Garden Grove City Council
April 12, 2022

AGENDA
Garden Grove City
Council
Tuesday, April 12, 2022
6:30 PM
Community Meeting
Center 11300 Stanford
Avenue Garden Grove
California 92840
Steve Jones
Mayor
Diedre Thu-Ha Nguyen
Mayor Pro Tem - District 3
George S. Brietigam
Council Member - District 1
John R. O'Neill
Council Member - District 2
Patrick Phat Bui
Council Member - District 4
Stephanie Klopfenstein
Council Member - District 5
Kim B. Nguyen
Council Member - District 6
COVID-19 Information : Members of the public can address the City Council during the public comment portion of the meeting in person or via e-mail. If you plan to attend the meeting in person, masks or face coverings are required to be worn if you are not vaccinated. If you feel ill or are showing symptoms of COVID-19, please consider submitting comments by e-mail. Instructions are available on the City's website at https://ggcity.org/city-council/meetings-participation

Meeting Assistance
: Any person requiring auxiliary aids and services, due to a disability, to address the City Council, should contact the City Clerk's Office 72 hours prior to the meeting to arrange for accommodations. Phone: (714) 741-5040.

Agenda Item Descriptions
: Are intended to give a brief, general description of the item. The City Council may take legislative action deemed appropriate with respect to the item and is not limited to the recommended action indicated in staff reports or the agenda.

Documents/Writings
: Any revised or additional documents/writings related to an item on the agenda distributed to all or a majority of the Council Members within 72 hours of a meeting, are made available for public inspection at the same time (1) in the City Clerk's Office at 11222 Acacia Parkway, Garden Grove, CA 92840, during normal business hours; (2) on the City's website as an attachment to the City Council meeting agenda; and (3) at the Council Chamber at the time of the meeting.

Public Comments
: Members of the public who attend the meeting in-person and would like to address the City Council are requested to complete a pink speaker card indicating their name and address, and identifying the subject matter they wish to address. This card should be given to the City Clerk before the meeting begins. General comments are made during "Oral Communications" and should be limited to matters under consideration and/or what the City Council has jurisdiction over.

Persons wishing to address the City Council regarding a Public Hearing matter will be called to the podium at the time the matter is being considered.

Manner of Addressing the City Council
: After being called by the Mayor, you may approach the podium, it is requested that you state your name for the record, and proceed to address the City Council. All remarks and questions should be addressed to the City Council as a whole and not to individual Council Members or staff members. Any person making impertinent, slanderous, or profane

GARDEN GROVE
remarks or who becomes boisterous while addressing the City Council shall be called to order by the Mayor.If such conduct continues, the Mayor may order the person barred from addressing the City Council any further during that meeting.

Time Limitation: When any group of persons wishes to address the City Council on the same subject matter, the Mayor may request a spokesperson be chosen to represent the group, so as to avoid unnecessary repetition.At the City Council's discretion, a limit on the total amount of time for public comments during Oral Communications and/or a further limit on the time allotted to each speaker during Oral Communications may be set.

PLEASE SILENCE YOUR CELL PHONES DURING THE MEETING.

AGENDA

ROLL CALL: COUNCIL MEMBER BRIETIGAM, COUNCIL MEMBER

O'NEILL, COUNCIL MEMBER BUI, COUNCIL MEMBER KLOPFENSTEIN, COUNCIL MEMBER K. NGUYEN, MAYOR PRO TEM D. NGUYEN , MAYOR JONES

INVOCATION

PLEDGE OF ALLEGIANCE TO THE FLAG OF THE UNITED STATES OF

AMERICA

1. ORAL COMMUNICATIONS (to be held simultaneously with other legislative bodies)
RECESS

CONDUCT OTHER LEGISLATIVE BODIES' BUSINESS

RECONVENE

2. CONSENT ITEMS
(Consent Items will be acted on simultaneously with one motion unless separate discussion and/or action is requested by a Council Member .)

2.a. Adoption of a Proclamation recognizing April as Sexual Assault Awareness Month. ( Action Item)

2.b. Adoption of a Proclamation recognizing April as DMV Donate Life Month. (Action Item)

2.c. Adoption of a Proclamation recognizing April as National Child Abuse Prevention Month. ( Action Item)

2.d. Adoption of a Proclamation celebrating April 25-29, 2022, as Afterschool Professionals Week. ( Action Item)

2.e. Adoption of a Resolution approving the Memorandum of Understanding with the Garden Grove Police Association. ( Action Item)

2.f. Authorization to appropriate funds and authorize issuance of a

purchase order to National Auto Fleet Group for a Police Department patrol vehicle. (Cost: $38,188.88) ( Action Item)

2.g. Authorization of an increase to the purchase orders with Global Collision Center, Big Ron’s Auto Body and Paint, and Caliber Collision for auto body parts and labor. (Cost: $100,000) (Action Item)

2.h. Ratification of Amendment No. 2 to an Agreement with JIG Consultants for construction management and inspection services for reservoirs and booster pump station rehabilitation projects. (Cost: $58,400) ( Action Item)

2.i. Receive and file a Military Equipment Use Policy. ( Action Item)

2.j. Receive and file minutes from the meeting held on March 22, 2022. (Action Item)

2.k. Receive and file warrants. ( Action Item)

3. ITEMS FOR CONSIDERATION

3.a. Approval of a Cooperative Agreement with the City of Westminster for the rehabilitation of pavement surface on Westminster Avenue from Magnolia Street to Bushard Street. (Continued from the March 22, 2022, meeting.) (Cost: $521,285) (Action Item)

4. MATTERS FROM THE MAYOR, CITY COUNCIL MEMBERS, AND CITY

MANAGER

4.a. Information update on homelessness resources and Be Well OC mobile response team as requested by City Manager Stiles.

5. ADJOURNMENT
The next Regular City Council Meeting is Tuesday, April 26, 2022, at 5:30 p.m. in the Community Meeting Center, 11300 Stanford Avenue, Garden Grove, California 92840.

Happy Birthday Council Member Bui!

Agenda Item - 2.a.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Teresa Pomeroy
Dept.: City Manager Dept.: City Clerk
Subject: Adoption of a Proclamation
recognizing April as Sexual
Assault Awareness Month.
(Action Item)
Date: 4/12/2022
Attached is a proclamation recognizing April as Sexual Assault Awareness Month recommended for adoption.

ATTACHMENTS:

Description Upload Date Type File Name
Proclamation 3/22/2022 Proclamation 4-12-22_SAAM.pdf

Proclamation

APRIL 2022 SEXUAL ASSAULT AWARENESS MONTH

WHEREAS, Sex ual Assault Awareness Month (SAAM) calls attention to the fact that sexual violence is widespread and impacts millions of adults, teenagers, and children; and

WHEREAS, the goal of Sexual Assault Awareness Month is to raise public awareness about sexual violence and educate communities on how to prevent it; and

WHEREAS, rape, sexual assault, and sexual harassment harm our community, and statistics show that one out of every six American women have been victims of attempted or completed rape, and one out of every ten men; and

WHEREAS, child sexual abuse prevention must be a priority to confront the reality that what is reported is that one in nine girls and one in 53 boys under the age of 18 experience sexual abuse or assault at the hands of an adult; and

WHEREAS, sex ual assault affects individuals across all ages, abilities, sexual orientations, gender identities, and of all racial, social, religious, ethnic, and economic backgrounds; and

WHEREAS, the National Sexual Violence Resource Center is promoting thirty days of SAAM with this year’s theme “Building Safe Online Spaces Together”; and

WHEREAS, Together we can make a difference to build inclusive, safe and respectful online spaces, and to promote the safety of others, and showing survivors they are believed and supported.

NOW, THEREFORE, BE IT PROCLAIMED, by the Garden Grove City Council that the City of Garden Grove recognizes April 2022 as Sexual Assault Awareness Month and hopes that each day of the month and year is an opportunity to create change for the future.

April 12, 2022

Agenda Item - 2.b.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Teresa Pomeroy
Dept.: City Manager Dept.: City Clerk
Subject: Adoption of a Proclamation
recognizing April as DMV
Donate Life Month. ( Action
Item)
Date: 4/12/2022
Attached is a Proclamation recognizing April as DMV Donate Life Month recommended for adoption.

ATTACHMENTS:

Description Upload Date Type File Name
Proclamation 3/31/2022 Proclamation 4-12-
22_Donate_Life_Month_Proclamation_(1).pdf

PROCLAMATION

DMV/DONATE LIFE MONTH

WHEREAS, organ, tissue, marrow and blood donation are life-giving acts recognized worldwide as expressions of compassion to those in need;

WHEREAS, 106,474 individuals nationwide are on the national organ transplant waiting list, and on average, 17 people die each day while waiting due to the shortage of donated organs;

WHEREAS, the need for donated organs is especially urgent in Hispanic and African American communities;

WHEREAS, more than 600,000 units of blood per year are required to meet the need in California;

WHEREAS, each year, there are 18,000 patients in need of volunteer marrow donors;

WHEREAS, a single individual’s donation of the heart, lungs, liver, kidneys, pancreas and small intestine can save up to eight lives; donation of tissue can save and heal the lives of more than 75 others; and a single blood donation can help three people in need;

WHEREAS, millions of lives each year are saved and healed by donors of organs, tissues, marrow and blood;

WHEREAS the spirit of giving and decision to donate are not restricted by age or medical condition;

WHEREAS, over sixteen million Californians have signed up with the state- authorized Donate Life California Donor Registry to ensure their wishes to be organ, eye and tissue donors are honored;

WHEREAS, California residents can sign up with the Donate Life California Donor Registry when applying for or renewing their driver’s licenses or ID cards at the California Department of Motor Vehicles; and

WHEREAS, California residents interested in saving a life through living kidney donation are encouraged to visit www.LivingDonationCalifornia.org for more information.

NOW, THEREFORE, BE IT RESOLVED that in recognition of National Donate Life Month, the month of April 2022 is hereby proclaimed “DMV/Donate Life Month” in the City of Garden Grove, and in doing so we encourage all Californians to check “YES!” when applying for or renewing their driver’s license or I.D. card, or by signing up at www.donateLIFEcalifornia.org or www.doneVIDAcalifornia.org.

April 12, 2022

Agenda Item - 2.c.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Teresa Pomeroy
Dept.: City Manager Dept.: City Clerk
Subject: Adoption of a Proclamation
recognizing April as National
Child Abuse Prevention
Month. (Action Item)
Date: 4/12/2022
Attached is a Proclamation recognizing April as National Child Abuse Prevention Month recommended for adoption.

ATTACHMENTS:

Description Upload Date Type File Name
Proclamation 4/5/2022 Proclamation 4-12-
22_CHILD_ABUSE_PREVENTION_APRIL_2022.pdf

PROCLAMATION
April as National Child Abuse Prevention Month
WHEREAS, In Garden Grove, as in any community, children are our most precious members who deserve to grow in a safe, happy, healthy, stable, and caring environment where they can experience the wonders and innocence of a childhood free of violence, neglect, and abuse;
WHEREAS, the latest data is based on federal fiscal year 2020, with over 3.9 million reports nationwide with infants and young children suffering the highest rates of abuse and neglect;
WHEREAS, in 2020, 618,399 children were determined to be victims of maltreatment, with the most common form of maltreatment in the U.S. being neglect; WHEREAS, child abuse and neglect can have long-term psychological, emotional, and physical effects that have lasting consequences;
WHEREAS, protective factors are conditions that reduce or eliminate risk and promote the social, emotional, and developmental well-being of children; WHEREAS, effective prevention activities succeed because of the partnerships created between child welfare professionals, education, health, community and faith based organizations, businesses, law enforcement agencies, and families;
WHEREAS, the City of Garden Grove actively places efforts in raising awareness and preventing child abuse through family support services offered by the Magnolia Park Family Resource Center and the Buena Clinton Youth and Family Center;
WHEREAS, we acknowledge that we must work together as a community to increase awareness about child abuse and contribute to promote the social and emotional well-being of children and families in a safe, stable, and nurturing environment; and
WHEREAS, prevention remains the best defense for our children and families.

NOW THEREFORE, the Garden Grove City Council does hereby proclaim April 2022 as National Child Abuse Prevention Month in Garden Grove, and urges all communities to take actions to end the tragedy of child abuse and neglect in our nation.

April 12, 2022

Agenda Item - 2.d.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Teresa Pomeroy
Dept.: City Manager Dept.: City Clerk
Subject: Adoption of a Proclamation
celebrating April 25-29,
2022, as Afterschool
Professionals Week. ( Action
Item)
Date: 4/12/2022
Attached is a Proclamation celebrating April 25-29, 2022, as Afterschool Professionals Week recommended for adoption.

ATTACHMENTS:

Description Upload Date Type File Name
Proclamation 4/5/2022 Proclamation 4-12-22_Proclamation_- _Afterschool_Professionals_Week.pdf

PROCLAMATION
Celebrating April 25-29, 2022, as Afterschool Professionals Appreciation Week

WHEREAS, Garden Grove residents benefit with access to afterschool programs that are well attended, which is a testament in the value placed with those who work with children and youth in a wide variety of program settings to provide extended learning opportunities during out-of- school hours resulting in a positive effect on our children, families, community and businesses;

WHEREAS, afterschool professionals are a decisive element for our children’s access to high-quality relationships and expanded opportunities beyond school and home environments that significantly impacts the ability for reaching full potential;
WHEREAS, afterschool professionals deserve appreciation for all that they do for children to enhance their education, promote physical and emotional health, provide a safe environment and expose them to new experiences; and
WHEREAS, The City of Garden Grove is committed to supporting the professionals who provide expanded learning opportunities that will help close the achievement gap and prepare young people to compete in the global economy.

NOW THEREFORE, the Garden Grove City Council does hereby proclaim April 25-29, 2022, as Afterschool Professionals Appreciation Week in Garden Grove in recognition of all of the efforts from afterschool professionals working with our children by instilling a sense of belonging to a larger community with shared goals for making life better for the children they serve.

April 12, 2022

Agenda Item - 2.e.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Laura J. Stover
Dept.: City Manager Dept.: Human Resources
Subject: Adoption of a Resolution
approving the Memorandum
of Understanding with the
Garden Grove Police
Association. ( Action Item)
Date: 4/12/2022

OBJECTIVE
For the City Council to adopt the Resolution approving a new three (3) year Memorandum of Understanding (hereinafter “MOU”) with the Garden Grove Police Association (hereinafter “Union”).

BACKGROUND
The City, as directed by the City Council, met and conferred with the Union and agreed to a new MOU that will expire June 30, 2025. The current MOU expires on April 20, 2022.

DISCUSSION
The City and Union agreed to a new MOU with the term of April 16, 2022 to June 30, 2025. The City and the Union agreed to the following:

A three and one half percent (3.5%) base salary increase effective after the approval of this MOU, 2022; a three and one half percent (3.5%) base salary increase effective July 2023; and, a three and one half percent (3.5%) base salary increase effective July 2024.

Eliminate Step A of the salary schedule, effective July 2024.

Medical benefit contributions increases in July 2022, January 2024, and January 2025.

Bilingual pay of 3% of base salary for verbal only skills.

Tuition reimbursement increased to $3,000 per fiscal year.

Homeless Liaison Officer pay of 5% of base salary for 4 Police Officers and 1 Sergeant in the Special Resources Team.

Life insurance coverage increased to 150% of an individual’s annual salary.

Association release time to be provided each year for up to 300 hours.

•
• •
•
• •
•
•
The final language of this MOU is still being worked out by the legal representatives of both parties and the document may not be finalized until after the April 12, 2022 City Council meeting. In order to not delay any changes that this MOU provides, it is requested that the City Council give the Human Resources Director the authorization to agree to any final language revisions agreed to by the parties. There would not be any financial changes, only language changes.

FINANCIAL IMPACT
The estimated costs for the proposed MOU provisions are $0.2 million for the remaining of FY 2021-22, $1.3 million for FY 2022-23, $2.5 million for FY 2023-24, and $3.9 million for FY 2024-25, for a total cumulative cost increase of $7.9 million over the term of the MOU (attachment A). These estimated costs do not include normal increases resulting from annual merit increases, changes in an employee’s specialty pay eligibility or longevity, promotions, and pension costs.

Due to some labor savings as a result of vacant positions, the estimated additional cost of approximately $0.2 million for the current fiscal year will be absorbed within the existing FY 2021-22 budget. An additional appropriation of $1.3 million to the General Fund for FY 2022-23 will be included in the budget amendment to be presented to Council in June 2022. Future budget appropriations will be made as appropriate during the budget process.

RECOMMENDATION
It is recommended that the City Council:

Adopt the attached Resolution that approves the Memorandum of Understanding between the City of Garden Grove and the Garden Grove Police Association; and

Authorize the Human Resources Director to finalize any last minute language changes that may occur between the parties.

ATTACHMENTS:

Description Upload Date Type File Name
MOU Costs 4/5/2022 Backup Material Attachment_A_-
_Est._MOU_Costs_(POA)_Final.pdf
Resolution approving MOU 4/5/2022 Resolution resolution_for_22- 25_POA_agreement.docx
Memorandum of
Understanding 4/6/2022 Agreement POA_MOU_-
_April_13_Council_Agenda.pdf
Salary Schedule 4/6/2022 Agreement FT_Salary_Schedule_2022-04-

16.pdf

■
•
Description FY 21/22 FY 22/23 FY 23/24 FY 24/25
Cumulative
Cost Increase
Assocation Leave
300 Hours Paid by City 22,242 23,020 23,826 $ 69,088 Wages:
7/1/22 : 3.5%
7/1/23: 3.5%
7/1/24: 3.5% 223,482 1,056,348 2,149,668 3,281,254 6,710,751$ Bilingual Pay
3% for Verbal Only Skills 773 3,655 3,914 4,182 12,523$ Tuition Reimbursement
Increase from $1,600 to $3,000 per FY 6,600 6,600 6,600 19,800$ Health Insurance
7/1/2022, Single $50, Emp+1 $100, Family
$150
1/1/2024, 1/1/2025: Single $50, Emp+1
$75, Family $100 Each Year 181,200 247,200 379,200 807,600$ Life Insurance
Increase life insurance amount equal 1.5X
annual salary 3,163 18,976 20,622 22,325 65,086$ Eliminate Step A of the salary schedule 139,583 139,583$ Add 5% Specialty Pay for Homeless Liaison 7,290 34,461 36,266 38,186 116,202$ 234,707$ 1,323,482$ 2,487,290$ 3,895,155$ 7,940,633$ *All estimates are based on salary and benefit data as of January 2022 Attachment A
Estimated MOU Costs
TERM: April 16, 2022 through June 30, 2025)
Change in Cost from Current Year
4/5/22

A RESOLUTION OF THE CITY COUNCIL OF

THE CITY OF GARDEN GROVE

APPROVING THE MEMORANDUM OF UNDERSTANDING

ON SALARIES, WAGES, AND FRINGE BENEFITS
FOR THE TERM 2022-2025 BY AND BETWEEN

THE GARDEN GROVE POLICE ASSOCIATION

AND THE CITY OF GARDEN GROVE

THE CITY COUNCIL OF THE CITY OF GARDEN GROVE DOES HEREBY RESOLVE:

1. That the Memorandum of Understanding on Salaries, Wages, and Fringe Benefits 2022-2025, by and between the Garden Grove Police Association and the City of Garden Grove, and signed by the President on behalf of the Garden Grove Police Association, and the Human Resources Director on behalf of the City of Garden Grove, is hereby approved.

2. That the Human Resources Director is authorized to approve language revisions to the Memorandum of Understanding that do not affect compensation or cause financial impacts to the City.

3. That all prior Resolutions in conflict herewith are hereby repealed so as to avoid all conflict.

Memorandum of
Understanding

Between the Garden Grove Police Association and
the City of Garden Grove

April 16, 2022 – June 30, 2025

GARDEN GROVE
POA MOU 22-25 2

Garden Grove Police Contract
April 16, 2022 – June 30, 2025

Steven R. Jones, Mayor

Thu-Ha Nguyen, Mayor Pro Tem, Dist. 3 Stephanie Klopfenstein , District 5 George S. Brietigam III, District 1 John R. O’Neill, District 2 Patrick Phat Bui, District 4 Kim B. Nguyen , District 6

Scott C. Stiles, City Manager

Laura J. Stover, Human Resources Director

CITY NEGOTIATING TEAM UNION NEGOTIATING TEAM

Peter Brown, SPOKESPERSON Rob Wexler, SPOKESPERSON
Attorney Attorney
Laura J. Stover, Brian Stroud
Human Resources Director President
Lisa Kim Jeff Brown
Assistant City Manager Vice President
Amir Elfarra Will Holloway
Deputy Police Chief Treasurer
Ann Eifert Nick Lazenby
Division Manager Secretary
Evan Beresford
Board Member
Lino Santana
Board Member
Bryan Meers
Board Member
Thi Huynh
Board Member

POA MOU 22-25 3

CITY OF GARDEN GROVE

MEMORANDUM OF UNDERSTANDING

PURSUANT TO THE CALIFORNIA MEYERS-MILIAS-BROWN ACT

BY AND BETWEEN

GARDEN GROVE POLICE ASSOCIATION
AND

CITY OF GARDEN GROVE
2022-2025

PARTIES TO MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING (“MOU”) has been prepared pursuant to Resolution No. 4066-71 of the City of Garden Grove, as amended, which Resolution is generally identified as the "EMPLOYEE RELATIONS RESOLUTION" and Government Code Section 3500 through 3510 as amended, which is generally referred to as the Meyers-Milias-Brown Act.

This MOU has been developed as a result of the requests of the Garden Grove Police Association and the City of Garden Grove. The items in this MOU are subject to the approval of the City Manager and the City Council of the City of Garden Grove and will be placed into effect upon the taking of administrative action by the City Manager's Office and the adoption of the necessary ordinances and resolutions by the City Council, if acceptable to them, in accordance with the terms and conditions hereinafter set forth.

The parties agree that the provisions contained herein shall be subject to all applicable laws and cover the period April 16, 2022 – June 30, 2025 unless otherwise provided.

POA MOU 22-25 4

POLICE ASSOCIATION/CITY

MEMORANDUM OF UNDERSTANDING

2022-2025

TABLE OF CONTENTS

ARTICLE PAGE

I. Recognition and Rights ...................................................................... 5 II. Salary and Compensation .................................................................. 7 III. Fringe Benefits ................................................................................. 13 IV. Work Schedules and Overtime ........................................................... 17 V. Leave Policy ..................................................................................... 21 VI. Equipment and Safety ........................................................................ 28 VII. Working Conditions ........................................................................... 29 VIII. General Provisions ............................................................................ 33

EXHIBITS
A. Promotional Procedure ...................................................................... 36 B. Transfer Policy .................................................................................. 38 C. Advisory Safety Committee ................................................................ 41 D. Tuition Reimbursement ...................................................................... 42 E. Uniform Allowance ......................................................................... …. 44

INDEX ..................................................................................................... 45

POA MOU 22-25 5

ARTICLE I

RECOGNITION AND RIGHTS

1. MANAGEMENT RIGHTS
a. The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision of this Memorandum of Understanding (MOU) or by law to manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive rights of management, as they are not abridged by this agreement or by law, shall include but not be limited to the following rights:
b. To manage the City generally and to determine the issues of policy; c. To determine the existence or non-existence of facts which are the basis of the management decision;
d. To determine the necessity or organization of any service or activity conducted by the City and expand or diminish services;
e. To determine the nature, manner, means, and technology, and extent of services to be provided to the public;
f. Methods of financing;
g. Types of equipment or technology to be used;
h. To determine and/or change the facilities, methods, technology, means, and size of the work force by which the City operations are to be conducted; i. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions; j. To assign work to and schedule employees in accordance with requirements as determined by the City, to assign overtime, and to establish or change assignments, start times and work schedules;
k. To relieve employees from duties for lack of work, funding, or similar non-disciplinary reasons;
l. To discharge, suspend, demote, or otherwise discipline employees for proper cause in accordance with the provisions and procedures set forth in Departmental Disciplinary Procedure;
m. To determine job classifications and to reclassify employees; n. To hire, transfer, promote, and demote employees for non-disciplinary reasons in accordance with this MOU;

POA MOU 22-25 6

o. To determine policies, procedures, and standards for selection, training, and promotion of employees subject to the provisions of Article VII, Section 1 of this MOU;

p. To establish employee performance standards including but not limited to quality and quantity standards, and to require compliance therewith; q. To maintain order and efficiency in its facilities and operations; r. To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this MOU; s. To take any and all necessary action to prepare for and carry out the mission of the City in emergencies.

2. NO STRIKE
The Association, its officers, agents, representatives and/or members agree that during the term of this MOU, they will not cause or condone any unlawful strike, walkout, concerted slowdown, sick-out, or any other unlawful concerted job action by withholding or refusing to perform services.

3. ASSOCIATION LEAVE WITH PAY
The City shall provide the Garden Grove Police Association a cumulative total of 300 hours of paid release each calendar year in order for Association members to attend Association related functions or meetings. Any request for time off must be approved in advance by the department. Time spent by employees who are on duty attending meetings with the Administration of the Police Department shall not be charged against the 300 hours. The release time hours in this section cannot be cashed out and do not roll over to the following calendar year.

4. SPECIAL DETAIL WORK
The City agrees that full-time sworn Police personnel shall be given the opportunity on a minimum of forty-eight hours’ notice, to volunteer for special detail work (as defined by 29 CFR section 553.227 of the Department of Labor regulations) Hours worked in special detail work are not considered hours worked for purposes of calculating overtime.

POA MOU 22-25 7

ARTICLE II

SALARY AND COMPENSATION

1. WAGES
Effective the pay period following City Council approval of this MOU, all members of the bargaining unit shall receive a three and one half percent (3.50%) increase to base salary.

Effective in the pay period following July 1, 2023, all members of the bargaining unit shall receive a three and one half percent (3.50%) increase to base salary.

Effective in the pay period following July 1, 2024, all members of the bargaining unit shall receive a three and one half percent (3.50%) increase to base salary.

Effective July 1, 2024, current Step A will be eliminated.

2. SALARY STEP INCREASE
a. Salary Merit Increases
All salary step increases will become effective on the first day of the pay period in which the employee ’s anniversary date occurs, unless there is a postponement. In the event of a postponement, the effective date of the step increase will be the first day of the pay period in which the increase is authorized.

The time period for eligibility for advancement from Step “A to “B” shall be 6 months of service.
b. Salary Increase Upon Promotion
The phrase “at least five percent (5%)” in Section 2.44.210 of the Municipal Code is clarified to include the rounding (i.e., 4.5% or higher) to the nearest whole percent, within the established salary plan.

3. MASTER OFFICER
Promotions to the classification/rank of Master Officer are made by the Police Chief.

To qualify for promotion to Master Officer, the employee must have at least three years of experience as a a full-time Police Officer, with two continuous years at Garden Grove at the time of application. The Police Chief may appoint up to 36 Master Officers.

Upon promotion by the Police Chief, the employee shall be placed at the same step of the Master Officer classification as they were prior to promotion. For example, a Police Officer at step D of the Police Officer salary range shall be placed at Step D of the Master Officer salary range upon being promotion.

An employee who is promoted to Master Officer shall not be required to serve a new probationary period and the employee’s anniversary date shall not change. For purposes of the City’s computer system, the City shal l use the Personnel Action Form Action Code “Reassignment.”

POA MOU 22-25 8

4. CORPORAL
Promotions to the classification/rank of Corporal are made by the Police Chief. T o qualify for promotion to Corporal, the employee must have successfully completed three years as a Master Officer at the time of promotion. The Police Chief may appoint up to 25 Corporals.

Upon promotion by the Police Chief, the employee shall be placed at the same step of the Corporal classification as they were prior to promotion. For example, a Master Officer at step D of the Master Officer salary range shall be placed at step D of the Corporal salary range upon being promoted.

An employee who is promoted to Corporal shall not be required to serve a new probationary period and t he employee’s anniversary date shall not change. For purposes of the City’s computer system, the City shall use the Personnel Action Fo rm Action Code “Reassignement.”

5. POLICE OFFICER II, MASTER OFFICER II and CORPORAL II CLASSIFICATIONS The classifications/ranks of Police Officer II, Master Officer II and Corporal II are available for employees to be promoted into as set forth below.

An employee who is a Police Officer, Master Officer or Corporal who serves in the assignment in one of the following specialty units or position assignments for two years or more and who has a POST Intermediate or Advanced Certification shall be promoted to the applicable level II classification/rank when assigned back to Patrol.

1. Traffic Collision Investigator;

2. Detective;

3. Motorcycle Officer;

4. Special Investigations Investigator;

5. Youth Services Investigator;

6. Intelligence Officer;

7. K-9 Officer;

8. Gang Suppression Unit;

9. Gang Suppression Unit Investigator;

10. School Resource Officer; and

11. Community Impact Unit
The salary schedule for the classification/rank of Police Officer II shall be two and one half percent (2.5%) higher than the salary schedule for the classification/rank of Police Officer.

The salary schedule for the classification/rank of Master Officer II shall be two and one half percent (2 .5%) higher than the salary schedule for the classification/rank of Master Officer.

The salary schedule for the classification/rank of Corporal II shall be two and one half percent (2.5%) higher than the salary schedule for the classification/rank of Corporal.

Upon promotion to a level II classification/rank by the Police Chief (back to Patrol from a specialty), the employee shall be placed at the same step of their current classification as they were prior to promotion. For example, a Master Officer at step

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D of the Master Officer salary range shall be placed at step D of the Master Officer II salary range upon being promoted to a level II classification/rank when assigned back to Patrol.

