custodian 810001 12 3440 3612 3792 3980 4178
Electronic Equipment Installer 710060 12 4086 4289 4504 4727 4965 Equipment Service Worker I 710075 12 4185 4395 4612 4844 5085 Equipment Service Worker II 710076 12 4606 4833 5075 5330 5594 Fire Equipment Mechanic I 4200107 67 5064 5317 5584 5863 6154 Fire Equipment Mechanic II 420011 12 5618 5900 6191 6504 6827 Fire Equipment Mechanic Leadworker 420012 12 6181 6489 6812 7155 7510 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.18
Graffiti Abatement Technician 710009 12 4128 4334 4555 4782 5020 Heavy Equipment Mechanic I 7101004 124 5064 5317 5584 5863 6154 Heavy Equipment Mechanic II 7101014 124 5618 5900 6191 6504 6827 Heavy Equipment Mechanic Leadworker 710102 12 6181 6489 6812 7155 7510 Heavy Equipment Operator 710025 12 5226 5488 5761 6051 6350 Instrumentation Specialist 620025 12 5915 6213 6524 6849 7190 Instrumentation Technician 620026 12 5381 5652 5932 6227 6538 Irrigation Specialist 510005 12 4545 4772 5011 5261 5522 Laborer 710005 12 3489 3651 3815 3991 4178
Light Equipment Mechanic I 7100954 124 5064 5317 5584 5863 6154 Light Equipment Mechanic II 7100964 124 5618 5900 6191 6504 6827 Light Equipment Mechanic Leadworker 710097 12 6181 6489 6812 7155 7510 Light Equipment Operator 710020 12 4606 4833 5075 5330 5594 Locksmith 810015 12 4212 4422 4641 4873 5118
Maintenance & Construction Worker 710015 12 4185 4395 4612 4844 5085 Maintenance & Operations Assistant 710001 12 3489 3651 3815 3991 4178

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), effective December 30, 2024

CLASS TITLE JOB PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4635 4865 5110 5364 5631 Maintenance Carpenter II 810021 12 5112 5368 5635 5914 6212 Park Equipment Mechanic I 7101094 124 4185 4395 4612 4844 5085 Park Equipment Mechanic II 710110 12 4606 4833 5075 5330 5594 Park Equipment Mechanic Leadworker 710111 12 5064 5317 5584 5863 6154 Parking Meter Attendant I 7101254 124 3782 3971 4172 4379 4599 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.19
Parking Meter Attendant II 7101264 124 4163 4370 4586 4817 5058 Parking Meter Attendant III 710127 12 4577 4805 5045 5298 5561 Parks Maintenance Leadworker 510003 12 4545 4772 5011 5261 5522 Parks Maintenance Worker I 510001 12 3440 3612 3792 3980 4178 Parks Maintenance Worker II 510002 12 4130 4335 4555 4782 5020 Power Generation Operator/Mechanic 620055 12 6236 6544 6873 7213 7575 Property Maintenance Leadworker 810007 12 4644 4874 5120 5376 5644 Property Maintenance Worker 810006 12 4335 4555 4784 5021 5270 Roofer 810010 12 4212 4421 4643 4873 5118
Sanitation Operator 640021 12 4606 4833 5075 5330 5594
Senior Collection System Maintenance
Specialist 630004 12 5634 5913 6211 6520 6846
Senior Communications Technician 710052 12 6124 6429 6751 7086 7442 Senior Custodian 810002 12 3782 3971 4172 4379 4599
Senior Heavy Equipment Operator 710026 12 6432 6753 7089 7445 7818 Senior Sanitation Operator 640022 12 5226 5488 5761 6051 6350 Senior Wastewater Mechanical Specialist 620062 12 5667 5951 6247 6561 6885 Senior Wastewater Treatment Plant
Operator 620043 12 6582 6913 7258 7619 8000
Senior Water Distribution/Production
Operator 610030 12 6582 6913 7258 7619 8000
Senior Water Treatment Plant Operator 610039 12 7116 7472 7844 8238 8650 Solid Waste Safety & Training Specialist 640005 12 4984 5228 5486 5753 6034

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), effective December 30, 2024

CLASS TITLE JOB PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4719 4953 5199 5461 5733 Street Sweeper Lead Operator 710036 12 5064 5317 5584 5863 6154 Street Sweeper Operator 710035 12 4606 4833 5075 5330 5594 Tire Maintenance & Repair Technician 710081 12 4606 4833 5075 5330 5594 Resolution No.