An employee who is promoted to a level II classification/rank by the Police Chief (back to Patrol from a specialty), shall not be required to serve a new probationary period and the employee’s anniversary date shall not change. For purposes of the City’s computer system, the City shall use the Personnel Action Form Action Code “Reassignment.”

6. ACTING PAY
An employee who is appointed to serve in an acting capacity shall be compensated at approximately five percent (5%) higher than their entitlement in his current position at the time of such appointment; provided, however, that he shall in no case receive less than the amount paid for the first step of the position to which he is so appointed.

If the salary paid at the first step is less than approximately five percent (5%) higher than the salary to which the employee would otherwise be entitled if he had not been so appointed, then the salary of the next regular step for the acting position shall be paid. A person appointed in an acting capacity shall be eligible to receive merit increases in his permanent position during the acting appointment, but shall not be entitled to merit increases in the position which he holds in an acting capacity. To the extent permitted by law, Acting Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(3) for classic members as Temporary Upgrade Pay.

7. BILINGUAL PAY
a. The City shall pay an additional five percent (5%) per month of base salary to an employee who is capable of speaking and interpreting Vietnamese, Korean, Spanish, and/or any other language designated by the City Manager.

Determination of capability shall be made by passing both the qualifying verbal and written tests established by the City.
b. The City shall pay an additional three percent (3%) per month of base salary to an employee who has pass ed a verbal-only skills test in the designated language(s), as determined by a qualifying test established by the City. c. To the extent permitted by law, Bilingual Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(4) and 571.1(b)(3) for as Bilingual Premium.

8. COMPENSATION FOR CANINE OFFICERS

Officers assigned as Canine Officers are entitled to be compensated for off duty hours spent caring, grooming, feeding and otherwise maintaining their canine, in compliance with the FLSA and interpretive cases and rulings. The manner in which this compensation is provided is that for each eighty (80) hour pay period, canine officers will work 73 hours and will be credited with .5 hours per day for off duty hours spent caring, grooming, feeding and otherwise maintaining their canine. This means that each officer will work three nine-hour days and one 9.5-hour day each week (this equates to 3.5 hours per week or .5 hours per day). If the officer takes a holiday, vacation or sick leave day off they will use either nine or 9.5 hours of time off. In the

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event the canine is at the vet or kennel due to the officer’s time off the officer will not be paid (and the officer shall not claim) the .5 hour for the day for the for off duty hours spent caring, grooming, feeding and otherwise maintaining their canine.

The parties acknowledge that the FLSA, which governs the entitlement to compensation for canine duties, entitles the parties to agree to a reasonable number of hours per month for the performance of off duty canine duties. The hours derived at in this agreement (.5 hours per day) were determined after an actual inquiry of the officers assigned in the canine special assignment as addressed by Leever v. City of Carson City, 360 F.3d 1014 (9th Cir. 2004). It is the intent of the parties through the provisions of this section to fully comply with the requirements of the FLSA. In addition, both parties believe that this section of the MOU does comply with the requirements of the FLSA.

9. COMPENSATION FOR HOMELESS LIASION OFFICERS

Effective the pay period following Council approval of this MOU, employees assigned to the Special Resources Team as Homeless Liaison Officers (a maximum of four (4) Police Officers and one (1) Police Sergeant) shall receive an additional five percent (5%) of their base pay.

To the extent permitted by law, pay for Homeless Liaison Officers will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(4) and 571.1(b)(3) for as Police Liaison Premium.

10. EDUCATION AND POST CERTIFICATION PAY
Employees are eligible to receive only one of the four pays described below. An employee may receive pay for only one of the following 1) An AA degree, 2) A BA/BS degree, 3) A POST Intermediate Certificate, or 4) A POST Advanced Certificate.

A. EDUCATIONAL INCENTIVE
(1) Unit employees who possess an Associate of Arts (Science) degree from an accredited college or university shall receive two and one-half percent (2.5%) of base salary as Education Incentive Pay.
(2) Unit employees who possess a Bachelors of Arts (Science) degree from an accredited university or college shall receive five percent (5%) of base salary as Education Incentive Pay.

To the extent permitted by law, Education Incentive Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(2) and 571.1(b)(2) for as Educational Incentive Pay.

B. PEACE OFFICER STANDARD TRAINING (POST) CERTIFICATION PAY

(1) Unit employees who possess a POST Intermediate Certificate, shall receive seven and one-half percent (7.5%) of base salary as Peace Officer Standard Training (POST) Certification Pay.

Employees who also possess one of the degrees provided for

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above in the Educational Incentive Pay subsection will not receive the Educational Incentive Pay if they receive this pay of seven and one half percent (7.5%) for possessing a POST Intermediate Certificate.
(2) Unit employees who possess a POST Advanced Certificate shall receive ten percent (10%) of base salary as Peace Officer Standard Training (POST) Certification Pay. Employees who also possess one of the degrees provided for above in the Educational Incentive Pay subsection will not receive the Educational Incentive Pay if they receive this pay of ten percent (10.0%) for possessing a POST Advanced Certificate.

In addition, once an employee receives a POST Advanced
Certificate (ten percent 10%), they shall no longer be eligible for the pay for the POST Intermediate Certificate (seven and one half percent 7.5%).

To the extent permitted by law, Peace Officer Standard Training (POST) Certification Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(2) and 571.1(b)(2) for as Peace Officer Standard Training (POST) Certification Pay.

C. APPROVAL OF EDUCATION INCENTIVE PAY OR

PEACE OFFICER STANDARD

TRAINING (POST) CERTIFICATION PAY
The date for the initial qualification for Education Incentive Pay and POST Certification Pay shall be the date which proof of the possession of the required degree and/or Department approval of a POST Certificate application is submitted to the Professional Standards Unit of the Police Department. Compensation of the appropriate Education pay or POST pay shall begin at the beginning of the pay period in which proof of qualification is submitted by the employee. A copy of a college degree, a copy of college transcripts, and/or a copy of the appropriate POST Certificate application, as approved by the Department, shall serve as proof of qualification. In the event the Commission for Peace Officers Standards and Training does not award the qualifying certificate, the Police Department must immediately notify Human Resources to schedule the repayment of the bonus pay by the employee.

D. DEFINITIONS
a. College degrees must be completed on the employee ’s off-duty time and at their own expense.
b. All universities or colleges for which the City will pay Education Incentive Pay must be accredited by the one of the six regional accreditation bodies for the United States (as approved by the Department of Education), including the Western Association of Schools and Colleges, the Northwest Association of Colleges and Universities, the Middle States Commission on Higher Education, the New England Association of Schools and Colleges, the North Central Association of Colleges and Schools, and the Southern Association of Schools and Colleges.

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11. LONGEVITY PAY
Members of the bargaining unit shall receive Longevity Pay as follows:

Completion of fifteen (15) full years of law enforcement service – two and one-half percent (2.5%) of base pay.

Completion of twenty (20) full years of law enforcement service – six and one-half percent (6.5%) of base pay.

Completion of twenty-five (25) full years of law enforcement service – twelve and one- half percent (12.5%) of base pay.

Employees are only eligible for one of the pays above based on their years of law enforcement service. The pays above do not stack.

To the extent permitted by law, Longevity Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(1 ) and 571.1(b)(1) for as Longevity Pay.

The parties agree to a reopener on the subject of longevity pay that may be initiated by either party during the term of this MOU. If the reopener is initiated, the other party shall promptly return to the collective bargaining table. Any changes to the MOU per this reopener re longevity pay require a mutual agreement of the parties.

12. TUITION REIMBURSEMENT
The City will provide a Tuition Reimbursement Program to qualified employees as described in Exhibit D.

13. MILEAGE ALLOWANCE
When an employee is authorized to use his private vehicle to perform official City business, the employee will be compensated at the allowable IRS reimbursement rate and will not be reported as taxable income. Should the IRS reimbursement rate be adjusted, the City’s rate shall be similarly adjusted, prospectively, to the new IRS rate, but only after the City has received official notification of the new IRS rates.

When an employee is participating in POST training and is required to use his vehicle, the City agrees to compensate the employee at the approved POST mileage rate.

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ARTICLE III

FRINGE BENEFITS

1. RETIREMENT
a. Retirement Formula

1. Unit members who are regarded as “classic members” by the Public Employees’ Pension Reform Act of 2013 (PEPRA) are covered by the 3% @ 50 formula (Government Code section 21362.2). “Classic member” is generally any member hired before December 31, 2012 as well as any member hired after January 1, 2013 who is a lateral hire from another PERS agency, public agency with reciprocity or a member who has had less than a six month break in service from their previous public agency employment.

(a) One-Year Final Compensation option “single highest year” (Government Code section 20042).

2. Unit members hired on or after January 1, 2013 who are defined as “new members” under the PEPRA, are covered by the 2.7% @ 57 (Government Code section 7522.25(d)).

(a) Final compensation will be based on the highest annual average pensionable compensation during the 36 consecutive months immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member per Government Code section 7522.32(a).

b. Employee Contributions to the Retirement System

1. Employees subject to the 3%@50 Formula:

These employees shall contribute twelve percent (12%) as an employee retirement contribution. The twelve percent shall be comprised of nine percent (9%) of compensation earnable as the required CalPERS member contribution and three percent (3%) of compensation earnable per Government Code section 20516(a ). All 12% shall be regarded as member contributions and credited to members’ accounts.

The City and the Police Association agree that if a “Classic” employee leaves the CalPERS system prior to retirement and withdraws their retirement benefits from their account, or if a “Classic” employee becomes deceased prior to retirement and their survivors seek to withdraw the employee’s contributions from CalPERS, the City will pay the equivalent of three percent (3%) compensation earnable paid by the employee (as cost sharing but not deposited into the employee’s account with CalPERS) to the emp loyee or their survivors who are eligible to receive the funds from their CalPERS account for the period from July 1, 2015 through July 27, 2019.

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2. Employees subject to the 2.7%@57 Formula:

Per the PEPRA and Government Code section 20516.5, these employees shall contribute the statutorily mandated employee contribution rate as determined by CalPERS for the City. The City will receive the normal cost rate from CalPERS in its annual valuation report which will also include the rate (which is in quarter of a percent increments) at which new members will be charged for their employee/member contribution.

c. The City has adopted the CalPERS resolution in accordance with and as permitted by IRS Code section 414(h)(2) to ensure that the employees’ payment (i.e., “pick up” as that term is used in section 414(h)(2)) of their employee contribution is made on a pre-tax basis.

2. HEALTH INSURANCE
Except as provided in Section 4 of this Article, the City shall contribute on behalf of each employee and each eligible retiree, the monthly PERS statutory minimum toward the payment of premiums for health insurance under the PERS Health Insurance program.

Retiring employees and their dependents shall have available the ability to continue to participate in the PERS Health Insurance program. The eligibility of participation shall be determined by the PERS Program.

3. CAFETERIA PLAN
a. The City shall make a monthly contribution to each eligible member of the unit to be used toward the cafeteria plan. These funds shall only be used for eligible plans included within the cafeteria plan. The plan includes health, dental, vision and cash.
b. Health Care or Dependent Care: Employees may deduct monies on an annual basis into a medical reimbursement account or a childcare account up to th e maximum permitted by law.
c. All employees must enroll in one of the PERS health program plans, unless they submit to the City both (1) proof of health coverage and (2) sign a health insurance waiver. Employees who fail to complete both requirements shall not be allowed to utilize their cafeteria plan contributions for any other eligible plans.

Employees who wish to opt out of medical coverage by the City must provide proof of minimum essential coverage ( “MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California).
d. An employee who selects the option of not enrolling (“Waiver of Coverage”) in one of the PERS plans and who meets the conditions outlined in section 3(b) shall receive a $455.00 per month in cash paid out each pay period. e. Affordable Care Act: The parties agree that either party may reopen negotiations during the term of this MOU to consider the impact of the Affordable Care Act on the City, the Association and the employees it is recognized to represent. This reopener is limited to the impact of the Act and nothing else. The parties agree

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that neither side will be required to negotiate on any other topic, including, but not limited to compensation and benefits. No changes will be made without a mutual agreement of the parties.
f. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE JULY 1, 2021:

Employee only $905 per month
Employee plus 1 $1370 per month
Employee plus 2 or more $1650 per month
Waiver of Coverage $455 per month
g. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE JULY 1, 2022:

Employee only $955 per month
Employee plus 1 $1470 per month
Employee plus 2 or more $1800 per month
Waiver of Coverage $455 per month
h. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE JANUARY 1, 2024:

Employee only $1005 per month
Employee plus 1 $1545 per month
Employee plus 2 or more $1900 per month
Waiver of Coverage $455 per month
i. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE JANUARY 1, 2025:

Employee only $1055 per month
Employee plus 1 $1620 per month
Employee plus 2 or more $2000 per month
Waiver of Coverage $455 per month

4. UNIFORMS
The City shall provide up to four work uniforms per year on an as-needed basis.

The City shall report (for classic members, but not new members per Title 2 California Code of regulations section 571(a)(5) as defined by the Public Employees’ Pension Reform Act of 2013) to CalPERS the monetary value of uniforms and uniform maintenance for those employees required to wear uniforms. The monetary value by classification is listed in Exhibit F, entitled “UNIFORM ALLOWANCE.” Uniform allowance is defined as compensation paid or the monetary value for the purchase, rental and/or maintenance of required clothing, including clothing made from specially designed protective fabrics, which is a ready substitute for personal attire the employee would otherwise have to acquire and maintain.

POA MOU 22-25 16

5. RETIREE MEDICAL FUND
a. During the month of January each year, the City will calculate the value of two percent (2%) of salary and pay that amount toward an Association retiree medical trust fund on an ongoing basis. In so doing, the Association warranted that there were no legal barriers to the validity of the trust fund or to payment by the City to such a trust fund, and that by making any such payment, the City would assume no obligation or liability to the trust fund or its beneficiaries, or to the Association.
b. Adjustment
Once the amount of the City’s contribution to the Retiree Medical Fund has been calculated pursuant to the methods specified in subpart a., above, the resulting total amount to be paid will be increased by 2%. That sum will be also increased by $600 for each authorized position in the bargaining unit.

1. LIFE INSURANCE
The City will provide a term life insurance policy, which will allow a benefit of one hundred and fifty percent (150%) of the individual ’s annual salary rounded up to the next $1,000. Additional life insurance of up to five times annual salary ($500,000 maximum) may be purchased by employees at their own expense. Coverage on employee(s) dependents is also available for purchase.

7. LONG-TERM DISABILITY
For the term of this MOU, the City will pay the cost of the existing long-term disability plan through the California Law Enforcement Association or an equivalent plan. The existing plan provides for a death benefit not to exceed $10,000.

8. CONTINUATION OF FRINGE BENEFITS
The City shall continue to pay its designated contribution toward the cost of medical and dental insurance premiums for up to 12 weeks in a 12-month period of a leave of absence without pay for employees who are on such status due to illness, injury, or pregnancy disability only. This time is not in addition to the time period provided under the FMLA or CFRA. Should such leave continue longer than 12 weeks, or in the case of any other type of leave of any length, the employee shall become liable for the full cost of these insurance premiums in order to continue uninterrupted coverage.

If an employee fails to return to work after his leave entitlement has been exhausted or expires, the City shall have the right to recover its share of health and dental plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition of the employee.

POA MOU 22-25 17

ARTICLE IV

WORK SCHEDULES AND OVERTIME

1. OVERTIME – (MOU)
a. Overtime shall be defined as hours worked in excess of the regularly scheduled daily work shift or (a) forty (40) hours per week for employees assigned to work a 4/10 work schedule, or (b) eighty (80) hours in a two-week period for those employees assigned to work any other work schedule. Except as provided below, hours worked shall include all authorized paid leaves of absence. This overtime (MOU) shall be accrued at a rate of 1-1/2 times base pay with the following exceptions:
(1) court alert pay shall be at straight time;
(2) straight-time pay shall be paid when an employee is sent to a training institution/class and is relieved of normal duties during the training period;
(3) holiday pay shall be paid at straight-time rate.

2. Employees may choose to be paid this overtime (MOU) or bank it into the compensatory time bank (MOU) up to a maximum of three hundred (300) hours.

2. OVERTIME – (FLSA)
The City has implemented the twenty-eight (28) day work period per Section 7(k) of the Fair Labor Standards Act (FLSA) for all employees in the bargaining unit for the purposes of calculating FLSA overtime pay. On the pay day following the end of th e 28-day work period, all FLSA overtime is payable. FLSA overtime is defined as actual hours worked (leave does not count as hours worked for purposes of calculating FLSA overtime) in excess of 171 hours in the 28-day FLSA work period.

All FLSA overtime compensation shall be calculated at the rate of one and one-half times the employee ’s regular rate of pay, as defined in the FLSA, provided that, in making those calculations, the City shall be entitled to offset any overtime (MOU) compensation provided pursuant to this MOU during the applicable work period that was not required by the FLSA. All FLSA overtime shall be paid and cannot be banked as compensatory time off.

3. COMPENSATORY TIME BANK – (MOU)
a. Employees may be allowed to accrue only Overtime (MOU) as specified in Section 1 up to a maximum of three hundred and fifty (350) hours of compensatory time (“three-hundred and fifty bank” ) in lieu of cash payment at any one time. If an employee’s bank reaches 3 50 hours, any MOU overtime earned will be paid in cash until their bank is reduced below 350 hours by use of compensatory time off. Any request for compensatory time off must be approved in advance by the employee’s immediate supervisor. b. During any pay period, an employee may request a cash-out of any time in their compensatory time bank (MOU). However, in the first pay period in December of each year, each employee’s compensatory time bank shall be cashed out down to forty (40) hours unless, by December 15 of the prior calendar year the

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employee requests to maintain more than 40 hours of such leave. The employee’s request must be appr oved by the Chief of Police and the City Manager.

4. COURT ALERT
a. Court Alert Pay
Court alert pay is intended to compensate officers for the inconvenience of being available to testify in court during their off-duty hours. An employee shall receive two (2) hours of straight time compensation for awaiting a call to court between 8:00 a.m. and 12:00 p.m. (noon) and two (2) hours of straight time compensation for awaiting a call to court after 1:00 p.m.

Officers who receive a subpoena for a time that is less than two (2) hours prior to the commencement of their duty shift or other compensated hours, will receive court alert pay for the actual time on alert up to the start of their duty shift.

Officers who receive an afternoon subpoena shall receive no compensation if they are called off prior to the court subpoena time if it is an “on-duty” day for the employee, regardless of the shift hours.

Officers who receive a subpoena for an off-duty day shall be compensated for two (2) hours court alert time even if they are called off 7 days prior to the subpoena date. Officers who receive a subpoena for an off-duty day shall not be compensated for court alert time if they are called off 8 or more days prior to the subpoena date.

Officers who receive subpoenas for their on-duty day and are scheduled to go off duty within one (1) hour of the end of the normal court day shall not receive court alert pay. Upon completion of their on-duty day, if they have not been taken off call, they shall call the court liaison officer, check the case status and notify the liaison officer that they are leaving work and where they can be located for the one (1) hour. If the court liaison officer is not available, the officer will notify the Watch Commander of their location for the one (1) hour.

Notwithstanding any of the foregoing, the department reserves the right to manage court subpoenas, including the rights: (1) to designate whether an employee shall be placed “on -call” or required to appear in court; (2) to designate the time period an employee will be placed “on -call,” if at all; and/or (3) to designate or change the time an employee will be required to appear in court in response to a subpoena to the extent permitted by court practices. b. Court Pay
Court Pay is intended to compensate officers for time spent in court during their off-duty hours. When officers are called to attend court, they shall receive compensation at time and one-half their regular hourly rate for a minimum of two (2) hours or the actual time spent in court if it exceeds more than two (2) hours. The actual time in court cannot be counted twice if it extends into the officer ’s duty shift. Lunch break from court shall not be considered work time and will not be compensated.

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5. MEALTIME COMPENSATION
A thirty (30) minute paid meal period, when available, will be included in the shift of all employees assigned to call-for-service positions, including detectives and the Special Investigations Unit, as defined by the department. Except for officers assigned to work the major portion of their shift between 11 p.m. and 7 a.m., this break is to be taken within their assigned area or the Police Station, and must allow them to respond to emergency situations. A meal schedule allowing the taking of meals outside the employee’s assigned area and other than at the Police Station will be established by the department for officers assigned to work a shift the majority of which is between 11 p.m. and 7 a.m. Officers assigned to the administrative functions shall be permitted a thirty (30) minute non-paid meal break per shift. If a City vehicle is utilized for transportation to a meal site, the employee will notify the department of location for contact in case of emergency situations. Time spent in response to such calls shall be compensated at the normal overtime rate of the employee.

6. ALTERNATIVE WORK SCHEDULES
a. 4/10 Plan
All employees assigned to the following units shall be assigned a “4/10” work schedule, consisting of four consecutive ten-hour work days and thre e consecutive days off, except that employees assigned to the Special Investigations Unit (SIU) may be required to work a 4/10 schedule that does not include three consecutive days off when required by the needs of the department:

3. Gang Suppression Unit

2. Special Investigations Unit

3. Neighborhood Traffic Unit

4. Intelligence

5. Professional Standards Unit

6. Internal Affairs Sergeant

7. Property Detectives

8. Crimes against Persons Detectives

9. Youth Services Unit

10. Community Impact Unit
Meal Periods: For all employees not assigned to the Special Investigations Unit, Gang Suppression Unit, Traffic Unit, or Patrol, the employee ’s meal period shall not be counted as part of the ten hours the employee is scheduled to work. Thus, for example, if such an employee is scheduled to have a one-hour meal period, his regularly scheduled shift shall be scheduled to end eleven hours after it is scheduled to begin. An employee who is authorized to work during all or any portion of the scheduled meal period shall be entitled to regard that time as time worked.

4. 3/12.5 Work Schedule

Employees assigned to the Community Policing Bureau for Patrol Assignment only shall be assigned to a 3/12.5 work schedule. The 3/12.5 work schedule shall consist of three consecutive 12.5-hour work days followed by four consecutive days off. The 3/12.5 work schedule requires that once within every 28-day period

POA MOU 22-25 20

each employee work an additional 10-hour shift. Employees will be notified at least 28 days in advance of the date for the 10-hour work shift. The 10-hour work shift shall be assigned in conjunction with the employee’s regularly scheduled days off and shall allow for at least a 9-hour break between the 10- hour work shift and the end or commencement of the employee’ s regular duty shift. Exceptions to the 10-hour shift rules relative to being in conjunction with the employee’s days off or providing for a minimum of 9 hours between shifts will be:

1) The 10-hour shift is for training and the employee agrees to waive the minimum 9-hour break requirement.

2) The department becomes aware of an event, (e.g., an event involving civil unrest, an emergency situation, or some other activity that is not anticipated or planned) requiring additional police officer staffing. In such cases, the employee shall have the option of agreeing to work such event in lieu of their scheduled 10-hour work shift. If the event does not require the employee work a complete 10-hour shift, the employee shall work the remaining time in a patrol function or other function approved by the watch or division commander.

3) Employees who work the 3/12.5 work schedule are regularly scheduled to work 75 hours in one of the pay periods of the 28-day FLSA work period and 85 hours in the other pay period of the work period. On pay day following both pay periods, employees shall receive pay for eighty (80) hours of pay (subject to the employee potentially working overtime). For the pay period in which employees work 85 hours, they shall place five (5) hours into a shift bank and for the pay period when employees work 75 hours they shall be paid (5) hours from the shift bank. This will ensure that employees receive 80 hours each pay period for regularly scheduled hours.

a) Ten-Hour Shift Substitution

Employees will be able to use compensatory time (or vacation time) to cover no more than one (1) ten-hour shift that occurs every 28 days, each calendar year, with supervisory approval.

7. SPECIALTY ASSIGNMENT–TEMPORARY ASSIGNMENT TO PATROL
All employees assigned to any specialty assignment or unit may be assigned by the Police Chief to work up to one (1) consecutive month, each calendar year, in patrol.

8. ABSENCE FROM WORK
Employees are required to use all reasonable efforts to schedule all non-work related activities, such as routine medical, dental, or other health-related appointments, and any other type of appointments that may otherwise necessitate the employee ’s absence from work, for their regularly scheduled days off.

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ARTICLE V

LEAVE POLICY

5. HOLIDAYS
a. Authorized Holidays
(1) Effective the first pay period of each calendar year, each employee shall receive credit for one hundred and ten (110) total hours of paid holiday leave in a “holiday bank.” Non-patrol employees who choose to work on the actual holiday shall do so in patrol, unless specifically authorized by their supervisor for another assignment.
(2) Employees may use (subject to supervisory approval) up to 55 of the 110 hours as paid time off prior to July 1 each year, and the entire remaining amount for paid time after July 1. Any hours not scheduled to be taken as paid time off shall be paid to the employee as special compensation in the pay period in which the holiday falls. To the extent permitted by law, Holiday Pay shall be reported to PERS as Special Compenstaion pursuant to Title 2, California Code of Regulations 571(a)(5) and as Pensionable Compensation pursuant to 571.1 (a)(4).
(3) An employee who commences employment at a time other than the beginning of a calendar year shall only be entitled to receive those holiday benefits described in subparagraph (4) of this section attributable to those holidays that will occur during employment. Likewise, employees who separate from service during the course of a calendar year shall only be entitled in that year to utilize those holiday benefits described in subparagraph (4) of this section which pertain to the time period they were employed. The value of any holidays used in excess of those entitled shall be deemed a wage advance and shall be deducted from the employee’s final paycheck.

An employee who is on an unpaid leave of absence during any holiday designated in subparagraph (4) shall have the holiday hours previously placed in their bank for the holiday deducted or their pay will be reduced if the employee has previously used. If an employee dies or has a grave non-industrial illness/injury and does not return to work, the City will not seek reimbursement of any used but unearned holiday pay. (4) Designated Holidays
January 1st (New Year’s Day)
Third Monday of February (President’s Day)
Last Monday of May (Memorial Day)
July 4th (Independence Day)
First Monday in September (Labor Day)
November 11 (Veteran’s Day)
Fourth Thursday in November (Thanksgiving Day)
The Day after Thanksgiving
December 24th (Christmas Eve)

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December 25th (Christmas Day)
December 31st (New Year’s Eve)

6. VACATION
Annual vacation schedules shall be established by the department once a year on the basis of seniority as established within assignment by the Police Chief. Unscheduled vacations may be granted by the Police Chief at such times as in their opinion, they would cause the least interference with the department. a. Accrual
Employees shall accrue vacation as follows:
80 hours upon completion of one year of full time service. 120 hours (ten (10) hours per month) for employees who have completed one (1) year of service through completion of nine (9) years of service – with a maximum vacation accrual of 240 hours.
144 hours (twelve (12) hours per month) for employees who have completed nine (9) years of service through completion of fourteen (14) years of service – with a maximum vacation accrual of 288 hours.
168 hours (fourteen (14) hours per month) for employees who have completed fourteen (14) years of service through completion of nineteen (19) years of service – with a maximum vacation accrual of 336 hours. 207 hours (seventeen and one-quarter (17.25) hours per month) for employees who have completed nineteen (19) years of service through completion of twenty-four (24) years of service – with a maximum vacation accrual of 414 hours.
246 hours (twenty and one-half (20.5) hours per month) for employees who have completed twenty-four (24) years of service – with a maximum vacation accrual of 492 hours.

If for some specific reason an employee wishes to accrue vacation leave in excess of the limits established herein, he must submit a request in writing to his department listing these reasons. The Police Chief and City Manager shall review and may grant such request if it is in the best interest of the City. The excess of the limit shall be determined by the Police Chief and the City Manager. b. Effects of Holiday on Vacation Leave
In the event one or more authorized municipal holidays falls within a vacation leave, employees may utilize hours from either their holiday or vacation banks. c. Effect of Leave of Absence on Accrual of Vacation Leave The granting of any leave of absence without pay exceeding fifteen (15) consecutive calendar days shall cause the employee ’s annual vacation earned

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during the calendar year to be reduced proportionately for each month or major portion of a month that the employee is on leave of absence without pay. d. Compensation for City Work during Vacation
Employees shall be permitted to work for compensation for the City with the approval of the Police Chief within their normal capacity during the time of their paid vacation leave from City service.
e. Vacation Pay Upon Separation
Any employee separating from the City service who has accrued vacation leave shall receive a cash out of all accrued vacation leave hours at their base salary hourly rate. When separation is caused by death of any employee, payment shall be made to the estate of such employee or, in applicable cases, as provided by the Probate Code of the State.
f. Vacation Buy-Back
Employees may elect to convert unused vacation benefit at their hourly rate of pay into cash, provided that they retain after such conversion at least eighty (80) hours of unused vacation benefits.

By December 15 of each year, an employee may make an irrevocable election to cash out accrued vacation leave which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the vacation leave they irrevocably elected to cash out in two (2) separate increments. However, at the time of either cash out the employee must have at least eighty (80) hours of accrued vacation on the books.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Director of Human Resources for a payoff of accrued vacation leave. The amount of vacation leave which may be paid off is limited to the amount necessary to meet the emergency.

If an employee makes an irrevocable election to cash out vacation leave in the following calendar year and uses vacation leave in that subsequent year, the vacation leave used will come from vacation leave the employee had earned prior to January 1 of the year the employee has elected to cash out vacation leave.

This is to ensure that assuming an employee had a vacation leave balance prior to January 1, the vacation leave used will not result in a reduction in the amount of vacation leave the employee will be eligible to cash out.

If, during the year when an employee has made an irrevocable election to cash out vacation leave, they were on leave without pay and did not earn the vacation leave expected, the employee will still be able to cash out the vacation leave the employee did earn even if reduced by the leave without pay.

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7. SICK LEAVE
a. Accrual of Sick Leave
Every employee shall be allowed ten (10) hours sick leave with pay for each calendar month of actual continuous service dating from the first of the month nearest the commencement of said service. Such accruals shall be cumulative.

Sick leave can only be used for an employee’s illness, injury, or family sick leave. b. Family Sick Leave
One-half of an employee’s annual accrued sick leave may be permitted to b e used in any calendar year for family sick leave. Family sick leave is permitted to be used for an employee’s spouse, registered domestic partner, children, sibling, parent (including parent in-law), grandparent or grandchild. c. Proof of Illness
(1) Employees shall be required to complete a sick leave verification form when returning to work after utilizing sick leave. This form shall be attached to their time sheet. The Human Resources Director may request a certificate issued by a licensed physician or other satisfactory proof of illness before sick leave pay is granted. If the sick leave request equals five (5) or more working days, the Human Resources Director may also designate a licensed physician to conduct a physical examination and such examination shall be conducted at City expense.
(2) Notwithstanding (1) above, the Police Chief may require a certificate issued by a licensed physician or other satisfactory proof of illness before any type of sick leave pay is granted for absences of any duration if, prior to the beginning of the absence, the Police Chief has issued a letter to the individual employee stating that such certification will be required. (3) Such a letter may be issued by the Police Chief in his discretion whenever an employee’s record indicates any of the following:
a) Excessive sick leave incidents
b) Abuse of sick leave usage
c) Excessive tardiness
d) Unacceptable patterns of absence or tardiness, such as chronic absences on the last day of a work week or first day of a work week, or chronic absences on days preceding or following holidays or vacation days.
d. Effect of Leave of Absence on Sick Leave Accrual
The granting of any leave of absence without pay exceeding fifteen (15) consecutive calendar days shall cause the employee ’s normal rate of sick leave accumulation to be extended by the number of calendar days for which such leave of absence has been granted less the first fifteen (15) calendar days of such leave.

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e. Annual Sell Back
Once every fiscal year during the month of July an employee who has accumulated 240 unused sick leave hours shall be eligible to sell back to the City one-half of his annual accrued but unused sick leave hours in excess of 240 hours, at the rate of $.75 on the dollar, based upon the hourly rate of pay in effect as of June 30th. The remaining one-half of annual accrued but unused sick leave hours will remain in the employee’s bank of accumulated sick leave. f. Pay Off at Retirement
At the time of an employee ’s service or disability retirement, the City shall pay the employee an amount equal to 100% of their total accumulated but unused sick leave hours up to a maximum of 750 hours accumulated but unused sick leave. Any remaining accumulated but unused sick leave hours will be used toward the extension of his service period under the PERS retirement system, subject to Government Code Section 20965.

At the request of the employee, 100% of their accumulated but unused sick leave hours may be used toward the extension of his service period under Government Code Section 20965 and no payout will occur.

8. BEREAVEMENT LEAVE
Whenever any employee in the unit is compelled to be absent from duty by reason of death or critical illness (where death appears imminent) of members of the employee’s extended family (father, mother, brother, sister, spouse, children, current step-child, mother-in-law, father-in-law, step parent, grandmother, grandfather, grandchildren, legal guardian or ward) such person shall be entitled to a one-time per family member leave of absence with pay for up to four (4) working days.

9. MILITARY LEAVE
Military leave with pay shall be granted in accordance with provisions of State and Federal law. An employee entitled to military leave shall give the Police Chief an opportunity within the limits of military regulations to determine when such leave shall be taken. The employee shall as soon as practicable notify his supervisor upon receipt of military orders and present a copy of the orders to the Police Chief prior to taking such leave. The Police Chief shall in turn advise the Human Resources Director of such military orders.

10. JURY DUTY
An employee called for jury duty shall immediately submit a memorandum to the Police Chief through the chain of command listing the required dates of service. Employees serving on jury duty in courts that have established a “stand by” or “call in” system are required to use the “stand by” or “call in” process.

An employee who is required to attend jury duty on a scheduled work day will be compensated for the hours served at their normal rate of pay, hour for hour. Jury duty hours will be substituted for regular work hours, hour for hour for the normal work day.

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Employees who do not spend all the hours of their regular work shift on jury duty are required to report to the department to complete the remaining hours. The employee may request from his immediate supervisor, or the on-duty watch commander, compensatory time off in lieu of reporting for duty.

An employee who is required to attend jury duty on regular, previously scheduled days off, or holiday will not be compensated for jury service. Regular or previously scheduled days off will not be adjusted to coincide with dates of jury service. No overtime pay will be paid for jury duty hours that exceed the normal number of hours an employee is scheduled to work.

An employee who is called for jury duty must submit a certificate from the court that shows the dates and hours of service. This certificate will be submitted with the employee’s time sheet and forwarded to Payroll.

11. TIME OFF FOR EXAMINATIONS
All employees shall be entitled to necessary time off with pay for the purpose of taking qualifying or promotional examinations pertaining to positions in the competitive service of the City.

12. LEAVE OF ABSENCE WITHOUT PAY
a. General Policy
Any employee may be granted a leave of absence without pay upon the approval of the Human Resources Director pursuant to the recommendation of his department head. A leave without pay may be granted for any of the following reasons:
(1) Illness or disability
(2) Pregnancy
(3) To take a course of study which will increase the employee ’s usefulness on return to his position in the City service
(4) For personal reasons acceptable to the Human Resources Director and Police Chief.
b. Authorization Procedure
Requests for leave of absence without pay shall be made upon forms prescribed by the Human Resources Director and shall state specifically the reason for the request, the date when it is desired to begin the leave and the probable date of return. The request shall normally be initiated by the employee but may be initiated by the Police Chief. The Police Chief’s written recommendation (that it be granted, modified or denied) shall be promptly transmitted to the Human Resources Director. The Human Resources Director shall then make their determination in writing. A copy of any approved request for leave of absence without pay shall be delivered promptly to the Finance Director. c. Length of Leave and Extension
A leave of absence without pay may be made for a period not to exceed one (1) year provided that the City Manager may extend such leave for an additional

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period not to exceed one (1) year. Procedure in granting extensions shall be the same as that in granting the original leave provided that the request f or extension is made no later than fourteen (14) calendar days prior to the expiration of the original leave.
d. Return from Leave
When an employee intends to return from an authorized leave of absence without pay either before or upon the expiration of such leave, they shall contact the Police Chief at least fourteen (14) calendar days prior to the day he plans to return. A Police Captain shall promptly notify the Human Resources Director of the employee’s intention.
e. Leave without Pay
An employee shall utilize all their vacation and compensatory time off prior to taking an authorized leave of absence without pay. The employee shall designate the order of which leave bank is to be depleted first.

13. NOTIFICATION ON DAY OF ABSENCE
Employees shall notify, except as otherwise excused by reason of law, the on-duty Operations Commander at least one (1) hour prior to the assigned reporting time if they do not intend to report for assigned duty. The Operations Commander shall notify the employee’s Commander and/or immediate supervisor.

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ARTICLE VI

EQUIPMENT AND SAFETY

1. SAFETY EQUIPMENT
The .40 or .45 Glock caliber handgun will be provided to all members required to carry a gun, at the City’s expense and will be the primary weapon authorized by the Police Department. A member may, however, be authorized to carry an approved make and model .40 caliber, 9 millimeter or .45 caliber handgun if qualified by the department in its use. The City will provide training and ammunition for any one of the weapons mentioned above. Each officer shall upon request be furnished with 120 rounds of practice ammunition per month.

2. CONCEALED GUN
Departmental General Order 14.3 permits officers to carry a concealed second hand gun to be used in emergency situations where the officer ’s primary duty gun has become inoperable or unavailable. Departmental General Order 14.3 is incorporated into this MOU by reference.

3. ADVISORY SAFETY COMMITTEE
The City shall utilize the Safety Committee policy set forth in Exhibit C of this MOU.

Any part of this policy may be changed by written agreement of the parties.

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ARTICLE VII

WORKING CONDITIONS

1. PROMOTIONAL POLICY
The City shall utilize the Promotional policy set forth in Exhibit A of this MOU. Any part of this policy may be changed by written agreement of the parties.

2. TRANSFER POLICY
The City shall utilize the Transfer policy set forth in Exhibit B of this MOU. Any part of this policy may be changed by written agreement of the parties.

3. SHIFT ASSIGNMENTS
The patrol shift selection system is a “Dream Sheet” system, except for qualified Patrol Officers and qualified Master Officers as described below. A dream sheet system is one in which Officers and Sergeants submit a first and second choice request for a patrol shift, and the patrol division lieutenants retain final scheduling authority. The patrol Lieutenants will meet and review the Sergeants’ dream sheets before assigning shifts, and the patrol Sergeants and patrol Lieutenants will meet and review the Officers’ and Master Officers’ dream sheets before assigning shifts.

Preference in the selection of available patrol shifts for “qualified” patrol Officers and “qualified” Master Officers assigned to patrol beats will be on a seniority basis for two consecutive shift changes. After these two consecutive shift changes, “qualified” patrol Officers and “qualified” Master Officers assigned to patrol beats will revert to the “Dream Sheet” system used for non -qualifying Officers and Master Officers. To be “qualified,” an Officer or Master Officer must have 15 years of service with the Garden Grove Police Department as a full-time sworn Police Officer prior to the first day of the shift change. “Qualified” patrol Officers and “qualified” Master Officers assigned patrol beats will be staggered, as described below, to distribute the number of seniority shift selections over three shift changes.

The number of “qualified” patrol Officers and “qualified” Master Officers assigned to patrol beats will be equally divided between the two patrol divisions. Then, using a lottery system administered by the department, each patrol division will equally divide the combined “qualified” patrol Officers and “qualified” Master Officers into three groups: A, B, and C. A “two -shift seniority, one-shift non- seniority selection” cycle will be established, with respect to those groups, as follows: 1) A and B seniority, C non-seniority; 2) B and C seniority, A non-seniority; 3) C and A seniority, B non-seniority. Employees in the two lettered groups who have seniority preference in shift selection shall not have such preference affected by which of the two lettered groups they are in. As “qualified” Officers and “qualified” Master Officers rotate, or are otherwise assigned to patrol divisions and beats, they will be assigned to one of the three groups based on maintaining an equal distribution of “qualified” personnel amongst the three groups. Preference in the selection of available patrol shifts for “qualified” patrol Officers and “qualified” Master Officers assigned to patrol beats only applies during the regularly scheduled semi-annual shift changes. The department retains the right to make division, beat and squad assignments when Officers are initially hired or transferred to patrol during the middle of a six-month shift assignment.

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In applying this clause to shift assignments, the department reserves the right to distribute, at its discretion, the number of Master Officers assigned to patrol beats amongst the seven squads to ensure a relatively even distribution of Master Officers 24 hours a day, 7 days a week.

14. SHIFT ASSIGNMENT LABOR/MANAGEMENT COMMITTEE
The City and the Police Association agree to create a joint committee composed of an equal number of members from the Police Association and Management. This joint committee shall meet and confer in good faith over the course of this Agreement regarding the development of mutually-acceptable policies, rules and procedures for “overall” shift selection by seniority.

15. SPECIALTY UNIT ASSIGNMENT
a. Except as provided for herein, all assignments to a specialty unit shall be on a five (5) year basis. At the end of such specialty assignment, Officers may be rotated out of such assignments by the Police Chief. The Association agrees that this rotation shall not be subject to any administrative or other review.

Except to the extent expressly provided in this paragraph, the assignment and re-assignments of Police Sergeants to and/or out of specialty units or positions will continue to be made at the sole discretion of the Police Chief. The assignment of Police Sergeants to specialty units or positions will be on a three (3) year basis. At the end of such specialty assignment, Police Sergeants will be subject to rotation out of such assignment by the Police Chief without any administrative or other review.

The Police Chief, in their sole discretion, may transfer any Police Sergeant prior to the end of the three (3) year assignment in that specialty position upon the completion of an administrative review. The administrative review shall be defined as a specific informal meeting between the Chief and the Command Staff (Captains) to discuss the matter prior to the Chief’s decision to transfer the Police Sergeant prior to the end of the three (3) year assignment. The affected Police Sergeant shall be given written notice that an administrative review will take place.

An administrative review shall not be required if any Police Sergeant is subject to being transferred from a specialty assignment prior to the end of the three (3) year assignment as a result of an Internal Affairs investigation and/or formal discipline.

The Police Chief may, in their sole discretion and on a year-to-year basis, extend an Officer’s or Sergeant’s assignment in a specialty un it for a period of twelve (12) months. The Police Chief or their designee will notify any employee who is to be rotated per this section by November 15 th of each year, and any such rotation to patrol will occur the following January shift change. It is expressly understood that if the Police Chief does not notify an employee that they is to be rotated, then a twelve (12) month extension has been granted. Nothing in this section shall be interpreted to require the Police Chief to rotate a specific number of officers each year.

POA MOU 22-25 31

b. The City shall identify the following units and position assignments as non-patrol specialty assignments:

Motorcycle Officer
Traffic Collision Investigator
Special Investigations Unit
Youth Services Unit
Crimes Against Persons Unit
Crimes Against Property Unit
School Resources Unit
Gang Suppression Unit
Gang Suppression Unit Investigator
K-9 Officer
Personnel Sergeant
Internal Affairs Sergeant
Community Impact Unit
The Police Chief will have the right to determine additional specialty unit positions and/or assignments.

Notwithstanding any other provision of this MOU, the decision as to whether any assignment or position shall be established within the department as well as its impact is exclusively that of the Police Chief, and shall not be subject to the meet and confer process; provided that, by waiving its right to meet and confer, the Association does not waive its right to pursue judicial remedies consistent with this MOU. The City shall not be required to establish or maintain any Specialty Unit or position, or to establish or maintain any particular staffing level. c. Other than specified above, assignments for six (6) months or less are “not” regularly assigned within the meaning of this MOU. Such assignment constitutes a temporary assignment.
d. Nothing in this MOU shall restrict the right of the Police Chief to reassign or remove any employee to or from a specialty assignment, during the term of such assignment.

16. EMPLOYMENT MEDICAL/PHYSICAL
Any employee may be required to take and pass a medical, and/or physical and/or psychological examination whenever, in the judgment of the Police Chief, it would be in the best interest of the City to make such a requirement. Employees, who in the medical examination are physically incapable of meeting the normal requirements of their positions, may be assigned to a class for which they are suitable. All employment examinations required by the City shall be conducted at City expense.

7. TRAINING SCHEDULING
The Department will attempt to alleviate officer inconvenience caused by scheduled training during non-duty hours. This may include weekend, weeknight or alternative training hour times. The Department may request officers to submit a preference day or time of day for a given six (6) month period.

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17. DISCIPLINARY ACTIONS
The department may choose to offer an employee who is subject to a suspension the alternatives of a salary step reduction or loss of accumulated vacation time of an equal monetary value. The department also retains the right to utilize a mandatory step reduction as a form of disciplinary action.

18. DISCIPLINARY APPEAL
The Association agrees that the appeals procedure referred to in Section 2.44.390 of the Municipal Code shall not be available for a ny punitive action as defined by th e Public Safety Officers’ Procedural Bill of Rights Act which does not result in the loss of property. For discipline which does not result in the loss of compensation, employees shall be entitled to an appeal to the Chief of Police per Government Code section 3304.5.

19. SCAQMD
In compliance with the SCAQMD Regulation XV, the City reserves the right to delete or modify incentives, add new incentives, or add disincentives to the extent mandated, by SCAQMD, to the City’s Trip Reduction Plan.

20. PROBATIONARY PERIOD
The probationary period for the classification of Police Officer is eighteen (18) months and for Police Sergeant is twelve (12) months commencing on the date of appointment.

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ARTICLE VIII

GENERAL PROVISIONS

1. NEPOTISM

The parties agree that the specific provision of Garden Grove Municipal Code section

2.44.440(A), Nepotism Policy, subsection 5, which states that,

“Applicants for City employment shall not be hired and employees shall not be placed into employee positions with respect to the following: Where a person would be employed in the same department, division, or facility as a relative and it is determined that job descriptions or positions for both entail work that: (a) could present a conflict of interest, (b) involve common areas of work responsibilities, or (c) could lead to potential hazards in a greater degree for relatives than for non-relatives.”

Does not prohibit the hiring of relatives into the GGPD so long as there is a Nepotism Management Plan in place for any new hire or existing employee to mitigate or prevent the aforementioned conflict of interest, common areas of work responsibilities, and potential hazards.

2. MAINTENANCE OF BENEFITS
Except as set forth in this MOU and specifically subject to Management Rights Clause of this MOU, all existing prescribed economic fringe benefits shall remain in full force and effect during the term of this MOU. Nothing herein contained shall apply to those items which by law are and shall remain management prerogatives.

3. SAVINGS CLAUSE
If any provision of this MOU or any of the applications of such provisions to any person or circumstances be ruled contrary to law, by any Federal or State court, or duly authorized agency, the remainder of this MOU will remain in force and effect.

4. CONSTRUCTION
Nothing contained in this MOU or any attachment thereto, is intended to, in any way, modify, interpret, construe, or change existing or future law which may cover the topic.

For purposes of this reference, law shall include the Constitution and all relevant Federal and State statutes, and all final appellate court decisions on the issue.

References contained herein to matters covered by the law are included simply for the purpose of drawing the attention of the parties to legal requirements related to City employees and the government of the City of Garden Grove.

5. TERM
Following ratification of this MOU by the membership of the Association and approval thereof by the City Council of the City of Garden Grove, this MOU shall be effective from April 16, 2022, through and including June 30, 2025. During the term of this MOU, neither party shall propose any improvements in wages, hours, or working

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conditions concerning the affected employees which are to take effect prior to the expiration date of said MOU, except as explicitly outlined herein.

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ATTACHMENTS
Copies of the following documents are incorporated herein by reference:
(a) City Council Resolution No. 4066-71 as amended – “Employee Relations” (b) Chapter 2.44 of the Garden Grove Municipal Code, revised, entitled “Human Resources”

DATE:

FOR THE CITY OF GARDEN GROVE: FOR THE GARDEN GROVE POLICE ASSOCIATION:

LAURA J. STOVER
Human Resources Director

BRIAN STROUD
President

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EXHIBIT A

PROMOTIONAL PROCEDURE

FOR THE POSITION OF SERGEANT

GARDEN GROVE POLICE DEPARTMENT

1. The Human Resources Office will provide notification of the promotional opportunity thirty (30) days in advance of the closing date for the filing of an application.

2. A promotional bulletin will be prepared outlining basic job duties, the application procedure, and a list of resource materials from which the written examination will be taken.

3. All individuals applying must meet the following requirements as of the deadline for applications:
a. Except as provided below in subparagraph b), each individual must possess an Associate of Arts (AA) or Associate of Science (AS) degree or equivalent units in a four (4) year program in a police related field and at least five (5) years ’ experience as a peace officer, three (3) of which must have been at the Garden Grove Police Department.
b. As an alternative to the requirements described in subparagraph a), an employee may qualify if he or she has at least seven (7) years ’ experience as a peace officer, three (3) of which must have been at the Garden Grove Police Department.

4. All candidates will be required to complete a City interest form and file it with the Human Resources Office prior to the closing date.

5. A written exam will be scheduled with at least a two (2) week advance notice to all candidates. The appropriate provisions will be made to allow on-duty candidates an opportunity to take the examination. This exam will carry a weight of twenty percent (20%) in determining the final score for placement on the eligibility list.

6. All candidates scoring seventy percent (70%) or higher on the written exam will be eligible to continue in the process. This score will be weighted as twenty percent (20%) of the final cumulative score.

Once the Human Resources Director certifies those who have passed the written exam, candidates will have seven (7) calendar days in which to submit a self-assessment report using a number of job related dimensions as identified by the Human Resources Director. An In-house Review Panel consisting of five (5) sergeants and five (5) lieutenants will be convened to evaluate and score each candidate. The high score and the low score for each candidate will be thrown out and the remaining eight (8) scores will be averaged to form the promotional review score. This score will be weighted as forty percent (40%) of the final cumulative score. All candidates receiving a passing score of seventy percent (70%) or higher for the In-House Review will be eligible to continue in the process.

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Those who pass both the written exam and the In-house Review Panel will participate in a Sergeant Promotional Assessment Center. The assessment center will be weighted as forty percent (40%) of the final cumulative A passing score for the Sergeant Promotional Assessment Center is seventy percent (70%) or higher.

For candidates who pass the written exam, the In-House Review Panel, and the Sergeant Promotional Assessment Center, final placement on the eligibility list will be in rank order based on each candidate’s cumulative score, weighted as described above. All candidates placed on the final eligibility list must receive a cumulative score of seventy percent (70%) or higher in the promotional process. An eligibility list ranking the candidates will be certified by the Human Resources Director. The Police Chief shall have the right to select from any of the top four (4) eligible candidates on the list or from any of the eligible candidates on an eligibility list containing less than four (4) candidates. If the Police Chief does not make his selection in accordance with the procedures described above, he has the obligation to review with the candidate(s) who was passed over the reasons why he was not selected.

7. The list will remain in effect for a period of one (1) year, unless the Police Chief extends the list for up to one (1) year; or unless the list contains four (4) or less candidates, all of whom have been passed over and notified of the reasons therefore as provided in paragraph seven (7) above. However, should the list be exhausted prior to the one-year period, a new promotional list would be prepared based upon the procedure outlined herein.

8. If two (2) people achieve the same percentage score on the eligibility list, seniority with the department will determine the rank order of placement.

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EXHIBIT B

TRANSFER POLICY
This transfer procedure for Police Officer will apply to the following units:

Special Investigation Unit
Youth Services Unit
Investigation Unit
Motorcycle Officer
Traffic Collision Investigator
Gang Suppression Unit
Gang Suppression Unit Investigator
K-9
School Resource Unit
Community Impact Unit

1. Qualifications
All officers applying must have at least three (3) years of Peace Officer experience to participate in the transfer procedure and to be placed on the Eligibility List. However, any Officers transferred into a Special ty Assignment Unit must be of regular status (e.g., off probation).

2. Application Process
The Human Resources Department will post the opportunity for transfer to the above units/positions at least 30 days prior to the test date. Officers meeting the qualifications for transfer will be required to submit an application with Human Resources.

The Human Resources Department will give each applicant written instructions, including the due date, on completing a self-assessment report based on job related dimensions as identified by the Police Chief or his designee.

3. Testing
For the purposes of transfers and testing, the following units shall each be considered as one unit: Youth Services and Investigation Unit; Motorcycle and Traffic Collision Investigator Unit; the Gang Suppression Unit and Gang Suppression Unit Investigator; the Special Investigation Unit; K-9; School Resource Unit; and Community Impact Unit. Each unit will be tested separately as described below.

An In-house Review Panel consisting of one (1) lieutenant, preferably the division commander of the specialty unit being tested, and three (3) sergeants, preferably sergeants who have worked in or supervised officers in the units being tested, will be convened to evaluate and score each candidate based on the self-assessment reports.

The In-house Review scores will count as sixty percent (60%) in determining the final score for placement on the eligibility lists. All candidates scoring seventy percent (70%) or higher on the In-house Review will be eligible to continue in the process.

Those candidates who pass the In-house review will be invited to appear before the

POA MOU 22-25 39

same panel, which will also serve as an oral board. The oral board will score each applicant. For all transfer tests, the scores of the oral board will be averaged and count forty percent (40%) in determining the final score for placement on the eligibility list. All candidates must pass the oral board with a score of seventy percent (70%) or higher to be placed on the eligibility list. For candidates that pass both phases of the transfer process, the cumulative score, weighted as described above, will determine final placement on the eligibility list.

4. Selection
If two (2) people achieve the same percentage score on the eligibility list, seniority with the Department will determine the rank order placement.

The Police Chief shall have the right to select from any of the top four (4) eligible candidates on the list or from any of the eligible candidates on an eligibility list containing less than four (4) candidates. If the Police Chief does not make his selection in accordance with the procedures described above, he has the obligation to review with the candidate(s) who was passed over, the reasons why he was not selected.

In the event there are not applicants qualified for the position, the Police Chief reserves the right to make the assignment. The assignment will be for a maximum one (1) year period or until a new eligibility list has been established.

The list will remain in effect for a period of one (1) year, unless the parties hereto mutually agree to a shorter duration, or unless the list contains four (4) or less candidates, all of whom have been passed over and notified of the reasons therefore.

However, should the list be exhausted prior to the one-year period, a new transfer list would be prepared based upon the procedure outlined herein.

If an eligible candidate is offered a transfer and declines to accept the transfer, he remains on the eligibility list at the same position. If another vacancy occurs and the eligible candidate is offered a transfer and declines to accept the transfer, he shall drop to the bottom of the list.

5. Change in Specialty Assignment Unit
An individual who assumes a specialty assignment, other than a six (6) month rotational assignment, shall not be eligible to transfer to another specialty assignment for two (2) years from the date of appointment of the previous specialty assignment.

During the second year, however, an individual may test for placement on a specialty assignment eligibility list, but may not be appointed to such a position until the completion of the two (2) year period and unless the position becomes open after the expiration of such two (2) year period.

6. Intra Unit Transfer
The Youth Services Unit and Investigation Unit shall be considered as one (1) unit.

Motors (including Traffic Collision Investigator), Special Investigation, the Gang Suppression Unit (including Gang Suppression Unit Investigator), K-9, School Resource Unit, and Community Impact Unit shall each be considered as six (6) separate units. These units will be tested for separately and have separate eligibility lists.

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No employee will be allowed to transfer among the five (5) separate units without following this transfer procedure.

It is permissible for investigators assigned to Youth Services or Investigation, Gang Suppression Officer and Gang Suppression Investigator, and Motorcycle or Traffic Collision Investigators, to change assignments within these separate units without further testing.

7. Intelligence Unit
The position of Intelligence Officer is exempt from this transfer procedure. However, once an individual wishes to leave the position of Intelligence Officer for another specialty assignment, that individual must be certified through this transfer procedure as eligible on the appropriate specialty assignment eligibility.

8. No Successive Terms in the Same Specialty Assignment No one may serve more than one consecutive term in the same assignment. Upon the conclusion of a specialty assignment term or upon leaving a specialty assignment, an incumbent must wait twenty-four (24) months before testing again for that same assignment.

POA MOU 22-25 41

EXHIBIT C

ADVISORY SAFETY COMMITTEE

AUTHORITY
The Advisory Safety Committee is granted only that authority as delegated by the Police Chief to assist his office in administrative duties. Nothing in this section shall be interpreted to abridge the authority of the Police Chief to take whatever action is necessary to maintain the integrity, discipline and good order of the Department.

STANDING BOARD OF INQUIRY
Purpose. To provide a fair and impartial method of resolving responsibility for any incident involving damage to, or loss of, police property, or injury to department personnel, an Advisory Safety Committee shall sit to make determinations regarding the responsibility, if any, for the damage, loss or injury.

Board Membership. The Advisory Safety Committee shall consist of three (3) members, all to be City employees – one (1) to be chosen by City Human Resources Department, one (1) chosen by the Police Chief and one (1) chosen by the Garden Grove Police Association.

Any member involved in an Advisory Safety Committee Review shall have the right to request disqualification of any member of the appointed Board, provided he has just cause to do so.

Request and justification for disqualification must be presented to the appointing authority prior to the date set for the Board to convene.

If a member of the Advisory Safety Committee is involved in any incident, he shall be temporarily replaced for the matter under consideration and a substitute shall be appointed to serve on the Board in the classification he represents.

Type of Incidents Referred to the Standing Board of Inquiry for Action. The Standing Board of Inquiry shall investigate all incidents involving damaged or lost Department property, any industrial accident which results in a disabling injury causing loss of work, an industrial injury which necessitates extended light duty for the employee, or any accident deemed serious by the Department or division head.

Board Authority and Responsibilities. The Board shall convene as soon as possible after an incident to consider all evidence, reports, and statements presented. The Board shall have full authority to review the circumstances surrounding each incident referred to them and to interview the necessary witnesses and personnel involved.

No consideration shall be given to the personalities of the principals involved in determining responsibility for any incident into which inquiry is being made.

Board Findings and Recommendations. After gathering and evaluating relevant facts and circumstances, the Board shall prepare a detailed written report of the results of the investigation along with their determination as to responsibility for the incident. The Board shall forward the report to the principal ’s Bureau Commander for their review. The Captain shall then route the report to the Police Chief.

POA MOU 22-25 42

EXHIBIT D

TUITION REIMBURSEMENT PROGRAM

1. ELIGIBILITY
All regularly appointed full time employees who have passed their initial probationary period (See Article VII, Section 12) are eligible to receive tuition reimbursement.

Course must commence after passing the initial probationary period.

2. COURSE ELIGIBILITY
Courses must be in excess of the educational standards for the position. An example of this would be job-related college or university courses when the specification for the classification calls for high school graduation.