FY 24 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.20
Tire Maintenance Worker 710080 12 4185 4395 4612 4844 5085 Traffic Maintenance Leadworker 710046 12 4719 4953 5199 5461 5733 Traffic Maintenance Worker I 7100444 124 3891 4086 4289 4504 4727 Traffic Maintenance Worker II 7100454 124 4279 4493 4718 4952 5197 Tree Trimmer Leadworker 510010 12 4682 4915 5162 5421 5692 Utility Leadworker 710010 12 4545 4772 5011 5261 5522
Waste Container Maintenance Worker 640010 12 3782 3971 4172 4379 4599 Wastewater Distributor Technician 620050 12 4233 4444 4668 4900 5144 Wastewater Mechanical Specialist 620061 12 5381 5652 5932 6227 6538 Wastewater Mechanical Technician 620060 12 4894 5137 5391 5663 5946 Wastewater Treatment Plant Operator-In-
Training 6200401 - 4233 4444 4668 4900 5144
Wastewater Treatment Plant Specialist 6200425 125 5667 5951 6247 6561 6885 Wastewater Treatment Plant Technician 6200415 125 5381 5652 5932 6227 6538 Water Distribution/Production Specialist 610029 12 5381 5652 5932 6227 6538 Water Distribution/Production Technician 610028 12 4894 5137 5391 5663 5946 Water Maintenance Mechanic Specialist 610032 12 5381 5652 5932 6227 6538 Water Maintenance Mechanic Technician 610031 12 4894 5137 5391 5663 5946 Water Quality Specialist 610034 12 5381 5652 5932 6227 6538 Water Quality Technician 610033 12 4894 5137 5391 5663 5946 Water System Trainee 6100231 - 3489 3651 3815 3991 4178 Water Treatment Plant Operator 610042 12 5779 6069 6372 6693 7027 Water Treatment Plant Operator-In-
Training 6100411 - 4233 4444 4668 4900 5144
Welder 710065 12 5064 5317 5584 5863 6154

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.

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 - 12331 Assistant City Attorney 160008e - E4 11958 - 19445
Assistant City Manager 150135e - E3 15950 - 22589
Assistant Controller 135020e - E5 9588 - 16557
Assistant Director 150160e - E5 9588 - 16557
Assistant Director of Personnel
Services 150043e - E5 9588 - 16557
Assistant Director of Public Utilities 620100e - E5 9588 - 16557 Assistant Director of Public Works 210089e - E5 9588 - 16557 Assistant Police Chief 415010e - E5 9588 - 16557
Assistant Retirement Administrator 135040e - E5 9588 - 16557 Background Investigator 410055 - E16 4903 - 6839
Budget Analyst 135006e - E15 5546 - 7792
Budget Manager 135008e - E7 8706 - 12331
Chief Assistant City Attorney 160015e - E3 15950 - 22589 Chief Information Officer 125067e - E4 11958 - 19445
Chief Labor Negotiator 150030e - E6 10270 - 14256
Chief of Staff to Councilmember 150086e - E10 3905 - 11209 Chief of Staff to the Mayor 150123e - E5 9588 - 16557
City Attorney 160009e - E1 18159 - 25718
City Attorney Investigator 160003 - E15 5546 - 7792
City Clerk 150125e - E4 11958 - 19445
City Engineer 210080e - E4 11958 - 19445
City Manager 150130e - E1 18159 - 25718
Community Coordinator 150075e - E11 4188 - 7524
Community Outreach Specialist 150230e - E11 4188 - 7524 Controller 135021e - E4 11958 - 19445
Council Assistant 150085e - E10 3905 - 11209
Deputy City Attorney II 160006e - E8 7725 - 11209
Deputy City Attorney III 160007e - E7 8706 - 12331