Courses must be taken at colleges or universities accredited by one of the six regional accreditation bodies for the United States (as approved by the Department of Education), including the Western Association of Schools and Colleges, the Northwest Association of Colleges and Universities, the Middle States Commission on Higher Education, the New England Association of Schools and Colleges, the North Central Association of Colleges and Schools, and the Southern Association of Schools and Colleges. Credits given for non-classroom assignments such as life experiences, military training, and professional training are not reimbursable. Correspondence courses are not eligible for reimbursement.

Coursework must be related to the employee ’s current occupation or to a City classification to which the employee may reasonably expect promotion.

No coursework beyond the Master ’s Degree level or any law school coursework is eligible for reimbursement.

Each course must be identified as to whether it is a core course or a recommended elective for the approved major.

Courses that duplicate previously taken courses are not eligible.

Courses are required for the completion of the pre- approved job-related major. An example would be general education or elective requirements to the major as stated in the college/university catalog. Remedial courses or those taken as required for non-approved major shall not be eligible.

Employees who currently have a Bachelor’s/Master’s degree may be authorized to take an undergraduate/graduate course in a specialized field directly related to the duties of their classification.

Courses are not taken on City time and must be certified that they are taken on the employee’s off-duty time.

Courses must be approved by the Police Chief and the Human Resources Department before commencement of the class.

POA MOU 22-25 43

3. REIMBURSABLE EXPENSES
The City shall reimburse employees for tuition, registration fees and texts/materials and lab fees required for the eligible courses. Expenses for parking, travel, meals, non-course fees (e.g., student association fees, insurance fees), processing fees, transcript fees, materials and any other costs are not reimbursable.

Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by the California State University system with a maximum of $3,000per fiscal year for courses taken during that particular fiscal year. The difference between the City’s maximum reimbursement during any fiscal year and the amount of any actual reimbursement received by the employee during that fiscal year shall not be carried over or be available for use by the employee in any subsequent fiscal year.

Funds received from any outside sources for the same purpose, such as a scholarship, grant or Veteran ’s Educational Benefits, must be applied toward the cost of the tuition/fees before the City’s tuition reimbursement plan shall apply.

Reimbursement shall be made upon completion of the course with a minimum final grade of “C” or its equivalent, i.e., a pass in a pass/fail course will be considered equivalent to a “C.” Graduate level courses require a minimum grade of “B” for reimbursement. No reimbursement shall be made for audited or incomplete courses.

Employees must submit, from the attendant institution, a bona fide certification of fees paid and grade achieved in order to have their application considered for reimbursement. These documents must accompany the reimbursement application form in order to be processed.

Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement.

Upon separation from employment, employees shall be required to reimburse the City for any funds received under this program for courses completed during the last 12 months of employment. This payback provision does not apply to employees who are laid off by the City.

The tuition reimbursement may be a taxable benefit depending upon the provisions of the Internal Revenue Code. The individual employee will be responsible for any tax liability.

POA MOU 22-25 44

EXHIBIT E

UNIFORM ALLOWANCE

Title Reported to PERS each Pay Period

Police Officer $22.14

Police Sergeant $22.14

POA MOU 22-25 45

POLICE ASSOCIATION/CITY

MEMORANDUM OF UNDERSTANDING
2022-25
INDEX
Article No. Section No. Page No.

Absence From Work IV 8 20
Absence Without Leave V 9 27
Acting Pay II 6 9
Advisory Safety Committee VI 3 28
Alternative Work Schedules IV 6 19
Association Leave with Pay I 3 6

Bereavement Leave V 4 25
Bilingual Pay II 7 9

Cafeteria Plan III 3 14
Canine Officers
Compensation for Canine Officers II 8 9
Compensatory Time Bank – (MOU) IV 3 17
Concealed Gun VI 2 28
Construction VIII 4 35
Continuation of Fringe Benefits III 8 16
Corporal II 4 8
Court Alert IV 4 18

Disciplinary Actions VII 8 32
Disciplinary Appeal VII 9 32

Education and Post Certification Pay II 9 10
Employment Medical/Physical VII 6 31

Health Insurance III 2 14
Holidays V 1 21
Homeless Liaison Officers

Jury Duty V 6 26

Leave of Absence Without Pay V 8 26
Life Insurance III 6 15
Long-Term Disability III 7 16
Longevity Pay II 10 11

Maintenance of Benefits VIII 2 35
Management Rights I 1 5
Master Officer II 3 7

POA MOU 22-25 46

Article No. Section No. Page No.

Mealtime Compensation IV 5 19

Mileage Allowance II 12 12
Military Leave V 5 25
Nepotism VIII 1 35
No Strike I 2 6

Overtime – (MOU) IV 1 17
Overtime – (FLSA) IV 2 17

Police Officer II, Master Officer II and
Corporal Officer II Classifications
II 5 8
Probationary Period VII 11 32
Promotional Policy VII 1 29

Retiree Medical Fund III 5 15
Retirement III 1 13

Safety Equipment VI 1 28
Salary Step Increase II 2 7
Savings Clause VIII 3 35
SCAQMD VII 10 32
Shift Assignments VII 3 29
Shift Assignment Labor/Mgmt Committee VII 4 30
Sick Leave V 3 24
Special Detail Work I 4 6
Specialty/Temp Assignment to Patrol IV 7 20
Specialty and Senior Specialty Assignments IV 7 30
Specialty Unit Assignment VII 5 30

Term VIII 5 35
Time Off for Examinations V 7 26
Training Scheduling VII 7 31
Transfer Policy VII 2 29
Tuition Reimbursement II 11 12

Uniforms III 4 15

Vacation

V

2 22

Wages II 1 7

EXHIBITS

Advisory Safety Committee Exhibit C 40

POA MOU 22-25 47

Promotional Procedure Exhibit A 35
Transfer Policy Exhibit B 37
Tuition Reimbursement Program Exhibit D 41
Uniform Allowance Exhibit E 43

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,462 1,597.85 19.9731
B 3,635 1,677.70 20.9712
C 3,817 1,761.70 22.0212
D 4,008 1,849.85 23.1231
E 4,208 1,942.15 24.2769
F 4,418 2,039.08 25.4885
G 4,639 2,141.08 26.7635
H 4,871 2,248.15 28.1019
I 5,115 2,360.77 29.5096
A 5,581 2,575.85 32.1981
B 5,860 2,704.62 33.8077
C 6,153 2,839.85 35.4981
D 6,460 2,981.54 37.2692
E 6,783 3,130.62 39.1327
F 7,122 3,287.08 41.0885
G 7,478 3,451.38 43.1423
H 7,852 3,624.00 45.3000
I 8,246 3,805.85 47.5731
A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 6,417 2,961.70 37.0212
B 6,738 3,109.85 38.8731
C 7,075 3,265.38 40.8173
D 7,428 3,428.30 42.8538
E 7,800 3,600.00 45.0000
F 8,190 3,780.00 47.2500
G 8,599 3,968.77 49.6096
H 9,029 4,167.23 52.0904
I 9,481 4,375.85 54.6981
A 5,154 2,378.77 29.7346
B 5,412 2,497.85 31.2231
C 5,682 2,622.46 32.7808
D 5,967 2,754.00 34.4250
E 6,265 2,891.54 36.1442
F 6,578 3,036.00 37.9500
G 6,907 3,187.85 39.8481
H 7,252 3,347.08 41.8385
I 7,615 3,514.62 43.9327
015 ACCOUNTING SUPV M 176
060 ACCOUNTING TECH E 152
054 ACCOUNTANT E 160
039 ACCOUNTING MGR M 194