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 - 16557
Director 150170e - E4 11958 - 19445
Director of Aviation 310045e - E4 11958 - 19445
Director of Development 220020e - E4 11958 - 19445
Director of Personnel Services 150042e - E4 11958 - 19445 Director of Public Utilities 620101e - E4 11958 - 19445 Director of Transportation 310040e - E4 11958 - 19445
Economic Development
Coordinator 150090e - E10 3905 - 11209
Economic Development Director 150099e - E4 11958 - 19445 Executive Assistant to
Department Director 115003e - E19 4376 - 6672
Executive Assistant to the City
Attorney 115004e - E17 4973 - 7673
Executive Assistant to the City
Council 115008e - E19 4376 - 6672
Executive Assistant to the City
Manager 115001e - E17 4973 -
7673
Executive Assistant to the Mayor 115002e - E17 4973 7673 Fire Chief 425007e - E3 15950 - 22589
Governmental Affairs Manager 150240e - E10 3905 - 11209 Human Resources Manager 150025e - E7 8706 - 12331
Independent Reviewer 150220e - E5 9588 - 16557
Internal Auditor 135010e - E15 5546 - 7792
Investment Officer 135014e - E6 10270 - 14256
Management Analyst II 150032e† 12 E15 5546 - 7792
Payroll Accountant 130016e - E20 5990 - 11209
Payroll Manager 135012e - E7 8706 - 12331
Police Chief 415008e - E2 16349 - 24325

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 - 11769
Principal Internal Auditor 135011e - E8 7725 - 11209
Principal Labor Relations/Risk
Analyst 150018e - E12 8310 - 11769
Project Liaison/Program
Administrator 150062e - E13 9092 - 13520
Public Affairs Officer 150118e - E8 7725 - 11209
Public Works Director 210085e - E4 11958 - 19445
Retirement Administrator 135030e - E3 15950 - 22589
Retirement Benefits Manager 135045e - E7 8706 - 12331
Retirement Office Manager 115007e - E17 4973 - 7673
Senior Budget Analyst 135007e - E8 7725 - 11209
Senior City Attorney Investigator 160004e - E8 7725 - 11209 Senior Deputy City Attorney I 160013e - E6 10270 - 14256 Senior Deputy City Attorney II 160014e - E21 9649 - 15682 Senior Deputy City Attorney III 160016e - E22 10131 - 16465 Senior Human Resources/Risk
Analyst
150017e - E8 7725 - 11209
Senior Law Clerk 11502210 - E16 4903 - 6839
Supervising Deputy City Attorney 160010e - E5 9588 - 16557 Veterinarian 150250e - E4 11958 - 19445
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 level, twelve months of satisfactory se rvice 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.

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 Animal Care Specialist I 560020 63 3293 3458 3631 3812 4003 Animal Care Specialist II 560021 123 3623 3804 3994 4194 4404 Animal Resource Officer I 560001 124 3616 3781 3956 4139 4332 Animal Resource Officer II 560002 124 3956 4139 4332 4537 4751 Animal Services Representative I 560030 63 3346 3497 3656 3827 4006 Animal Services Representative II 560031 123 3665 3836 4016 4198 4391 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 5410 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 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
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 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 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
Radio Frequency (RF) Network
Engineer I 125095 124 6178 6471 6779 7102 7447
Radio Frequency (RF) Network
Engineer II 125096 124 6781 7106 7449 7805 8184
Rangemaster/Armorer 410035 12 5122 5365 5619 5890 6169

SEE APPENDIX FOR FOOTNOTES Page 3.5
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.

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 Animal Care Specialist 560022 12 3985 4184 4393 4613 4844 Senior Animal Resource Officer 560003 12 4304 4506 4717 4935 5170 Senior Animal Services Representative 560032 12 4188 4376 4579 4794 5019 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 Radio Frequency (RF) Network
Engineer 125097 12 7446 7808 8186 8576 8990
Senior Records Clerk 110101 12 3664 3833 4011 4198 4391 Senior Secretary 110051 12 4022 4207 4406 4612 4831

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 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 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
Trolley
Operator
710160 12 4621 4854 5095 5349 5617

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 I 910010 - Hourly $16.00 – $20.00 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 $16.00 - $20.00 Per Hour
Police Cadet I 9400059 48 mos. Hourly $16.00 - $21.00 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 $16.50 - $21.00 Per Hour Services Aide 910005 - Hourly $16.00 - $20.00 Per Hour Sports Official 950010 - Hourly $16.00 - $25.00 Per Hour Intern 910002 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Ambassador
910031 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Participant
910032 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Mentor
910033 - Hourly $16.50 - $21.00 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 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 $100 Per Hearing Meeting Attended, and $25 Per
Administrative 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
PRO
B

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 Animal Center Supervisor 560035e 12 6450 6765 7093 7444 7803 Animal Programs Coordinator 560050e 12 4304 4531 4732 4963 5207 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 1135
3 11921 12517 13143 13800
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

SEE APPENDIX FOR FOOTNOTES Page 13-1.2

e Exempt class, see Section 4.

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 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)

CLASS TITLE
JOB
CODE
PR
OB
PE

R A B C D E
Emergency Services Dispatch
Supervisor 410004e 12 6788 7119 7464 7831 8213
Energy Efficiency Supervisor 230058e 12 5718 5999 6292 6603 6926 Equipment Supervisor 720031e 12 7014 7355 7716 8095 8495 Fire Prevention Engineer 210055e 12 7236 7592 7964 8355 8768 Fleet Administration Supervisor 720025e 12 6450 6765 7093 7444 7803 Forestry Supervisor I 510030e 12 5324 5586 5857 6144 6442 Forestry Supervisor II 510031e 12 5452 5718 6000 6298 6603 Grant Writer 150105e 12 5195 5450 5714 5995 6286
Historic Preservation Specialist 230066e 12 6762 7096 7447 7810 8192 Housing Program Supervisor 230055e 12 6971 7319 7684 8068 8473 Human Resources Analyst 150016e 12 5967 6259 6562 6884 7223 Human Resources Records Supervisor 115050e 12 5907 6196 6502 6814 7152 Information Services Supervisor 125032e 12 8097 8496 8911 9350 9813 Landscape Maintenance
Superintendent 510027e 12 8033 8430 8841 9276 9732
Lead Risk Analyst 150008e 12 6460 6780 7120 7475 7850
Licensed Professional Engineer 210110e 12 11353 11921 12517 13143 13800 Management Analyst I 150020e4 124 4304 4513 4732 4963 5207 Management Analyst II 150021e4 124 5316 5578 5848 6135 6432 Parking Supervisor 720035e 12 5785 6061 6354 6663 7285
Parks Supervisor I 510025e 12 5324 5586 5857 6144 6442
Parks Supervisor II 510026e 12 6462 6778 7112 7464 7823 Planner III 220007e 12 6266 6572 6892 7232 7590
Police Support Services Supervisor 115047e 12 5693 5972 6268 6569 6894 Principal Accountant 130014e 12 7102 7450 7817 8200 8603 Procurement Supervisor 140004e 12 6435 6756 7093 7448 7821