CITY OF GARDEN GROVE
(EFFECTIVE 04/16/22)
053 ACCOUNT SPEC E 112

SALARY AND PAY SCHEDULE

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,354 2,009.54 25.1192
B 4,571 2,109.70 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.30 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
A 4,955 2,286.92 28.5865
B 5,203 2,401.38 30.0173
C 5,463 2,521.38 31.5173
D 5,736 2,647.38 33.0923
E 6,023 2,779.85 34.7481
F 6,324 2,918.77 36.4846
G 6,640 3,064.62 38.3077
H 6,972 3,217.85 40.2231
I 7,321 3,378.92 42.2365
A 5,582 2,576.30 32.2038
B 5,861 2,705.08 33.8135
C 6,154 2,840.30 35.5038
D 6,461 2,982.00 37.2750
E 6,784 3,131.08 39.1385
F 7,124 3,288.00 41.1000
G 7,480 3,452.30 43.1538
H 7,854 3,624.92 45.3115
I 8,247 3,806.30 47.5788
A 5,205 2,402.30 30.0288
B 5,466 2,522.77 31.5346
C 5,739 2,648.77 33.1096
D 6,026 2,781.23 34.7654
E 6,327 2,920.15 36.5019
F 6,643 3,066.00 38.3250
G 6,976 3,219.70 40.2462
H 7,324 3,380.30 42.2538
I 7,690 3,549.23 44.3654
A 4,309 1,988.77 24.8596
B 4,524 2,088.00 26.1000
C 4,750 2,192.30 27.4038
D 4,988 2,302.15 28.7769
E 5,237 2,417.08 30.2135
F 5,499 2,538.00 31.7250
G 5,774 2,664.92 33.3115
H 6,062 2,797.85 34.9731
I 6,366 2,938.15 36.7269
073 ASSIST BUYER E 134
063 ADMIN SECRETARY M 162
202 ANIMAL CONTROL OFFCR E 153
024 ADMIN AIDE E 135
016 ADMIN ANALYST M 150
2 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 14,086 6,501.23 81.2654
B 14,790 6,826.15 85.3269
C 15,530 7,167.70 89.5962
D 16,306 7,525.85 94.0731
E 17,122 7,902.46 98.7808
F 17,978 8,297.54 103.7192
G 18,876 8,712.00 108.9000
H 19,820 9,147.70 114.3462
I 20,811 9,605.08 120.0635
A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 6,480 2,990.77 37.3846
B 6,803 3,139.85 39.2481
C 7,144 3,297.23 41.2154
D 7,501 3,462.00 43.2750
E 7,876 3,635.08 45.4385
F 8,270 3,816.92 47.7115
G 8,683 4,007.54 50.0942
H 9,117 4,207.85 52.5981
I 9,574 4,418.77 55.2346
A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
271 ASSIST PLANNER E 150
012 ASSIST TO CITY MGR M 186
286 ASSIST COMM SVCS SUPV E 150
214 ASSIST ENGINEER E 175
027 ASSIST CITY MGR C 255
3 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,906 3,648.92 45.6115
B 8,302 3,831.70 47.8962
C 8,717 4,023.23 50.2904
D 9,152 4,224.00 52.8000
E 9,610 4,435.38 55.4423
F 10,091 4,657.38 58.2173
G 10,595 4,890.00 61.1250
H 11,125 5,134.62 64.1827
I 11,681 5,391.23 67.3904
A 5,636 2,601.23 32.5154
B 5,918 2,731.38 34.1423
C 6,214 2,868.00 35.8500
D 6,524 3,011.08 37.6385
E 6,850 3,161.54 39.5192
F 7,193 3,319.85 41.4981
G 7,553 3,486.00 43.5750
H 7,930 3,660.00 45.7500
I 8,327 3,843.23 48.0404
A 6,105 2,817.70 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.30 44.9538
G 8,182 3,776.30 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 5,581 2,575.85 32.1981
B 5,860 2,704.62 33.8077
C 6,153 2,839.85 35.4981
D 6,460 2,981.54 37.2692
E 6,783 3,130.62 39.1327
F 7,122 3,287.08 41.0885
G 7,478 3,451.38 43.1423
H 7,852 3,624.00 45.3000
I 8,246 3,805.85 47.5731
A 9,459 4,365.70 54.5712
B 9,932 4,584.00 57.3000
C 10,429 4,813.38 60.1673
D 10,950 5,053.85 63.1731
E 11,498 5,306.77 66.3346
F 12,072 5,571.70 69.6462
G 12,676 5,850.46 73.1308
H 13,310 6,143.08 76.7885
I 13,975 6,450.00 80.6250
238 BLDG OFFICIAL M 215
130 BENEFITS SUPV M 171
230 BLDG INSPCTR E 160
215 ASSOC ENGINEER E 195
272 ASSOC PLANNER E 161
4 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 4,712 2,174.77 27.1846
B 4,948 2,283.70 28.5462
C 5,195 2,397.70 29.9712
D 5,455 2,517.70 31.4712
E 5,728 2,643.70 33.0462
F 6,014 2,775.70 34.6962
G 6,315 2,914.62 36.4327
H 6,631 3,060.46 38.2558
I 6,962 3,213.23 40.1654
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
A 5,257 2,426.30 30.3288
B 5,520 2,547.70 31.8462
C 5,795 2,674.62 33.4327
D 6,085 2,808.46 35.1058
E 6,389 2,948.77 36.8596
F 6,709 3,096.46 38.7058
G 7,044 3,251.08 40.6385
H 7,397 3,414.00 42.6750
I 7,767 3,584.77 44.8096
A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
072 BUYER E 154
019 CABLE PROD COORD E 150
241 BUSINESS TAX INSPCTR E 143
029 BUSINESS TAX SUPV M 166
031 BUDGET SVCS MGR M 194
5 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
A 6,105 2,817.70 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.30 44.9538
G 8,182 3,776.30 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 8,068 3,723.70 46.5462
B 8,472 3,910.15 48.8769
C 8,895 4,105.38 51.3173
D 9,340 4,310.77 53.8846
E 9,807 4,526.30 56.5788
F 10,297 4,752.46 59.4058
G 10,812 4,990.15 62.3769
H 11,353 5,239.85 65.4981
I 11,920 5,501.54 68.7692
A 10,346 4,775.08 59.6885
B 10,863 5,013.69 62.6712
C 11,406 5,264.31 65.8038
D 11,977 5,527.85 69.0981
E 12,575 5,803.85 72.5481
F 13,204 6,094.15 76.1769
G 13,864 6,398.77 79.9846
H 14,557 6,718.62 83.9827
I 15,286 7,055.08 88.1885
A - 0.00 0.0000
B - 0.00 0.0000
C - 0.00 0.0000
D - 0.00 0.0000
E - 0.00 0.0000
F - 0.00 0.0000
G - 0.00 0.0000
H - 0.00 0.0000
I 23,764 10,968.00 137.0977
120 CITY MGR C 900
020 CITY CLERK M 199
200 CITY ENGINEER M 224
038 CABLE PROD SUPV M 166
240 CHIEF OF COLLECTIONS M 171
6 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,328 1,536.00 19.2000
B 3,494 1,612.62 20.1577
C 3,669 1,693.38 21.1673
D 3,852 1,777.85 22.2231
E 4,045 1,866.92 23.3365
F 4,247 1,960.15 24.5019
G 4,459 2,058.00 25.7250
H 4,682 2,160.92 27.0115
I 4,917 2,269.38 28.3673
A 5,205 2,402.31 30.0288
B 5,466 2,522.77 31.5346
C 5,739 2,648.77 33.1096
D 6,026 2,781.23 34.7654
E 6,327 2,920.15 36.5019
F 6,643 3,066.00 38.3250
G 6,976 3,219.70 40.2462
H 7,324 3,380.31 42.2538
I 7,690 3,549.23 44.3654
A 6,611 3,051.23 38.1404
B 6,941 3,203.54 40.0442
C 7,288 3,363.69 42.0462
D 7,653 3,532.15 44.1519
E 8,035 3,708.46 46.3558
F 8,437 3,894.00 48.6750
G 8,859 4,088.77 51.1096
H 9,302 4,293.23 53.6654
I 9,767 4,507.85 56.3481
A 12,750 5,884.62 73.5577
B 13,388 6,179.08 77.2385
C 14,057 6,487.85 81.0981
D 14,760 6,812.31 85.1538
E 15,498 7,152.92 89.4115
F 16,273 7,510.62 93.8827
G 17,087 7,886.31 98.5788
H 17,941 8,280.46 103.5058
I 18,838 8,694.46 108.6808
A 5,581 2,575.85 32.1981
B 5,860 2,704.62 33.8077
C 6,153 2,839.85 35.4981
D 6,460 2,981.54 37.2692
E 6,783 3,130.62 39.1327
F 7,122 3,287.08 41.0885
G 7,478 3,451.38 43.1423
H 7,852 3,624.00 45.3000
I 8,246 3,805.85 47.5731
034 COMM DEV DIR C 245
085 COMM SHIFT SUPV E 160
235 CODE ENFORCE OFFCR E 153
243 CODE ENFORCE SUPV M 179
058 CLERICAL ASSIST E 108
7 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,184 1,931.08 24.1385
B 4,393 2,027.54 25.3442
C 4,612 2,128.62 26.6077
D 4,843 2,235.23 27.9404
E 5,085 2,346.92 29.3365
F 5,339 2,464.15 30.8019
G 5,606 2,587.38 32.3423
H 5,886 2,716.62 33.9577
I 6,182 2,853.23 35.6654
A 4,141 1,911.23 23.8904
B 4,349 2,007.23 25.0904
C 4,566 2,107.38 26.3423
D 4,794 2,212.62 27.6577
E 5,034 2,323.38 29.0423
F 5,286 2,439.70 30.4962
G 5,550 2,561.54 32.0192
H 5,827 2,689.38 33.6173
I 6,118 2,823.69 35.2962
A 12,132 5,599.38 69.9923
B 12,739 5,879.54 73.4942
C 13,376 6,173.54 77.1692
D 14,045 6,482.31 81.0288
E 14,747 6,806.31 85.0788
F 15,484 7,146.46 89.3308
G 16,258 7,503.69 93.7962
H 17,071 7,878.92 98.4865
I 17,924 8,272.62 103.4077
A 6,417 2,961.69 37.0212
B 6,738 3,109.85 38.8731
C 7,075 3,265.38 40.8173
D 7,428 3,428.31 42.8538
E 7,800 3,600.00 45.0000
F 8,190 3,780.00 47.2500
G 8,599 3,968.77 49.6096
H 9,029 4,167.23 52.0904
I 9,481 4,375.85 54.6981
A 5,636 2,601.23 32.5154
B 5,918 2,731.38 34.1423
C 6,214 2,868.00 35.8500
D 6,524 3,011.08 37.6385
E 6,850 3,161.54 39.5192
F 7,193 3,319.85 41.4981
G 7,553 3,486.00 43.5750
H 7,930 3,660.00 45.7500
I 8,327 3,843.23 48.0404
228 CONSTR INSPCTR E 161
035 COMM SVCS DIR C 240
287 COMM SVCS SUPV M 176
099 COMM SVC OFFCR E 131
289 COMM SVCS COORD E 130
8 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,070 3,263.11 40.7889
B 7,424 3,426.27 42.8284
C 7,795 3,597.58 44.9698
D 8,185 3,777.46 47.2183
E 8,594 3,966.34 49.5792
F 9,023 4,164.65 52.0582
G 9,475 4,372.89 54.6611
H 9,948 4,591.53 57.3941
I 10,346 4,775.19 59.6899
A 7,247 3,344.81 41.8101
B 7,609 3,512.05 43.9006
C 7,990 3,687.65 46.0956
D 8,389 3,872.03 48.4004
E 8,809 4,065.63 50.8204
F 9,249 4,268.91 53.3614
G 9,712 4,482.36 56.0295
H 10,197 4,706.48 58.8310
I 10,605 4,894.74 61.1842
A 5,472 2,525.54 31.5692
B 5,746 2,652.00 33.1500
C 6,033 2,784.46 34.8058
D 6,334 2,923.38 36.5423
E 6,651 3,069.69 38.3712
F 6,984 3,223.38 40.2923
G 7,333 3,384.46 42.3058
H 7,699 3,553.38 44.4173
I 8,085 3,731.54 46.6442
A 3,329 1,536.46 19.2058
B 3,495 1,613.08 20.1635
C 3,670 1,693.85 21.1731
D 3,853 1,778.30 22.2288
E 4,046 1,867.38 23.3423
F 4,248 1,960.62 24.5077
G 4,461 2,058.92 25.7365
H 4,684 2,161.85 27.0231
I 4,918 2,269.85 28.3731
A 4,712 2,174.77 27.1846
B 4,948 2,283.69 28.5462
C 5,195 2,397.69 29.9712
D 5,455 2,517.69 31.4712
E 5,728 2,643.69 33.0462
F 6,014 2,775.69 34.6962
G 6,315 2,914.62 36.4327
H 6,631 3,060.46 38.2558
I 6,962 3,213.23 40.1654
445 CUSTODIAN U 108
062 DEPT SECRETARY E 143
330 CORPORAL II P 183.5
447 CUSTODIAL SUPV M 160
306 CORPORAL P 181
9 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,310 2,450.77 30.6346
B 5,575 2,573.08 32.1635
C 5,854 2,701.85 33.7731
D 6,147 2,837.08 35.4635
E 6,454 2,978.77 37.2346
F 6,777 3,127.85 39.0981
G 7,116 3,284.30 41.0538
H 7,471 3,448.15 43.1019
I 7,845 3,620.77 45.2596
A 12,132 5,599.38 69.9923
B 12,739 5,879.54 73.4942
C 13,376 6,173.54 77.1692
D 14,045 6,482.31 81.0288
E 14,747 6,806.31 85.0788
F 15,484 7,146.46 89.3308
G 16,258 7,503.69 93.7962
H 17,071 7,878.92 98.4865
I 17,924 8,272.62 103.4077
A 9,459 4,365.69 54.5712
B 9,932 4,584.00 57.3000
C 10,429 4,813.38 60.1673
D 10,950 5,053.85 63.1731
E 11,498 5,306.77 66.3346
F 12,072 5,571.69 69.6462
G 12,676 5,850.46 73.1308
H 13,310 6,143.08 76.7885
I 13,975 6,450.00 80.6250
A 8,478 3,912.92 48.9115
B 8,902 4,108.62 51.3577
C 9,347 4,314.00 53.9250
D 9,815 4,530.00 56.6250
E 10,305 4,756.15 59.4519
F 10,821 4,994.31 62.4288
G 11,362 5,244.00 65.5500
H 11,930 5,506.15 68.8269
I 12,526 5,781.23 72.2654
A 12,750 5,884.62 73.5577
B 13,388 6,179.08 77.2385
C 14,057 6,487.85 81.0981
D 14,760 6,812.31 85.1538
E 15,498 7,152.92 89.4115
F 16,273 7,510.62 93.8827
G 17,087 7,886.31 98.5788
H 17,941 8,280.46 103.5058
I 18,838 8,694.46 108.6808
028 ECON DEV DIR C 245
046 DEPUTY DIR M 215
049 DIVISION MGR M 204
021 DEPUTY CITY CLERK M 157
037 DEPUTY CITY MGR C 240
10 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 9,459 4,365.69 54.5712
B 9,932 4,584.00 57.3000
C 10,429 4,813.38 60.1673
D 10,950 5,053.85 63.1731
E 11,498 5,306.77 66.3346
F 12,072 5,571.69 69.6462
G 12,676 5,850.46 73.1308
H 13,310 6,143.08 76.7885
I 13,975 6,450.00 80.6250
A 5,052 2,331.69 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.31 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 4,059 1,873.38 23.4173
B 4,262 1,967.08 24.5885
C 4,476 2,065.85 25.8231
D 4,699 2,168.77 27.1096
E 4,934 2,277.23 28.4654
F 5,181 2,391.23 29.8904
G 5,440 2,510.77 31.3846
H 5,712 2,636.31 32.9538
I 5,997 2,767.85 34.5981
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 12,132 5,599.38 69.9923
B 12,739 5,879.54 73.4942
C 13,376 6,173.54 77.1692
D 14,045 6,482.31 81.0288
E 14,747 6,806.31 85.0788
F 15,484 7,146.46 89.3308
G 16,258 7,503.69 93.7962
H 17,071 7,878.92 98.4865
I 17,924 8,272.62 103.4077
501 EMER OPS COORD M 186
042 EMPLOYEE DEV DIR C 240
259 ECON DEV SPEC E 150
273 ELIGIBILITY TECH E 128
269 ECON DEV MGR M 215
11 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,941 1,818.92 22.7365
B 4,138 1,909.85 23.8731
C 4,344 2,004.92 25.0615
D 4,562 2,105.54 26.3192
E 4,790 2,210.77 27.6346
F 5,029 2,321.08 29.0135
G 5,281 2,437.38 30.4673
H 5,545 2,559.23 31.9904
I 5,823 2,687.54 33.5942
A 5,002 2,308.62 28.8577
B 5,253 2,424.46 30.3058
C 5,515 2,545.38 31.8173
D 5,791 2,672.77 33.4096
E 6,080 2,806.15 35.0769
F 6,384 2,946.46 36.8308
G 6,704 3,094.15 38.6769
H 7,039 3,248.77 40.6096
I 7,390 3,410.77 42.6346
A 8,478 3,912.92 48.9115
B 8,902 4,108.62 51.3577
C 9,347 4,314.00 53.9250
D 9,815 4,530.00 56.6250
E 10,305 4,756.15 59.4519
F 10,821 4,994.31 62.4288
G 11,362 5,244.00 65.5500
H 11,930 5,506.15 68.8269
I 12,526 5,781.23 72.2654
A 4,712 2,174.77 27.1846
B 4,948 2,283.69 28.5462
C 5,195 2,397.69 29.9712
D 5,455 2,517.69 31.4712
E 5,728 2,643.69 33.0462
F 6,014 2,775.69 34.6962
G 6,315 2,914.62 36.4327
H 6,631 3,060.46 38.2558
I 6,962 3,213.23 40.1654
A 4,622 2,133.23 26.6654
B 4,853 2,239.85 27.9981
C 5,096 2,352.00 29.4000
D 5,351 2,469.70 30.8712
E 5,618 2,592.92 32.4115
F 5,899 2,722.62 34.0327
G 6,194 2,858.77 35.7346
H 6,504 3,001.85 37.5231
I 6,829 3,151.85 39.3981
422 EQUIP MECH U 141
262 ENVIRO SVCS MGR M 204
236 ENVIRO SVCS SPEC E 143
274 EMPLOYMENT SPEC E 125
211 ENGINEERING TECH E 149
12 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,641 1,680.46 21.0058
B 3,823 1,764.46 22.0558
C 4,014 1,852.62 23.1577
D 4,215 1,945.38 24.3173
E 4,426 2,042.77 25.5346
F 4,647 2,144.77 26.8096
G 4,880 2,252.31 28.1538
H 5,123 2,364.46 29.5558
I 5,379 2,482.62 31.0327
A 12,750 5,884.62 73.5577
B 13,388 6,179.08 77.2385
C 14,057 6,487.85 81.0981
D 14,760 6,812.31 85.1538
E 15,498 7,152.92 89.4115
F 16,273 7,510.62 93.8827
G 17,087 7,886.31 98.5788
H 17,941 8,280.46 103.5058
I 18,838 8,694.46 108.6808
A 8,478 3,912.92 48.9115
B 8,902 4,108.62 51.3577
C 9,347 4,314.00 53.9250
D 9,815 4,530.00 56.6250
E 10,305 4,756.15 59.4519
F 10,821 4,994.31 62.4288
G 11,362 5,244.00 65.5500
H 11,930 5,506.15 68.8269
I 12,526 5,781.23 72.2654
A 6,416 2,961.23 37.0154
B 6,737 3,109.38 38.8673
C 7,074 3,264.92 40.8115
D 7,427 3,427.85 42.8481
E 7,799 3,599.54 44.9942
F 8,188 3,779.08 47.2385
G 8,598 3,968.31 49.6038
H 9,028 4,166.77 52.0846
I 9,479 4,374.92 54.6865
A 3,567 1,646.31 20.5788
B 3,746 1,728.92 21.6115
C 3,933 1,815.23 22.6904
D 4,130 1,906.15 23.8269
E 4,336 2,001.23 25.0154
F 4,553 2,101.38 26.2673
G 4,781 2,206.62 27.5827
H 5,020 2,316.92 28.9615
I 5,270 2,432.30 30.4038
107 GIS COORD E 174
088 GRAPHICS ASSIST E 115
041 FINANCE DIR C 245
030 FINANCE MGR M 204
421 EQUIP SVC WRKR U 117
13 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,354 2,009.54 25.1192
B 4,571 2,109.69 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.31 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
A 4,622 2,133.23 26.6654
B 4,853 2,239.85 27.9981
C 5,096 2,352.00 29.4000
D 5,351 2,469.70 30.8712
E 5,618 2,592.92 32.4115
F 5,899 2,722.62 34.0327
G 6,194 2,858.77 35.7346
H 6,504 3,001.85 37.5231
I 6,829 3,151.85 39.3981
A 4,354 2,009.54 25.1192
B 4,571 2,109.69 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.31 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
A 4,574 2,111.08 26.3885
B 4,803 2,216.77 27.7096
C 5,043 2,327.54 29.0942
D 5,295 2,443.85 30.5481
E 5,560 2,566.15 32.0769
F 5,838 2,694.46 33.6808
G 6,129 2,828.77 35.3596
H 6,436 2,970.46 37.1308
I 6,758 3,119.08 38.9885
A 6,105 2,817.69 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.31 44.9538
G 8,182 3,776.31 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
261 HOUSING SUPV M 171
234 HOUSING ASSIST E 135
232 HOUSING SPEC E 140
089 GRAPHICS DESIGNER E 135
414 HEAVY EQUIP OPERATOR U 141
14 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 12,132 5,599.38 69.9923
B 12,739 5,879.54 73.4942
C 13,376 6,173.54 77.1692
D 14,045 6,482.31 81.0288
E 14,747 6,806.31 85.0788
F 15,484 7,146.46 89.3308
G 16,258 7,503.69 93.7962
H 17,071 7,878.92 98.4865
I 17,924 8,272.62 103.4077
A 8,068 3,723.69 46.5462
B 8,472 3,910.15 48.8769
C 8,895 4,105.38 51.3173
D 9,340 4,310.77 53.8846
E 9,807 4,526.31 56.5788
F 10,297 4,752.46 59.4058
G 10,812 4,990.15 62.3769
H 11,353 5,239.85 65.4981
I 11,920 5,501.54 68.7692
A 9,943 4,589.08 57.3635
B 10,440 4,818.46 60.2308
C 10,962 5,059.38 63.2423
D 11,510 5,312.31 66.4038
E 12,086 5,578.15 69.7269
F 12,690 5,856.92 73.2115
G 13,324 6,149.54 76.8692
H 13,991 6,457.38 80.7173
I 14,690 6,780.00 84.7500
A 12,132 5,599.38 69.9923
B 12,739 5,879.54 73.4942
C 13,376 6,173.54 77.1692
D 14,045 6,482.31 81.0288
E 14,747 6,806.31 85.0788
F 15,484 7,146.46 89.3308
G 16,258 7,503.70 93.7962
H 17,071 7,878.92 98.4865
I 17,924 8,272.62 103.4077
A 6,742 3,111.69 38.8962
B 7,079 3,267.23 40.8404
C 7,433 3,430.62 42.8827
D 7,805 3,602.31 45.0288
E 8,195 3,782.31 47.2788
F 8,604 3,971.08 49.6385
G 9,035 4,170.00 52.1250
H 9,486 4,378.15 54.7269
I 9,961 4,597.38 57.4673
044 INFO TCHNLGY DIR C 240
108 INFO TCHNLGY PROGMR E 179
131 HUMAN RESOURCES MGR M 199
105 INFO SYSTEMS MGR M 220
026 HUMAN RESOURCES DIR C 240
15 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,002 2,308.62 28.8577
B 5,253 2,424.46 30.3058
C 5,515 2,545.38 31.8173
D 5,791 2,672.77 33.4096
E 6,080 2,806.15 35.0769
F 6,384 2,946.46 36.8308
G 6,704 3,094.15 38.6769
H 7,039 3,248.77 40.6096
I 7,390 3,410.77 42.6346
A 5,052 2,331.69 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.31 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 6,105 2,817.69 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.30 44.9538
G 8,182 3,776.30 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 3,826 1,765.85 22.0731
B 4,017 1,854.00 23.1750
C 4,218 1,946.77 24.3346
D 4,429 2,044.15 25.5519
E 4,650 2,146.15 26.8269
F 4,883 2,253.69 28.1712
G 5,127 2,366.31 29.5788
H 5,383 2,484.46 31.0558
I 5,653 2,609.08 32.6135
A 4,486 2,070.46 25.8808
B 4,710 2,173.85 27.1731
C 4,946 2,282.77 28.5346
D 5,193 2,396.77 29.9596
E 5,453 2,516.77 31.4596
F 5,725 2,642.31 33.0288
G 6,011 2,774.31 34.6788
H 6,312 2,913.23 36.4154
I 6,628 3,059.08 38.2385
415 MAINT REPAIR WRKR U 138
061 JAILER/FLEET SUPV M 171
416 MAINT REPAIR HELPER U 122
103 INFO TCHNLGY TECH E 149
081 INSURANCE PROG COORD E 150
16 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 6,939 3,202.45 40.0306
B 7,286 3,362.57 42.0321
C 7,650 3,530.70 44.1337
D 8,032 3,707.23 46.3404
E 8,434 3,892.59 48.6574
F 8,856 4,087.22 51.0903
G 9,298 4,291.59 53.6448
H 9,763 4,506.16 56.3271
I 10,154 4,686.41 58.5801
A 7,111 3,282.23 41.0278
B 7,467 3,446.34 43.0792
C 7,840 3,618.65 45.2332
D 8,232 3,799.59 47.4948
E 8,644 3,989.57 49.8696
F 9,076 4,189.04 52.3630
G 9,530 4,398.50 54.9812
H 10,007 4,618.42 57.7303
I 10,407 4,803.16 60.0395
A 6,742 3,111.69 38.8962
B 7,079 3,267.23 40.8404
C 7,433 3,430.62 42.8827
D 7,805 3,602.31 45.0288
E 8,195 3,782.31 47.2788
F 8,604 3,971.08 49.6385
G 9,035 4,170.00 52.1250
H 9,486 4,378.15 54.7269
I 9,961 4,597.38 57.4673
A 3,496 1,613.54 20.1692
B 3,671 1,694.31 21.1788
C 3,854 1,778.77 22.2346
D 4,047 1,867.85 23.3481
E 4,249 1,961.08 24.5135
F 4,461 2,058.92 25.7365
G 4,684 2,161.85 27.0231
H 4,919 2,270.31 28.3788
I 5,165 2,383.85 29.7981
A 4,022 1,856.31 23.2038
B 4,223 1,949.08 24.3635
C 4,434 2,046.46 25.5808
D 4,655 2,148.46 26.8558
E 4,888 2,256.00 28.2000
F 5,133 2,369.08 29.6135
G 5,389 2,487.23 31.0904
H 5,659 2,611.85 32.6481
I 5,942 2,742.46 34.2808
066 OFFICE ASSIST E 113
406 PARK MAINT WRKR U 127
325 MASTER OFFCR II P 181.5
109 NETWORK ADMIN E 179
301 MASTER OFFCR P 179
17 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,155 1,456.15 18.2019
B 3,352 1,547.08 19.3385
C 3,548 1,637.54 20.4692
D 3,746 1,728.92 21.6115
E 3,944 1,820.31 22.7538
F 3,944 1,820.31 22.7538
G 3,944 1,820.31 22.7538
H 4,141 1,911.23 23.8904
I 4,348 2,006.79 25.0849
A 6,105 2,817.69 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.31 44.9538
G 8,182 3,776.31 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 6,291 2,903.54 36.2942
B 6,605 3,048.46 38.1058
C 6,936 3,201.23 40.0154
D 7,282 3,360.92 42.0115
E 7,647 3,529.38 44.1173
F 8,029 3,705.70 46.3212
G 8,430 3,890.77 48.6346
H 8,852 4,085.54 51.0692
I 9,295 4,290.00 53.6250
A 4,574 2,111.08 26.3885
B 4,803 2,216.77 27.7096
C 5,043 2,327.54 29.0942
D 5,295 2,443.85 30.5481
E 5,560 2,566.15 32.0769
F 5,838 2,694.46 33.6808
G 6,129 2,828.77 35.3596
H 6,436 2,970.46 37.1308
I 6,758 3,119.08 38.9885
A 4,955 2,286.92 28.5865
B 5,203 2,401.38 30.0173
C 5,463 2,521.38 31.5173
D 5,736 2,647.38 33.0923
E 6,023 2,779.85 34.7481
F 6,324 2,918.77 36.4846
G 6,640 3,064.62 38.3077
H 6,972 3,217.85 40.2231
I 7,321 3,378.92 42.2365
127 PERSONNEL ANALYST M 150
213 PERMIT CENTER SUPV M 174
210 PERMIT TECH E 140
494 PARKING CONTROL SPEC U 111.8
133 PAYROLL SUPV M 171
18 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,522 3,471.69 43.3962
B 7,898 3,645.23 45.5654
C 8,293 3,827.54 47.8442
D 8,708 4,019.08 50.2385
E 9,143 4,219.85 52.7481
F 9,600 4,430.77 55.3846
G 10,080 4,652.30 58.1538
H 10,584 4,884.92 61.0615
I 11,113 5,129.08 64.1135
A 6,416 2,961.23 37.0154
B 6,737 3,109.38 38.8673
C 7,074 3,264.92 40.8115
D 7,427 3,427.85 42.8481
E 7,799 3,599.54 44.9942
F 8,188 3,779.08 47.2385
G 8,598 3,968.31 49.6038
H 9,028 4,166.77 52.0846
I 9,479 4,374.92 54.6865
A 9,459 4,365.69 54.5712
B 9,932 4,584.00 57.3000
C 10,429 4,813.38 60.1673
D 10,950 5,053.85 63.1731
E 11,498 5,306.77 66.3346
F 12,072 5,571.69 69.6462
G 12,676 5,850.46 73.1308
H 13,310 6,143.08 76.7885
I 13,975 6,450.00 80.6250
A 5,581 2,575.85 32.1981
B 5,860 2,704.62 33.8077
C 6,153 2,839.85 35.4981
D 6,460 2,981.54 37.2692
E 6,783 3,130.62 39.1327
F 7,122 3,287.08 41.0885
G 7,478 3,451.38 43.1423
H 7,852 3,624.00 45.3000
I 8,246 3,805.85 47.5731
A 12,181 5,622.00 70.2750
B 12,790 5,903.08 73.7885
C 13,429 6,198.00 77.4750
D 14,100 6,507.69 81.3462
E 14,805 6,833.08 85.4135
F 15,546 7,175.08 89.6885
G 16,323 7,533.69 94.1712
H 17,139 7,910.31 98.8788
I 17,825 8,226.92 102.8365
270 PLANS EXAMINER E 160
304 POLICE CAPTAIN Q 232.1
267 PLANNER E 174
263 PLANNING SVCS MGR M 215
201 PLAN CHECK ENGINEER E 190
19 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 14,511 6,697.38 83.7173
B 15,237 7,032.46 87.9058
C 15,999 7,384.15 92.3019
D 16,799 7,753.38 96.9173
E 17,639 8,141.08 101.7635
F 18,521 8,548.15 106.8519
G 19,447 8,975.54 112.1942
H 20,419 9,424.15 117.8019
I 21,439 9,894.92 123.6865
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 10,599 4,891.85 61.1481
B 11,129 5,136.46 64.2058
C 11,685 5,393.08 67.4135
D 12,270 5,663.08 70.7885
E 12,883 5,946.00 74.3250
F 13,527 6,243.23 78.0404
G 14,204 6,555.69 81.9462
H 14,914 6,883.38 86.0423
I 15,510 7,158.46 89.4808
A 6,607 3,049.59 38.1199
B 6,938 3,202.07 40.0259
C 7,285 3,362.17 42.0272
D 7,649 3,530.28 44.1285
E 8,031 3,706.80 46.3349
F 8,433 3,892.14 48.6517
G 8,855 4,086.74 51.0843
H 9,297 4,291.08 53.6385
I 9,669 4,462.72 55.7840
A 6,773 3,126.01 39.0752
B 7,112 3,282.32 41.0289
C 7,467 3,446.43 43.0804
D 7,841 3,618.75 45.2344
E 8,233 3,799.69 47.4961
F 8,644 3,989.67 49.8709
G 9,077 4,189.16 52.3645
H 9,530 4,398.62 54.9827
I 9,912 4,574.56 57.1820
320 POLICE OFFCR II P 176.5
303 POLICE LIEUTENANT Q 220.1
300 POLICE OFFCR P 174
305 POLICE CHIEF C 258
076 POLICE COMM MGR M 186
20 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 4,574 2,111.08 26.3885
B 4,803 2,216.77 27.7096
C 5,043 2,327.54 29.0942
D 5,295 2,443.85 30.5481
E 5,560 2,566.15 32.0769
F 5,838 2,694.46 33.6808
G 6,129 2,828.77 35.3596
H 6,436 2,970.46 37.1308
I 6,758 3,119.08 38.9885
A 3,941 1,818.92 22.7365
B 4,138 1,909.85 23.8731
C 4,344 2,004.92 25.0615
D 4,562 2,105.54 26.3192
E 4,790 2,210.77 27.6346
F 5,029 2,321.08 29.0135
G 5,281 2,437.38 30.4673
H 5,545 2,559.23 31.9904
I 5,823 2,687.54 33.5942
A 8,491 3,918.99 48.9874
B 8,916 4,114.94 51.4367
C 9,361 4,320.69 54.0086
D 9,830 4,536.72 56.7090
E 10,321 4,763.56 59.5445
F 10,837 5,001.73 62.5217
G 11,379 5,251.82 65.6478
H 11,948 5,514.41 68.9302
I 12,426 5,734.99 71.6874
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.69 47.1462
I 8,581 3,960.46 49.5058
302 POLICE SERGEANT P 199.2
056 POLICE SVCS SUPV M 166
074 POLICE RECORDS SHIFT SUPV E 140
057 POLICE RECORDS SPEC E 125
075 POLICE RECORDS MGR M 186
21 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,225 1,950.00 24.3750
B 4,436 2,047.38 25.5923
C 4,657 2,149.38 26.8673
D 4,890 2,256.92 28.2115
E 5,135 2,370.00 29.6250
F 5,392 2,488.62 31.1077
G 5,661 2,612.77 32.6596
H 5,944 2,743.38 34.2923
I 6,242 2,880.92 36.0115
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 6,103 2,816.77 35.2096
B 6,408 2,957.54 36.9692
C 6,729 3,105.69 38.8212
D 7,065 3,260.77 40.7596
E 7,419 3,424.15 42.8019
F 7,789 3,594.92 44.9365
G 8,179 3,774.92 47.1865
H 8,588 3,963.69 49.5462
I 9,017 4,161.69 52.0212
A 4,269 1,970.30 24.6288
B 4,482 2,068.62 25.8577
C 4,706 2,172.00 27.1500
D 4,941 2,280.46 28.5058
E 5,188 2,394.46 29.9308
F 5,448 2,514.46 31.4308
G 5,720 2,640.00 33.0000
H 6,006 2,772.00 34.6500
I 6,307 2,910.92 36.3865
064 PRIN OFFICE ASSIST E 133
036 PRIN ADMIN ANALYST M 186
208 PRIN ENGINEERING TECH E 169
052 PRIN ACCOUNT SPEC E 132
059 PRIN ACCOUNTANT M 186
22 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 5,052 2,331.69 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.31 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 8,478 3,912.92 48.9115
B 8,902 4,108.62 51.3577
C 9,347 4,314.00 53.9250
D 9,815 4,530.00 56.6250
E 10,305 4,756.15 59.4519
F 10,821 4,994.31 62.4288
G 11,362 5,244.00 65.5500
H 11,930 5,506.15 68.8269
I 12,526 5,781.23 72.2654
A 7,088 3,271.38 40.8923
B 7,443 3,435.23 42.9404
C 7,815 3,606.92 45.0865
D 8,206 3,787.38 47.3423
E 8,616 3,976.62 49.7077
F 9,047 4,175.54 52.1942
G 9,499 4,384.15 54.8019
H 9,974 4,603.38 57.5423
I 10,472 4,833.23 60.4154
A 5,052 2,331.69 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.31 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
265 PROJECT PLANNER M 186
083 PUBLIC SAFETY DISPATCHR E 150
023 PROG SPEC E 150
209 PROJECT ENGINEER M 204
129 PRIN PERSONNEL ANALYST M 186
23 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 6,105 2,817.69 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.31 44.9538
G 8,182 3,776.31 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 12,750 5,884.62 73.5577
B 13,388 6,179.08 77.2385
C 14,057 6,487.85 81.0981
D 14,760 6,812.31 85.1538
E 15,498 7,152.92 89.4115
F 16,273 7,510.62 93.8827
G 17,087 7,886.31 98.5788
H 17,941 8,280.46 103.5058
I 18,838 8,694.46 108.6808
A 5,206 2,402.77 30.0346
B 5,467 2,523.23 31.5404
C 5,740 2,649.23 33.1154
D 6,027 2,781.69 34.7712
E 6,328 2,920.62 36.5077
F 6,645 3,066.92 38.3365
G 6,977 3,220.15 40.2519
H 7,326 3,381.23 42.2654
I 7,692 3,550.15 44.3769
A 6,417 2,961.69 37.0212
B 6,738 3,109.85 38.8731
C 7,075 3,265.38 40.8173
D 7,428 3,428.31 42.8538
E 7,800 3,600.00 45.0000
F 8,190 3,780.00 47.2500
G 8,599 3,968.77 49.6096
H 9,029 4,167.23 52.0904
I 9,481 4,375.85 54.6981
A 4,808 2,219.08 27.7385
B 5,048 2,329.85 29.1231
C 5,300 2,446.15 30.5769
D 5,565 2,568.46 32.1058
E 5,844 2,697.23 33.7154
F 6,136 2,832.00 35.4000
G 6,443 2,973.69 37.1712
H 6,765 3,122.31 39.0288
I 7,104 3,278.77 40.9846
244 PUBLIC WORKS TECH E 145
420 PUBLIC WORKS FOREMAN M 155
204 PUBLIC WORKS SUPV M 176
126 PUBLIC SAFETY FISCAL ANALYST M 171
033 PUBLIC WORKS DIR C 245
24 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 2,622 1,210.15 15.1269
B 2,681 1,237.38 15.4673
C 2,763 1,275.23 15.9404
D 2,822 1,302.46 16.2808
E 2,957 1,364.77 17.0596
F 3,105 1,433.08 17.9135
G 3,260 1,504.73 18.8091
H 3,423 1579.89 19.7486
I 3,594 1658.89 20.7361
A 7,450 3,438.46 42.9808
B 7,823 3,610.62 45.1327
C 8,214 3,791.08 47.3885
D 8,624 3,980.31 49.7538
E 9,056 4,179.69 52.2462
F 9,508 4,388.31 54.8538
G 9,984 4,608.00 57.6000
H 10,483 4,838.31 60.4788
I 11,007 5,080.15 63.5019
A 5,692 2,627.08 32.8385
B 5,977 2,758.62 34.4827
C 6,276 2,896.62 36.2077
D 6,589 3,041.08 38.0135
E 6,919 3,193.38 39.9173
F 7,265 3,353.08 41.9135
G 7,628 3,520.62 44.0077
H 8,009 3,696.46 46.2058
I 8,410 3,881.54 48.5192
A 8,068 3,723.69 46.5462
B 8,472 3,910.15 48.8769
C 8,895 4,105.38 51.3173
D 9,340 4,310.77 53.8846
E 9,807 4,526.31 56.5788
F 10,297 4,752.46 59.4058
G 10,812 4,990.15 62.3769
H 11,353 5,239.85 65.4981
I 11,920 5,501.54 68.7692
A 3,359 1,550.30 19.3788
B 3,527 1,627.85 20.3481
C 3,704 1,709.54 21.3692
D 3,889 1,794.92 22.4365
E 4,083 1,884.46 23.5558
F 4,287 1,978.62 24.7327
G 4,502 2,077.85 25.9731
H 4,727 2,181.70 27.2712
I 4,963 2,290.62 28.6327
221 REAL PROPERTY MGR M 199
092 REPRO EQUIP OPERATOR E 109
070 PURCHASING AGENT M 191
222 REAL PROPERTY AGENT E 162
402 PUBLIC WORKS TRAINEE U 089
25 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 6,105 2,817.70 35.2212
B 6,411 2,958.92 36.9865
C 6,731 3,106.62 38.8327
D 7,068 3,262.15 40.7769
E 7,421 3,425.08 42.8135
F 7,792 3,596.30 44.9538
G 8,182 3,776.30 47.2038
H 8,591 3,965.08 49.5635
I 9,020 4,163.08 52.0385
A 4,227 1,950.92 24.3865
B 4,438 2,048.30 25.6038
C 4,660 2,150.77 26.8846
D 4,893 2,258.30 28.2288
E 5,137 2,370.92 29.6365
F 5,394 2,489.54 31.1192
G 5,664 2,614.15 32.6769
H 5,947 2,744.77 34.3096
I 6,245 2,882.30 36.0288
A 4,858 2,242.15 28.0269
B 5,101 2,354.30 29.4288
C 5,356 2,472.00 30.9000
D 5,624 2,595.70 32.4462
E 5,905 2,725.38 34.0673
F 6,200 2,861.54 35.7692
G 6,510 3,004.62 37.5577
H 6,835 3,154.62 39.4327
I 7,177 3,312.46 41.4058
A 4,022 1,856.30 23.2038
B 4,223 1,949.08 24.3635
C 4,434 2,046.46 25.5808
D 4,655 2,148.46 26.8558
E 4,888 2,256.00 28.2000
F 5,133 2,369.08 29.6135
G 5,389 2,487.23 31.0904
H 5,659 2,611.85 32.6481
I 5,942 2,742.46 34.2808
424 SMALL ENGINES MECH U 127
460 SEWER MAINT WRKR U 132
463 SEWER PUMP STATION ELEC U 146
032 REVENUE MGR M 194
132 RISK MGMT SUPV M 171
26 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,580 2,575.38 32.1923
B 5,859 2,704.15 33.8019
C 6,151 2,838.92 35.4865
D 6,459 2,981.08 37.2635
E 6,782 3,130.15 39.1269
F 7,121 3,286.62 41.0827
G 7,477 3,450.92 43.1365
H 7,851 3,623.54 45.2942
I 8,244 3,804.92 47.5615
A 3,824 1,764.92 22.0615
B 4,015 1,853.08 23.1635
C 4,216 1,945.85 24.3231
D 4,426 2,042.77 25.5346
E 4,648 2,145.23 26.8154
F 4,880 2,252.30 28.1538
G 5,124 2,364.92 29.5615
H 5,380 2,483.08 31.0385
I 5,650 2,607.70 32.5962
A 6,227 2,874.00 35.9250
B 6,539 3,018.00 37.7250
C 6,866 3,168.92 39.6115
D 7,209 3,327.23 41.5904
E 7,569 3,493.38 43.6673
F 7,948 3,668.30 45.8538
G 8,345 3,851.54 48.1442
H 8,762 4,044.00 50.5500
I 9,200 4,246.15 53.0769
A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
014 SR ADMIN AIDE E 150
017 SR ADMIN ANALYST M 166
051 SR ACCOUNT SPEC E 122
055 SR ACCOUNTANT E 171
312 SPECIAL OFFCR E 157
27 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,807 2,680.15 33.5019
B 6,097 2,814.00 35.1750
C 6,402 2,954.77 36.9346
D 6,722 3,102.46 38.7808
E 7,058 3,257.54 40.7192
F 7,411 3,420.46 42.7558
G 7,782 3,591.70 44.8962
H 8,171 3,771.23 47.1404
I 8,580 3,960.00 49.5000
A 6,165 2,845.38 35.5673
B 6,473 2,987.54 37.3442
C 6,797 3,137.08 39.2135
D 7,137 3,294.00 41.1750
E 7,493 3,458.30 43.2288
F 7,868 3,631.38 45.3923
G 8,261 3,812.77 47.6596
H 8,674 4,003.38 50.0423
I 9,109 4,204.15 52.5519
A 9,090 4,195.38 52.4423
B 9,545 4,405.38 55.0673
C 10,022 4,625.54 57.8192
D 10,523 4,856.77 60.7096
E 11,049 5,099.54 63.7442
F 11,602 5,354.77 66.9346
G 12,182 5,622.46 70.2808
H 12,791 5,903.54 73.7942
I 13,430 6,198.46 77.4808
A 5,581 2,575.85 32.1981
B 5,860 2,704.62 33.8077
C 6,153 2,839.85 35.4981
D 6,460 2,981.54 37.2692
E 6,783 3,130.62 39.1327
F 7,122 3,287.08 41.0885
G 7,478 3,451.38 43.1423
H 7,852 3,624.00 45.3000
I 8,246 3,805.85 47.5731
A 4,395 2,028.46 25.3558
B 4,614 2,129.54 26.6192
C 4,845 2,236.15 27.9519
D 5,087 2,347.85 29.3481
E 5,342 2,465.54 30.8192
F 5,609 2,588.77 32.3596
G 5,889 2,718.00 33.9750
H 6,184 2,854.15 35.6769
I 6,493 2,996.77 37.4596
098 SR COMM SVC OFFCR E 136
216 SR CIVIL ENGINEER M 211
242 SR CODE ENFORCE OFFCR E 160
203 SR ANIMAL CONTROL OFFCR E 164
231 SR BLDG INSPCTR E 170
28 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,692 2,627.08 32.8385
B 5,977 2,758.62 34.4827
C 6,276 2,896.62 36.2077
D 6,589 3,041.08 38.0135
E 6,919 3,193.38 39.9173
F 7,265 3,353.08 41.9135
G 7,628 3,520.62 44.0077
H 8,009 3,696.46 46.2058
I 8,410 3,881.54 48.5192
A 4,354 2,009.54 25.1192
B 4,571 2,109.70 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.30 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
A 5,524 2,549.54 31.8692
B 5,800 2,676.92 33.4615
C 6,090 2,810.77 35.1346
D 6,395 2,951.54 36.8942
E 6,715 3,099.23 38.7404
F 7,050 3,253.85 40.6731
G 7,403 3,416.77 42.7096
H 7,773 3,587.54 44.8442
I 8,161 3,766.62 47.0827
A 5,205 2,402.30 30.0288
B 5,466 2,522.77 31.5346
C 5,739 2,648.77 33.1096
D 6,026 2,781.23 34.7654
E 6,327 2,920.15 36.5019
F 6,643 3,066.00 38.3250
G 6,976 3,219.70 40.2462
H 7,324 3,380.30 42.2538
I 7,690 3,549.23 44.3654
A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
246 SR ENVIRO SVCS SPEC E 153
294 SR HOUSING SPEC E 150
226 SR EMPLOYMENT SPEC E 135
212 SR ENGINEERING TECH E 159
091 SR ECON DEV SPEC E 162
29 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 5,524 2,549.54 31.8692
B 5,800 2,676.92 33.4615
C 6,090 2,810.77 35.1346
D 6,395 2,951.54 36.8942
E 6,715 3,099.23 38.7404
F 7,050 3,253.85 40.6731
G 7,403 3,416.77 42.7096
H 7,773 3,587.54 44.8442
I 8,161 3,766.62 47.0827
A 3,863 1,782.92 22.2865
B 4,056 1,872.00 23.4000
C 4,259 1,965.70 24.5712
D 4,471 2,063.54 25.7942
E 4,695 2,166.92 27.0865
F 4,930 2,275.38 28.4423
G 5,176 2,388.92 29.8615
H 5,435 2,508.46 31.3558
I 5,707 2,634.00 32.9250
A 4,442 2,050.15 25.6269
B 4,664 2,152.62 26.9077
C 4,897 2,260.15 28.2519
D 5,142 2,373.23 29.6654
E 5,399 2,491.85 31.1481
F 5,669 2,616.46 32.7058
G 5,952 2,747.08 34.3385
H 6,250 2,884.62 36.0577
I 6,563 3,029.08 37.8635
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
128 SR PERSONNEL ANALYST M 166
067 SR OFFICE ASSIST E 123
407 SR PARK MAINT WRKR U 137
104 SR INFO TCHNLGY ANALYST M 194
106 SR INFO TCHNLGY TECH E 159
30 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
A 7,677 3,543.23 44.2904
B 8,061 3,720.46 46.5058
C 8,464 3,906.46 48.8308
D 8,887 4,101.70 51.2712
E 9,331 4,306.62 53.8327
F 9,798 4,522.15 56.5269
G 10,287 4,747.85 59.3481
H 10,802 4,985.54 62.3192
I 11,342 5,234.77 65.4346
A 6,229 2,874.92 35.9365
B 6,541 3,018.92 37.7365
C 6,868 3,169.85 39.6231
D 7,211 3,328.15 41.6019
E 7,572 3,494.77 43.6846
F 7,950 3,669.23 45.8654
G 8,348 3,852.92 48.1615
H 8,765 4,045.38 50.5673
I 9,203 4,247.54 53.0942
A 3,104 1,432.62 17.9077
B 3,259 1,504.15 18.8019
C 3,422 1,579.38 19.7423
D 3,593 1,658.30 20.7288
E 3,773 1,741.38 21.7673
F 3,962 1,828.62 22.8577
G 4,160 1,920.00 24.0000
H 4,368 2,016.00 25.2000
I 4,586 2,116.62 26.4577
223 SR REAL PROPERTY AGENT M 173
253 SR RECREATION SPEC E 101
025 SR PROG SPEC M 166
264 SR PROJECT PLANNER M 194
266 SR PLANNER M 194
31 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,354 2,009.54 25.1192
B 4,571 2,109.70 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.30 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
A 4,442 2,050.15 25.6269
B 4,664 2,152.62 26.9077
C 4,897 2,260.15 28.2519
D 5,142 2,373.23 29.6654
E 5,399 2,491.85 31.1481
F 5,669 2,616.46 32.7058
G 5,952 2,747.08 34.3385
H 6,250 2,884.62 36.0577
I 6,563 3,029.08 37.8635
A 4,442 2,050.15 25.6269
B 4,664 2,152.62 26.9077
C 4,897 2,260.15 28.2519
D 5,142 2,373.23 29.6654
E 5,399 2,491.85 31.1481
F 5,669 2,616.46 32.7058
G 5,952 2,747.08 34.3385
H 6,250 2,884.62 36.0577
I 6,563 3,029.08 37.8635
A 5,752 2,654.77 33.1846
B 6,039 2,787.23 34.8404
C 6,341 2,926.62 36.5827
D 6,658 3,072.92 38.4115
E 6,991 3,226.62 40.3327
F 7,341 3,388.15 42.3519
G 7,708 3,557.54 44.4692
H 8,093 3,735.23 46.6904
I 8,498 3,922.15 49.0269
A 5,419 2,501.08 31.2635
B 5,690 2,626.15 32.8269
C 5,974 2,757.23 34.4654
D 6,273 2,895.23 36.1904
E 6,586 3,039.70 37.9962
F 6,916 3,192.00 39.9000
G 7,261 3,351.23 41.8904
H 7,624 3,518.77 43.9846
I 8,006 3,695.08 46.1885
437 SR WATER PROD OPTR U 157
419 SR STREET MAINT WRKR U 137
412 SR TRAFFIC SIGNAL ELEC U 163
090 SR REPRO EQUIP OPERATOR E 135
462 SR SEWER MAINT WRKR U 137
32 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,865 2,706.92 33.8365
B 6,158 2,842.15 35.5269
C 6,466 2,984.30 37.3038
D 6,789 3,133.38 39.1673
E 7,128 3,289.85 41.1231
F 7,485 3,454.62 43.1827
G 7,859 3,627.23 45.3404
H 8,252 3,808.62 47.6077
I 8,665 3,999.23 49.9904
A 4,858 2,242.15 28.0269
B 5,101 2,354.30 29.4288
C 5,356 2,472.00 30.9000
D 5,624 2,595.70 32.4462
E 5,905 2,725.38 34.0673
F 6,200 2,861.54 35.7692
G 6,510 3,004.62 37.5577
H 6,835 3,154.62 39.4327
I 7,177 3,312.46 41.4058
A 3,863 1,782.92 22.2865
B 4,056 1,872.00 23.4000
C 4,259 1,965.70 24.5712
D 4,471 2,063.54 25.7942
E 4,695 2,166.92 27.0865
F 4,930 2,275.38 28.4423
G 5,176 2,388.92 29.8615
H 5,435 2,508.46 31.3558
I 5,707 2,634.00 32.9250
A 3,462 1,597.85 19.9731
B 3,635 1,677.70 20.9712
C 3,817 1,761.70 22.0212
D 4,008 1,849.85 23.1231
E 4,208 1,942.15 24.2769
F 4,418 2,039.08 25.4885
G 4,639 2,141.08 26.7635
H 4,871 2,248.15 28.1019
I 5,115 2,360.77 29.5096
A 4,354 2,009.54 25.1192
B 4,571 2,109.70 26.3712
C 4,800 2,215.38 27.6923
D 5,040 2,326.15 29.0769
E 5,292 2,442.46 30.5308
F 5,556 2,564.30 32.0538
G 5,834 2,692.62 33.6577
H 6,126 2,827.38 35.3423
I 6,433 2,969.08 37.1135
451 STOCK CLERK E 112
450 STOREKEEPER E 135
431 SR WATER SVC WRKR U 146
078 SR WORD PROC OPERATOR E 123
255 SR WATER QUALITY TECH E 165
33 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 4,227 1,950.92 24.3865
B 4,438 2,048.30 25.6038
C 4,660 2,150.77 26.8846
D 4,893 2,258.30 28.2288
E 5,137 2,370.92 29.6365
F 5,394 2,489.54 31.1192
G 5,664 2,614.15 32.6769
H 5,947 2,744.77 34.3096
I 6,245 2,882.30 36.0288
A 6,611 3,051.23 38.1404
B 6,941 3,203.54 40.0442
C 7,288 3,363.70 42.0462
D 7,653 3,532.15 44.1519
E 8,035 3,708.46 46.3558
F 8,437 3,894.00 48.6750
G 8,859 4,088.77 51.1096
H 9,302 4,293.23 53.6654
I 9,767 4,507.85 56.3481
A 9,090 4,195.38 52.4423
B 9,545 4,405.38 55.0673
C 10,022 4,625.54 57.8192
D 10,523 4,856.77 60.7096
E 11,049 5,099.54 63.7442
F 11,602 5,354.77 66.9346
G 12,182 5,622.46 70.2808
H 12,791 5,903.54 73.7942
I 13,430 6,198.46 77.4808
A 4,715 2,176.15 27.2019
B 4,951 2,285.08 28.5635
C 5,199 2,399.54 29.9942
D 5,459 2,519.54 31.4942
E 5,732 2,645.54 33.0692
F 6,018 2,777.54 34.7192
G 6,319 2,916.46 36.4558
H 6,635 3,062.30 38.2788
I 6,966 3,215.08 40.1885
A 5,808 2,680.62 33.5077
B 6,099 2,814.92 35.1865
C 6,403 2,955.23 36.9404
D 6,724 3,103.38 38.7923
E 7,060 3,258.46 40.7308
F 7,413 3,421.38 42.7673
G 7,783 3,592.15 44.9019
H 8,172 3,771.70 47.1462
I 8,581 3,960.46 49.5058
040 UTILITIES REVENUE SUPV M 166
237 TRAFFIC ENGINEER M 211
405 TRAFFIC SIGNAL ELEC U 143
411 STREET MAINT WRKR U 132
233 SUPERVISING BLDG INSPCTR M 179
34 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 3,463 1,598.30 19.9788
B 3,636 1,678.15 20.9769
C 3,818 1,762.15 22.0269
D 4,009 1,850.30 23.1288
E 4,209 1,942.62 24.2827
F 4,420 2,040.00 25.5000
G 4,641 2,142.00 26.7750
H 4,873 2,249.08 28.1135
I 5,116 2,361.23 29.5154
A 4,486 2,070.46 25.8808
B 4,710 2,173.85 27.1731
C 4,946 2,282.77 28.5346
D 5,193 2,396.77 29.9596
E 5,453 2,516.77 31.4596
F 5,725 2,642.30 33.0288
G 6,011 2,774.30 34.6788
H 6,312 2,913.23 36.4154
I 6,628 3,059.08 38.2385
A 5,752 2,654.77 33.1846
B 6,039 2,787.23 34.8404
C 6,341 2,926.62 36.5827
D 6,658 3,072.92 38.4115
E 6,991 3,226.62 40.3327
F 7,341 3,388.15 42.3519
G 7,708 3,557.54 44.4692
H 8,093 3,735.23 46.6904
I 8,498 3,922.15 49.0269
A 4,907 2,264.77 28.3096
B 5,153 2,378.30 29.7288
C 5,410 2,496.92 31.2115
D 5,681 2,622.00 32.7750
E 5,965 2,753.08 34.4135
F 6,263 2,890.62 36.1327
G 6,576 3,035.08 37.9385
H 6,905 3,186.92 39.8365
I 7,250 3,346.15 41.8269
A 4,668 2,154.46 26.9308
B 4,902 2,262.46 28.2808
C 5,147 2,375.54 29.6942
D 5,404 2,494.15 31.1769
E 5,674 2,618.77 32.7346
F 5,958 2,749.85 34.3731
G 6,256 2,887.38 36.0923
H 6,569 3,031.85 37.8981
I 6,897 3,183.23 39.7904
438 WATER PROD MECH U 147
436 WATER PROD OPERATOR U 142
429 WATER CUST SVC WRKR U 138
433 WATER PROD ELEC U 163
410 UTILITY WRKR U 112
35 of 36