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

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
Professional Engineer 210100e 12 9001 9446 9910 10406 10925 Project Manager 150065e 12 8230 8641 9074 9527 10004
Records Supervisor 115045e 12 5693 5972 6268 6569 6894
Recycling Coordinator 640001e 12 5383 5644 5920 6207 6513 Registered Veterinary Technician 560060e 12 4836 5078 5332 5599 5879 Revenue Supervisor 135025e 12 5705 5983 6272 6574 6894
Risk Analyst 150010e 12 5967 6259 6562 6884 7223
Sanitation Supervisor 640029e 12 6450 6765 7093 7444 7803 Senior Accountant-Auditor 130013e 12 6494 6811 7146 7495 7859 Senior Building Inspector 230034e 12 7131 7483 7850 8235 8645 Senior Database Administrator 125046e 12 8125 8512 8921 9349 9813 Senior Electrical Safety Consultant 230024e 12 7130 7483 7849 8235 8644 Senior Engineering Inspector 230077e 12 6610 6937 7276 7634 8012 Senior Environmental & Safety
Consultant 230005e 12 7144 7497 7864 8250 8660
Senior Plumbing & Mechanical
Consultant 230014e 12 7131 7483 7850 8235 8645
Senior Programmer Analyst 125019e 12 8097 8496 8911 9350 9813 Senior Real Estate Agent 170012e 12 6450 6765 7093 7444 7803 Senior Retirement Counselor 135052e 12 7094 7452 7822 8212 8624 Street Maintenance Superintendent 720004e 12 8033 8430 8841 9276 9732 Street Maintenance Supervisor 720001e 12 7088 7435 7802 8183 8585 Supervising Airports Building
Maintenance Technician 310014e 12 6450 6765 7093 7444 7803 Supervising Airports Operations Officer 310013e 12 6450 6765 7093 7444 7803 Supervising Commercial Building
Inspector 230036e 12 7131 7483 7850 8235 8645
Supervising Engineering Technician 210008e 12 7085 7437 7801 8185 8586 Supervising Fire Prevention Inspector 420005e 12 6834 7169 7523 7893 8281 Supervising Paralegal 160020e 12 6780 7113 7460 7828 8212 Supervising Planner 220008e 12 7117 7465 7828 8213 8613

SEE APPENDIX FOR FOOTNOTES Page 13-1.4
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
Supervising Plans Examiner 210044e 12 8269 8678 9107 9551 10020 Supervising Real Estate Agent 170013e 12 7089 7436 7803 8184 8586 Supervising Traffic Signal Operations
Specialist 720050e 12 7355 7715 8098 8497 8911
Survey Party Chief 210031e 12 7264 7615 7988 8376 8793
Systems Security Administrator 125050e 12 7365 7720 8102 8494 8911 Transit Supervisor I 320050e 12 6232 6535 6851 7189 7539 Transit Supervisor II 320051e 12 7015 7354 7716 8096 8495 Treasury Officer 135015e 12 7102 7450 7817 8200 8603
Wastewater Environmental Supervisor 620073e 12 7550 7917 8308 8718 9146 Wastewater Operations Supervisor 620072e 12 7550 7917 8308 8718 9146 Wastewater System Supervisor 620071e 12 7550 7917 8308 8718 9146 Water Conservation Supervisor 610045e 12 6672 6999 7341 7704 8081 Water System Supervisor 610055e 12 7550 7917 8308 8718 9146

SEE APPENDIX FOR FOOTNOTES Page 13-2.1

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I 115015 12 3848 4034 4228 4431 4646
Legal Secretary II 115016 12 4257 4465 4679 4904 5142
Paralegal 160001 12 5432 5696 5972 6265 6573
Senior Human Resources Technician 150014 12 5077 5319 5573 5846 6127 Senior Legal Secretary 115017 12 4899 5144 5401 5671 5954 Senior Paralegal 160002 12 5963 6260 6574 6903 7248
Supervising Crime Scene Technician 410013 12 5701 5979 6269 6575 6894