Garden Grove
Salary and Pay Schedule
Effective 4/16/22

JOB CODE TITLE SCHEDULE RANGE STEP MONTHLY BI-WEEKLY HOURLY A 5,052 2,331.70 29.1462
B 5,304 2,448.00 30.6000
C 5,569 2,570.30 32.1288
D 5,848 2,699.08 33.7385
E 6,140 2,833.85 35.4231
F 6,447 2,975.54 37.1942
G 6,770 3,124.62 39.0577
H 7,108 3,280.62 41.0077
I 7,464 3,444.92 43.0615
A 4,227 1,950.92 24.3865
B 4,438 2,048.30 25.6038
C 4,660 2,150.77 26.8846
D 4,893 2,258.30 28.2288
E 5,137 2,370.92 29.6365
F 5,394 2,489.54 31.1192
G 5,664 2,614.15 32.6769
H 5,947 2,744.77 34.3096
I 6,245 2,882.30 36.0288
A 9,459 4,365.70 54.5712
B 9,932 4,584.00 57.3000
C 10,429 4,813.38 60.1673
D 10,950 5,053.85 63.1731
E 11,498 5,306.77 66.3346
F 12,072 5,571.70 69.6462
G 12,676 5,850.46 73.1308
H 13,310 6,143.08 76.7885
I 13,975 6,450.00 80.6250
A 6,416 2,961.23 37.0154
B 6,737 3,109.38 38.8673
C 7,074 3,264.92 40.8115
D 7,427 3,427.85 42.8481
E 7,799 3,599.54 44.9942
F 8,188 3,779.08 47.2385
G 8,598 3,968.30 49.6038
H 9,028 4,166.77 52.0846
I 9,479 4,374.92 54.6865
A 3,496 1,613.54 20.1692
B 3,671 1,694.30 21.1788
C 3,854 1,778.77 22.2346
D 4,047 1,867.85 23.3481
E 4,249 1,961.08 24.5135
F 4,461 2,058.92 25.7365
G 4,684 2,161.85 27.0231
H 4,919 2,270.30 28.3788
I 5,165 2,383.85 29.7981
077 WORD PROC OPERATOR E 113
409 WATER SVCS MGR M 215
102 WEBMASTER E 174
115 WATER QUALITY TECH E 150
430 WATER SVC WRKR U 132
36 of 36

Agenda Item - 2.f.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: William E. Murray
Dept.: City Manager Dept.: Public Works
Subject: Authorization to appropriate
funds and authorize issuance
of a purchase order to
National Auto Fleet Group
for a Police Department
patrol vehicle. (Cost:
$38,188.88) (Action Item)
Date: 4/12/2022

OBJECTIVE
To secure City Council authorization to appropriate funds and issue a purchase order for one (1) new Police Department patrol utility vehicle from National Auto Fleet Group through the Sourcewell competitive bid program, Contract #120716-NAF.

BACKGROUND
The Public Works Department is responsible for providing all city departments with safe and reliable vehicles. Recently, a Police Department patrol utility vehicle was involved in a traffic collision with costs to repair the damage exceeding the vehicle’s value. Consequently, the vehicle was totaled and under the City’s policy guidelines requires replacement. Experience has shown that the City’s buying power is enhanced through joining with other public agencies to purchase fleet vehicles and equipment.

DISCUSSION
Sourcewell nationally solicits, evaluates and awards contracts through a competitive bid process. As a member, the City is able to utilize Sourcewell bid awards for vehicle and equipment purchases. Staff recommends piggybacking on the results of a recent Sourcewell competitive bid program, Contract #120716-NAF. The results deemed National Auto Fleet Group as the lowest responsive bid.

National Auto Fleet Group $38,188.88*

* This price includes all applicable tax and destination charges.

FINANCIAL IMPACT
The financial impact is $38,188.88 to the Fleet Management Fund. There is no

•
impact to the General Fund. The surplus vehicles will be sold at public auction.

RECOMMENDATION
It is recommended that the City Council:

Authorize the appropriation of $38,188.88 from the Fleet Management Fund to the Fiscal Year 2021-22 budget; and
Authorize the Finance Director to issue a purchase order in the amount of $38,188.88 to National Auto Fleet Group for the purchase of one (1) new Police Department patrol utility vehicle.

By: Steve Sudduth, Equipment Maintenance Supervisor
ATTACHMENTS:

Description Upload Date Type File Name
Nation Auto Fleet Group
Quote 3/21/2022 Backup Material Forf_PI_utility_quote.pdf

•
•

National Auto Fleet Group
A Division of Chevrolet of Wat s onville
490 Auto Center Drive, Watsonville. CA 95076
(855) 289-6572 • (855) BUY-NJ PA• [831] 480-8497 Fax
Fl eet@N ationa I Auto Fie etG ro up . com
July 9, 2021
Mr. Steve Sudduth
City of Garden Grove
13802 New Hope St
Garden Grove, Ca 9284 3
Delivery Via Email
Dear Mr. Sudduth,
In response to your inquiry, we are pleased to submit the following for your consideration :

National Auto Fleet Group will sell, service and deliver at Garden Grove, new/unused 2022 Ford Police Utility Hybrid Admin responding to your requirement with the attached specifications for$ 37,100.00 plus Paint, Upfit State Sales Tax, and $8.75 tire tax (non-taxable). These vehicles are avai1able under the Sourcewell (Formerly Known as NJPA) master vehicle contract# 120716-NAF.

One Unit
MSRP One Unit Total Savings Total Savings
2022 Ford Police
interceptor Utility
Hybrid Admin
Sub Total
Sales Tax
Transportation
44,345.00 37,100.00
37,100.00
3,246.25

85.00 Tire Tax 8.75
Total 40,449.00
Terms are net 30 days.

Delivery 120-150 Days ARO

16.34% 7,245.00
National Auto Fleet Group welcomes the opportunity to assist you in your vehicle requirements.

Kevin Buzzard
National Law Enforcement Sales Manager
National Auto Fleet Group
Wondries Fleet Group
626-457-5590 0 / 714-264-1867 C / [email protected] ® TOYOTA
~jf;fjf'i§:
.,,a:..;.;gy~ -----
- Iii '
1 a2299,.{l2111

CHROMEDATA Wondries Fleet Group/ National Auto Fleet Group An Au todata Sol utions Brand Kevin Buzzard I 626-457-5590 OFC I [email protected] Vehicle: [Fleet]~ Ford Police Interceptor Utility (K8A) AWD ;ldtt,

CHROME DATA
An Autod ata Solution s Brand
Wondries Fleet Group / National Auto Fleet Group
Kevin Buzzard I 626-457-5590 OFC I [email protected] Wondries Fleet Group / National Auto Fleet Group
Prepared By:

Kevin Buzzard
Wondries Fleet Group / National Auto Fleet Group
626-457-5590 OFC
[email protected]
------- -- -
Prices, specifications, and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT JuI9, 2021 Page2

ROMEDATA Wondries Fleet Group / National Auto Fleet Group Kevin Buzzard I 626-457-5590 OFC I [email protected] An Autodata Solution s Brand Vehicle: [Fleet] ~ Ford Police Interceptor Utility (K8A) AWD ( ./complete) j.()t "'1/
Selected Model and Options
MODEL
CODE
K8A
COLORS
CODE
YG
ENGINE
CODE
99W
MODEL
~ Ford Police Interceptor Utility AWD
poi-v

DESCRIPTION
Medium Titanium Metallic

DESCRIPTION
Engine: 3.3L V6 Direct-Injection Hybrid System -inc: (136-MPH top speed) (STD)

TRANSMISSION

CODE DESCRIPTION
44B Transmission: 10-Speed Automatic (STD)

OPTION PACKAGE
CODE
500A

DESCRIPTION
Order Code 500A

AXLE RATIO

CODE DESCRIPTION

3.73 Axle Ratio (STD)

PRIMARY PAINT
CODE
YG

SEAT TYPE
CODE
F6

DESCRIPTION
Medium Titanium Metallic

DESCRIPTION
Charcoal Black, Unique HD Cloth Front Bucket Seats w/Cloth Rear -inc: driver 6-way power track (fore/aft, up/down, tilt w/manual recline, 2-way manual lumbar) and passenger 2-way manual track (fore/aft, w/manual recline)
Prices, specifications. and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT Ju19, 2021 Page 3

CHROME DATA Wondries Fleet Group / National Auto Fleet Group Kevin Buzzard I 626-457-5590 OFC I [email protected] An Autodata Sol utions Brand Vehicle: [Fleet] aet1 Ford Police Interceptor Utility (K8A) AWD ( ~ Complete) :/J)Z,'1,

ADDITIONAL EQUIPMENT - PACKAGE
CODE
65U

DESCRIPTION
Interior Upgrade Package -inc: Center Floor Console Less Shifter, console and top plate w/2 cup holders, (Maintains column shifter), SYNC 3 Communications & Entertainment System, 911 Assist, VHR, SYNC Services, Applink , Bluetooth, steering wheel controls, USB port and auxiliary input jack, 1st & 2nd Row Carpet Floor Covering, front and rear floor mats

ADDITIONAL EQUIPMENT - MECHANICAL
CODE
760

DESCRIPTION
Underbody Deflector Plate -inc: Engine and transmission shield

ADDITIONAL EQUIPMENT - EXTERIOR
CODE
64E
153
86T
59B

DESCRIPTION
Wheels: 18" Painted Aluminum -inc: Spare wheel is an 18" conventional (Police) black steel wheel Front License Plate Bracket
Tail Lamp/Police Interceptor Housing Only -inc: Pre-existing holes w/standard twist lock sealed capability (does not include LED strobe) (eliminates need to drill housing assemblies) Keyed Alike - 1284x

ADDITIONAL EQUIPMENT - INTERIOR
CODE
55F
16C
19V
76R
60R

DESCRIPTION
Remote Keyless Entry Key Fob w/o Key Pad -inc: Does not include PATS, 4-key fobs, Key fobs are not fobbed alike when ordered w/keyed-alike
1st & 2nd Row Carpet Floor Covering -inc: front and rear floor mats Rear Camera On-Demand -inc: Allows driver to enable rear camera on-demand Reverse Sensing System
Noise Suppression Bonds (Ground Straps)
Options Total
Prices, specifications , and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations . Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT JuI 9,2021 Page 4

CHROME DATA
An A uto d ata Solutions Brand
Wondries Fleet Group / National Auto Fleet Group
Kevin Buzzard I 626-457-5590 OFC I [email protected] Vehicle: [Fleet] ~ Ford Police Interceptor Utility (K8A) AWD ( ,-I Complete) :lf)t:t,
Standard Equipment
Mechanical
Engine: 3.3L V6 Direct-Injection Hybrid System -inc: (136-MPH top speed) (STD) Transmission: 10-Speed Automatic (STD)

3.73 Axle Ratio (STD)
50 State Emission System Flexible Fuel Vehicle (FFV) system is standard equipment for vehicles equipped with the 3.3L V6 Direct-Injecti on engine.

Transmission w/Oil Cooler
Automatic Full-Time All-Wheel
Engine Oil Cooler
80-Amp/Hr 800CCA Maintenance-Free Battery
Hybrid Electric Motor 220 Amp Alternator
Class Ill Towing Equipment -inc: Hitch
Trailer Wiring Harness
Police/Fire
1670# Maximum Payload
GVWR: 6,840 lbs (3,103 kgs)
Gas-Pressurized Shock Absorbers
Front And Rear Anti-Roll Bars
Electric Power-Assist Steering
19 Gal. Fuel Tank
Dual Stainless Steel Exhaust
Permanent Locking Hubs
Strut Front Suspension w/Coil Springs
Multi-Link Rear Suspension w/Coil Springs
Regenerative 4-Wheel Disc Brakes w/4-Wheel ABS , Front And Rear Vented Discs, Brake Assist and Hill Hold Control
Lithium Ion Traction Battery
Exterior
Wheels: 18" x an 5-Spoke Painted Black Steel -inc: polished stainless steel hub cove r and center caps Tires: 255/60R18 AS BSW
Steel Spare Wheel
Spare Tire Mounted Inside Under Cargo
Prices, specifications , and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figur es are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 202 1 11 :40:00 PM PDT -------
Jul9, 2021 Page 5

CHROME DATA Wondries Fleet Group / National Auto Fleet Group Kevin Buzzard I 626-457-5590 OFC I [email protected] An Autodata Solut ions Brand Vehicle: [Fleet] ~ Ford Police Interceptor Utility (K8A) AWD ( ~ Complete) ~1/v
Exterior
Entertainment
Interior
Clearcoat Paint
Body-Colored Front Bumper w/Black Rub Strip/Fascia Accent and 1 Tow Hook Body-Colored Rear Bumper w/Black Rub Strip/Fascia Accent Body-Colored Bodyside Cladding and Black Wheel Well Trim Black Side Windows Trim and Black Front Windshield Trim Black Door Handles
Black Power Side Mirrors w/Convex Spotter and Manual Folding Fixed Rear Window w/Fixed Interval Wiper, Heated Wiper Park and Defroster Deep Tinted Glass
Speed Sensitive Variable Intermittent Wipers
Galvanized Steel/Aluminum Panels
Lip Spoiler
Black Grille
Liftgate Rear Cargo Access
Tailgate/Rear Door Lock Included w/Power Door Locks
Auto On/Off Projector Beam Led Low/High Beam Headlamps
LED Brakelights
Radio w/Seek-Scan, Speed Compensated Volume Control and Steering Wheel Controls Radio: AM/FM/MP3 Capable -inc: clock, 4-speakers, Bluetooth interface w/hands-free voice command support (compatible w/most Bluetooth connected mobile devices), 1 USB port and 4.2" color LCD screen center stack smart display
Integrated Roof Antenna
1 LCD Monitor In The Front
8-Way Driver Seat
Passenger Seat
35-30-35 Folding Split-Bench Front Facing Fold Forward Seatback Rear Seat Manual Tilt/Telescoping Steering Column
Gauges -inc: Speedometer , Odometer , Engine Coolant Temp, Tachometer , Engine Hour Meter, Traction Battery Level, Trip Odometer and Trip Computer
Power Rear Windows and Fixed 3rd Row Windows
Fleet Telematics Modem Selective Service Internet Access Prices, specifications, and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations . Content based on report preparer 's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11:40:00 PM PDT Ju19,2021 Page 6

CHROME DATA Wondries Fleet Group / National Auto Fleet Group Kevin Buzzard I 626-457-5590 OFC I [email protected] An Autodata Solutions Brand Vehicle: [Fleet] ~ Ford Police Interceptor Utility (KBA) AWD ( Complete) J' z,--,,,,,.,
Interior
Remote Releases -Inc: Power Cargo Access
Cruise Control w/Steering Wheel Controls
Dual Zone Front Automatic Air Conditioning
HVAC -inc: Underseat Ducts
Locking Glove Box
Driver Foot Rest
Unique HD Cloth Front Bucket Seats wNinyl Rear -inc: reduced bolsters, driver 6-way power track (fore/aft, up/down, tilt w/manual recline, 2-way manual lumbar), passenger 2-way manual track (fore/aft, w/manual recline) and built-in steel intrusion plates in both driver/passenger seatbacks Interior Trim -inc: Metal-Look Instrument Panel Insert, Metal-Look Door Panel Insert and Metal-Look Interior Accents
Full Cloth Headliner
Urethane Gear Shifter Material
Day-Night Rearview Mirror
Driver And Passenger Visor Vanity Mirrors
Mini Overhead Console w/Storage and 2 12V DC Power Outlets Front And Rear Map Lights
Fade-To-Off Interior Lighting
Full Vinyl/Rubber Floor Covering
Carpet Floor Trim
Cargo Features -inc: Cargo Tray/Organizer
Cargo Space Lights
Dashboard Storage, Driver And Passenger Door Bins
Power 1st Row Windows w/Driver And Passenger 1-Touch Up/Down Delayed Accessory Power
Power Door Locks
Systems Monitor
Redundant Digital Speedometer
Trip Computer
Analog Appearance
Seats wN inyl Back Material
Manual Adjustable Front Head Restraints and Manual Adjustable Rear Head Restraints 2 12V DC Power Outlets
Prices, specifications , and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual perfonna nce may vary. Photos may not represent actual vehicles or exact configuration s. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT ---·· -·------
Jul 9, 2021 Page7

CHROME DATA Wondries Fleet Group / National Auto Fleet Group Kevin Buzzard I 626-457-5590 OFC I [email protected] An Autodata Solutions Brand Vehicle: [Fleet] ~ Ford Police Interceptor Utility (K8A) AWD ( ,./ Complete) p;1 .. ;1,.

Interior
Safety-Mechanical
Safety-Exterior
Safety-Interior
Air Filtration
Electronic Stability Control (ESC) And Roll Stability Control (RSC) ABS And Driveline Traction Control
Side Impact Beams
Dual Stage Driver And Passenger Seat-Mounted Side Airbags Tire Specific low Tire Pressure Warning
Dual Stage Driver And Passenger Front Airbags
Curtain 1st And 2nd Row Airbags
Airbag Occupancy Sensor
Passenger Knee Airbag
Rear Child Safety Locks
Outboard Front Lap And Shoulder Safety Belts -inc: Rear Center 3 Point, Height Adjusters and Pretensioners Back-Up Camera w/Washer
Prices, specifications , and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations . Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM POT ---- ----------·- ··-- -- -- -- ---- ---- -- - ·----·----- ---- --·.

Jul9,2021 Page 8

CHROME DATA
An Autodata Solutions Brand
Wondries Fleet Group / National Auto Fleet Group
Kevin Buzzard I 626-457-5590 OFC I Buzzard5150@gmail ~com Vehicle: [Flee~Ford Police Interceptor Utility (K8A) AWD ( <I complete J Window Sticker

SUMMARY
[Fleet]~ Ford Police Interceptor Utility (K8A) AWD
f/1'1,1/
lnterior:Charcoal Black, Unique HD Cloth Front Bucket Seats w/Cloth Rear Exterior 1 :Medium Titanium Metallic
Exterior 2:No color has been selected.

Engine: 3.3L V6 Direct-Injection Hybrid System
Transmission: 10-Speed Automatic

OPTIONS
CODE
K8A
153
16C
19V
448
SO0A
55F
59B
60R
64E
65U
76D
76R
86T
99W
F6
YG
MODEzdt,,~
[Fleet]~ Ford Police Interceptor Utility (K8A) AWD

OPTIONS
Front License Plate Bracket
1st & 2nd Row Carpet Floor Covering
Rear Camera On-Demand
Transmission: 10-Speed Automatic
Order Code SODA
Remote Keyless Entry Key Fob w/o Key Pad
Keyed Alike - 1284x
Noise Suppression Bonds (Ground Straps)
Wheels: 18" Painted Aluminum
Interior Upgrade Package
Underbody Deflector Plate
Reverse Sensing System
Tail Lamp/Police Interceptor Housing Only
Engine: 3.3L V6 Direct-Injection Hybrid System
Charcoal Black, Unique HD Cloth Front Bucket Seats w/Cloth Rear Medium Titanium Metallic

3. 73 Axle Ratio

SUBTOTAL
Adjustments Total
Destination Charge
Inc.
- ---- __ ......

MSRP:$40,845.00
MSRP
$40,845.00
$0.00
$230.00
$0.00
$0.00
$340.00
$50.00
$100.00
$475.00
$390.00
$335.00
$275.00
$60.00
$0.00
$0.00
$0.00
$0.00
$43,100.00
$0.00
$1,245.00
Prices, specifications, and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT Jul9, 2021 Page 9

HROMEDATA
An Autodata Sol uti ons Brand
Wondries Fleet Group / National Auto Fleet Group
Kevin Buzzard I 626-457-5590 OFC I [email protected] Vehicle: [Fleet]~ Ford Police Interceptor Utility (K8A) AWD ( ~ Complete) ;tf)Zt--
ToTAL PRICE $44,345.00

FUEL ECONOMY
Est City:N/A
Est Highway:N/A
Est Highway Cruising Range:N/A
Prices, specifica tions, and availability are subject to change without notice, and do not include certain fees, taxes and charges that may be required by law or vary by manufacturer or region. Performance figures are guidelines only, and actual performance may vary. Photos may not represent actual vehicles or exact configurations. Content based on report preparer's input is subject to the accuracy of the input provided. Data Version: 14202, Data updated Jul 8, 2021 11 :40:00 PM PDT --~- .. --
Jul9 , 2021 Page 10
Agenda Item - 2.g.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: William E. Murray
Dept.: City Manager Dept.: Public Works
Subject: Authorization of an increase
to the purchase orders
with Global Collision Center,
Big Ron’s Auto Body and
Paint, and Caliber
Collision for auto body parts
and labor. (Cost: $100,000)
(Action Item)
Date: 4/12/2022

OBJECTIVE
To obtain City Council approval to appropriate funding and authorization to increase the purchase orders with Global Collision Center, Big Ron’s Auto Body and Paint, and Caliber Collision for the purchase of various auto body parts and labor for repair of City vehicles.

BACKGROUND
The Public Works Department Vehicle Maintenance Division is responsible for maintaining the City’s fleet of vehicles and equipment. On July 27, 2021, the City Council approved a purchase order split between three (3) vendors, Global Collision Center, Big Ron’s Auto Body and Paint, and Caliber Collision in the amount of $150,000 per year for a term of five (5) years. Due to unforeseen factors that include an increase in the number of collisions, along with an increase in the cost of parts used for repairs, the purchase order has been exhausted. We have vehicles currently under repair and unpaid invoices.

DISCUSSION
Vehicle Maintenance is projecting an increase of $100,000 for the remainder of the current year’s purchase order as well as an increase in the remaining four (4) years that were approved by the City Council.

FINANCIAL IMPACT
The financial impact to the Fleet Management Fund would be $100,000, for a total of $250,000. There is no impact to the General Fund.

Due to the increased costs of parts and increase in services, an additional $100,000 needs to be appropriated from the Fleet Management Fund to the Fiscal Year 21/22 Budget.

RECOMMENDATION
It is recommended that City Council:

Authorize an increase of the current purchase orders with Global Collision, Big Ron’s Auto Body and Paint, and Caliber Collision in the amount of $100,000, for a total of $250,000 per year, for five (5) years; and

Authorize the appropriation of $100,000 from the Fleet Management Fund to the Fiscal Year 2021/22 Budget.

By: Steve Sudduth, Equipment Maintenance Supervisor

•
•
Agenda Item - 2.h.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: William E. Murray
Dept.: City Manager Dept.: Public Works
Subject: Ratification of Amendment
No. 2 to an Agreement with
JIG Consultants for
construction management
and inspection services for
reservoirs and booster pump
station rehabilitation
projects. (Cost: $58,400)
(Action Item)
Date: 4/12/2022

OBJECTIVE
To request City Council to ratify Amendment No. 2 of the agreement with JIG Consultants to provide construction management and inspection services of reservoirs and booster pump station rehabilitation projects.