SEE APPENDIX FOR FOOTNOTES Page 14.1

e Exempt class, See Section 4

EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Administrative Manager 220025e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Airports Marketing & Public
Relations Coordinator 310150e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Airports Operations Manager 310020e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Airports Planning Manager 310019e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Airports Properties Manager 310021e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Airports Safety Management
Systems Manager 310161e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Animal Behaviorist 560041e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Assistant City Clerk 115030e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Building Services Manager 230031e - 11245 11527 11816 12111 12415 12724 13043 13367 13702 Business Manager 150019e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Clinic Manager 560061e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Communications Manager 125060e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Construction Manager 210096e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Crime Scene Investigation
Bureau Manager 410015e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Cybersecurity Manager 125092e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Deputy City Engineer 210081e - 11245 11527 11816 12111 12415 12724 13043 13367 13702 Division Manager 150024e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Economic Development Analyst 150095e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Emergency Services Dispatch
Manager 410005e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Facilities Manager 810040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503

SEE APPENDIX FOR FOOTNOTES Page 14.2

e Exempt class, See Section 4

EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fleet Manager 720032e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Graffiti Abatement Manager 720040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Housing & Neighborhood
Revitalization Manager 230065e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Information Services
Manager 125055e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Law Office Manager 115020e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Licensed Engineer
Manager 210094e - 12564 12878 13200 13530 13868 14215 14570 14935 15308 PARCS Operations
Manager 520025e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Parks Manager 510035e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Personnel Manager 150026e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Planning Manager 220010e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Program Manager 510040e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Projects Administrator 150063e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Public Works/Public Utilities
Manager 210095e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Purchasing Manager 140005e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Records Manager 115046e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Retirement Accounting
Manager 135044e - 9719 9963 10211 10466 10728 10996 11272 11554 11843 Revenue Manager 135026e - 8622 8838 9059 9285 9518 9754 9998 10248 10503

SEE APPENDIX FOR FOOTNOTES Page 14.3

EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Senior Management
Analyst 150023e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Solid Waste Manager 640040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Training Officer 150046e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Transit Operations Manager 320055e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Wastewater Manager 620095e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Water Manager 610075e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Water/Wastewater
Manager-Certified 620096e - 9914 10160 10415 10675 10943 11216 11496 11784 12078

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/2016 Classification Title Deleted Benchmarked To Percent Effective Assistant Chief of Wastewater
Treatment Operations (620079) 7/1/18 Wastewater Operations Supervisor (620072) 100% 7/1/18
Bus Driver – F Step
(320015) 1/1/17 Bus Driver – E Step
(320015) 100% 1/1/17
Buyer I (140001) 1/28/16 Procurement Specialist
(140002) 90% 1/28/16
Chief of Solid Waste Operations
(640035) 7/1/18 Landscape Maintenance
Superintendent (510027) 100% 7/1/18
City Traffic Engineer (210076) 7/1/18 Construction Manager (210096) 100% 7/1/18
Collection System Maintenance
Operator I (630003) 5/29/17
Collection System
Maintenance Technician
(630001)
90% 5/29/17
Collection System Maintenance
Supervisor (630005) 7/1/18 Wastewater Operations
Supervisor (620072) 100% 7/1/18
Community Revitalization
Specialist – F Step
(230053)
10/3/16
Community
Revitalization Specialist
– E Step
(230053)
100% 10/3/16
Community Sanitation
Supervisor I (720042) 7/1/18 Sanitation Supervisor
(640029) 100% 7/1/18
Community Recreation
Supervisor I (520015) 7/1/20
Community Services and
Recreation Supervisor
(520016)
96% 7/1/20
Executive Assistant to the
Retirement Administrator
(115006e)
7/1/21
Executive Assistant to
the City Attorney
(115004e)
100% 7/1/21
Ground Water Production
Specialist (610037) 7/1/20
Water
Distribution/Production
Specialist (610029)
100% 7/1/20
Ground Water Production
Technician (610036) 7/1/20
Water
Distribution/Production
Technician (610028)
100% 7/1/20
Senior Ground Water
Production Operator (610038) 7/1/20
Senior Water
Distribution/Production
Operator (610030)
100% 7/1/20
Emergency Preparedness
Officer (420020) 7/1/18 Management Analyst II
(150021) 100% 7/1/18