BACKGROUND
The City’s Water Services Division contracts with JIG Consultants to perform construction management and inspection for the construction of the Westhaven Reservoirs Rehabilitation Project and the Magnolia Reservoir and Booster Pump Station Rehabilitation Project. Outside expertise is needed for inspection of the reservoir and booster pump station construction work.

DISCUSSION
During construction of the Magnolia Reservoir and Booster Pump Station Rehabilitation Project, unforeseen conditions were encountered. Additional work includes wall to roof slab joint repair, electrical work for tennis court lights, column crack repairs, and site drainage repair. The added construction work requires additional construction working days and inspection time.

An amendment to the existing agreement is required to include fee for the additional inspection work, from $533,067 to $591,467, a $58,400 increase. The amendment will ensure JIG Consultants can provide all the services that are required for the completion of the Magnolia Reservoir and Booster Pump Station Rehabilitation Project.

FINANCIAL IMPACT
There is no impact to the General Fund. This cost will be financed with Water Funds, in the amount of $58,400.

RECOMMENDATION
It is recommended that the City Council:

Ratify Amendment No. 2 to the existing agreement with JIG Consultants, increasing the existing agreement amount from $533,067 to $591,467; and

Authorize the City Manager's signature on Amendment No. 2 to the professional services on behalf of the City and make minor modifications as appropriate thereto.

By: Rebecca Li, Senior Civil Engineer
ATTACHMENTS:

Description Upload Date Type File Name
Amendment 2 3/23/2022 Agreement Amendment_2_-
_JIG_Consulting_2022.pdf

•
•
-1-
AMENDMENT 2 TO

JIG CONSULTANTS

CONSTRUCTION MANAGEMENT AND INSPECTION SERVICES FOR WESTHAVEN

RESERVOIRS REHABILITATION PROJECT AND MAGNOLIA RESERVOIR AND

BOOSTER PUMP STATION REHABILITATION PROJECT

THIS AMENDMENT TO THE PROFESSIONAL SERVICES AGREEMENT
between the CITY OF GARDEN GROVE and JIG CONSULTANTS, is made and entered into, to be effective the 12 day of April,
2022, as follows:

RECITALS

WHEREAS, the City of Garden Grove (“City”) has employed JIG Consultants (“Consultant”) to perform Construction Management and Inspection Services for Westhaven Reservoirs Rehabilitation Project and Magnolia Reservoir and Booster Pump Station Rehabilitation Project pursuant to that agreement dated October 23, 2018 (the “Agreement”); and

WHEREAS, Amendment 1 dated April 17, 2019 added inspection hours and SCAQMD Permit Support and increased the not to exceed compensation in the amount of $24,980.00 for a total not to exceed in the amount of $533,067.00.

WHEREAS, the City has requested that Consultant to perform additional services identified in the attached proposal (Additional Inspection hours needed due to unforeseen conditions from projects); and

WHEREAS, the City and Consultant have agreed to the proposal and to increase compensation to cover the additional services.

AMENDMENT

NOW, THEREFORE, in consideration of the promises and mutual covenants contained herein, the original Agreement compensation of $533,067.00 is hereby adjusted and the Scope of Work is hereby amended pursuant to Attachments 1, incorporated herein by reference. Based on the amended Scope of Work, the total compensation amount of the Agreement is increased to a not to exceed amount of $591,467, which reflects an increase in compensation of $58,400 for Amendment 2 to cover the additional services to be provided by Consultant.

All provisions of the Agreement not affected herein shall remain in full force and effect.

[SIGNATURE PAGE FOLLOWS]
DocuSign Envelope ID: 0321E01C-8CAE-40B4-9D6B-76C6565C6F18

-2-
IN WITNESS WHEREOF, the parties hereto have executed this Amendment to the Construction Management and Inspection Services for Westhaven Reservoirs Rehabilitation Project and Magnolia Reservoir and Booster Pump Station Rehabilitation Project Agreement at Garden Grove, California.

CITY of GARDEN GROVE ATTEST:

By: By:

City Manager City Clerk

Approved as to form: Date:

City Attorney

JIG Consultants

By: Date:

Its:

By:

Its:

DocuSign Envelope ID: 0321E01C-8CAE-40B4-9D6B-76C6565C6F18 3/15/2022

3/15/2022
President
X
3/21/2022
3/21/2022
3/22/2022

DocuSigned by:

Agenda Item - 2.i.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Omar Sandoval
Dept.: City Manager Dept.: City Attorney
Subject: Receive and file a Military
Equipment Use Policy.
(Action Item)
Date: 4/12/2022

OBJECTIVE
To provide a proposed Military Equipment Use Policy drafted for the Garden Grove Police Department (“Department”), and to obtain direction for staff to post the proposed policy on the Department’s website and add an agenda item for a future public hearing before the City Council which is at least thirty (30) days from today’s date for consideration of adoption of an ordinance approving the proposed policy.

BACKGROUND
Effective January 1, 2022, California Assembly Bill 481 added Chapter 12.8 (commencing with Section 7070) to Division 7 of Title 1 of the Government Code.

These provisions require law enforcement agencies to obtain the approval of their respective governing bodies, by adoption of a military equipment use policy (via ordinance), prior to use of any equipment defined by the Government Code as “military equipment.” For military equipment purchased or within the possession of a law enforcement agency prior to January 1, 2022, a law enforcement agency’s continued use of such equipment may continue provided that a military equipment use policy is presented to the governing body by May 1, 2022, and thereafter approved by the governing body within 180 days of such presentation.

The Department is in possession of and uses equipment which meets the Government Code’s definition of “military equipment.” Accordingly, the Department has drafted a proposed military equipment use policy which meets the requirements of Government Code section 7070(d) for presentation to the City Council. This proposed policy would govern the use of military equipment by the Department and includes the following as required by the Government Code:

A description of the type of military equipment within the possession of, or sought to be acquired by, the Department;

The purposes and authorized uses of military equipment identified in the

•
•
policy;

The fiscal impact of each type of military equipment identified by the policy;

The legal and procedural rules that govern authorized use of the military equipment identified by the policy;

The required training by members of the Department that must be completed prior to use of the military equipment identified by the policy;

The mechanisms to ensure compliance with the policy; and

Procedures by which a member of the public can register complaints or concerns, or submit questions about the use of each type of military equipment identified by the policy, as well as how the Department will ensure that each complaint, concern, or question will be addressed in a timely manner.

DISCUSSION
Government Code section 7071(a)(2) provides that no later than May 1, 2022, a law enforcement agency seeking to continue use of military equipment acquired prior to January 1, 2022, must “commence a governing body approval process….” The process defined by section 7071 requires the Department to submit a proposed military equipment use policy to the City Council and to post that policy on the Department’s website for a period of at least 30 days prior to any public hearing by the City Council regarding the policy. Government Code section 7071(c) requires the City Council to consider any proposed military equipment use policy as an agenda item for an open session of a regular meeting and to provide for public comment regarding the policy.

Because the Government Code requires that any proposed military equipment use policy be posted on the Department’s website for at least 30 days prior to any public hearing, the City Council is not being asked to consider the policy itself at this time.

Instead, the policy is simply being submitted to Council as required by the Government Code such that the Council can consider whether or not to adopt the policy at a later regular meeting.

FINANCIAL IMPACT
At this time, there is only minimal financial impact associated with posting the proposed military equipment use policy on the Department’s website.

RECOMMENDATION
It is recommended that the City Council:

Receive and file the attached draft Military Equipment Use Policy; and

Direct staff to post the attached draft Military Equipment use Policy on the

•
•
•
•
• •
•
Department’s website pending further consideration of the policy by the City Council; and

Direct Staff to add an agenda item for public hearing that is at least thirty (30) days from today’s date to consider adoption of an ordinance approving the draft Military Equipment Use Policy.

ATTACHMENTS:

Description Upload Date Type File Name
Military Equipment
Use Policy 4/7/2022 Backup Material G.O._2.29_Military_Equipment_Policy_FINAL.DOC

•

1676901.1

General Order: 2.29

MILITARY EQUIPMENT

Effective: TBD

PURPOSE

The purpose of this policy is to provide guidelines for the approval, acquisition, and reporting requirements of military equipment (Government Code § 7070; Government Code § 7071; Government Code § 7072). This policy is provided to fulfill the obligations set forth in Assembly Bill No. 481. These obligations include but are not limited to seeking approval on specific items deemed to be military equipment and requirements related t o compliance, annual reporting, cataloging, and complaints regarding these items.

DEFINITIONS

Definitions related to this policy include (Government Code § 7070):

Governing body – The elected or appointed body that oversees the Department, which for the purposes of the Department would be the Garden Grove City Council.

Military equipment – Any of a wide variety of items as defined by California Government Code § 7070, subsections (c) (1) through (c) (16).

Includes but is not limited to the following:

 Unmanned, remotely piloted, powered aerial or ground vehicles.

 Mine-resistant ambush-protected (MRAP) vehicles or armored personnel carriers.

 High mobility multipurpose wheeled vehicles (HMMWV), two-and-one- half-ton trucks, five-ton trucks, or wheeled vehicles that have a breaching or entry apparatus attached.

 Tracked armored vehicles that provide ballistic protection to their occupants.

 Command and control vehicles that are either built or modified to facilitate the operational control and direction of public safety units.

 Weaponized aircraft, vessels, or vehicles of any kind.

 Battering rams, slugs, and breaching apparatuses that are explosive in nature. This does not include a handheld, one-person ram.

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
 Firearms and ammunition of .50 caliber or greater, excluding standard- issue shotguns and standard-issue shotgun ammunition.

 Specialized firearms and ammunition of less than .50 caliber, including firearms and accessories identified as assault weapons in Penal Code § 30510 and Penal Code §
 30515, with the exception of standard-issue service weapons and their ammunition.

 Any firearm or firearm accessory that is designed to launch explosive projectiles.

 Noise-flash diversionary devices and explosive breaching tools.

 Munitions containing tear gas or OC, excluding standard, service-issued handheld pepper spray.

 TASER® Shockwave, microwave weapons, water cannons, and long- range acoustic devices (LRADs).

 Kinetic energy weapons and munitions.

 Any other equipment as determined by a governing body or a state agency to require additional oversight.

POLICY

It is the policy of the Garden Grove Police Department that members of this Department comply with the provisions of Government Code § 7071 with respect to military equipment.

MILLITARY EQUIPMENT COORDINATOR

The Chief of Police will designate the Professional Standards Division Lieutenant to act as the military equipment coordinator. The responsibilities of the military equipment coordinator include but are not limited to:

(a) Acting as liaison to the Garden Grove City Council for matters related to the requirements of this policy.

(b) Identifying department equipment that qualifies as military equipment in the current possession of the Department, and any equipment the Department intends to acquire that requires approval by the Garden Grove City Council.

(c) Conducting an inventory of all Department military equipment at least annually.

(d) Collaborating with any allied agency that may use military equipment within the jurisdiction of Garden Grove Police Department (Government Code § 7071).

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
(e) Preparing for, scheduling, and coordinating the annual community engagement meeting to include:

1. Publicizing the details of the meeting.

2. Preparing for public questions regarding the Department’s funding, acquisition, and use of equipment.

(f) Preparing the annual military equipment report for submission to the Chief of Police and ensuring that the report is made available on the Department website (Government Code § 7072).

(g) Providing information on the Department website which details how members of the public can ask questions, raise concerns, or make comments regarding the military equipment policy, or any use of military equipment by members of the Department. The military e quipment coordinator is required to respond to questions, comments, and/or concerns as specifically set forth in the Citizen Comments, Questions, and Concerns portion of this policy.

(h) Ensuring that any proposed and/or approved military equipment use policy is made available on the Departm ent website for as long as the military equipment identified in the policy is available for use. (Government Code § 7071(d) (2))

MILITARY EQUIPMENT USE CONSIDERATIONS

The military equipment acquired and authorized by the Department is:
(a) Necessary because there is no reasonable alternative that can achieve the same objective of officer and civilian safety.
(b) Reasonably cost effective compared to available alternatives that can achieve the same objective of officer and civilian safety.

MILITARY EQUIPMENT INVENTORY

The following constitutes an inventory of equipment owned and/or in the possession of the Garden Grove Police Department which is deemed to be military equipment as defined by this policy and state law:

See Attachment at the end of this General Order

APPROVAL

The Chief of Police or the authorized designee shall obtain approval from the City Council by way of an ordinance adopting the military equipment policy. As part of the approval process, the Chief of Police or t he authorized designee shall e nsure the proposed military equipment policy is submitted to the City Council and is available on the Department website at least 30 days prior to any public hearing concerning the military equipment policy at issue (Government Code § 7071). The military equipment policy must be

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
approved by the governing body prior to engaging in any of the following (Government Code § 7071):

(a) Requesting military equipment made available pursuant to 10 USC § 2576a.

(b) Seeking funds for military equipment, including but not limited to applying for a grant, soliciting or accepting private, local, state, or federal funds, in-kind donations, or other donations or transfers.

(c) Acquiring military equipment either permanently or temporarily, including by borrowing or leasing.

(d) Collaborating with another law enforcement agency in the deployment or other use of military equipment within the jurisdiction of this department.

(e) Using any new or existing military equipment for a purpose, in a manner, or by a person not previously approved by the governing body.

(f) Soliciting or responding to a proposal for, or entering into an agreement with, any other person or entity to seek funds for, apply to receive, acquire, use, or collaborate in the use of military equipment.

(g) Acquiring military equipment through any means not provided above.

COORDINATION WITH OTHER JURISDICTIONS

Military equipment used by other jurisdictions that are providing mutual aid to this Department shall comply with their respective military equipment use policy in rendering mutual aid.

ANNUAL REPORT

Upon approval of a military equipment policy, the Chief of Police or the authorized designee will submit a military equipment report to the governing body f or each ty pe of military equipment approved within one year of approval, and annually thereafter for as long as the military equipment is available for use (Government Code § 7072).

The Chief of Police or the authorized designee will also make each annual military equipment report publicly available on the department website for as long as the military equipment is available for use. The report shall include all information required by Government Code § 7072 for the preceding calendar year for each type of militar y equipment in department inventory.

Within 30 days of submitting and publicly releasing an annual report, the Department shall hold at least one well -publicized and conveniently located community engagement meeting, at which the Department should discuss the r eport and respond t o public questions regarding the funding, acquisition, or use of military equipment.

GARDEN GROVE POLICE DEPARTMENT
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CITIZEN COMMENTS, QUESTIONS AND CONCERNS

Complaints. Any complaint regarding the use of military equipment governed by this policy shall be processed in accordance with the Personnel Complaint Policy.

Questions, Comments, and Concerns. The military equipment coordinator designated by the Chief of Police shall be required to include information on the Department’s websi te detailing how members of th e public can submit questions, comments, or concerns regarding the military equipment use policy, or use of military equipment that is governed by this policy. This information shall include the military use coordinator’s emai l address and telephone number. The military equipment coordinator must respond, in writing, when possible, to any question, comment, or concern raised by a member of the public within 10 business days of receipt of the comment, question, or concern. When a ppropriate, the military equipment coordinator will forward any concern which rises to the level of a citizen complaint to the professional standards division for handling pursuant to the Personnel Complaint Policy.

COMPLIANCE AND OVERSIGHT

Compliance. All members of the Departmen t are required to comply with this military use policy. Failure of any member to comply with this military use policy may subject that member to discipline as set forth in the Personnel Complaint Policy.

Oversight. The City Council of the City of Garden Grove shall have oversight authority with respect to the provisions of this policy and its implementation.

GARDEN GROVE POLICE DEPARTMENT
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GARDEN GROVE POLICE DEPARTMENT

MILITARY EQUIPMENT INVENTORY
The following constitutes an inventory of equipment owned and/or in the possession of the Garden Grove Police Department which is deemed to be military equipment as defined by this policy and state law:

1. RESCUE VEHICLE
Commercially produced wheeled rescue personnel vehicle utilized for law enforcement purposes.

Current Inventory:

LENCO BEARCAT G2
Description: Rescue vehicle that seats 10 -12 personnel with open floor plan that allows for rescue of down personnel. It can stop various projectiles, which provides greater safety to citizens and officers beyond the prote ction level of shield and pers onal body armor. The armored vehicle was purchased by the Department prior to January 1, 2022, and was delivered on April 6, 2022.

Quantity: 1
Purchase Price: $286,000.00
Purpose: To be used in response to critical incidents to enhance officer and community safety, improve scene containment and stabilization, and assist in resolving critical incidents.

Authorized Use: The use of the rescue vehicle shall only be authorized by a watch commander or SWAT command er, based on the specific circumstances of a give n critical incident. Rescue vehicles shall be used only by officers trained in their deployment and in a manner consistent with Department policy and training.

Expected Lifespan: 25 years.

Fiscal Impact: Annual fiscal impact cannot be determined at this t ime since the equipment has not yet been used by the Department for any meaningful time to determine its operational costs . The fi scal impact of this piece of equipment will be updated with the Department’s annual review.

Training: All driver/operators s hall att end formalized instruction and be trained in vehicle operations and practical driving instruction.

GARDEN GROVE POLICE DEPARTMENT
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Legal and Procedural Ru les: It is the policy of the Department to utilize armored vehicles only for official law enforcement purposes, and pursuant t o State and Federal law.

2. MOBILE COMMAND POST VEHICLE (MCP)
A vehicle utilized as a mobile off ice that provides shelter, access to Department computer systems, and restroom facilities during extended events.

Current Inventory:

LDV MCP VEHICLE
Description: The MC P can also be utilized for SWAT/HNT, critical incidents, preplanned large events, searching for missing persons, natural disasters, and community events. The vehicle is currently housed inside an enclosed structure on the property of the department ’s Special Services building. The vehicle is the primary command and control platform for the Department’s SWAT team during training and SWAT operations.

Quantity: 1

Purchase Price: $571,791.00
Purpose: To be used based on the specific circumstances of a given critical incident, large event, natural disaster, or community event that is taking place.

Authorized Use: Only officers trained in the deployment and operations in a manner consistent with Department policy and training are authorized to operate the MCP.

Furthermore, only officers who have completed the California State Class B Commercial driving school and become properly licensed will be allowed to drive the MCP. Situations in which the MCP is authorized for use would include, but not be limited to, critical incidents, emergencies, and natural disasters.

Expected Lifespan: The MCP, has a 20-year lifespan on chassis and vehicle structure.

Fiscal Impact: There is no outside costs associated with annual maintenance since the city maintains and services the MCP.

Training: The driver/operator shall receive training in the safe handling of the vehicle on a closed training cours e. Once the operator has shown competence in vehicle handling, the driver/operator will drive the vehicle throughout the city with an experienced driver. Driver/operators shall also undergo California Department of Motor Vehicles commercial vehicle testing.

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Legal and Procedural Rules: It is the policy of the Department to use the MCP only for official law enforcement purposes, an d in acc ordance with California State law regarding the operation of motor vehicles.

3. RIFLES AND ASSOCIATED AMMUNITION

Firearm designed and intended to be fired from the shoulder and designed to use the energy in a fixed metallic cartridge to fire only a s ingle projectile through a rifled bore for each single pull of the trigger.

Current Inventory:

SIG SAUER M400 RIFLE
Description: lightweight, magazine-fed, gas-operated semi-automatic rifle.

Caliber 223/5.56, 16-inch barrel.

Quantity: 120
Purchase Price: $1,344.00/firearm
SIG SAUER 716 DMR G2 .308 PRECISION RIFLE
Description: Semi-automatic precision rifle with an 18 -inch barrel, chambered in .308 Winchester, with night force 5.5-22x50 power optic

Quantity: 4

Purchase price: $1,977/rifle, $1,936/scope; $3,913 total/system.

REMINGTON 700 LTR .308 PRECISION RIFLE
Description: Bolt-action precisio n rifle with an 18 -inch barrel, cham bered in .308 Winchester

Quantity: 2

Purchase Price: $820.00 each

SIG SAUER MCX 5.56 SBR RIFLE
Description: Semi-automatic rifle with an 11-inch barrel, chambered in 5.56, with sound suppressors.

Quantity: 22

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Purchase Price: $1,289.00 each

WINCHESTER.223 REMINGTON 55GR SILVER TIP RIFLE ROUND
Description: .223 Remington caliber, Fragmenting Polymer Tip (FPT), 55 grain bullet weight, brass cartridge case material.

Quantity: 16,000
Purchase Price: $680.40/1,000 rounds
WINCHESTER .223 REMINGTON 55GR FRANGIBLE RIFLE ROUND
Description: .223 Remington caliber, frangible, 55 grain bullet weight, brass cartridge case material.

Quantity: 3,400
Purchase Price: $777.60/1,000 rounds
WINCHESTER .223 REMINGTON 55GR. FULL METAL JACKET (FMJ) RIFLE ROUND Description: 5.56 MM caliber, Full Metal Jacket (FMJ), 55 grain bullet weight, brass cartridge case material.

Quantity: 12,000
Purchase Price: $425.00/1,000 rounds
HORNADY .308 WIN 168GR A-MAX TAP PRECISION RIFLE ROUND

Description: .308 caliber, Tactical Application Police precision rifle round, 168 grain bullet weight, used in designated marksmen rifles.

Quantity: 1,000 (Current Inventory)

Purchase Price: $1,470.00 per box of 1,400
Purpose: To be used as precision weapons to address a threat with more precision and/or greater distances than a handgun, if present and if use is feasible.

Authorized Use: Only officers who have received training with the specific firearm are authorized to use that rifle.

Expected Life Span: No expiration date.

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Fiscal Impact: Annual maintenance is approximately $50 for each rifle.

Training: Prior to using a rifle, officers must be certified by POST ins tructors in the operation of the rifle. Additionally, all members that operate any rifle are r equired to pass a range qualification four times a year.

Legal and Procedural Rule: It is the policy of the Garden Grove Police Department to utilize rifles only for official law enforcement purposes, and pursuant to State and Federal law regarding the use of force.

4. NOISE-FLASH DIVERSIONARY DEVICES
A device used to distract a potentially dangerous person or persons.

Current Inventory:

DEFENSE TECHNOLOGY (DEFTEC), MODEL 8922 DIVERSONARY DEVICE Description: This is the standard noise flash diversionary devic e. It is non - bursting, non-fragmenting single use device that produces a 175db and 6 -8 million candela of light output. It is ideal for distracting potentially dangerous suspects during assaults, hostage rescue, building/room entry or other high - risk arrest situations.

Quantity: 49

Purchase Price: $60.29 each
Purpose: A distraction device is ideal for distracting dangerous suspects during assaults, hostage rescue, room entry or other high-risk arrest situations. To produce atmospheric overpressure and b rilliant white light which, as a res ult, can cause short-term (6 - 8 seconds) physiological/psychological sensory deprivation to give officers a tactical advantage.

Authorized Use: Diversionary Devices shall only be used:

1. By officers who have been trained in their proper use.

2. In hostage and barricaded subject situations.

3. In high -risk warrant (search/arrest) services where there may be extreme hazards to officers.

4. During other high-risk situations where their use would enhance officer safety.

5. During training exercises.

Expected Lifespan: Until used.

Fiscal Impact: No annual maintenance.

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Training: Prior to use, officers must attend diversionary device training that is conducted by POST certified instructors.

Legal and Procedural Rules: Use is established in th e Garden Grove Police Department Special Weapons and Tactics Manual. It is the policy of the GGPD to utilize diversion devices only for official law enforcement p urposes, and pursuant to State and Federal law regarding the use of force.

5. DISTRACTION AND PAIN COMPLIANCE DEVICES
A device used to distract dangerous persons while deploying less lethal munitions.

Current Inventory:

DEFENSE TECHNOLOGY (DEFTEC), MODEL 1087 STINGER GRENADE Description: This is a hand -held, hand -thrown grenade and has an initial 1 second delayed fuse. Once the fuse is discharged at a low speed, the main charge detonates to produce a loud sound and bright flash of light, and the distribution of approximately 180 rubber pellets of .32 caliber size are expelled from the grenade, and t he pellets can travel up to 50 ft. f rom the point of detonation.

Quantity: 96

Purchase Price: $46.86 each

Purpose: To limit the escalation of conflict and decre ase use of lethal force when feasible. Situations for use of the less lethal weapon systems m ay include, but are not limited to:

1. Self-destructive, dangerous and/or combative individuals.

2. Riot/crowd control and civil unrest incidents.

3. Circumstances where a tactical advantage can be obtained.

4. Potentially vicious animals.

5. Training exercises or approved demonstrations.

Authorized Use: Stinger Grenade Devices shall only be used:

1. Self-destructive, dangerous and/or combative individuals.

2. Riot/crowd control and civil unrest incidents.

3. Circumstances where a tactical advantage can be obtained.

4. Potentially vicious animals.

5. Training exercises.

Expected Lifespan: Until used.

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Fiscal Impact: No annual maintenance.

Training: Prior to use, officers must attend diversionary device training that is conducted by POST certified instructors.

Legal and Procedural Rule s: It is the policy of the GGPD to ut ilize Stinger Grenades only for official law enforcement purposes, and pursuant to State and Federal law, including those regarding the use of force.

6. EXPLOSIVE BREACHING TOOLS
Tools that are used to conduct an explosive breach.

Current Inventory:

KINETIC BREACHING TOOL (KBT) MODEL KIT-ATIKBT3-1000

Description: The KBT is a power actuated kinetic energy forced entry tool. It utilizes a crimp ed blank explosive charge which drives a captive steel impact plate directed at the breach point. The impact pla te extends forward out of the clamshell shroud and impacts against the target with a high level of kinetic energy to defeat th e entry point or fortification. The impact plate automatically retracts and is reset in the breaching device. The KBT uses semi-automatic cycling, allowing repeated strikes on hardened or multiple targets. The KBT’s intended use is for forced entry during high-risk operations with secure entry points and is designed to be operated by a single officer/tactical team member. The KBT weighs 28 lbs. dimensions are 35 in. x

9.9 in. X 9.3 in. and has an audible report of 115dB. The KBT utilizes a proprietary blank cartridge to deliver up to 850 foot pounds of kinetic energy through the steel ram. Ther e is no projectile or explosive energ y that leaves the device except for the force of the ram, which is permanently captured in the breaching device.

Quantity: 1

Purchase Price: $10,579.38
Purpose: To safely gain entry into a structure.

Authorized Use: Use of the KBT may only occur after the operator gains authorization by the Incident Commander, SWAT Commander in the field, SWAT team leader, SWAT assistant team leader, and/or during training exercises.

Expected Lifespan: Kinetic Breaching Tool (KBT) - 30 years. Blank cartridges – 5 years (preferably rotate rounds within 1 year).

Fiscal Impact: No annual maintenance.

GARDEN GROVE POLICE DEPARTMENT
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Training: All officers who use explosive breachi ng tools shall attend and successfully pass a certified course in the use of any breaching or explosive entry tool.

Legal and Procedural Rules: It is the policy of the Garden Grove Police Department to utilize breaching tools only for official law enforce ment purposes, and pursuant to State and Federal law.

KBT3-1100 POWER CARTRIDGES
Description: .45 Caliber crimped blank explosive charge delivering up to 850 ft. /lb. of force through a hardened steel ram. Power Cartridges are used for the Kinetic Breachin g Tool ( KBT) Mode l KIT -ATIKBT3-1000. No projectile or explosive energy leaves the device exce pt the force of the ram which is permanently captured in the KBT from an 8-slot cylindrical magazine.

Quantity: 100
Purchase Price: $4.56 each
Purpose: The immediate defeat of any locking mechanism.

Authorized Use: SWAT personnel only who have been trai ned in the use of the Kinetic Breaching Tool (KBT) Model KIT-ATIKBT3-1000.

Expected Life Span: 5 years, preferably rotate rounds within 1 year.

Fiscal Impact: Annual re -supply f or training purposes and use during SWAT deployments $454.56 annually.

Training: All SWAT personnel who have att ended and successfully passed a POST approved basic SWAT school are trained quarterly and receive additional training internally. SWAT operators who utilize the power cartridges shall have completed an approved and certified course in the use of any breaching or explosive entry tool.

Legal and Procedural Rules: It is the policy of the Garden Grove Police Department to utilize breaching tools only for official law enforcement purposes, and pursuant to State and Federal law.

REMINGTON 870 BREACHING SHOTGUN
Description: The modified short barreled Remington 870 ballistic breaching shotgun is equipped with a serrated breaching stand off muzzle recoil reducer, rubber grip, plastic side saddle and tactical slinging system whic h fires a frangible ballistic breachi ng round. Depending on the constructed material of the door, operators of the Remington 870 Breaching Shotgun shall determine whether Tesar #1 Orange Cap 275 grain compressed copper frangible breaching round rated for s olid wood doors, light steel, hinges and locks or

GARDEN GROVE POLICE DEPARTMENT
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Tesar #4 Yellow Cap 750 grain compressed copper frangible ballistic breaching round rated for heavy steel, hinges and loc ks will b e used. Range of both Tesar #1 and Tesar #4 shall not exceed in excess of ½ mile. The Remington 870 Breaching Sho tgun shall only be used by SWAT operators trained in the use of the Remington 870 ballistic breaching shotgun, with a stand -off of 6” inches le ss. Effectiveness depends on the constructed material of the door whether wood or steel, locking mechanism, hinges and/or door’s frame.

Quantity: 8
Purchase Price: $409.73 each
Purpose: To safely gain entry into a structure and or/interio r doors and the immediate defeat of any/all locking mechanisms.