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Industrial Electrician Supervisor
(720020) 7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Labor Relations Secretary
(115010) 7/1/18
Executive Assistant to
Department Director
(115003)
100% 7/1/18
Laboratory Supervisor (620014) 7/1/18
Wastewater
Environmental Supervisor
(620073)
100% 7/1/18
Management Analyst III
(150022) 7/1/18 Business Manager
(150019) 100% 7/1/18
Police Officer – A Step (415002) 1/31/22 Police Officer – C Step (415002) 90.72% 1/31/22
Police Officer – B Step (415002) 1/31/22 Police Officer – C Step (415002) 95.23% 1/31/22
Police Specialist (415003) 7/1/19 Police Officer (415002) 100% 7/1/19 Plans Examiner I (210040) 10/3/16 Plans Examiner (210041) 84.61% 10/3/16 Power Generation System
Supervisor (620056) 7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Risk/Safety Manager (150035) 7/1/18 Human Resources
Manager (150025) 100% 7/1/18
Redevelopment Administrator
(150080) 7/1/18
Assistant Director of
Personnel Services
(150043)
100% 7/1/18
Sewer Maintenance Manager
(630010) 7/1/18 Wastewater Manager
(620095) 100% 7/1/18
Solid Waste System Supervisor
(640030) 7/1/18 Sanitation Supervisor
(640029) 100% 7/1/18
Supervising Environmental
Control Officer (620005) 7/1/18
Wastewater
Environmental Supervisor
(620073)
100% 7/1/18
Special Guard (940010) 4/1/02 Police Cadet II (940006) 100% 12/10/20 Transit Maintenance Manager
(320060) 7/1/18 Transit Operations
Manager (320055) 100% 7/1/18

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Waste Collector II (640020) 9/5/16 Sanitation Operator
(640021) 84.19% 9/5/16
Waste Container Maintenance
Worker (640011) 9/5/16
Waste Container
Maintenance Worker
(640010)
117.65% 9/5/16
Wastewater Lead Distributor
(620051) 9/5/16 Wastewater Distributor
Technician (620050) 118.92% 9/5/16
Wastewater Treatment
Maintenance Supervisor
(620070)
7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Water System Operator I
(610025) 7/1/18
Water
Distribution/Production
Technician (610028)
100% 7/1/18
Water System Operator II
(610026) 7/1/18
Water
Distribution/Production
Specialist (610029)
100% 7/1/18
Water System Operator III
(610027) 7/1/18 Senior Water Treatment
Plant Operator (610039) 90.79% 7/1/18

APPENDIX TO SALARY RESOLUTION

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). 2 This is an entry level class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5). 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. 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. 7 This class is in a flexibly -staffed series, which allows an employee to “flex” to the journey level after a required training period.
8 Not applicable to current City employees.
9 The classifications of Police Cadet I and II have a 48-month tenure limitation in the Police Cadet program pursuant to FMC 3-266(d).
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.
11 E9 Executive Pay Range.
12 Hired before July 1, 2010.
13 Hired on or after July 1, 2010.
e Exempt class, see Section 4.
† 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.
‡ To be calculated as if working 40 hours per week.

* * * * * * * * * * * * * *

STATE OF CALIFORNIA )
COUNTY OF FRESNO ) ss.

CITY OF FRESNO )

I, TODD STERMER , City Clerk of the City of Fresno, certify that the foregoing resolution was adopted by the Council of the City of Fresno, at a regular meeting held on the
day of , 2024.

AYES :

NOES :

ABSENT :

ABSTAIN :

Mayor Approval: , 2024
Mayor Approval/No Return: , 2024
Mayor Veto: , 2024
Council Override Vote: , 2024

TODD STERMER
City Clerk

BY:

Deputy

APPROVED AS TO FORM:

CITY ATTORNEY'S OFFICE

BY:

Jenni DeRuosi, Supervising Deputy City Attorney