Authorized Use: Use of the R emington 870 Breaching Shotgun may on ly occur after the operator gains authorization by the Incident Commander, SWAT Commander in the field, SWAT team leader, SWAT assistant team l eader, and/or during training exercises.

Expected Lifespan: Remington 870 B reaching Shotgun- 25 years, Tesar #1 Orange Cap 275 grain compressed copper frangible ballistic breaching rounds - no listed expiration date. Tesar #4 Yellow Cap 750 grain compressed copper frangible ballistic breaching rounds- no listed expiration date.

Fiscal Impact: Annual maintenance is approximately $50 for each breaching shotgun.

Training: All SWAT personnel who have attended and successfully passed a POST approved b asic SWAT school are training quarterly and receive additional training internally. SWAT operators who utilize the Remingt on 870 Breaching Shotgun have completed an approved and certified course in the use of any breaching or explosive entry tool.

Legal and Procedural Rules: It is the policy of the Garden Grove Police Department to utilize breaching tools only for official l aw enforcement purposes, and pursuant to State and Federal law.

TESAR #1, ORANGE CAP 275 GRAIN COMPRESSED COPPER FRANGIBLE BA LLISTIC

BREACHING ROUNDS
Description: Manufactured by Royal Arms, International the Tesar #1 Orange Cap 275 grain compressed coppe r frangible ballistic breaching round is used for the sole purpose of the immediate defeat of any/all door’s locking mechanisms or pad lock hasps, minimizing the potential for ricochet or injury to any individual who operates with this frangible round. The frangible ballistic breaching round is rated for solid wood doors, light steel, hinges and locks.

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Quantity: 275
Purchase Price: $4.50 each
Purpose: The immediate defeat of a door’s locking mechanism.

Authorized Use: SWAT personnel only who have been trai ned in the use of the Remington 870 Ballistic Breaching Shotgun.

Expected Life Span: No listed expiration date.

Fiscal Impac t: Annual re -supply for training purposes and use during SWAT deployments $300 yearly.

Training: All SWAT personnel who have atte nded and successfully passed a POST approved basic SWAT school are trained quarterly and receive additional training internally. SWAT operators who utilize the Tesar #1 frangible ballistic breaching round shall have com pleted an approved and certified cour se in the use of any breaching or explosive entry tool.

Legal and Procedural Rules: It is the policy of the Garden Grove Police Department to utilize breaching tools/rounds only for official law enforcement purposes, a nd pursuant to State and Federal law.

TESAR #4, YELLOW CAP 750 GRAIN COMPRESSED COPPER FRANGIBLE BALLISTIC

BREACHING ROUNDS
Description: Manufactured by Royal Arm s, International the Tesar #4 Yellow Cap 750 grain compressed copper frangible ballistic brea ching round is used for the sole purp ose of the immediate defeat of any/all door’s locking mechanisms or padlock hasps, minimizing the potential for ricochet or in jury to any individual who operates with this frangible round. The frangible ballistic breaching round is rated for heavy steel, hinges and locks.

Quantity: 75
Purchase Price: $5.00 each
Purpose: The immediate defeat of a door’s locking mechanism.

Authorized Use : SWAT pe rsonnel only who have been trained in the use of the Remington 870 Ballistic Breaching Shotgun.

Expected Life Span: No listed expiration date.

Fiscal Impact: Annual re -supply for training purposes and use during SWAT deployments $300 yearly.

GARDEN GROVE POLICE DEPARTMENT
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Training: All SWAT personnel who have attended and successfully passed a POST approved basic SWAT school are trained quarte rly and receive additional training internally. SWAT operators who utilize the Tesar #4 frangible ballistic breaching round sh all have completed an approved and certified course in the use of any breaching or explosive entry tool.

Legal and Procedural Rules: It is the policy of the Garden Grove Police Department to utilize breaching tools/rounds only for official law enforcement purposes, and pursuant to State and Federal law.

7. CHEMICAL AGENTS AND SMOKE CANISTERS
Canisters/Munitions containing chemical agents that are released when deployed.

Current Inventory:

COMBINE SYSTEMS (CTS), CS BAFFLED CANISTER GRENADE
Description: The des ign of t he CS Baf fled Canister Grenade allows the contents to burn within an internally baffl ed can and disperse the agent safely with reduced risk of fire. The grenade is designed primarily for indoor tactical situations to detect and/or dislodge a barric aded sub ject. Thi s grenade will deliver 25 grams of agent during its 20 -40 seconds burn time. The device is launchable. Part Number 5230B.

Quantity: 108
Purchase Price: $31.25 each

DEFENSE TECHNOLOGY, FLAMELESS TRI-CHAMBER CS GRENADE
Description: The desi gn of the Tri-Chamber Flameless CS Grenade allows the contents to burn within an internal can and disperse the agent safely with reduced risk of fire. The grenade is designed primarily for indoor tactical situations to detect and/or dislodge a barricaded s ubject. This gren ade will deliver 20 grams of agent during its 20 -30 seconds burn time. The d evice is not launchable. Part Number 1032.

Quantity: 8
Purchase Price: $35.72 each

DEFENSE TECHNOLOGY SPEDE-HEAT CS GRENADE
Description: The Spede -Heat CS Grena de is a high volume, continuous burn munition. It expels a CS payload of 81.2 grams in appro ximately 20 -40 seconds. The CS is di scharged through four gas ports on top of the canister,

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three gas ports on the side, and one gas port on the bottom. The devic e is launchable. Part Number 1072.

Quantity: 11
Purchase Price: $36.71 each

DEFENSE TECHNOLOGY RIOT CONTROL CONTINUOUS DISCHARGE GRENADE, OC Description: The Riot Control OC Grenade is designed specifically for outdoor use in crowd control situations with a high-volume continuous burn that expels its payload in approximately 20 -40 seconds through four gas ports located on the top of the canister. This grenade can be used to conceal tactical movement or to route a crowd. The volume of smoke and agent is v ast and obtrusive.

This launchable grenade is 6.0 in. by 2.6 in. and hold approximately 25g of OC chemical agent. Part Number: 1056.

Quantity: 5
Purchase Price: $44.76 each

DEFENSE TECHNOLOGY POCKET TACTICAL GRENADE, CS
Description: The Pocket Tactical CS Grenade is small , and lightweight. The

25.2g of CS chemical agent will burn approximately 20-40 seconds. At 4.75 in. by 1.4 inches in size, it easily fits in most tactical pouches. Though this device is slightly over four inches in length, it produces a s moke clo ud so fas t it appears to be an enveloping screen produced by a full -size tactical gre nade.

Part Number 1016.

Quantity: 9
Purchase Price: $22.38 each
DEFENSE TECHNOLOGY 40MM CS FERRET LIQUID BARRICADE PENETRATING

PROJECTILE ROUND
Description: The 40MM CS Ferret Liquid munition is a frangible projectile filled with chemical agent. It is de signed to deliver chemical agents in barricade situations from a 40mm launcher. Spin stabilization from barrel rifling affords maximum stand-off distance and accur acy for safety. The munition is non - burning and suitable for indoor use. It is designed to penetrate barriers, such as windows, hollow core doors, wallboard, and thin plywood. Upon impacting the barrier, the nose cone ruptures and instantaneously deliver s 6.9 grams of chemical payload inside of a structure or vehicle. The active CS agent instantaneously discharges on impact. Part Number 2262.

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Quantity: 27
Purchase Price: $26.90 each
DEFENSE TECHNOLOGY OC AEROSOL GRENADE 1.3% FOGGER, 6oz
Description: The 1 oz. / 6 oz. OC Aerosol Grenade will deliver its payload of 1/3% MC% OC in 15 -20 seconds. This is an anatomized mist which enh ances the pungent 1.3% OC formulation. Ideal for area denial areas like attics, garages, etc. This device has minimum clean up . The ca nister may also be handheld to direct the spray pattern. This product is designed to provide room clearing ability with minimum clear up requirements. Part number 56854.

Quantity: 4
Purchase Price: $21.90 each

DEFENSE TECHNOLOGY MILITARY-STYLE BLACK SMOKE GRENADE
Description: The Maximum Smoke Grenade is designed specifically for outdoor use in crowd control situations with a high volume continuous burn that expels its payload in approximately 30 -40 seconds through four gas ports located on the top of the canister. This grenade can be used to conceal tactical movement or to reroute a crowd . The volume of smoke is fast and obt rusive. This launchable colored smoke grenade is 6 x 2.35 inches and holds approximately

2.9 ounces of active agent. Part number 1062.

Quantity: 24
Purchase Price: $45.33 each

DEFENSE TECHNOLOGY MILITARY-STYLE SAF-SMOKE GRENADE
Description: The Saf-Smoke Grenade was designed for training, but may also be used in operations. The Saf -Smoke Grenade offer the same approximate burn t imes as the Spede -Heat Grenade in CN or CS and the Riot Control Grenade in CN or CS. The simi lar burn times make it the appropriat e choice for training or simulation deployment of chemical agent canisters. The Saf - Smoke formulation is considered to be less toxic than Hexachloroethane (HC) smoke. The Saf-Smoke Grenade emits a very white smoke. Part number 1063.

Quantity: 22
Purchase Price: $32.30 each
DEFENSE TECHNOLOGY SKAT SHELL 40MM MULTIPLE PROJECTILE ROUND, CS

GARDEN GROVE POLICE DEPARTMENT
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Description: The Skat Shell 40mm CS multipl e chemic al projec tile round is designed to deliver multiple CS canisters from a 40mm launcher . It is designed for outdoor use and has a fire -producing capability and has a maximum effective range of 80 -100 yards. It is widely used as a crowd management tool for the rapid and broad deployment of a chemical agent by a single grenadier. The Skat Shel l contains four separate sub -munitions and provides a wide area of coverage. Part number 6172.

Quantity: 98
Purchase Price: $30.12 each
CTS LC5 CHEMICAL AGENT LAUNCHING CUPS
Description: The chemical agent launching cup is affixed to the barrel end of a Remington 870 shotgun and fastened ont o the barrel by a metal band and hand-tightened screw. The launching cup is utilized to hold launchable OC, CS, and smoke munitions to effectively launch them from a safe distance into the designated target area.

Quantity: 4
Purchase Price: $278.82 each

VULCAN MUNITIONS POLE
Description: The Vulcan Munitions Pole is utilized to safely deploy munitions into doors, windows, and op enings of buildings and vehicles to introduce OC, CS, smoke, and diversionary devices to dist ract, disrupt, or incapacitate subjects barricaded in structures or vehicles. The Vulcan Munitions pole weights less than 9 pounds and is capable of extending from less than 8 feet in length to 13 feet in length.

Quantity: 2
Purchase Price: $2,412.62 each

CUSTOM METAL CONCEPTS BURN SAFE
Description: The Burn Safe is a double walled container constructed of aluminum. It is designed to contain the flames inside the i nner cha mber thereby reducing the probability of starting a fire. The Burn Safe weighs approximately 8 pounds and is hand -deployed by officers. The weight allows the user to successfully penetrate windows, screens, and glass doors. The Burn Safe allows the introduction of significant amounts of pyrotechnic chemical agent into the target, which inc reases the probability of a successfu l resolution.

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Quantity: 2
Purchase Price: $1,812.00 each

CUSTOM METAL CONCEPTS GAS RAM
Description: The Gas Ram is a multi -use tool that can be utilized for forced entry as a door ram or be deployed as a pyrotechnic Che mical Agent delivery system. The Gas Ram is equipped with a 12 inch or 24 inch metal probe capable of penetrating walls, doors, sheet metal siding and into vehicle s.

Inserting the longer 24 inch probe allows use through roofs and dead air spaces. Both prob es are effective in delivering signif icant amounts of pyrotechnic chemical agents with a minimal probability of starting fires.

Quantity: 1
Purchase Price: $1,500.00
DEFENSE TECHNOLOGY, 12-GUAGE MUZZLE BANG/LAUNCHING CARTRIDGE ROUND

Description: The 1210 12-Gauge Muzzle Bang/Launching Cartr idge incorporates an opaque shell and utilizes black powder as the propellant. It has the ability to be used alone as a Muzzle Bang for crowd m anagement or for propelling grenades when equipped with and using a Departme nt authorized launching cup. Part num ber 1210.

Quantity: 106

Purchase Price: $7.13 each
Purpose: To cause a suspect discomfort and/or deny him/her access to cert ain areas of a structure, vehicle, or area to aid in bringing an event to a successful conclu sion.

Situations for use of chemical agents may include but are not limited to:
a. To reduce violence, minimize property damage, and protect the public. b. To disperse individuals during riots or incidents of civil disobedience. c. To incapacitate a suspect who is endangering life or property. d. To apprehend suspects who refuse to submit to arrest.

Authorized Use: SWAT personnel who have been trained in the use of chemical agents.

Excepted Life Span: Refer to manufacturer’s specifications sheet for each munitions.

Life span of most munitions is 5 years from date of manufacturer.

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
Fiscal Impact: No annual maintenance. Munitions must be replaced per manufacturer recommendations.

Training: Sworn members utilizing chemical agents are trained in there use by POST certified chemical agent instructors.

Legal and Procedural Rules: Authorized use is established under the Use of Force Policy. It is the policy of the GGPD to utilize chem ical agents only for official law enforcement purposes, and pursuant to State and Federal law regarding the use of force.

8. PEPPERBALL LAUNCHER AND ASSOCIATED MUNITIONS
A device that discharges irritant projectiles.

Current Inventory:

TIPPMANN PEPPERBALL GUN
Description: A c ompressed-air powered launcher designed to fire non -lethal PepperBall projectiles.

Quantity: 7
Purchase Price: $316.79 each

PEPPERBALL LIVE-X PROJECTILE
Description: The Live Projectile contains a concentrated amount of PAVA pepper powder. One round of LIVE-X contains the equivalent to 10 PepperBall rounds. Discharged from a Pep perBall Launcher, the projectile has a velocity of 280-350 FPS. The projectile has a direct impact of 60 ft. and an area of saturation of 150+ft. The projectile contains 5% PAVA Powder.

Quantity: 2,625
Purchase Price: $928.00/case of 375 projectiles
Purpose: To limit the escalation of conflic t and decrease use of lethal force when feasible. Situations for use of the less lethal weapon systems may include but are not limited to:
a. Self-destructive, dangerous and/or combative individuals. b. Riot/crowd control and civil unrest incidents.
c. Circumstances where a tactical advantage can be obtained. d. Potentially vicious animals.
e. Training exercises or approved demonstrations.

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1

9. 40 MM LAUNCHER AND ASSOCIATED MUNITIONS
40MM Launchers are utilized by department personnel as a less lethal tool to launch impact rounds.

Current Inventory:

DEFENSE TECHNOLOGY, 40MM SINGLE SHOT LAUNCHER
Description: The 40MM Single Launcher is a tactical sin gle shot launcher. It will fire standard 40mm less lethal ammunition, up to 4.8 inches in car tridge length. It will launch a 40mm less lethal round up to 131 feet.

Quantity: 5
Purchase Price: $888.70 each
DEFENSE TECHNOLOGY, 40MM EXACT IMPACT SPONGE
Description: A less le thal 40mm lightweight plastic and foam projectile fired from a single or mul ti-round purpose built 40mm grenade l auncher with a rifled barrel at 325 FPS. The 30-gram foam projectile delivers 120 foot pounds of energy on impact. The 40mm Ex act Impa ct Sponge Round provides accurate and effective performance when fired from the appro ved distance of not less than five (5) feet and as far as 131 feet from the target.

Quantity: 305
Purchase Price: $20.61 each
Purpose: To limit the escalation of c onflict and decre ase use of lethal force when feasible.

Authorized Use: Situations for use of the less lethal weapon systems may i nclude, but are not limited to:
a. Self-destructive, dangerous and/or combative individuals. b. Riot/crowd control and civil unrest incidents.
c. Circumstances where a tactical advantage can be obtained. d. Potentially vicious animals.
e. Training exercises or approved demonstrations.

Training: Sworn members utilizing 40mm less lethal chemical agents or impact rounds are trained in there use by POST ce rtified l ess lethal and chemical agent instructors.

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
Expected Life Span: Defense Technology Launchers - 25 years, Rounds - 5 years.

Fiscal Impact: Annual maintenance is approximately $50 for each launcher.

Legal and Procedural Rules: Authorized use is established under the Use of Force Policy. It is the policy of the Garden Grove Police De partment to utilize the 40mm only for official law enforcement purposes, and pursuant to State and Federal law, including those regarding the use of force.

10. LESS LETHAL SHOTGUN AND ASSOCIATED MUNITIONS
Device used to deploy the less lethal 12-gauge Super-Sock Beanbag Round.

Current Inventory:

REMINGTON 870 LESS LETHAL SHOTGUN
Description: The Remington 870 Less Lethal Shotgun is used to deploy the less lethal 12 -gauge Super-Sock Beanbag Round up to a distance of 75 feet.

The range of the weapon system helps to maintain space between officers and a suspect reducing the immediacy of the threat which is a principle of de - escalation.

Quantity: 65
Purchase Price: $395.75 each
DRAG STABILIZED 12-GAUGE BEANBAG ROUND
Description: A less lethal 2.4 -inch 12 -gauge shotg un round firing a ballistic fiber bag filled with 40 grams of lead shot at a velocity of 270 -290 feet per second (FPS). Drag Stabilized rounds are discharged from a dedicated 12 - gauge shotgun that is distinguishable by an orange butt stock and fore grip.

This round provides accurate and effect ive performance when fired from the approved distance of not fewer than five (5) feet. The maximum effective range of this mun ition is up to 75 feet from the target. The Drag Stabilized Model is in its deployed state i mmediately upon exiting the barrel. It does not require a minimum range to “unfold” or “stabilize.” The Drag Stabilized Model is an aerodynamic projectile. However, accuracy is rela tive to the shotgun, barrel length, environmental conditions, and the operator. The Drag Stabilized Model is very accurate. However, effectiveness depends on many variables, such as distance, clothing, stature, and the point where the projectile impacts.

Quantity: 200
Purchase Price: $5.93 each

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
Purpose: To limit the escalation of conflict and decrease use of lethal f orce when feasible.

Authorized Use: Situations for use of the less lethal weapon systems may include, but are not limited to:
a. Self-destructive, dangerous and/or combative individuals. b. Riot/crowd control and civil unrest incidents.
c. Circumstances where a tactical advantage can be obtained. d. Potentially vicious animals.
e. Training exercises or approved demonstrations.

Expected Life Span: Remington 870 Less Lethal Shotgun - 25 years, Drag Stabilized 12-gauge beanbag round and Winchester slug rifle rounds - no listed expiration date.

Fiscal Impact: Annual maintenance is approximately $50 for each shotgun.

Training: All officers are traine d in the 12-gauge less lethal shotgun as a less lethal option by in -service training. SWAT p ersonnel receive additional training i nternally when they transfer to the unit. SWAT operators who utilize these munitions successfully completed a POST approved gas school and/or trained in house by POST certified chemical agent instructors for muzzle blast training.

Legal and Procedural Rule s: Authorized use is established under the Use of Force Policy. It is the policy of the Garden Grove Police Department to utilize the less lethal shotgun only for official law enforcement purposes, and pursuant to Stat e and Federal law, including those regarding the use of force.

11. WINCHESTER SEGMENTED SLUG RIFLED ROUNDS

Description: Winchester 12 -gauge 2.75 -inch segmented shotgun rifles slugs features full bore rifling, so they will have improved accuracy and sectional density when fired out of a smooth bored shotgun. The round segments upon impact as to not over penetrate barriers.

Quantity: 5,250

Purchase Price: $611.00/1,000 round
Purpose: To be used as precision weapons to address a threat with more precision and/or greater distances than a handgun, if present and if use is feasible. This is a standard issued patrol duty round.

Authorized Use: All sworn officers who have g raduated from a PO ST Academy are authorized to use this ammunition.

Expected Life Span: No expiration date.

GARDEN GROVE POLICE DEPARTMENT
General Order: 2.29
Military Equipment

1676901.1
Fiscal Impact: Annual training with qualification is approximately $947.05.

Training: Officers must be certified by POST instructors (standard PO ST Acade my trained) in the operation of the shotgun. Additionally, all members that operate any shotgun are required to pass a range qualification one time a year.

Legal and Procedural Rule: It is the policy of the Garden Grove Police Department to utilize rifles only for o fficial law enforcement purposes, and pursuant to State and Federal law regarding the use of force.

Agenda Item - 2.j.

City of Garden Grove

INTER-DEPARTMENT MEMORANDUM
To: Scott C. Stiles From: Teresa Pomeroy
Dept.: City Manager Dept.: City Clerk
Subject: Receive and file minutes
from the meeting held on
March 22, 2022. ( Action
Item)
Date: 4/12/2022
Attached are the minutes from the meeting held on March 22, 2022, recommended to be received and filed as submitted or amended.

ATTACHMENTS:

Description Upload Date Type File Name
Minutes 4/6/2022 Minutes cc-min_03_22_2022.pdf

-1- 3/22/22

MINUTES

GARDEN GROVE CITY COUNCIL

Regular Meeting

Tuesday, March 22, 2022

Community Meeting Center
11300 Stanford Avenue, Garden Grove, CA 92840

CONVENE CLOSED SESSION

AT 5:30 p.m., Mayor Jones convened closed session.

ROLL CALL PRESENT: (6) Council Members Brietigam, Bui,
Klopfenstein, K. Nguyen, D. Nguyen, Mayor
Jones

ABSENT: (1) Council Member O’Neill absent at Roll Call, but joined the meeting at 6:35 p.m.

ORAL COMMUNICATIONS

Speakers: None.

CONFERENCE WITH REAL PROPERTY NEGOTIATORS PURSUANT TO GOVERNMENT CODE SECTION 54956.8
City Property: Willowick Golf Course, 3017 W. 5TH Street, Santa Ana, California City Negotiator: Scott C. Stiles, City Manager; Lisa Kim, Assistant City Manager/Community and Economic Development Director
Negotiating Parties: Ryan Aeh, Willowick Community Partners LLC; Peter Lauener, McWhinney; Robin Mark, The Trust for Public Land
Under Negotiation: To obtain direction regarding the price and terms of payment for the acquisition/sale/lease/exchange/disposition of the property

CONFERENCE WITH LABOR NEGOTIATORS PURSUANT TO GOVERNMENT CODE SECTION 54957.6
City Designated Representative: Laura Stover, Human Resources Director Employee organization: Police Association

ADJOURN CLOSED SESSION

At 6:35 p.m., Mayor Jones adjourned closed session.

-2- 3/22/22

CONVENE REGULAR MEETING

At 6:43 p.m., Mayor Jones convened the meeting with all Council Members present.

INVOCATION

PLEDGE OF ALLEGIANCE TO THE FLAG OF THE UNITED STATES OF AMERICA

PRESENTATION - COMMUNITY SPOTLIGHT RECOGNIZING THE GARDEN GROVE HIGH SCHOOL BOYS BASKETBALL TEAM FOR WINNING THE CIF SS DIVISION 4AA

CHAMPIONSHIP

PRESENTATION – COMMUNITY SERVICES DEPARTMENT UPDATE AS PRESENTED BY JOHN MONTANCHEZ, DIRECTOR OF COMMUNITY SERVICES (F: 52.3)

A PowerPoint presentation and video was provided by Mark Freeman, Community Services Supervisor, on the upcoming Re:Imagine Open Streets event on Saturday, April 2, 2022.

ORAL COMMUNICATIONS

Speakers: Maureen Blackmun

Written Comments: Craig Durfey

RECESS

At 7:10 p.m., Mayor Jones recessed the meeting.

RECONVENE

At 7:14 p.m., Mayor Jones reconvened the meeting with all Council Members present.

ADOPTION OF A PROCLAMATION CELEBRATING APRIL AS ARAB AMERICAN HERITAGE MONTH (F: 83.1)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The Garden Grove City Council does hereby proclaim the month of April as Arab American Heritage Month.

-3- 3/22/22

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

ADOPTION OF A PROCLAMATION RECOGNIZING BLACK APRIL MEMORIAL MONTH (F: 83.1)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The Garden Grove City Council does hereby proclaim the month of April as Black April Memorial Month.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

ADOPTION OF A PROCLAMATION RECOGNIZING APRIL AS FAIR HOUSING MONTH (F: 83.1)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The Garden Grove City Council does hereby proclaim April as Fair Housing Month.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

APPROVAL OF OUT-OF-STATE TRAVEL TO ATTEND THE INNOVATING COMMERCE SERVING COMMUNITIES (ICSC) 2022 LAS VEGAS CONFERENCE, AT THE LAS VEGAS CONVENTION CENTER FROM MAY 22 THROUGH MAY 24, 2022 (F: 46.1) (XR: A-78.1)
It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

-4- 3/22/22
Out-of-state travel for up to three Council Members and six staff to attend the ICSC 2022 Las Vegas Conference at the Las Vegas Convention Center Sunday, May 22, 2022 through Tuesday, May 24, 2022, be approved.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

APPROVAL OF WRITING OFF CERTAIN DELINQUENT RECEIVABLES AS UNCOLLECTIBLE DEBT OWED TO THE CITY (F: 78.5)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

A write-off, in the amount of $29,217.40, be approved as uncollectible debt.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

APPROVAL OF THE PROPOSED FISCAL YEAR 2022-23 WEST ORANGE COUNTY WATER BOARD COST SHARING BUDGET (F: 122.9)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The West Orange County Water Board Fiscal Year 2022/23 proposed cost sharing budget for operational expenses and cathodic protection system project cost, be approved.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None
AUTHORIZE APPROPRIATION OF FISCAL YEAR 2021-22 PROPOSITION 69 FUNDS FOR THE PURCHASE OF DNA RELATED EQUIPMENT (F: 82.1) (XR: 82.15) It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

-5- 3/22/22
Appropriation of $15,000 in Fiscal Year 2021-22 Proposition 69 funds to the Police Department Fiscal Year 2021-22 budget for the purchase of DNA related equipment, be authorized.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

AUTHORIZE THE ISSUANCE OF A PURCHASE ORDER TO NATIONAL AUTO FLEET GROUP FOR ONE (1) NEW POLICE DEPARTMENT PURSUIT RESPONDER PICKUP TRUCK
It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The Finance Director be authorized to issue a purchase order, in the amount of $46,433.15, to National Auto Fleet Group for the purchase of one (1) new Police Department pursuit responder pickup truck; and
The Finance Director be authorized to appropriate $46,433.15 to the Fiscal Year 2021/22 budget.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

AUTHORIZE ISSUANCE OF A PURCHASE ORDER WITH IRV SEAVER MOTORCYCLES

FOR TWO POLICE MOTORCYCLES
It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

Bidding be dispensed with pursuant to Garden Grove Municipal Code 2.50.060(e) “The purchase price and other terms are similar to those in a contract awarded for the same goods and/or services by another public agency or government purchasing cooperative organization based on a competitive process similar to the processes”; and
The Finance Director be authorized to issue a purchase order, in the amount of $60,000, to Irv Seaver Motorcycles for the purchase of two (2) new and unused police motorcycles.

-6- 3/22/22
The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

AUTHORIZE AN INCREASE TO THE PURCHASE ORDER WITH MRC, FORMERLY KNOWN AS SOCAL OFFICE TECHNOLOGIES, A XEROX COMPANY FOR 27 XEROX

MULTIFUNCTION COPY MACHINES
It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The Finance Director be authorized to increase a purchase order with MRC, formerly known as SoCal Office Technologies, a Xerox company, for no more than $120,000 for 12-months for 27 multifunction copy machines with accompanying service and maintenance contract.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

APPROVAL OF AGREEMENTS WITH MEKONG PRINTING, INC., THE PRINTERY INC., DBA PM GROUP, AND TIMOTHY W. HOGAN TO PROVIDE ON-CALL PRINTING, TRANSLATION, AND MAILING SERVICES (F: 55-Mekong Printing, Inc.) (F: 55-The Printery Inc., dba PM Group) (F: 55-Timothy W. Hogan)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

Agreements with Mekong Printing, Inc., The Printery Inc., dba PM Group, and Timothy W. Hogan, in the total amount of $225,000 per year for a period of five (5) years, be approved; and
The City Manager be authorized to execute the agreements on behalf of the City and make modifications as appropriate.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

-7- 3/22/22
RECEIVE AND FILE MINUTES FROM THE MEETINGS HELD ON FEBRUARY 28, 2022, AND MARCH 8, 2022 (F: Vault)

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

The minutes from the meetings held on February 28, 2022, and March 8, 2022, be received and filed.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

WARRANTS

It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

Demands covered by EFT numbers 00020251 through 00021232, and check numbers 00677107 through 00677313 inclusive as listed have been verified by the Finance Division as properly issued and bear all proper signatures;

Demands covered by Wire numbers 00000963 through 00000965, EFT numbers 00021233 through 00021246, and check numbers 00677314 through 00677379 inclusive have been verified by the Finance Division as properly issued and bear all proper signatures; and

demands covered by Wire numbers 00000921 through 00000983, EFT numbers 00021247 through 00021281, and check numbers 00677380 through 00677520 inclusive have been verified by the Finance Division as properly issued and bear all proper signatures; be received and filed.

The motion carried by a 7-0 vote as follows:

Ayes: (7) Brietigam, O’Neill, Bui, Klopfenstein, K. Nguyen, D. Nguyen, Jones
Noes: (0) None

WAIVER
It was moved by Council Member Brietigam, seconded by Council Member Klopfenstein that:

Full reading of Ordinances listed be waived.